1. A STUDY ON EMPLOYEE WELFARE MEASURES IN MANAKULAR
MOTORS PUDUCHERRY
SUMMER PROJECT REPORT
Submitted by
SANKAR.R
REGISTER NO: 10MB0441
Under the guidance of
Mr. A. ANBAZHAGAN
Faculty, DEPARTMENT OF MANAGEMENT STUDIES
In partial fulfillment for the award of degree of
MASTER OF BUSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT STUDIES
CHRIST COLLEGE OF ENGINEERING AND TECHNOLOGY
PONDICHERRY UNIVERSITY
PUDUCHERRY
MAY- 2011.
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2. CHRIST COLLEGE OF ENGINEERING & TECHNOLOGY
MOOLAKULAM, PUDUCHERRY
DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE
This is to certify that the project work entitled is “A STUDY ON EMPLOYEE WELFARE
MEASURES IN ADHI SAKTHI PROJECT PUDUCHERRY is a bonafide work done by
SANKAR.R [REGISTER NO 10MB0441] in partial fulfillment of the requirement for the
award of Master of Business Administration by Pondicherry University during the academic year
2010-2012.
GUIDE HEAD OF DEPARTMENT
Submitted on Viva-Voce Examination held on __________________
EXTERNAL EXAMINER
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3. ACKNOWLEDGEMENT
The successful completion of any task would be incomplete without mentioning the names
of the persons who helped to make it possible. I take this opportunity to express my gratitude in
few words and respect to all those who helped me in the completion of this summer project.
I express my deep gratitude to Dr. S. R. S. SAM PAUL, Chairman & Managing
Director, Christ College of Engineering & Technology.
I am extremely grateful to our Principal Dr. A. RAVICHANDRAN for providing
necessary and essential facilities to do this project work.
I would like to extend my sincere thanks to Dr. L. J. SOUNDARARAJAN, Professor,
and Department of management studies, for his encouragement, support and guidance to
complete this project work successfully.
I express our sincere thanks and deep sense of gratitude to Mr. A. ANBAZHAGAN,
Head of the Department of Management Studies for providing me with an opportunity to study
and for his encouragement, support and guidance to complete this project work successfully.
I express a deep sense of gratitude to my Guide Mr. A. ANBAZHAGAN, Faculty,
Department of Management Studies, for his support, motivation and constant guidance to
complete the project work successfully
I convey my heartiest thanks to MR. C. SENTHIL KANNAN CHIEF EXECUTE OFFICER
ADHI SAKTHI PROJECT who kindly granted permission to do this project work in his
esteemed organization.
Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for
giving timely advice in all the ways and in all aspects for the success of this project work.
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4. TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
I INTRODUCTION 1
II REVIEW OF LITERATURE 20
III OBJECTIVES OF THE STUDY 31
IV RESEARCH METHODOLOGY 33
V DATA ANALYSIS AND INTERPRETATION 36
VI FINDINGS OF THE STUDY 61
SUGGESTION AND
VII 63
RECOMMENDATIONS,CONCLUSION
VIII SCOPE AND LIMITATIONS 64
APPENDIX
BIBLIOGRAPHY
QUESTIONNAIRE
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5. LIST OF TABLES
S.no TABLE NAME Page No
5.1 Table showing age of respondents 36
5.2 Table showing gender of respondents 37
5.3 Table showing qualification of the respondent 38
5.4 Table showing experience of respondent. 39
5.5 Table showing marital status of respondent 40
5.6 Table showing monthly income of respondent. 41
5.7 Table showing sort of workers respondent. 42
5.8 Table showing provision of safety equipment 43
5.9 Table showing family welfare facilities . 44
5.10 Table showing medical facilities 45
5.11 Table showing medical treatment 46
5.12 Table showing environment condition 47
5.13 Table showing uniform system 48
5.14 Table showing education facility 49
5.15 Table showing extra curricular activities 50
5.16 Table showing level of motivation given to employee 51
5.17 Table showing expected rest hour 52
5.18 Table showing working in night shift 53
5.19 Table showing drinking water facilities 54
5.20 Table showing preventive and guidance chart 55
Table showing weighted average for rank the welfare facilities
5.21. 56
provided in the organization
5.22 Table showing weighted average for rank the infra structural facilities 57
Table showing Chi-square Experience and sort of worker classification
5.23 59
of respondents
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6. LIST OF CHARTS
S.no CHART NAME Page No
5.1 Table showing age of respondents 36
5.2 Table showing gender of respondents 37
5.3 Table showing qualification of the respondent 38
5.4 Table showing experience of respondent. 39
5.5 Table showing marital status of respondent 40
5.6 Table showing monthly income of respondent. 41
5.7 Table showing sort of workers respondent. 42
5.8 Table showing provision of safety equipment 43
5.9 Table showing family welfare facilities . 44
5.10 Table showing medical facilities 45
5.11 Table showing medical treatment 46
5.12 Table showing environment condition 47
5.13 Table showing uniform system 48
5.14 Table showing education facility 49
5.15 Table showing extra curricular activities 50
5.16 Table showing level of motivation given to employee 51
5.17 Table showing expected rest hour 52
5.18 Table showing working in night shift 53
5.19 Table showing drinking water facilities 54
5.20 Table showing preventive and guidance chart 55
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7. CHAPTER -I
INTRODUCTION OF THE STUDY:
EMPLOYEE WELFARE
Employee welfare defines as “efforts to make life worth living for workmen”. These
efforts have their origin either in some statute formed by the state or in some local custom or in
collective agreement or in the employer’s own initiative.
To give expression to philanthropic and paternalistic feelings.
To win over employee’s loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment more effective (because these benefits add to job appeal).
Principles of Employee Welfare Service
Following are generally given as the principles to be followed in setting up a employee
welfare service:
The service should satisfy real needs of the workers. This means that the manager must
first determine what the employee’s real needs are with the active participation of
workers.
The service should such as can be handled by cafeteria approach. Due to the difference
in Sex, age, marital status, number of children, type of job and the income level of
employees there are large differences in their choice of a particular benefit. This is
known as the cafeteria approach. Such an approach individualizes the benefit system
though it may be difficult to operate and administer.
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8. The employer should not assume a benevolent posture.
The cost of the service should be calculated and its financing established on a sound
basis.
There should be periodical assessment or evaluation of the service and necessary timely
on the basis of feedback.
Types of Employee Welfare Services
Safety Services
Prevention of accidents is an objective which requires o explanation.
The costs of accidents are enormous in suffering to the injured, in reduction or loss of earnings,
in disabilities and incapacities which afflict those involved and in compensation, insurance and
legal costs, in lost time, filling in reports and attending to enquiries, and in spoilage of materials,
equipment and tools to management.
Accidents are the consequence of two basic factors: technical and human. Technical
factors include all engineering deficiencies, related to plant, tools material and general work
environment. Thus, for example, improper lighting, inadequate ventilation, poor machine
guarding and careless housekeeping are some hazards which may cause accidents. Human
factors include all unsafe acts on the part of employees. An unsafe act is usually the result of
carelessness.
Young and new employees, because of their difficulty in adjusting to the work situation
and to life in general, also have many more accidents than do old and nature workers.
The Phenomenon of Accident Proneness. Some persons believe wrongly in the theory that
certain individuals are accident prone, that is , they have some personality trait as opposed to
some characteristic of the environment which predisposes them to have more accidents than
others in work condition where the risk of hazards is equal to all.
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9. Components of a Safety Service
Among the many components of a safety service the following have proved effective
when applied in combination:
Appointment of safety officer
In big organizations, the appointment of a safety officer to head
The safety department is a must. In small organizations, the personnel manager may look after
the functions of this department. The head of the safety department, who is usually a staff man,
is granted power to inspect the plant for unsafe condition, to promote sound safety practices
(through posters an d safety campaigns), to make safety rules, and to report violations to the
plant manager.
Support by line management
The head of the safety department, whether enjoying a staff or a
functional position, by himself, cannot make a plan safe. His appointment lulls line management
into assuming that all its safety problems have been solved.
Elimination of hazards
Although complete elimation of all hazards is virtually an
Impossibility but following steps can be taken to help reduce them:
Job safety analysis
All job procedures and practices should be analyzed by
an expert to discover hazards. He should then suggest changes in their motion patterns, sequence
and the like.
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10. Placement
A poorly placed employee is more apt to incur injury
than a properly placed employee. Employees should be placed on jobs only after carefully
estimating and considering the job requirements with those which the individual apparently
possesses.
Personal protective equipment
Endless variety of personal safety equipment is available
Nowadays which can be used to prevent injure
Safeguarding machinery
Guards must be securely fixed to all power driven
machinery.
Materials handling
Though often ignored, the careless handling of heavy and
An inflammable material is an important source of several injuries and fire.
Hand tools
Minor injuries often result from improperly using a good
tool or using a poorly designed tool. Therefore, close supervision and instruction should be
given to the employees on the proper tool to use the proper use of the tool.
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11. Safety training, education and publicity
Safety training is concerned with developing safety skills,
whereas safety education is concerned with increasing contest programmes, safety campaigns,
suggestion awards, and various audiovisual aids can be considered as different forms of
employee education.
Safety inspection
An inspection by a trained individual or a committee to detectEvidence of possible safety
hazards (such as poor lighting, slippery floors, unguarded machines, faulty electrical
installations, poor work methods and disregard of safety rules) is a very effective device to
promote safety.
Health Services
The prevention of accident constitutes only on segment of the function of employee
maintenance. Another equally important segment is the employee’s general health, both physical
and mental.
There are two aspects of industrial health services
1. Preventive
2. Curative, the former consists of
3. pre-employment and periodic medical examination,
4. removal or reduction of health hazards to the maximum extent possible,
5. Surveillance over certain classes of workers such as women, young persons and persons
exposed to special risks.
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12. Counseling Services
An employee very often comes across problems which have emotional content. For
example, he may be nearing retirement and feeling insecure or he may be getting promotion and
feeling hesitant to shoulder increased responsibility or he may be worried due to some family
problem.
Employee Welfare in India
The chapter on the Directive Principles of State Policy in our Constitution expresses the
need for labour welfare thus:
1. The State shall strive to promote the welfare of the people by securing and protecting as
effectively as it may a social order in which justice, social, economic and political, shall
inform all the institutions of the national life.
2. The State shall, in particular, direct its policy towards securing:
3. That the citizens, men and women equally, have the right to an adequate means of
livelihood;
4. That the ownership and control of the material resources are so distributed as to subserve
the common good.
1. The State shall make provision for securing just and humane conditions of work
and for maternity relief.
Factories Act, 1948
The principal Act to provide for various labour welfare measures in India is the Factories
Act, 1948. The Act applies to all establishments employing 10 or more workers where power is
used and 20 or more workers where power is not used, and where a manufacturing process is
being carried on.
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13. Employee Welfare Officer
Section 49 of the factories act provides that in every factory wherein 500 or more
workers are ordinarily employed the employer shall appoint at least one welfare officer.
The welfare officer should possess; (i) a university degree; (ii) degree or diploma in
social service or social work or social welfare from a recognized institution; and (iii) adequate
knowledge of the language spoken by the majority of the workers in the area where the factory is
situated.
¯ Supervision
¯ Counseling workers
¯ Advising management
¯ Establishing liaison with workers
¯ Working with management and workers to improve productivity.
¯ Working with outside public to secure proper enforcement of various acts.
Health of Employees
Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors
and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents. Effective arrangements shall be made for the disposal
of wastes and for making them innocuous.
Ventilation and temperature. Effective arrangements shall be made for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their health.
Dust and fume. Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.
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14. Artificial humidification. The State Government shall make rules prescribing standard of
humidification and methods to be adopted for this purpose.
Overcrowding. There shall be in every work room of a factory in existence on the date of
commencement of this act at least 9.9cubic meters and of a factory built after the
commencement of this act at least 4.2 cubic meters of space for every employee.
Lighting. The State Government may prescribe standards of sufficient and suitable
lighting.
Drinking Water. There shall be effective arrangement for wholesome drinking water for
workers at convenient points.
Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, well-
ventilated, conveniently situated and built according to prescribed standards separately
for male and female workers.
Spittoons. There shall be sufficient number of spittoons placed at convenient places in
the factory.
Safety of Employees
Fencing of machinery. All dangerous and moving parts of a machinery shall be securely
fenced. Screws, bolts and teeth shall be completely encased to prevent danger.
Work on or near machinery in motion. Lubrication or other adjusting operation on a
moving machinery shall be done only by a specially trained adult male worker.
Employment of young persons on dangerous machines. No young person shall be
allowed to work on any dangerous machine (so prescribed by the state government)
unless he is sufficiently trained or is working under the supervision of knowledgeable
person.
Device for cutting off power. Suitable device for cutting of power in emergencies shall
be provided.
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15. Welfare of Employees
Chapter V of the factories Act contains provisions about the welfare of employees.
These are as follows:
There shall be separate and adequately screened washing facilities for the use of male and
female employees.
There shall be suitable places provided for clothing not worn during working hours and
for the dying of wet clothing.
There shall be suitable arrangement for all workers to sit for taking rest if they are
obliged to work in a standing position.
There shall be provided the required number of first-aid boxes or cupboard (at the rate of
one for every 150 workers) equipped with the prescribed contents readily available
during the working hours of the factory.
The State Government may make rules requiring that in any specified factory employing
more than 250 employees a canteen shall be provided and maintained by the occupier for
the use of the employee.
There shall be provided sufficiently lighted and ventilated lunch room if the number of
employees ordinarily employed is more than 150.
Restrictions in the Factories Act on the employment of young person’s:
1. Prohibition as to employment of children (Section 67)
No child who has not completed his fourteenth year shall be required or allowed to work in any
factory.
2. Employment of Children and Adolescent (Section 68)
A child who has completed his fourteenth year or an adolescent shall not be required or allowed
to work in any factory unless following conditions are fulfilled:
1. The manager of the factory has obtained a certificate of fitness granted to such young
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16. 2. While at work, such child or adolescent carries a token giving reference to such
certificate.
3. Certificate of fitness (Section 69)
Before a young person is employed in the factory, a certifying surgeon has to certify that such
person is fit for that work in the factory.
Welfare Funds
In order to provide welfare facilities to the workers employed in mica, iron, ore,
manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry, the
welfare funds have been established to supplement the efforts of the employers and the State
Government under respective enactments.
The welfare measures financed out of the funds relate to development of medical
facilities, housing, supply of drinking water, support for education of dependents and recreation,
etc.
Voluntary Benefits
Benefits are also given voluntarily to workers by some progressive employers. These
include loans for purchasing houses and for educating children, leave travel concession, fair
price shops for essential commodities and loans to buy personal conveyance.
Machinery Connected with Employee Welfare Work
1. Chief inspector of Factories
It is the duty of the Chief inspector of factories (who generally works under the administrative
control of the labour commissioner in each state) to ensure enforcement of various provisions of
Factories Act i8n respect of safety, health and welfare of workers.
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17. 2. Central Labour Institute
The institute was set up in Bombay in 1966 to facilitate the proper implementation of the
Factories Act, 1948; to provide a centre of information for inspectors, employers, workers and
others concerned with the well being of industrial labour and to stimulate interest in the
application of the principles of industrial safety, health and welfare.
3. National Safety Council
The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the
Union Ministry of Labour and Rehabilitation, Government of India, as an autonomous national
body with the objective of generating developing and sustaining an movement of safety
awareness at the national level.
4. Director General of Mines Safety
The Director General of Mines Safety enforces the Mines Act, 1952. He inspects electrical
installation and machinery provided in the mines and determines the thickness of barriers of 2
adjacent mines in order to prevent spread of fire and danger of inundation.
Appraisal of Welfare Services
1. One of the main obstacles in the effective enforcement of the welfare provisions of the
Factories Act has been the quantitative and qualitative inadequacy of the inspection staff.
2. at present, a labour welfare officer is not able to enforce laws independently because he
has to work under the pressure of management.
3. Women workers do not make use of the crèche facilities either because they are
dissuaded by the management to bring their children with them or because they have to
face transport difficulties.
National Commission on Employee Recommendations
1. The statutory provisions on safety are adequate for the time being effective enforcement
is the current need.
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18. 2. Every fatal accident should thoroughly be enquired into and given wide publicity among
workers.
3. Employers should play a more concerted role in safety and accident prevention
programme and in arousing safety consciousness.
4. Safety should become a habit with the employers and workers instead of remaining a
mere ritual as at present.
5. Unions should take at least as much interest in safety promotion as they take in claims for
higher wages.
SOCIAL SECURITY
The connotation of the term “Social Security” varies form country to country with
different political ideologies. In socialist countries, the avowed goal is complete protection to
every citizen form the cradle to the grave.
There are some components of Social Security:
Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and
Survivor’s benefit
Social Securities may be of two types
1. Social assistance under which the State finances the entire cost of the facilities and
benefits provided.
2. Social insurance, under the State organizes the facilities financed by contributions form
the workers and employers, with or without a subsidy from the state.
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19. Social Security in India
At present both types of social security schemes are in vogue in our country. Among the
social assistance schemes are the most important.
The social insurance method, which has gained much wider acceptance than the social
assistance method, consists of the following enactments.
The workmen’s Compensation Act, 1961.
The Employee’s State Insurance Act, 1948.
The employees’ State Insurance Act, 1948.
The Maternity Benefit Act, 1961.
Employees’ compensation Act, 1923
a. Coverage. This Act covers all workers employed in factories, mines, plantations, transport
undertakings, construction works, railways, ships, circus and other hazardous occupations
specified in schedule II of the Act.
The Act empowers the State Government to extend the coverage of the Act by adding any
hazardous occupation to the list of such occupations is schedule II.
1. Administration. The Act is administered by the State Government which appoints
Commissioners for this purpose under sec. 20 of the Act.
2. Benefits. Under the Act, compensation is payable by the employer to a workman for all
personal injuries caused to him by accident arising out of and in the course of his
employment which disable him for more than 3 days.
2. Employees’ State Insurance Act, 1948
1. Other than seasonal factories, run with power and employing 20 or more workers.
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20. 2. Administration. The Act is administered by the ESI corporation, an autonomous body
consisting of representatives of the Central and State Governments, employers,
employees, medical profession and parliament.
3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark
in the history of social security legislation in India.
1. Medical Benefit. An insured person or (where medical benefit bas been extended
to his family) a member of his family who requires medical treatment is entitled
to receive medical benefit free of charge.
2. Sickness Benefit. An insured person, when he is sick, is also entitled to get
sickness benefit at the standard benefit rate corresponding to his average daily
wage.
3. An insured woman is entitled to receive maternity benefit (which is twice the
sickness benefit rate) for all days on which she does not work for remaining
during a period of 12 weeks of which not more than 6 weeks shall precede the
expected date of confinement.
4. The Act makes a three-fold classification of injuries in the same way as is done in
the workmen’s compensation Act.
5. Dependant’s Benefit. If an insured person meets with an accident in the course
of his employment an dies as a result thereof, his dependants, i.e. his widow,
legitimate or adopted sons and legitimate unmarried daughters get this benefit.
3. The Maternity Benefit Act, 1961
Maternity benefit is one of the important benefits provided under the
Employees State Insurance Act, 1948. Another important legislation in this respect is the
Maternity Benefit Act, 1961. The Act covers only those persons who are not covered by the
Employees State Insurance Act. The Act entitles a woman employee to claim maternity leave
from her employer if she has actually worked for a period of at least 160 days in the 12 months
immediately proceeding the day of her expected delivery.
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21. The act further provides for the payment of medical bonus of Rs. 250 to the confined woman
worker.
The committee on the status of women in India 1974 has, there fore,
recommended the following changes in the Act:
1. The administration of the fund should follow the pattern already established by the ESIC.
2. For casual labour a minimum of 3 months of service should be considered as
qualification service for this benefit.
3. This will provide greater incentive to women workers to participate in trade union
activities.
1. The Payment of Gratuity Act, 1972
1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and railway
company and to every shop or establishment in which 10 or more persons are employed,
or were employed, on any day of the preceding 12 months.
2. Administration. The Act is administered by a controlling authority appointed by the
appropriate Government.
3. Benefits. Under the Act gratuity is payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five years. The
completion of continuous service of five years is, however, not necessary where the
termination of the employment is due to death or disablement Gratuity is payable at the
rate of 15 days’ wages based on the rate of wages last drawn by the employee for every
complete year of service or part thereof in excess of six months. But the amount of
gratuity payable to an employee shall not exceed Rs. 3.5 lakh.
4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For this
purpose is required either (i) to obtain insurance with the Life Insurance Corporation, or
(ii) to establish a gratuity fund. Thus it is his liability to pay the premium in the first case
to make the contribution in the second case.
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22. CHAPTER -I
COMPANY PROFILE
ADHI SAKTHI PROJECTS has been launched with the vision to provide complete range of
plants, machineries and automation required for the health and beauty care industries.
The complete range of machineries is made available under one roof right from processing
equipments to packaging machinery. The company is unique by the virtue of its business process
and the range of equipments being manufactured. Since the projects are executed by us with the
single point responsibility the customers are rest assured for their dream projects come true with
ease and comfort. ADHI SAKTHI PROJECTS has its own manufacturing facility spread in
45,000 sft with a covered space of 12,000 sft located in Pondicherry, India .
The company is adequately staffed with trained Design, Production and Quality Engineers,
Diploma and ITI technicians. Inhouse tool room helps us handle wide variety of jobs at a time.
Direct exports are done by the company to countries like Bangladesh, Angola, Oman etc.
The company is founded and headed by C.SenthilKannan, a mechanical engineer with post
graduation in business administration. Sri.S.A.Saravanen, a mechanical engineer with rich
industrial experience heads the factory. The company is having its sales and service office at
Hyderabad.
ADHI SAKTHI PROJECTS works as a sales partner for the ENERCON brand induction sealing
machines in the southern part of India. The company is CRISIL rated for its performance.
With a strong team of creative engineers coupled with a sound technical setup, we, Adhi Sakthi
Projects, offer a wide selection of engineering products for various industries. Based in Chennai,
we are one of the prominent manufacturers and suppliers of high quality machines and
equipments such as tube filling and sealing machines, pilot plants, container / bottle filling
and capping machines, creams & ointments manufacturing facility, soaps & detergent
lines, soap wrapping machines, etc. We take great pride in knowing that our products set the
standards for performance and reliability all around the globe.
Our strong customer-focused approach and a continuous quest for quality enable us to sustain a
leadership position in our arena. Right from the very first day of our inception, we have been
working to deliver only that range of products like tube sealing machines, etc. that are capable of
yielding best results at a highly economical operating and maintenance cost.
Our capability to ensure timely deliveries further provides us a leading edge over the other
players operating in our arena. Our active research and development division continuously
monitors the emerging requirement of the market and develop the products accordingly.
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23. What We Offer
Adhi Sakthi Projects is a prominent manufacturer and supplier of high quality engineering goods
for varied industrial applications. Our catalog of products includes:
Soaps & Detergent Lines:
o Sigma Mixer
o Vacuum Plodder
o Soap Plodder/Extruder/Noodler
Soap Wrapping Machines:
o Innovative Ferguson Indexing Mechanism
o Cut Wrapper Soap Wrapping Machine
o PLC Based Photo Control System
Pilot Plants:
o Pilot Cream Mixing Facility
o Supporting Kettles
o Semi Contra Rotary Mixer
o Pilot Cream Mixing Facility
Tube Filling Machines / Tube Sealing Machines:
o ASPRO Maxi - Double Head
o ASPRO Micro - Single Head
o ASPRO Mini - Single Head
o ASPRO Mega - Four Head
Container/Bottle Filling & Capping Machines:
o Fully Automatic GMP Model Container Filling & Capping Machine
o Viscous Cream Filling Machine
o Semi Automatic Liquid Filling Machine
o Creams & Ointments Manufacturing Facility
Special Machines:
o Powder Manufacturing Facility
o Horizontal Flow Wrapping Machine
o Carton Stacking Machine
o Automatic Container Filling & Capping Machine
Turnkey Projects
We also undertake turnkey projects to create the facility of manufacturing, filling and packing of
the following:
Fairness Creams & Cold Creams
Pain Relief Ointments
Tooth Paste
Shampoo & Gels
Toilets Soaps
Detergent Bars & Powders
Scouring Bars & Powders
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24. The scope involves design of layouts, capacity calculation, line engineering, supply of
equipments, erection and commissioning of the complete project.
Assured Quality
Quality has been our paramount objective since our inception and we maintain a stringent quality
policy for protecting customer's integrity. We follow a well defined system of quality control at
every level of our process to ensure a flawless production. Every stage, right from the initial
stage of drawings and designing to the production and finishing, is individually supervised by
experts having decades of experience behind them. Produced by following stringent quality
control measures, our products are prized everywhere for their quality, durability, reliability and
dependability.
Adhi's Cutting Edge
A state-of-the-art production unit loaded with modern machines
Team of technically sound workers to design unbeatable products
Strict compliance of internationally accepted production norms
On-time deliveries and client satisfaction: our priority
Meeting the exacting requirements of the customers and standards of the industry
Regular investment to promote knowledge in the area of technical development, research
and production.
Our Prestigious Clients
Emami
Hindustan Lever Limited
Power
Godrej
SaraLee
CavinKare
Ashwini Hair Oil
Cholayil
Caplin Point Laboratories Ltd.
Tupperware
Henkel
Ayur
Santara
Samed
Jyothy Laboratories Limited
The Madras Pharmaceuticals Ltd. and many more.
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25. Our International Clients
Hindustan Unilever - Bangladesh
Hemas - SriLanka
National Detergent Company - Oman
Golfrate - Angola
Ethical Drugs Ltd. - Bangladesh
Rapi Soap & Detergent - Ethiopia.
Company Profile
Tube filling machines, tube sealing machines, pilot plants, pilot cream mixing facility,
supporting kettles, semi contra rotary mixer, container capping machines, bottle capping
machines, bottle filling machines, container filling machines, fully automatic gmp model,
container filling & capping ...
Exporter / Importer / Service Provider / Manufacturer
Business Type :
/ Wholesaler/Distributor / Supplier / Trading Company
Year Established : 2004
No. Of Employees : 100
Annual Turnover : Rs 10 Lakhs
Website : http://www.adhisakthi.com
Tube filling machines, tube sealing machines, pilot plants,
pilot cream mixing facility, supporting kettles, semi contra
Products Distributing and
rotary mixer, container capping machines, bottle capping
Exporting and Supplying and :
machines, bottle filling machines, container filling
Trading and Manufacturing
machines, fully automatic gmp model, container filling &
capping mach...
Fairness creams & cold creams turnkey projects, pain
relief ointments turnkey projects, tooth paste turnkey
projects, turnkey projects, shampoo & gels turnkey
Services :
projects, toilets soaps turnkey projects, detergent bars &
powders turnkey projects, scouring bars & powders
turnkey projects
25

