This document provides an overview of the cement industry in India and discusses employee welfare measures at Lanco Industries Pvt Ltd. It states that India is the 4th largest cement producer worldwide. The cement sector has seen significant growth in production capacities. The document also describes the cement manufacturing process and highlights regional imbalances in production and consumption. Finally, it outlines the research methodology used in a study conducted on employee welfare measures at Lanco Industries, including using a descriptive research design and stratified sampling technique.
A project report on a study on employees job satisfaction @ enjayes spices an...Subodh G Krishna
This document discusses a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. It begins with introducing the importance of job satisfaction and defining key human resource terms. The objectives of the study are then outlined, which include understanding job satisfaction in relation to management, promotions, compensation, and other factors. The methodology of the study is also described, including using a descriptive research design, questionnaires for primary data collection, and statistical analysis tools like percentage calculations and chi-square analysis. The scope, limitations and duration of the study are provided in brief. Finally, relevant literature on definitions and models of job satisfaction are reviewed.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLLBabasab Patil
This document contains an outline for a study on employee welfare facilities at HLL Life Care Limited in Kanagala, India. The study aims to understand employee satisfaction with existing welfare programs and identify areas for improvement. It will examine the company's history and current status, employee awareness and opinions of welfare facilities, and satisfaction levels. The research methodology involves a literature review, primary data collection through employee questionnaires, and analysis of findings and suggestions. The scope is limited to the Kanagala plant and will not apply to other HLL units. The study intends to help enhance human resource management and overall productivity.
This document is a project report submitted for a Master's degree in Business Administration. It examines job satisfaction, with a focus on employees at RTPP. The report includes an introduction to job satisfaction, definitions of job satisfaction, the importance of job satisfaction, dimensions of job satisfaction, theories of job satisfaction, and factors influencing job satisfaction such as personal factors, motivational factors, and the nature of work/job design. The project was conducted under the guidance of a professor and assistant professor to partially fulfill an MBA degree.
Synopsis for employee satisfaction program with reference to Pescafresh VaishnaviDesai21
This document summarizes a study on employee satisfaction at Pescafresh Mumbai. The study was conducted by Vaishnavi Rahul Desai as part of her MBA degree. A questionnaire was distributed to 100 Pescafresh employees to understand their satisfaction levels. The findings showed that most employees were satisfied with factors like working conditions, management support, tools/equipment, and opportunities for growth. However, some issues with teamwork and valuing employee input were identified. Suggestions included improving employee-management relations, providing more growth opportunities, and taking more employee suggestions. Overall, the conclusion was that most Pescafresh employees were satisfied with their jobs.
An internship report on employee welfare practices in mclKool Subh
This document discusses the research methodology used for a study on employee welfare practices at MCL. It involved collecting primary data through questionnaires from 100 MCL employees. The objectives of the research were to gain insights into current welfare practices and employee satisfaction. Secondary data was also collected from company documents and reports. 20 questions from the questionnaire were analyzed using charts and diagrams to interpret the findings. The motivation for the study was to evaluate welfare policies and identify areas for improvement.
Project Report on Labour Welfare Planning, summer internship MBA HRDigvijay V. Jaykar
Project Report on Labour Welfare Planning, summer internship MBA HR . A complete report Approved and Submitted to Pune university.
Human resources MBA HR Project. SIP
A project report on a study on employees job satisfaction @ enjayes spices an...Subodh G Krishna
This document discusses a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. It begins with introducing the importance of job satisfaction and defining key human resource terms. The objectives of the study are then outlined, which include understanding job satisfaction in relation to management, promotions, compensation, and other factors. The methodology of the study is also described, including using a descriptive research design, questionnaires for primary data collection, and statistical analysis tools like percentage calculations and chi-square analysis. The scope, limitations and duration of the study are provided in brief. Finally, relevant literature on definitions and models of job satisfaction are reviewed.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLLBabasab Patil
This document contains an outline for a study on employee welfare facilities at HLL Life Care Limited in Kanagala, India. The study aims to understand employee satisfaction with existing welfare programs and identify areas for improvement. It will examine the company's history and current status, employee awareness and opinions of welfare facilities, and satisfaction levels. The research methodology involves a literature review, primary data collection through employee questionnaires, and analysis of findings and suggestions. The scope is limited to the Kanagala plant and will not apply to other HLL units. The study intends to help enhance human resource management and overall productivity.
This document is a project report submitted for a Master's degree in Business Administration. It examines job satisfaction, with a focus on employees at RTPP. The report includes an introduction to job satisfaction, definitions of job satisfaction, the importance of job satisfaction, dimensions of job satisfaction, theories of job satisfaction, and factors influencing job satisfaction such as personal factors, motivational factors, and the nature of work/job design. The project was conducted under the guidance of a professor and assistant professor to partially fulfill an MBA degree.
Synopsis for employee satisfaction program with reference to Pescafresh VaishnaviDesai21
This document summarizes a study on employee satisfaction at Pescafresh Mumbai. The study was conducted by Vaishnavi Rahul Desai as part of her MBA degree. A questionnaire was distributed to 100 Pescafresh employees to understand their satisfaction levels. The findings showed that most employees were satisfied with factors like working conditions, management support, tools/equipment, and opportunities for growth. However, some issues with teamwork and valuing employee input were identified. Suggestions included improving employee-management relations, providing more growth opportunities, and taking more employee suggestions. Overall, the conclusion was that most Pescafresh employees were satisfied with their jobs.
An internship report on employee welfare practices in mclKool Subh
This document discusses the research methodology used for a study on employee welfare practices at MCL. It involved collecting primary data through questionnaires from 100 MCL employees. The objectives of the research were to gain insights into current welfare practices and employee satisfaction. Secondary data was also collected from company documents and reports. 20 questions from the questionnaire were analyzed using charts and diagrams to interpret the findings. The motivation for the study was to evaluate welfare policies and identify areas for improvement.
Project Report on Labour Welfare Planning, summer internship MBA HRDigvijay V. Jaykar
Project Report on Labour Welfare Planning, summer internship MBA HR . A complete report Approved and Submitted to Pune university.
Human resources MBA HR Project. SIP
MBA Project report at "Employee Satisfaction"Alok Singh
This document provides information about Zee Laboratories Ltd., an Indian pharmaceutical company. It discusses the company's history, facilities, product portfolio, marketing presence in India and abroad, objectives, and institutional customers. The company was established in 1994 and has since expanded to include multiple manufacturing units across India. It produces a wide range of pharmaceutical formulations and exports its products to over 25 countries. The company aims to be a leader in the pharmaceutical industry through excellence and global expansion.
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
This document is a project report submitted for a Bachelor of Commerce degree. It examines employee satisfaction at Ebenezer Printpack (P) Ltd in Thrissur, Kerala. The report includes an introduction discussing the importance of human resources and employee satisfaction to organizational success. It also outlines the objectives, research methodology, and limitations of the study. The report contains literature review, data analysis and interpretation, findings, suggestions, and a conclusion regarding levels of satisfaction among employees at Ebenezer Printpack. Tables and figures present survey results on various factors influencing job satisfaction.
1. The document is a summer internship project report submitted by Megha Sanghavi to the S.R. Luthra Institute of Management in partial fulfillment of an MBA degree.
2. The report analyzes employee satisfaction at UltraTech Cement, part of the Aditya Birla Group, where Megha completed her summer internship.
3. Various statistical tools like SPSS, MS Excel, and MS Word were used to analyze data collected through a questionnaire to interpret employee satisfaction levels at UltraTech Cement.
Organisation Study at VJ Industries Pvt LtdRakshith M.R
Organisation study in Vj industries pvt ltd was 30 days in plant training where it excelled the knowledge of various department functions and working in the real scenario
Welfare facilities and employee satisfaction in hll project report mbaBabasab Patil
The document discusses conducting an employee satisfaction survey at HLL to assess satisfaction with welfare facilities. A sample of 50 employees was selected to complete a questionnaire. The results will be analyzed using percentage methods. Based on the analysis, HR will take corrective actions to improve satisfaction levels in areas found to have low satisfaction.
Study on effectiveness of training and developmentAnoop Voyager
The document discusses the effectiveness of training and development programs at SV ltd. It begins by introducing the topic and defining key terms like training and development. It then states the research problem as analyzing and evaluating the effectiveness of training programs at Srivirad Systems and Services in Chennai. The objectives of the study are then outlined. The methodology, concepts, need for the study, and chapter outline are also summarized.
A project report on job satisfaction of employees in dena banksujayshetty12
1. Job satisfaction is an important output that employees work for Organization.
2. It comprises of extrinsic and intrinsic factors and helps maintain able and willing work forces.
3. It is an interesting and significant area for conducting research.
4. The study made on topic of job satisfaction will reveal the factor of feelings of employees.
5. The report is useful to the management of the company to know the satisfaction levels of employees and they can make measures to increase productivity.
Performance appraisal (MBA summer training project) (Report File)JASTINDER PAL SINGH
This document is a project report submitted for a Master of Business Administration degree. It discusses a study conducted on the performance appraisal system at Solitaire Infosys, an IT services company based in India. The report includes an introduction to the company, covering its history, structure, products, and future projections. It also provides an industry profile of the Indian IT sector. The objectives, research methodology, literature review, data collection, and data analysis aspects of the study are described. Conclusions and suggestions based on the findings are presented at the end.
This document summarizes a study on employees' opinions towards HR activities at Eveready Industries India Limited's National Carbon Plant in Chennai. Some key findings from employee questionnaires include that employees were generally satisfied with recruitment and training but felt management could better address complaints. Employees also expressed needs for improved compensation, orientation programs, and reward systems. The study aims to help the company improve employee morale and satisfaction through feasible HR recommendations.
This document provides information about Price & Buckland India Pvt Ltd, including:
1. Price & Buckland is a leading school uniform and sportswear manufacturer based in Delhi, India and partnered with their parent company in the UK, having over 50 years of experience.
2. They design, produce, and supply customized uniforms and sportswear to schools and universities across India, the Middle East, and Europe from their factory in Delhi.
