Chapter ii

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Chapter ii

  1. 1. A STUDY ON EMPLOYEE WELFARE MEASURES IN MANAKULAR MOTORS PUDUCHERRY SUMMER PROJECT REPORT Submitted by SANKAR.R REGISTER NO: 10MB0441 Under the guidance of Mr. A. ANBAZHAGAN Faculty, DEPARTMENT OF MANAGEMENT STUDIES In partial fulfillment for the award of degree of MASTER OF BUSINESS ADMINISTRATION DEPARTMENT OF MANAGEMENT STUDIES CHRIST COLLEGE OF ENGINEERING AND TECHNOLOGY PONDICHERRY UNIVERSITY PUDUCHERRY MAY- 2011. 1
  2. 2. CHRIST COLLEGE OF ENGINEERING & TECHNOLOGY MOOLAKULAM, PUDUCHERRY DEPARTMENT OF MANAGEMENT STUDIES BONAFIDE CERTIFICATEThis is to certify that the project work entitled is “A STUDY ON EMPLOYEE WELFAREMEASURES IN ADHI SAKTHI PROJECT PUDUCHERRY is a bonafide work done bySANKAR.R [REGISTER NO 10MB0441] in partial fulfillment of the requirement for theaward of Master of Business Administration by Pondicherry University during the academic year2010-2012. GUIDE HEAD OF DEPARTMENT Submitted on Viva-Voce Examination held on __________________ EXTERNAL EXAMINER 2
  3. 3. ACKNOWLEDGEMENT The successful completion of any task would be incomplete without mentioning the namesof the persons who helped to make it possible. I take this opportunity to express my gratitude infew words and respect to all those who helped me in the completion of this summer project. I express my deep gratitude to Dr. S. R. S. SAM PAUL, Chairman & ManagingDirector, Christ College of Engineering & Technology. I am extremely grateful to our Principal Dr. A. RAVICHANDRAN for providingnecessary and essential facilities to do this project work. I would like to extend my sincere thanks to Dr. L. J. SOUNDARARAJAN, Professor,and Department of management studies, for his encouragement, support and guidance tocomplete this project work successfully. I express our sincere thanks and deep sense of gratitude to Mr. A. ANBAZHAGAN,Head of the Department of Management Studies for providing me with an opportunity to studyand for his encouragement, support and guidance to complete this project work successfully. I express a deep sense of gratitude to my Guide Mr. A. ANBAZHAGAN, Faculty,Department of Management Studies, for his support, motivation and constant guidance tocomplete the project work successfullyI convey my heartiest thanks to MR. C. SENTHIL KANNAN CHIEF EXECUTE OFFICERADHI SAKTHI PROJECT who kindly granted permission to do this project work in hisesteemed organization.Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends forgiving timely advice in all the ways and in all aspects for the success of this project work. 3
  4. 4. TABLE OF CONTENTS CHAPTER TITLE PAGE NO I INTRODUCTION 1 II REVIEW OF LITERATURE 20 III OBJECTIVES OF THE STUDY 31 IV RESEARCH METHODOLOGY 33 V DATA ANALYSIS AND INTERPRETATION 36 VI FINDINGS OF THE STUDY 61 SUGGESTION AND VII 63 RECOMMENDATIONS,CONCLUSION VIII SCOPE AND LIMITATIONS 64APPENDIX BIBLIOGRAPHY QUESTIONNAIRE 4
  5. 5. LIST OF TABLESS.no TABLE NAME Page No5.1 Table showing age of respondents 365.2 Table showing gender of respondents 375.3 Table showing qualification of the respondent 385.4 Table showing experience of respondent. 395.5 Table showing marital status of respondent 405.6 Table showing monthly income of respondent. 415.7 Table showing sort of workers respondent. 425.8 Table showing provision of safety equipment 435.9 Table showing family welfare facilities . 445.10 Table showing medical facilities 455.11 Table showing medical treatment 465.12 Table showing environment condition 475.13 Table showing uniform system 485.14 Table showing education facility 495.15 Table showing extra curricular activities 505.16 Table showing level of motivation given to employee 515.17 Table showing expected rest hour 525.18 Table showing working in night shift 535.19 Table showing drinking water facilities 545.20 Table showing preventive and guidance chart 55 Table showing weighted average for rank the welfare facilities5.21. 56 provided in the organization5.22 Table showing weighted average for rank the infra structural facilities 57 Table showing Chi-square Experience and sort of worker classification5.23 59 of respondents 5
  6. 6. LIST OF CHARTSS.no CHART NAME Page No5.1 Table showing age of respondents 365.2 Table showing gender of respondents 375.3 Table showing qualification of the respondent 385.4 Table showing experience of respondent. 395.5 Table showing marital status of respondent 405.6 Table showing monthly income of respondent. 415.7 Table showing sort of workers respondent. 425.8 Table showing provision of safety equipment 435.9 Table showing family welfare facilities . 445.10 Table showing medical facilities 455.11 Table showing medical treatment 465.12 Table showing environment condition 475.13 Table showing uniform system 485.14 Table showing education facility 495.15 Table showing extra curricular activities 505.16 Table showing level of motivation given to employee 515.17 Table showing expected rest hour 525.18 Table showing working in night shift 535.19 Table showing drinking water facilities 545.20 Table showing preventive and guidance chart 55 6
  7. 7. CHAPTER -I INTRODUCTION OF THE STUDY:EMPLOYEE WELFARE Employee welfare defines as “efforts to make life worth living for workmen”. Theseefforts have their origin either in some statute formed by the state or in some local custom or incollective agreement or in the employer’s own initiative. To give expression to philanthropic and paternalistic feelings. To win over employee’s loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable labour force, to reduce labour turnover and absenteeism. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention. To make recruitment more effective (because these benefits add to job appeal).Principles of Employee Welfare Service Following are generally given as the principles to be followed in setting up a employeewelfare service: The service should satisfy real needs of the workers. This means that the manager must first determine what the employee’s real needs are with the active participation of workers. The service should such as can be handled by cafeteria approach. Due to the difference in Sex, age, marital status, number of children, type of job and the income level of employees there are large differences in their choice of a particular benefit. This is known as the cafeteria approach. Such an approach individualizes the benefit system though it may be difficult to operate and administer. 7