26. CHAPTER II
REVIEW OF LITERATURE
2.1 DEFINITION OF EMPLOYEE WELFARE
The ILO (International Labour Organization) defined, “welfare as a term which is
understood to include such services and amenities as may be established in or the vicinity of
undertaking to perform their work in healthy, congenial surrounding and to provide them with
amenities conductive to good health and high morale”.
According to Arthur james Todd, “welfare as anything done for the comfort or
improvement and social of the employees over and above the wages paid, which is not a
necessity of the industry”.
2.1.1 MEANING OF EMPLOYEE WELFARE
Employee welfare means, such services, facilities and amenities such as canteens, rest and
recreation facilities, arrangement for travel to and for the accommodation of workers employed
at a distance from their home, and such other services, amenities and facilities including social
security measures as contribute to improve the condition under which workers are employed.
2.1.2 CONCEPT OF EMPLOYEE WELFARE
Employee welfare may be viewed as a total concept, as a social concept and a relative
concept. The total concept is a desirable state of existence involving the physical, mental, moral
and emotional well-being. The social concept of welfare implies, of man, his family and his
community.
The relative concept of welfare implies that welfare is relative in time and place. Employee
welfare implies the setting up of minimum desirable standards and the provision of facilities like
health, food, clothing housing, medical allowance, education, insurance, job security, such as to
safeguard his health and protect him against occupational hazards. The worker should also be
equipped with necessary training and a certain level of general education.
26

