A PROJECT REPORT ON EMPLOYEES WELFARE WITH SPECIAL REFERENCE TO

SPONGE IRON INDIA LIMITED, PALONCHA

DISSERTATION SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF
DEGREE IN

MASTER OF BUSINESS ADMINISTRATION

SUBMITTED BY

D.NAGESWARRAO
H.T.No.08366C1037 (2007-2009) Under the guidance of

Mrs.HEMA SUBBALAKSHMI
Department of commerce and Business Management
TALASILA COLLEGE OF MANAGEMENT AND INFORMATION TECHNOLOGY, PALONCHA, KHAMMAM (DIST.) KAKATIYA UNIVERSISTY

2 (2007 - 2009)

CERTIFICATE
This is to certify that D. Nageswarrao, S/o.Hussain H.T.No. 08366c1037 student of our college in the year has successfully completed project entitled on Employee welfare in Sponge Iron India Ltd Paloncha. This project work is submitted in partial fulfillment for the award of master of Business administration.

PRINCIPAL

CERTIFICATE
This is to certify the project work entitled Employee Welfare in Paloncha, is a bonafide work done by D. Nageswarrao, H.T.No. 08366c1037, Under my Guidance in partial fulfillment of the requirements for the award of The MASTERS DEGREE IN BUSINESS ADMINISTRATION by Kakatiya University, During the academic year (2007 2009)

Project Guide Place: Lakshmi Date: Mrs.Hema Subba

DECLARAION
I here by declare that the project work entitled EMPLOYEE WELFARE CARRIED OUT IN SPONGE IRON INDIA LIMITED is original and bonafied work under taken by work under taken by me in partial fulfillment of the requirement for the award Master of Business Administration of Kakatiya University at TALASILA COLLEGE of Management and Information Technology Paloncha. The project work and the project report has been done and prepared entirely by me. This project has not been submitted to any other university (or) organization at any time earlier.

D. NAGESWARRAO (08366C1037)

ACKNOWLEDGEMENT
I am very thankful to Mr G.C BHAKTHAVATSALAM, in-charge G.M.(O) SPONGE IRON INDIA LIMITED, PALONCHA. For accepting my request for doing the project work in/with their organization and also I thank all the staff and employees of SILL, Paloncha for their co-operation. I also acknowledge the help of Mr. A. VICTOR, DM(P&A) SIIL for his valuable guidance of the work. I also acknowledge the help of Mr. B. BABU RAO, SIIL Jr.Officer SIIL for his valuable guidance of this work. I also knowledge the help of Mr.G.Dharmaiah [CCT P&A] for his Guidance in the completion of this project work on time. I express my sincere gratitude to Mr. K.Prabhakar Reddy, principal of TALASILA College of management and Information Technology Paloncha for this support and encouragement and providing necessary facilities and encouragement. I sincerely thank Mrs.Hema Subba Lakshmi, Head of the department for her support and guidance, I am grateful to my project guide Mrs.Hema Subba Laxmi, Sri. Mr Joeldavid (Librarian) faculty of our College. Their continuous and unrelated support and guidance.

D Nageswarrao

CONTENTS

CHAPTERS
CHAPTER NO. CHAPTER 1 TOPIC Introduction & Methodology Need for the Study Objectives Limitations CHAPTER 2 CHAPTER 3 CHAPTER 4 CHAPTER 5 CHAPTER 6 Company Profile Employee welfare in Sponge Iron Data analysis & Interpretation Conclusions & Suggestions Appendix Bibliography 11-38 39-55 56-75 76-78 80-82 PAGE NOS 8-10

CHAPTER 1

NEED FOR THE STUDY

OBJECTIVES OF THE STUDY SCOPE OF THE STUDY METHODOLOGY LIMITATIONS OF THE STUDY

INTRODUCTION:
The term Welfare is a comprehensive and all embracing one which refers to the multiplicity of the activities aimed at achieving harmony between the Individual and his environment welfare measures in Organization means the positive services and amenities provided in or in the vicinity of Industrial undertakings with a view to harmonies the employees with their working environment. This endeavor also includes social security measures which provide for the future of the employees and their, families, under the head welfare activities we may include anything done for the intellectual, physical, moral and economic betterment of the employees, whether by employees of Government or by other agencies. NEED FOR THE STUDY : To understood the extent to which the welfare measures provided by SPONGE IRON INDIA LIMITED, towards their employees. To know the level of awareness of employees about the various welfare measures provided them. To study how the welfare facilities provided helps in increasing the productivity and job satisfaction. To learn how welfare services provided to employees help organization to build up stable work force by reducing absenteeism and labor turn over. To offer improving the effectiveness of Welfare measures. To review SPONGE IRON INDIA LTD., welfare measures and their usefulness to workers. goals. To recognize the importance of welfare measures for SPONGE IRON EMPLOYEES to achieve the organizational

OBJECTIVES OF THE STUDY:

The study was conducted in order to achieve the following individual objectives. 1. 2. 3. 4. 5. To understood the extent to which the welfare measures provided by SIIL, towards their employees. To know the level of awareness of employees about the various welfare measures provided to them. To analyze the various opinions of employees. To study the relevant conditions and the satisfaction level of employees by a questionnaire. To offer useful suggestions for improving the effectiveness of welfare measures. SCOPE OF THE STUDY: The scope of the study is continued to be in the area of personnel management i.e., employee welfare activities. The study concentrates on the various welfare activities provided by the management to their employees, and opinions of the employees, on various aspects. METHODOLOGY: Methodology is a systematic procedure of collecting The

information in order to analyze and verify a phenomenon. are: 1. Primary Data 2. Secondary Data

collection of information is done through two principle sources. They

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Primary data are information collected or generated by the researcher for the purpose of the project immediately of hand and for the purpose of knowing opinions, personal qualities, attitudes, etc., Secondary data refer to the information that has been collected by some one other than a research for purposes other than those involved in the research project hand. LIMITATIONS OF THE STUDY: The study may not be free from certain limitations. The finding of the study can be applied to comparable organization situation only. with similar characteristics and

The views and opinions of sample respondents may not represent the universe. Due to time constrains the sample size is small which may not be able to reflect true picture in some cases.

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CHAPTER - II

PROFILE OF THE COMPANY

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The rapid development of Iron and Steel capacity is indeed to logical corollary of any programme of rapid industrialization for a developing country. Iron and Steel are used as the basic material in the manufacturing of metal products, electrical machines, textiles etc., thus one can say that Iron and Steel Industry is a symbol for the strength of the economy. manufacture Sponge, Iron products which has been produced by Sponge Iron is technically called as direct reduced (DRI) of sponge Iron through direct reduction is an alternative route to the blast furnace method of production. BACKGROUND OF SIIL : Sponge Iron India limited a joint venture undertaking of Government of India and the Government of Andhra Pradesh under the Administration control of Ministry of Steel, Government of India, and New Delhi. SILL was incorporated during April 1975 and it was originally a subsidiary of Andhra Pradesh Industrial Development Corporation (APIDC) before it was taken over by Government of Andhra Pradesh was successfully setup and commissioned in June 1980 with the Assistance of United Nations Development programme (UNDP) and United Nations Industrial Development Programme (UNIDP) and United Nations Industrial Development Organizations (UNIDO). Keeping in view, the performance of the 1st plant is 30,000 tones capacity per annum. The capacity of plant subsequently expanded to 60,000 tones per annum taking notes of the successful operations of the plant in establishing sponge Iron from lump Iron or and non cooking coal locally available. The Government of India sanctioned in 1982 a scheme for doubling the capacity to 60,000 tones per annum with the addition of Second kiln of the capacity.