  8. 8. The employer should not assume a benevolent posture. The cost of the service should be calculated and its financing established on a sound basis. There should be periodical assessment or evaluation of the service and necessary timely on the basis of feedback.Types of Employee Welfare ServicesSafety ServicesPrevention of accidents is an objective which requires o explanation.The costs of accidents are enormous in suffering to the injured, in reduction or loss of earnings,in disabilities and incapacities which afflict those involved and in compensation, insurance andlegal costs, in lost time, filling in reports and attending to enquiries, and in spoilage of materials,equipment and tools to management. Accidents are the consequence of two basic factors: technical and human. Technicalfactors include all engineering deficiencies, related to plant, tools material and general workenvironment. Thus, for example, improper lighting, inadequate ventilation, poor machineguarding and careless housekeeping are some hazards which may cause accidents. Humanfactors include all unsafe acts on the part of employees. An unsafe act is usually the result ofcarelessness. Young and new employees, because of their difficulty in adjusting to the work situationand to life in general, also have many more accidents than do old and nature workers.The Phenomenon of Accident Proneness. Some persons believe wrongly in the theory thatcertain individuals are accident prone, that is , they have some personality trait as opposed tosome characteristic of the environment which predisposes them to have more accidents thanothers in work condition where the risk of hazards is equal to all. 8
  9. 9. Components of a Safety Service Among the many components of a safety service the following have proved effectivewhen applied in combination: Appointment of safety officerIn big organizations, the appointment of a safety officer to headThe safety department is a must. In small organizations, the personnel manager may look afterthe functions of this department. The head of the safety department, who is usually a staff man,is granted power to inspect the plant for unsafe condition, to promote sound safety practices(through posters an d safety campaigns), to make safety rules, and to report violations to theplant manager. Support by line managementThe head of the safety department, whether enjoying a staff or afunctional position, by himself, cannot make a plan safe. His appointment lulls line managementinto assuming that all its safety problems have been solved. Elimination of hazardsAlthough complete elimation of all hazards is virtually anImpossibility but following steps can be taken to help reduce them: Job safety analysisAll job procedures and practices should be analyzed byan expert to discover hazards. He should then suggest changes in their motion patterns, sequenceand the like. 9
  10. 10. PlacementA poorly placed employee is more apt to incur injurythan a properly placed employee. Employees should be placed on jobs only after carefullyestimating and considering the job requirements with those which the individual apparentlypossesses. Personal protective equipmentEndless variety of personal safety equipment is availableNowadays which can be used to prevent injure Safeguarding machineryGuards must be securely fixed to all power drivenmachinery. Materials handlingThough often ignored, the careless handling of heavy andAn inflammable material is an important source of several injuries and fire. Hand toolsMinor injuries often result from improperly using a goodtool or using a poorly designed tool. Therefore, close supervision and instruction should begiven to the employees on the proper tool to use the proper use of the tool. 10
  11. 11. Safety training, education and publicitySafety training is concerned with developing safety skills,whereas safety education is concerned with increasing contest programmes, safety campaigns,suggestion awards, and various audiovisual aids can be considered as different forms ofemployee education. Safety inspectionAn inspection by a trained individual or a committee to detectEvidence of possible safetyhazards (such as poor lighting, slippery floors, unguarded machines, faulty electricalinstallations, poor work methods and disregard of safety rules) is a very effective device topromote safety.Health Services The prevention of accident constitutes only on segment of the function of employeemaintenance. Another equally important segment is the employee’s general health, both physicaland mental. There are two aspects of industrial health services 1. Preventive 2. Curative, the former consists of 3. pre-employment and periodic medical examination, 4. removal or reduction of health hazards to the maximum extent possible, 5. Surveillance over certain classes of workers such as women, young persons and persons exposed to special risks. 11
  12. 12. Counseling Services An employee very often comes across problems which have emotional content. Forexample, he may be nearing retirement and feeling insecure or he may be getting promotion andfeeling hesitant to shoulder increased responsibility or he may be worried due to some familyproblem.Employee Welfare in India The chapter on the Directive Principles of State Policy in our Constitution expresses theneed for labour welfare thus: 1. The State shall strive to promote the welfare of the people by securing and protecting as effectively as it may a social order in which justice, social, economic and political, shall inform all the institutions of the national life. 2. The State shall, in particular, direct its policy towards securing: 3. That the citizens, men and women equally, have the right to an adequate means of livelihood; 4. That the ownership and control of the material resources are so distributed as to subserve the common good. 1. The State shall make provision for securing just and humane conditions of work and for maternity relief.Factories Act, 1948 The principal Act to provide for various labour welfare measures in India is the FactoriesAct, 1948. The Act applies to all establishments employing 10 or more workers where power isused and 20 or more workers where power is not used, and where a manufacturing process isbeing carried on. 12
  13. 13. Employee Welfare Officer Section 49 of the factories act provides that in every factory wherein 500 or moreworkers are ordinarily employed the employer shall appoint at least one welfare officer. The welfare officer should possess; (i) a university degree; (ii) degree or diploma insocial service or social work or social welfare from a recognized institution; and (iii) adequateknowledge of the language spoken by the majority of the workers in the area where the factory issituated.¯ Supervision¯ Counseling workers¯ Advising management¯ Establishing liaison with workers¯ Working with management and workers to improve productivity.¯ Working with outside public to secure proper enforcement of various acts.Health of Employees Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors and work rooms and by using disinfectant where necessary. Disposal of wastes and effluents. Effective arrangements shall be made for the disposal of wastes and for making them innocuous. Ventilation and temperature. Effective arrangements shall be made for ventilation and temperature so as to provide comfort to the workers and prevent injury to their health. Dust and fume. Effective measures shall be taken to prevent the inhalation and accumulation of dust and fumes or other impurities at the work place. 13
