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“A STUDY ON EMPLOYEE WELFARE MEASURES IN ENGINEERING AND

AUTOMOBILE INDUSTRIES IN PUNE REGION AND ITS IMPACT ON RETENTION


AND EMPOLYEE BONDING.”

A PROJECT REPORT

SUBMITTED IN PARTIAL FULFILMENT FOR THE AWARD OF THE DEGREE

MASTER OF MANAGEMENT STUDIES (MMS)


(under Mumbai University)

SUBMITTED BY
ADITI SURESH MISHRA
MARKETING - 83

UNDER THE GUIDANCE OF


ABHILASHA AMBATIPUDI
PROFESSOR-TIMSR

2016 – 2018
THAKUR INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH
TIMSR

Shyamnarayan Thakur Marg, Thakur Village,


Kandivali (East), Mumbai 400101

1
CERTIFICATE

This is to certify that project titled “A STUDY ON EMPLOYEE WELFARE MEASURES IN


ENGINEERING AND AUTOMOBILE INDUSTRIES IN PUNE REGION AND ITS
IMPACT ON RETENTION AND EMPOLYEE BONDING.” is successfully completed by
MS. ADITI S. MISHRA during the 4th semester, in partial fulfilment of the master’s degree in
management studies recognized by the university of Mumbai for the academic year 2016 – 2018
through THAKUR INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH. This
project work is original and not submitted earlier for the award of any degree, diploma or
associateship of any other university/institution.

Name:
Date: (Signature Of The Guide)

2
DECLARATION

I hereby declare that the project submitted by me to the, Thakur Institute of Management Studies
& Research, Mumbai, is a bonafide work undertaken by me and is not submitted to any other
university or institution for the award of any degree/ certificate or published any time before.

Name:
Roll no.: Signature of the student

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ACKNOWLEDGEMENT

I would like to express my deep gratitude to all the people who were involved both, directly and
indirectly in the preparation of this project.
I would express my heartfelt gratitude to my academic PROF. ABHILASHA AMBATIPUDI,
whose valuable advice; suggestions and perspectives have encouraged me to incorporate a
different dimension to this project.

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TABLE OF CONTENT

Chapter Topic Page no.


no.
1. Introduction 1
i. Objective of Project
ii. Scope of Project
iii. Limitation of Projrct
2. Review Of Literature 9
3. Labour Welfare Measures 12
i. Definition
ii. Scope
4. Theories Of Labour Welfare 13
5. Types Of Welfare Services 16
i. Statutory
ii. Non- Statutory
iii. Family Welfare
6. Research Methodology 20
7. Data Analysis And Interpretation 21
8. Finding 43
9. Conclusion 44
10. Suggestion 45
11. Bibliography And References 46
Annexure

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“A STUDY ON EMPLOYEE WELFARE MEASURES IN ENGINEERING AND
AUTOMOBILE INDUSTRIES IN PUNE REGION AND ITS IMPACT ON RETENTION
AND EMPOLYEE BONDING.”

EMPLOYEE WELFARE MEASURES

1. INTRODUCTION

Employee Welfare is an important facet 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 importance. The workers
in industry cannot cope with the pace of modern life with minimum sustenance amenities. He
needs an added stimulus to keep body and soul together. Employers have also realized
the importance of their role in providing these extra amenities. And yet, they are not always able
to fulfil workers’ demands however reasonable they might be. They are primarily concerned with
the viability of the enterprise. Employee 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 about some measures of
uniformity in the basic amenities available to industrial workers.

After employees have been hired, trained and remunerated, they need to be retained and maintained
to serve the organization better. Welfare facilities are designed to take care of the wellbeing of the

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employees, they do not generally result in any monetary benefit to the employees. No rare these
facilities provided by employers alone.
The basic purpose of employee welfare is to enrich the life of the employees and keep them happy
and contended. Employee welfare today has become a very controversial topic. It covers a very
broad field. To being with, let us briefly discuss the main concepts or, rather, the general,
meaningful ideas which have been evolved about it so far.

The origin of welfare work in India may be traced from the first world war of 1914 -1918.
Since the First World War, it has been expanding steadily; mostly on voluntary basis. The
economic depression also did much to temper the interest which he world war has kindled The
Government as well as the industrialists were prompted to take active interest in in welfare work
due to the discontent and industrial unrest that prevailed in the country and to some extent due to
moral pressure brought to bear on them by the work of the International Labour Organisation. The
second world war received and strengthened welfare movement and the benefits resulting from a
proper regard from a healthy and wellbeing of of the employees were gradually recognised and
employers cooperated with the Government in the provision of improved amenities, active interest
in welfare facilities has survived the impetus of the war and though the welfare work in India is
still considerably below the standards set up in other countries it has become to stay and is bound
to make rapid progress in the years to come, especially when the Indian republic is wedded to the
ideal of a welfare State and a specialist pattern of the society.

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OBJECTIVES OF THE PROJECT
1. The main objective of this study is to understand various employee welfare
facilities in targeted engineering and automobile companies.