3. Their core principles are providing high quality, affordable uniforms with excellent customer service while being socially responsible.
The document discusses performance appraisal at Jindal Brothers Pvt. Ltd. It includes:
1) An introduction to performance appraisal, its definition, objectives, characteristics of an effective appraisal system, and the role it plays in areas like motivation, training, and employee evaluation.
2) An overview of common performance appraisal methods like graphic rating scales, paired comparisons, forced choice, and 360 degree feedback.
3) Details of Jindal Brothers' performance appraisal process, including pre-appraisal steps to define objectives, participants, criteria, frequency, and methods of appraisal.
4) Benefits of performance appraisal for both the organization and
The document is a questionnaire about employee attrition. It contains 20 multiple choice and open-ended questions about attrition trends, reasons for attrition, consequences of attrition, and strategies to counter attrition. The questions are aimed at understanding attrition from the perspective of employees at different levels and departments within an organization.
The document is a summer training report submitted for a Master's degree that analyzes employee job satisfaction at Axis Bank's Manimajra branch. It includes an introduction to job satisfaction, company profile of Axis Bank, research methodology used, data collection and analysis, findings, conclusions and limitations. The key findings are that 67% of employees are satisfied occasionally, 33% reported friendly supervisor relations, and 42% felt limited promotion opportunities. It concludes that employees are satisfied overall but some improvements could be made regarding workload, training, and promotion policy.
This document discusses employee welfare measures at Mas Enterprises Ltd. It begins by defining employee welfare and outlining its importance for productivity and the economy. It then describes the objectives and scope of a study conducted on welfare measures at Mas Enterprises. The study examined statutory provisions like wages, leave policies, medical facilities, as well as non-statutory measures like uniforms, housing, and transportation. It also discusses limitations of the study and provides context on definitions, concepts, and types of welfare facilities through a review of relevant literature.
The document provides an executive summary of a study on employee motivation techniques at Shri Ram Piston Ltd. It includes sections on the company profile, objectives of the study, significance of the study, literature review and department profiles. The key points are:
1) The study aims to identify factors that motivate employees at Shri Ram Piston Ltd and improve organizational performance.
2) Effective employee motivation is important for achieving organizational goals and developing human resources.
3) The study examines employee motivational programs and provides insights to support future research on strategic guidance for organizations.
Study on "Effect of Employee welfare measures on J.R.T rock products"abinmp8060
This project aims at studying and analyzing the safety and welfare measures of the employees. The project objective is to evaluate the effect of the welfare measures on employee morale and satisfaction level of employee about the work environment and to study and analyze the safety and welfare measures of the employee,to evaluate the effects of the welfare measures on employee morale,evaluate the satisfactory level of employee about the work environment ,the level of satisfaction of employees
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
Projec report on training and development project from reliance moneyVipul Sachan
The document provides an overview of training and development at Reliance Money. It discusses traditional and modern approaches to training, defining training as a learning process to enhance employee performance. The scope of the study is on training practices and modules at Reliance Money to judge knowledge enhancement and feedback effectiveness. The objectives are to examine the impact of training on skill development, changes in behavior and output.
This document provides information about a study on employee welfare facilities at HLL Lifecare Limited in Kanagala, India. It includes the company profile, objectives of the study which are to study existing welfare facilities, employee opinions, satisfaction levels, and suggestions for improvement. The methodology involved questionnaires and interviews. Key findings were that 90% of employees were aware of welfare facilities but 10% were not, and 70% felt satisfied with current facilities. Suggestions included improving canteen food quality and providing transportation for contract workers. The conclusion is that welfare facilities play an important role in employee motivation and productivity.
Employee welfare refers to programs and services provided to employees by employers or organizations for their health, comfort, and improvement beyond regular wages. The objectives of employee welfare are to improve employee loyalty and morale, reduce absenteeism and turnover, and improve industrial relations. Employee welfare can be statutory, mandated by law, or voluntary and includes benefits like healthcare, housing, education, and leave travel assistance. Proper employee welfare contributes to higher productivity by improving employee commitment and satisfaction.
MBA Project report at "Employee Satisfaction"Alok Singh
This document provides information about Zee Laboratories Ltd., an Indian pharmaceutical company. It discusses the company's history, facilities, product portfolio, marketing presence in India and abroad, objectives, and institutional customers. The company was established in 1994 and has since expanded to include multiple manufacturing units across India. It produces a wide range of pharmaceutical formulations and exports its products to over 25 countries. The company aims to be a leader in the pharmaceutical industry through excellence and global expansion.
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
This document is a project report submitted for a Bachelor of Commerce degree. It examines employee satisfaction at Ebenezer Printpack (P) Ltd in Thrissur, Kerala. The report includes an introduction discussing the importance of human resources and employee satisfaction to organizational success. It also outlines the objectives, research methodology, and limitations of the study. The report contains literature review, data analysis and interpretation, findings, suggestions, and a conclusion regarding levels of satisfaction among employees at Ebenezer Printpack. Tables and figures present survey results on various factors influencing job satisfaction.
1. The document is a summer internship project report submitted by Megha Sanghavi to the S.R. Luthra Institute of Management in partial fulfillment of an MBA degree.
2. The report analyzes employee satisfaction at UltraTech Cement, part of the Aditya Birla Group, where Megha completed her summer internship.
3. Various statistical tools like SPSS, MS Excel, and MS Word were used to analyze data collected through a questionnaire to interpret employee satisfaction levels at UltraTech Cement.
Organisation Study at VJ Industries Pvt LtdRakshith M.R
Organisation study in Vj industries pvt ltd was 30 days in plant training where it excelled the knowledge of various department functions and working in the real scenario
Welfare facilities and employee satisfaction in hll project report mbaBabasab Patil
The document discusses conducting an employee satisfaction survey at HLL to assess satisfaction with welfare facilities. A sample of 50 employees was selected to complete a questionnaire. The results will be analyzed using percentage methods. Based on the analysis, HR will take corrective actions to improve satisfaction levels in areas found to have low satisfaction.
Study on effectiveness of training and developmentAnoop Voyager
The document discusses the effectiveness of training and development programs at SV ltd. It begins by introducing the topic and defining key terms like training and development. It then states the research problem as analyzing and evaluating the effectiveness of training programs at Srivirad Systems and Services in Chennai. The objectives of the study are then outlined. The methodology, concepts, need for the study, and chapter outline are also summarized.
A project report on job satisfaction of employees in dena banksujayshetty12
1. Job satisfaction is an important output that employees work for Organization.
2. It comprises of extrinsic and intrinsic factors and helps maintain able and willing work forces.
3. It is an interesting and significant area for conducting research.
4. The study made on topic of job satisfaction will reveal the factor of feelings of employees.
5. The report is useful to the management of the company to know the satisfaction levels of employees and they can make measures to increase productivity.
Performance appraisal (MBA summer training project) (Report File)JASTINDER PAL SINGH
This document is a project report submitted for a Master of Business Administration degree. It discusses a study conducted on the performance appraisal system at Solitaire Infosys, an IT services company based in India. The report includes an introduction to the company, covering its history, structure, products, and future projections. It also provides an industry profile of the Indian IT sector. The objectives, research methodology, literature review, data collection, and data analysis aspects of the study are described. Conclusions and suggestions based on the findings are presented at the end.
This document summarizes a study on employees' opinions towards HR activities at Eveready Industries India Limited's National Carbon Plant in Chennai. Some key findings from employee questionnaires include that employees were generally satisfied with recruitment and training but felt management could better address complaints. Employees also expressed needs for improved compensation, orientation programs, and reward systems. The study aims to help the company improve employee morale and satisfaction through feasible HR recommendations.
This document provides information about Price & Buckland India Pvt Ltd, including:
1. Price & Buckland is a leading school uniform and sportswear manufacturer based in Delhi, India and partnered with their parent company in the UK, having over 50 years of experience.
2. They design, produce, and supply customized uniforms and sportswear to schools and universities across India, the Middle East, and Europe from their factory in Delhi.
3. Their core principles are providing high quality, affordable uniforms with excellent customer service while being socially responsible.
The document discusses performance appraisal at Jindal Brothers Pvt. Ltd. It includes:
1) An introduction to performance appraisal, its definition, objectives, characteristics of an effective appraisal system, and the role it plays in areas like motivation, training, and employee evaluation.
2) An overview of common performance appraisal methods like graphic rating scales, paired comparisons, forced choice, and 360 degree feedback.
3) Details of Jindal Brothers' performance appraisal process, including pre-appraisal steps to define objectives, participants, criteria, frequency, and methods of appraisal.
4) Benefits of performance appraisal for both the organization and
The document is a questionnaire about employee attrition. It contains 20 multiple choice and open-ended questions about attrition trends, reasons for attrition, consequences of attrition, and strategies to counter attrition. The questions are aimed at understanding attrition from the perspective of employees at different levels and departments within an organization.
The document is a summer training report submitted for a Master's degree that analyzes employee job satisfaction at Axis Bank's Manimajra branch. It includes an introduction to job satisfaction, company profile of Axis Bank, research methodology used, data collection and analysis, findings, conclusions and limitations. The key findings are that 67% of employees are satisfied occasionally, 33% reported friendly supervisor relations, and 42% felt limited promotion opportunities. It concludes that employees are satisfied overall but some improvements could be made regarding workload, training, and promotion policy.
This document discusses employee welfare measures at Mas Enterprises Ltd. It begins by defining employee welfare and outlining its importance for productivity and the economy. It then describes the objectives and scope of a study conducted on welfare measures at Mas Enterprises. The study examined statutory provisions like wages, leave policies, medical facilities, as well as non-statutory measures like uniforms, housing, and transportation. It also discusses limitations of the study and provides context on definitions, concepts, and types of welfare facilities through a review of relevant literature.
The document provides an executive summary of a study on employee motivation techniques at Shri Ram Piston Ltd. It includes sections on the company profile, objectives of the study, significance of the study, literature review and department profiles. The key points are:
1) The study aims to identify factors that motivate employees at Shri Ram Piston Ltd and improve organizational performance.