  14. 14. Artificial humidification. The State Government shall make rules prescribing standard of humidification and methods to be adopted for this purpose. Overcrowding. There shall be in every work room of a factory in existence on the date of commencement of this act at least 9.9cubic meters and of a factory built after the commencement of this act at least 4.2 cubic meters of space for every employee. Lighting. The State Government may prescribe standards of sufficient and suitable lighting. Drinking Water. There shall be effective arrangement for wholesome drinking water for workers at convenient points. Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, well- ventilated, conveniently situated and built according to prescribed standards separately for male and female workers. Spittoons. There shall be sufficient number of spittoons placed at convenient places in the factory.Safety of Employees Fencing of machinery. All dangerous and moving parts of a machinery shall be securely fenced. Screws, bolts and teeth shall be completely encased to prevent danger. Work on or near machinery in motion. Lubrication or other adjusting operation on a moving machinery shall be done only by a specially trained adult male worker. Employment of young persons on dangerous machines. No young person shall be allowed to work on any dangerous machine (so prescribed by the state government) unless he is sufficiently trained or is working under the supervision of knowledgeable person. Device for cutting off power. Suitable device for cutting of power in emergencies shall be provided. 14
  15. 15. Welfare of Employees Chapter V of the factories Act contains provisions about the welfare of employees.These are as follows: There shall be separate and adequately screened washing facilities for the use of male and female employees. There shall be suitable places provided for clothing not worn during working hours and for the dying of wet clothing. There shall be suitable arrangement for all workers to sit for taking rest if they are obliged to work in a standing position. There shall be provided the required number of first-aid boxes or cupboard (at the rate of one for every 150 workers) equipped with the prescribed contents readily available during the working hours of the factory. The State Government may make rules requiring that in any specified factory employing more than 250 employees a canteen shall be provided and maintained by the occupier for the use of the employee. There shall be provided sufficiently lighted and ventilated lunch room if the number of employees ordinarily employed is more than 150.Restrictions in the Factories Act on the employment of young person’s:1. Prohibition as to employment of children (Section 67)No child who has not completed his fourteenth year shall be required or allowed to work in anyfactory.2. Employment of Children and Adolescent (Section 68)A child who has completed his fourteenth year or an adolescent shall not be required or allowedto work in any factory unless following conditions are fulfilled: 1. The manager of the factory has obtained a certificate of fitness granted to such young 15
  16. 16. 2. While at work, such child or adolescent carries a token giving reference to such certificate.3. Certificate of fitness (Section 69)Before a young person is employed in the factory, a certifying surgeon has to certify that suchperson is fit for that work in the factory.Welfare Funds In order to provide welfare facilities to the workers employed in mica, iron, ore,manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry, thewelfare funds have been established to supplement the efforts of the employers and the StateGovernment under respective enactments. The welfare measures financed out of the funds relate to development of medicalfacilities, housing, supply of drinking water, support for education of dependents and recreation,etc.Voluntary Benefits Benefits are also given voluntarily to workers by some progressive employers. Theseinclude loans for purchasing houses and for educating children, leave travel concession, fairprice shops for essential commodities and loans to buy personal conveyance.Machinery Connected with Employee Welfare Work1. Chief inspector of FactoriesIt is the duty of the Chief inspector of factories (who generally works under the administrativecontrol of the labour commissioner in each state) to ensure enforcement of various provisions ofFactories Act i8n respect of safety, health and welfare of workers. 16
  17. 17. 2. Central Labour InstituteThe institute was set up in Bombay in 1966 to facilitate the proper implementation of theFactories Act, 1948; to provide a centre of information for inspectors, employers, workers andothers concerned with the well being of industrial labour and to stimulate interest in theapplication of the principles of industrial safety, health and welfare.3. National Safety CouncilThe National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of theUnion Ministry of Labour and Rehabilitation, Government of India, as an autonomous nationalbody with the objective of generating developing and sustaining an movement of safetyawareness at the national level.4. Director General of Mines SafetyThe Director General of Mines Safety enforces the Mines Act, 1952. He inspects electricalinstallation and machinery provided in the mines and determines the thickness of barriers of 2adjacent mines in order to prevent spread of fire and danger of inundation.Appraisal of Welfare Services 1. One of the main obstacles in the effective enforcement of the welfare provisions of the Factories Act has been the quantitative and qualitative inadequacy of the inspection staff. 2. at present, a labour welfare officer is not able to enforce laws independently because he has to work under the pressure of management. 3. Women workers do not make use of the crèche facilities either because they are dissuaded by the management to bring their children with them or because they have to face transport difficulties.National Commission on Employee Recommendations 1. The statutory provisions on safety are adequate for the time being effective enforcement is the current need. 17
  18. 18. 2. Every fatal accident should thoroughly be enquired into and given wide publicity among workers. 3. Employers should play a more concerted role in safety and accident prevention programme and in arousing safety consciousness. 4. Safety should become a habit with the employers and workers instead of remaining a mere ritual as at present. 5. Unions should take at least as much interest in safety promotion as they take in claims for higher wages.SOCIAL SECURITY The connotation of the term “Social Security” varies form country to country withdifferent political ideologies. In socialist countries, the avowed goal is complete protection toevery citizen form the cradle to the grave. There are some components of Social Security: Medical care Sickness benefit Unemployment benefit Old-age benefit Employment injury benefit Family benefit Maternity benefit Invalidity benefit and Survivor’s benefitSocial Securities may be of two types 1. Social assistance under which the State finances the entire cost of the facilities and benefits provided. 2. Social insurance, under the State organizes the facilities financed by contributions form the workers and employers, with or without a subsidy from the state. 18
