1. STAFF WELFARE
Leave, salary
Promotion, Placement, guidance and supervision
Performance appraisal
Institutional reports and records
Nirmala Roberts
India

2. “ Every organization hears what employees says,
Good organization listens to what employees have to say
but,
organizations with EMPLOYEE WELFARE SCHEMES
listen to what employees don’t say”

3. WHAT IS STAFF WELFARE
(EMPLOYEE WELFARE)?
 A comprehensive term for various services &
facilities provided by employer to the employees
for their comfort & betterment.
= Fringe benefits and services.
= Betterment work for employees
 It is a dynamic concept.
 Differs acc to social customs, degree of
industrialization and educational level of employee.

4. Philosophy of Employee Welfare
The organization believes that –
 Success of organizational devt. depends upon harmonious
relations and co-operation between employee and employer
 The employee has a fund of knowledge and experience at his
jobs.
 Prosperity of organization is possible by right direction and
full use of employee’s capability
 Satisfaction of employee is of paramount importance

5. Objectives of Employee
Welfare
 For the benefit of the employee, the employer and society at large.
 The objectives are to -
 Improve the loyalty & moral of the employees
 Maintain high levels of employee motivation
 Improve employee productivity
 Reduce labour turnover and absenteeism
 Improve the goodwill & public image of the enterprise
 Improve industrial relations and industrial peace

6. Agencies of Employee Welfare
 Central government - Provisions for health, safety and welfare
under Factories Act 1948, and Mines Act 1952
 State government & Union territories - Rules for welfare of
workers and ensures compliance under various labor laws.
 Employers - They abide by labour laws
 Trade unions – They formulate their rules
 Other agencies: - Charitable & social service organizations –
YMCA, Lion’s club, Seva sadan

7.  Policing theory - Minimum stds of welfare to be
maintained by employers under compulsion
 Religion theory - Investment aspect
 Philanthropic theory - Love for mankind; good working
conditions
 Trusteeship theory (paternalistic theory ) – Timely &
periodic acts of labour welfare from profits accrued
Approaches to Employee
Welfare (Theories)

8.  Placating theory- Periodical acts of welfare.. As
‘pacifiers’
 Public relations theory- Create good impression among
the public
 Functional theory- To make workers more efficient
 Social theory- Obligation to provide for the employees
welfare
Approaches to Employee
Welfare (Theories)

9. Organization for
Employee Welfare
 The Factories Act ,1948  Mandatory to appoint a
welfare officer in every industrial establishment
with 500 or more number of employees.
 Prime responsibility for welfare - With the line
manager or the HR manager.

10.  Statutory welfare schemes - Legal provisions as part of labor
legislation.
And
 Non statutory welfare schemes (Voluntary )– Undertaken by
employers
 Intramural: - Provided within the organization
and
 Extramural: - Provided outside the organization
Types of Employee Welfare

11.  Statutory welfare schemes - Legal provisions as part of labor
legislation.
 Drinking Water, Canteen facilities, wash rooms
 Well furnished, well lit and well ventilated work place
 First aid appliances
Types of Employee Welfare

12.  Non statutory welfare schemes (Voluntary)–
Undertaken by employers -
 Personal Health Care - Regular to extensive health
check-ups
 Flexi-time: Flexible work schedules
 Employee Assistance Programs: Counseling
 Increments, housing, loans, transportation,
education of children
Types of Employee Welfare

13.  Non statutory welfare schemes (Voluntary)–
Undertaken by employers -
 Social insurance - PF, ESI, maternity benefit,
gratuity benefit, risk allowance, compensation for
work injuries
 Social security – Medical care, sickness benefit,
retirement benefit, invalidity pension, accident
benefit, Survivor’s benefit
Types of Employee Welfare

14. Types of Employee Welfare
 Intramural: - Provided within the organization -
 Medical compensation, Canteen, restrooms, creches, uniforms
 Good environment –Hygiene, lighting, seating, safety
measures
 Convenience -Wash rooms, waste disposal, drinking water,
libraries.
 Health services - Health center, First aid, Counseling
 Women and child welfare – MCH, Women’s recreation
 Others- Service loan, insurance

15. Types of Employee Welfare
 Extramural: - Provided outside the organization –
 Housing, waste disposal, proper roads, markets, security,
health services
 Child welfare & education
 Leave travel, recreation
 Interest free loans
 Workers cooperative stores
 Vocational guidance

16. Staff Placement
 Placement – The process of placing the  person
on the  job
 Proper placement  Motivating climate; personal
growth; max productivity; better chances for
meeting organizational goals
 Faulty placement  <ed organizational efficiency,
>ed attrition, threats to organizational integrity and
frustration of personal & professional ambitions

17. Appointment Order for placement
 Employment conditions – Permanent, temporary,
probation etc
 Duration of probation and its termination
 Service conditions
 Hours of work
 Salary & allowances
 Leave and medical facilities
 Job description
 Supervised by whom (reporting to whom)

18. Employee Leave
 Types – Sick, casual, earned, national, maternity,
paternity, transfer, sabbatical (without pay), half
pay leave, deputation leave (with pay)
 Leave accumulation
 Leave surrender & encashment

19. Employee Salary
 Salary – Basic + allowances (City compensatory,
HRA, high altitude, risk)
 Gratuity – Payment of gratuity act, 1972 (with >5
yrs of service OR death before that)
 Employee Provident Fund – 8% - 12% of salary

20. Employee Promotion
 Upward movement of employee within the
organization –
 To a higher job
 With increase in salary, status and responsibility
 Based on – Seniority OR Merit
 May be temporary or permanent

21. Employee Promotion-
Purpose & Advantage
 Incentive - For loyalty, cooperation & long service
 Recognize employee’s initiative, enterprise and ambition
 Minimize discontent and unrest; and develop competitive spirit
 Attract suitable and competent employees.
 Retain skilled and talented employees
 Better utilization of K, S and A of employee
 Fill vacancies of retirement/ resignation / demise of employee
……..Needs logical training for advancement

22. Guidance and supervision
 Mentorship
 Lesson plans & Supervised teaching
 Pre-demonstrations
 Periodic feedbacks/ counseling
 Performance appraisal