2. To understand the impact of welfare on retention of the employees.

3. To study the impact of welfare measures on industrial relations.

SCOPE OF THE PROJECT


The scope of employee Welfare cannot be limited, since it differs according to social customs and
the degree of industrialization indifferent countries and at different times. They have to be elastic
and flexible enough to suit the conditions of the workers, and to include all the essential
prerequisites of life and the minimum basic amenities. The laws of every country highlight
direction to specific application to the working class, the necessity of securing just and humane
conditions of work, for them. However, what these conditions actually imply cannot be specified
in rigid terms for all times and situations.

Thus, the subject of Labour Welfare is fairly wide and is not limited to anyone country, region or
industry. Writers and institutions have described its scope in different ways and from different
angles. The line of demarcation cannot be very precise. But what should be common is that a
welfare measure should enhance the working and living conditions of the workers and their
families and make their lives better worth living. In other words, Labour Welfare policies should
“Enable workers to live a richer and more satisfactory life”.
LIMITATIONS OF THE PROJECT

1. Time was one of the limitations during the project work because of the lack of time the no. of
companies I could get in touch had to keep in limit.

2. Since I had to get information from the HR managers from the engineering and automobile
companies in Pune region, it was too tough to get their appointments for telephonic interview.

3. HR Managers of some reputed companies did not give their appointment for the project work
as this is not the part of their curriculum.

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2. REVIEW OF LITERATURE

Anand (2010) stated in his research work that employees of IT sector in Chennai
district are satisfied with the welfare measures provided by the company. But
researcher also suggested some recommendation pertaining to periodic audit of
welfare programs by management, personality & tress management etc.
Modifications are requiring in the field of safety consciousness, grievance handling
& sexual harassment especially for women employees.

Balaji (2013) explored the influence of rewards & welfare on job satisfaction &
productivity of both public & private sector employees in measure Industrial cities
of Tamilnadu. The working environment was faire in terms of office accommodation
& furniture, working material, health & safety facilities but on the other side he
recommended salary increment, allowances, bonus, fringe benefit & compensation
on regular & specific periods to keep their moral high & make them productive.

Bhagat (2015) revealed that cleaniness is the big issue in Nashik MIDC. She
suggested that cleanliness should be improved, clean & adequate latrines &urinals
at the work place improve indirect motivation to employees.

Bhati p. (2013) identified in her research work that the different provisions provided
to the employees under factories Act 1948 are showing positive relation with the
employee’s satisfaction. Company should know the requirement of employees in
term of different non-financial motivational tools. This study can be useful for
identifying the factories which needs to employee satisfaction & company can use
those factors retention tool for retaining employees in the organization.

Bosibori (2012) suggested that govt. through national police service in Kenya (KISII
central district) should improve the provision of health services, welfare amenities
& social services provided to the police officers so has to improve service delivery
& also recommended that govt. should be well formulated policies on each areas of
welfare services in the national police service in KISII central district

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Chahal (2013) inferred from her research work that some factors like working
environment, performance appraisal techniques, relationship other employees etc.
are contributing towards job satisfaction in bank employees, while job
dissatisfaction caused by working hours (lack of training & development) of
frequent transfers of the employees. He suggested that employee welfare
measures/facilities of job security should be given at most importance so that the
employee turnover maybe restricted.

Gope (2013) studied the employee per section on quality of work life in sugar mills
of Uttar Pradesh (UP) found that private sugar mill employees enjoys better QWL
practices in comparison to cooperative sector or employees. On lighting facilities
(LF), safety measure (SF), health facilities (HF), welfare facility(WF), etc. but
cooperative sugar mill employees enjoys better employee welfare facilities &
supervisor interference (SI) to private sugar mill employees. He suggested that to
improve QWL is first to identify & then try to satisfy employees important needs in
through their experience in their working environment.
Gurusamy (2012) asserted that there is no significant relationship between the sex
of the respondent & level of satisfaction on washing facilities in textile industry at
Coimbatore district. Also he stated that there is a positive relationship the income of
the respondent & the level of the satisfaction on canteen facilities.

Hangarki (2014) revealed the relationship between employee satisfaction level


& welfare measures in selected national bank in Hyderabad Karnataka region. It is
clear that welfare facilitated employment by bank are not equally satisfactory to all
employees. Most of the employees are dissatisfied with the clarity and transparency
in communication, training& development, lunch rooms & rest rooms, health
checkup camp etc. He recommended some measures but separate lunch room & rest
rooms are most important in those amenities because employees are very
inconvenient to have their lunch in front of the customer.
Jain (2012) implied by her research work that public sector bank employees are
more satisfied with his jobs rather than private bank employees the main cause of
dissatisfaction among private bank employees are job in security their jobs are highly
competitive. Also welfare facilities and clearly defined & legally enforced in public
sector banks while there is neither well planned nor well executed welfare facilities

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in private banks. This is other reason of dissatisfaction among private bank
employees. Employee’s turnover high & job security low in private bank employees.
Jeyapragash (2013) Studied organizational climate in total 14 banks which are
10 private sectors, new private sector & public sector banks & 280 respondents.
From dindigul district, Tamilnadu the result showed that organization climate within
public sector bank employees were good compared to the other private banks. They
recommended other banks to improve in the level of organizational climate,
performance appraisal, and image of your bank, training &development,
employee grievance handling procedure etc.