  19. 19. Social Security in India At present both types of social security schemes are in vogue in our country. Among thesocial assistance schemes are the most important. The social insurance method, which has gained much wider acceptance than the socialassistance method, consists of the following enactments. The workmen’s Compensation Act, 1961. The Employee’s State Insurance Act, 1948. The employees’ State Insurance Act, 1948. The Maternity Benefit Act, 1961.Employees’ compensation Act, 1923a. Coverage. This Act covers all workers employed in factories, mines, plantations, transportundertakings, construction works, railways, ships, circus and other hazardous occupationsspecified in schedule II of the Act.The Act empowers the State Government to extend the coverage of the Act by adding anyhazardous occupation to the list of such occupations is schedule II. 1. Administration. The Act is administered by the State Government which appoints Commissioners for this purpose under sec. 20 of the Act. 2. Benefits. Under the Act, compensation is payable by the employer to a workman for all personal injuries caused to him by accident arising out of and in the course of his employment which disable him for more than 3 days.2. Employees’ State Insurance Act, 1948 1. Other than seasonal factories, run with power and employing 20 or more workers. 19
  20. 20. 2. Administration. The Act is administered by the ESI corporation, an autonomous body consisting of representatives of the Central and State Governments, employers, employees, medical profession and parliament. 3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark in the history of social security legislation in India. 1. Medical Benefit. An insured person or (where medical benefit bas been extended to his family) a member of his family who requires medical treatment is entitled to receive medical benefit free of charge. 2. Sickness Benefit. An insured person, when he is sick, is also entitled to get sickness benefit at the standard benefit rate corresponding to his average daily wage. 3. An insured woman is entitled to receive maternity benefit (which is twice the sickness benefit rate) for all days on which she does not work for remaining during a period of 12 weeks of which not more than 6 weeks shall precede the expected date of confinement. 4. The Act makes a three-fold classification of injuries in the same way as is done in the workmen’s compensation Act. 5. Dependant’s Benefit. If an insured person meets with an accident in the course of his employment an dies as a result thereof, his dependants, i.e. his widow, legitimate or adopted sons and legitimate unmarried daughters get this benefit.3. The Maternity Benefit Act, 1961Maternity benefit is one of the important benefits provided under theEmployees State Insurance Act, 1948. Another important legislation in this respect is theMaternity Benefit Act, 1961. The Act covers only those persons who are not covered by theEmployees State Insurance Act. The Act entitles a woman employee to claim maternity leavefrom her employer if she has actually worked for a period of at least 160 days in the 12 monthsimmediately proceeding the day of her expected delivery. 20
  21. 21. The act further provides for the payment of medical bonus of Rs. 250 to the confined womanworker.The committee on the status of women in India 1974 has, there fore,recommended the following changes in the Act: 1. The administration of the fund should follow the pattern already established by the ESIC. 2. For casual labour a minimum of 3 months of service should be considered as qualification service for this benefit. 3. This will provide greater incentive to women workers to participate in trade union activities.1. The Payment of Gratuity Act, 1972 1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and railway company and to every shop or establishment in which 10 or more persons are employed, or were employed, on any day of the preceding 12 months. 2. Administration. The Act is administered by a controlling authority appointed by the appropriate Government. 3. Benefits. Under the Act gratuity is payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years. The completion of continuous service of five years is, however, not necessary where the termination of the employment is due to death or disablement Gratuity is payable at the rate of 15 days’ wages based on the rate of wages last drawn by the employee for every complete year of service or part thereof in excess of six months. But the amount of gratuity payable to an employee shall not exceed Rs. 3.5 lakh. 4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For this purpose is required either (i) to obtain insurance with the Life Insurance Corporation, or (ii) to establish a gratuity fund. Thus it is his liability to pay the premium in the first case to make the contribution in the second case. 21
  22. 22. CHAPTER -I COMPANY PROFILEADHI SAKTHI PROJECTS has been launched with the vision to provide complete range ofplants, machineries and automation required for the health and beauty care industries.The complete range of machineries is made available under one roof right from processingequipments to packaging machinery. The company is unique by the virtue of its business processand the range of equipments being manufactured. Since the projects are executed by us with thesingle point responsibility the customers are rest assured for their dream projects come true withease and comfort. ADHI SAKTHI PROJECTS has its own manufacturing facility spread in45,000 sft with a covered space of 12,000 sft located in Pondicherry, India .The company is adequately staffed with trained Design, Production and Quality Engineers,Diploma and ITI technicians. Inhouse tool room helps us handle wide variety of jobs at a time.Direct exports are done by the company to countries like Bangladesh, Angola, Oman etc.The company is founded and headed by C.SenthilKannan, a mechanical engineer with postgraduation in business administration. Sri.S.A.Saravanen, a mechanical engineer with richindustrial experience heads the factory. The company is having its sales and service office atHyderabad.ADHI SAKTHI PROJECTS works as a sales partner for the ENERCON brand induction sealingmachines in the southern part of India. The company is CRISIL rated for its performance.With a strong team of creative engineers coupled with a sound technical setup, we, Adhi SakthiProjects, offer a wide selection of engineering products for various industries. Based in Chennai,we are one of the prominent manufacturers and suppliers of high quality machines andequipments such as tube filling and sealing machines, pilot plants, container / bottle fillingand capping machines, creams & ointments manufacturing facility, soaps & detergentlines, soap wrapping machines, etc. We take great pride in knowing that our products set thestandards for performance and reliability all around the globe.Our strong customer-focused approach and a continuous quest for quality enable us to sustain aleadership position in our arena. Right from the very first day of our inception, we have beenworking to deliver only that range of products like tube sealing machines, etc. that are capable ofyielding best results at a highly economical operating and maintenance cost.Our capability to ensure timely deliveries further provides us a leading edge over the otherplayers operating in our arena. Our active research and development division continuouslymonitors the emerging requirement of the market and develop the products accordingly. 22
