Employee Welfare

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Siva Swathi Textiles Pvt.Ltd
HUMAN RESOURCE MANAGEMENT

INTRODUCTION:
Human Resource Management (HRM) is a management function that helps mangers
recruit, select, train and develops members for an organization. Obviously, HRM is
concern with the peoples dimension in organizations.
Human resource management refers to a set of programmes; functions and
activities designed and carried out in order to maximize both employees as well as
organizational effectiveness. It is the process of binding people and organizations together
so that the objectives of each are achieved.
HRM involves the application of management function and principles. The
functions and principles are applied to acquisitioning, developing, maintaining, and
remunerating employees in organizations.
Human resource management means employing people, developing their
resources, utilizing, maintaining and compensating their services in tune with job and
organizational requirements. HR is the most significant factor of production every human
being is born with tremendous potential. HR refers to the knowledge, skills, and beliefs of
an organizations workplace. Enhance their skills, abilities; knowledge in accordance with
the changing requirements of groups, organization and society is the essence of HRD.
Human Resource Development (HRD) is a continuous process to ensure the
development of employee dynamism, effectiveness, competencies and motivation in a
systematic and planned manner. HRD includes potential development, fast achievement,
skill development, ability to reach out, systems development, understanding of
subordinates goals, greater commitment existing and creating climate, developing
integration etc. One of the important mechanisms of HRD is training and development.
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EVOLUTION OF HUMAN RESOURCE MANAGEMENT:

Literature on Human resources management is fairly rich in terms of academic
theories. Success of Henry Ford and his Ford Motors in early twentieth century gave rise
to the term 'Fordism' consisting of the theory that high corporate profitability can be
achieved by high wages to the employees. Even before Ford, Fredrick Winslow Taylor
had propagated the 'scientific management theory' or 'Taylorism' wherein scientific
studies of processes were believed to lead to optimum human resource utilization.
These 'modernistic' theories suffered from one grave drawback - they treated
human beings as homogeneous, ignoring the individual differences in them. Later
academic theories, often referred to as 'post-modernism' attempted to correct this folly by
admitting that human beings are complex and solutions to their problems cannot be
obtained by simple thumb rules. In recent times, the academic theory has given place to
practical applications and HRM experts today specialize in resolving individual problems
of the organization in a step-by-step pattern.
This means focusing on one of the several human resource management processes
enumerated above, beginning from recruitment and ending with performance appraisal.
These days, one of their greatest challenges is managing the process of collective
bargaining, or the 'contract' between employee and the organization in a way that ensures
commitment of the individual towards organizational goals. Another focus of modern
HRM practices is to provide the employees a clear understanding of these organizational
goals.
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SCOPE OF THE HUMAN RESOURCE MANAGEMENT

The scope of HRM is indeed vast. All major activities in the working life of a
worker from the time of his or her entry into an organization until he or she leaves come
under the purview of HRM. Specifically the activities included are HR planning, job
analysis and design, recruitment and selection, orientation and placement, training and
development, performance appraisal and job evaluation, employee and executive
remuneration, motivation and communication, welfare, safety and health, industrial
relations (IR) and the like. For the sake of convenience, we can categories, we can
categorise all these functions into seven sections,
1. Introduction to HRM
2. Employee hiring
3. Employee and executive remuneration
4. Employee motivation
5. Employee maintenance
6. IR, and
7. Prospects of HRM
FEATURES OF HUMAN RESOURCE MANAGEMENT

1.
Human resource management is a part of management discipline.
2.
Human resource management is a process, just like management process.
3.
Human resource management is a continuous process and not a one-stop action.
4.
Human resource management is concerned with people in the organization, both

present and potential.
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5.
Human resource management is directed towards achievement of organizational

objectives by providing tools and techniques of managing people in the
organization effectively.
6.
Human resource management is relevant to all functional areas of a business

organization, such as, production, marketing, finance, research and development,
etc.
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

Objectives are pre-determined goals to which individual or group activity in an
organization is directed. Objectives of personnel management are flounced by
organizational objectives and individual and social goals. Institutions are instituted to
attain certain specific objectives. The objectives of the economic institutions are mostly to
earn profits, and of the educational institutions are mostly impact education and or
conduct research so on and forth. However, the fundamental objectives of any
organization are survival, Organizations are not just satisfied with this goal. Further the
goal of most of the organizations is growth and or profits.
Institutions procure and manage various resources including human to attain the
specific objectives. Thus, human resource are managed to divert and utilize their
resources towards and for the accomplishment of organizational objectives.
The other objectives of human resource management are to meet the needs,
aspirations, values and dignity of individual employees and having due concern for the
socio-economic problems of the community and the country.
(1) To help the organization to attain its goals by providing well-trained and wellmotivated employees.
(2) To utilize the human resources effectively in the achievement of organizational goals.
(3) To enhance job satisfaction and self-actualization of employees by encouraging and
assisting every employee to realize his or her full potential.
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(4) To establish and maintain productive, self-respecting and internally satisfying working
relationships among all the members of the organization.
(5) To bring about maximum individual development of members of the organization by
providing opportunities for training and advancement.
(6) To secure the integration of all the individuals and groups with the organization by
reconciling individual and group goals with those of the organization.
(7) To develop and maintain a quality of work-life which makes employment in the
organization a desirable personal and social situation.
(8) To maintain high employee morale and sound human relations by sustaining and
improving the various conditions and facilities.
(9) To manage change to the mutual advantage of individuals, groups, the organization
and the society.
PRINCIPLES OF HUMAN RESOUCE MANAGEMENT

(1)
Principle of maximum individual development.
(2)
Principle of scientific selection.
(3)
Principle of high morale.
(4)
Principle of dignity of labor.
(5)
Principle of team spirit.
(6)
Principle of effective communication.
(7)
Principle of fair remuneration.
(8)
Principle of effective utilization of human resources.
(9)
Principle of participation.
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(10)
Principle of contribution to national prosperity.
HUMAN RESOURCES
From the national point of view:
Human resources are knowledge, skills, creative abilities, talents and attitudes
obtained in the population.SS
From the view point of an organization:

Human resources represent the people at work. They are the sum-total of the
inherent abilities, acquired knowledge and skills as exemplified in the talents and
aptitudes of its employees.
According to Jucius:
Human resources refer to a whole consisting of inter-related, interdependent, and
interacting physiological, psychological, sociological and ethical components.
According to Sumantra Ghoshal:

Human resources as human capital consisting of three types of capital, namely,
intellectual capital, social capital and emotional capital.
FEATURES OF HUMAN RESOURCE:

(1)
Human resources are heterogeneous.
(2)
Human resources are dynamic and behave differently.
(3)
Human resources have the greatest potential to develop and grow provided the
right climate is provided to them.
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SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT

Human resources are the most precious assets of an organization. They are
activators of non-human resources, means of competitive advantages and source of
creativity provided they are managed effectively. Human resource management, thus, has
great significance.
The significance of human resource management can be discussed at four levels
organizational, professional, social and national.
I. Organizational significance:
(1)
Attracting and retaining the required talent through effective human resource
planning, recruitment, selection, placement, orientation, compensation and
promotion policies.
(2)
Developing the necessary skills and right attitudes among the employees through
training, development, and performance appraisal, etc.
(3)
Securing willing co-operation of employees through motivation, participation,

grievance handling, etc.
(4)
Utilizing effectively the available human resources.
(5)
Ensuring that the organization will have in future a team of competent and
dedicated employees.
II.
Professional significance:
(1) Developing people on continuous basis to meet the challenges of their jobs.
(2) Maintaining the dignity of personnel at the work place.
(3) Providing proper physical and social environment at the work place to utilize the
capabilities of the people effectively.
(4) Providing environment and incentives for developing and utilizing creativity.
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III.
Social significance:
(1) Maintaining balance between jobs and job seekers in terms of job requirements and
job seekers abilities and attitudes.
(2) Providing most productive employment from which socio-psychological satisfaction
can be derived.
(3) Utilizing human capabilities effectively and matching rewards for the contributions
made by people.
(4) Eliminating wasteful organizational and individual practices.
IV. National significance:
(1) Increase in the size and complexity of organizations.
(2) Rapid technological developments like automation, and computerization etc.
(3) Rise of professional and knowledgeable workers.
(4) Increasing proportion of women in the workforce.
(5) Growth of powerful nation-wide trade unions.
BASIC TRENDS IN HRM:
HRM has a significant role to plan in establishing and maintaining a healthy

productive work culture.
Good industrial relation, effective systems of participation and a good collective

bargaining framework is key to success of all other HRM activities.
HRM should cover in its activities the workman and unless workmen receive
attention through systematic HRM activities organizational effectiveness would not
improve significantly.
In the organizational context. HRM is a means for improving effectiveness (In
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terms of better productivity reduction of costs, better generation of internal