27. 2.1.3 WORKER’S EDUCATION
Reading room, circulating library, visual education; literary classes, adult education,
social education; daily news review; factory news bulletin; cooperation with workers in
education services.
Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural.
2.1.4 INTRA-MURAL FACILITIES
Intra-mural activities consist of facilities provided within the factories and include
medical facilities, compensation for accidents, provision of safety measures, activities relating to
improving of employment, and the like.
2.1.5 EXTRA-MURAL FACILITIES
Extra-mural activities cover the services and facilities provided outside the factory such
as housing accommodation, indoor and outdoor recreational facilities, amusement and sports,
educational facilities for adults and children and the like.
It may be stated that the welfare activities may be provided by the employer, the
government, non-government organizations and the trade unions. What employers provided will
be stated later, the activities undertaken by other agencies are mentioned here.
2.1.6 WELFARE FACILITIES BY THE GOVERNMENT
With a view to making it mandatory for employers, to provide certain welfare for their
employees, the government of India has enacted several laws from time. These laws are the
factories act, 1948; the mines act, 1952; the plantation labour act 1951; the bid and cigar workers
(conditions of employment) act 1966; and the contract labour (regulation and abolition) act,
1970. another significant step taken by the central government has been established in coal
,mica, iron-ore, limestone and dolomite mines. The welfare activities covered by these funds
include housing, medical, educational and recreational facilities for employees and their
dependents.
27