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3. LABOUR WELFARE MEASURES –DEFINITION AND SCOPE

DEFINITION OF EMPLOYEE WELFARE

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. Employee welfare is a dynamic concept. Employee welfare measures are also known
as fringe benefits and services.”

SCOPE OFEMPLOYEE WELFARE

Labour welfare is a dynamic concept which acquires new dimensions with the changes in the
environment of industry. It was as early as 1931 that „Whitley Commission observed‟, “Labour
welfare is one which must necessarily be elastic, bearing a somewhat different interpretation in
one country from another, according to the different social customs, the degree of industrialisation
and the educational development of the workers”. The Rege Committee (1946) observed that, “We
prefer to include under welfare activities anything done for intellectual, physical, moral and
economic betterment of workers whether by employer, Government or other agencies, over and
above provided by law or under some contract and what is normally over and above provided by
law or under some contract and what is normally expected as part of the contract for service”. The
Study Team, appointed by the Government of India in 1959 to examine labour welfare activities
then existing, divided the entire range of these activities into three groups, viz.,
i. Welfare within the precincts of an establishment: medical aid, crèches, canteens, supply of
drinking water, etc.,
ii. Welfare outside the establishment: provision for indoor and outdoor recreation, housing, adult
education, visual instructions, etc. and
iii. Social security.

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4. THEORIES OF LABOUR WELFARE
(i) Philanthropic Theory:

This theory is based on man’s love for mankind as the word philanthropic means “loving
mankind”. Man is believed to have an instinctive urge by which he strives to remove the suffering
of others and promote their well-being. This drive may be a rather powerful one and may impel
him to perform noble sacrifices. When some employers have compassion for their fellowmen, they
may undertake labour welfare measures for the benefit of their workers. In fact, the labour welfare
movement began in the early years of the Industrial Revolution with the support of such
philanthropists as Robert Owen. In India, Mahatma Gandhi was one of the eminent philanthropists
who strove for the welfare of labour.

(ii) Gandhian / Trusteeship Theory:

According to this theory, the industrialist or employer holds the total industrial estate, properties,
and profits accruing from them in trust. In other words, he uses it for himself, for the benefit of his
workers, and also for the society. The employers therefore have the moral responsibility to look
after the interests of their workers. There is naturally no legal binding; but since it is a moral
obligation, it is supposed to be no less effective. The main emphasis here is on the idea that
employers should provide, out of the funds under their control, for the well-being of their workers.
Mahatma Gandhi very strongly advocated the trusteeship theory.

0(iii) The Placating Theory:

This theory is based on the fact that labour groups are becoming demanding and militant, and are
now more conscious of their rights and privileges than ever before. Their demand for higher wages
and better facilities cannot be ignored. According to this theory, timely and periodical acts of
labour welfare can appease the workers. They are some kind of pacifiers which come with a
friendly gesture. Sincerity may lack in such measures though discontent can be brought off in this
manner. 5 OSN Academy, Lucknow

(iv) The Functional / Efficiency Theory:

Under the functional or efficiency theory, welfare work is used as a means to secure and preserve
the efficiency and productivity of labour. It is obvious that if an employer takes good care of his
workers, they will tend to become more efficient and will thereby step up productivity. But all this
will depend on a healthy collaboration between union and management and their mutual concern
for the growth and development of the industry. Higher production is of benefit to both
management and labour. The latter will get better wages and also a higher share in the profits. This
is the functional aspect of welfare having efficiency as its purpose. This theory is a reflection of
contemporary support for labour welfare. It can work well if both parties have an identical aim in
view, that is, higher production through welfare.
(v) Public Relations Theory:

This theory provides the basis for an atmosphere of goodwill between the labour and the

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management and also between the management and the public. Labour welfare programmes, under
this theory, work as a sort of publicity and help an industrialist to build up good public relations.
The measures for labour welfare may also be utilized to improve relations between management
and labour. An exhibition of a labour welfare programme may help an industrialist to project to
the public a good image of his company.

(vi) The Police Theory:


1. According to this view, employers will not leave any opportunity of exploiting the workers, if
not enforced by law. They may force the labour to work for long hours, by paying low wages, by
keeping unhygienic conditions, by neglecting, safety and health measures, by ignoring the basic
necessities.
2. This is based on the contention that a minimum standard of welfare is necessary for labourers.
Here, the assumption is that without policing, that is, without compulsion, employers do not
provide even the minimum facilities for workers.
3. Hence, the state has to intervene to provide minimum standard of welfare to the working class.
The state has to take the role of policeman and compel the employers to provide welfare facilities,
and punish the non-complete.
6 OSN Academies, Lucknow

(vii) The Religious Theory:


1. This is based on the concept that man is essentially “a religious animal”. Even today, many acts
of man are related to religious sentiments and beliefs.
2. These religious feelings sometimes prompt an employer to take up welfare activities in the
expectation of future emancipation either in this life ore after it.
3. It is all based on Hindu concept of re-birth and on the belief system what we are today is the
resultant of our deeds in the last birth and what we do now will be reflected in our next birth in the
coming future.
4. This is why the benevolent acts of welfare are treated either as an investment or atonement.

