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Project Report

On
TO STUDY THE EMPLOYEE WELFARE FACILITY AT
VAYUDOOT ROAD CARRIER, MAGARPATTA CITY PUNE

Submitted To
SAVITRIBAI PHULE PUNE UNIVERSITY

In Partial Fulfilment of the Award of Degree of the


MASTER OF BUSINESS ADMINISTRATION

Submitted By
Ms. SUSMITA SUBHASH SHENMARE

Under the Guidance of


Prof. SHITAL DESHMUKH

Through
JAYWANTRAO SAWANT COLLEGE OF ENGINEERING
MBA DEPARTMENT
HADAPSAR, PUNE.
2016-2018

[Type text]
ACKNOWLEDGEMENT

I take this opportunity to acknowledge this invaluable guidance and inspiration provided to me
during the course of this project report by my guide Mr. Pradip More, HR of Vayudoot Road
Carrier Pvt. Ltd Pune.

I would also like to express my gratitude to my project evaluator Mr.Ashwani Singhal, Director
of Vayudoot Road Carrier Pvt. Ltd Pune for the direction offered by him in making the study a
successful one.

I would also like to acknowledgement the exposure I received at leading transportation services
provider firm “Vayudoot Road Carrier Pvt. Ltd”. I would also like to extend my gratitude to all
my colleagues who helped me in completing the project successfully.

I would also like to express my sincere regards to the account department who allowed me to be
a part of the on the job training and learn the different processes of their department.

I take this opportunity to express my sincere gratitude towards my guide Prof. Shital Deshmukh
for her valuable guidance, advice and encouragement and also all the other faculty members for
their constant assistant to me.

I am greatly indebted to all the staff of “Vayudoot Road Carrier Pvt. Ltd, Pune” for aspiring their
valuable time for creative guidance, inspiration and all kind of help for the successful completion
of this project work. I wish to thank my parents, my family members and my friends for their
moral support.

Thanking you.

Susmita Subhash Shenmare


DECLARATION

I hereby declare that the project entitled „Employee Welfare Facility At Vayudoot
Road Carrier‟ being submitted by me at JSCOE-MBA, Hadapsar towards the partial
fulfilment of the requirement for the award of Degree of Master of Business Administration
(MBA). I hereby also declare that this Project work is my original work. The matter
embodied in this project report has not been submitted to any other Institution or University
for the award of any degree, diploma, certificate etc.

Place: Pune

Date: Susmita Subhash Shenmare


INDEX

Sr. No Topic Page No


Executive Summary
01 Introduction of Study 1
02 Company Profile 5

03 Objectives & Scope of the Study 15

04 Theoretical or Conceptual Background 17

05 Research Methodology 26

06 Data Analysis & Interpretation 34

07 Findings 46

08 Suggestions & Recommendations 47

09 Limitations 48

10 Conclusion 49

11 Annexure 50

a. Bibliography 50

b. Questionnaire 51
Table Index

Sr. No Table no. CONTENTS Page No


1 Table no. 1 Employee Working Years In 36
Company
2 Table no. 2 Working Environment of The 37
Organisation
3 Table no. 3 Analysis of Awareness of Welfare 38
Facility
4 Table no. 4 Increase Employee Performance Due 39
To Welfare Facility
5 Table no. 5 Analysis of Medical Benefits 40
6 Table no. 6 Analysis of hygienic facilities 41
7 Table no. 7 Analysis of Sitting Arrangement 42
Facility
8 Table no. 8 Analysis of Employees stress 43
9 Table no. 9 Analysis of Transportation Facility 44
10 Table no. Analysis of Employee Loyalty 45
10 Towards The Company
Chart Index

Sr. No Chart no. CONTENTS Page No


1 Chart no. 1 Employee Working Years In 36
Company
2 Chart no. 2 Working Environment of The 37
Organisation
3 Chart no. 3 Analysis of Awareness of Welfare 38
Facility
4 Chart no. 4 Increase Employee Performance 39
Due To Welfare Facility
5 Chart no. 5 Analysis of Medical Benefits 40
6 Chart no. 6 Analysis of hygienic facilities 41
7 Chart no. 7 Analysis of Sitting Arrangement 42
Facility
8 Chart no. 8 Analysis of Employees stress 43
9 Chart no. 9 Analysis of Transportation 44
Facility
10 Chart no. 10 Analysis of Employee Loyalty 45
Towards The Company
EXECUTIVE SUMMARY

The project report executed and presented is based on Human Resource Management topic is the
area of Pune to study the Employee Welfare Facility at Vayudoot Road Carrier Pvt. Ltd.
Experience in V.R.C. was good. The company provided information as a project topic welfare
facility of employees.

Due to time constraints it was difficult to know the brief information about the welfare facility.
But with the help of Mr. Ashwani Singhal is the director of V.R.C. and also due to support by
HR Department it was easy for research to study the topic more closely.

The company was good to researcher due to their experience about project report. Organisation
gave training and practical knowledge inside the company about the welfare facility to the
researcher.

In the organisation, researcher had seen the welfare facilities which are the most important part
of the employee of the each organisation.

For the SIP the time was less i.e. only 50 days. During the internship at V.R.C. researcher find
out the level of satisfaction among the employees. Also study what was the impact of welfare
facilities on employee performance because employee performance is very important to the
organisation which increases the productivity of organisation.

Researcher summer training also helped research to interact with the employee of an
organization at the time of employee feedback. Researcher also studied the core HR process in
the organization.

Researcher use the secondary data for collecting the information related to research topic
because primary data was not available as required to the research topic.

But overall researcher experience of working with so many peoples. From that the researcher
found how people are behave, how to interact with them, how to handled the employees. The
organisation was very fruitful & project trainee gained a lot of experience.
CHAPTER 1

INTRODUCTION

Human resource management is defined as the people who staff and manage the organisation. It
comprises of the functions and principles that are applied to retaining, training, developing and
compensating the employees in an organisation. It is also applicable to non business organisation,
such as, healthcare, etc.