2) Effective employee motivation is important for achieving organizational goals and developing human resources.
3) The study examines employee motivational programs and provides insights to support future research on strategic guidance for organizations.
Study on "Effect of Employee welfare measures on J.R.T rock products"abinmp8060
This project aims at studying and analyzing the safety and welfare measures of the employees. The project objective is to evaluate the effect of the welfare measures on employee morale and satisfaction level of employee about the work environment and to study and analyze the safety and welfare measures of the employee,to evaluate the effects of the welfare measures on employee morale,evaluate the satisfactory level of employee about the work environment ,the level of satisfaction of employees
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
Projec report on training and development project from reliance moneyVipul Sachan
The document provides an overview of training and development at Reliance Money. It discusses traditional and modern approaches to training, defining training as a learning process to enhance employee performance. The scope of the study is on training practices and modules at Reliance Money to judge knowledge enhancement and feedback effectiveness. The objectives are to examine the impact of training on skill development, changes in behavior and output.
This document provides information about a study on employee welfare facilities at HLL Lifecare Limited in Kanagala, India. It includes the company profile, objectives of the study which are to study existing welfare facilities, employee opinions, satisfaction levels, and suggestions for improvement. The methodology involved questionnaires and interviews. Key findings were that 90% of employees were aware of welfare facilities but 10% were not, and 70% felt satisfied with current facilities. Suggestions included improving canteen food quality and providing transportation for contract workers. The conclusion is that welfare facilities play an important role in employee motivation and productivity.
Employee welfare refers to programs and services provided to employees by employers or organizations for their health, comfort, and improvement beyond regular wages. The objectives of employee welfare are to improve employee loyalty and morale, reduce absenteeism and turnover, and improve industrial relations. Employee welfare can be statutory, mandated by law, or voluntary and includes benefits like healthcare, housing, education, and leave travel assistance. Proper employee welfare contributes to higher productivity by improving employee commitment and satisfaction.
Employee welfare refers to benefits and services provided to employees to improve their living standards. It aims to make work meaningful and includes amenities provided beyond wages. Statutory welfare includes provisions mandated by law like drinking water and first aid, while voluntary welfare differs between organizations. Welfare benefits employee morale, loyalty, and productivity while also improving the employer's public image. It is provided through agencies like governments, employers, unions, and social organizations. Common types are intramural facilities within offices and extramural benefits outside like housing and healthcare. Welfare schemes impact productivity by increasing commitment, satisfaction, and enthusiasm among workers.
A study on employee welfare measures in arignar anna sugar mills,tanjoreN K7
The document provides information about a study on employee welfare measures at Arignar Anna Sugar Mills in Tanjore, India. It discusses the importance of labor welfare in improving worker performance and productivity. It then gives background details about the company, including its location, production capacity, cane cultivation area, sugar production and recovery rates over the past 5 years.
Measures Of Employee Welfare As Per The Frajeevgupta
The document discusses various social security acts and schemes in India, including those governing provident funds, pensions, insurance, and other benefits for organized and unorganized sector workers. It provides details on the Employees' State Insurance Act, Employees' Provident Funds & Miscellaneous Provisions Act, Workmen's Compensation Act, Payment of Gratuity Act, and Maternity Benefit Act. It also discusses welfare measures for workers under the Factories Act such as facilities for washing, sitting, first aid, canteens, shelters and creches.
Safety measures for employees project report mba hrBabasab Patil
The document provides information about Flowserve Microfinish Valves Pvt Ltd, which was established in 1997 in Hubli, India as a joint venture between Microfinish and Flowserve Corporation USA. The company manufactures industrial valves and pumps. It has achieved ISO and CE certifications and exports its products to over 15 countries. Safety is a priority for the company and it was certified as the 'Safest Entity' by Flowserve US.
The document discusses employee welfare, including definitions, types of welfare activities, merits and demerits of welfare schemes, and facilities provided at ITI. It covers welfare both inside and outside the workplace, such as health services, canteens, housing, and recreation. Theories of welfare administration and assessment of welfare effectiveness are also mentioned. Fringe benefits and safety and health measures for employees are briefly outlined.
The document discusses employee welfare in India. It outlines the principles of employee welfare services which should satisfy real employee needs, be handled through a cafeteria approach, and involve periodic assessment. It describes types of welfare services like safety, health, and counseling. Safety services aim to prevent accidents through job analysis, protective equipment, and training. Health services include preventive and curative care. The Factories Act of 1948 requires factories with 500+ workers to appoint a welfare officer to advise on improving productivity and enforcing labor laws.
The document reviews several studies on welfare measures provided by companies in India. It summarizes the findings of studies by KIRABAKARAN (1983) on welfare facilities at Dunlop India Ltd, and by S.KUMAR (1993) on welfare measures at AFT Ltd. It also discusses analyses by JOHRI C.K AND SHARMA D.I (1968) and R.NAJEED (1996) on aspects of labor welfare. Further studies addressed in the review include ones by K.Srikanth (2004) on occupational health and employee well-being, and S.K.SRIVASTRA (2004) on the impact of welfare on employee attitudes and job satisfaction.
EMPLOYEE EMPOWERMENT & EMPLOYEE WELFARE, HUMAN RESOURCE MANAGEMENTAkhilesh Mishra
The document outlines topics related to employee empowerment and employee welfare in two chapters. Chapter 1 defines employee empowerment and discusses its characteristics, managers' responsibilities, necessary conditions, core dimensions, process, and forms. It also compares traditional vs empowered organizations and discusses pros and cons of empowerment. Chapter 2 defines employee welfare, discusses its objectives, purposes, types of welfare schemes and facilities, theories of welfare, and quality of working life. It provides details on various welfare activities and facilities organizations can offer employees.
The document discusses several human resource and employee welfare policies that companies should consider including in an employee handbook, such as policies around attendance, sick leave, drugs and alcohol, sexual harassment, and workplace violence. It provides examples of different approaches companies take to addressing issues like AIDS/HIV in the workplace and monitoring employee health. It also notes that policies should be guidelines and keeping them simple is best.
The document discusses labor welfare and social security programs in India. It covers the objectives of labor welfare like improving worker conditions and morale to increase efficiency. It also discusses the different approaches to welfare over time from paternalistic to ensuring worker participation. The key principles of welfare programs are that they should meet real worker needs and not be a substitute for fair pay. The document outlines the classification of welfare programs and examples of common provisions like healthcare, housing, transport, recreation and education facilities provided in India's organized sectors.
This document discusses research methodology. It defines research and describes key aspects of conducting research including defining problems, formulating hypotheses, collecting and analyzing data, reaching conclusions, and testing conclusions. It also discusses different types of research based on their application, objectives, and inquiry mode. Finally, it outlines important qualities of a good researcher including having an analytical mind, being able to engage people, and staying calm under pressure.
This document provides an introduction to health and safety in the workplace. It defines safety as the absence of accidents and discusses the need for safety to protect workers. It outlines the types of accidents that can occur and explains what health means in an occupational context. The document also discusses identifying hazards, management commitment to health and safety, and statutory provisions around health and safety in India. It provides an overview of building an effective health and safety management system and the importance of a health and safety program.
Robin Wilson has over 20 years of experience in cleaning and facilities management, including roles as an area manager, account manager, mobile supervisor, and area supervisor. She has a proven track record of recruiting and training staff, maintaining high cleaning standards, and building strong client relationships. Wilson holds qualifications in health and safety, cleaning services, and vehicle maintenance.
How to Make Awesome SlideShares: Tips & TricksSlideShare
Turbocharge your online presence with SlideShare. We provide the best tips and tricks for succeeding on SlideShare. Get ideas for what to upload, tips for designing your deck and more.
SlideShare is a global platform for sharing presentations, infographics, videos and documents. It has over 18 million pieces of professional content uploaded by experts like Eric Schmidt and Guy Kawasaki. The document provides tips for setting up an account on SlideShare, uploading content, optimizing it for searchability, and sharing it on social media to build an audience and reputation as a subject matter expert.
Sanitation Personnel. Capacity Development Strategy.Oswar Mungkasa
Final Report of the Sanitation Training and Capacity Study. Prepared by PT. Qipra Galang Kualita in cooperation with Water Supply and Sanitation Policy and Action Planning (WASPOLA) Facility
Stratum Consulting is a Business HR Consulting firm with the objective of helping FMBs & Startups achieve their Business goals. We work with various Family Businesses / SMEs / Startups / Entrepreneurs' Organization (EO Network) members such as Nippo Batteries, CIL Textiles, IFF Group, Claredon Textiles, Brand Concepts, FoxyMoron, Skarma, etc.
