The document discusses the importance of employee welfare practices in enhancing employee motivation, satisfaction, and productivity within organizations. It outlines various welfare measures, their definitions, and their impact on improving the work environment and employee well-being. Furthermore, the document addresses statistical data of companies like Tata Consultancy Services and HDFC Bank, emphasizing their employee welfare initiatives and suggestions for improvement.

1. EMPLOYEE WELFARE AND PRACTICES.
Introduction:
Nowadays, many Industries are making several structural changes in order to improve the
efficiency of human resources of the organisation. Undoubtedly, the success of an
organisation depends on the ability of its human resource. If the capabilities of employees
are utilised in an effective manner then the other factors of production i.e. material,
machinery and money, would also be fully utilised. An important aspect of the
organisation’s success is to keep the employees motivated and satisfied. To meet this need
of the hour, the significance of employee welfare practices have emerged. The industrial
system has such a work culture, which does not allow the employees to heighten their
performances for aggressive competitive environment among organisations, which drag
employees in a situation where they lose their enthusiasm towards job and feels lost.
People are working to earn their livelihood and to improve their standard of living. There is
an increasing trend in employee isolation from work which is one of the most common
problems the employees are facing in the current scenario; therefore leading to the level of
dissatisfaction rising among the employees.
Research shows that different kinds of rewards influence employee’s satisfaction level and
also play an important role in attracting and retaining employees with high potential. The
employees spend most of their time in the organisation with their work system; hence it is
necessary that the work environment must be favourable so as to enable the employees to
achieve their goals in life. Different types of facilities should be available so that work
environment can be improved and quality of work life enhanced6. Hence it is necessary that
the work environment must be favourable, to enable the employee to achieve the goals of
their life. Different types of facilities are available so that work environment can be
improved and quality of work life can be enhanced.

2. Definition:
According to Todd:
“Employee welfare means anything done for the comfort and improvement, intellectual or
social, of the employees over and above the wages paid which is not a necessity of the
industry.
According to Edwin B. Flippo:
“Induction is the welcoming process to make the new employee feel at home and generate
in her a feeling of belongingness to the organization.’’
Meaning:
Employee welfare means “the efforts to make life worth living for workmen. Employees’
welfare services includes workers recreation facilities like gymkhana, conveniences such as
provision of drinking water, washbasin etc. distribution of work hours, canteen services and
so on. Proper employee welfare would improve their productivity.
IMPORTANCE
The industrial progress depends on a satisfied labour force, and the importance of
employee welfare measures. After the placement of the employees, they should be given
proper training and programmers’ to develop their efficiency so as to serve the organizations
better. Welfare facilities are designed to take care of the well – being of the
employees. They do not generally result only in monetary benefit. These welfare measures
are provided by government Non – Government agencies and the employers.

3. AIMS OF EMPLOYEE WELFARE WORK
Labour welfare work aims at providing, such service facilities and amenities which
enable the employees employed in industries / factories to perform their work in a healthy,
congenial surrounding conducive to good health and morale.
Employee welfare aspects can be considered into negative and positive aspects. IN
the negative side, employee welfare is concerned with counteracting the harmful effects of
the large scale industrialization on the personal, family and social life of the worker. In
its positive side, it deals with the provision of opportunities for the worker and his family
for a socially and personally good life.
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES
To determine the awareness and level of satisfaction of the employees
towards the welfare measures, working conditions and social security schemes
provided by the organization to the employees.
SECONDARY OBJECTIVES
• To evaluate the level of employee satisfaction.
• To find out the employee welfare measures adopted by the company.
• To know the working environment of the employees.
• To find out the awareness among the employees about the employee welfare
measures.

4. Features of Employee Welfare:
• Employee Welfare is a comprehensive term including various services, facilities and
amenities provided to employees for their betterment.
• The basic purpose in to improve the lot of the working class.
• Employee welfare is dynamic concept.
• Employee welfare measures are also known as fringe benefits and services.
• Welfare measures may be both voluntary and statutory.
Type of Employee Welfare:
Statutory Welfare Work - Comprising the legal provisions in various pieces of labour
legislation.
Voluntary Welfare Work - Includes those activities which are undertaken by employers for
their voluntary work.
Different ways of Social Security Provision in India.
1. Social Insurance - Common fund is established with periodical contribution from
workers out of which all benefits in terms of cash or kind are paid. The employers
and state prove major portion of finance. Benefits such as PF, Group Insurance etc
are offered.
2. Social Assistance - benefits are offered to person of small means by govt. out of its
general revenues. E.g. Old Age Person.