Labour Welfare Agencies in India

In India, the main agencies engaged in labour welfare include: (a) Central Government; (b) State
Governments; (c) Employers; (d) Workers‟ organisations; and (e) Voluntary organisations. The
contributions of these agencies are discussed below:

(a) Central Government:

The Central Government has passed a number of Acts for the welfare of different types of workers.
It also administers the implementation of industrial and labour laws. The important Acts which
incorporate measures for the welfare of the workers are: Factories Act, Indian Mines Act,
Employment of Children Act, Maternity Benefits Act, Plantation Labour Act, etc. Under these
Acts, employers have to provide certain basic welfare facilities to the workers.

(b) State Government:

The implementation of many provisions of various labour laws rests with the State Governments.

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The State Governments run health centres, educational centres, etc. for the welfare of the workers.
They also keep a vigil on the employers that they are operating the welfare schemes made
obligatory by the Central or State Government. The State Governments have been empowered to
prescribe rules for the welfare of workers and appoint appropriate authorities for the enforcement
of welfare provisions under various labour laws. 7 OSN Academies, Lucknow

(c) Employers:

Many employers provide voluntarily welfare facilities alongwith the statutory welfare facilities.
These include residential lease accommodation to employees, medical and transport facilities,
reading rooms, scholarships to children of workers, patronize teams of employees for hockey,
football, etc. Employers can provide welfare facilities individually or collectively i.e., through
their associations. Employers have to play a major role in providing welfare facilities to industrial
workers.

(d) Trade Unions:

Trade Unions are supposed to raise the welfare of workers and naturally they are expected to
provide certain welfare facilities to their members. Unions can provide educational cultural another
facilities to their members. Some trade unions like the Rashtriya Mill MazdoorSangh are doing
good work in the field of labour welfare. In addition, Textile Labour Association, Ahmedabad
provides certain facilities like schools, social centres, libraries, legal aid, etc. to the textile workers.

(e) Voluntary Organisation:

Some social-welfare and charitable organisations conduct social welfare activities which are useful
to all sections of the society including industrial workers. These agencies provide medical aid,
educational facilities, scholarships, etc. However, the contribution of such organisations in labour
welfare is not so significant.

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5. TYPES OF WELFARE SERVICES
Welfare Services related to physical and social well-being of the employees both within and
outside the organisation. Within the organisation these include provision of medical benefits,
recreational facilities, libraries, canteens, rest rooms, etc. They may also include meals and
refreshments supplied free of cost or at subsidized rates to the employees. But outside the
organisation, welfare arrangements include provision of housing accommodation, education of
children of employees, sports fields and medical facilities for the family.

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Classification of Welfare
1. Statutory
2. Non-Statutory
3. Family welfare
1. STATUTORY:

Those which have to be provided irrespective of size of establishment, say, drinking water. Also,
those which have to be provided subject to the employment of a specified number of people, e.g.
Crèche are also part of statutory welfare amenities.

2. NON-STATUTORY:

In the case of certain amenities, there are no minimum standard laid down as in the sphere of
housing, medical treatment, recreation, transport and educational facilities. This is left to the
discretion of the employer.

Statutory Welfare Amenities


Provisions of Factories Act Regarding Labour Welfare:
Sections 42 to 49 of the Factories Act, 1948 contain specific provisions relating to welfare of
labour. Sec.42 to 45 apply to all factories irrespective of the number of workers employed. Secs.
46 to 49 are applicable to factories employing more than a specified number of workers. These
provisions are discussed below:

a. Washing Facility (Sec.42):

In every factory: (a) adequate and suitable facilities for washing shall be provided and maintained
for the use of the workers therein; (b) separate and adequately screened facilities shall be provided
for the use of male and female workers; (c) such facilities shall be conveniently accessible and
shall be kept clean
.
b. Facilities for Storing and Drying Clothing (Sec.43):

The State Government may, in respect of any factory or class or description of factories, make
rules requiring the provisions therein of suitable places for keeping clothing not worn during
working hours and for the drying of wet clothing.

c. Facilities for Sitting (Sec.44):

In every factory, suitable arrangements for sitting shall be provided and maintained for all workers
obliged to work in a standing position, in order that they may take advantage of any opportunities
for rest which may occur in the course of their work.

d. First-Aid Appliances (Sec.45):


1. There shall in every factory be provided and maintained so as to be readily accessible during all

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working hours first-aid boxes or cupboards equipped with the prescribed contents, and the number
of such boxes or cupboards to be provided and maintained shall not be less than one for every one
hundred and fifty workers ordinarily employed at any one time in the factory.