  23. 23. What We OfferAdhi Sakthi Projects is a prominent manufacturer and supplier of high quality engineering goodsfor varied industrial applications. Our catalog of products includes: Soaps & Detergent Lines: o Sigma Mixer o Vacuum Plodder o Soap Plodder/Extruder/Noodler Soap Wrapping Machines: o Innovative Ferguson Indexing Mechanism o Cut Wrapper Soap Wrapping Machine o PLC Based Photo Control System Pilot Plants: o Pilot Cream Mixing Facility o Supporting Kettles o Semi Contra Rotary Mixer o Pilot Cream Mixing Facility Tube Filling Machines / Tube Sealing Machines: o ASPRO Maxi - Double Head o ASPRO Micro - Single Head o ASPRO Mini - Single Head o ASPRO Mega - Four Head Container/Bottle Filling & Capping Machines: o Fully Automatic GMP Model Container Filling & Capping Machine o Viscous Cream Filling Machine o Semi Automatic Liquid Filling Machine o Creams & Ointments Manufacturing Facility Special Machines: o Powder Manufacturing Facility o Horizontal Flow Wrapping Machine o Carton Stacking Machine o Automatic Container Filling & Capping MachineTurnkey ProjectsWe also undertake turnkey projects to create the facility of manufacturing, filling and packing ofthe following: Fairness Creams & Cold Creams Pain Relief Ointments Tooth Paste Shampoo & Gels Toilets Soaps Detergent Bars & Powders Scouring Bars & Powders 23
  24. 24. The scope involves design of layouts, capacity calculation, line engineering, supply ofequipments, erection and commissioning of the complete project.Assured QualityQuality has been our paramount objective since our inception and we maintain a stringent qualitypolicy for protecting customers integrity. We follow a well defined system of quality control atevery level of our process to ensure a flawless production. Every stage, right from the initialstage of drawings and designing to the production and finishing, is individually supervised byexperts having decades of experience behind them. Produced by following stringent qualitycontrol measures, our products are prized everywhere for their quality, durability, reliability anddependability.Adhis Cutting Edge A state-of-the-art production unit loaded with modern machines Team of technically sound workers to design unbeatable products Strict compliance of internationally accepted production norms On-time deliveries and client satisfaction: our priority Meeting the exacting requirements of the customers and standards of the industry Regular investment to promote knowledge in the area of technical development, research and production.Our Prestigious Clients Emami Hindustan Lever Limited Power Godrej SaraLee CavinKare Ashwini Hair Oil Cholayil Caplin Point Laboratories Ltd. Tupperware Henkel Ayur Santara Samed Jyothy Laboratories Limited The Madras Pharmaceuticals Ltd. and many more. 24
  25. 25. Our International Clients Hindustan Unilever - Bangladesh Hemas - SriLanka National Detergent Company - Oman Golfrate - Angola Ethical Drugs Ltd. - BangladeshRapi Soap & Detergent - Ethiopia.Company Profile Tube filling machines, tube sealing machines, pilot plants, pilot cream mixing facility, supporting kettles, semi contra rotary mixer, container capping machines, bottle capping machines, bottle filling machines, container filling machines, fully automatic gmp model, container filling & capping ... Exporter / Importer / Service Provider / Manufacturer Business Type : / Wholesaler/Distributor / Supplier / Trading Company Year Established : 2004 No. Of Employees : 100 Annual Turnover : Rs 10 Lakhs Website : http://www.adhisakthi.com Tube filling machines, tube sealing machines, pilot plants, pilot cream mixing facility, supporting kettles, semi contra Products Distributing and rotary mixer, container capping machines, bottle capping Exporting and Supplying and : machines, bottle filling machines, container filling Trading and Manufacturing machines, fully automatic gmp model, container filling & capping mach... Fairness creams & cold creams turnkey projects, pain relief ointments turnkey projects, tooth paste turnkey projects, turnkey projects, shampoo & gels turnkey Services : projects, toilets soaps turnkey projects, detergent bars & powders turnkey projects, scouring bars & powders turnkey projects 25
  26. 26. CHAPTER II REVIEW OF LITERATURE2.1 DEFINITION OF EMPLOYEE WELFARE The ILO (International Labour Organization) defined, “welfare as a term which isunderstood to include such services and amenities as may be established in or the vicinity ofundertaking to perform their work in healthy, congenial surrounding and to provide them withamenities conductive to good health and high morale”. According to Arthur james Todd, “welfare as anything done for the comfort orimprovement and social of the employees over and above the wages paid, which is not anecessity of the industry”.2.1.1 MEANING OF EMPLOYEE WELFARE Employee welfare means, such services, facilities and amenities such as canteens, rest andrecreation facilities, arrangement for travel to and for the accommodation of workers employedat a distance from their home, and such other services, amenities and facilities including socialsecurity 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 relativeconcept. The total concept is a desirable state of existence involving the physical, mental, moraland emotional well-being. The social concept of welfare implies, of man, his family and hiscommunity. The relative concept of welfare implies that welfare is relative in time and place. Employeewelfare implies the setting up of minimum desirable standards and the provision of facilities likehealth, food, clothing housing, medical allowance, education, insurance, job security, such as tosafeguard his health and protect him against occupational hazards. The worker should also beequipped with necessary training and a certain level of general education. 26
  27. 27. 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 ineducation 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 includemedical facilities, compensation for accidents, provision of safety measures, activities relating toimproving of employment, and the like.2.1.5 EXTRA-MURAL FACILITIES Extra-mural activities cover the services and facilities provided outside the factory suchas 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, thegovernment, non-government organizations and the trade unions. What employers provided willbe 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 theiremployees, the government of India has enacted several laws from time. These laws are thefactories act, 1948; the mines act, 1952; the plantation labour act 1951; the bid and cigar workers(conditions of employment) act 1966; and the contract labour (regulation and abolition) act,1970. another significant step taken by the central government has been established in coal,mica, iron-ore, limestone and dolomite mines. The welfare activities covered by these fundsinclude housing, medical, educational and recreational facilities for employees and theirdependents. 27