The document discusses accident prevention and emergency action in the workplace. It defines accidents as unintended events that result in injury, loss, or damage, which may or may not be caused by unsafe practices. It identifies the main causes of accidents as human hazards, such as creating unsafe conditions, ignoring obvious hazards, not paying attention to the job, and unsafe practices. It also lists environmental hazards as unsafe conditions in the workplace that can encourage unsafe actions by employees. The document provides examples of an accident prevention program that includes informing employees of workplace hazards, ensuring fire prevention equipment is available, and keeping floors, exits, stairs, and electrical equipment safe.
cv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt h rgr gr trh r hotro h h th ty pr oh rth tr h r hr h r0th =rt hr 0h r0ohrth r. r h rtg rog lr oh tr hrt h r h0rt h r hkr ihr th r h rt hrt lh tr tr hrt vcv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt h rgr gr trh r hotro h h th ty pr oh rth tr h r hr h r0th =rt hr 0h r0ohrth r. r h rtg rog lr oh tr hrt h r h0rt h r hkr ihr th r h rt hrt lh tr tr hrtcv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt h rgr gr trh r hotro h h th ty pr oh rth tr h r hr h r0th =rt hr 0h r0ohrth r. r h rtg rog lr oh tr hrt h r h0rt h r hkr ihr th r h rt hrt lh tr tr hrtcv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt h rgr gr trh r hotro h h th ty pr oh rth tr h r hr h r0th =rt hr 0h r0ohrth r. r h rtg rog lr oh tr hrt h r h0rt h r hkr ihr th r h rt hrt lh tr tr hrtcv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt h rgr gr trh r hotro h h th ty pr oh rth tr h r hr h r0th =rt hr 0h r0ohrth r. r h rtg rog lr oh tr hrt h r h0rt h r hkr ihr th r h rt hrt lh tr tr hrtcv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt h rgr gr trh r hotro h h th ty pr oh rth tr h r hr h r0th =rt hr 0h r0ohrth r. r h rtg rog lr oh tr hrt h r h0rt h r hkr ihr th r h rt hrt lh tr tr hrtcv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt h rgr gr trh r hotro h h th ty pr oh rth tr h r hr h r0th =rt hr 0h r0ohrth r. r h rtg rog lr oh tr hrt h r h0rt h r hkr ihr th r h rt hrt lh tr tr hrtcv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt h rgr gr trh r hotro h h th ty pr oh rth tr h r hr h r0th =rt hr 0h r0ohrth r. r h rtg rog lr oh tr hrt h r h0rt h r hkr ihr th r h rt hrt lh tr tr hrtcv v. v vf vf f vf fr r r gtr t. g rt rt rtg r tgrgr. r. b tr b rt brtbrtbrtthtyhtyhht. ttyhtyhthyt htyh th tyh th t ht ty hty ht t. htty ty hty h h ty ht. ty. tyh ty ty nty. n yty thyth t htrt
Cost is the price paid for goods or services acquired from another person in concern
but for the business executive it is a significant item which must be dealt with according
to the purpose of its incurrence. The cost of a product occupy have an important
position in industrial sector. There are cornerstones of a business enterprise. If the
corner stone’s in the form of costs are out of tune the whole business structure will
cellarer under the stern of competition and technological development. A proper analyse
of costs enables an establishment to detect all source of waste in production and
marketing. It provides information of the management on the basis of which they can
control day to day operations of the industry. Costs can be classified and analysed
from the stand point of their relationship to accounting periods, behaviour, products
and departments. These components help in determining the actual cost incurred at
each level of production, which is used in reducing the cost and increasing the profit.
The determination and analysis of cost is used in cost control and effective management
decisions for maximising the profit for a particular product.
Cost is the price paid for goods or services acquired from another person in concern
but for the business executive it is a significant item which must be dealt with according
to the purpose of its incurrence. The cost of a product occupy have an important
position in industrial sector. There are cornerstones of a business enterprise. If the
corner stone’s in the form of costs are out of tune the whole business structure will
cellarer under the stern of competition and technological development. A proper analyse
of costs enables an establishment to detect all source of waste in production and
marketing. It provides information of the management on the basis of which they can
control day to day operations of the industry. Costs can be classified and analysed
from the stand point of their relationship to accounting periods, behaviour, products
and departments. These components help in determining the actual cost incurred at
each level of production, which is used in reducing the cost and increasing the profit.
The determination and analysis of cost is used in cost control and effective management
decisions for maximising the profit for a particular product.
The cement industry in India is the second largest producer of cement globally. It has seen significant growth with a CAGR of 9.7% between 2006-2013. The key drivers of demand are the housing sector at 64% and infrastructure such as roads and bridges at 17%. The largest cement companies are ACC, Ambuja, and Ultratech. Issues facing the industry include high transportation costs and dependence on coal and power which have rising costs and are regulated by the government. The industry has impacts on the environment through carbon dioxide emissions in production and nitrogen oxide emissions from fuel combustion.
Introduction of the company ,Market structure ,Cost structure, Substitutes and complement goods , Major current and past reasons for variation in demand and supply,Regression analysis for past 10 years ,Forecast variable ‘sales’
comprehensive project - I on cement industryMansi Bhimani
The cement industry in India has grown significantly over the past century. It began in the late 1800s with small, disorganized production facilities. The first licensed cement plant was established in 1914. Government policies from the 1950s-1980s aimed to promote self-sufficiency and control prices and distribution. Since the 1990s, the industry has been deregulated and attracted major foreign and domestic investments. It is now one of the largest cement industries globally, driven by growth in infrastructure, housing, and construction. Several large companies have recently announced billions of dollars in new investments to expand capacity.
The document discusses the cement industry in India. It notes that India is the second largest cement producer globally, with over 360 million tonnes of annual production capacity as of 2014. Cement demand is driven primarily by the housing and infrastructure sectors. While cement consumption per capita remains low compared to global averages, continued economic growth is expected to drive further expansion of cement production capacity in India to meet rising demand. The industry employs over a million people directly and indirectly and contributes significantly to India's economy and development.
The cement industry in India is the second largest producer of cement globally. It has seen steady growth over the past few decades as the government has invested heavily in infrastructure projects. The major players in the industry include ACC, Ambuja, Ultratech, and others. While the industry contributes significantly to GDP and employment, it faces issues like high transportation costs and dependence on fossil fuels which impact prices. The future of the industry remains strong driven by continued government spending on housing and infrastructure development.
ACC Limited is India's second largest cement producer with a capacity of 30 million tonnes annually. The Indian cement industry is expected to grow at 8-9% annually over the foreseeable future due to an expected 7% GDP growth rate and increasing infrastructure investment by the government. ACC has a nationwide presence in India with 16 cement plants and aims to participate in the growth of the Indian market, which is projected to reach 500 million tonnes by 2020. ACC is focused on improving operational efficiencies, manufacturing excellence, sustainability initiatives and community development programs.
The document provides an introduction and overview of the cement industry in India and Birla Corporation Limited, a major cement producer. It discusses the growth of the cement industry in India from its origins in 1914. Birla Corporation operates seven cement plants across four states with a total capacity of 57.8 million tons. It produces a variety of cement types and its brands include Birla Cement. The company has received several awards for its operations and quality systems. It is a large, diversified conglomerate involved in cement, jute, flooring and other industries.
Industry structure and nature of competitionkiranpatel777
India has the second largest cement production capacity in the world after China, with around 130 large cement plants and 365 mini plants. Cement production is clustered in states where key raw materials like limestone are located, such as Madhya Pradesh, Rajasthan, Andhra Pradesh, Maharashtra and Gujarat. Energy and transportation costs are major cost factors for cement companies. Coal provides most of the thermal energy and accounts for 15-20% of costs, while freight for transporting cement accounts for around a third of variable costs. Limestone, gypsum and granulated blast furnace slag are the main raw materials used to manufacture cement.
1. The document discusses the Indian cement industry, including its history, major players, production capacity, issues, and future outlook.
2. Currently, India has a cement production capacity of around 167 million tonnes and is the second largest producer globally after China.
3. The industry is dominated by around 20 companies that control 70% of production, with the top players being ACC, Ambuja Cements, Ultratech, and Grasim.
The document provides an overview of the global and Indian cement industries. It discusses that cement is made from limestone, clay, and other raw materials and is used mainly in construction for making concrete and mortar. In India, the cement industry has grown significantly in recent decades due to increased infrastructure development and real estate growth. It is now the second largest cement producer globally after China. Major players in the Indian market include ACC, Ambuja Cements, Ultratech, and others. The future of the industry is tied to continued government investment in infrastructure projects.
The document provides an overview of the cement industry in India. It discusses that cement is made from limestone, shale, clay and iron ore. It then outlines the various types of cement produced. The manufacturing process and key raw materials are also summarized. The document highlights that India is the second largest cement producer globally. It provides statistics on the growth, investments, exports and contribution to GDP of the Indian cement industry. The major players in the industry are also listed along with issues faced and the structural drivers shaping the industry.
Gujarat Ambuja Cement Ltd. is one of the largest cement producers in India. It started production in 1986 with a capacity of 0.7 million tons and has grown to 13 million tons by 2002. The company's growth strategy focused on having the lowest capital and power costs per ton of cement produced. Strategic investments like setting up a plant in Himachal Pradesh with a grinding facility in Punjab and opening a sea terminal provided sustainable advantages over competitors. The Ambujanagar plant was set up in just 13 months through innovative technology and processes. Gujarat Ambuja continues to focus on innovation, operational excellence, and logistics to remain a leading cement producer in India.
- India is the world's third largest producer of crude steel and is expected to become the second largest producer.
- India's crude steel production grew nearly 5% year-over-year to 8 million tons in May 2016, and total steel production is expected to increase 7% in 2016.
- Tata Steel Limited is an Indian multinational steel company headquartered in Mumbai, and is a subsidiary of the Tata Group. It is one of the largest steel producers in India.
- India is the world's 3rd largest producer of crude steel and is expected to become 2nd largest soon.
- India's crude steel production grew 4.9% year-on-year to 8 million tons in May 2016, and total steel production is expected to increase 7% in 2016.
- Tata Steel is an Indian multinational steel company headquartered in Mumbai and is a subsidiary of the Tata Group. It was formerly known as Tata Iron and Steel Company.
The document provides an overview of the Indian cement industry. It discusses the industry structure, characteristics, types of cement, history and key players. The cement industry is a core sector in India accounting for 1.3% of GDP. It has seen strong growth in recent years driven by infrastructure development. Some of the largest cement companies in India are Ultratech Cement, Gujarat Ambuja Cement Limited, JK Cements and ACC Cement. The industry is concentrated in certain regions due to the location of limestone deposits and faces economic and environmental challenges.
1. A STUDY ON EMPLOYEE WELFARE MEASURES
INDUSTRY PROFILE
ABOUT THE INDUSTRY
India in 1994 has become the 4th largest producer of cement in the world .This
impressive record owes its origin to the progressive policies of the government since late
70’s and enabled on assured 12% post tax return on Net worth (77).The economic
reforms of July ’91 gave a further fillip by abolishing the licensing system for setting up
cement plants. Since then innumerable technological development took place in cement
production enabling cost reduction and mass production. The wet kilns of the late 70’s
were replaced by dry kilns which reduced the fuel cost by 30% thermal efficiency was
improved by installing pre-heaters, followed by the addition of pre-ealcinators. Optimal
usage of fuel and power we achieved through computerization and quality control of raw
materials.