resources better profits and better customer service) and not an end in itself.
Further HRM should be a philosophy running thorough all policies and actions of
the organization and not an assemblage of individual programmers.HRM policies
plans and actions should flow from the business strategy of the organization.
Organization may use HRM both as a means of carrying out transactional
activities like recruitment, Training Appraisal, manpower planning etc. and also as an
instrument of changing the culture and motivating employees.
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INTRODUCTION
Employee welfare and social securities
Welfare programs for workers assume special significance in a country like
India where poverty is quite pervasive and where a worker, by himself, is generally
not in a position to create such welfare facilities that can make his life more
pleasant. When the facilities are provided by the employer, it helps in making the
workplace more congenial.
It is a well known fact that many of the problems that arise in the field of
industrial relations such as indiscipline, high turnover, excessive absenteeism, etc.
may be caused by the maladjustment of the workers to the work environment.
Hence, the welfare activities not only increase the comforts of the workers and
improve their standard of living but also help them smoothly adjust to the
environment, reducing displeasure, friction and under-utilization of resources.
It is axiomatic that a stable, well integrated and better satisfied workforce
will help in speedier development and better utilization of resources. If the
working and living conditions are of the welfare measures the workers will be
malcontents and will contribute not towards efficiency but towards problems.
Although the provision of better working and living conditions was earlier
conceived on humanitarian grounds, it was later realized that it leads to increased
productivity, better commitment to work, improved morale and industrial peace.
This is the fundamental thesis that has led to the intervention of the State through
legislation on labor welfare.
Labour welfare is an important fact of industrial relations, the extra
dimension, giving satisfaction to the worker in a way which evens a good wage
cannot. With the growth of industrialization and mechanization, it has acquired
added important. The worker, both in industry and agriculture, cannot cope with
the pace of modern life with minimum sustenance amenities. He needs an added
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stimulus to keep body and soul together. Employees have also realized the
importance of their role in providing these extra amenities. And yet, they are not
always able to fulfill workers demands however reasonable they might be. They
are primarily concerned with the viability of the enterprise.
Labour Welfare, though it has been proved to contribute to efficiency in
production, is expensive. Each employer depending on his priorities gives varying
degrees of importance to labour welfare. It is because the government is not sure
that all employers are progressive minded and will provide basic welfare measures
that it introduces statutory legislation from time to time to bring some measure of
uniformity in the basic amenities available to industrial workers.
Today, employers have generally accepted welfare. The state only intervenes to
widen the area of applicability. It is now accepted that it is a social right. The
committee on labour Welfare (CLW), formed in 1969 to review the labour welfare
scheme, described, it as social security measures that contribute to improve the
conditions under which workers are employed in India. Valid considers it as an
expression of the assumption by industry of its responsibility for its employees.
Though industrial workers are generally better paid, their conditions of work and
often poorer living conditions necessitate more than minimum amenities, and
hence most statutory legislation applies to them.
In a resolution in 1947, the ILO defined welfare as such services, facilities
and amenities as adequate canteens, rest and recreation facilities, arrangements at a
distance from their houses, and such other services, amenities and facilities as
contribute to improve the conditions under which workers are employed, labour
welfare and social security will be dealt with separately. We shall first take up
labour welfare.
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Chief characteristics of labour Work:

i.
It is the work which is usually undertaken within the premises or in

the vicinity of the undertaking for the benefit of the employee and
the members of his family.
ii.
The work generally includes those items of welfare which are over
and above what is provided by statutory provisions or required by
the custom of the industry or what the employed expect as a result of
a contract of service from the employers.
iii.
The purpose of providing welfare amenities is to bring about the

development of the whole personality of the workers his Social,
Psychological,
Economic,
moral,
cultural
and
intellectual
development to make him a good worker a good citizen and a good

number of the family.
iv.
These facilities may be provided voluntarily by the progressive and

enlightened of their own accord out of their realization of social
responsibility towards labour or the statutory laws may compute
them to make provision for these facilities or these may taken up by
the government or the trade unions if they have the necessary funds
with them.
v.
Labour Welfare is a very broad term, covering from social security to

such activities as medical aid, crches, canteen, recreation, housing,
adult education arrangement for transport of labour to and from
workplace to residence.
vi.
It may be noted that not only the intramural but also extra-mural,
statutory as well as non statutory activities under taken by any of the
three agencies- the employers, trade union or the government for the
physical and mental development of a worker, both as a
compensation for wear and tear that the under goes as a part of
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production process and also to enable him to sustain and improve

upon the basic capacity for contribution to the process oh production
which are all species of the longer family encompassed by the term
labour welfare.
Labour Welfare:
It is useful to consider welfare benefits under two basic categories, viz
intra-mural and extra-mural. The following categorization is used by ILO:
Intra-mural
Extra-mural
Drinking water Social insurance (gratuity, pension, PF etc.)

Toilets
Benevolent fund
Crche
Maternity benefits
Washing facilities Health and Medical facilities

Occupational safety Education facilities
Uniforms and protective Housing facilities
Clothing
Shift allowance Recreation facilities
Canteen
Leave travel facilities
Workers cooperatives
Vocational training
Transport to and from place of work.
These facilities and benefits can be further classified into those provided by
legislation and those provided voluntarily by management or as a result of bipartite
settlements between management and the trade unions.
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Classification of Labour Welfare:
Statutory
Voluntary
Mutual
Statutory welfare amenities:

Those which have to be provided irrespective of size of establishment e.g.
drinking water
Those to be provided subject to employment of a specified number of
persons, f g. crche
Again, in the case of certain amenities, there are no minimum standards laid
down as in the sphere of housing, medical treatment, recreation transport and
educational facilities. This is left to the discretion of the employer.
Labour Welfare: Intra-Mural:
Health and medical Facilities: Through E.S.I.
A healthy workforce is of utmost importance to industry. The ILO in its
conventions and recommendations has laid down standards, which have had a
contributory effect on legislation in India. The ILO Convention 25 concerns
sickness insurance and medical facilities to be provided to an insured person while
Convention 103 deals with maternity protection. In its recommendation No. 69 it
set certain norms for medical care. It also emphasized the need for preventive care.
It made recommendations in respect of workers involved in jobs with special risks
no.97 and for occupational health services no. 112. The Royal Commission on
Labour and the Labour Investigation Committee in the pre-independence period
stressed the importance of health facilities and a unified scheme of social
insurance.
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We not consider the several labour welfare benefits both intra-mural and
extramural, voluntary and statutory. The statutory basis is provided by the
Factories Act.
The Factories Act 1948:
The broad areas of coverage under, the Act are health, welfare, safety,
working hours, annual leave Bonus 8.33% with wages and employment. The Act
applies to premises including the precincts thereof where ten or more workers are
employed, with the aid of power or where 20 or more workers are employed
without power.
Before starting a factory and periodically thereafter, the chief inspector of
factories and his staff have to approve safety measures in the plant, including
proper ventilation of noxious fumes and prospective equipment for eyes where
necessary.
A maximum work day of 8 hours is prescribed for adults. A work week of
48 hours is also prescribed. a weekly holiday is also specified as also eligibility of
annual leave with pay after 240 days of employment.
Canteens if there are 250 or more workers, crches if 50 or more women
workers are employed, rest rooms and lunch rooms, shelters in case of 150 or more
workers, ambulance rooms with a qualified doctor and staff if there are 500 or
more workers. Basic amenities like lighting and ventilation are to be provided
whatever the size of the establishment.
Family Planning:
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The five-year plans have laid great emphasis on this programme which has
acquired a sense of urgency, especially in the Fourth Five-year Plan. The CLW
recommended that it should be made part and parcel labour welfare activities.
The CLW has suggested that in view of the enormity of the population
problem, Central and State Government schemes should give recognition to fully
equipped and properly staffed hospitals run by employers. Many employers have
already taken the initiative, especially in plantations and provide incentives such as
priority for housing etc. for participation in family planning schemes.
Canteens:
The ILO, in its Recommendations 102, mentioned this facility and felt that
a competent authority in each country should guide establishments, with regard to
nutrition, hygiene, finance, etc. In India the Factories Act places the responsibility
on State Governments to make rules that in any specified factory with more than
250 workers, a canteen or canteens should be provided and certain standards
should be maintained. Workers should have representation in the management of
the canteens. Each State Government has framed its own rules.
The NCL does not think there is need for the statutory limit in respect of
canteens lo is raised, unless there is an established demand. Also, canteens should
be run on a Contacting help with subsidies. Canteens, it feels, should try provide at
least one balanced meal to workers and allow them credit purchases so that they
make good use of the facility.
Rest facilities:
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This amenity provides & prescribed number of seats on the shop floor and
in rest rooms or shelters. This facility helps to reduce faigue, it enable a worker to
sit down accession ally without only break in his work, and contributes to his
comfort and Efficiency Rest rooms are provided so that works may relax during
their breaks for rest or meal. The can also wait in comfort till the time they start
work particularly before or after like shifter.
Employee labour welfare amenities-Extra-Mural:
Housing:
Recommendation 115 of the ILO states that housing should be a matter of
national policy. Both the Indian Industrial Commission (1918) and the Royal
Commission of industrial workers and suggested various measures. In 1944 the
Labour Investigation Committee reviewed housing conditions in principal urban
areas and found industrial housing far from satisfactory. They felt a clear long-term
housing the Industrial Housing Scheme. The Central Government subsidized the
State Governments to the extent of 12112% on a maximum of Rs.200 per house,
provided the State Government contributed an equal amount.
The response to the scheme was poor. The first Five-Year plan (1951)
suggested it the Central Government should take major responsibility for financing
housing schemes. The sub seized housing scheme for industrial workers was
extended to weaker sections of the community also. It applied to workers under
section 2(1) of the Factories Act, whose wages did not exceed Rs.300 per month
and till they reached a maximum of Rs.500 per month. The scheme provided that
in addition to puce houses, -e State could also provide development plots, skeleton
houses, hostels, dormitories, d buildings at subsidized rates to eligible industrial
workers.
Recreation Facilities:
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Though there is no statutory in this sphere, a good example has been set by
many progressive employers both in the public and private sector like the Tatas,
Hindustan Lever, Telco, Mill Owners Association (Bombay), Hindustan Steel, Air
India, BHEL, LIC, the railway and the Defense Services to name a few. This is in
contrast to the situation 25 years ago, when the provision of facilities for
recreation, sports and cultural activities was made reluctantly. Today, employers
take pride in the extra-curricular achievements of their workers and it is often a
prestige issue.
The facilities provided for recreation, broadly speaking, are determined by the
resources available for this purpose in the enterprise and the importance accorded
to it by the employer. However, the recreational facilities available to industrial
workers are much better organized than those at the disposal of the average citizen.
These facilities are sometimes provided
i.
at the work place or on a
ii.
Community basis.
Transport Facilities:
The growth of industrial states and workshops outside the city has made
commuting a problem for workers. In India, since the public transport system is
not fully eloped and hardly efficient, the fatigue of travel to and from has a
detrimental Tect on the attendance pattern of workers. The CLW after studying the
situation-: commended that transport on a large scale is best provided by the State;
that the local dies should streamline their operations, increases their fleet and the
frequency of buses especially to labour colonies, industrial estates and townships,
and for carrying workers to labour colonies, industrial estates and townships, and
for carrying workers to and from night shifts. They feel that employers could help
by giving conveyance allowances, loans to purchase bicycles, provide parking
facilities, etc. In metropolitan cities, NCL and CLW have suggested that work
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hours be staggered, so as not burden the transport system. In the case of smaller
units they suggested that transport be provided on a joint basis.
Allied Welfare Measures: Cooperatives and Saving Facilities:
Co-operative consumer stores are important to industrial workers because
they are the only way in which workers can try and safeguard, to some extent, the
real purchasing power of their money and prevent the erosion of their wages. The
cooperative movement also helps the worker to save for unforeseen domestic
crisis.
A committee was set up in 1961 by the National Cooperative Development
and are housing Board to suggest measures for the development of the
cooperative-Movement. The Committee recommended a pattern of organization
and structure and made suggestions with regard to finance, techniques and
management of cooperatives. It felt may it should be made obligatory for
employers and industrial undertakings to introduce consumer cooperative activities
in their labour welfare programmers.
Educational Facilities:
The literate worker is naturally more receptive. Educating the workers
family, his children, is essential, since in a sense, it is an investment in training the
workforce of the future. Surveys on labour conditions indicate that no tangible
efforts have been made to eradicate illiteracy among workers. Though the
government, employers and workers are aware of the importance of developing
adult education among workers, there has been no sustained effort. There have
been various suggestions on how to educate workers- one is the provision of night
schools, for those who are inclined. Workers in reply to the CLW questionnaire
that if sufficient incentives are provided, like promotions, they would be
motivated. Social welfare bodies can also help to educate workers families.
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The Central Workers Education Board conducts classes for industrial