13

The Second unit was implemented with in house engineering expertise and 95% of the plant and machinery was produced from Indigenous sources by suitably modifying from design and adopting them to Indian equipment. November, 1985. The second unit was completed by Both the units are presently operating at full

capacity producing high quality sponge Iron which is being used by many electrical Arc Furnaces (EAFS) all over the country for the production of Steel. Since the commencement of operations of the first unit in 1980 and with the addition of second unit in 1985, the companys performance has been extremely satisfactory. generated from the very first year of operation. Subsequently in 1987, the company set up a cold briquette plant for processing high quality and high density Sponge Iron briquettes out of Sponge Iron fines of 1mm to 3mm size fraction which were at that time being considered as waste, as FAFS find it difficult to use the same unless agglomerated Based on the experience gained in the operation and successful implementation of the expansion unit designed and engineered by sponge Iron India Limited, the company has acquired capability of rendering consultancy services in the field of establishment of coal based Sponge Iron plant. In this direction, the company has rendered and is rendering such services to various clients in India and abroad. Taking into account the extensive laboratory and best facilities available with the company. UNIDO had accorded recognition to Sponge Iron Ltd., a consultant in this field. The financial performance of the company has also been sound with profits being

14

VARIOUS DIVISIONS/DEPARTMENTS IN SIIL The Various Divisions of SIIL are furnished hereunder:1. Works division 2. Engineering & Projects Division 3. Personnel & Administration Division 4. Finance & accounts Division. 1. Works division:Manpower wise if is the major Division in SIIL. to day maintenance works? departments they are: a) Mechanical Departments:includes repairs. Replacements, Fittings and other Which takes

care of activities connected to plant operations production and day The works division has mainly nine

This Department attends all the mechanical works to machineries which maintenance works as required from time to time. b) Electrical Department:This Department takes care of electrical works. In the plant as well as colony maintenance. The electrical Department provides adequate.. In around the plant premises and all attend repair works as and when needed. c) Process Department:The process department takes care on manufacturing process of sponge iron production and other related bye-products.

d) Raw Material Department:-

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This department takes care of the stock quality of raw materials like Coal, Iron, Ore, limestone, etc., being received from different parties this department has also one contract cell which takes care of purchase of the required raw materials from the respective mines. e) Laboratory & quality control Departments:This department checks the samples and quality composition of sponge iron after they are produced if measures the percentage of product and other bye products. f) Sales & Marketing:This department concentrates mainly on sale of sponge Iron production and other related bye products and plays an important role in identifying the buyers. g) Stores Department:This department is responsible to keep the spares, materials, tools etc. Purchased by the company in safe custody and maintains its inventory properly. h) Purchase Department:Purchase procurement of all the spare parts needed to the company will be purchased through this department by following stipulated procedure. i) Civil Department:The Civil Department attends all the civil maintenance works like plumbing, masonry, carpentry, sanitary works, supply of drinking water to the plant and as well as in the colony.

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ENGINEERING AND PROJECTS DIVISION The Engineering and projects Division takes care of

construction of plants, new projects, fabrication works creation works etc., a part from the above. available technologies. PERSONNEL AND ADMINISTRATION:Personnel and Administration Division plays a vital role in formula policies, procedures, rules, and regulations and implementing the same for the benefit of the employees as well as for the prosperity of the company. Departments. a) Personnel Department (Establishment Section) b) Administration Department c) Industrial Relations d) Official Language Cell PERSONNEL DEPARTMENT:attended by the Department:1) Manpower planning rules, regulations, policies and procedures 2) Recruitment, Promotion, Confirmations and Transfers. 3) Sanction of Annual Increments and other Incentive increments. 4) Engagement of Trade Apprentices and other Trainees. 5) In-plant Training/project work 6) Confidential dossiers/performance Appraisal Reports 7) Pay Fixations/anomalies. 8) Parliament questions/Returns/Reports and other Statistical Data. 9) Disciplinary Matters. 10) Dearness Allowance (DA) and other allowances. 11) Leave Travel Concession (D.T.C) 12) Maintenance of service records/Personnel files/Confidential files of all the employees. The following works are being It mountainous industrial relations in the company. In SIIL P & A Division has the following It extends consultation Engineeri9ng Technology to the others with in our country and abroad by the

17

13) Pay particulars / Scale Wise particulars etc., ADMINISTRATION DEPARTMENT 1. Furnitures, fixtures and office accommodation 2. Stationary 3. Training Matters/Worker Education 4. Housing Allotment 5. Guest House 6. Communication 7. Club/Citizens Committee/ Estate Matters/ Township Security 8. Township Cleaning & Sanction. 9. No Objection certificates/Salaries certificates/ Salaries 10. Advances including Medical Advances 11. School/Bank/Post Office/LPG outlet/Shopping complex., 12. Reimbursement of local Travel Expenses (RLTE) 13. Medical loans/Medical scheme/Interest subsidy on housing loans. INDUSTRIAL RELATIONS 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. Matters connected to contract labor (R&A) Act, 1970. Matters connected with labour enhancements Accidents and its settlements Liveries Employees participation in Management Union Matters/Collective bargaining Statutory Returns / IR Reports/Statistics Time office./Canteen/Security/Transport First Aid Centre/Township Dispensary Suggestion Scheme. Death Claims/Settlements GSLI Scheme/Death Benefit Scheme. Central Dispatch

OFFICIAL LANGUAGE CELL:1. 2. 3. 4. 5. 6. Translating all documents from English to Hindi Quarterly Reports, Ministry information. Conducting Hindi competitions to the employees Introducing various Hindi Schemes. Annual Assessment reports. Implementation of official language in the industry as per GOVT. guidelines

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F & A Division The Divisional has mainly three sections they are 1. 2. 3. Finance and Account EDP Legal Cell

F & A:1. 2. 3. 4. 5. 6. 7. 8. 9. 10. EDP 1. 2. 3. 4. 5. Division Work Computerized output of PSL Subsidiary Ledgers, Daybooks etc., Balance Sheet, Trial Balance Liaison work with weigh bridge system. Liaison work with marketing (Developing Programmes Financial Concurrence Payments suppliers contractors Salaries Provident Fund Cash disbursement bank transactions Internal Stock verification (RM, Stores, & Spares, Fixed Assets and Furniture). Trial Balance and General Ledger. Bank Reconciliation Attending statutory audit / internal audit and proprietary audit. Finalization of Accounts (Profit and Loss, Balance Sheet).

software). LEGAL 1. 2. All Matters connected to legal/ court cases. Board Information

MANPOWER:

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SIIL is presently having 302 employees out of these 23 employees are working in Registered Office, Hyderabad. Paloncha. The Category- wise manpower on rolls is as follows The remaining employees are working in SIIL plant Office located at

SL.No. Type of Category 1 2 3 Executive Jr. Officers Non Executives a) Skilled b)Semi-skilled c)Un-skilled Total

Total 56 49 64 70 62 301

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The following are the detailed information about the Manpower data in SILL Company:

Descriptio n

Group A Group B Executive Jr. s Officers 45 4 49 48 1 49 27 22

Group C Skilled/Semi s. 120 6 126 122 4 126 86 40

Group D Unskilled 68 2 70 57 13 70 56 14

Total

PLANT R.O TOTAL MEN WOMEN TOTAL TECHINICA L

46 10 56 55 1 56 40 16

279 22 301 282 19 301 209 92

NON TECHNICAL TOTAL SC ST PHC MINORITIE S TOTAL 56 16 2 1 5 24 49 9 3 3 15 126 23 6 3 15 47 70 13 12 7 32 301 61 23 4 30 118