28. 2.1.7 WELFARE ACTIVITIES BY THE TRADE UNION
Labour union have contributed their share for the betterment of the employees. Mention
may be made here of the textile labour association of headband and the railway men’s union and
the mazdoor sabha of kanpur, which have rendered invaluable services in the field of labour
welfare. The welfare activities of the textile labour association. Ahmedabad,are worth nothing.
2.1.8 WELFARE WORK BY VOLUNTARY AGENCIES
Many voluntary social-service agencies have been doing useful labour-welfare work.
Mention may be made of the Bombay social service league, the seva sadan society, the maternity
and infant welfare association, the YMCA, the depressed classes mission society and the
women’s institute of Bengal. The welfare activities of these organization of recreation and
sports for the working class.
STATUTORY AND NON-STATUTORY
Welfare activities may also be classified into (i) statutory and (ii) non-statutory
provision.
2.2 STATUTORY EMPLOYEE WELFARE FACILITIES
Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of the
workers.
1) Washing Facilities (Sec.42)
According to sec. 42 every factory shall provide adequate and suitable washing facilities,
separately screened for male and female workers, conveniently accessible and clean
2) Storing and Drying Cloth (Sec.43)
According to sec. 43, every factory shall provided a place for keeping the clothes which
are not worn during working hours and drying of wet clothes.
28