Human resource management is defined as the set of activity, program and functions that are
designed to maximize both organisation as well as employee effectiveness.

In the field of human resource management, development of welfare facility is the field
concerned with organisational activity aimed at bettering the performance of individuals and
groups in organisational setting s. It has been known by the several names, including employee
development, human resource development and learning development.

1.1. DEFINITION:

Employee welfare means “the efforts to make life worth living for workmen.” According
to Todd “employee welfare means anything done for the comfort and improvement, intellectual
or social, of the employees over and above the wages paid which is not a necessity of the
industry.”

Welfare is based concept if employees welfare is comprehensive term including various


services, benefits and facilities offered by employee thought such a generous fringe benefits the
employer makes the life worth living for employees the welfare amenities extend in addition
normal wages and other economic rewards available to employees as per the legal provision.

The term welfare suggest many ideas, meanings and connotations, such as the state of
well-belling, health, happiness, prosperity and the development of human resources. The concept
of welfare can be approached from various angles. Welfare has been described as a total concept.
It is a desirable state of existence involving for certain components of welfare, such a health,
food, clothing, and housing, medical assistance, insurance, education, recreation. Job security,
and so on.

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The word employee means any productivity activity. In a broader sense, therefore, the
phrase employee welfare means the adoption of measures to promote the physical, social,

psychological and general well being of the working population. Welfare work in any industry
aims, or should aim, at improving the working and living conditions of workers and their
families.

Employee welfare facilities in the organization affects on the behaviour of the employees
as well as on the productivity of the organization. While getting work done through employees
the management must provide required good facilities to all employees. The management should
provide required good facilities to all employees in such way that employees become satisfied
and they work harder and more efficiently and more effectively.

The concept of employee welfare originates in the desire for a humanitarian approach to
the sufferings of the working class. Later, it becomes a utilitarian philosophy which worked as a
motivating force for labour and for those who were interested in it.

Employee welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.

“Efforts to make life worth living for worker”

“The oxford dictionary”

1.2 Types of employee welfare:

1.2.1 Intramural: These are the provided within the organisation: - Intra-mural activities
consist of facilities provided with in the factories and include

1. Medical facilities,
2. Compensation for accidents,
3. Provision of crèches and canteens,
4. Supply of drinking water,
5. Washing and bathing facilities,
6. Provision of safety measures,
7. Activities relating to improving conditions of employment, and the like.
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1.2.2 Extramural: These are the provided outside the organisation: - Extra-mural activities cover
the services and facilities provided outside the factory such as

1. Housing accommodation,
2. Indoor and outdoor recreational facilities,
3. Amusement and sports,
4. Educational facilities for adults and children, and the like.
It may be started that the welfare activities may be provided by the employer, the
government, non-government organization and the trade unions, while, what employees
provide will be started later; the activities undertaken by other agencies are mentioned
here.

1.3 Importance of the welfare activities:

Welfare in India has a special significance as the constitution provides for the promotion of
welfare of the employee or labour for human conditions of work and securing to all employees.

The various welfare measures provided by the employee will have immediate impact on the
health, physical and mental efficiency, alertness, morale and overall efficiency of the workers
and thereby contributing to the highest productivity.

Social security measure provided by employer will act as a protection to the employees.
Welfare means activities designed for the promotion of the economic, social and cultural well
being of the employees. Welfare includes both statutory as well as non-statutory activities
undertaken by the employers, trade unions and both the central and state governments for the
physical and mental development of the workers.

Welfare promotes a sense of belongings among the workers, preventing them from resorting
to unhealthy practices like absenteeism, labour unrest strike, etc. welfare work improves the
relations between employees and employers. It promotes a real change of heart and a change of
outlook of the part of both the employers and employees.

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1.4 Features of employee welfare:

The features of employee welfare are: -

 Employee welfare is a comprehensive term including various services, facilities and


amenities provided to employees for their betterment.
 The basic purpose in to improve the lot of the working class.
 Employee welfare is a dynamic concept.
 Employee welfare measures are also known as fringe benefits and services.
 Welfare measures may be both voluntary and statutory.

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CHAPTER 2

COMPANY PROFILE

Corporate Address:
4th Floor, Office No. 402, Pantagon-1,
Magarpatta City, Hadapsar, Pune- 411028.
Phone: 020-269898387, 26898388.
Contact: 9370147343 (Ashwani Singhal)

Visit Vayudoot on: www.vayudootlogistics.com

Email: vlpl_ho@vayudootlogistics.com

ashwani.s@vayudootlogistics.com

Business: Transportation and Distribution.

Chairman and M.D.: Mr.Jay Bhagwan Singhal.

Directors: Mr.Ashwani Singhal.


Email: ashwani.s@vayudootlogistics.com

Mr.Arun Singhal.

Email: arun.s@vayudootlogistics.com

Mr.Abhay Agrawal.

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Fleets Management:
 A strong and well managed Fleets of 370 quality containerized vehicles (owned 210 and
attached 150) with all types of vehicles with different capacity.

 34 Ft Closed Body Containers (Single Axle) (300 Vehs)


(9 Ft width and 10.5 Ft Height, Carrying Capacity 6.5 to 7 Tons)

 34 Ft Closed Body Containers (Multi Axle) (25 Vehs)


(9 Ft width and 10.5 Ft Height, Carrying Capacity 15 Tons)

 20 Ft Closed Body Containers (45 Vehs)


(7.5 Ft width and 8 Ft Height, Carrying Capacity 7.5 to 8 Tons)

 24 Ft Closed Body Containers (10 Vehs)


(8 Ft width and 8 Ft Height, Carrying Capacity 7.5 to 8 Tons)

MIS Tracking and Service:

 Daily Status Tracking of Every Consignment and Pro-Active MIS for Consignments ETD
and Actual Delivery.

 Good quality vehicles and 95% + On Time Delivery.