In a developing country like India the requirement of housing and so the demand
elasticity of cement with respect to G.D.P. of 1.6% is also high.
By comparing the per capita consumption consumption and consumption density
(D) of India with rest of the world, the latent demand for cement can be estimated at
77Kg for India and 240Kg for the rest of the world.
The cement sector has recorded an impressive increase in production capacities.
The production has grown up by 9.5% over the previous years to 76.22 million tones. The
consumption, on The other hand, has logged behind having grown by 7.9% over the
previous year to 67.93 million tones. Capacity utilization has been 81% for the large
plants. Thus, even at the end 98-99 there was an excess capacity by about 27 million
tones. (Comparing total capacity and demand).
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2. A STUDY ON EMPLOYEE WELFARE MEASURES
The current financial year is expected to add 10 million tones further. Production
for the full year to be expected to be raised by 10-12%. Of this, south is to be the
maximum gainer with around 10% growth.
The cement industry witnessed a contraction. In operating profit margins
nationally. In the year ended March’97 due to a slowdown in demand growth rate, higher
supplies for new commission capacitates and cost increases. Housing sector is yielding a
minimum cement demand growth rate, of 6%.
The Rakesh Mohan committee has forecast the investment outlays on
infrastructure to rise to 4000-4500billion rupees over the next 5 years. Beyond 2003-
2004, these requirements would be in the range of 7500 billion rupees. The industrial
growth rate too is expected to rise from 8 to 8.5% in the past 10-12%.
The per capital consumption is expected to touch 85Kg by 2004 by possibly 13Kg
in 2012. If the present growth trend continues. To achieve even 75% of world average on
investment of 40,000 Crores rupees on plants besides additional investment of same order
on adequate infrastructure will be required over 10-15years. The demand by 2012 is
placed at 140 million -150 million tons in the wake of the industrial and economic growth
unleashed by the liberalization process. The growth prospects of the industry are thus
assured.
India’s Stand in the world
India is the 4th largest cement producer worldwide, following china, Japan and
U.S.A. India’s percaptia consumption is only 78Kg as compared to the world average of
251 Kg by the turn of the century. India’s capacity is expected to crores 100 million
tones. The Industry has 59 companies owning 115 plants. In the matter of exports, the
Government considers cement as an extreme focus area.
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3. A STUDY ON EMPLOYEE WELFARE MEASURES
However, Industry experts comment that exports are mainly for keeping a check
on the domestic prices, which get adversely affected due to exam production. In the
global market. India cement is not very competitive due to high power and fuel costs. In
order to improve its position in the International market, technological up gradation is
essential in terms of process, product diversification, cost reduction quality control and
energy savings.
CEMENT INDUSTRY HIGHLIGHTS
The Indian cement industry has high Return on Investment. There exists a large
markers which are not yet been completely tapped. With the existing levels of supply and
growing demand the prices tend to rise. But the industry being a fast growing one, many
players are attracted. Every year new capacities are added raising the supply, price
stability is thus maintained and the high profits are observed by new entrants.
The per capital consumption of manufacture commodities like steel, power and
cement ate indicators of the economic state of a country. Of the total output nearly 95% is
accounted for only 90%, while the Government sector accounts for 10%. The housing
activity accounts for 55% of total consumption. Nearly 47% of the total costs, most of
which are administrated prices are beyond the control of cement units. The cost elements
include limestone, coal, transport freight, power consumption and excise duty.
Production and Consumption Pattern of Cement
In the case of cement production regional imbalances continue. Cement plants are
generally put up where limestone id available. This because, to produce 1 tons of cement
1 ½ tones of limestone is required. Also it is easier to transport cement than limestone.
Cement is mainly produced in the Western and Southern regions. Hence, only half
of the cement produced is consumed within the region. Cement is usually transported
from south to west is the most surplus region. Although, west is a surplus regions, cement
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 3
4. A STUDY ON EMPLOYEE WELFARE MEASURES
is transported from southern regions which are close to the consumption and excise duty.
The destination of cement transport is mainly dependent on mode of transport available
and the transportation cost incurred.
CEMENT MANUFACTURING PROCESS
In wet process, limestone is crushed and grounded and mixed with water to form
slurry which is fed in to the kiln. The slurry has a water content of 30-40%. Before the
mineralogical process commence, the water content in the slurry has to be evaporated.
This process consumes high energy and power.
On the other hand, the dry process is more energy efficient. The raw materials are
dried in a combined drying and grinding plant to reduce the moisture content to less than
1%.
Due to regular shifts from wet and semi-dry process nearly 89% of the total
industries kiln capacity is at dry process. Of the remaining, 9% is wet process and 2% is
semi-dry process. The main advantage of shifting to any process is the 50% saving of
coal consumption. The energy costs reduce by 30-40% and the kiln output also increases
for a given size kiln, the output for dry process is 250-300/- as compared to 130-150/- for
semi-dry and 100% for wet process. The capacity utilization is also higher for dry process
plants.
CEMENT BRANDING
Cement has emerged as a commodity product. Brands play important role
especially in metros like Delhi, Mumbai, Calcutta, etc, where the established brands
suppress the success of smaller brands. Companies have tie-ups with real estate agents
and construction companies. Some manufacturers also organize work ships, training and
seminars to educate the consumers on the maximum use of a bag full of cement.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 4
5. A STUDY ON EMPLOYEE WELFARE MEASURES
COMPANY PROFILE
Lanco industries limited (LIL) was promoted by Lanco Group in 1992 in Chittoor
District. A.P LIL setup as a Mini Blast Furnace (MBF) in 1994 with a capacity of 90000
TPA to manufacture and sell Pig Iron to the customers and foundry units across India. In
1998. LIL entered into an agreement to supply Molten Iron and pig Iron to Lanco, Sri
Kalahasthi Castings Limited (LKCL) a company within the same campus engaged in the
business of Iron castings & forging. LKCL later on added high technology Ductile Iron
Pipes (DIP) manufacturing facilities to its portfolio. In March 2002 India’s leading DI
Pipes manufacturer, Electro steel Castings Limited (ECL) entered into a strategic alliance
with LIL and LKCL by acquiring 46.43 and 48.89 percent stake in the companies
respectively. In addition to technological support, ECL also infused fresh fund into LIL
by way of equity participation and re-modeled the financial structure, thus reducing
interest costs.
In 2003 the capacity of MBF was increased from 90,000 TAP to 1, 50,000 TAP
and the capacity of DI Pipes was increased from 60,000 TAP to 90,000 TAP at capital
outlay of approx. Rs. 35 corers. In 2003 LKCL got merged with LIL ( with effect from
1st April 2003) to take advantage of the close synergy in the business model of the two
companies, since a large part of Pig Iron in liquid form is consumed by LKCL for
manufacture of Pipes. In 2004, 1, 50, 000 TAP Coke Oven Plant was setup at capital
outlay of Rs. 45 corers.
QUALITY POLICY
Lanco Industries Limited aims at maximizing the customer satisfaction by
supplying products of consistent quality with collective participation of Management and
Employees.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 5
6. A STUDY ON EMPLOYEE WELFARE MEASURES
TO ACHIEVE THE ABOVE, WE WILL
Manufacture and supply products as per specifications and standards agreed to
with the customers.
Continuously strive to improve the quality of the products and process
Maintain interaction with customers
Train and motivate employees to achieve the company’s goal.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 6
7. A STUDY ON EMPLOYEE WELFARE MEASURES
CHAPTER - 2
INTRODUCTION:
1.1 INTRODUCTION TO THE STUDY
Safety and welfare measures are inevitable to any organization where workers
are involved. An organization‘s responsibility to its employees extends beyond the
payment of wages for their services. The employee’s safety and welfare on and off the
job within the organization is a vital concern of the employer. Providing a safe and
healthy environment is a pre-requisite for any productive effort. This research deals with
the study on the welfare measures provided to the employees at LANCO INDUSTRIES
PVT LTD.
1.1.1 Problem Idenfication
Unlike other industries, the employees of the Lanco are often exposed to
different and new which they may not have been familiar with earlier. The employees
have to deal huge machinery. The unfamiliarity in the nature of materials they handle and
the danger involved I handling them make the employees prone to higher degree of risk.
Satisfying or fulfilling the safety and security needs of the workers,
would give them a better motivation and more time to concentrate on job performance. A
voluntary approach on the part of the management to offer welfare programmes which
are over and above what is laid down by the law would boost the morale of the
employees and motivate them to perform better. A preliminary study conducted by the
researcher with respect to welfare showed that there was scope for improvement in
certain areas. This formed the basis of the research problem.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 7
8. A STUDY ON EMPLOYEE WELFARE MEASURES
1.1.2 Objectives of the study
Primary Objective: To study the level of satisfaction of employees regarding welfare
measures at Lanco Industries pvt ltd.
Secondary Objective: To study the perception of the employees regarding the welfare
measures provided to them.
• To analyze if the level of satisfaction is different among the various
categories of employees and departments.
• To suggest provision of more welfare measures to improve the
performance of the employees.
1.1.3 Scope of the study
This study would give an overview of the welfare measures existing at
Lanco industries. Since safety and welfare are two important elements essential for
improving the productivity of an organization, a study on the existing welfare measures
would help the organization perform better. This study would throw light on the
perception of the employees regarding safety and welfare. Lanco industries can identify
the areas where it can improve so as to improve the performance of the employees. This
study would also help to analyze if there is dependence between
1.1.4 Limitations of the study
• The study was restricted to the class III and class IV non ministerial staff
of Lanco industries.
• Due to time constraints the sample size had to be confirmed to 100.
• The respondents have replied to the queries recalling from their memory.
Therefore recall bias and personal bias are possible.
• Since the data was collected using a schedule, the interviewer’s inability to
understand and record the responses correctly is possible.