2. In every factory wherein more than five hundred workers are ordinarily employed, there shall
be provided and maintained an ambulance room of the prescribed size, containing the prescribed
equipment and in the charge of such medical and nursing staff as may be prescribed and those
facilities shall always be made readily available during the working hours of the factory.

e. Canteens (Sec.46):

The State Government may make rules requiring that in any specified factory wherein more than
two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be provided
and maintained by the occupier for the use of the workers.

f. Shelters, Rest Rooms and Lunch Rooms (Sec.47):

In every factory wherein more than one hundred and fifty workers are ordinarily employed,
adequate and suitable shelters of rest rooms and a suitable lunch room, with provision for drinking
water, where workers can eat meals brought by them, shall be provided and maintained for the use
of the workers.

g. Creches (Sec.48):

In every factory wherein more than 30 women workers are ordinarily employed, there shall be
provided and maintained a suitable room or rooms for the use of children under the gage of six
years of such women.

h. Welfare Officers (Sec.49):

In every factory wherein five hundred or more workers are ordinarily employed, the occupier shall
employ in the factory such number of welfare officers as may be prescribed.
Further, provisions were made in other acts also for the appointment of welfare officers. For
example, Sec.18 of the Plantations Labour Act, 1951 requires: “In every plantation wherein 300
or more workers are ordinarily employed, the employer shall employ such number of Welfare
Officers as may be prescribed.

Section 58 of the Indian Mines Act, 1952 provides: “For every mine wherein 500 or more persons
are employed ordinarily, the owner, the agent or manager shall appoint a suitably qualified person
as Welfare Officer”.

NON-STATUTORYFACILTIES

a. Economic Services:

The employees often need money for purchase of bicycle, scooter, T.V., sewing machine, fan, etc.

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to raise their standard of living. The employer may advance them the money which could be paid
back by the employees in the form of monthly instalments to be deducted from their salaries. The
employees may also be induced to build up their own funds for future contingencies.

b. Recreational Services:

Management may provide, for recreational facilities. More agreeable informal atmosphere is
promoted through the contacts and relationships built up in the recreational events. The
management may provide for indoor games like Table Tennis in the common room for employees.
In case of big organisations, management may also arrange for playgrounds for outdoor games and
induce the workers to prepare teams to play matches with other similar teams.

c. Facilitative Services:

These are conveniences which the employees ordinarily require such as:
(i) Housing Facilities:
Some organisations construct flats for their employees and provide the same either free or at a
nominal rent. In some cases, cash compensations are given while in other cases, loans are advanced
to the employees to enable them to construct or purchase their own houses or flats.

(ii) Medical Facilities:


Health is one of the foremost things for the employees and it is but natural that there may be some
injuries because of accidents while working. So first-aid facilities must be provided for within the
factory premises. In addition, medical scheme is generally in operation under which
reimbursement of medical expenses actually incurred is allowed. The organisation may also have
prescribed doctors from whom the employees may get services in case of need.

(iii) Washing Facilities:


It is necessary to provide for wash basins and washing facilities to be conveniently accessible to
all workers which should be clean, properly separated and screened for the use of male and female
employees.

(iv) Educational Facilities:


Educational facilities may be provided by the organisation to the employees‟ children by starting
a school for them.

(v) Leave Travel Concession:


Many organisations reimburse actual fares incurred by the employee in undertaking a tour along
with his or her spouse and minor children once during a specified number of years. 12 OSN
Academy, Lucknow

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6. RESEARCH METHODOLOGY

1) Primary Data:

Following method is used to collect the primary data.

 Questionnaire
 Interview Method

2) Secondary Data:

Available Data to the research of the person collected by any other person or get information
from any other material is called Secondary Data.

 Reference books regarding Factory Act 1948


 The secondary Data is collected with reference of books and websites. The
information regarding various welfare facilities provided under different act.
Especially under Factory Act and facilities provided by the organisation was
collected from reference books.

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7. DATA ANALYSIS AND INTERPRETATION

The data that has been collected was analysed by percentage method and tubulation method. Tables
are prepared based on the responses obtained from the questionnaire and graph are drawned from
with reference to the tables wherever it is necessary.

The interpretations made by collecting the data have been presented further

1) In which type your company can be catagorised?


a) Indian
b) Multi- National

Type of comapnay No. of Respondants % of Respondants


Indian 1 12.5
Multi – National 7 87.5
Total 8 100

12.5%

Indian - 1
Multi National - 7

87.5%

Interpretation: -
Amongst the targeted companies 12.5% companies were Indian and 87.5 companies were Multi-
National.

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2) In which type your company can be categorised further?
a) Sole Proprietorship Firm
b) Partnership Firm
c) Private Ltd
d) Public Ltd

Type of comapnay – No. of Respondants % of Respondants


Further
Sole Proprietorship Firm 0 0
Private Ltd 0 0
Public Ltd 6 75
Partnership Firm 2 25

Total 8 100

25.00%

Sole Propriotership Firm


Partnership Firm
Private Ltd
Public Ltd

75.00 %

Interpretation: -
Amongst the targeted companies 25% companies are Sole proprietor ship firms and 75%are
Private Limited companies.