29. 3) Sitting Facilities (Sec. 44)
Every factory shall provide for suitable arrangements for sitting for all workers obliged to
work in a standing position.
4) First Aid Facilities (Sec.45)
For every 150 workers, there must be readily accessible and well equipped first – aid box.
This box must contain the prescribed contents and it must be in charge of a responsible person
who holds a certificate in first – aid. Where more than 500 workers are employed an ambulance
room shall be provided and maintained.
5) Canteen (sec. 46)
Every factory where 250 workers are employed, the occupier has to maintain a canteen
for the use of workers.
6) Shelter, Rest and Lunch Rooms (Sec.47)
In every factory where in 150 workers are employers are employed, the occupier shall
provide shelter, rest rooms and lunch rooms.
7) Lighting sec(17)
The RBL must be employed in located things is sight. In every part of a manufacturing
process where workers are working or passing, there provided and maintained sufficient and
suitable light, natural artificial both.
8) Drinking water (sec18)
The RBL working place is so hard, employees are need to emphasize the important of
providing liberals supply of cool and pure water. The lay down that in every places effective
arrangement must be made to provide and main at suitable place conveniently situated for all
workers employed there in a sufficient supply of drinking water. The water pumps are
situating for five places in factory.
29

30. 2.3 NON – STATUTORY EMPLOYEE WELFARE FACILITIES
1) Educational Facilities
Educational facilities are important that the children of the workers should be provided
with educational facilities.
2) Medical Facilities
Employers, whether in private or in public sectors have been providing medical facilities
for their workers and their families. Besides general medical treatment and health-care, separate
arrangements for specialist treatment for diseases like T.B. cancer, leprosy, and mental disease.
3) Transport Facilities
Transport facilities to workers residing at a long distance are essential to relieve them
from strain and anxiety. Such facilities also provide greater opportunity for relaxation and
recreation and help in reducing the rater of absenteeism.
4) Recreation Facilities
Recreation facilities afford the worker an opportunity to develop his sense of physical
and mental discipline. It has an important bearing on the individual’s personality as well as his
capacity to contribute to social development.
5) Housing Facilities
Some of the industrial employers both in public and private sector have provided housing
facilities to their employees. The company also renders assistance to the co-operative housing
societies formed by its employees.
Training and development
The RBL’s various employee improvement conducts the various places
and various programmers. This main motive is improving the employee moral,
knowledge and skill also to get g his work.
30

31. DISPENSARY
With the premises of the mill, they provided, first- aid facility in dispensary. They are
providing 24 hours service with duty doctors, pharmacy, bed facilities and ambulance van in case
of emergency. This provided for the workers and his family members.
The manner of execution of subsiding programmers welfare measure
1) Distribution of 1 kg sweets to each of the employees / staff on the occasion of
Deepavali.
2) Provisions of educations allowance of 250% per child per annum and maximum of Rs
500% to each of the employees.
3) Provision of medical allowance of Rs 100 per month for the employees who are not covered
under ESI scheme.
4) Provision of tea allowance of Rs 2.50 pasie per month to all the employees of the society.
5) The society has maintained a trust for the employees group gratuity fund.
6) The society has provided house building advance facilities to the employees.
7) The society has provided motor conveyance advance facilities to the employees.
8) To society has provided encashment of earned leave facilities to the employees.
31

32. 2.4 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES
1) EMPLOYEE WELFARE
By Regina bare
Employee welfare program is based on the management policy which is aimed shaping
perfect employees. There fore the concept of employee welfare includes to aspects namely
physical &mental welfare.
1. applications of merit system or work performance system as the basis for employee
rewarding.
2. providing the retired employees with the old age allowance.
3. employee insurance program to provide the employee with better security.
4. improvement in health security for the employee’s and their families so that they can
work confidently and productively.
2) EMPLOYEE’S WELFARE MEASURES
By Ann Davis, Lucy Gibson
Describes a process through which organizations might seek to implement interventions
relating to employee wellbeing. Emphasizes the importance of a comprehensive needs
assessment both in obtaining the breadth of information needed to design appropriate
interventions and also in providing baseline information against which to evaluate programme
effectiveness. Discusses factors which influence the type of intervention appropriate for a
particular situation and highlights their design implications. Finally, provides guidance on
programme implementation and evaluation, and discusses some of the advantages and
disadvantages of different approaches to tertiary welfare provision.
32

33. 3) EMERALD GROUP PUBLISHING LIMITED
By J. Bruce Prince
Purpose – The employee selection process has generally focused on the near-term
performance potential of internal candidates in filling vacant positions. This research addresses
the potential influence of adding a career development emphasis to the employee transfer
decision process. In a career-focused transfer process the applicants' individual career
development needs and growth opportunities are a key basis for internal selection decisions.
Design/methodology/approach – Using web-based survey methodology, a US financial
services firm is used to evaluate the relationship between the use of career-focused employee
transfer criteria and key employee attitudes.
Findings – The study finds that the use of career-focused processes are positively related
to employees' developmental opportunity satisfaction and perceived support for career
development. Regression analyses finds that these two attitudes mediate the positive relationship
between the use of career-focused transfer criteria and perceived organization support (POS).
Other research efforts (e.g. Allen and Shore) have linked POS to a variety of positive outcomes,
including lower employee turnover. Past research, however, has not considered how specific
human resource practices can be the basis for the development of key attitudes.
Research limitations/implications – This research – while limited due to it cross-sectional
methodology – builds on that stream of research by focuses on the design of the employee
transfer process and how it can be a key practice for achieving a developmental focus and
associated benefits.
Originality/value – The results suggest that focusing on performance potential of
applicants and career-focused criteria are not necessarily antagonistic but can be used jointly to
make internal selection decisions.
33