  28. 28. 2.1.7 WELFARE ACTIVITIES BY THE TRADE UNION Labour union have contributed their share for the betterment of the employees. Mentionmay be made here of the textile labour association of headband and the railway men’s union andthe mazdoor sabha of kanpur, which have rendered invaluable services in the field of labourwelfare. 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 maternityand infant welfare association, the YMCA, the depressed classes mission society and thewomen’s institute of Bengal. The welfare activities of these organization of recreation andsports for the working class.STATUTORY AND NON-STATUTORY Welfare activities may also be classified into (i) statutory and (ii) non-statutoryprovision.2.2 STATUTORY EMPLOYEE WELFARE FACILITIES Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of theworkers. 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) According to sec. 43, every factory shall provided a place for keeping the clothes whichare not worn during working hours and drying of wet clothes. 28
  29. 29. 3) Sitting Facilities (Sec. 44) Every factory shall provide for suitable arrangements for sitting for all workers obliged towork 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 personwho holds a certificate in first – aid. Where more than 500 workers are employed an ambulanceroom 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. 29
  30. 30. 2.3 NON – STATUTORY EMPLOYEE WELFARE FACILITIES 1) Educational Facilities Educational facilities are important that the children of the workers should be providedwith educational facilities. 2) Medical Facilities Employers, whether in private or in public sectors have been providing medical facilitiesfor their workers and their families. Besides general medical treatment and health-care, separatearrangements 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 themfrom strain and anxiety. Such facilities also provide greater opportunity for relaxation andrecreation and help in reducing the rater of absenteeism. 4) Recreation Facilities Recreation facilities afford the worker an opportunity to develop his sense of physicaland mental discipline. It has an important bearing on the individual’s personality as well as hiscapacity to contribute to social development. 5) Housing Facilities Some of the industrial employers both in public and private sector have provided housingfacilities to their employees. The company also renders assistance to the co-operative housingsocieties formed by its employees.Training and development The RBL’s various employee improvement conducts the various placesand various programmers. This main motive is improving the employee moral,knowledge and skill also to get g his work. 30
  31. 31. DISPENSARY With the premises of the mill, they provided, first- aid facility in dispensary. They areproviding 24 hours service with duty doctors, pharmacy, bed facilities and ambulance van in caseof 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. 8) To society has provided encashment of earned leave facilities to the employees. 31
  32. 32. 2.4 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES1) EMPLOYEE WELFAREBy Regina bare Employee welfare program is based on the management policy which is aimed shapingperfect employees. There fore the concept of employee welfare includes to aspects namelyphysical &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 MEASURESBy Ann Davis, Lucy Gibson Describes a process through which organizations might seek to implement interventionsrelating to employee wellbeing. Emphasizes the importance of a comprehensive needsassessment both in obtaining the breadth of information needed to design appropriateinterventions and also in providing baseline information against which to evaluate programmeeffectiveness. Discusses factors which influence the type of intervention appropriate for aparticular situation and highlights their design implications. Finally, provides guidance onprogramme implementation and evaluation, and discusses some of the advantages anddisadvantages of different approaches to tertiary welfare provision. 32
  33. 33. 3) EMERALD GROUP PUBLISHING LIMITEDBy J. Bruce Prince Purpose – The employee selection process has generally focused on the near-termperformance potential of internal candidates in filling vacant positions. This research addressesthe potential influence of adding a career development emphasis to the employee transferdecision process. In a career-focused transfer process the applicants individual careerdevelopment needs and growth opportunities are a key basis for internal selection decisions. Design/methodology/approach – Using web-based survey methodology, a US financialservices firm is used to evaluate the relationship between the use of career-focused employeetransfer criteria and key employee attitudes. Findings – The study finds that the use of career-focused processes are positively relatedto employees developmental opportunity satisfaction and perceived support for careerdevelopment. Regression analyses finds that these two attitudes mediate the positive relationshipbetween 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 specifichuman resource practices can be the basis for the development of key attitudes. Research limitations/implications – This research – while limited due to it cross-sectionalmethodology – builds on that stream of research by focuses on the design of the employeetransfer process and how it can be a key practice for achieving a developmental focus andassociated benefits. Originality/value – The results suggest that focusing on performance potential ofapplicants and career-focused criteria are not necessarily antagonistic but can be used jointly tomake internal selection decisions. 33
  34. 34. 4) NEEDED WELFARE MEASURESBy ARTHUR CAPPER, Governor To promote a higher type of citizenship, to insure to every child born in Kansas a record ofbirth, an equal share in the paternal care of the government and a recognition of its potentialworth as a future citizen, I recommend the establishment of a division of child hygiene as a partof the State Board of Health. This new division should take into account the circularizing of theexpectant mother who applies for information, the care of the new-born babe, and the well-being,health and nurture of the growing child. In the same general line of public welfare, I recommend the enactment of laws on thefollowing 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 convicts 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 workmens 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. 34
  35. 35. 2.5 TYPES OF WELFARE ACTIVITIES The meaning of labour welfare may be made more clear more by listing the activities whichare referred to as welfare measures. A comprehensive list of welfare activities is given by moorthy in his monumental work onlabour welfare. He divides welfare measures into two broad groups, namely. 1. Welfare measures inside the work place and 2. Welfare measures outside the work placeEach 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. Notice boards; posters, pictures slogans; information or communication. 35