• The respondents were unable or unwilling to give a complete and accurate
response to certain questions.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 8
9. A STUDY ON EMPLOYEE WELFARE MEASURES
1.2 REVIEW OF LITERATURE
In 1998 a study was conducted on the welfare measures provided to the
employees of Copt by Ms. N. Sangeetha of Bharathiyar University. This study was
based on the Class I and Class II employees contrary to my project work which focuses
only on the Class III, Class IV non-ministerial staff. This was helpful to me with regard
to the selection of samples and using statistical tools. I have done my research work
independently and both the studies are independent.
Definitions of safety
• The condition of being safe; freedom from danger, risk, or injury.
• The state of being certain that adverse effects will not be caused by some agent
under defined conditions.
• Occupational safety is concerned with risks in areas where people work; offices,
manufacturing plants, farms, construction sites, and commercial and retail
facilities. Public safety is concerned with hazards in the home, in travel and
recreation, and in other situations that do not fall within the scope of occupational
safety.
Definitions of welfare
• Anything done for the intellectual, physical, moral and economic betterment of
the workers, whether by employers, by government or by other agencies, over and
above what is laid down by law or what is normally expected of the contractual
benefits for which workers may have bargained.
• Well-doing or well-being in any respect, the enjoyment of health and the common
blessings of life; exemption from any evil or calamity; prosperity; happiness.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 9
10. A STUDY ON EMPLOYEE WELFARE MEASURES
1.2.1 METHODOLY AND ANALYSIS OF DATA
RESEARCH METHODOLY
Research methodology is a way of systematically solving the research
problem. Research methodology deals with the research design used and methods used to
present the study.
1.2.2 Research Design
A research design is a detailed blue print used to guide a research study toward its
objective. The process of designing a research study involves many interrelated
decisions. The most significant decision is the choice of research approach, because it
determines how the information will be obtained. The choice of the research approach
depends on the nature of the research that one wants to do.
The research design adopted for this study is Descriptive Research. Descriptive
method was adopted because it deals with description of the state of affairs as it exists at
present.
Sampling Techniques
The next step in research study after collecting data is the sampling process. When a
decision is made to use the sample, a number of factors must be taken into consideration.
The various steps involved in the sampling process are:
Identifying target population.
Determining sample frame.
Selecting sampling procedure.
Determine sample size.
Execute sampling.
Obtaining information from respondents.
Generating information for decision making.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 10
11. A STUDY ON EMPLOYEE WELFARE MEASURES
The target population in this study was the Class III and Class IV non-
ministerial staff of Lanco.
The sampling technique had to be selected. There are two types of sampling
techniques:
Probability sampling
Non-probability sampling
Among the probability sampling, the sampling used in this study was Stratified
sampling.
1.2.3 Stratified Sampling
If the population from which a sample is to be drawn does not constitute a
homogeneous group, then stratified technique is applied so as to obtain a representive
sample. In this technique, the population is stratified into number of non-overlapping sub
populations or strata and sample items are selected from each stratum. If the items
selected from each stratum is based on simple random sampling, the entire procedure,
first stratification and then simple random sampling is known as stratified sampling. The
stratified sampling results in a more reliable and detailed information. The researcher
uses simple random sampling for selection of items from each stratum.
Sample size
Among the 4000 staff in the organization a sample of 100 employees was taken
for the study.
Using the method of proportional allocation, the numbers of samples are
selected from each stratum.
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12. A STUDY ON EMPLOYEE WELFARE MEASURES
Tools for data collection
There are several ways of colleting the appropriate data. While deciding about
the method of data collection to be used for the study, the researcher should keep in mind,
that there are 2 types of data.
1. Primary data
2. Secondary data
Primary data are those which are collected a fresh and for the first time and thus
happen to be original in character. Primary data can be collected either through
experiment or through survey.
The secondary data on the other hand are those which have already been
collected by someone else and which have already been passed through the statistical
process. In this study, the data was collected from the primary source through interview
schedule.
1.2.4 Statistical Techniques
This phase consists of the data analysis of the data collected based on the
stratified simple random probabilistic sampling technique. The data collected were
analyzed using the following methods.
Percentage analysis
The number of responses of each category is summarized to percentage format
for the convenience to use other statistical tools namely pie chart and bar diagrams.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 12
13. A STUDY ON EMPLOYEE WELFARE MEASURES
Statistical tools
Chi-square test
This test allows us to determine whether two attributes are independent of each
other. In this study chi-square has been used to test if there is an association between
various variables and the overall level of satisfaction of safety and welfare measures.
X2
= Σ {(Oi – Ei) 2
/ Ei }
Applying Yates’s correction:
X2
= Σ {(|Oi – Ei |- 0.5) 2
/ Ei }
Phi Coefficient
Chi-square test tells us about the significance of relation between variables; it
provides no answer regarding the magnitude of the relation between the two variables.
This can be achieved by computing the Phi coefficient which is a non-parametric
measure of coefficient of correlation. It gives the magnitude of the relation or the degree
of association between the two variables.
=ϕ [ X2
/ n ]
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 13
14. A STUDY ON EMPLOYEE WELFARE MEASURES
CHAPTER-3
DATA ANALYSIS AND INTERPRETATION
TABLE-1
TABLE SHOWING THE OPINION ABOUT WORK ENVIRONMENT
Grade No. of Respondents Percentage
Satisfied 8 8
Highly Satisfied 28 28
Average 64 64
Dissatisfied 0 0
Highly dissatisfied 0 0
OPINION ABOUT WORK ENVIRONMMENT
8
28
64
0 0
0
10
20
30
40
50
60
70
Satisfied Highly
Satisfied
Average Dissatisfied Highly
Dissatisfied
PARICULARS
INFERENCE:
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 14
15. A STUDY ON EMPLOYEE WELFARE MEASURES
From the above table it is inferred that 8% of people responded to satisfied,
28% of people responded to highly satisfied, 64% people to average, and 0% of people
responded to dissatisfied and highly dissatisfied.
TABLE-2
TABLE SHOWING THE OPINIONABOUT VENTILATION & LIGHTING
AT WORK PLACE
Grade No. of Respondents Percentage
Excellent 12 12
Good 52 52
Average 36 36
Bad 0 0
Very Bad 0 0
OPINION ABOUT VENTILATION
&
LIGHTING AT WORK PLACE
12
52
36
0 0
0
10
20
30
40
50
60
Excellent Good Avearge Bad Very Bad
Axis Title
INFERENCE:
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 15
16. A STUDY ON EMPLOYEE WELFARE MEASURES
From the above table it is inferred that 12% of people responded to excellent,
52% of people responded to good, 36% people to average, and 0% of people responded
to bad and very bad.
TABLE-3
TABLE SHOWING THE OPINION ABOUT SALARIES/BENEFITS
Grade No. of Respondents Percentage
Satisfied 20 20
Highly Satisfied 62 62
Average 18 18
Dissatisfied 0 0
Highly dissatisfied 0 0
OPINION ABOUT SALARIES/BENEFITS
20
62
18 0 0
0
10
20
30
40
50
60
70
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
INFERENCE:
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 16
17. A STUDY ON EMPLOYEE WELFARE MEASURES
From the above table it is inferred that 20% of people responded to
satisfied, 62% of people responded to highly satisfied, 18% people to average, and 0% of
people responded to dissatisfied and highly dissatisfied.
Table- 4
TABLE SHOWING THE OPINION ABOUT TIMINGS/SCHEDULES
Grade No. of Respondents Percentage
Satisfied 20 20
Highly Satisfied 72 72
Average 8 8
Dissatisfied 0 0
Highly dissatisfied 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 17
OPINION ABOUT TIMINGS/SCHEDULE
20
72
8 0 0
0
10
20
30
40
50
60
70
80
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
18. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 20% of people responded to satisfied,
72% of people responded to highly satisfied, 8% people to average, and 0% of people
responded to dissatisfied and highly dissatisfied.
Table- 5
TABLE SHOWING THE OPINION ABOUT SAFETY
MEASURES AT WORK PLACE
Grade No. of Respondents Percentage
Satisfied 64 64
Highly Satisfied 4 4
Average 19 19
Dissatisfied 9 9
Highly dissatisfied 4 4
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 18
OPINION ABOUT SAFETY MEASURES AT WORK PLACE
64
4 19 9 4
0
10
20
30
40
50
60
70
Satisfed Highly Satisfied Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
19. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 64% of people responded to satisfied, 4%
of people responded to highly satisfied, 19% people to average, 9% of people responded
to dissatisfied and 4% of people responded to highly dissatisfied.
Table- 6
TABLE SHOWING THE OPINION ABOUT PRESENCE
OF SAFETY COMMITTEE
Grade No. of Respondents Percentage
Yes 60 60
No 40 40
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 19
OPINION ABOUT PRESENCE OF SAFETY COMMITTEE
60
40
0
10
20
30
40
50
60
70
Yes No
PARTICULARS
20. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 60% of people responded to Yes for
presence of safety committee and 40% of people said No.
Table- 7
TABLE SHOWING THE OPINION ABOUT SAFETY INSTRUCTIONS
Grade No. of Respondents Percentage
Yes 72 72
No 28 28
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 20
OPINION ABOUT PRESENCE OF SAFETY INSTRUCTIONS
72
28
0
10
20
30
40
50
60
70
80
Yes No
PARTICULARS
21. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 72% of people responded to Yes for
safety instructions and 28% of people said No.
Table- 8
TABLE SHOWING THE OPINION ABOUT ACCIDENT PREVENTION
MEASURES
Grade No. of Respondents Percentage
Good 12 12
Very Good 40 40
Average 36 36
Bad 7 7
Very Bad 5 5
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 21
OPINION ABOUT ACCIDENT PREVENTION MEASURES
12
40
36
7 5
0
10
20
30
40
50
Good Very Good Avearge Bad Very Bad
PARTICULARS
22. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 12% of people responded to good, 40%
of people responded to very good, 36% people to average, 7% of people responded to bad
and 5% of people responded to very bad.