34. 4) NEEDED WELFARE MEASURES
By ARTHUR CAPPER, Governor
To promote a higher type of citizenship, to insure to every child born in Kansas a record of
birth, an equal share in the paternal care of the government and a recognition of its potential
worth as a future citizen, I recommend the establishment of a division of child hygiene as a part
of the State Board of Health. This new division should take into account the circularizing of the
expectant mother who applies for information, the care of the new-born babe, and the well-being,
health and nurture of the growing child.
In the same general line of public welfare, I recommend the enactment of laws on the
following subjects:
1. To assist needy and worthy mothers by a compensation which shall enable them to care for
dependent minor children at home instead of their being cared for in institutions.
2. To designate certain existing officials to comprise and act as an industrial welfare
committee, with power to establish and enforce wage schedules and to regulate the hours of
women and minors in industry.
3. To provide for the paying of convicts' earnings to their department families, after a sufficient
sum is deducted for the convict's maintenance.
4. To give organized labor the right to select the officers of the State Labor Bureau.
5. To help solve the problem of the unemployed by extending the activities of the free
employment bureau.
6. To strengthen the workmen's compensation act for the better protection of the workers.
7. To promote the safety and safeguard the interests of railroad men and the traveling public.
34

35. 2.5 TYPES OF WELFARE ACTIVITIES
The meaning of labour welfare may be made more clear more by listing the activities which
are referred to as welfare measures.
A comprehensive list of welfare activities is given by moorthy in his monumental work on
labour welfare. He divides welfare measures into two broad groups, namely.
1. Welfare measures inside the work place and
2. Welfare measures outside the work place
Each group includes several activities.
I Welfare measures inside the work place
1. condition of the work environment
Neighborhood safety and cleanliness; attention to approaches.
Housekeeping; up-keeping of premises-compound wall, lawns, gardens, and so forth,
egress and ingress, passages and doors; white-washing of walls and floor maintenance.
Workshop (room) sanitation and cleanliness; temperature, humidity, ventilation,
lighting, elimination of dust, smoke, fumes, gases.
Control of effluents.
Convenience and comfort during work. That is, operatives posture, seating arrangements.
Distribution of work hours and provision for rest hours, meal times and breaks.
Workmen’s safety measures, that is maintenance of machines and tools fencing of
machines, providing guards, helmets, aprons, goggles, and firest-aid equipment.
Supply of necessary beverages and p-ills and tables, that is salt tablets, milk, soda.
Notice boards; posters, pictures slogans; information or communication.
35

36. 2) Conveniences:
 Urinals and lavatories, wash basin, bathrooms, provision for spittoons, waste disposal.
 Provision of drinking water; water coolers.
 Canteen services: full meal mobile canteen.
 Management of worker’s cloak rooms, rest rooms, reading rooms, reading room and
library.
II Welfare measures outside the work place
 Housing; bachelor’s quarters; family residences according to types and rooms.
 Water, sanitation, waste disposal.
 Roads, lights, parks, recreation, playgrounds.
 Schools, nursery, primary, secondary and high school.
 Markets, co-operatives, consumer and credit societies.
 Bank.
 Transport.
 Communication; post, telegram and telephone.
 Health and medical services, dispensary, emergency ward, out-patient and inpatient
care, family visiting; family planning.
 Recreation: games; clubs; craft centers; cultural programmers, that is, music clubs;
interest and hobby circles; festival celebrations; study circles, reading room and
library; open air theatre; swimming pool; athletics, gymnasia.
 Watch and ward; security.
 Community services and problems; child, youth and women’s clubs.
36

37. CHAPTER III
OBJECTIVES OF THE STUDY
 To study the safety and welfare measures of the employee.
 To adopt suitable measures for the improvement of employee performance.
 To evaluate the satisfaction level of employee about the work environment.
 To find the level of satisfaction of employee about the facilities given by the company.
 To give suggestions and recommendation for the promotion of welfare measures.
37

38. NEED FOR THE STUDY
 It helps the management to improve the welfare measure facilities and to make workers
participate more effectively towards the work.
 The study helps to find the satisfaction level of welfare measure provided.
 This study gives a good support for improving the performance of employees.
 This study provides me a practical exposure to upgrade my knowledge.
38

39. CHAPTER IV
RESEARCH METHODOLOGY
4.1 Research
The advanced learner’s dictionary of current English as “a careful investigation or inquiry
especially through search for new facts in any branch of knowledge”
Redman and more define research as a “systematized efforts to gain new knowledge”
Research design:
A plan of proposed study prepared by a researcher stating the research activities to be
performed in this proposed study before he undertakes his research work is called “Research
Design”.
Defining the population:
The total employees working in the organization is 100.
Sampling plan:
Out of 100 employees this study was carried out taking into the account of only
60 employees.
.
4.2 Data used:
Both primary data and secondary are used in this study.
4.3 Data collection method:
A survey method is used to collect the data Questionnaire.
Type of question:
The following are the type of questions which are used in this research.
39

40. 1. Dichotomous question
Dichotomous question are type of question normally, two option such as yes/no.
2. Multiple choice questions:
This type of questions more than two options to express the employee’s view.
Filed-work
The field work of study was done at ADHI SAKTHI PROJECT
PUDUCHERRY.
Period of survey:
The period of survey was nearly 1 month.
4.4 Description of statistical tool used:
According to this project, there are two statistical tools used. They are
1) Percentage analysis:
The percentage method was extensively used for analysis and interpretation. It can be
generally calculated as follows
Number of respondents favorable
_______________________________ X 100
Total No. of respondents
40

41. 2) Weighted average method:
Weighted arithmetic mean analysis was done to find out the relative importance of
certain, job, rating to trainer
W1x1
X = _______
W
Where
W – Total No. respondents
W1 – No of respondents
X1 – rating given by the respondents.
3) CHI-SQUARE TEST:
Chi-square test to compare the relationship between the two variables.
Formula
2
= (O-E)
_______
E
O- Observed value
E- Expected value
There are many situations in which it is not possible to make any rigid assumption about
the distribution of the population from which samples are being drawn.
41

42. CHAPTER V
DATA ANALYSIS AND INTERPRETATION
Table No:5.1
Age Group
Number of
S.NO Age group % of Respondents
Respondents
1 below 25 28 46.7
2 26-30 20 33.3
3 31-35 10 16.7
4 35&above 2 3.3
Total 60 100
Chart 5.1
age
30
25
20
15
10
5
0
Below 25 26-30 31-35 35& above
INTERPRETATION:
In industrial sector workers are working in different age group starting from Below 25
to 35& above years. So, the age factor of workers determine their involvement, concentration
and performance. The above table points out that, most of the respondents 46.7% are in the age
group of Below 25, 33. 3% of respondent are in the age of 26-30 ; 16.7% of respondent are in
the age of 31-35; 3.3% of respondent are in the age of 35% above.
42

43. Table No: 5.2
Respondents Sex
Number of
S.No Sex % of Respondents
Respondents
Male 58 96.7
1
Female 2 3.3
2
Total 60 100
Chart 5.2
Respondents Sex
70
60
50
40
30
20
10
0
Male Female
INTERPRETATION:
Most of the respondents (96.7%) are in sex group of male.(3.3%) of respondents are in
sex group of female.
43