workers employers and workers organizations have suggested that personnel
trained by the Board should subsequently take up the work of educating industrial
workers with the government financing the project. State Governments are of the
opinion that the Central Board is already overburdened and not capable of taking
on an added burden. A panel of experts on literacy set up by the Planning
Commission expressed the need for a mi-autonomous Central board to promote
literacy among industrial workers.
Evolution of Social Security Measures:
Social security forms an important part of labour welfare providing the
security .h is of great importance to the workers and his familys well being.
The ILO definition is basically that It can be taken to mean the protection
which society provides for its members, through a series of public measures,
against the economic and social distress that otherwise would be caused by the
stoppage or substantial reduction of earnings resulting from sickness, maternity,
employment injury, unemployment, invalidity, old -:e and death; the provision of
medical care; and the provision of subsidies for families with children.
The government usually takes steps to protect its citizens against these risks
but it has found it necessary, in some cases, to take the help of employers, to ease
the ancial and administrative burden.
Under E.S.I. Coverage:
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This was Indias first social security legislation, passed in 1923 to provide
employment injury Compensation to industrial workers. The act was amended in
1962 rising the wage limit to Rs.400 per month, and at present by the amendment
of 1976 the wage limit is fixed at Rs.1000 per month. The compensation limits in
case of death ere raised from 10,000 to 30,000 and for permanent and total
disablement from 14,000 to 40,000 by the same amendment.
The term workers in the Act refers to those employed in factories, mines,
-annotations, construction work and other hazardous occupations, except those
covered by employees State Insurance Act, 1948, and clerical employees. The
compensation is-: related to the extent of the injury or death, but the employer is
not responsible if a workman sustains his injuries under the influence of drugs,
drinks, etc. length of service is not a consideration for quality of compensation or
eligibility except for >:: - national diseases, where it is six months, and within two
years of termination in the case of an employee whose services had been
Terminated. The act also provides for half-monthly payment for temporary
disablement, but the compensation cannot exceed to benefit from the Act. It is
administered by a Commissioner, appointed by the Government.
Maternity Benefit Act, 1941, 1961:
The initiate to provide legislation for maternity was first taken by a few
states, followed by the Mines maternity Benefit Act, 1941 for women workers in
mines passed by the Central Government. The general maternity Benefit Act, 1961
which applies to women in factories, mines and other establishments replaced the
Mines Act and was adopted by most states. It does not apply to those covered by
the ESI scheme.
Coalmines (SBJMC):
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It applies to workers employed in the coal mines (including the national

Coal Development Corporation) earning less than Rs.300 per month. The Bonus
Scheme applies to all those earning lass than Rs.730 per month in coal mines other
than the NCDC and is paid entirely by the employees. A tripartite board consisting
of representatives of government, employers and employees administers the PF
scheme while the bonus scheme is administered by the industrial relations
machinery headed by the Chief Labour Commissioner. The workers contribute 8%
of their total emoluments IO the provident fund to be refunded fully on retirement
or with certain deductions which is matched by the employer.
In addition, the employer pays 2.4% of the contribution as administrative
charges. Advances are granted for specified purposes from the amount credited to
him. He also gets a quarterly payment equal to 1/3 of his basic wages if he attends
work for a certain minimum number of days. To qualify for membership he must
put in 95 days attendance if working underground and 120 days if working on the
surface. For those earning more than Rs.300 per month, attendance required is 75
days. Eligibility conditions for bonus are certain minimum number of days of
attendance and nonparticipation in illegal strikes. The family person was added by
an amendment in 1971.
The Seamans Provident Fund Act, 1966:
The scheme framed under the Act is administered by a tripartite board of
representatives of seamen, employers and the Central Government. It applies to
seamen employed as crew of a ship under the Merchants Shipping Act, 1958,
excluding certain categories. They contribute 8% with an equal contribution from
the employer and are entitled to a full refund on retirement or after 15 years of
membership. In the case of shorter periods, as in the case of coal miners provident
fund, the employers contribution varies. Advances are allowed for specified
purposes.
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It is administered by State Governments who appoint chief inspectors of

plantations as required by the Act. It applies to every tea, coffee, rubber and
cinchona plantation measuring 10.1 hectares or more and employing at least 30
workers. In Kerala and Tamilnadu the act extends to cardamom plantations also. It
covers all workers earning
Less than Rs.300 per month and working in plantations. All benefits are
paid for entirely by the employers, including medical care for the families. The
benefits statutorily provided include the provision of drinking water and its
conservancy, medical facilities, canteens, in the case of 150 or more workers,
crches I case of 50 or more women workers, recreational facilities, umbrellas
blankets and raincoats cash benefits in the case of sickness and maternity are also
available to the workers as per rules prescribed by the State Government which
also lays down qualifying conditions.
The plantation Labour Act, 1951:
It is administered by labour courts, industrial tribunals and national tribunals
set up under the Act. It is only measure which provides relief to workers in case of
unemployment and applies to all workers employed in any industry earning Rs.500
per month or less. Compensation for lay off and retrenchment are paid for by the
employer in any industrial undertaking except seasonal undertakings (and those
with less than 50 employees) if they have worked for a year or more. A worker is
entitled to compensation at the rate of 15 days average earnings. Compensation in
case of closure, is payable at the same rate, but if it is due to circumstances beyond
the employers control, compensation is limited to a maximum of 3 months
average earnings. The maximum period for which compensation is payable is 45
days a year but may be more under certain circumstances.
The Employees State Insurance Act, 1948
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The scheme is a pioneering attempt of the government to provide medical

facilities and unemployment insurance during illness to industrial workers. The
scheme is administered by the ESI Corporation, an autonomous body consisting of
representatives of the Central and State Governments, employers, employees,
medical professionals also and members of parliament.
The scheme operates on a contributory basis with the employers paying 4.7%
of the wage bill, a maximum of Rs.7.50 per week on the highest wage scale, and
the insured person (IP) pays about 2.3% of his wage, around Rs.4 per week, and
the maximum corresponding daily benefit rate for the IP is Rs.15. the State
Government which implements the scheme is reimbursed to the extent of 7/8 of
the expanses incurred on workers families and 3/4 of the expenses in the case of
workers. In order to qualify for the benefit the workers should have contributed to
the scheme for a minimum period of 12 weeks. The corporation has its own service
system, hospitals, and beds in State Government Hospitals, dispensaries and
insurance medical officers (IMOs) who provide medical care.
The scheme offers five major benefits:
i.
Medical benefits;
ii.
Sickness/extended sickness benefits;
iii.
Maternity benefits;
iv.
Disablement benefits;
v.
Dependents benefits.
Finally, in case of an insured persons death an outright grant is given for

defraying the funeral expenses.
The Social Security (Minimum Standards) Convention, 1952 (No.102) of the

ILO
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The Social Security (Minimum Standards) Convention (No.102), which was

adopted by the International Labour Conference on 28 th June, 1952, defines the
nine branches of social security benefit.
These are
1. Medical Care
2. Sickness Benefit
3. Unemployment benefit
4. Old-age benefit
5. Employment injury benefit
6. Family benefit
7. Maternity benefit
Addition, employers pay varying amounts as administrative charges according
to the size of the units those with less than 50 workers are exempted from the
Act. A worker is eligible to become a member of PF if he has completed six
months continuous service or 120 days work during a period of 12 months.
Employees Family Pension Scheme, 1971:
The family pension seeks to provide some monetary relief to the family
members of employees, who died in service, i.e. before superannuation. In the
event of an employees death his family gets pension on a graded scale depending
on the employees last salary grade. The range of pension is around Rs.50 to
Rs.200. in addition to pension a lumpsum of Rs.1000 is also paid as life assurance
benefit. Those employees who retire from service, get a lumpsum of Rs.4, 000 as
retirement benefit, obviously under the present scheme, retiring employees do not
benefit from any sort of pension.
Payment of Gratuity Act, 1972:
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The West Bengal Government first passed an ordinance in 1971. Later, the
Indian Labour Conference and the Labour Ministers at their meetings felt the need
for a Central Law on gratuity. The model of West Bengal was accepted (except the
provision that gratuity should be forfeited in case of dismissal or gross
misconduct) the payment of Gratuity Act was parsed in 1972.
This Act has a wide coverage, and includes all factories, mines, oilfields,
plantations, ports, railways, shops or establishments in which 10 or more workers
are employed and such other establishments as specified by a Central Government
notification. The Act provides that for every years continuance in service, an
employee should get 15 days wages- seasonal workers are to be paid gratuity at the
rate of 7 days wages per season.
The total gratuity payable shall not be more than 20 months wages. The Act
applies to workers who do not have any managerial or administrative capacity or
are employed under the government and do not draw wages exceeding Rs.1, 000
per month.
Central Government Health Scheme, 1954:
This scheme provides medical facilities to Central Government employees and
their families in Delhi, Bombay and Allahabad. The employers covered are
required to contribute between 50 paisa and Rs.12 per month depending on their
salary scale. The State Governments provide medical care to their employees in
State Government hospitals and the railways have their own hospitals and
dispensaries.
NEED FOR THE STUDY
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1. In a developing country like India, the need for Labour Welfare cannot be
overemphasized in view of the fact that being a developing country, it seeks
to achieve rapid economic and social development.
2. The need for the study is to know the role of Labour Welfare in SIVA
SWATHI TEXTILES PVT.LTD.
3. The need for the study is to know the impact of the welfare activities in the
organization profits and employee participation.
4. The need for the study is to identify the importance of welfare facilities
with in the organization.
5. The need for the study is to know the statutory provisions & non statutory
provisions.
6. It shows the need of the welfare activities in the SEZS.
OBJECTIVES OF THE STUDY
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1 To study the existing facilities provided to the employees at SIVA SWATHI