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3) Does your company provide rest rooms to the employees?
a) Yes b) No

Rest Rooms Facility No. of Respondants % of Respondants


Yes 8 100
No 0 0
Total 8 100

Rest Rooms

100
90
80
70
60
No.s
50
40
30
20
10
0
Yes No

Interpretation: -
Amongst the targeted companies 100 % companies are providing rest rooms to their employees.

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4) Are the employees satisfied with the rest room facility?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

Satisfaction level for Rest No. of Respondants % of Respondants


toom facility
Highly Satisfied 5 62.5
Satisfied 2 25
Neutral 1 12.5
Dissatisfied 0 00
Hid]ghly Dissatisfied 0 00
Total 8 100

Satisfaction Level for rest room facility

70

60

50

40
No.s
30

20

10

0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Interpretation: -
Amongst the visited companies62.5% employees are highly satisfied, 25% employees are
satisfied, 12.5 % employees are having neutral response, 0% employees are dissatisfied and 0%
employees are highly dissatisfied with respect to the rest rooms facilities provided by the
company.

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5) Does your company take proper safety measures for the employees?
a) Yes b) No

Safety Measures Facility No. of Respondants % of Respondants


Yes 8 100
No 0 0
Total 8 100

Safety Measures

100
90
80
70
60 Series 1
50
40
30
20
10
0
Yes No

Interpretation: -

Amongst the targeted companies 100 % companies are providing safety measure facilities to
their employees.

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6) Are the employees satisfied with the safety facility provided by the company?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

Satisfaction level for Safety No. of Respondants % of Respondants


facility
Highly Satisfied 8 100
Satisfied 0 0
Neutral 0 0
Dissatisfied 0 0
Hid]ghly Dissatisfied 0 0
Total 8 100

Satisfactory level for Safety

100
80
60
40
20 No.s
0
Highly
Satisfied No.s
Satisfied Neutral
Dissatisfied
Highly
Dissatisfied

Interpretation: -
Amongst the visited companies100% employees are highly satisfied, 0% employees are satisfied,
0 % employees are having neutral response, 0% employees are dissatisfied and 0% employees
are highly dissatisfied with respect to therest rooms facilities provided by the company.

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7) Does your organisation provide crech facility to the female employees?

a) Yes b) No

Crech Facility No. of Respondants % of Respondants


Yes 5 62.5
No 3 37.5
Total 8 100

Crech Facility

Yes
No

Interpretation: -
Amongst the targeted companies 62.5 % companies are providing crechfacility to their female
employeesit means they have more than 30 female employees in their company and 37.5 %
companies are not providing the crech facility to their female employees. It means they have less
than 30 female employees in their company.

27
8) If yes, then, are the employees satisfied with the crech facility?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

Satisfaction level for Crech No. of Respondants % of Respondants


facility
Highly Satisfied 1 20
Satisfied 4 80
Neutral 0 0
Dissatisfied 0 0
Hid]ghly Dissatisfied 0 0
Total 5 100

Highly Dissatisfied ,
0
Neutral , 0
Dissatified , 0

Highly Satisfied , 20

Satisfied, 80

Interpretation: -
Amongst the visited companies 20% employees are highly satisfied, 80% employees are
satisfied, 0 % employees are having neutral response, 0% employees are dissatisfied and 0%
employees are highly dissatisfied with respect to thecrech facility provided by the company.

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9) Does your company provide canteen facility to the employees?
a) Yes b) No

Crech Facility No. of Respondants % of Respondants


Yes 8 100
No 0 00
Total 8 100

Canteen Facility

8
7
6
5
No.s
4
3
2
1
0
Yes No

Interpretation: -
Amongst the targeted companies 100% companies are providing canteen facility to their
employees.

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10) Are the employees satisfied with the canteen facility?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

Satisfaction level for No. of Respondants % of Respondants


Canteen facility
Highly Satisfied 4 50
Satisfied 2 25
Neutral 1 12.5
Dissatisfied 1 12.5
Highly Dissatisfied 0 0
Total 8 100

Satisfaction for canteen Facility

Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Interpretation: -
Amongst the visited companies 50% employees are highly satisfied, 25% employees are
satisfied, 12.5% employees are having neutral response, 12.5% employees are dissatisfied and
0% employees are highly dissatisfied with respect to the canteen facility provided by the
company.

30
11) Does your company provide yoga/diet guidance/ health care to the
employees?

a) Yes b) No

Health care Facility No. of Respondants % of Respondants


Yes 7 87.5
No 1 12.5
Total 8 100

Health care 2

Yes
No

Interpretation: -
Amongst the targeted companies 87.5 % companies are health care facilities to their employees
and 12.5 companies are not providing the health care facilities to their employees.

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12) Does your company provide anti-harassment policy to the employees?
a) Yes b) No

Anti-harassment policy No. of Respondants % of Respondants


Yes 8 100
No 0 0
Total 8 100

Anti Harassment policy

100
90
80
70
60
50
40 Anti Harassment policy2
30
20
10
0
Yes
No

Interpretation: -
Amongst the targeted companies 100 % companies are providing Anti – Harassment Policy
facilities to their employees.