Branches:

 Chennai, Banglore, Trichy, Pondicherry, Hyderabad, Cochin, Hubli, Mumbai, Bhiwandi,


Goa, Delhi-Faridabad, Inglore, Ahmedabad, Sonipat, Kolkata.

 Service Network: Jaipur, Punjab, Nagpur, Raipur, Cuttak, Vijaywada, Aurangabad,


Nashik.

Annual Turnover (Group):


 200 corers.

Our bankers:
 CITI Bank Ltd
 ICICI Bank Ltd.

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INTRODUCTION

 Vayudoot is set to become a market leader in the Supply Chain System and
Transportation Industry in India & International market.
 Vayudoot offers Multi-Model Logistics Service, Speed, Promptness and Accuracy as a
supply chain partner for your supply chain needs.
 Vayudoot Road Carrier Pvt. Ltd. Has over 25 years‟ experience in transportation
business.
 Vayudoot is all set to carve a niche for itself.
 Vayudoot deals with the other companies to transport their goods.
 It also get his brand image in logistic industry.
 Vayudoot achieved many awards in his business carrier.
 Vayudoot Road Carriers Private Limited is a Private incorporated on 13 April 2000. It is
classified as Non-govt company and is registered at Registrar of Companies, Pune.
 Its authorized share capital is Rs. 2,000,000 and its paid up capital is Rs. 1,395,100
 Vayudoot client list ;
 Vayudoot Road Carriers Pvt. Ltd. Provides services to some of the most respected and best
known companies in the World.

Below is a partial list:

 Pepsico India Holdings Pvt. Ltd. (Frito Lays Division)


 Manjushree Technopack Ltd.
 Godrej and Boyce Mfg. Co. Ltd.
 Tata Motors Ltd.
 United Breweries Ltd.
 Balmer Lawrie Co. Ltd.
 Samsung Electronics India
 3M Global
 Whirlpool of India Ltd.
 LG Electronics India Pvt. Ltd
 Hindustan Unilever Ltd.

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Transportation

Vayudoot has set a huge base in Containerized movements across India, basically in 32 Ft closed
body containers, with a own fleet of 200 vehicles and 300+ containers directly attached with us,
applying across India

We have a dedicated fleet of own and attached 20 Ft closed body containers (Carrying capacity
of around 6 to 8.5 Tons), with services in West and South Indian Major Cities.

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Logistics and 3 PL:

Vayudoot (As a group) is into Consolidation, Distribution, Transportation and 3 PL Logistics


Service. Warehousing, Providing Capital Infrastructure. Supply Chain Management Service.

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Fleet management and consultancy:

With the years of knowledge gained in the Transport Industry.


We have set certain benchmarks in the Fleet Management.
We provide consultancy to fleet owners for cost reductions, Efficiency and Reduction in down
time etc.

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Procurement and sales of lubricants and automotive parts:

With the motive to serve the Transport Industry we have got into Sales of Lubricants Oils and
Automotive parts to our Transport Trade partners in the lowest Cost possible in the industry with
the passing of the know-how for cost reductions and bringing in huge efficiencies resulting in
increased profits(This is offered through our Group Company M/S Accurate Trading Co.).

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 ACHIEVEMENTS:

 Best Transportation Award:

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 Indian Road Transport (National) Award:

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 Best Appreciation Award:

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CHAPTER 3

3.1 OBJECTIVE OF THE STUDY:

 To study the existing welfare policies and awareness about the welfare facility at VRC.
 Understand the employee attitude towards the welfare facility and its impact on employee
performance.
 To find out the levels of satisfaction among employees at VRC with respective to various
welfare facilities.
 To suggest remedial facility if any, to improve the employee welfare at VRC.

 To provide better life and health to the workers.

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3.2 SCOPE OF THE STUDY:

 To find out the practical difficulties involved in welfare measures that can be evaluated
through this study.

 The study can be used to bring out the solution for the problem faced by the employees
availing the welfare measures.

 Through the study, company would be able to know the satisfaction level of employee on
welfare measures.

 It help to understand the workers atmosphere at the work place and helps the company to
check if the existing schemes are providing good facilities to workers or not.

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CHPATER 4
THEORETICAL BACKGROUND

Organizations provide welfare facilities to their employees to keep their motivation levels high.
The employee welfare schemes can be classified into two categories viz. statutory and non-
statutory welfare schemes. The statutory schemes are those schemes that are compulsory to
provide by an organization as compliance to the laws governing employee health and safety.
These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act
(safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from
organization to organization and from industry to industry.

4.1 Statutory welfare schemes:

The statutory welfare schemes include the following provisions:

1. Drinking Water (Section 18): At all the working places safe hygienic drinking water
should be provided.
2. Facilities for sitting (Section 44): In every organization, especially factories, suitable
seating arrangements are to be provided.
3. First aid appliances (Section 45): First aid appliances are to be provided and should
be readily assessable so that in case of any minor accident initial medication can be
provided to the needed employee.
4. Latrines and Urinals (Section 19): A sufficient number of latrines and urinals are to
be provided in the office and factory premises and are also to be maintained in a neat
and clean condition.
5. Canteen facilities (Section 46): Cafeteria or canteens are to be provided by the
employer so as to provide hygienic and nutritious food to the employees.
6. Spittoons (Section 20): In every work place, such as ware houses, store places, in the
dock area and office premises spittoons are to be provided in convenient places and
some are to be maintained in a hygienic condition.
7. Lighting (Section 17):
Proper and sufficient lights are to be provided for employees so that they can work
safely during the night shifts.