44. Table No: 5.3
Respondents Qualification
% of
S.No Qualification Number of Respondents
Respondents
1 H.S.C 5 8.3
2 Diploma 26 43.3
3 I.T.I 25 41.7
4 U.G 3 5
5 P.G 1 1.7
Total 60 100
Chart 5.3
30 Qualification
25
20
15
10
5
0
H.s.c Diploma I.T.I U.G P.G
Interpretation:
The above table shows that, most of the respondents (1.7%) have studied P.G,( 5%)of the
respondents have studied U.G.(.41.7%)of the respondents have studied ITI (43..%) of the
respondents have studied diploma and (8.3%) of the respondents have studied in H.sc.
44

45. Table No: 5.4
Respondents Experience
Number of % of
S.No Experience
respondents Respondents
1 below 1yrs 27 45
2 1-3yrs 25 41.7
3 3-6yrs 6 10
4 Above 6yrs 2 3.3
Total 60 100
Chart 5.4
Experience
30
25
20
15
10
5
0
Below 1yrs 6-Mar
Interpretation
The above table shows that, most of the respondents (45%) have experienced below 1yrs,
41.7% of the respondents have experienced 1-3yrs, 10% of the respondents have experienced 3-
6yrs and 3.3% of the respondents have experienced above Above 6 yrs.
45

46. Table No: 5.5
Respondents Marital Status
S.No Marital status Number of Respondents % of Respondents
1 Married 24 40
Unmarried 36 60
2
Total 60 100
Chart 5.5
Marital status
40
35
30
25
20
15
10
5
0
Married Unmarried
Interpretation
The above table shows that, most of the respondents (40%) have unmarried, (60%) of
the respondents are married.
46

47. Table No:5.6
Respondents Monthly income
S.No Monthly Income No of respondents % of respondents
below 5000 33 55
1
5001 to 10000 17 28.3
2
10001 to 15000 10 16.7
3
15001 to 20000 Nil Nil
4
20001 and above Nil Nil
5
Total 60 100
Chart 5.6
Monthly income
35
30
25
20
15
10
5
0
Below 5000 5001 to 10000 `10001 to
15000
Interpretation
From the above table it is observed that salary level of Below 5000 and
66% of the respondents.
47

48. Table No: 5.7
Respondents Sort of Workers
S.No Sort of workers No of respondents % of respondents
1 Temporary 35 58.3
2 Permanent 25 41.7
Total 60 100
Chart 5.7
Sort of Workers
40
35
30
25
20
15
10
5
0
Temporary Permanent
Interpretation
From the above table shows sort of workers most of the respondents (58.3%) got temporary.,
41.7% are permanent.
48

49. Table No: 5.8
Safety equipment
% of
S.No Safety equipment Number of Respondents
Respondents
1 Cap 0 0
2 Helmet 0 0
3 Over coat 3 5
4 Shoes 13 21.7
5 Gloves 42 70
6 Eye glass 2 3.3
Total 60 100
Chart 5.8
Safety equipment
45
40
35
30
25
20
15
10
5
0
Over coat Shoes Gloves Eye glass
Inference:
From the above table it is found that 5% and 21.7% respondents are expecting over coat.
And Shoes,3.3% respondents are eye glass and 70% respondents are expecting Gloves , from the
Management.
49

50. Table No: 5.9
Family Welfare Facility
% of
S.NO Family welfare facility No of respondents
Respondents
Education allowance 0 0
1
Family group Insurance 0 0
2
EPF 27 45
3
4 Holiday compensation 13 21.7
Vehicle loans 16 26.6
5
6 Housing loan 4 6.7
Total 60 100
Chart 5.9
Family welfare
30
25
20
15
10
5
0
EPF Vehicle loans
Inference:
From the above table it is found that 45% respondents are satisfied with EPF, 21.7%
respondents are Holiday compensation, 26.6% respondents are Vehicle loan and 6.7 are Housing
loan welfare facility provide by the organization.
50

51. Table No: 5.10
Medical Facility
No of % of
S. No Medical facility
respondents respondents
1 First aid 24 40
2 Ambulance 10 16.7
3 Treatment charges 24 40
4 Other specify 2 3.3
Total 60 100
Chart 5.10
Medical facilities
30
25
20
15
.
10
5
0
First aid Ambulance Treatment charges Other specify
Interpretation
From the above table it is found that 40% respondents are provided with first aid, 16.7%
respondents provided with ambulance & 40% respondents are provided with treatment charges
and 3.3% respondent are expecting other facility from the management.
51

52. Table No: 5.11
Respondents opinion on Treatment
S.NO Treatment No of respondents % of respondents
Good 32 53.3
1
2 Normal 24 40
3 Poor 1 1.7
4 No opinion 3 5
Total 60 100
Chart 5.11
opinion on Treatment
35
30
25
20
15
10
5
0
Good Poor
Interpretation
The above table shows that the respondents (53.3%) says that, the treatment is Good, 40%
of respondents says that it is Normal. 1.7% of respondents says that treatment is poor 3% of the
respondents says that treatment is No opinion.
52

53. Table No: 5.12
Environment Condition
S. No Environment condition No of respondents % of respondents
1 Pleasant condition 5 8.3
2 Proper Ventilation 5 8.3
3 Fresh air 4 6.7
4 Guidance from superiors 20 33.4
5 All 26 43.3
Total 60 100
Chart 5.12
30 Environment Condition
25
20
15
10
5
0
Pleasant condition Proper Ventilation Fresh air Guidance from All
superiors
Inference:
Most of the respondents are satisfied with working environment condition.
53

54. Table No: 5.13
Respondents Uniform system
S.No Uniform System No. of respondents % of respondents
1 No difference is identified 23 38.3
Maintain equality among
22 36.7
2 all
3 Provide social security 5 8.3
4 No opinion 10 16.7
Total 60 100
Chart 5.13
25 Uniform system
20
15
10
5
0
No difference is Maintain equality Provide social No opinion
identified among all security
Inference:
The above table explain that, the respondents (38.3%) says that they feel No difference is
identified on wearing the uniform, 36.7% says that they maintain equality among all. 8.3% of
respondents says that they provide social security and 16.7% says that they have no opinion.
54

55. Table No: 5.14
Education Facilities
No of % of
S.No Education facilities
Respondents Respondents
1 Library 0 0
2 Free computer training 0 0
3 Reading room 28 46.7
4 Daily news review 32 53.3
Total 60 100
Chart 5.14
Education facilities
33
32
31
30
29
28
27
26
Reading room Daily news review
Inference:
From the above table it is found that 46.7% of respondents are satisfied with Reading room,
and 53.3 % of respondents are satisfied with Daily news review.
55

56. Table No: 5.15
Extra Curricular Activities
No of % of
S.NO Extra curricular activities
respondents respondents
1 Sports 31 51.7
2 Athletic 3 5
Company seminar 5 8.3
3
No opinion 21 35
4
Total 100
Chart 5.15
Extra curricular activities
35
30
25
20
15
10
5
0
Sports Company seminar
Inference:
From the above table it shows that, respondents is common in 51.7% says that sports,
8.3% of respondents says that they have company seminar, 35% of the respondents says that no
opinion.
56

57. Table No: 5.16
Level of Motivation given to employee
S.NO Level of motivation No respondents % of respondents
Very High 34 56.7
1
High 19 31.7
2
Moderate 7 11.6
3
Low 0 0
4
Very Low 0 0
5
Total 60 100
Chart 5.16
Level of motivation
40
35
30
25
20
15
10
5
0
Very High High Moderate Low Very low
Inference:
From the table it infers that 56.7%of respondent are Very high motivated and
31.7% of respondent are high motivated.11.6% of respondent are moderate.
57