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AWARDS OF EXCELLENCE: The Company received the following awards in the field showing below: YEAR 1982 1982 1983 1983 1983 1985 1985 1993 1993 1997 AWARDS Productivity and best industrial relation award from Government of Andhra Pradesh Indhira Gandhi Memorial Best Industrial Award Productivity and best industrial relation award from Government of Andhra Pradesh Best Industrial relation award to employees union Best Technological Development in R & D by an Industry. National safety award from National safety Council Best Productivity and best Industrial relation award from Government of Andhra Pradesh Awards for its outstanding contribution towards

Harmonious Industrial relation and labor welfare. 33rd All Indian National Unity Award. Commendation Certificate for its outstanding towards Harmonious industrial relation and labour Welfare. They had given consultation for building Sponge Iron plant not

only in India but have given consultancy to same countries such as peru in SA often some of the employee who left the company and voluntary retirement schemes have developed their own consultancies with the knowledge and experience they have worked in SIIL i.e., the result of Sponge Iron development through out the country there are any plants privately operating in the stated and around the country. Where ever ores work force by the SIIL is the result of continuously training is development on India Steel Industry. ORGANIZATIONAL CHART

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DEVELOPMENT THROUGH SIIL: This company which is manufacturing sponge iron is the first sponge iron plant in Asia. This company was installed with the help

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of the UNIDO (United Nations Industrial Development Organization) in India in 1980. With know how technology based on local base at Sponge Iron SL/RN process have derived its process from the companies who have contributed for the department this coal based reduction technology. SL/RN S L R N .. .. .. .. .. The names one derived from this company.

Steel Company of Canada Lurgy Chemic Hutten techniques Republic Corporation of USA National Lead Company.

This technology was a new concept for PCs country as well as the whole of Asia, this was considered to be the unique plant in Asia in the year 1980 with the help of the German Company Lurgi. The technology was very new it was very useful for (STEEL) raw materials for steel industry in the country by using of locally available iron ore and the coal, lime stones act like a reducing agent. The dedicated executives and employees in those days worked very hard and understand the technology of processing and the maintenance of mechanical and electrical needs. And they have studied drawing of the machinery and erection systems and also they conducted many test in the laboratories by the equipment supplied by the UNIDO and gave result of the ores available not only in India. But some of the countries as on later on the sponge iron engineers technocrats and all together they have worked and have developed indigenously in the second plant in SIIL identical to the first plant, which was supplied by Lurgi Company of Germany and started the production of sponge iron in year 1985.

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They had given consultation for building sponge iron plant not only in India but have given consultancy to some countries such as Peru in SA often some of the employees who left the company and voluntary retirement schemes have developed their own consultancies with the knowledge and experience they have worked in SIIL i.e., the result of sponge iron development throughout the country there are many plants privately operating in the stated and around the country. Wherever ores and coal is available this expertization of the work force by the SIIL is the result of continuously training is development on India Steel Industry. SPONGE IRON INDIA LIMITED (SIIL) is a Public Sector Company. It has different welfare schemes, which is as the companies approved rules. The welfare activities divided into 2 types. They are: 1. STATURORY WELFARE MEASURES 2. NON-STATUTORY WELFARE MEASURES STATUTORY WELFARE MEASURES: Statutory welfare measures means the company providing the minimum requirements to the employees.

The following are the minimum requirements:Canteen Facilitates Committees Drinking Water Facility First Aid Facility Safety Appliances

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Death Benevolent Fund Scheme CANTEEN FACILITIES: The company provides canteen facilities to the employees on subsidized rates also canteen allowances is reimbursed to the employees @ Rs. 15/- per day, based on the physical attendance. Every mouth the amount is paid to the employees through the salary. The canteen is being run by contractor provides Breakfast, Lunch, Snacks and Tea to the employees from time with the following schedule. : Name of the Canteen Facility TEA BREAK FAST TEA LUNCH TEA & SNACKS TEA & CHAPATI AM & PM AM AM AM AM PM PM

Tim e 5. 15 7.00 9.45 12.3 0 3.00 6.00

Facility Providing Place It is providing to the employees who are Attending 1st Shift. It is provided with Tea & Coffee in the Canteen. It is provided to all the employees at the work Sports. It is provided in the Canteen Building. It is provided / served at the work spot. It provided/ served at the work spot.

For day to day Administration, there is a canteen committee which looks after the welfare of canteen. DRINKING WATER: -

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Chlorinated drinking water is being provided to the local population residing in and around the factory on free of cost. The same is being supplied from Kinnerasani Reservoir trough pipelines. SAFETY APPLIANCES The Company has a Safety Cell which co-ordinates with the Industrial Relations Department and employees are provided with safety appliances by the company to protect from hazards. company provides the following appliances to the employees. : a) Cotton Dress and Aprons to the eligible employees and Executives once in every year. b) Female Employees those who are working in the plant are provided with cotton sarees and chapels as per the recommendations of the Safety committee. 2. NOSE GUARD: Nose guard one provided to the employees, who working dust prone areas to protect from dust. The

3.

SAFETY SHOES AND HELMETS: All the employees who are working in the plant are provided

with safety shoes and helmets as per the working conditions. 4. RAIN COATS:

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The eligible employees as per their working conditions are provided with Rain coats once in every five years. DIFFERENT WELFARE COMMITTEES: Under the welfare activities SIIL management has constituted different committees for the welfare of the employees. The following committees are constituted to look after different welfare problems. The following are the committees which are looking after different works. : a) Plant Level committees: This committee looks after the plant problems and workers problems and difficulties being faced in the work and give suggestions for remedies & salvation of difficulties by the workmen. b) Work committee: This committee looks after the working condition and workers problems faced during the work at different places in the plant and suggests remedies & salvation difficulties by the workmen. c) Safety Committee: This committee looks after the safety ad equipments that protects a workmen from harm of accidents. It takes proper care for safety working conditions and given for safety norms. d) Shop Level Committee:

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This committee looks after the Raw material, Quality control, constructions of Civil etc.. e) Welfare Committee: This committee looks after the following: I. Canteen II. Games & Sports III. Communal Harmony f) Citizens Committee: This committee looks after the welfare and security,

entertainment, etc., of the employees staying in the SIIL Township. FIRST AID FACILITY: Since the company is small in size, a First Aid Centre in the plant premises besides a small dispensary in the Township mainly to attend to the emergencies or accidents, both the places. A qualified Medical Consultant with supporting para medical staff is rendering round the clock service for the needy. Since the plant is predominantly in the Tribal area. It is catering to the medical needs for the near by tribal villages also particularly the SC/ST and the down trodden Medical camps such as Eye camps, Anti leprosy camp, Polio, Dental camp and also Aids camp etc., are being organized at regular intervals and medicines are also provided on free of cost to the weaker sections. DEATH BENEVOLENT FUND SCHEME:

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Under this scheme as and when any employee expired, an amount of Rs. 50/- will be deducted from all the employees through salary by adding 75% of the total amount collected towards, Management matching contribution and the same will be paid to the family members. 2) Non Statutory Welfare Measures: Non Statutory welfare measures are the company providing the other requirements to the employees. The following are the Non Statutory welfare measures. Education Development Activities Housing Accommodation Employee recreation Club Medical Reimbursement Scheme Allowances Funeral Expenses Social Amenities Leave Facilities Leave Travel Concession (LTC) RVT (Reimbursement of vitaminised Tonic) RLTE (Reimbursement of Local Travel Expenses) Grant of Interest Subsidiary. EDUCATION: The company has been running a High School in its campus adjacent to the employees quarters attending to the needs of children not only of SIIL but also for other children from the Neighboring Tribal villages. Because of the establishment of the school the children of local population particularly SC/STs have the

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better facilities of education without going to outside places which involves considerable expenditure. DEVELOPMENT ACTIVITIES: Whenever there are requests form Educational Institutions / State Administration for conducting various programmes in near by villages, our company has been extending financial and other assistances for polio camp, Anti Leprosy camps etc., EMPLOYEES RECREATION CLUB: In order to facilitate recreation activities among the employees and their family members. Recreation club has provided at the SIIL Township colony, where in certain facilities like News papers, Magazines, T.V., Caroms, Chess, etc., were provided. Apart from the above a stage also arranged to conduct social functions to be organized by the employees. A shuttle court also provided in the surroundings of recreation club for the benefit of employees and their children.