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13) Does your company provide pick up and drop facility to the employees?
a) Yes b) No

pick up and drop facility No. of Respondants % of Respondants


Yes 7 87.5
No 1 12.5
Total 8 100

Pick up and drop facility

Yes
No

Interpretation: -
Amongst the targeted companies87.5 % companies are providing and 12.5 % companies are not
providing pick up and drop facility to their employees.

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14) Are the employees satisfied with pic up and drop facility?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

Satisfaction level for pic up No. of Respondants % of Respondants


&N drop facility
Highly Satisfied 5 62.5
Satisfied 2 25
Neutral 1 12.5
Dissatisfied 0 0
Hid]ghly Dissatisfied 0 0
Total 8 100

Pic up & Drop Facility

70

60

50

40
No.s
30

20

10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

Interpretation: -
Amongst the visited companies62.5% employees are highly satisfied, 25% employees are
satisfied, 12.5% employees are having neutral response, 0% employees are dissatisfied and 0%
employees are highly dissatisfied with respect to the pic up and drop facility provided by the
company.

34
15) Does your company provide the educational loan facility to the employee’s
children?

a) Yes b) No

educational loan facility No. of Respondants % of Respondants


Yes 5 62.5
No 3 37.5
Total 8 100

Educational loan to children

Yes
No

Interpretation: -
Amongst the targeted companies 62.5 % companies are providing and 37.5 % companies are not
providing educational loan facility to the children of the employees.

35
16) How will you rate the working environment in your organisation?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

The working environment No. of Respondants % of Respondants


in the organisation
Highly Satisfied 6 75
Satisfied 2 25
Neutral 0 0
Dissatisfied 0 0
Hid]ghly Dissatisfied 0 0
Total 8 100

Working Environment
80
70
60
50
40
30
20
10
0 Working Environment

Interpretation: -
Amongst the visited companies 75% employees are highly satisfied, 25% employees are
satisfied, 0% employees are having neutral response, 0% employees are dissatisfied and 0%
employees are highly dissatisfied with working environment of the company.

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17) Does your company provide any employment to the legal heir of the employee
in case of death of the employee while in service?

a) Yes b) No

Educational loan facility No. of Respondants % of Respondants


Yes 2 25
No 6 75
Total 8 100

Job to legal heir

Yes
No

Interpretation: -
Amongst the targeted companies 25 % companies are providing and 75 % companies are
not providing employment to the legal heir of the employee in case of death of the
employee while in service.

37
18) How does your company evaluates the satisfaction level of employees towards
the benefits?

a) Through productivity
b) Through behavioural aspects
c) Through less IR issues
d) Through their motivation level

The working environment in the No. of Respondants % of Respondants


organisation
Through productivity 1 12.5
Through behavioural aspects 1 12.5
Through less IR issues 4 50
Through their motivation level 2 25
Total 8 100

Satisfaction to productivity

Through productivity
Through behavioural aspects
Through less IR issues
Through their motivation level

Interpretation: -
Amongst the visited companies12.5% companies evaluates satisfaction of the employees towards
the benefit through productivity of the employees,12.5%evaluatessatisfaction of the employees
towards the benefit through behavioural aspects, 50% companies evaluates satisfaction of the
employees towards the benefit through less IR issues ,25% companies evaluates satisfaction of
the employees towards the benefit through the motivation level of the employees.

38
19) Do the welfare activities motivate the employees and add the values to the
employee’s performance?

a) Yes b) Up to certain limit c) No

Motivation to employees No. of Respondants % of Respondants


Yes 4 50
Up to certain limit 4 50
No 0 0
Total 8 100

Motivation to employees

50
45
40
35
30
25 Motivation to employees
20
15
10
5
0
Yes Up to certain No
limit

Interpretation: -
Amongst the targeted companies, managers of 50 % companies said that welfare
activities motivate the employees and add the values to the employees’ performance,
And managers of 50 % companies said that welfare activities motivate the employees
and add the values to the employees’ performance up to certain limit only.

39
20) Are the welfare activities helpful to retain the employees?

a) Yes b) Up to certain limit c) No

Helpful to retain employees No. of Respondants % of Respondants


Yes 4 50
Up to certain limit 3 37.5
No 1 12.5
Total 8 100

Helpful to Retain the employees

Yes
Up to certain limit
No

Interpretation: -
Amongst the targeted companies, managers of 50 % companies said that welfare
activities are helpful to retain the employees; managers of 37.5 % companies said that
welfare activities are helpful to retain the employees up to certain limit and managers of
12.5 % companies said that welfare activities are not helpful to retain he employees
because the welfare activities is not only the reason for the employee to leave the
organisation. There are so many aspects due to which the employee can leave the
organisation. E.g. personal reasons.

40
21) Have you experienced any change in performance as well as in behaviour of the
employees after getting the benefits?

a) Yes b) No

Change in performance No. of Respondants % of Respondants


Yes 6 75
No 2 25
Total 8 100

change in performance

Yes
No

Interpretation: -
Amongst the targeted companies, managers of 75% companies said that ,they have
experienced the change in performance as well as in behaviour of the employees after
getting the benefits And managers of 25 % companies said that they have not
experienced any change in performance as well as in behaviour of the employees after
getting the benefits because of the negative attitude of the employees.