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8. Washing places (Section 42): Adequate washing places such as bathrooms, wash
basins with tap and tap on the stand pipe are provided in the port area in the vicinity
of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to
change their cloth in the factory area and office premises. Adequate lockers are also
provided to the workers to keep their clothes and belongings.
10. Rest rooms (Section 47): Adequate numbers of restrooms are provided to the
workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

4.2 Non statutory schemes

Many non statutory welfare schemes may include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the companies
provide the facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are arranged like
external counseling service so that employees or members of their immediate family
can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.
5. Maternity & Adoption Leave –
Employees can avail maternity or adoption leaves. Paternity leave policies have also
been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease
or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in
the organization.
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4.3 THE CONTRACT LABOUR (REGULATION AND ABOLITION)
ACT,1970

4.3.1 Definitions.-
In this Act, unless the context otherwise requires:
a) A workman shall be deemed to be employed as "contract labour" in or in connection with the
work of an establishment when he is hired in or in connection with such work by or through a
contractor, with or without the knowledge of the principal employer.
b) "contractor", in relation to an establishment, means a person who undertakes to produce a
given result for the establishment, other than a mere supply of goods of articles of manufacture to
such establishment, through contract labour or who supplies contract labour for any work of the
establishment and includes a sub-contractor; subsection(1) of section 2 of the Mines Act, 1952
(35 of 1952)
c) "controlled industry" means any industry the control of which by the Union has been declared
by any Central Act to be expedient in the public interest.
d)"establishment" means--
(i) any office or department of the Government or a local authority, or
(ii) any place where any industry, trade, business, manufacture or occupation is carried on;
e) "prescribed" means prescribed by rules made under this Act.

f) "principal employer" means--


(i) in relation to any office or department of the Government or a local authority, the head of that
office or department or such other officer as the Government or the local authority, as the case
may be, may specify in this behalf.

4.3.2 It applies—
a) To every establishment in which twenty or more workmen are employed or were employed on
any day of the preceding twelve months as contract labour;
b) To every contractor who employees or who employed on any day of the preceding twelve
months twenty or more workmen:
c) Provided that the appropriate Government may, after giving not less than two months' notice
of its intention so to do, by notification in the Official Gazette, apply the provisions of this Act to
any establishment or contractor employing such number of workmen less than twenty as may be
specified in the notification.

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4.4 THE INDUSTRIAL EMPLOYMENT (Standing Orders) Act, 1946

4.4.1 An Introduction:
This Act is to require employers in industrial establishments to formally define conditions of
employment under them and submit draft standing orders to certifying Authority for its
Certification.
It applies to every industrial establishment wherein 100 (reduced to 50 by the Central
Government in respect of the establishments for which it is the Appropriate Government) or
more workmen are employed.
And the Central Government is the appropriate Government in respect of establishments under
the control of Central Government or a Railway Administration or in a major port, mine or oil
field.
Under the Industrial Employment (Standing Orders) Act, 1946, all RLCs(C) have been declared
Certifying Officers to certify the standing orders in respect of the establishments falling in the
Central Sphere.
CLC(C) and all Dy.CLCs(C) have been declared Appellate Authorities under the Act.
[section 1(3)]. Applicability of the Act - The Act is applicable to all „industrial establishments‟
employing 100 or more workmen.
Provided that the appropriate Government may, after giving not less than two month‟s notice of
its intention so to do, by notification in the official Gazette, apply the provision of this Act to any
industrial establishment employing such number of persons less than one hundred as may be
specified in the notification.

4.4.2 Industrial establishment:

(i) an industrial establishment as defined in section 2(i) of Payment of Wages Act (ii) Factory as
defined in section 2(m) of Factories Act (iii) Railway (iv) Establishment of contractor who
employs workmen for fulfilling contract with owner of an industrial establishment. [section 2(e)].

The term „industrial establishment‟ includes factory, transport service, construction work, mines,
plantation, workshop, building activity, transmission of power etc.

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4.4.3 THE SCHEDULE

Matters to be provided in standing order under this act

1. Classification of workmen, e.g. whether permanent, temporary, apprentices, probationers.

2. Manner of intimating to workmen periods and hours of work, holidays, pay-days and wage
rates.

3. Shift working.

4. Attendance and late coming.

5. Conditions of procedure in applying for, and the authority which may grant, leave and
holidays.

6. Requirement to enter premises by certain gates, and liability to search.

7. Closing and re-opening of sections of the industrial establishment, and temporary stoppages of
work and the rights and liabilities of the employer and workmen arising there from.

8. Termination of employment, and the notice thereof to be given by employer and workmen.

9. Suspension or dismissal for misconduct, and acts or omissions, which constitute misconduct.

10. Means of redress for workmen against unfair treatment or wrongful exactions by the
employer or his agents or servants.

11. Any other matter, which may be prescribed.

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4.5 Welfare facility provided to the employees at V.R.C.:-

4.5.1 Welfare services may broadly be classified into two categories:

4.5.1.1 Intramural Activities: - which are provided within the establishment such as toilets, rest
centres, canteen, uniforms etc.
4.5.1.2 Extramural activities:- which are undertaken outside the establishment such as family
planning, child welfare, co-operative stores credit societies, vocational guidance, holiday, home
leave, travel facilities etc.

4.5.1.1 Intramural activities:-

 Drinking water
 Toilet
 Washing and Bathing facilities
 Rest shelters
 Uniform and protective clothing
 Recreation facilities
 Tea

4.5.1.2 Extramural activities:-

 Housing
 Education facilities
 Maternity benefits
 Transportation
 Sport facilities
 Vocational Training
 Holiday home
 Social insurance

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4.5.2 Labour welfare work may also be divided into categories:-

4.5.2.1 Statutory welfare facilities:

 Washing facilities
 Consumer co-operative store
 Education
 Housing
 Transportation
 Recreation
 Lunchroom facilities
 Restroom facilities
 Clothing facilities

4.5.2.2 Non-statutory labour welfare facilities:

 Uniform
 Safety helmet
 Driving helmet
 Sweaters
 Raincoats
 Marriage loan facilities
 Bonus
 Welfare fund
 Credit society
 Leave provision
 Medical

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4.5.3 Medical Facilities:

At the time of accident, the employees can take treatment from the hospitals without paying any
charge and they can take the medicines from the medical stores which are pay a bill by this
company. The company give the medical facility at the time of accident, if it is minor or major.