TEXTILES PVT.LTD.
2 To know the employees opinion about the present welfare facilities at SIVA
SWATHI TEXTILES PVT.LTD.
3 To study the satisfaction of workers towards the present welfare facilities.
4 To give certain suggestions based on findings for improvement in the
welfare facilities provided by the management.
SCOPE OF THE STUDY

The scope and period of study is restricted to the followings.
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The scope is limited to the operations of Siva Swathi Textiles Pvt.Ltd

The information obtained from the primary and secondary data was limited
to Siva Swathi Textiles Pvt.Ltd.

The Scope of the study is confined to all managerial and non-managerial
employees of the Siva Swathi Textiles Pvt.Ltd.
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RESEARCH METHODOLOGY
PRIMARY DATA:
Primary data is know as the data for the first time through field survey data
is collected with specific set of objectives to assess the current, status of any
variable studied.
The primary source of data is applied for getting the required and relevant
Information. Directly from the department he ads and in the course of discussion
with executives. The following are the data collected through primary sources.
SECONDARY DATA:
The secondary source of data was collected through obtaining records and
field from the administrative building of SIVA SWATHI TEXTILES PVT.LTD
and the institutional guide gave is the remaining necessary information and the
staff relating to administration gave me all the necessary information to complete
the study.
METHOD OF SAMPLING:
There are many sample methods to collect data. The sampling method used
is simple random sampling.
SAMPLE SIZE:
The sample constituted of 50 employees from different department of the
organizations.
SURVEY DESIGN:
The survey is based on the primary source of data. Three methods of
primary data were selected to conduct the study i.e. questionnaire observation and
personal interviews methods.
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LIMITATIONS OF THE STUDY

1. Time is a major constraint in collecting full data.
2. Due to the busy schedule of Personnel and Administrative Officer it is
difficult to collect full data.
3. Information gathered from the employees may not be accurate as the
information given by the participants depends largely on the options, moods
and work tensions.
4. Due to busy schedule of welfare department or due to busy activities of
welfare department it is difficult to collect the data.
5. Employees are not interested to give accurate information due to their busy
work.
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INDUSTRY PROFILE
Cotton
Cotton is a soft, staple fiber that grows around the seeds of the cotton
plant. It is a natural fiber harvested from the cotton plant. The fiber most often is spun
into yarn or thread and used to make a soft, breathable textile, which is the most widely
used natural-fiber cloth in clothing today.
Processing of Cotton in India
In India the raw cotton, also called as Kapas is processed in a multi-stage
process described as below. The Products of processing are
I. Yarn.
II. Cottonseed Oil.
III. Cottonseed Meal.
I. Production of Yarn
KAPAS TO LINT: Kapas (also known as raw cotton or seed cotton) is unginned cotton
or the white fibrous substance covering the seed that is obtained from the cotton plant.
The first step in the process is, the cotton is vacuumed into tubes that carry it to a dryer to
reduce moisture and improve the fiber quality. Then it runs through cleaning equipment
to remove leaf trash, sticks and other foreign matter. In ginning a roller gin is used to grab
the fiber. The raw fiber, now called lint.
LINT TO BALE: The lint makes its way through another series of pipes to a press where
it is compressed into bales (lint packaged for market). After baling, the cotton lint is
hauled to either storage yards, textile mills, or shipped to foreign countries.
BALE TO LAP: Here the bales are broken down and a worker feeds the cotton into a
machine called a "breaker" which gets rid of some of the dirt. From here the cotton goes
to a "scutcher". (Operated by a worker also called a scutcher). This machine cleans the
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cotton of any remaining dirt and separates the fibers. The cotton emerges in the form of
thin "blanket" called the "lap".
LAP TO CARDING: Carding is the process of pulling the fibers into parallel alignment
to form a thin web. High speed electronic equipment with wire toothed rollers performs
this task. The web of fibers is eventually condensed into a continuous, untwisted, ropelike strand called a sliver.
SLIVER TO ROVING: The silver is then sent to combing machine. Here, the fibers
shorter than half-inch and impurities are removed from the cotton. The sliver is drawn out
to a thinner strand and given a slight twist to improve strength, then wound on bobbins.
This Process is called Roving.
ROVING TO YARN (SPINNING): Spinning is the last process in yarn manufacturing.
Spinning draws out the short fibers from the mass of cotton and twists them together into
a long. Spinning machines have a metal spike called a spindle which the thread winds
around.
II. Production of Cotton Seed Oil
Processing of cottonseed in modern mills involves a number of steps. They are as
follows:
The first step is its entry into the shaker room where, through a number of
screens and air equipment, twigs, leaves and other trash are removed.
The cleaned seed is then sent to gin stands where the linters are removed from
the seed (delinted). The linters of the highest grade, referred to as first-cut linters
are used in manufacturing non-chemical products, such as medical supplies,
twine, and candle wicks. The second-cut linters removed in further delinting
steps, are incorporated in chemical products, found in various foods, toiletries,
film, and paper.
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The delinted seeds now go to the huller. The huller removes the tough seed coat
with a series of knives and shakers. The knives cut the hulls (tough outer shell
of the seed) to loosen them from the kernels (the inside meat of the seed, rich in
oil) and shakers separate the hulls and kernels.
The kernels are now ready for oil extraction. They pass through flaking rollers
made of heavy cast iron, spinning at high speeds. This presses the meats into thin
flakes. These flakes then travel to a cooker where they are cooked at 170 degrees
F to reduce their moisture levels. The prepared meats are conveyed to the
extractor and washed with hexane (organic solvent that dissolves out the oil)
removing up to 98% of the oil.
Crude cottonseed oil requires further processing before it may be used for food.
The first step in this process is refining. With the scientific use of heat, sodium
hydroxide and a centrifuge (equipment used to separate substances through
spinning action), the dark colored crude oil is transformed into a transparent,
yellow oil. This clear oil may then be bleached with a special bleaching clay to
produce a transparent, amber colored oil.
The refined cotton seed oil has several advantages other than edible oils. It contains
mere advantage over other edible oils. It contains a large percentage of Poly Unsaturated
Fatty Acids (PUFA) which maintain cholesterol in the blood at a healthy level. The
quality of cotton oil depends on the weather prevailing during the time that cotton stands
in the fields after coming to maturity. Hence quality of oil varies from place to place and
season to season. The quality of oil is high in dry seasons and low when the seed is
exposed to wet weather in the fields or handled or stored with high moisture. Further
cotton seed cooking oil has a long span of life due to the presence of vitamin E.
III. Production of Cottonseed Meal/Cake/Kapaskhalli
Kapaskhalli (cottonseed extraction/meal) is a byproduct of the cottonseed

industry.
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Cottonseed is a by-product of the cotton plant, which is primarily grown for its
fiber. Although cotton has been grown for its fiber for several thousand years, the
use of cottonseed on a commercial scale is of relatively recent origin.
Cottonseed was a raw agricultural product, which was once largely wasted. Now it
is being converted into food for people; feed for livestock; fertilizer and mulch for
plants; fiber for furniture padding; and cellulose for a wide range of products from
explosives to computer chip boards.
Cotton Varieties in India
Bengal Deshi mainly produced in the states of Punjab, Haryana, and Rajasthan.
Jayadhar mainly produced in the state of Karnataka.
Bunny (or) Brahma is mainly produced in the states of Maharashtra, Madhya

Pradesh, Andhra Pradesh, and Karnataka.
Suvin is another variety produced in the state of Tamil Nadu.
H-4 (or) MECH1 is mainly produced in the states of Maharashtra, Madhya

Pradesh, and Andhra Pradesh.
Role of Cotton Industry in Indian Economy

Over the years, country has achieved significant quantitative increase in
cotton production. Till 1970s, country used to import massive quantities of cotton in the
range of 8.00 to 9.00 lakh bales per annum. However, after Government launched special
schemes like intensive cotton production programmers through successive five-year plans
that cotton production received the necessary impetus through increase in area and
sowing of Hybrid varieties around mid 70s.
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Since then country has become self-sufficient in cotton production barring few
years in the late 90s and early 20s when large quantities of cotton had to be imported due
to lower crop production and increasing cotton requirements of the domestic textile
industry.
Cotton production Areas in India
India is an important grower of cotton on a global scale. It ranks third in
global cotton production after the United States and China; with 9.50 million hectares
grown each year, India accounts for approximately 21% of the world's total cotton area
and 13% of global cotton production.
The Cotton producing areas in India are spread throughout the country. But
the major cotton producing states which account for more than 95% of the area under and
output are:
1.
Punjab.
2.
Haryana.
3.
Rajasthan.
4.
Maharashtra.
5.
Gujarat.
6.
Madhya Pradesh.
7.
Andhra Pradesh.
8.
Tamil Nadu.
9.
Karnataka.
Of the nine cotton producing States in India, average yields are highest in
Punjab where most of the cotton area is irrigated.