41
22) How frequently you get feedback from the employees towards the welfare
measures?

a) Monthly
b) Quarterly
c) Twice in a year
d) Yearly

frequency of getting feed back No. of respondants % of Respondants


Monthly 1 12.5
Quarterly 2 25
Twice in a year 1 12.5
Yearly 4 50
Total 8 100

Frequency to get feed back

Monthly
Quarterly
Twice in a year
Yearly

Interpretation:-

Amongst the visited companies 12.5% companies get feedback from the employees on
monthly basis, 25% companies get feedback of the employees on quarterly basis, 12.5%
companies get fed back from employees twice in a year and 50 % companies get
feedback from the employees on yearly basis.

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8. FINDINGS
Amongst the targeted engineering and automobile companies in Pune region almost 90% of the
companies are providing the statutory, non – statutory and family welfare benefits to the employees
and almost 75% employees are satisfied with the overall facilities and 25 % of employees are not
happy with the overall facilities.
Furthermore, I can interpret that managers of 85% companies said that employee welfare measures
are the very crucial aspect for retention of the employees and employee bonding.

43
9. CONCLUSION:-
The welfare schemes are very important aspects in every organisation which plays vital role in
retaining the employees in the company and enhance the bonding between the employee and the
company. Welfare schemes effectively improve the performance of the employees.
Almost 90 % of the employees are satisfied with the overall welfare facilities and 5% employees
have neutral response towards the welfare facilities and 5% employees are dissatisfied towards the
welfare facilities. So the companies should take measures to satisfy reasonable and legal demands
of the employees.
Employee welfare awareness meetings and presentation must carry out periodically. This in turn
helps to improve the employee satisfaction which consequently shows in their improved
productivity Employee welfare is very important to run the company successfully so the company
should carry out the welfare activities regularly to improve the employee satisfaction in their
working environment.
Therefore we can conclude that in some companies like Alfa Laval, SKF, Sandvik Asia, TATA
Motors, JCB and Volkswagen are providing overall good welfare facilities to their employees but
the companies like Forbes Marshall and KSB Pumps need little bit improvement in their facilities.
.

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10. SUGGESTIONS

Some of the things and areas actually required some sort of improvement. For
this some of the suggestions are-

 Foremost important suggestion is that the trainees should provide a proper training and provide
knowledge regarding actual working in HR department as it is core department of the company.
 In some companies a little more cleanliness is required in the area of canteen.
 In some companies’ employees should give opportunity to participate in the decision making
process.
 Some companies should provide proper health care facilities to the employees.
 The employment should be provided to the legal heir of the employee in case of death of the
employee while in service.

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11. BIBLIOGRAPHY AND REFERENCES

BOOKS REFERRED: -
BOOK NAME PUBLICATION
The factory act 1948 with Maharashtra labour law agency,
factories rules 1963 and Maharashtra Tardeo, Mumbai
Factories safety audit rules 2014

WEBSITES-
1) www.labourlawagency.com

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ANNEXURE
QUESTIONNAIRE

1) In which type your company can be catagorised?


a) Indian
b) Multi- National

2) In which type your company can be categorised further?


a) Sole Proprietorship Firm
b) Partnership Firm
c) Private Ltd
d) Public Ltd

3) Does your company provide rest rooms to the employees?


a) Yes b) No

4) Are the employees satisfied with the rest room facility?


a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

5) Does your company take proper safety measures for the employees?
a) Yes b) No

6) Are the employees satisfied with the safety facility provided by the company?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

7) Does your organisation provide crech facility to the female employees?


a) Yes b) No

47
8) If yes, then, are the employees satisfied with the crech facility?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

9) Does your company provide canteen facility to the employees?


a) Yes b) No

10) Are the employees satisfied with the canteen facility?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

11) Does your company provide yoga/diet guidance/ health care to the
employees?

a) Yes b) No

12) Does your company provide anti-harassment policy to the employees?


a) Yes b) No

13) Does your company provide pick up and drop facility to the employees?
a) Yes b) No

14) Are the employees satisfied with pic up and drop facility?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

15) Does your company provide the educational loan facility to the employees
children?

a) Yes b) No

48
16) How will you rate the working environment in your organisation?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied

17) Does your company provide any employment to the legal heir of the employee
in case of death of the employee while in service?

a) Yes b) No
18) How does your company evaluates the satisfaction level of employees towards
the benefits?

a) Through productivity
b) Through behavioural aspects
c) Through less IR issues
d) Through their motivation level

19) Do the welfare activities motivate the employees and add the values to the
employees performance?

a) Yes b) Up to certain limit c) No

20) Are the welfare activities helpful to retain the employees?

a) Yes b) Up to certain limit c) No

21) Have you experienced any change in performance as well as in behaviour of the
employees after getting the benefits?

a) Yes b) No

22) How frequently you get feedback from the employees towards the welfare
measures?

a) Monthly
b) Quarterly
c) Twice in a year
d) Yearly

49