The company‟s director shares with me a one accident case, there is major truck accident
happened and driver was very injured. Immediate action taken by the company. They admitted
him in a well known hospital by aeroplane. During his operation or treatment, director was there
for whole time. After completing his treatment they dropped him at his home safely. They also
gave 1lakh to that driver‟s family and company invite to his son as a driver on his father‟s place.

From the above case I concluded that, the company is very health conscious and are taking care
of company‟s employees. The company also give a medical support to the employee‟s and
driver‟s family.

4.5.4 Education facilities:

The talented students / children of the working employees get scholarship for their performance.
The company also provides loan for higher education.
Funds are also given to the corporation school for the school building and for the upliftment of
the children. Company also provide fees, books facility to driver‟s children.

4.5.5 Sports and Cultural Activities:

Every week sports and other events are organized for the enjoyment of the worker. Cultural activities are
also conducted on many occasions.

 Festivals
i. Dasara
ii. Diwali
 Birthday celebrations
 Marriage gifts to employee.

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4.5.6 Good working conditions:

The working conditions in the area office are excellent. The environment is neat and clean. Lots of
greenery is present in the office premises such pleasant environment keeps employees fit and fine.

Besides these major facilities there are many more facilities like mini LTC and major LTC. Plants are
distributed to the employees in environment week; Ganesh Utsav, New Year, Independence day, republic
day etc are celebrated for the enjoyment of the employee and his family.

4.5.7 Perks and allowance:

4.5.7.1Common Perquisites:
 Infrastructure
 LTC Facility
 Subsidized electricity

4.5.7.2 Domestic & Residential:


 Domestic assistance
 Electricity allowance
 Fuel allowance

4.5.7.3 Allowance:
 Study in schools
 Study in colleges
 Study in UG/PG Professional Institution
 Professional development allowance
 Transportation Allowance
 Personal allowance etc.

4.5.7.4 PF Pension:

The main welfare facility which is company providing to the employees is the company‟s
behaviour, communication is very good towards the employee. Because of that the employees are
very happy with their work, also they do his work loyally, punctually.

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CHAPTER 5

RESEARCH METHODOLOGY

5.1 An Introduction:

Research is the process of systematic and in-depth study or search for any particular topic,
subject or area of investigation, backed by collection, compilation, presentation and interpretation
of relevant details or data. Research methodology is a way to systematically solve the research
problem. It may be understood as a science of studying how research is done scientifically.

Research may develop hypothesis and test it. In it we study the various steps that are generally
adopted by the researcher in studying his research problem along with the logic behind them.

Research must be based on fact observable data forms a sound basis for research inductive
investigation lead better support to research finding for analyzing facts a scientific methodology
of analysis must be developed and result interpreted logically.

It is necessary for the researcher to know not only the research method or techniques but also the
methodology. Thus, when we talk of research methodology we not only talk of the research
methods but also consider the logic behind the methods we use in the context of our research
study and explain why we are using a particular method or technique and why we are not using
others so that research results are capable of being evaluated either by the researcher himself or
by others.

Research problems would result in certain conclusions by means of logical analysis which the
decision-maker may use for his action or solution.

5.2 Definition of Research

“The manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or
verity knowledge, whether that knowledge aids in construction of theory or in the practice of an art.”
- D.Slesinger and M.Stephenson

26
5.3 Types of Research

 Descriptive Vs Analytical
 Applied Vs Fundamental
 Quantitative Vs Qualitative
 Conceptual Vs Empirical
 Longitudinal Research
 Decision Oriented Research

5.4 Data collection

Data collection is one of the most important aspects of research. For the success of any project
accurate data is very important and necessary. The information collected through research
methodology must be accurate and relevant.

The data collection method can be classified into two methods:-

5.4.1 Primary Data


5.4.2 Secondary Data

5.4.1 Primary Data:

Data collected by a researcher is known as primary data. It is collected by a person for his own
use obtained from findings. This is considered as first hand information. This is that data which is
collected by us to meet our own specific purpose. The data is collected by the means of
questionnaire filled in by the employees at V.R.C.

Primary data is known as the data collected from the first time through field survey. Such data
are collected with specific set of objectives to assess the current status of any variable studied.

Primary data was collected by the means of questionnaire from various employees to find out the
opinions regarding employee welfare facilities; a Questionnaire is prepared so that they
can express their views.

27
5.4.1.1 Questionnaire

A questionnaire is a schedule consisting of a number of coherent and formulated series of


question related to the various aspects of the under study. In this method a pre – printed list of
question arranged in sequence is used to elicit response from the important.

5.4.1.2 Types of questions

The following are the types of questions, which are used in research. They are:

a. Open ended question


b. Close ended question

a. Open ended questionnaire:


An open-ended question gives the respondents complete freedom to decide the form length and
detail of the form.

b. Close ended questionnaire:


The close-ended question is of two types they are as follows:

i. Dichotomous question
This type has only to answers in the form of “YES” or “NO”, “TRUE” or “FALSE”
etc…

ii. Multiple – choice question.


In this case the respondents are offered two or mores choices and the respondent have to
indicate which is applicable in the following cases.

28
5.4.2 Secondary Data:

Secondary data means data that are already available i.e., they refer to data which has already
been collected and analyzed by someone else. This type of data information can also be used by
the researcher for his use as second hand information sources through which secondary data can
be collected.
Secondary data may either be published data or unpublished data.

Published data used here is from:-

i. Magazines
ii. Annual reports of the company
iii. Newspapers etc.

The sources of unpublished data are diaries, letters, unpublished internal records made available
by staff members etc.

The secondary data was collected through magazines, annual reports of the company, internal
records of the organization and through websites.

The most of data is the secondary because of the primary data is that much available.