HOUSING ACCOMMODATION: As a Welfare measure, all the employees were provided with Housing Accommodation in the SIIL Township, according to their eligibility / category. SECURITY:

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To safeguard the company, SIIL has engaged private security guards like protect security at the plant / SIIL Township. SOCIAL AMENITIES: Other Social amenities such as Post Office, Bank, and LPG outlet are made available to the benefit of employees as well as the weaker section people residing in and around this area. population. MEDICAL REIMBURSEMENT SCHEME The company has a scheme for employees medical attendance treatment and Reimbursement. Under this scheme employees of the SIIL and their family members including persons on deputation are included. The family means Husband, Wife and two dependent children including. 1) 2) Legitimate children and adopted children who are depended on the employee. Un-married (or) widow daughters. In the case of children the scheme is applicable only up 25 years age, are taking up of employment. The scheme covers serious ailments such as treatment covered Heart, Kidney, Cancer, Brain tumor and Gastroenterology, Diseases involving surgery. In addition to the existing diseases covered under the scheme, the treatment of Eye, Car, Orthopedic Problems, Tuberculosis, Lungs, Dental problems and Gums treatment only. The total expenditures limit is Rs. 1.5 lakhs will be born in full by the company for extremely deserving and exceptional cases depending Recently ATM facility was also provided by SBH for the benefit of local

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upon the recommendation of medical consultant of the company specialized doctors at the discretion of C.M.D. The charges to be reimbursed on account of Operation, Medicine, Investigation and treatment under the scheme shall be reimbursed restricting the claim to NIMS TORRIFF. In case when NIMS TORRIFF is not available Tariff as per CGHS shall be applicable. Chairman cum Managing Director of the Company is

empowered to relax any of the conditions In special circumstances in deserving cases. Subject to such cases being inform to be Board in the subsequent meeting along with the Justification. II. APART FROM THE MEDICAL REIMBURSEMENT SCHEME: The company also provides interest free loan to the employees of the company, for medical treatment. The maximum limit for this loan if Rs. 25,000/- . The amount paid to the employee is free from any interest. The amount will be recovered form the salary of the employee that will be deducted to 36 installments. Before the loan is sanctioned the employee has to submit the medical details of the treatment and submit a band and stamped paper to the company. III. MEDICAL REIMBURSEMENT: Medical Reimbursement will be allowed to the employees once in every quarter on 100% of Basic Pay + DA. FUNERAL EXPENSES: In case of death of an employee, Rs. 2500/- will be paid to the dependence of diseased employees towards funeral expenses.

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ALLOWANCES: The SIIL Company paid the different allowances to the employees. The following are the different Allowances. Night Shift Allowances Washing Allowances Contingency Allowances NIGHT SHIFT ALLOWANCE: Night shift allowance will be paid to the employees, who attends C (night) shift duties @ 45/- per month. CONTINGENCY ALLOWANCE: To meet the expenditure on account of celebrating some festivals, an amount of 1800/- will be paid as advance and the same will be recovered in 10 monthly equal installments.

WASHING ALLOWANCE: Washing will be paid to those workmen who are provided with uniform by the company @ 45/- per month. LEAVE TRAVEL CONCESSION (LTC): LTC will be allowed to all the employees once in every block of four years. Under this an employees can avail either Home Town (or) All India LTC once in every two years.

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HOME TOWN LTC: An employee shall be reimbursed the actual expenditure incurred by him on visiting home town upon submission and declaration in the prescribed proforma provided that that the home town is located at a distance not exceeding 750 kms and the journey is performed, by shorted route in the entitled class. avail this concession. ALL INDIA LTC: The concession is admissible for journeys with in the India by the entitled class subject to production for tickets. An employee may opt the option to avail either to go to any where in India (or) to avail encashment for which 75% of the changes will be paid. Maximum 4 tickets will be allowed under this concession. REIMBURSEMENT OF VITAMINISED TONIC (RVT): RVT will be paid to the direct category employees @ Rs. 60/per month and Rs. 20/- for the indirect workmen. Reimbursement of local travel expenses (RLTE): RLTE would be paid to the employees for using their vehicles for attending official work. different categories: RLTE Per Month For Two Wheelers 725/725/550/The following are the RLTE paid to Under hometown LTC, employees his children and parents are eligible to

CATEGORY Executives JR. OFFICERS WORKMEN

For Car 1800/-

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Transport subsidy to those who do not use company transport and do not claim RLTE will be paid @ Rs. 150/- per month. Transport subsidiary will not be allowed to the employees, incase physical attendance in the relevant month is less than 15 days. LEAVE FACILITY: Leave facility is one of the Welfare activity provides to the employees for the purpose of casual, to suffering with infections & disease, occasion and special leave like Blood donation, Family planning etc The SIIL Company provides the following leave as a welfare measure: Sl. No Name of the Leave Leave provided to the Employees in a Calendar Year Executive Jr. Nons Officers Executives 12 12 10 20 20 20 30 30 26

1 Casual Leave 2 Half Pay Leave 3 Earned Leave Quarantine Leave: -

An employee shall be eligible for quarantine leave if a member of his household is suffering from any infections (or) disease. The Quarantine leave shall be limited to 21 days (in special circumstances 30 days) at a time, for a particular disease. Maternity Leave: In addition to the above female employees will be allowed maternity leave for a period of 90 days in two spells i.e., 45 days prenatal as per Maternity Benefit (MB) Act. Special Casual Leave:

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An employee shall be eligible for special casual leave to cover the period of absence during which he is unable to attend duties in special circumstances. The entitlement of special casual leave shall be as under: a) Blood Donation One day for each occasion but not exceeding 4 days calendar year on medical certificate. b) Family Planning: Vasectomy Operation as certified by an authorized medical attendant but not exceeding six working days. Leave for Pursuing Higher Studies: The leave shall be granted only if the higher studies proposed by the employee are considered useful to the company. The entitlement for this leave shall be limited to 24 months, which shall consist of earned leave and half pay leave to extend due and the rest of the period as extraordinary leave. Extra Ordinary Leave: An employee who has completed one year of service, shall be entitled to 18 months extra ordinary leave incase he is undergoing treatment for Tuberculosis (or) leprosy in a recognized medical Institution (or) by a recognized specialist. Apart from the all employee will be allowed 10 public holidays per annum. As a part of encouragement, one additional incentive earned leave will be added

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to the EL account of those employees who put in maximum of 275 days attendance in a year. Encashment of Earned Leave: Encashment of earned leave will be allowed to the employees once in every year 50% of leave standing to their crier (or) subject to the maximum of 30 days. Family Planning Incentive Scheme: To promote small family norm among the employees of the company family planning Incentive increment will be sanctioned to the employee who undergo sterilization operation after having one (or) two surviving children. To the encouragement of employees the SIIL Company give different awards and medals. The following are different encouragement of the employees. a) Best Attendance Award: To improve Attendance, best attendance award in the form of mementoes will be presented to those employees who put in maximum attendance in the calendar year. Presentation of Service medals: Service medals will be awarded to the employees, who have completed 25 years of service and 10 years of service in the company. Every year on 31st December on the occasion of SIIL foundation day celebration. Apart from this, service certificates will be presented and the concerned will suitably by honored will garland

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/ Shawls by the chief Executive of the company with a memento in the presence of all employees and their family members. GRANT OF INTEREST SUBSIDY: Employees will be sanctioned interest subsidy on the house building loans taken from the Financial Institutions as per the Interest rates prescribed by the government form time of time.