58. Table No: 5.17
Respondents of Rest hour
S.No Rest hour No. of respondents % of respondents
1 2 hour once 21 35
2 4 hour once 36 60
3 6 hour once 3 5
Total 60 100
Chart 5.17
Rest hour
40
35
30
25
20
15
10
5
0
2 hour once 4 hour once 6 hour once
Inference:
From the above table it is found that 35% of respondents are expecting 2hour once and 60%
respondents are expecting 4 hours once rest hour and 5% respondents are expecting 6 hours once.
58

59. Table No: 5.18
Working in night shift
S.NO Night shift No of respondents % of respondents
Satisfied 6 10
1
2 Dissatisfied 33 55
3 Highly dis satisfied 17 28.3
4 No opinion 4 6.7
Total 60 100
Chart 5.18
Night shift
35
30
25
20
15
10
5
0
Satisfied Highly dis satisfied
Inference:
The above table shows that, most of the respondents 55% says that they are dissatisfied
while working in night shift and only 10% respondents are satisfied. most of the respondents
28.3%Highly dissatisfied and 6.7% of respondents are in No opinion.
59

60. Table No: 5.19
Level of satisfaction with the Drinking Water
S.NO Drinking water No respondents % of respondents
Highly satisfied 30 50
1
Satisfied 26 43.3
2
3 Neither satisfied nor dissatisfied 4 6.7
Dissatisfied 0 0
4
Highly dis Satisfied 0 0
5
Total 60 100
Chart 5.19
Drinking water facilities
35
30
25
20
15
10
5
0
Highly satisfied neither satisfied nor dissatisfied highly dissatisfied
Inference:
From the table it infers that 93.3% of respondents are satisfied with the drinking water
facility while 6.7% of the respondents have no opinion about the facility.
60

61. Table No: 5.20
Preventive and guidance chart
No of
S.NO Guidance chart % of respondents
respondents
1 Highly satisfied 23 38.3
2 Satisfied 26 43.3
Neutral 6 10
3
4 Dissatisfied 5 8.3
5 Highly dissatisfied 0 0
Total 100
Chart 5.20
Guident chart
35
30
25
20
15
10
5
0
Highly satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied
Inference:-
Out of the 60 respondents surveyed to determine the welfare measure with preventive
guidance chart facility provided by the company. It seen that only 38.5% of the respondents
have shown a highly satisfied, 43.3% of the respondents have shown satisfied, 10% of the
respondents have given their neutral opinion & 8.3% of the resssspondents have shown
dissatisfied.
61

62. Table 5.21.1
WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES
PROVIDED IN THE ORGANIZATION
No. of
NO FACILITY
respondents
1 Safety measures 16
2 Medical facility 13
3 Uniform facility 12
4 Education facility 5
5 Rest room 6
6 Drinking water 8
Formula:
X = WX/W
W = number of respondents
X = rating given by the respondent
Table 5.21.2
RANK WEIGHT X1 WX1 RANK
1 6 16 96 1
2 5 13 65 2
3 4 12 48 3
4 3 5 30 4
5 2 6 12 5
6 1 8 8 6
TOTAL 60 259 4.31667
X = 256/60
=4.31667
Inference:
From the above table most of the respondents are satisfied with welfare facilities given by
organization
62

63. Table 5.22.1
WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES
PROVIDED IN THE ORGANIZATION INFRA STRUCTURAL FACILITY
H.S S Neutral D.S H.D Total
Rest room 12 22 16 7 3 60
Ventilation 16 20 15 5 4 60
Lighting 13 24 12 8 3 60
Toilets 10 24 12 8 6 60
Working
10 30 13 5 2 60
environment
Interpretation:
Weighted average for rank the Infra structural facilities provided in the organization.
Formula:
W1x1
X= ________
W
Where:
W- Total No. respondents
W1- NO of respondents
X1- rating given by the respondents
63

64. Table 5.22.2
X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5
1 5 12 60 16 80 13 65 10 50 10 50
2 4 22 88 20 80 24 96 24 96 30 120
3 3 16 48 15 45 12 36 12 36 13 39
4 2 7 14 5 10 8 16 8 16 5 10
5 1 3 3 4 4 6 6 6 6 2 2
Total 60 213 60 219 60 219 60 204 60 221
W 3.55 3.65 3.65 3.4 3.68
RANK IV II II V I
Inference:
From the above table most of the respondents are satisfied Infra structural facility in
working environment.
64

65. ANALYSIS OF EXPERIENCE OF THE EMPLOYEE’S & DO YOU NEED
A SORT OF WORKER
USING CHI-SQUARE TEST
HO: There is no significant difference between Experiences for the Employee’s & need a sort of worker
H1: There is significant difference between Experiences for the Employee’s & need a sort of worker
Table 5.23.1
OBSERVED FREQUENCY:
Do you Need a
Total
sort of worker
Temporary Permanent
Experience Below 1yrs 16 4 20
1-3 yrs 8 7 15
3-6 yrs 5 8 13
Above 6yrs 2 10 12
Total 31 29 60
Table 5.23.2
EXPECTED FREQUENCY:
Do you Need a
Total
sort of worker
Temporary Permanent
Experience Below 1yrs 6.2 5.8 12
1-3 yrs 4.65 4.35 9
3-6 yrs 4.03 3.77 7.8
Above 6yrs 3.72 3.48 7.2
Total 18.6 17.4 36
65

66. CHI-SQUARE TEST
FORMULA:
= ( 0-E)2 /E
O – Observed value
E – Expected value
O E (0-E)2 (0-E)2/E
16 6.2 96.04 15.49
4 5.8 3.24 0.56
8 4.65 11.22 2.41
7 4.35 7.02 1.61
5 4.03 0.94 0.23
8 3.77 17.89 4.75
2 3.72 2.96 0.80
10 3.48 42.51 12.22
TOTAL 38.07
Calculated value: 38.07
Degree of freedom = (C-1) (R-1)
= (2-1) (4-1)
= 1X3
=3
Table value: 7.815
Ho accepted:
Since calculated value 38.07 for degree of freedom at 5 % level of significant is greater than
the table value 7.815 there fore the hypothesis is not accepted.
66

67. CHAPTER VI
FINDINGS OF THE STUDY
 46.7% of the respondents are belonging to the age group of 35 & above.
 96.7% of the respondents are male.
 43.3% of the respondents are studied Diploma.
 41.7% of the respondents are having above 1-3 years of experience.
 60% of the respondents are unmarried.
 most of the respondents are having 5000 and above of monthly salary.
 58.3% of the respondents are temporary,
 46.2% of the respondents said that treatment provided in dispensary is normal.
 53.3% of the respondents said that treatment provided in dispensary is Good.
 Most of the respondents are satisfied with working environment condition.
 55% of the respondents says that, they are dissatisfied working in night shift.
 50% of the respondents says that , they are highly satisfied drinking water
 In weighted average method most of the employees are satisfied with the rewards given
by the company
 In weighted average method most of the employees are satisfied with the Infra structural
facility in working environment.
67

68. SUGGESTIONS AND RECOMMENDATIONS
The researcher listed out the following suggestion after analyzing the main findings of
this research study.
The employee’s felt that the transport facility is inadequate. The company can arrange
additional transport facility so that the employee’s will be able to come to the company
without much strain.
The manager can adopt various motivation technique to motivate the employee’s working
in night shift.
The company have to increase welfare measures to the employees.
68