Table- 9
TABLE SHOWING THE OPINION ABOUT FIRST – AID FACILITY
Grade No. of Respondents Percentage
Good 38 38
Very Good 22 22
Average 28 28
Bad 10 10
Very Bad 2 2
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 22
OPINION ABOUT FIRST – AID FACILITY
38
22
28
10
2
0
5
10
15
20
25
30
35
40
Good Very Good Avearge Bad Very Bad
PARTICULARS
23. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 38% of people responded to good, 22%
of people responded to very good, 28% people to average, 10% of people responded to
bad and 2% of people responded to very bad.
Table- 10
TABLE SHOWING THE OPINION ABOUT ORGANIZATION HEALTH
CHECK - UPS
Grade No. of Respondents Percentage
Yearly 30 30
Half Yearly 20 20
Quarterly 20 20
Monthly 20 20
Not at all 10 10
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 23
OPINION ABOUT ORGANIZATION HEALTH CHECK - UPS
30
20 20 20
10
0
5
10
15
20
25
30
35
Yearly Half Yearly Quarterly Monthly Not at all
PARTICULARS
24. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 30% of people responded to yearly, 20%
of people responded to half yearly, 20% people to quarterly, 20% of people responded to
monthly and 10% of people responded to not at all.
Table- 11
TABLE SHOWING THE OPINION ABOUT CANTEEN FACILITIES
WITHIN THE ORGANIZATION
Grade No. of Respondents Percentage
Yes 68 68
No 32 32
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 24
OPINION ABOUT CANTEEN FACILITIES
68
32
0
10
20
30
40
50
60
70
80
Yes No
PARTICULARS
25. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 68% of people responded to Yes to
canteen facilities in organization and 32% of people said No.
Table- 12
TABLE SHOWING THE OPINION ABOUT HOUSING FACILITIES TO
EMPLOYEES
Grade No. of Respondents Percentage
Yes 33 33
No 67 67
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 25
OPINION ABOUT HOUSING FACILITIES
33
67
0
10
20
30
40
50
60
70
80
Yes No
PARTICULARS
26. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 33% of people responded to Yes for
housing facilities in organization and 67% of people said No.
Table- 13
TABLE SHOWING THE OPINION ABOUT P.F. BENEFITS
Grade No. of Respondents Percentage
Satisfied 40 40
Highly Satisfied 12 12
Average 44 44
Dissatisfied 4 4
Highly dissatisfied 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 26
OPINION ABOUT P.F. BENEFITS
40
12
44
4 0
0
10
20
30
40
50
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
27. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 40% of people responded to satisfied,
12% of people responded to highly satisfied, 44% people to average, 4% of people
responded to dissatisfied and 0% of people responded to highly dissatisfied.
Table- 14
TABLE SHOWING THE OPINION ABOUT TRANSPORTATION
Grade No. of Respondents Percentage
Satisfied 28 28
Highly Satisfied 32 32
Average 18 18
Dissatisfied 20 20
Highly dissatisfied 2 2
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 27
OPINION ABOUT TRANSPORTATION
28
32
18 20
2
0
5
10
15
20
25
30
35
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
28. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 64% of people responded to satisfied, 4%
of people responded to highly satisfied, 19% people to average, 9% of people responded
to dissatisfied and 4% of people responded to highly dissatisfied.
Table- 15
TABLE SHOWING THE OPINION ABOUT INSURANCE FACILITIES
Grade No. of Respondents Percentage
Satisfied 40 40
Highly Satisfied 12 12
Average 44 44
Dissatisfied 4 4
Highly dissatisfied 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 28
OPINION ABOUT INSURANCE FACILITIES
40
12
44
4 0
0
10
20
30
40
50
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
29. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 40% of people responded to satisfied,
12% of people responded to highly satisfied, 44% people to average, 4% of people
responded to dissatisfied and 0% of people responded to highly dissatisfied.
Table- 16
TABLE SHOWING THE OPINION ABOUT RETIREMENT BENEFITS
Grade No. of Respondents Percentage
Satisfied 16 16
Highly Satisfied 20 20
Average 52 52
Dissatisfied 12 12
Highly dissatisfied 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 29
OPINION ABOUT RETIREMENT BENEFITS
16 20
52
12 0
0
10
20
30
40
50
60
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
30. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 16% of people responded to satisfied,
20% of people responded to highly satisfied, 52% people to average, 12% of people
responded to dissatisfied and 0% of people responded to highly dissatisfied.
Table- 17
TABLE SHOWING THE OPINION ABOUT PRESENCE OF WELFARE
OFFICER
Grade No. of Respondents Percentage
Yes 80 80
No 20 20
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 30
OPINION ABOUT PRESENCE OF WELFARE OFFICER
80
20
0
10
20
30
40
50
60
70
80
90
Yes No
PARTICULARS
31. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 80% of people responded to Yes for
presence of welfare officer in organization and 20% of people said No.
Table- 18
TABLE SHOWING THE OPINION ABOUT WELFARE PROVISIONS
Grade No. of Respondents Percentage
Satisfied 40 40
Highly Satisfied 12 12
Average 40 40
Dissatisfied 4 4
Highly dissatisfied 4 4
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 31
32. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 40% of people responded to satisfied,
12% of people responded to highly satisfied, 40% people to average, 4% of people
responded to dissatisfied and 4% of people responded to highly dissatisfied.
Table- 19
TABLE SHOWING THE OPINION ABOUT REST PERIODS
Grade No. of Respondents Percentage
Satisfied 4 4
Highly Satisfied 28 28
Average 60 60
Dissatisfied 8 8
Highly dissatisfied 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 32
OPINION ABOUT WELFARE PROVISIONS
40
12
40
4 4
0
10
20
30
40
50
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
33. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 33
OPINION ABOUT REST PERIODS
4
28
60
8 0
0
10
20
30
40
50
60
70
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
34. A STUDY ON EMPLOYEE WELFARE MEASURES
From the above table it is inferred that 4% of people responded to satisfied, 28%
of people responded to highly satisfied, 60% people to average, 8% of people responded
to dissatisfied and 0% of people responded to highly dissatisfied.
Table- 20
TABLE SHOWING THE OPINION ABOUT RESPONDING IN CASE OF
EMERGENCIES
Grade No. of Respondents Percentage
Good 40 40
Very Good 4 4
Average 32 32
Bad 24 24
Very Bad 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 34
OPINION ABOUT RESPONDING IN CASE OF EMERGENCIES
40
4
32
24
0
0
10
20
30
40
50
Good Very Good Avearge Bad Very Bad
PARTICULARS
35. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 16% of people responded to satisfied,
20% of people responded to highly satisfied, 52% people to average, 12% of people
responded to dissatisfied and 0% of people responded to highly dissatisfied.
Table- 11
TABLE SHOWING THE OPINION ABOUT FRINGE BENEFITS
Grade No. of Respondents Percentage
Satisfied 8 8
Highly Satisfied 24 24
Average 52 52
Dissatisfied 16 16
Highly dissatisfied 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 35
OPINION ABOUT FRINGE BENEFITS
8
24
52
16
0
0
10
20
30
40
50
60
Satisfed Highly
Satisfied
Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
36. A STUDY ON EMPLOYEE WELFARE MEASURES
INFERENCE:
From the above table it is inferred that 8% of people responded to satisfied, 24%
of people responded to highly satisfied, 52% people to average, 16% of people responded
to dissatisfied and 0% of people responded to highly dissatisfied.
STATISTICAL TOOL
CHI SQUARE TABLE
AIM
To find out significant associates between relationship work environment and P.F.
benefits.
NULL HYPOTHESIS
There is no significance relationship with work environment and P.F. benefits.
ATERNATIVE HYPOTHESIS
There is significance relationship with work environment and P.F.benefits.
OBSERVED FREQUENCY
P.F
W.E
Satisfied Highly
Satisfied
Average Dissatisfied Highly
Dissatisfied
Total
satisfied 2 14 24 0 0 40
Highly
Satisfied
0 4 8 0 0 12
Average 4 10 30 0 0 44
Dissatisfied 2 0 2 0 0 4
Highly
Dissatisfied
0 0 0 0 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 36
37. A STUDY ON EMPLOYEE WELFARE MEASURES
Total 8 28 64 0 0 100
EXPECTED FREQUENCY
P.F
W.E
Satisfied Highly
Satisfied
Average Dissatisfied Highly
Dissatisfied
satisfied 3.2 11.2 25.6 0 0
Highly
Satisfied
0.96 3.36 7.68 0 0
Average 3.52 12.32 28.16 0 0
Dissatisfied 0.32 1.12 2.56 0 0
Highly
Dissatisfied
0 0 0 0 0
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 37
38. A STUDY ON EMPLOYEE WELFARE MEASURES
CHI SQUARE TABLE
Oi Ei Oi-Ei (Oi-Ei)² (Oi-Ei)² / Ei
2 3.2 -1.2 1.44 0.45
14 11.2 2.8 7.84 0.7
24 25.6 -1.6 2.56 0.1
0 0.96 -0.96 0.92 0.95
4 3.36 0.64 0.40 0.11
8 7.68 0.32 0.10 0.01
4 3.52 0.48 0.23 0.06
10 12.32 -2.32 5.38 0.43
30 28.16 1.84 3.38 0.137
2 0.32 1.68 2.82 8.81
0 1.12 -1.12 1.25 1.11
2 2.56 -0.56 0.31 0.12
12.897
Calculated value = 12.987
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 38
39. A STUDY ON EMPLOYEE WELFARE MEASURES
Degree of freedom
(r-1) (c-1)
(4-1) (5-1) = 12
Level of Significance 5%
Table Value = 21.026
Conclusion
Since the calculated value of chi-square is lesser than table value so null hypothesis
is accepted.
Inference
There is no significant relationship between work environment and P.F.benefits.
CHAPTER – 4
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 39
40. A STUDY ON EMPLOYEE WELFARE MEASURES
FINDINGS, SUGGESTIONS AND CONCLUSION
3.1 FINDINGS
3.1.1 Based on Percentage Analysis
1. The study shows that 75% of the respondents opined adequate safety training
programmes are conducted at LANCO INDUSTRIES PVT LTD., and 25% of
them opined it is not.