CHAPTER 3

EMPLOYEE WELFARE

39

EMPLOYEE WELFARE IN SPONGE IRON: In the 1963 the committee of expansion welfare facilities for Industrial workers conveyed by the ILO. Labour plays a very important role in the Industrial production of the country. The Human Resource Manager is really concerned with the management of people at work. It is necessary to secure the co-operation of labour force. In-order to increase the production and to earn higher profits. working conditions on the Job. In the past Industrialists and the employees believed that their only duty towards their employees was to pay them satisfactory wages and salaries in course time, with the introduction of the concept of human resource management psychological researches convinced them the workers required something more important. In addition to providing monitory benefits human treatment given to employees plays a very important rule in seeking their cooperation labour (or) employee welfare activities benefits not only The cooperation of labour force is possible only when they are fully satisfied with their employee and

40

the workers but also the management informs of greater Industrial Efficiency. The human resource managers realize that welfare activities pay good dividend in the long run because they contribute a lot towards health and efficiency of the workers and towards a high morale. The Team employee welfare Labour welfare and worker welfare are generally used interchangeable to denote various services. Provided by the employees in addition to wages. Meaning of Employee Welfare: There cannot be a single definition of employee welfare as it is dynamic concept in which new welfare measures are added to the existing one along with social changes. The Modern concept of Employee Welfare entails all those activities of the Employees which are directed towards providing the employees with certain facilities and services in addition to wages are salaries. Welfare services are merely maintenance factors and not motivators, yet they are essential productivities of the employee welfare. According Arthur James Todd: Labor welfare means anything done for the comfort and improvement intellectual on social of the employee over the wages paid which is not a necessary of the industry. According Royal Commission on Labor: The term welfare as applied to industrial workers in one which must necessarily be elastic, bearing a some what different interpretation in one county form another, according to the different social custom. The degree of industrialization and the educational development of workers.

41

According to ILO Report: Workers welfare should be understood as including such services, amenities and facilities which may be established in or in the immediate vicinity of understanding to enable the persons employed. In them to perform their work in healthily and peaceful surroundings and to avail of facilities which improve their health bring high morale. FEATURES IF EMPLOYEE WELFARE: On the basis of the above mentioned definitions, the following features of employee welfare can be identified. a) Employee welfare is a comprehensive term including various services, facilities and amenities provided to workers for improving their health efficiency, economic betterment and social status. Welfare measures are in addition to regular wages and other economic benefits available to workers under legal provision and collective. Employee welfare is dynamic in nature varying from country to country, region and organization to organization. Employee welfare is flexible an ever changing concept as new welfare measures are added from time to time to the existing measures. Welfare measures may be introduced by the employers, government, employees on by any social charitable agency. The basic purpose of labor welfare is to improve the lot of the working class, bring about the development of the whole personality of worker to make him a good worker and good citizen.

b)

c) d)

e) f)

SIGNIFICANCE OF EMPLOYEE WELFARE: The basic objective of employee welfare is to enable workers to live a richer and more satisfactory life. Employee welfare is in the

42

interest of the Employee, the Employee welfare services are given below. Benefits to the Employees: a) Welfare facilities provide better physical and mental health to the workers and make them happy. b) Welfare facilities like housing, Medical benefits, Education and recreation facilities for the Employees families help to create contended workers. c) Improvement in material, Intellectual and cultural conditions of life protects workers from form social evils like drinking gambling etc. Benefits to Employers: a) Employee welfare facilities help to increase Employee productivity (or) efficiency by improving their physical and mental health. Welfare measures help to improve the good will and public image of the enterprise. Welfare services serve of maintain some peace with the Employees Unions. Employees welfare also helps to improve industrial relations and industrial peace. Employees turnover is reduced due to the provision of welfare facilities. Employees take active interest in their Jobs and work with a feeling of involvement and satisfaction. Employers secure the benefits of high efficiency, cordial industrial relations and low employee absenteeism and turnover.

b) c)

d)

e)

Benefits to the Society: Employee welfare is also in the interest of the large society because the health, efficiency and happiness of each individual represent the general well being of all. Well housed well fed and well looked after employees is not only an asset to the employer to the employer but serves to raise the standards of industry and employee in the count. NEED AND IMPORTANCE OF EMPLOYEE WELFARE

43

It helps to improve recruitment. As the Job becomes more attractive more efficient employees can be recruited. Employee welfare improves the morale and loyalty of workers by increasing their happiness and satisfaction. It reduces employee turnover and absenteeism, thereby, building stable workers. Employee welfare helps to improve industrial relations, and industrial peace. Loyally towards the employee may reduce militancy amount workers. Welfare measures help improve good will not public image of the employer. Voluntary efforts for the welfare of the workers by the employer may reduce the threat of further government intervention. MERITS AND DEMERITS OF WELFARE MEASURES Labor welfare is justified for several reasons. It is desirable to recollect the services of a typical worker in this context. His/her lobar helps dig and haul coal from the depths of the earth to fetch and refine oil, to build dams and reservoirs, to lay pipes, canals, railway lines and roads. His / her labor crates and transmits power, and through various phases of manufacturing, patterns raw materials into finished products of necessity as well as of luxury. The industrial worker is indeed a soldier safeguarding the social and economic factors of the industrial framework will have a great impact and influence on industrial development. The social and economic aspects of the life of a worker have a direct influence on the social and economic development of the nation. There is every need take extra care of the worker-to provide both statutory ad non-statutory facilities to him/her. Another argument in favor of employee welfare is that the facilities help motivate and retain employee. Most welfare facilities

44

are

hygiene

factors

which,

according

to

Herzberg,

create

dissatisfaction if not provided. Remove dissatisfaction, place an employee in a favorable mood provide satisfiers, and them motivation will take place. Welfare facilities, besides removing dissatisfaction, organization. help develop loyalty in workers towards the

Welfare may help minimize social evils, such as alcoholism, gambling, prostitution, drug addiction, and the like. frustrated. A worker is likely to fall a victim to any of these if he/she is dissatisfied or Welfare facilities tend to make the worker happy, cheerful and confident looking. A further argument in favor of welfare is that a reputation for showing concern helps improve the local image of the company as a good employer and thus assists in recruitment. Welfare may not directly increase productivity, but it may add to general feelings of satisfaction with the company and cut down labor turnover. Arguments against labor welfare are obvious. Welfare implies do Gooding the personnel management fraternity has 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. industrial, Welfare is provided for by the state services. commercial should or public sector Why organizations

duplicate what is already there? employers.