But the yields of cotton in India are low, with an average yield of 503
kg/ha compared to the world average of 734 kg/ha. The problem is also compounded by
higher production costs and poor quality in terms of varietals purity and trash content.
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However the Cotton plays an important role in the National economy providing large
employment in the farm, marketing and processing sectors. Cotton textiles along with
other textiles also contribute about 1/3rd of the Indian exports.
Steps taken by the Cotton Producers in India
Now-a-days the Indian Cotton producers are continuously working to upgrade the quality and increase the cotton production to cope up with the increased global
demand for cotton textiles and to meet the needs of the 39 million spindles capacity of the
domestic textile industry which presently consumes about 12-14 million bales annually.
In India, cotton yields increased significantly in the 1980s and through the
first half of 1980s but since 1996 there is no increase in yield. In the past, the increase in
cost of production of cotton was partially offset by increase in yield but now with
stagnant yield the cost of production is raising. Besides low yield, Indian cotton also
suffers from inconsistent quality in terms of length, micron ire and strength.
Policy of Government of India towards Cotton Industry
The Cotton production policies in India historically have been oriented
toward promoting and supporting the textile industry. The Government of India
announces a minimum support price for each variety of seed cotton (kapas) based on
recommendations from the Commission for Agricultural Costs and Prices. The
Government of India is also providing subsidies to the production inputs of the cotton in
the areas of fertilizer, power, etc
Markets for Indian Cotton
The three major groups in the cotton market are
Private traders,
State-level cooperatives,
The Cotton Corporation of India Limited.
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Of these three groups, private traders handle more than 70 percent of

cottonseed and lint, followed by cooperatives and the CCI.
The Cotton Corporation of India Ltd. for the year 2007-08 had purchased
60.30 lakh quintals of kappas equivalent to 11.77 lakh bales valuing Rs.1218.70 crores in
Andhra Pradesh, Maharashtra, Madhya Pradesh, Orissa and Karnataka. Beside these the
Corporation had also carried out commercial operations and purchased 2.71 lakh bales
valuing Rs.285.82 crores in the year 2006-07 as compared to around 1.00 lakh bales
valuing Rs.108.81 crores during the previous year (i.e. for the year 2006-07).
Exports of Cotton
The main market for Indian cotton export is China. The other markets also
include Taiwan, Thailand and Turkey. In July 2001, the union government removed all
curbs on cotton exports. As a result of these, now the exporters are not required to obtain
any certificate from the Textile Commissioner on the registration, allocation, quality and
quantity of export. India exported around 25 per cent cotton during 2006-07 and it is
estimated nearly 62 per cent exported to China.
During the year 2006-07 the prices of Indian cotton in early part of the
season being lower than the international prices, had been attractive to foreign buyers and
there was good demand for Indian cotton, especially S-6, H-4 and Bunny, which had
resulted in sustained cotton exports, which are estimated at 55.00 lakh bales
The Cotton Advisory Board estimated an 18-20 percent increase in cotton
exports to 65 lakh bales for Oct 2007- Sep 2008, as against its Aug 2007 estimate of 58
lakh bales.
Imports of Cotton
Despite good domestic crops, India is importing cotton because of quality
problems or low world prices particularly for processing into exportable products like
yarns and fabrics.
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India imported just 721,000 bales of cotton in 2003-04. The imports rose
to 1,217,000 lakh bales in 2004-05, 4,700,000 lakh bales in 2005-06 and the anticipated
imports for the year 2006-07 are 550,000 lakh bales.
For the year 2006-07 the cotton imports into the country had once again
remained limited mainly to Extra Long staple cottons, like as previous year, which were
in short supply at around 6 lakh bales inclusive of import of around 2 lakh bales of long
staple varieties contracted by mills during April-May 2007.
Role of Cotton seed oil in Indian Economy
The global production of cottonseed oil in the recent years has been at
around 4-4.5 million tons. Around 2 lakh tons are traded globally every year. The major
seed producers, viz., China, India, United States, and Pakistan are the major producers of
oil. United States (60000 tons) is the major exporter of cottonseed oil, while Canada is the
major importer.
Cottonseed is a traditional oilseed of India. In India the average production
of cotton oil is around 4 lakh tons a year. It is estimated that, if scientific processing is
carried out the oil production can be increased by another 4 lakh tons.
In India, the oil recovery from cottonseed is around 11%. Gujarat is the
major consumer of cottonseed oil in the country. It is also used for the manufacture of
vanaspati. The price of cottonseed oil is generally dependent on the price behavior of
other domestically produced oils, more particularly groundnut oil. India used to import
around 30000 tons of crude cottonseed oil, before palm and soy oil became the only
imports of the country. Currently, the country does not import cottonseed oil.
Role of cottonseed meal in Indian Economy
India produces around 2 million tons of cottonseed meal a year. However, in India
mainly undecorticated meal is largely produced. Several associations are promoting the
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production of decorticated cake in India and the production of this is expected to increase
in the country.
India used to be a major exporter of cottonseed extraction around two
decades ago. However, the demand for other oil meals like soy meal, has lowered the
cottonseed demand globally. In addition, the low availability of decorticated meal in India
has also been a major reason for the fall in exports.
The major importers of Indian cottonseed meal (undecorticated) used to be
Thailand. India in 2002-03 exported only 50 tons of decorticated cottonseed meal. In
2003-04, too there have been no significant exports. India does not import cottonseed
meal.
The Organizations dealing with the promotion of Cotton Industry in India:
The organizations that try to promote the quantity and quality of Cotton in India are
I.
II.
The Cotton corporation of India Ltd.,

Cotton Advisory boards,
III.
Cotton Association of India.
IV.
Central Institute of Cotton Research.
I. The Cotton Corporation of India Limited

The Cotton Corporation of India Ltd. was established on 31st July 1970 as
a Government Company registered under the Companies Act 1956. In the initial period
of setting up, as an Agency in Public Sector, Corporation was charged with the
responsibility of equitable distribution of cotton among the different constituents of the
industry and to serve as a vehicle for the canalization of imports of cotton.
With the changing cotton scenario, the role and functions of the
Corporation were also reviewed and revised from time to time. As per the Policy
directives from the Ministry of Textiles, Government of India in 1985, the Corporation is
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nominated as the Nodal Agency of Government of India, for undertaking Price Support
Operations, whenever the prices of kappas (seed cotton) touch the support level.
The Cotton Corporation of India Ltd. Operations covers all the cotton
growing states in the country comprising of:
Punjab, Haryana and Rajasthan in Northern Zone.
Gujarat, Maharashtra and Madhya Pradesh in Central Zone.
Andhra Pradesh, Karnataka & Tamil Nadu in Southern Zone.
II. Cotton Advisory Board

The Cotton Advisory Board is a representative body of Government/
Growers/ Industries/ Traders. It advises the Government generally on matters pertaining
to production, consumption and marketing of cotton, and also provides a forum for liaison
among the cotton textile mill industry, the cotton growers, the cotton trade and the
Government. It functions under the Chairmanship of Textile Commissioner with Deputy
Textile Commissioner as a Member Secretary.
III. The Cotton Association of India
The Cotton Association of India also called as the East India Cotton
Association (EICA) was declared as the statutory body by the Bombay Cotton Contract
Act on 28th December, 1922. Its purpose is to
Provide and maintain suitable buildings or rooms or a Cotton

Exchange in the city of Bombay or elsewhere in India.
Provide forms of contracts and regulate the marketing, etc. of

the contracts.
Fix and adopt standards or classifications of cotton.
Adjust by arbitration or otherwise controversies between

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Persons engaged in the cotton trade.
Acquire, preserve or disseminate useful information connected with the cotton

interests.
IV. Central Institute of Cotton Research

With a view to develop a Centre of excellence for carrying out long term
research on fundamental problems limiting cotton production the Indian Council of
Agricultural Research has established the Central Institute for Cotton Research at Nagpur
in April, 1976. CICR was simultaneously established at Coimbatore to cater to the needs
of southern cotton zone. CICR was established at Sirsa in the year 1985, to cater to the
needs of northern irrigated cotton zone. All the three research farms are well equipped
with tractors and other farm implements and efforts are underway to initiate further
developmental work in all the farms.
The Vision of the CICR is to improve production and quality of Indian
Cotton with reduced cost to make cotton production cost effective and competitive in the
national and global market. The Mission of CICR is to develop economically viable and
eco-friendly production and protection technologies for enhancing quality cotton
production by 2-3% every year on a sustainable basis for the next twelve years (till 2020).
The Current Scenario of Cotton Industry (2007-08)
The cotton production in the country has been increasing continuously
since last three years and the same has further gone up by around 11% during cotton
season 2007-08 at a record level of 270 lakh bales as against 244 lakh bales during 200607. Gujarat has turned into a largest cotton producing State with a record production-level
of 93 lakh bales constituting around 34% of the countrys total production.
The area under cotton cultivation during 2007-08 has also gone up by
around 6% at 91.58 lakh hectares as against 86.77 lakh hectares during 2005-06.
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With wide usage of hybrid seeds throughout the country as well as