2. The study shows that 62% of the respondents have attended safety training
programmes and 38% of them have not.
3. The study shows that 10% of the respondents have rated the training
programmes as highly effective, 84% have rated it as effective, 5% have no
opinion and 1% says it is ineffective.
4. The study shows that 91% of the respondents opined that the management
provides safety awareness and 9% opined that it does not.
5. The study shows that a majority of 84% employees feel that LIL mostly
creates safety awareness through bulletin boards and the least through safety
competitions as only 14% believes that safety awareness is created through
safety competitions.
6. The study sho2ws that 36% of the respondents feel that the safety goggles
provided are inadequate and 34% feel that the safety measures provided while
working on cranes are inadequate.
7. The study shows that 45% of the respondents say that they always make use
of the safety measures provided to them, 54% uses them sometimes and 1%
never uses it.
8. The study shows that 55% of the respondents opined that the machines,
equipments and tools are well designed, 58% opined that they are well
maintained and 57% opined that they are well guarded.
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 40
41. A STUDY ON EMPLOYEE WELFARE MEASURES
9. The study shows that 35% of the respondents believe that the layout of the
workplace is designed to avoid accidents, 21% says it is not so and 44%
believe that to an extent the workplace is designed to avoid accidents.
10. The study shows that 46% of the respondents believe that the safety measures
provided at LANCO INDUSTRIES PVT LTD., reduce the severity of
accidents, 9% believes otherwise and 36% believe that to an extent the safety
measures help in reducing the severity of accidents.
11. The study shows that 81% of the respondents feel that always immediate
actions are taken to investigate accidents, 14% feel that it is so sometimes and
5% feels that immediate actions are never taken to investigate accidents.
12. The study shows that 56% of the respondents opined that they perceive a risk
factor while working at LANCO INDUSTRIES PVT LTD., 33% opined that
they do not perceive any risk factor and 11% opined that to an extent they
perceive a risk factor.
13. The study shows that 90% of the respondents say that they never avoid work
due to the risk involved in it. 9% of the respondents avoids work and 1%
always avoids work.
14. The study shows that 21% of the respondents strongly agree that in case of
accidents, the management would take good care of them, 56% agree and 19%
disagree to this. 4% of the respondents had no opinion on the matter.
15. The study shows that 85% of the respondents feel that the safety measures
make them feel more secure while working at LIL and 15% of them feel
otherwise.
3.1.2 Based on Statistical Analysis
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 41
42. A STUDY ON EMPLOYEE WELFARE MEASURES
1. There is no significant difference in the level of satisfaction of existing safety
measures among the different category of workers.
2. There is no dependence between the Mechanical and Traffic departments and
the level of satisfaction of existing safety measures. In the Marine department
90% of the respondents are satisfied with the safety measures and 10% are not.
3. There is a significant association between the fact that the employees have
attended safety training programmes and their level of satisfaction regarding
the existing safety measures.
4. There is a significant association between the perception of risk factor and the
level of satisfaction of employees regarding the existing safety measures.
5. There is a significant association between the level of satisfaction of welfare
measures among the various category of employees.
6. There is no dependence between the Mechanical and Traffic departments and
the level of satisfaction of welfare measures. All the 2 respondents in the H.R
department are satisfied with the welfare measures.
7. There is significant association between the level of satisfaction of transport
facilities and the overall level of satisfaction of welfare measures.
8. There is no significant association between the level of satisfaction of rest
room facilities and the overall level of satisfaction of welfare measures.
3.2 SUGGESTIONS
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 42
43. A STUDY ON EMPLOYEE WELFARE MEASURES
• The company can ensure that safety training programmes are conducted
for all the employees, since 38% of them opined that they have not undergone
any safety training and the statistical analysis show that there is an association
between the overall level of satisfaction and the fact that the employees feel
that the training that is being provided is not practical. So steps may be
adopted to ensure that training is more practical in nature.
• The researcher feels that the awareness for the safety is quite low
among the employees. Steps may be undertaken to increase the awareness and
need for safety.
• The quality of shoes and mask provided may be improved as 59% of
the respondents have thus opined.
• The management needs to pay attention to the fact that 45% of the
respondents feel that the machines, equipments and tools are not well
designed, 42% feel it is not well maintained, 43% feels it is not well guarded
and ding out reasons for the same.
• The responses of the employees regarding the level of satisfaction of
welfare measures are clustered in the satisfactory region. The management
may take steps to convert these into highly satisfactory.
• Since 59% of the employees are not satisfied with the transport
facilities provided by the company, steps may be taken to provide facilities
especially for employees who have to work during night shifts.
• The conditions of the rest rooms and shelters may be improved
especially in the wharf and electrical sections. They may be provided with
adequate fans and facilities to rest.
• Canteen facilities may be provided by the company at both wharfs and
the electrical sections.
3.3 CONCLSION
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 43
44. A STUDY ON EMPLOYEE WELFARE MEASURES
A study was conducted on the safety and welfare measures provided to the
employees of LANCO INDUSTRIES.
A majority of 81% of the respondents was found to be satisfied with the safety
measures at, LANCO INDUSTRIES 2% were highly satisfied, 1% was neutral in their
opinion and only 16% dissatisfied with the safety measures.
A majority of the respondents feel secure while working at LIL and feel that
the safety measures help to reduce the severity of actions. Even though 56% of them
perceive a risk factor while working at LIL, a majority of 90% never avoid work due to
this risk factor.
The study again shows that there is a clustering of respondents’ opinion in the
satisfactory region regarding the level of satisfaction of welfare measures. This reveals
that a majority of respondents are satisfied with the existing welfare measures. The
management may take up steps to convert these into highly satisfactory.
The few welfare measures which were dissatisfactory were transport facilities,
rest room facilities and the time lapse in compassionate appointments. The management
may concentrate on these areas to increase the satisfaction level of employees towards the
welfare measures.
CHAPTER- 5
SREE VIDYANIKETHAN INSTITUTE OF MANAGEMENT 44
45. A STUDY ON EMPLOYEE WELFARE MEASURES
QUESTIONNAIRE
I PERSONAL DETAILS
Name (Optional) :
Age : Up to 20 21- 30 31- 40 41- 50
> 50
Category : Highly Skilled Skilled Unskilled
Designation : ……………………………………………….
Department : Mechanical Traffic Marine Others
Gender : Male Female
Marital Status : Single Married
Educational Level : 10th
12th
Diploma
Graduate Post Graduate Others
Length of service : up to 5 yrs 6- 10 yrs 11-15 yrs
16- 20 yrs > 20 yrs.
II SAFETY
1. Are adequate safety training programmes conducted for the employees of Lanco
Industries?
Yes No
2. Have you attended any safety training programme conducted by the Lanco
Industries?
Yes No
If yes, how was the safety training programme?
Highly Effective Effective No Opinion Ineffective Highly
Ineffective
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46. A STUDY ON EMPLOYEE WELFARE MEASURES
3. Does the Management provide awareness programmes relating to safety?
Yes No
If yes, what are the measures undertaken by LANCO INDUSTRIES to bring
about awareness for safety needs?
Observance of safety weeks
Safety Competitions
Talks on safety
Bulletin Boards/ Slogans
Pamphlets
Booklets
House Magazines
4. What is your opinion about the following?
Provision of safety measures Adequate Inadequate No Opinion
Safety helmets
Safety outfits
Safety goggles
Leather gloves
Safety shoes
Safety boots
Safety mask
Life saving Appliances
Safety measures provided for
Cranes
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47. A STUDY ON EMPLOYEE WELFARE MEASURES
Forks lift Trucks
Hatches
Hazardous Cargo
5. Do you make use of the above safety measures provided to you?
Always Sometimes Never No Opinion
6. Are the machines, equipments and tools:
Yes No
Well Designed
Well Maintained
Well Guarded
7. Is the layout of the workplace properly designed to avoid accidents?
Yes No To an extent No Opinion
8. Do the safety measures help in reducing the severity of accidents?
Yes No To an extent No Opinion
9. Are immediate actions taken to investigate accidents?
Always Sometimes Never No Opinion
10. Do you perceive any risk factor while working at Lanco Industries?
Yes No To an extent No Opinion
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48. A STUDY ON EMPLOYEE WELFARE MEASURES
III Welfare
11. Are you happy with the welfare provided at Lanco Industries?
Yes No To an extent No Opinion
12. Welfare measures help to
Strongly Agree- SA Agree- A No Opinion- N Disagree- D
Strongly Disagree- SD
SA A N D SD
Create better industrial relations
Build greater loyalty to the company
Helps faster team spirit
13. What is your opinion about the following welfare measures at Lanco
Industries?
Highly Satisfactory- Hs Satisfactory- S Neutral- N
Dissatisfactory- D Highly Dissatisfactory- HD
HS S N D HD
Medical facilities
Canteen facilities
Rest room facilities
Recreational facilities
Cultural facilities
Family Planning Programmes
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49. A STUDY ON EMPLOYEE WELFARE MEASURES
Educational facilities
Transport facilities
Co-operative Establishments
Housing facilities
Shopping facilities
First Aid facilities
Ex-gratia payments
Compassionate Appointment
14. Do the welfare measures satisfy your needs?
Always Sometimes Never No Opinion
15. Do the welfare measures help in solving the problems faced by employees?
Always Sometimes Never No Opinion
16. What is your level of satisfaction regarding welfare measures?
Highly Satisfied Satisfied Neutral
Dissatisfied Highly Dissatisfied
17. Have you ever been disappointed by any of the welfare measures?
Yes No
If yes, (kindly specify)……………………………………..
18. What are the welfare measures you feel should be improved? Kindly specify.
…………………………………………………………………………………
…………………………………………………………………………………
………………………………………………………………………………...
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Thank you
Bibliography
KEITH DEVIS: HUMAN RELATIONS MANAGEMENT, Tata McGraw Hill
STEPHEN P. ROBBINS: ORGANIZATIONAL BEHAVIOR, Pearson
Education
NAIR and LATHABOGOLIALA: LABOUR LAWS, Prentice Hall of India
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