29
5.5 METHODS OF DATA COLLECTION

5.5.1 Observation Method:-

The observation is most commonly used method especially in studies relating to behavioural
science. Observation becomes a scientific tool and method of the data collection for the
researcher, when it serves a formulated a research purpose, is a systematically planned and
recorded and is subjected to check and control validity and reliability. Under the observation
method, the information is sought by way of investigators own direct observation without asking
from the respondent.

However, observation has various limitations. Firstly it is an expensive method. Secondary the
information provided by this method is very limited. Thirdly, sometimes unforeseen factors may
interfere with the observational task. At times, the fact that some people are rarely accessible to
direct observation creates obstacles for this method to collect data effectively.

5.5.2 Interview Method:-

The interview method of collecting data involves presentation of oral-verbal stimuli and reply in
terms of oral- verbal responses. This method can be used through the personnel interviews and, if
possible, through telephones interviews.

5.5.3 Personal Interview:-

Personal interview method requires person knows the interviewer questions generally in a face to
the other person or persons. This sort of interview may in the form of direct personal
investigation or it may be oral investigation.

30
5.6 Research design

A research design is the specification of methods and procedures for acquiring the information needed to
structure or to solve problem, time available for research and selection of method of tabulation &
presentation of data.

It is the overall operational pattern or framework of the project that stipulated what information to be
selected, from which source , by what procedures.

The research of my project is descriptive study. I have obtained information by the HOD of the HR
Department and some of the employees of the organization & also from websites.

5.6.1 Descriptive research

The research had been interested in knowing the proportion of people in a given population who have
behaved in a particular manner, making projections of certain thing and determining the relationship
between two or more variables in some areas.

As the set up has been a well structured and rigid which could not be changed by giving sufficient thought
in forming questions, deciding type of data to be collected and procedure that has been used gives the
proof of using descriptive research.

In this research it deals with descriptive research type. It includes surveys and fact-finding enquiries of
different kinds. The major purpose of descriptive research is description of the state of affairs as it exists
at present.

31
5.7 Sample Design

A sample design is a definite plan determined before any data are actually collected for
obtaining a sample from a given population. Sampling is used to collect data from limited numbers
whereas census is used for large numbers. For the research, sampling method was used.

5.7.1 Definition of sample:-

The respondent selected should be as representative of the total population as possible in order to
produce or miniature cross section. The selected respondents constitute what it technically called
sample.
A part of a population, which is provided by some process on other, usually by deliberate
selection with the object of investigating the properties of the parent population set.

And the selection process is called sampling technique.

5.7.2 Sampling:-

“A finite subset of population, selected from it with the objective of investigating its properties
called a sample. A sample is a representative‟s part of the population sample of 20 respondents in
total has been randomly selected. The response to various elements under each questions were
totalled for the various statistical testing”

In our investigation, if we study each and every unit of population then the method of
investigation is called „Census‟ method. On the other hand if in our investigation we do not study
each and every unit of population but instead only few items drawn specifically from population
then that method of investigation is called „Sampling‟ method.

In researcher project work he has used „Sampling‟ technique or method. Researcher has
met 30 employees.

32
5.7.3 Sampling Method:-

Census:-

Census method refers to the complete enumeration of a universe. A universe may be a place, a
group of people or a specific locality through which we collect the data. Census method is
necessary in some cases like population census, Agriculture Census, animal census etc for
gaining vast knowledge. But in contrary this & method is not applicable as well as needed to
some social problems because it is costly and time consuming. It is difficult to study the whole
universe because financially aid requires for it to complete the study. For this purpose we use
sampling method to pick up a simple from the whole universe. Census method is perplex and
take more time in data collection.

5.7.4 Sampling Unit

The sampling unit is the basic unit containing the elements of the employees.

Sample Unit: Employees

5.7.5 Sample Size

Sample size is part of target population or total unit, which comes into respondent group. There
are total number of 30 employees were interacted to study this topic, hence the sample size of the
study is 30.

33
CHAPTER 6
DATA ANALYSIS AND INTERPRITATION

6.1 Data analysis:

Once the collection of data is complete, it should be analyzed and processed through
classification tabulation etc in accordance with the subject matter. A careful planning of the
analytical framework should therefore be done by the researcher. Data analysis is carried out by
arranging the data received by the employees in an excel sheet. This data is then converted into
graphical forms. Pie charts have also been used for the tabulation and interpretation of data
collected.

Process of data can be categories into:

6.1.1 Editing
6.1.2 Coding
6.1.3 Classification
6.1.4 Tabulation

The concept of processing and analysis, can proceed with the explanation of all the processing
operations-

6.1.1 EDITING-

Editing involves a careful scouting of the completed questionnaire add/ or schedules. Editing
is done to assure that the data are accurate, consistent with other facts gathered, uniformly
entered, as completed as possible and have been well arranged to facilitate coding &
tabulation

6.1.2 CODING
Coding is necessary for efficient analysis and through it the several replies may be reduced to
a small number of classes which contain the critical information required for analysis. Coding
decision should usually be taken at the designing stage of the questionnaire.

34
6.1.3 CLASSIFICATION
The necessities classification of data which happen to be the process of arranging data in
group or classes on the basis of common characteristic of data having a common
characteristic are placed I one class and in this way the entire data get divided into a number
of group or classes.

6.1.4 TABULATION
Tabulation is the process of summarizing row data & displaying the same in compact form (i.e. in the
form of statistical tables) for further analysis. In a broader sense, tabulation is an orderly arrangement
of data in columns & rows.

35
6.2 Data Interpretation:

Q.1 From how many years you are working with this organisation?

TABLE 1

Sr. No. No. of


Rating Scale In %
Respondents
1 0-5yrs 9 30
2 5-10yrs 15 50
3 10-15yrs 6 20
4 More than 15yrs 0 0
Total 30 100

CHART 1

Employee Working Years In Company


60

50

40
In %

30

20

10

0
0-5yrs 5-10yrs 10-15yrs More than 15yrs
Employee feedback

INTERPRETATION:
From the above table it is inferred that 50% of respondents are work in between 5 to 10 years,
30% of respondents are work within 0 to 5 years and 20% of respondents are work in between 10
to 15 years.