The private affairs of employees

and their off-the-job interests should not be the concern of their 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 time-the space and facilities could be better used by the employees has long been

45

exploded.

If welfare service 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.

TYPES OF EMPLOYEE WELFARE SERVICES: Broadly labor welfare services can be classified into two categories. Intra Mural The service provided within the organization include i) Medical aid ii) Recreational Facilities iii) Libraries iv) Canteens v) Rest Rooms vi) Working and Bathing facilities etc.. Extra - Mural The Services provided outside the organization. i) Housing Accommodation ii) Transport iii) Childrens Education iv) Sports Field v) Holiday Homes vi) Leave travel facilities vii) Interest Free Loans etc

The following facilities may further be classified into three basic categories. Economic Services -Pension Life Insurance - Credit Facilities Recreational Service -Music Facilitative Services i) Housing Facilities - Sports ii) Medical Facility - Art and theatre for iii) Education develop the physical iv) Transportation and Mental attitude v) Consumer of the employees cooperative store

46

- By Shashi. K. Gupta. STATUTORY PROVISIONS CONCERNING EMPLOYEE WELFARE Employers are required to provide labor welfare facilities under the following laws.

The Factories Act, 1948 Section 42 to 48 of the Indian Factories Act, 1948, contains specific provisions relating to the welfare of labor in factories. Section 42 to 45 Applies to all the factories irrespective of the number of workers employed. Section 46 to 49 is applicable to factories employing more than a specified number of workers. These provisions are as discussed below: i) Washing Facilities: - According to Sec, 42, in every factory: Adequate and suitable facilities for washing shall be provided and maintained for the use of the workers therein. Separate and adequately screened facilities shall be provided for the use of male and female workers. Such facilities shall be conveniently accessible and shall be kept clean. ii) Facilities for storing and drying clothing :- Under Sec. 43, the state government may in respect of any factory or class or description of factories make rule requiring the provisions therein of suitable places for keeping clothing not worn during working hours and for the drying of wet clothing. iii) Facilities for Sitting: - According to Sec. 44, in every factory, suitable arrangement for shall be provided and maintained for

47

all workers obliged to work in a standing position, in order that may take advantage if any opportunities for rest which may occur in course of there work.

iv)

First aid appliances: - Under Sec.45 these shall in every factory be provided and maintained so as to readily so as to be readily accessible during all working hours. First aids boxers or cupboards equipped with prescribe contents and the number of such boxes or cupboards to be provided and maintained shall not be less than one for every one hundred and fifty workers ordinarily employed at any one time in the factory.

v)

Canteens: - Under Sec.46, the state government may make rules requiring that in any specified factory where in more than two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be provided and maintained by the occupier for the use of the workers, Such rules shall be may opened.

a) b) c) VI)

The date by which such canteen shall be opened. The standards in respect of construction, accommodation, furniture and other equipments of the canteen. The food stuffs to be served therein and the changes which may be made there for. Shelters, Rent rooms and Lunch rooms: - According to Sec, 47, in every factory whereas more than one hundred and fifty workers are ordinarily employed adequate and suitable shelters, rest rooms and a suitable lunch room with provision for drinking water, where can eat meals brought by them, shall be provided and maintained for the use of the workers.

VII) Crches: - According to Sec. 48, in every factory where more than 30 women workers are ordinarily employed, there shall be provided and maintained as suitable room or rooms for the use

48

of children under the age of six years of such women. Such rooms shall be maintained in a clean and sanitary condition and shall be under the charge of women trained in the care of children and infants. VIII) Welfare Officers: - In every factory where in five hundred or more workers are ordinarily employed, the occupier shall employ in the factory, such number of welfare officers as may be prescribed. The state government may prescribe the duties, qualifications and conditions of service of welfare officers appointed under the provisions of the Factories act. 2. The Plantation Labor Act, 1951 The i) 11) ii) iii) 3) Crche, if employing 50 or more women workers (Sec.12) Recreational facilities for the workers and their children. The Mines Act, 1952 following plantation measures are provided to the

plantation workers. A canteen wherever 150 or more workers are employed (Sec.

The mine owners are required to make provisions for: i) ii) iii) 4) Crches if 50 or more women are employed. Shelters for taking food and rest, wherever 150 or more workers are employed. A Canteen whenever 250 or more workers are employed. The Motor Transport Workers Act, 1961.

This act contains the following provisions for labor welfare:

49

i) ii)

Canteen of prescribed standards if employing 100 or more workers. Clean, ventilated, well lighted and comfortable rest rooms at every place where motor transport workers are required to habitat night.

iii)

Uniforms, rain coats to drives, conductors and line checking staff for protection against rain and cold.

The Contract Labor (Regulation and Abolition) Act 1970 It is obligatory on the part of the contractor to provide the following facilities: i) ii) A Canteen in every establishment employing 100 or more Rest rooms or other suitable alternative accommodation where the contract labor is required to halt at night in connection with work of an establishment. iii) Washing Facilities. workers.

The Merchant Shipping Act, 1958. The provisions under Act, relating to welfares cover the following. i) ii) iii) Crew Accommodation Supply of sufficient drinking water. Supply of necessities like bedding, to wells, mess utensils. and medical advice etc., v) Maintenance of proper weights and measures on board and grant of relief of distressed sea men aboard a ship.

iv) To supply medicines, medical stores and previsions of surgical

50

The Dock Workers (Regulation of Employment) Act, 1948 The book workers (Safety, and Welfare) Scheme 1960 has been framed for all major parts and is administrated by the Chief Advisor, Factory: (Factory advice service and labor institutes). Amenities provided in the port premises include provision of : I. Urinals and latrines. II. Drinking water. III. Washing Facilities. IV. Bathing Facilities. V. Canteens VI. Rest shelters VII. All Stands EMPLOYEES STAFF INSURANCE ACT: 1948 Benefits under the ESI: The following benefits are provided under the ESI Scheme. Medical Benefits:- An insured person and his family are entitled to receive medical benefit free of charge medical benefits includes Out patient medical care at dispensaries and panel clinics, Consultation with specialists, Diagnostic tests Hospitalization and other facilitation and In Patient Facilities. Sickness Benefits: An Insured involves cash payment for

maximum period of 91 days per year to the sick worker, The daily rate of sickness benefit is calculated at half average daily wages workers suffering from long term diseases like TB, Leprosy etc.. are entitled to extended sickness benefit 62.5% of average wage for a period of 309 days.

51

Disablement Benefit: employment.

An insured period is entitled to received

disablement benefit for any injury rising out of and in the course of It cast of temporary disablement full day is paid in addition to free medical treatment. If the disablement is permanent, Cast payment is to be made for life. Dependants Benefits: - If an insured person dies as result of employment injury his widow and entitled to pension. The widow gets it through out her life or till remarriage. Funeral Expenses: - The eldest surviving member of the deceased workers family is entitled to receive payment for the expenditure incurred on the funeral, subject to a maximum of Rs.1000/-. Payment of Gratuity Act, 1942 : - This act provides for payment of gratuity of half months wages for every completed year of service on part there of in excess of seven months, as a recruitment benefit, not exceeding Rs.3.5 lakhs. There is no wage ceiling under Act. LABOR WELFARE OFFICER:Schedule 49 of the Act provides that in every factory where in 500 or more workers are ordinarily employed, the employer shall appoint at least one welfare officer. The officer is expected to act as adviser, counselor, Mediator and lassoing officer between. Supervision of:i. Safety, health and welfare programmes. ii. Working of Joint Committees. iii. Grant of leave with wages.
iv. Redress of workers Grievances.