5. Facility of Employee Welfare:
Intramural:-
Activities consists of such welfare schemes provided within the factories as
medical facilities, compensation for accidents, provision of crèches and canteens, supply of
drinking water, washing and bathing facilities, provision of safety measures such as fencing
and covering of machines, good layout of the machinery and plant, sufficient lighting, first
aid appliances, fire extinguishers; activities relating to improving conditions of employment,
recruitment, discipline and provision of provident fund, pension and gratuity, and maternity
benefits etc.
• These is provided with in organization like:
1. Canteen
2. Rest Rooms
3. Crèches
4. Uniform etc.
5. First Aid Facility.
Extramural:-
Activities cover the services and facilities provided outside the organization
such as, housing accommodation, indoor and outdoor recreation facilities, amusement and
sports, educational facilities for adults and children, provision for libraries and reading
rooms.
• These is provided outside the organization, like:
1. Housing
2. Education
3. Child Welfare
4. Leave travel facilities
5. Interest free loans
6. Workers cooperative stores
7. Vocational guidance etc.

6. TATA CONSULTANCY SERVICES
Introduction:
Tata Consultancy Services Limited (TCS) is an Indian IT services, business solutions and
outsourcing company headquartered in Mumbai, India. TCS is one of the largest private
sector employers in India with a core strength226, 000 individuals. TCS has turned into the
second-largest employer. It is the largest provider of information technology in Asia and
second largest provider of business process outsourcing services in India. As a brand, TCS is
the 76th Most Trusted Brand according to The Brand Trust Report, 2011.
TCS has offices in over 100 countries with more than 150branches across the globe and is a
subsidiary of textiles and manufacturing.

7. Types of Employee:
TCS is one of the biggest and the largest private sector employers in India, and the
fourth-largest employer among listed Indian companies (after Indian Railways, Indian
Army and India Post). TCS had a total of 400,875 employees as of September 2018,
of which 31% were women. The number of non-Indian nationals was 21,282 as at 31
March 2013 (7.7%). The employee costs for the FY 2012-13 were US$4.38 billion,
which was approx. 38% of the total revenue of the company for that period. In the
fiscal year 2012-13, TCS recruited a total of 69,728 new staff, of whom 59,276 were
based in India and 10,452 were based in the rest of the world. In the same period,
the rate of attrition was 10.6%. The average age of a TCS employee is 28 years. The
employee utilisation rate, excluding trainees, for the FY 2012-13 was 82%. TCS was
the fifth-largest United States visa recipient in 2008 (after Infosys, CTS, Wipro and
Mahindra Satyam). In 2012, the Tata group companies, including TCS, were the
second largest recipient of H-1B visas. As of June 2017, TCS has over 387,000+
employees. It is world's third largest IT employer behind IBM and HP.

8. Facility:
TCS came up with the initiative named as TCS Maitree, which cultivates and propagates
volunteer-driven, meaningful activities for TCS associates & their families in the domain of
internal engagement and community services across the globe. It represents the face of
“Associate Volunteering” in the field of Employee Engagement and Community Initiatives in
TCS. It comprises of several clubs, to name a few:
• Toastmasters Club (Public speaking)
• Adventure Club
• Ecology Club
• Dance Club
• Cycling Club
Other than that marvellous infrastructure:
Chennai's Siruseri Office
Pune's Sahyadri Park Office
Ahmadabad’s Garima Park Office
For Learning:
• Wonderful library (I love the most)
• Several online learning platforms like Lynda: Online Courses, Class, Training,
Tutorials, Safari books online, skillsofts and many more...
• Toastmasters Club (Public Speaking)

9. For Fitness:
• Courts for Badminton, Lawn tennis, Squash
• Yoga Room
• Gym
• Running Activity
Finally the important on
• Resting Rooms

10. HDFC BANK
INTRODUCTION:
Employee means any workman, male/female, employed in the company/company’s
premises or company’s branches whose names is entered in the rolls of the company & who
is a workman as defined under section 2(s) of the Industrial Disputes Act 1947, but does not
include for the purpose of these rules contractors/contractor’s workmen.
Employee Welfare is defined As “The voluntary efforts of the employee to establish within
the existing industrial system, and sometimes living & cultural conditions of the exiting
industrial system, and sometimes living & cultural conditions of the employees beyond that
which is required by law, the custom of the industry & the conditions of the market”.

11. Many activities are there in labour in labour welfare system but few major
areas are selected for the study as follows:
• Education Facilities
• Medical Facilities
• Canteen Facilities
• Transport Facilities
• Loan Facilities

12. SUGGESTIONS:
• The Management has to improve the quality and adequate items of the
food which is one of the most important basic amenities and it helps to
satisfy the employees.
• The Number of spittoons provided at the work place is not sufficient, so
the company has to increase the number of spittoons which keeps the
environment clean.
• Rest room facility has to be sufficiently provided.
• Housing facility can be improved.
• Adequate number of first aid appliances has to be provided.

13. CONCLUSIONS:
Employee welfare measures are advocated to maintain a strengthen
manpower both physically and mentally. The study of various welfare
measures brings in to light that the present measures taken by the company.
The improvement in working condition are suggested to improve effectiveness
of the employee welfares measures like canteen facility, drinking water,
spittoons, rest rooms and housing facilities which in turn would build the
morale and increase the productivity of the employees.