36
Q.2 Rate the working environment of the organisation.

TABLE 2
Sr. No. No. of
Rating Scale In %
Respondents
1 Highly satisfied 15 50
2 Satisfied 12 40
3 Averagely 3 10
4 Dissatisfied 0 0
5 Highly dissatisfied 0 0
Total 30 100

CHART 2

Working Environment of The Organisation


60

50

40
In %

30

20

10

0
Highly satisfied Satisfied Averagely Dissatisfied Highly
dissatisfied
Employee feedback

INTERPRETATION:
It can be concluded that most of the 50% respondents are highly satisfied with the working
environment of the organisation and remaining 40% respondents are only satisfied and 10%
respondent are average with the working environment of the organisation.

37
Q.3 Are you aware about the welfare facility that VRC providing as per law?

TABLE 3
Sr. No. No. of
Rating Scale In %
Respondents
1 Yes 9 30
2 No 21 70
Total 30 100

CHART 3

Analysis of Awareness of Welfare Facility


80
70
60
50
In %

40 Yes
30 No

20
10
0
Employee feedback

INTERPRETATION:
From the above chart it is concluded that the 30% of respondents are aware and they know the
company providing the welfare facility as per law and remaining 70% of respondents are not
aware about the facilities as per law.

38
Q.4 Welfare facility helps to increase your performance in organisation.

TABLE 4
Sr. No. No. of
Rating Scale In %
Respondents
1 Strongly Agree 12 40
2 Agree 12 40
3 Neutral 6 20
4 Disagree 0 0
5 Strongly disagree 0 0
Total 30 100

CHART 4

Increase Employee Performance Due To Welfare Facility


45
40
35
30
25
In %

20
15
10
5
0
Strongly Agree Agree Neutral Disagree Strongly
disagree
Employee feedback

INTERPRETATION:
From the above table it is interpreted that due to welfare facility 40% of respondents are strongly
agree that they are increase their performance in the organisation and also 40% of respondent are
only agree with this. Remaining only 20% of respondents are neutral with this statement.

39
Q.5 How do you rate the medical facility provided by the organisation for you?

TABLE 5
Sr. No. No. of
Rating Scale In %
Respondents
1 Highly satisfied 5 17
2 Satisfied 15 50
3 Averagely 10 33
4 Dissatisfied 0 0
5 Highly dissatisfied 0 0
Total 30 100

CHART 5

Analysis of Medical Benefits


60

50

40
In %

30

20

10

0
Highly satisfied Satisfied Averagely Dissatisfied Highly
dissatisfied
Employee feedback

INTERPRETATION:
Table 8 interpreted that only 17% of employees are strongly satisfied that organisation provide
them medical benefits, most of the employees are i.e. 50% are only satisfied with this and
remaining 33% of the employees are average with this.

40
Q.6 What is your opinion about hygienic (Latrines and Urinals) facilities in the company?

TABLE 6
Sr. No. No. of
Rating Scale In %
Respondents
1 Highly satisfied 5 17
2 Satisfied 5 17
3 Averagely 10 33
4 Dissatisfied 10 33
5 Highly dissatisfied 0 0
Total 30 100

CHART 6

Analysis of hygienic facilities


35
30
25
20
In %

15
10
5
0
Highly satisfied Satisfied Averagely Dissatisfied Highly
dissatisfied
Employee feedback

INTERPRETATION:
The given chart is interpreted that only 17% of the employees are equally strongly agree and only
agree with the urinal facility provided by his own organisation, 33% of respondents are neutral
with this and remaining 33% of employees are dissatisfied.

41
Q. 7 Rate the sitting arrangement facility in organisation.

TABLE 7
Sr. No. No. of
Rating Scale In %
Respondents
1 Highly satisfied 4 13
2 Satisfied 20 67
3 Averagely 6 20
4 Dissatisfied 0 0
5 Highly dissatisfied 0 0
Total 30 100

CHART 7

Analysis of Sitting Arrangement Facility


80
70
60
50
In %

40
30
20
10
0
Highly satisfied Satisfied Averagely Dissatisfied Highly
dissatisfied
Employee feedback

INTERPRETATION:
the given table is shown that only 13% of responded employees are highly satisfied with the
sitting arrangement of the organisation, 67% of the employees are satisfied with this and
remaining of the 20% employees are average with this statement.

42
Q. 8 Do you come across stress at your work place?

TABLE 8
Sr. No. No. of
Rating Scale In %
Respondents
1 Yes 0 0
2 No 30 100
Total 30 100

CHART 8

Analysis of Employees stress


120

100

80
In %

60 Yes
No
40

20

0
Employee feedback

INTERPRETATION:
100% of employees do not have stress at their work place. It means that employees are work
without taking such type of stress.

43
Q.9 Are you satisfied with the transportation facility provided by the company?

TABLE 9

Sr. No. No. of


Rating Scale In %
Respondents
1 Highly satisfied 6 20
2 Satisfied 14 47
3 Averagely 10 33
4 Dissatisfied 0 0
5 Highly dissatisfied 0 0
Total 30 100

CHART 9

Analysis of Transportation Facility


50
45
40
35
30
In %

25
20
15
10
5
0
Highly satisfied Satisfied Averagely Dissatisfied Highly
dissatisfied
Employee feedback

INTERPRETATION:
The above table interpreted that the more employees i.e.47% of employees are satisfied with the
transportation facility, 33%are average and remaining 20% are highly satisfied with this facility.
Means most of the employees are satisfied with the companies transportation facility.

44
Q.10 Rate yourself in regards of loyalty towards company.

TABLE 10
Sr. No. No. of
Rating Scale In %
Respondents
1 5 (Greatest) 22 73
2 4 8 27
3 3 0 0
4 2 0 0
5 1 (Least) 0 0
Total 30 100

CHART 10

Analysis of Employee Loyalty Towards The Company


80

70

60

50
In %

40

30

20

10

0
5 (Greatest) 4 3 2 1 (Least)
Employee feedback

INTERPRETATION:
The given table is interpreted that the 73% of the employees are gives loyalty towards the
company.