Counseling Workers in: i. Personal a Family problems.

52

ii. Adjustment to their work environment. iii. Understanding their rights and privileges. Advising management in matters of:i. Formulating welfare policies ii. Apprenticeship training programmes. iii. Complying with statutory obligations to workers. iv. Developing Fringe benefits. v. Workers Education Lassoing with Workers so that they may: i. Appreciated the need for harmonious industrial relations in the plant. ii. Resolve disputes if any iii. Understand the limitations under which they opeate. iv. Interpret company policies correctly. APPROACHES TO EMPLOYEE WELFARE The various approaches to employee welfare reflect the attitude and benefits of the agencies which are engaged in welfare activities. WELFARE Facilities may be provided on religious, Moreover, the different philanthropic on some other grounds. of welfare.

approaches to Employee welfare reflect the revolution of the concept

Policy Theory

53

According to this view, the factory and other industrial work places provide sample opportunities for owners and managers of capital to exploit workers in an unfair manner. This could be done by making the labor work for long hours, by paying workers low wages by keeping the work places in an unhygienic condition, by neglecting safely and health provisions and by ignoring the provision of elementary human amenities, such as drinking water, restrooms and earaches. Philanthropic Therapy: Philanthropy means affection for mankind, the philanthropic theory of labor welfare refers to the provision of good working conditions. Crches and canteens out of the employers who want to remove the disabilities of the workers. Paternalistic Theory:According to the paternalistic theory also called the trusteeship theory, of labor welfare, the industrialist on the employer holds the total industrials estate. them in Trust. Placating Theory: This theory is based on the assumption that appeasement pays when the workers are organized and are militant peace can be bought by welfare measures. Workers are like children who are intelligent, but not fully so, as crying children are pacified by sweets, workers should be pleased by welfare works. Public Relations Theory:Properties and the profits accruing from

54

According to this Theory, welfare activities are provided to crate a good impression on the mind of the workers and public, particularly the latter. Clean and safe working conditions, a good canteen, crche and other amenities, make a good impression on the workers, visitors and the public. Functional Theory:Also known as the efficiency theory of labor welfare, the functional theory implies that welfare facilities are provided to make the workers more efficient. If workers are fed properly, clothed adequately and treated kindly and if the condition of their work is congenial, they will work efficiently. Social Theory:The social obligation of the industrial establishment has been assuming great significance these days. The social theory implies that a factory is morally bound to improve the condition of the society in addition to improving the condition of its employees.

55

EMPLOYEE WELFARE DATA ANALYSIS & INTERPRETATION

1) Are employee welfare schemes necessary for an employee? Table No 1 No. of Responds 90 10 100 % of Respondents 90% 10% 100%

Sl.No A B Total

Description Yes No

Above the table presents the opinions of sample respondents on the statement that 90% employees are agreed YES and remaining 10% employees are not agreed NO that the employee welfare scheme necessary for an employee. Chart No 1

% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

2)

Does the company provide the bus allowance?

Yes

No

56

Table No 2 No. of Responds 0 100 100 % of Respondents 0% 100% 100%

Sl.No A B +Total

Description Yes No

Above the table presents the opinions of sample respondents on the statement that 100% employees are disagreed No that the company provide bus facility for employee.

Chart No 2

% Respondents 120 100 80 60 40 20 0 0 Yes No % Respondents

100

3)

If not the company provide the vehicle allowance? Table No - 3

57

Sl.No A B Total

Description Yes No

No. of Responds 100 0 100

% of Respondents 100% 0% 100%

Above the table presents the opinions of sample respondents on the statement that 100% employees are agreed yes that the company provide bus facility for employee. .

Chart - 3

% Respondents 120 100 80 60 40 20 0 Yes 0 No % Respondents

100

4)

How employees feeling about the organizational environment? Table No - 4 No. of Responds % of Respondents

Sl.No

Description

58

1 2 3 Total

Good Average Poor

20 50 30 100

20% 50% 30% 100%

Above the table presents the opinions of sample respondents on the statement that 20% is good, 50 % is average and remaining 30% poor that the organization. Chart 4
% Respondents 60 50 40 30 20 10 0 Good Average Poor 20

employees employee feeling about the

50

30

% Respondents

5) Does the company provide quarter for all the employees?

Sl.No A B Total

Description Yes No

No. of Responds 80 20 100

% of Respondents 80% 20% 100%

59

Above the table presents the opinions of sample respondents on the statement that 80% employees are agreed Yes that the company provide bus facility for employee Chart 5

% Respondents 90 80 70 60 50 40 30 20 10 0 80

% Respondents 20

Yes

No

6)

Does the company give (or) issue bonus, incentives etc.. to motivate the employees No. of Responds 80 20 100 % of Respondents 80% 20% 100%

Sl.No A B Total

Description Yes No

Above table presents the opinions of sample respondents on the statement that 80% Aged employees are not agreed and 20% of

60

the are not agreed that the company gives (or) issue bonus incentives ect to motivate the employee Chart 6

% Respondents 90 80 70 60 50 40 30 20 10 0 80

% Respondents 20

Yes

No

7)

Were the employee welfare programs influence over the

employee performance?

Sl.No A B Total

Description Yes No

No. of Responds 80 20 100

% of Respondents 80% 20% 100%

Above table presents the opinions of sample respondents on the statement that 80% Aged employees are agreed and 20% of the

61

are not agreed that the employers welfare programs influence over the employee performance. Chart 7

% Respondents 90 80 70 60 50 40 30 20 10 0 80

% Respondents 20

Yes

No

8)

are the employee refreshment like Tea, Snacks should be

providing? No. of Responds 90 10 100 % of Respondents 90% 10% 100%

Sl.No A B Total

Description Yes No

Above table presents the opinions of sample respondents on the statement that 90% employees are agreed and 10% of they are not agreed that the employee refreshment like Tea, Snacks should be provide

62

Chart - 8
% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

Yes

No

9)

What do you feel about the quarter facility? No. of Responds 10 20 70 100 % of Respondents 10% 20% 70% 100%

Sl.No 1 2 3 Total

Description Very much Satisfied Dissatisfied

Above table presents the opinions of sample respondents on the statement that 10% very much and 20% satisfied, 70%
% feel above the quarter facility. dissatisfied that the employeeRespondents

chart 9 80
70 60 50 40 30 20 10 0 Very much Satisfied 10 20

70

% Respondents

Dissatisfied

63

10)

Does

the

company

provide

education

facilities

for

the

employees children? Table 10 No. of Responds 90 10 100 % of Respondents 90% 10% 100%

Sl.No A B Total

Description Yes No

Above table presents the opinions of sample respondents on the statement that 90% employees are agreed and 10% of the are not agreed that the company provides education facility for all employee children.
100 90 80 Chart 70 60 50 40 30 20 10 0 90 % Respondents

10
% Respondents

10

Yes

No

64

11)

How your satisfaction level you medical facility? Sl.No Description Very High Medium Low No. of Responds 20 30 50 100 % of Respondents 20% 30% 50% 100%

1 2 3 Total

From the above table, out of 100 sample respondents 20% of the employees feel very high, 30% of the employees feel medium and the remaining 50% of the employees felt dissatisfied. Chart - 11

% Respondents 60 50 40 30 20 10 0 Very High Medium Low 20 30

50

% Respondents

65

12)

How is the drinking water facility?