changed mindset of cotton farmers for adoption of better and improved farm practices, the
average productivity of cotton has crossed 503 kgs per hectare as against 478 kgs during
the previous year.
The prices of Indian cotton in early part of the season being lower than the
international prices had been attractive to foreign buyers and there was good demand for
Indian cotton.
Due to expectation of bumper crop, the mill demand in the beginning of
the season was subdued which put pressure on the cotton prices right from the beginning
of the season and has resulted into fall in cotton prices between October 2006 & January
2007. Cotton prices reached its peak level by end-March 2007 and there was some
correction in cotton prices in April and May 2007. However, on the whole, cotton prices
remained better by almost Rs.1000 per candy in almost all varieties as compared to
previous year.
Future of Cotton Industry in India
The Cotton Advisory Board (CAB) has estimated the cotton crop at 310
lakh bales for the current season 2008-09. This is a historic high and represents a 11%
jump over last year's crop estimate of 280 lakh bales. The increase in cotton production
area is also expected to increase to 95.30 lakh hectares for the season 2007-08 against
91.42 lakh hectares for the season 2006-07.
Cotton Advisory Board expects exports to be higher at 65 lakh bales as
against 55 lakh bales in 2007-08. Imports in 2008-09 are projected at 6.50 lakh bales as
compared to 5.50 lakh bales in 2007-08, because mills have to rely on foreign growths to
spin some finer counts of yarn.
It is also estimated that the cotton industry is going to provide 12 million
new jobs mainly for the semi-skilled and unskilled labor.
Despite the progress enunciated above, cotton yield per hectare in India is
one of the lowest in the world. Reliance on rain, a week seed supply system, small land
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holding, poor weed control and scanty use of integrated pest management technologies
are responsible for the low yield.
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COMPANY PROFILE
SIVA SWATHI TEXTILE PRIVATE LIMITED
Established in the year 2005 (60,624 spindles) with STATE OF ART Machinery
under supervision of Mr. A. Narendra Kumar who got 30 years rich experience in the
field of Spinning Industry.
Spinning Unit of 60,624 Spindles (Polyester and Polyester Viscose 45,024 and
Cotton 15,600) with latest STATE OF ART Machinery.
We produce 100% Combed Compact Cotton Yarn of Contamination Controlled
Yarn of count ranges from 40s to 80s Warp and Hosiery Yarns and 100% Polyester and
Polyester Viscose Blend Yarn of counts ranges from 30 s to 80s 100% Polyester &p.v.
blend yarn Blow Room to Spinning complete latest machines supplied by M/s. Lakshmi
Machine Works Ltd., Coimbatore & M/s. Reiter, Switzerland.
A Siva swati textile is a technocrat project set by people who were in employment
earlier unlike capitalists, who can mobilize resources. The technocrats has been involved
fully in the standards of living the working force in the near by village. Siva swathi textile
industry has been situated at Ganapavaram village, chilakaluripetmandal, in guntur
district, Andhra Pradesh having 30 acres of area including the wide premises
This unit has been started with the assistance of S.B.I and I.F.B (industrial finance
banks) nationalized banks and other financial institutions.
The company setting up the spinning mills an installed capacity of nearly
60,624spindles.
The Andhra Pradesh industrial development corporation has financed
the project. The cost of project was around 125 crores and the turn over is around 300
crores.
This factory will go along way to living condition of the poor and weaker sections
of the Ganapavaram, Local Areas.
This industry is a labour-oriented and has been setup purely within avis of
providing employment to more than 1500workmen directly and indirectly. So a matter of
fact, both men and women from near by villages have been bagged in the jobs and are
getting trained. There are more than worker employed per day. This unit and it has been
started production in 2006.
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In the recent days, this unit also had gone as other organization to achieve is
modern development in new technological development.
Company has been striving towards the goal of social development of the region
since its inception. This company was improved economic status of the region
considerably has been promoting the welfare of not only the employees of the mills but
also the people of the region as a whole. And in the process it stands of the model to the
rest of the factories in the state.
ABOUT COMPANY
The Company producing 'yarn'. Yarn is the basic raw material used in knitting and
weaving. In order to obtain a flawless output, the quality factor of this raw material
cannot be ignored. We sivaswati textile pvt limited are leading 'manufacturing and
exporters' of high quality yarn. Yam includes
1.
2.
3.
4.
5.
40s polyester viscose

42s polyester viscose
50s CWCP
40s CWC
100% polyester sewing thread
The founder of this company was A. Narendrakumar and this company General
Manager (Finance)V.Ravindrababu these people having vast knowledge and experience in
the textile industry. The primary reason is our tireless efforts towards perfection and our
rich experience in the industry, customer satisfaction plays a large role in the good will
our company in the export market of 'Kenya' & Turkey, this zeal in us has motivated us to
put out best foot forward establishing high reputation in the industry and among bank and
other financial institution.
Quality Assurance
The quality of the product and goodwill of a company is interrelated. It is difficult
for a company to establish itself in the market by adhering to mean tactics.
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Our Excellence :
1.
2.
3.
4.
5.
Entertaining customer feed back and suggesting

Regular replacement of old machinery with new one.
Developing innovative and customer-friendly products on a regular basis.
Our ability to cater to domestic and international markets like 'kenya'
ISO certified manufacturing unit situated at ganapavaram with a total capacity of
above 65000 spindles.
Process of yarn manufacturing 2 types

1. Cotton Yarn
2. Synthetic Yarn
1. Cotton Yarn
Blow Room
Carding
Pre- Drawing
Lap Farmer
Comber
Drawing
Simplex
Ring Frame
Auto Coner
Inspection
Packing
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2. Synthetic Yarn (Polyester )

Blow Room
Carding
Drawing ( Bracken)
Drawing ( Finished)
Simplex
Ring Frame
Auto Coner
Inspection
Packing
This is process from the first step to last step of Manufacturing of the quality yam.
In this textile industry, six; room are present, those are given below:
Preparatory room.
Supply room.
Pump room.
Panel room.
Exhaust room.
Rotary room
MANUFACTURING PROCESS :
Raw material:
1. Polyester fiber.
2. Viscose fiber.
1. Polyester fiber:
Manufacturing with polymerization of polymers (petrol) by mullet spinning
process.
2. Viscose fiber:
Manufacturing with wood pulp by wet spinning process.
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SPINNING SYNTHETIC YARN MANUFACTURING PROCESS:

The manufacturing o/yarn needs seven steps o/processing,
Mixing:
The different fibers I.e. polyester, viscose, acrylic, cotton will be laid and taken to
-the department according to the blend ratio required. The material will be passed through
the mixing bale opener two or three times for homogeneity of themix.
Blow room:
The above mix will be passed through various openers and cleaners for complete
opening and cleaning and finally passed through the sketcher where a uniform sheet of
material is wound to a rod to feed for further process.
Carding:
The lap sheets will be fed through feed roller, licker in cylinder and doffer where
the material will be fully opened to the extent of individual fiber and the material will be
collected into the cans in the form of silver. Some unusable waste is also eliminated in
this process.
CombingCombing is an additional process in the manufacture of cotton yarn for
improvement of quality. In this process short fibers are removed, there by strength, luster
etc.,
DrawingThe above card sliver of 8 ends will be fed to the machine and an average silver of
the above 8 slivers will be delivered by the machine. Again the 8 breakers slivers will be
fed to the finisher draw frame. This process of doubling will result in a uniform sliver out
of 8x8 slivers. The perfect parallelization of fiber will also take place while processing
through this machine for better spinning.
Simplex:
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The above draw frame material in cans will be fed to this machine and the
uniform roving will be drawn through this machine which will be wound to the plastic
simplex bobbins by the machine after giving required twist to the roving to with stand for
the stress in further process.
Spinning:
The above material on simplex bobbins will be fed to the ring frame where the
roving will be drafted to the required count and will be twisted as per the twist required to
the yarn, by means of ring and ring travelers and spindles will be wound on to the plastic
tube uniformly for better cone winding in latter stages without wastage.
Con winding (single) Auto Cone winding:
The above yarn will be wound to a plastic or paper cone uniformly approximately
2.0 kilograms each and the plastic cops will be released for further circulations. The cones
will be labeled and collected count wise andsome thick and thin places also will be cut by
the electronic yarn cleaners in the machine for better quality of the yarn.
Cheese winding:
The two single yarn is in the form of cones will be fed to the machine through a
stop motion unit and the two single yarn parallel ends will be wound uniformly into
wooden or plastic cheese.
Doubling:
The above cheeses will be fed to the doubling and two single ends will be twisted
together as per the requirements according to the counts by means of ring, ring travelers
and spindle. The twisted yarn will be wound on to a plastic tube uniformly for better
unwinding without wastage. In TFO process, the cheeses will be fed to the machine and
the two single ends will be twisted together as per the requirement according to the counts
and the twisted yarn will be wound into the paper cone uniformly for better unwinding in
the further process while making cloth.
Cone winding (final):
The above double yarn will be wound on to a paper cones uniformly and
correctly better unwinding in the further process while making cloth. The thread will be
passed, through an electronic yarn clearer unit with uniform correct tension and any thick
and thin places, clubs, big size naps, 3 ply or 4 ply of yarns will be eliminated by the
cutter.
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Fishing and packing :

All the yarn cones from the final winding will be checked thoroughly by means of
ultra violet lamps to avoid any lot or count mix-up, labeled and then cones will packed in
cartons/bags correct clear stenciling also will be given to the bags and then only materials
will be delivered to the
Infrastructure facilities for raw materials and utilities like water, electricity etc...
Raw materials:
Major raw material require for the company's activities are under ;
Polyester (PSF)
Viscose (VSF)
Cotton
Polyester is being supplied by reliance industries Ltd and viscose is supplied by

Grasim industries Ltd ., polyester and viscose's are commodities that are available in the
international market. Therefore, it can be imported if there is a shortage within the
country cotton is procured from cotton corporation of India and from the local market
yards.
There is no problem in the availability of the requisite quality of raw material and
the company is having regular supplier with long standing relationships for meeting its
requirements.
The requirements of the raw material are estimated according to the order in hand
predicted market demand. Also, it is not possible to estimate the annual quantitative of
raw material.
Man power:
The company at ale its units has presently employed around 2,722 persons
including contract labour. Out of which 1,695 persons are skilled, semi skilled man power
including technical, and administrative staff and the balance, 1,027 are unskilled helpers.
Products / services of the company : Need of products and end users ,
Polyester / Viscose Grey yarn.

Polyester / viscose Dyed yarn.
100% polyester yarn Grey/ Dyed.
100% viscose yarn Grey/ Dyed.
Polyester/cotton yarn Grey/Dyed.
Polyester/Acrylic yarn Grey/Dyed.
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100% cotton yarn.