  36. 36. 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.  Watch and ward; security.  Community services and problems; child, youth and women’s clubs. 36
  37. 37. CHAPTER III OBJECTIVES OF THE STUDY To study the safety and welfare measures of the employee. To adopt suitable measures for the improvement of employee performance. To evaluate the satisfaction level of employee about the work environment. To find the level of satisfaction of employee about the facilities given by the company. To give suggestions and recommendation for the promotion of welfare measures. 37
  38. 38. NEED FOR THE STUDY It helps the management to improve the welfare measure 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. 38
  39. 39. CHAPTER IV RESEARCH METHODOLOGY4.1 Research The advanced learner’s dictionary of current English as “a careful investigation or inquiryespecially 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 beperformed in this proposed study before he undertakes his research work is called “ResearchDesign”.Defining the population: The total employees working in the organization is 100.Sampling plan: Out of 100 employees this study was carried out taking into the account of only60 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. 39
  40. 40. 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 ADHI SAKTHI PROJECTPUDUCHERRY.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 begenerally calculated as follows Number of respondents favorable _______________________________ X 100 Total No. of respondents 40
  41. 41. 2) Weighted average method: Weighted arithmetic mean analysis was done to find out the relative importance ofcertain, job, rating to trainer W1x1 X = _______ WWhere 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) _______ EO- Observed valueE- Expected value There are many situations in which it is not possible to make any rigid assumption aboutthe distribution of the population from which samples are being drawn. 41
  42. 42. CHAPTER V DATA ANALYSIS AND INTERPRETATION Table No:5.1 Age Group Number of S.NO Age group % of Respondents Respondents 1 below 25 28 46.7 2 26-30 20 33.3 3 31-35 10 16.7 4 35&above 2 3.3 Total 60 100 Chart 5.1 age 30 25 20 15 10 5 0 Below 25 26-30 31-35 35& aboveINTERPRETATION: In industrial sector workers are working in different age group starting from Below 25to 35& above years. So, the age factor of workers determine their involvement, concentrationand performance. The above table points out that, most of the respondents 46.7% are in the agegroup of Below 25, 33. 3% of respondent are in the age of 26-30 ; 16.7% of respondent are inthe age of 31-35; 3.3% of respondent are in the age of 35% above. 42
  43. 43. Table No: 5.2 Respondents Sex Number of S.No Sex % of Respondents Respondents Male 58 96.7 1 Female 2 3.3 2 Total 60 100 Chart 5.2 Respondents Sex 70 60 50 40 30 20 10 0 Male FemaleINTERPRETATION: Most of the respondents (96.7%) are in sex group of male.(3.3%) of respondents are insex group of female. 43
  44. 44. Table No: 5.3 Respondents Qualification % of S.No Qualification Number of Respondents Respondents 1 H.S.C 5 8.3 2 Diploma 26 43.3 3 I.T.I 25 41.7 4 U.G 3 5 5 P.G 1 1.7 Total 60 100 Chart 5.3 30 Qualification 25 20 15 10 5 0 H.s.c Diploma I.T.I U.G P.GInterpretation: The above table shows that, most of the respondents (1.7%) have studied P.G,( 5%)of therespondents have studied U.G.(.41.7%)of the respondents have studied ITI (43..%) of therespondents have studied diploma and (8.3%) of the respondents have studied in H.sc. 44
  45. 45. Table No: 5.4 Respondents Experience Number of % of S.No Experience respondents Respondents 1 below 1yrs 27 45 2 1-3yrs 25 41.7 3 3-6yrs 6 10 4 Above 6yrs 2 3.3 Total 60 100 Chart 5.4 Experience 30 25 20 15 10 5 0 Below 1yrs 6-MarInterpretation The above table shows that, most of the respondents (45%) have experienced below 1yrs,41.7% of the respondents have experienced 1-3yrs, 10% of the respondents have experienced 3-6yrs and 3.3% of the respondents have experienced above Above 6 yrs. 45
  46. 46. Table No: 5.5 Respondents Marital Status S.No Marital status Number of Respondents % of Respondents 1 Married 24 40 Unmarried 36 60 2 Total 60 100 Chart 5.5 Marital status 40 35 30 25 20 15 10 5 0 Married UnmarriedInterpretation The above table shows that, most of the respondents (40%) have unmarried, (60%) ofthe respondents are married. 46
  47. 47. Table No:5.6 Respondents Monthly income S.No Monthly Income No of respondents % of respondents below 5000 33 55 1 5001 to 10000 17 28.3 2 10001 to 15000 10 16.7 3 15001 to 20000 Nil Nil 4 20001 and above Nil Nil 5 Total 60 100 Chart 5.6 Monthly income 35 30 25 20 15 10 5 0 Below 5000 5001 to 10000 `10001 to 15000Interpretation From the above table it is observed that salary level of Below 5000 and66% of the respondents. 47
  48. 48. Table No: 5.7 Respondents Sort of Workers S.No Sort of workers No of respondents % of respondents 1 Temporary 35 58.3 2 Permanent 25 41.7 Total 60 100 Chart 5.7 Sort of Workers 40 35 30 25 20 15 10 5 0 Temporary PermanentInterpretationFrom the above table shows sort of workers most of the respondents (58.3%) got temporary.,41.7% are permanent. 48
  49. 49. Table No: 5.8 Safety equipment % of S.No Safety equipment Number of Respondents Respondents 1 Cap 0 0 2 Helmet 0 0 3 Over coat 3 5 4 Shoes 13 21.7 5 Gloves 42 70 6 Eye glass 2 3.3 Total 60 100 Chart 5.8 Safety equipment 45 40 35 30 25 20 15 10 5 0 Over coat Shoes Gloves Eye glassInference: From the above table it is found that 5% and 21.7% respondents are expecting over coat.And Shoes,3.3% respondents are eye glass and 70% respondents are expecting Gloves , from theManagement. 49
  50. 50. Table No: 5.9 Family Welfare Facility % of S.NO Family welfare facility No of respondents Respondents Education allowance 0 0 1 Family group Insurance 0 0 2 EPF 27 45 3 4 Holiday compensation 13 21.7 Vehicle loans 16 26.6 5 6 Housing loan 4 6.7 Total 60 100 Chart 5.9 Family welfare 30 25 20 15 10 5 0 EPF Vehicle loansInference: From the above table it is found that 45% respondents are satisfied with EPF, 21.7%respondents are Holiday compensation, 26.6% respondents are Vehicle loan and 6.7 are Housingloan welfare facility provide by the organization. 50
  51. 51. Table No: 5.10 Medical Facility No of % of S. No Medical facility respondents respondents 1 First aid 24 40 2 Ambulance 10 16.7 3 Treatment charges 24 40 4 Other specify 2 3.3 Total 60 100 Chart 5.10 Medical facilities 30 25 20 15 . 10 5 0 First aid Ambulance Treatment charges Other specifyInterpretation From the above table it is found that 40% respondents are provided with first aid, 16.7%respondents provided with ambulance & 40% respondents are provided with treatment chargesand 3.3% respondent are expecting other facility from the management. 51
  52. 52. Table No: 5.11 Respondents opinion on Treatment S.NO Treatment No of respondents % of respondents Good 32 53.3 1 2 Normal 24 40 3 Poor 1 1.7 4 No opinion 3 5 Total 60 100 Chart 5.11 opinion on Treatment 35 30 25 20 15 10 5 0 Good PoorInterpretation The above table shows that the respondents (53.3%) says that, the treatment is Good, 40%of respondents says that it is Normal. 1.7% of respondents says that treatment is poor 3% of therespondents says that treatment is No opinion. 52