Table 12 No. Responds 20 30 50 100 of % of

Sl.No 1 2 3 Total

Description Good Better Poor

Respondents 20% 30% 50% 100%

From the above table, out of the 100 sample respondents 20% of the employees feel good, 30% of them feel better and remaining 50% of the employees felt poor. Chart - 12
% Respondents 60 50 40 30 20 10 0 Good Better Poor 20 30

50

% Respondents

66

13)

Are satisfied with the salary?

Table 13 No. Responds 20 50 30 100 of % of

Sl.No 1 2 3 Total

Description Very much Satisfied Not Satisfied

Respondents 20% 50% 30% 100%

From the above table out of the 100 sample respondents 20% of the employees feel very much, 50% of employees of the employees feel satisfied and the remaining 30% of the employees feel not satisfied. Chart 13

% Respondents 60 50 40 30 20 10 0 Very much Satisfied Not Satisfied 20 30

50

% Respondents

67

14)

Is/are training program useful for you In your company ?

Table 14 No. of Responds 90 10 100 % of Respondents 90% 10% 100%

Sl.No A B Total

Description Useful Not useful

Above table presents the opinions of sample respondents on the statement that 90% employees are useful and 10% of the employees are not use ful that the training programs are useful for you in your company.

Chart 14

% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

Yes

No

68

15)

The organization encouraging potentiality of the employee

through some education facilities like games. Cultural programs etc..

Table 15 No. of Responds 90 10 100 % of Respondents 90% 10% 100%

Sl.No A B Total

Description Yes No

Above table presents the opinions of sample respondents on the statement that 90% employees are employees are not agreed games, cultural programs. agreed and 10% of the that the organization encouraging

potentiality of the employee though some education facility like

Chart 15

% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

Yes

No

16)

How do you feel about the organizational encouragement

through cultural programs and games?

69

Table - 16 No. of Responds 20 50 30 100 % of Respondents 20% 50% 30% 100%

Sl.No 1 2 3 Total

Description Satisfied Somewhat satisfied Not satisfied

Above table presents the opinions of sample respondents on the statement that 20% satisfied 50% somewhat satisfied 30% not satisfied that the feel about the organization encouraging though some cultural programs and games. Chart 16

% Respondents 60 50 40 30 20 10 0 Satisfied some what satisfied Not satisfied 20 30

50

% Respondents

17)

How do rate security measures of the organization in various

departments? Table 17

70

Sl.No 1 2 3 Total

Description Good Average Poor

No. of Responds 30 50 20 100

% of Respondents 30% 50% 20% 100%

Above table presents the opinions of sample respondents on the statement that 30% good 50% average 20% poor that the rate security measures of the organization in various deportments. Chart 17

% Respondents 60 50 40 30 20 10 0 Good Average Poor 30 20

50

% Respondents

18)

How is the employer-employee relationship in the organization?

Table 18

Sl.No 1 2 3

Description Good Average Poor

No. of Responds 30 50 20

% of Respondents 30% 50% 20%

71

Total

100

100%

Above table presents the opinions of sample respondents on the statement that 30% good 50% average 20% poor employee employee realization ship in the organization. Chart 18

% Respondents 60 50 40 30 20 10 0 Good Average Poor 30 20

50

% Respondents

19)

What do you feel about the library?

Table 19

Sl.No 1 2 3 Total

Description Good Average Poor

No. of Responds 10 50 40 100

% of Respondents 10% 50% 40% 100%

72

Above table presents the opinions of sample respondents on the statement that 10% good 50% average 40% poor that you feel about the library.

Chart 19

% Respondents 60 50 40 30 20 10 0 Good Average Poor 10

50 40 % Respondents

20)

To which percentage the welfare facilities are providing?

Table 20

Sl.No 1 2 3 Total

Description 20-40 40-60 60-100

No. of Responds 20 60 20 100

% of Respondents 20% 60% 20% 100%

From the above table out of the 100 sample respondents 20% of the employees feel 20-40, 60% of employees of the employees feel 40-60 and the remaining 20% of the employees feel 60-100.

73

Chart 20

% Respondents 70 60 50 40 30 20 10 0 20-40 40-60 80-100 20 20 % Respondents

60

CHAPTER 5

Conclusion & suggestions

74

CONCLUSION Organization welfare facilities & Programs good More number of the Employees satisfied with the Fringe benefits.
Medical

Facilities somewhat good.

to

the

Employees

in

the

organization

Drinking Water Facilities Good. 70% of the Employees were satisfied with the salary provided by the company. Training programs were useful to the employees. Rest Rooms / Shelter Facilities are good.
Employees

satisfaction about provident fund & Gratuity

average. Employees want more improvement in welfare programs and facilities. Employee relationship with management is good. Compensation for accidents to the Employees Average.

75

SUGGESTIONS
In my opinion more number of Employees was satisfied by

the welfare measures provided by the company. Remaining of the employees was not satisfied. They suggested further improve welfare activities.
In the organization more number of Employees was satisfied

with the Fringe benefits. Increase the Fringe benefits remaining employees also feel Satisfy. Organization provided medical facilities to the employees. 65% of the employees satisfied. Remaining 35% employees some what satisfied. So provide the more medical facilities to the Employees. Drinking water facilities good continue this type of water facilities. Majority of employees are satisfied with the Training activity. Hence I can found maximum satisfaction. Some of the employees suggested for further improvements. Organization should improve the Educational facilities to the children as well as increase provident fund gratuity.

76 More number of the employees is satisfied with work

environment. Remaining of the employees want to change in work environment. 50% of Employees are not totally convinced about compensation for accidents company need to take a steps to win there confidence.

APPENDIX

77

QUESTIONNAIRE Employee Name: Designation : Department: 1) 2) 3) 4) 5) 6) Are employee welfare schemes necessary for an employee? a) Yes b) No ( ) Does the company provide the bus allowance? a) Yes b) No ( ) If not the company provide the vehicle allowance? a) Yes b) No ( )

How employees feeling about the organizational environment? a) Good b) Average c) Poor ( ) Does the company provide quarter for all the employees? a) Yes b) No ( )

Does the company give (or) issue bonus, incentives etc.. to motivate the employees a) Yes b) No ( ) Were the employee welfare programs influence over the employee performance? a) Yes b) No ( ) are the employee refreshment like Tea, Snakes should be providing? a) Yes b) No ( ) What do you feel about the quarter facility? a) Yes b) No ( )

7)

8)

9)

78

10)

Does the company employees children? a) Yes

provide b)

education No

facilities

for (

the )

11) 12)

How your satisfaction level you medical facility? A. Good B. Average How is the drinking water facility? ) A. Good B. Average Are satisfied with the salary? ) A. Good B. Average

( ) C. Poor ( C. Poor ( C. Poor )

13)

14) 15)

Is/are training program useful for you in your company? a) Yes b) No (

The organization encouraging potentiality of the employee through some education facilities like games. Cultural programs etc.. A. Yes B. No How do you feel about the organizational encouragement through cultural programs and games? ( ) A. Good B. Average C. Poor How do rate security measures of the organization in various departments? ( ) A. Good B. Average C. Poor How is the employer-employee relationship in the organization? A. Good B. Average C. Poor( ) What do you feel about the library? A. Good B. Average ( C. Poor ) ( 60-

16)

17)

18) 19) 20) 100

To which percentage the welfare facilities are providing? ) A) 20-40 B) 40-60 C)

79

BIBLIOGRAPHY

Books referred Human Resource and Personnel Management Human Resource Management Personnel & HRM Business Research Methodology

Author Aswathappa Sheshik. Gupta P. Subbarao C. R. Kothari

Publisher Tata MC Grahill Kalyani Publishers & Rosytoshi Himalaya Publishers New Age Publisher International

80