The yarns are used for manufacture of fabrics.
Merits of the company
Area takings a good production

Employee care for the satiscation
We provided and allow the certain hadicaped and oldage people
Performance is best performance in this area
Machine and resource utilized its 98.5 plus. In the best industries now.
We provide the residence facilty and free transport facilty
GROWTH OF THE COMPANY

In recognition of its excellent quality conforming to the highest international
standards, the products have won widespread appreciation and repeat orders. By
exporting world class cotton yarn globally, the mill is leap fogging for the further growth.
The thrust on higher capacity utilization,
uncompromising productivity
standards, quality management, astute focus on niche markets, prompt delivery schedules
combined with competitive pricing have resulted in higher sales and profits. Siva Swati
Textile Pvt Ltd., Smt. PrathipatiTeenaVenkayamma in the year 2005 with an installed
capacity of 60624 spindles with an objective to carry on the business of Spinning,
Weaving, Knitting and to manufacture of all kinds of yarn from the natural and man
madefibresviz Cotton and SyntheticFibers.The company's Registered office is located at
Ganapavaram , Guntur Dt, Andhra Pradesh.
The company had started commercial production of yarn on 01.03.2006 with an
installed capacity of 30912 spindles in phase I, and the company added another 29712
spindles, on 01.03.2009.
Developments
The company initially started with cotton ginning & trading.
The company developed ginning into spinning unit with a spindle capacity of
13000.
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It developed to 65000 of spindle capacity. The company also developed delinting

planting. These are the development of the company.
This industry is labour oriented and has been providing employment around 3000
work men directly and indirectly.
In recent days the company was inventing new technological equipment for more
productivity.
In quality aspects the company was certified by ISO.
The production capacity was increased year by year through the innovation for the
exporting to foreign countries.
Main competitors
1. Amravati Textile Mills, Martur
2. Sri Dhana Lakshmi Cotton & Mill Ltd, Ganapavaram
3. Krishna Ganga Textile,Thimmpuram
4. Jayalakshmi Spinning Mills Ltd. Chebrolu
5. PrasunaVamsi Krishna Spinning Mills, Ganapavaram
6. Idupulapadu Cotton Mill Pvt. Ltd Ganapvaram
7. NSL Textiles Ltd, Yadlapadu, &Inkollu
8. Rajur Industries Ltd, Mahaboobnagar
9. Priyadarsini Spinning Mills Ltd, Sadashepet
10. Vasanth Spinning Ltd, Thimmapuram
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SWOT ANALYSIS
STRENGTH: Growing economy and potential domestic and international market.
Abundant raw materials availability.
Low cost skilled labour availability of low cost and skilled man power provides
competitive advantage to industry.
Availabilities of large verities of cotton fibber and has a fast growing synthetic
fiber industry.
India has great advantage in cotton sector and has a presence in process of
operation and value chain.
Industry has large and diversified segment that provides wide variety of products .
WEAKNESS: Industry is highly dependent on cotton.

Lower productivity kin various segments.
Lack of technological development that affect the productivity.
Lacking to generate economics of scale.
Higher indirect powers and indirect rates.
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Lower productivity and cost competitiveness.
OPPERTUNITIES: Growth rate of domestic cotton industry is 6-8% annum.

Large potential and domestic and international market.
Product development and diversification to cater global needs.
Market is gradually sniffing towards branded readymade market.
Increased disposable income and purchasing power of India customer opens new
markets development.
Research and development and product development.
THREATS: Competition from other developing countries especially Chaina.

Geographic disadvantages.
International labour and environmental laws.
To balance the demand and supply.
To make balance between price and quality.
Competiion in domestic market.
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DATA ANALYSIS AND INTERPRETATION

Respondents Awareness of Welfare Facilities in SIVA SWATHI TEXTILES
PVT.LTD.
Table : 4.1
1.Respondents Awareness of Welfare Facilities in SIVA SWATHI TEXTILES
PVT.LTD.
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
47
94%
2.
No
6%
Total
50
100%
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Graph showing respondents awarness of Welfare facilities in SIVA SWATHI

TEXTILES PVT.LTD.
Graph: 4.1
INTERPRETATION:
From the above analysis it has been found that 94%of the respondents are
aware of the welfare facilities that are provided by their organization, where as
very few i.e. 6% of the respondents are not aware of the welfare facilities.
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Respondents Opinion on workers participation program.

Table : 4. 2
2. Respondents Opinion on workers participation program.
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
28
56%
2.
No
22
44%
Total
50
100%
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Graph: 4.2
Graph showing respondents Opinion on workers participation program.
INTERPRETATION:
From the above table it shows that 56% of the respondents agree that they
actively take part in various programmes that are conducted for the welfare of
them where as 44% of the respondents dont agree with the statement.
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Respondents Opinion on Motivation.

Table : 4.3
3. Respondents Opinion on Motivation.
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
35
70%
2.
No
15
30%
Total
50
100%
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Graph : 4.3
Graph showing respondents Opinion on Motivation.
INTERPRETATION:
From the above Analysis it has been observed 70% of the respondents felt
that the welfare measures really helps to motivate them where as the other 30% of
the respondents dont agree with the statement.
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Respondents Opinion on working conditions.

Table : 4.4
4. Respondents Opinion on working conditions.
S.No.
Particulars
No. of Respondents
Percentage
1.
Excellent
8%
2.
Good
18
36%
3.
Average
16
32%
4.
Bad
12
24%
Total
50
100%
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Graph : 4.4
Graph showing respondents opinion on working condtions
INTERPRETATION:
From the above analysis it has been found that 36% of the respondents rated
the working conditions as good, where as 36% of the respondents rated working
conditions as average, 24% of the respondents rated as Band and only 8% of the
respondents rated the working conditions as excellent.
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Respondents Opinion on upliftment of career

Table : 4.5
4.Respondents Opinion on upliftment of career
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
27
54%
2.
No
23
46%
Total
50
100%
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Graph : 4.5
Graph showing Respondents opinion on upliftment of career
INTERPRETATION:
From the above analysis it has been observed that 54% of the respondents
felt that there is an upliftment of career, where as the other respondents 46% of
them felt that there is no advancement in their career.
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Respondents Opinion on Productivity.

Table : 4.6
6. Respondents Opinion on Productivity.
S.No.
Particulars
No. of Respondents
Percentage
1.
To proved flexible working
15
30%
2.
3.
environment
To provide good pay scale
To provide career and
17
12
34%
24%
4.
growth opportunities
To create a sense
12%
belongingness
Total
50
100%
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Graph : 4.6
Graph showing Respondents opinion on Productivity
INTERPRETATION:
From the above analysis I can interpret that 34% of the respondents feet that
good pay helps to increase the productivity, where as 30% of the respondents
opined that by provide flexible working environment 24% of their opined that by
providing career and growth opportunities, and the rest i.e., 12% of them feet that
to create a sense of belongingness factor helps to increase the productivity of their
organization.
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Respondents Opinion on rest rooms

Table : 4.7
7.Respondents Opinion on rest rooms
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
17
34%
2.
No
33
66%
Total
50
100%
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Graph : 4.7
Graph showing Respondents opinion on rest rooms
INTERPRETATION:
From the above analysis it is very clear that 66% of the respondents are not
happy with the availability of rest rooms, as they were not provided regularly and
only 34% of the respondents are satisfied with the availability of rest rooms.
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Respondents Opinion on Nutritious

Table : 4.8
8.Respondents Opinion on Nutritious.
S.No.
Particulars
No. of Respondents
Percentage
1.
Highly nutritious
14%
2.
Nutritious
25
50%
3.
Somewhat nutritious
13
26%
4.
Least nutritious
10%
Total
50
100%
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Graph : 4.8
Graph showing Respondents opinion on Nutritious
INTERPRETATION:
From the above analysis it has been formed that 50% of the respondents
opined that the food that is available in their canteen is nutritious where as 26% of
the respondents opined as somewhat nutritious the other 14% of the respondents
opined the food as highly nutritious and only 10% of the respondents opined the
food as least nutritious
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Respondents Opinion on health and safety training

Table : 4.9
9. Respondents Opinion on health and safety training
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
40
80%
2.
No
10
20%
Total
50
100%
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Graph : 4.9
Graph showing Respondents opinion on health and safety training
INTERPRETATION:
From the above table it has been found that 80% of the respondents agree
that health and safety training provided by the company helps to increase their
safety, where as the other 20% of the respondents dont agree with the statement.
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Respondents Opinion on Leave Structure

Table : 4.10
10.Respondents Opinion on Leave Structure
S.No.
Particulars
No. of Respondents
Percentage
1.
Highly Satisfied
14%
2.
Satisfied
29
50%
3.
Dissatisfied
14
26%
Total
50
100%
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Graph : 4.10
Graph showing Respondents opinion on Leave Structure
INTERPRETATION:
From the above analysis it has been formed that 58% of the respondents are
satisfied with the leave structure of their organization, where as 28% of the
respondents are dissatisfied and only 14% of the respondents and highly satisfied
with the leave structure.
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Respondents Opinion on Job Security

Table : 4.11
11. Respondents Opinion on Job Security
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
26
52%
2.
No
24
48%
Total
50
100%
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Graph : 4.11
Graph showing Respondents opinion on Job Security
INTERPRETATION:
feet that working in SIVA SWATHI TEXTILES PVT.LTD creates that a feeling of
security where as the other 48% of the respondents dont agree with the statement.
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Respondents awareness on health checkup programmes

Table : 4.12
12. Respondents awareness on health checkup programmes
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
50
100%
2.
No
0%
Total
50
100%
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Graph : 4.12
Graph showing Respondents awareness on health checkup programmes
INTERPRETATION:
From the above analysis it has been very clear that all most every
respondent in the company are aware of the health checkup programmes
conducted in there organization.
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Respondents Opinion on HRA allowance

Table : 4.13
13. Respondents Opinion on HRA allowance
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
27
54%
2.
No
23
46%
Total
50
100%
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Graph : 4.13
Graph showing Respondents Opinion on HRA allowance
INTERPRETATION:
From the above analysis it has been found that 54% of the respondents are
satisfied with the HRA allowance provided by their organization where as 46% of
them are dissatisfied with HRA allowance.
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Respondents Opinion on Improving Performance