45
CHAPTER 7
FINDINGS OF THE STUDY

1. It was found that 20% of respondents are work in between 10 to 15 years, 50% of
respondent‟s working year is in between 5 to 10 and 0 to 5 year working employees in
this organisation are 30%.
2. 50% of the employees are highly satisfied with organisation‟s working environment
means half of the employees are happy with their work, 40%of employees are satisfied
with the environment and only 10% are average with the working environment of
organisation.
3. 30% of employees are aware what welfare facility as per law being provided by the
organisation. Others know the welfare facility but they don‟t know as per law.
4. 40% of employees are strongly agree and also 40% of employees are agree with, they
increase their performance because of the welfare facility which is providing by the
organisation and only 20% of employees are neutral with this.
5. 50% of employees are happy i.e. satisfied with the medical benefits of the organisation it
means they are taking benefit of this facility, 33% are average with this and remaining
17% of employees are strongly satisfied with this facility.
6. 17% of employees are strongly agree and also 17% agree with the urinal facility of the
organisation and 33% of employees are neutral but also 33% of employees are
dissatisfied.
7. 67% are satisfied with the sitting arrangement of the employees i.e. they are comfortable,
20% of employees are highly satisfied with this and average with this facility are 13% of
employees.
8. 100% of employees are work without taking a stress.
9. Transportation facility of the organisation 47% of employees are satisfied, 20%of
employees are highly satisfied and remaining 33% of employees are with this facility of
transportation. It means that the most of the employees are satisfied with this facility.
10. 73% are loyal with the organisation. It means it is beneficial to the organisation.

46
CHAPTER 8
SUGGESTIONS

 The working condition in the company is implemented in such a way that it should
satisfied more number of respondents.
 Welfare measures regarding recreational facilities should not be properly implemented by
company.
 The satisfaction facilities must be properly implemented in the company for more respondents‟
comfort ability.
 The company should maintain good relationship with the employees.
 Organisation provide half hour for lunch break which is not sufficient for lunch. So, they should
increase their lunch time with 45 min.
 They should conduct some employee engagement activities in a week.
 Employee have problem with washroom so, they should make it better.
 Employees are happy with extracurricular activities & festival celebrations like Diwali, Dasara,
B‟day celebration, weekly cricket match, etc.

47
CHAPTER 9
LIMITATIONS OF THE STUDY

 The time period which is given is short i.e. only 50 days.


 The data mostly used by the researcher is the secondary because of lack of primary
source.
 This data is restricted up to the area.
 Because of limited time and some employees due to their busy schedules did not give opinion.
 Time is the important limitation. Due to time constraints only limited population is taken
for the study.
 Findings based on this study cannot be used in other organizations.
 The biased view of the respondent is another cause of the limitation

 Few of the employees were a little bit hesitant to answer the questions this might have
deviated the findings at least to some extent.

48
CHAPTER 10

CONCLUSION

 The employees of the organization are found to be satisfied with the facilities provided to them by
the company.
 It is matter of great satisfaction that majority of the respondents observe that welfare measures are
good.
 There is always scope for improving health and safety measures for the employee.

 Employees are able to manage work and family life without any major problem shows
again that stress levels are manageable at V.R.C.

 A neat, clean and peaceful environment of the organization helps in maintaining satisfaction and
enthusiasm to perform work among the employees.

 The employees of the V.R.C. are highly satisfied with the routine welfare facilities which they are
availing on a regular basis.

 The routine welfare facilities are availed by each employee in the organization by simply filling
an application, without any proof and the time required is also nominal.

 Employees are happy with organisation culture.

 In that organisation no trade uni

 on is there.

 There is no confliction between the employees.

49
CHAPTER 11
ANNEXURE

11.1 BIBLIOGRAPHY

BOOKS REFERENCES:

1. Kothari C.R, 2ND Edition, 2004, Research Methodology Methods and techniques, New
age international (P) Ltd.
2. K.Ashwathappa, 1997, Human Resource and Personnel Management, TataMc GrawHill
Publishing.
3. Ganasekaran P.1ST Edition, 2008, Labour Law, Aruma Pathippagam.

WEBSITE REFERENCES:

www.educationplus.com

www.citehr.com

www.statisticshowto.com

www.informationvine.com

www.lawzonline.com

50
11.2 QUESTIONNAIRE

Q.1 From how many years you are working with this organization?
a. 0-5yrs b.5-10yrs c.10-15yrs d. More than 15yrs

Q.2 Rate the working environment of the organisation.


A. Highly satisfied B. Satisfied C. Averagely D. Dissatisfied E. Highly dissatisfied

Q.3 Are you aware about the welfare facility that VRC providing as per law?
A. Yes B. No

Q.4 Welfare facility helps to increase your performance in organisation.


A. Strongly Agree B. Agree C. Neutral D. Disagree E. Strongly disagree

Q.5 How do you rate the medical benefits provided by the organisation for you?
A. Highly satisfied B. Satisfied C. Averagely D. Dissatisfied E. Highly dissatisfied

Q.6 What is your opinion about hygienic (Latrines and Urinals) facilities in the company?
A. Highly satisfied B. Satisfied C. Averagely D. Dissatisfied E. Highly dissatisfied

Q. 7 Rate the sitting arrangement facility in organisation.


A. Highly satisfied B. Satisfied C. Averagely D. Dissatisfied E. Highly dissatisfied

Q. 8 Do you come across stress at your work place?


A. Yes B. No

Q.9 Are you satisfied with the transportation facility provided by the company?
A. Highly satisfied B. Satisfied C. Averagely D. Dissatisfied E. Highly dissatisfied

Q.10S Rate yourself in regards of loyalty towards company.

A. 5 (Greatest) B. 4 C. 3 D. 2 E. 1 (Least)

51