  53. 53. Table No: 5.12 Environment Condition S. No Environment condition No of respondents % of respondents 1 Pleasant condition 5 8.3 2 Proper Ventilation 5 8.3 3 Fresh air 4 6.7 4 Guidance from superiors 20 33.4 5 All 26 43.3 Total 60 100 Chart 5.12 30 Environment Condition 25 20 15 10 5 0 Pleasant condition Proper Ventilation Fresh air Guidance from All superiorsInference: Most of the respondents are satisfied with working environment condition. 53
  54. 54. Table No: 5.13 Respondents Uniform system S.No Uniform System No. of respondents % of respondents 1 No difference is identified 23 38.3 Maintain equality among 22 36.7 2 all 3 Provide social security 5 8.3 4 No opinion 10 16.7 Total 60 100 Chart 5.13 25 Uniform system 20 15 10 5 0 No difference is Maintain equality Provide social No opinion identified among all securityInference: The above table explain that, the respondents (38.3%) says that they feel No difference isidentified on wearing the uniform, 36.7% says that they maintain equality among all. 8.3% ofrespondents says that they provide social security and 16.7% says that they have no opinion. 54
  55. 55. Table No: 5.14 Education Facilities No of % of S.No Education facilities Respondents Respondents 1 Library 0 0 2 Free computer training 0 0 3 Reading room 28 46.7 4 Daily news review 32 53.3 Total 60 100 Chart 5.14 Education facilities 33 32 31 30 29 28 27 26 Reading room Daily news reviewInference: From the above table it is found that 46.7% of respondents are satisfied with Reading room,and 53.3 % of respondents are satisfied with Daily news review. 55
  56. 56. Table No: 5.15 Extra Curricular Activities No of % of S.NO Extra curricular activities respondents respondents 1 Sports 31 51.7 2 Athletic 3 5 Company seminar 5 8.3 3 No opinion 21 35 4 Total 100 Chart 5.15 Extra curricular activities 35 30 25 20 15 10 5 0 Sports Company seminarInference: From the above table it shows that, respondents is common in 51.7% says that sports,8.3% of respondents says that they have company seminar, 35% of the respondents says that noopinion. 56
  57. 57. Table No: 5.16 Level of Motivation given to employee S.NO Level of motivation No respondents % of respondents Very High 34 56.7 1 High 19 31.7 2 Moderate 7 11.6 3 Low 0 0 4 Very Low 0 0 5 Total 60 100 Chart 5.16 Level of motivation 40 35 30 25 20 15 10 5 0 Very High High Moderate Low Very lowInference: From the table it infers that 56.7%of respondent are Very high motivated and 31.7% of respondent are high motivated.11.6% of respondent are moderate. 57
  58. 58. Table No: 5.17 Respondents of Rest hour S.No Rest hour No. of respondents % of respondents 1 2 hour once 21 35 2 4 hour once 36 60 3 6 hour once 3 5 Total 60 100 Chart 5.17 Rest hour 40 35 30 25 20 15 10 5 0 2 hour once 4 hour once 6 hour onceInference: From the above table it is found that 35% of respondents are expecting 2hour once and 60%respondents are expecting 4 hours once rest hour and 5% respondents are expecting 6 hours once. 58
  59. 59. Table No: 5.18 Working in night shift S.NO Night shift No of respondents % of respondents Satisfied 6 10 1 2 Dissatisfied 33 55 3 Highly dis satisfied 17 28.3 4 No opinion 4 6.7 Total 60 100 Chart 5.18 Night shift 35 30 25 20 15 10 5 0 Satisfied Highly dis satisfiedInference: The above table shows that, most of the respondents 55% says that they are dissatisfiedwhile working in night shift and only 10% respondents are satisfied. most of the respondents28.3%Highly dissatisfied and 6.7% of respondents are in No opinion. 59
  60. 60. Table No: 5.19 Level of satisfaction with the Drinking Water S.NO Drinking water No respondents % of respondents Highly satisfied 30 50 1 Satisfied 26 43.3 2 3 Neither satisfied nor dissatisfied 4 6.7 Dissatisfied 0 0 4 Highly dis Satisfied 0 0 5 Total 60 100 Chart 5.19 Drinking water facilities 35 30 25 20 15 10 5 0 Highly satisfied neither satisfied nor dissatisfied highly dissatisfiedInference: From the table it infers that 93.3% of respondents are satisfied with the drinking waterfacility while 6.7% of the respondents have no opinion about the facility. 60
  61. 61. Table No: 5.20 Preventive and guidance chart No of S.NO Guidance chart % of respondents respondents 1 Highly satisfied 23 38.3 2 Satisfied 26 43.3 Neutral 6 10 3 4 Dissatisfied 5 8.3 5 Highly dissatisfied 0 0 Total 100 Chart 5.20 Guident chart 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfiedInference:- Out of the 60 respondents surveyed to determine the welfare measure with preventiveguidance chart facility provided by the company. It seen that only 38.5% of the respondentshave shown a highly satisfied, 43.3% of the respondents have shown satisfied, 10% of therespondents have given their neutral opinion & 8.3% of the resssspondents have showndissatisfied. 61
  62. 62. Table 5.21.1 WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION No. of NO FACILITY respondents 1 Safety measures 16 2 Medical facility 13 3 Uniform facility 12 4 Education facility 5 5 Rest room 6 6 Drinking water 8Formula: X = WX/W W = number of respondents X = rating given by the respondent Table 5.21.2 RANK WEIGHT X1 WX1 RANK 1 6 16 96 1 2 5 13 65 2 3 4 12 48 3 4 3 5 30 4 5 2 6 12 5 6 1 8 8 6 TOTAL 60 259 4.31667 X = 256/60 =4.31667Inference: From the above table most of the respondents are satisfied with welfare facilities given byorganization 62
  63. 63. Table 5.22.1 WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION INFRA STRUCTURAL FACILITY H.S S Neutral D.S H.D Total Rest room 12 22 16 7 3 60Ventilation 16 20 15 5 4 60 Lighting 13 24 12 8 3 60 Toilets 10 24 12 8 6 60 Working 10 30 13 5 2 60environment Interpretation: Weighted average for rank the Infra structural facilities provided in the organization. Formula: W1x1 X= ________ W Where: W- Total No. respondents W1- NO of respondents X1- rating given by the respondents 63
  64. 64. Table 5.22.2 X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5 1 5 12 60 16 80 13 65 10 50 10 50 2 4 22 88 20 80 24 96 24 96 30 120 3 3 16 48 15 45 12 36 12 36 13 39 4 2 7 14 5 10 8 16 8 16 5 10 5 1 3 3 4 4 6 6 6 6 2 2 Total 60 213 60 219 60 219 60 204 60 221 W 3.55 3.65 3.65 3.4 3.68 RANK IV II II V IInference: From the above table most of the respondents are satisfied Infra structural facility inworking environment. 64
  65. 65. ANALYSIS OF EXPERIENCE OF THE EMPLOYEE’S & DO YOU NEED A SORT OF WORKER USING CHI-SQUARE TESTHO: There is no significant difference between Experiences for the Employee’s & need a sort of workerH1: There is significant difference between Experiences for the Employee’s & need a sort of worker Table 5.23.1OBSERVED FREQUENCY: Do you Need a Total sort of worker Temporary Permanent Experience Below 1yrs 16 4 20 1-3 yrs 8 7 15 3-6 yrs 5 8 13 Above 6yrs 2 10 12 Total 31 29 60 Table 5.23.2EXPECTED FREQUENCY: Do you Need a Total sort of worker Temporary Permanent Experience Below 1yrs 6.2 5.8 12 1-3 yrs 4.65 4.35 9 3-6 yrs 4.03 3.77 7.8 Above 6yrs 3.72 3.48 7.2 Total 18.6 17.4 36 65

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