Table : 4.14
14. Respondents Opinion on Improving Performance
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
36
72%
2.
No
14
28%
Total
50
100%
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Graph : 4.14
Graph showing Respondents Opinion on Improving Performance
INTERPRETATION:
From the above analysis it can be interpreted that 72% of the respondents
opined that welfare activities of the organization gives them a feeling of safety and
helps to improve their performance where as 28% of the respondents dont agree
with the statement.
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Respondents Opinion on Mutual co-operation among superiors, subordinates and

management.
Table : 4.15
15.Respondents Opinion on Mutual co-operation among superiors, subordinates
and management.
S.No.
Particulars
No. of Respondents
Percentage
1.
Excellent
14%
2.
Good
10
20%
3.
Satisfied
28
56%
4.
Need Improvement
10%
Total
50
100%
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Graph : 15
Graph showing Respondents opinion on Mutual co-operation among superiors,
subordinates and management.
INTERPRETATION:
satisfied with the mutual co-operation that exists among their superior,
subordinator and management, where as 20% of the respondent opined as Good,
14% of them opined as Excellent and the other 10% of the respondents opined
need improvement with the mutual co-operation that exists among their superior,
subordinator and management.
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Respondents Opinion on Old age Pension scheme in SIVA SWATHI TEXTILES

PVT.LTD
Table : 4.16
16. Respondents Opinion on Old age Pension scheme in SIVA SWATHI
TEXTILES PVT.LTD
S.No.
Particulars
No. of Respondents
Percentage
1.
Highly Satisfied
14%
2.
Satisfied
17
34%
3.
Dissatisfied
26
52%
Total
50
100%
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Graph : 4.16
Graph showing Respondents opinion on Old age Pension scheme in SIVA
SWATHI TEXTILES PVT.LTD
INTERPRETATION:
are Dissatisfied with the old age pension scheme provided in their organization
where as 34% of the respondents are Satisfied and only 14% of the respondents
are Highly Satisfied with the old age pension scheme.
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Respondents Opinion on Increments

Table : 4.17
17.Respondents Opinion on Increments
S.No.
Particulars
No. of Respondents
Percentage
1.
Yes
35
70%
2.
No
15
30%
Total
50
100%
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Graph : 4.17
Graph showing Respondents Opinion on Increments
INTERPRETATION:
From the above analysis it can interpret that 70% of the respondents agree
that the Management provides regular Increments where as the other 30% of the
respondents dont agree with the statement.
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Respondents Opinion on Satisfaction level of employee welfare facilities in SIVA

SWATHI TEXTILES PVT.LTD
Table : 4.18
18.Respondents Opinion on Satisfaction level of employee welfare facilities in
SIVA SWATHI TEXTILES PVT.LTD
S.No.
Particulars
No. of Respondents
Percentage
1.
Highly Satisfied
15
30%
2.
Satisfied
20
40%
3.
Dissatisfied
15
30%
Total
50
100%
90
MBA PROGRAMME
Graph : 4.18
Graph showing Respondents opinion on Satisfaction level of employee welfare
facilities in SIVA SWATHI TEXTILES PVT.LTD
INTERPRETATION:
satisfied with employee welfare facilities in SIVA SWATHI TEXTILES PVT.LTD,
where as 30% of the respondents are highly satisfied and other 30% of the
respondents are dissatisfied with the employee welfare facilities in SIVA SWATHI
TEXTILES PVT.LTD.
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FINDINGS
94% of the respondents are aware of the welfare facilities that are provided
by their organization.
56% of the respondents agree that they actively take part in various
programme that are conducted by their organization.
70% of the respondents felt that the welfare measures really helps to be
motivated.
36% of the respondents rated the working conditions as good.
Majority of the respondents felt that there is an advancement and upliftment
of career in their career.
34% of the respondents felt that good pay factor helps to increase the
productivity of the company.
66% of the respondents are not happy with the availability of restrooms in
SIVA SWATHI TEXTILES PVT.LTD so it has to be improved.
50% of the respondents opined that the food that is available in their
canteen is nutritious.
80% of the respondents felt that health and safety provided by the company
helps to increase their safety.
Only 58% of the respondents are satisfied with the leave structure of their
organization.
52% of the respondents felt that working in SIVA SWATHI TEXTILES
PVT.LTD creates them a feeling of security.
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All most each and every respondent are aware of the health checkup
programmes conducted in their organization.
54% of the respondents are satisfied with HRA allowance provided by their
organization.
72% of the respondents opined that welfare activities of the organization
gives them a feeling of safety and helps to improve their performance.
56% of the respondents are satisfied with the mutual co-operation that
exists among their superiors subordinates and management.
Majority of the respondents are dissatisfied with the old age pension
scheme. So it has to be improved.
70% of the respondents agree that the management provides regular
increments.
Only 40% of the respondents are satisfied with the welfare facilities that are
provided by their organization. So this reverse that the management has to
take measures to improve welfare facilities of the company.
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SUGGESTIONS
It has been suggested that the employees should actively take part in
workers participation programmes.
The working condition of the company has to be improved immediately for
the better performance of the employees.
It has been suggested that the canteen has to serve nutritious food to the
employees.
The leave structure of the company should be made modified for the benefit
of the employees.
It has been suggested that the HRA allowance should be increased.
The management has to take serious measures to improve the welfare
facilities of the company immediately.
It is advised to the management of SIVA SWATHI TEXTILES PVT.LTD to
provide recreational facilities to boost the morale of their employees.
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CONCLUSION
Organization provides welfare facilities to their employees to keep their
motivation levels high the employee welfare schemes can be classified into two
categories statutory and non statutory welfare schemes the statutory schemes are
those schemes that are compulsory provided by an organization as compliance to
the levels governing employee health and safety.
After my survey has completed I came to know that majority of the
employees are not satisfied with the facilities that are provided to them.
The organization should take more initiatives regarding the employees
welfare and suggestions given by them there should the periodical checkup in
implementing the welfare measures providing in the organization
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EMPLOYEE WELFARE IN SIVA SWATHI TEXTILES PVT.LTD
QUESTIONNAIRE
1. Are you aware of all the welfare facilities provided by the company?
a) Yes
b) No
2. Do workers actively participate in workers participation programs?

a) Yes
b) No
3. Does welfare measures provides motivation?

a) Yes
b) No
4. Rate the working conditions in the organization?

a) Excellent
b) Good
c) Average
d) Bad
5. Any advancement for the employees in their upliftment of career provided in

the company?
a) Yes
b) No
6. What according to you can be done to increase productivity?

a) To provide flexible working environment
b) To provide good pay scale
c) To provide career and growths opportunities
d) To create a sence belongingness
7. Does the organization provide rest rooms?
a) Yes
b) No
8. How nutritious is the food provided to you?

a) Highly nutritious
b) Nutritious
c) Somewhat Nutritious
d) Least nutritious
9. Do the health and safety training provided by the company increases
the
safety of the workers?

a) Yes
b) No
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10. What is your opinion regarding the leave structure in the organization?
a) Highly Satisfied
b) Satisfied
c) Dissatisfied
11. Does working in the organization give you a feeling of security?

a) Yes
b) No
12. Whether management conducts health checkup programs for

a) Yes
employees?
b) No
13. Is the HRA allowance provided by the company satisfactory?

a) Yes
b) No
14. Do you think employee welfare activities of the organization gives a
felling
of safety and helps to improve your performance?

a) Yes
b) No
15. Is there any mutual co-operation among your superiors,
subordinates
and management?
a) Excellent
b) Good
c) Average
d) Bad
16. How do you feel with old age pension scheme provided at SIVA SWATHI
TEXTILES PVT.LTD?
a) Highly Satisfied
b) Satisfied
c) Dissatisfied
17. Do you get regular increments?

a) Yes
b) No
18. Rate the overall satisfaction level of employee welfare facilities in
SIVA
SWATHI TEXTILES PVT.LTD?

a) Highly Satisfied
b) Satisfied
c) Dissatisfied
19. Give some suggestions to improve the employee welfare measures in
SIVA
SWATHI TEXTILES PVT.LTD?
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BIBLIOGRAPHY
1. Aspect of employee welfare and social security, A.M.SHARMA, 11th
edition 2000, Himalaya publishing house.
2. Dynamics of industrial relation in india, C.B.Mamoria, S.Mamoria, 15th
revised edition 2006, Himalaya publishing house.
3. Dynamics of personnel administration, M.N.Rudrabaravuraju, Himalaya
publishing house.
Websites:
www.sivaswathitextiles.com
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MBA PROGRAMME

Siva Swathi Textiles Pvt.Ltd

HUMAN RESOURCE MANAGEMENT

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EVOLUTION OF HUMAN RESOURCE MANAGEMENT:

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SCOPE OF THE HUMAN RESOURCE MANAGEMENT

FEATURES OF HUMAN RESOURCE MANAGEMENT

Human resource management is a part of management discipline.

Human resource management is a process, just like management process.

Human resource management is a continuous process and not a one-stop action.

Human resource management is concerned with people in the organization, both

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Human resource management is directed towards achievement of organizational

Human resource management is relevant to all functional areas of a business

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

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PRINCIPLES OF HUMAN RESOUCE MANAGEMENT

Principle of maximum individual development.

Principle of scientific selection.

Principle of high morale.

Principle of dignity of labor.

Principle of team spirit.

Principle of effective communication.

Principle of fair remuneration.

Principle of effective utilization of human resources.

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Principle of contribution to national prosperity.

From the view point of an organization:

According to Sumantra Ghoshal:

FEATURES OF HUMAN RESOURCE:

Human resources are heterogeneous.

Human resources are dynamic and behave differently.

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SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT

Securing willing co-operation of employees through motivation, participation,

Utilizing effectively the available human resources.

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BASIC TRENDS IN HRM:

HRM has a significant role to plan in establishing and maintaining a healthy

Good industrial relation, effective systems of participation and a good collective

In the organizational context. HRM is a means for improving effectiveness (In

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terms of better productivity reduction of costs, better generation of internal

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Chief characteristics of labour Work:

It is the work which is usually undertaken within the premises or in

The purpose of providing welfare amenities is to bring about the

development to make him a good worker a good citizen and a good

These facilities may be provided voluntarily by the progressive and

Labour Welfare is a very broad term, covering from social security to

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Siva Swathi Textiles Pvt.Ltd