A STUDY ON

WELFARE MEASURES
Withspecial reference to

“SEEDS INTIMATE APPAREL INDIA PRIVATE LIMITED”.

A Project report submitted in the partial fulfillment for the
Requirements for the Degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted By
Ms. KARRI VIJAYA KUMARI
Regd No; 117225602038
Under the guidance of
Mrs.G.V.S.SAILAJA M.B.A., M.Phil (Ph.D)
Head OfThe Department

DEPARTMENT OF MANAGEMENT STUDIES

NOBLE INSTITUTE OF SCIENCE AND TECHNOLOGY

(Affiliated to ANDHRA UNIVERSITY)

MATHRIPALEM, LANKELAPALEM JUNCTION

1
 VISAKHAPATNAM-531021
(2017-2019)

DECLARATION

I hereby declare that the project work entitled “A STUDY ON WELFARE

MEASURES” With special reference to“SEEDS INTIMATE APPAREL INDIA
PRIVATE LIMITED, ACHYUTHAPURAM, VIZAGis being submitted by me to the
Department of Management Studies, NOBLE INSTITUTE OF SCIENCE AND
TECHNOLOGY, Visakhapatnam, in partial fulfillment for the Award of Degree of
“MASTER OF BUSINESS ADMINISTRATION” is entirely based on my own study
and efforts.

It has not been submitted to any other University for the Award of any Degree or
Diploma.

PLACE: Visakhapatnam KARRI VIJAYA KUMARI

DATE: (Regd.No.117225602038)

2
 NOBLE INSTITUTE OF SCIENCE AND TECHNOLOGY

Affiliated to Andhra University, Visakhapatnam

(Approved by AICTE New Delhi, India)

CERTIFICATE

This is to certify that the project entitled “A STUDY ON WEFARE MEASURES”

With special reference to“SEEDS INTIMATE APPAREL PVT LIMITED”,”
ACHYUTHAPURAM, VIZAG” is being submitted by KARRI VIJAYA KUMARI, in
partial fulfillment for the Award of the Degree of “MASTER OF BUSINESS
ADMNISTRATION” has been carried out by her under my guidance, and the project
report has not been submitted previously to any other university or institution.

Mrs.G.V.S.SAILAJA
3
 M.B.A., M.Phil (Ph.D)
(Head of Department)
Project Guide

ACKNOWLEDGEMENT

It gives me boundless pleasure to avail myself of this oppurtunity to express my

deep sense of gratitude to my project guide and HOD G.V.S.SAILAJA,Associate
professor of Management studies, Noble Institute of Science and Technology, for his
excellent support, encouragement and invaluable guidance throughout this project. I
express my sincere thanks to my guide for his continous tutelage and helping me by
providing all additional requisites.

I am also thankful all other faculty members who help me for the successful
completion of my project work.

I wish to extent my indebtedness to our Professor and Director, Dr.B.Appa Rao

M.Com,Ph.D,M.A.(Sahityaratna),Noble Institute of science and Technologyfor giving
me the permission to carry out the project work.

I wish to express my deep gratitude to the management of “SEEDS INTIMATE

APPAREL INDIA PVT LTD, ACHYUTHAPURAM” for giving me the opportunity to
do the project on “Welfare Measures” for the partial fulfillment of Master of Business
Administration.

4
 (KARRI VIJAYA
KUMARI)

CONTENTS

CHAPTER 1

 INTRODUCTION
 NEED FOR THE STUDY
 OBJECTIVES OF THE STUDY
 METHODOLOGY
 LIMITATION OF THE STUDY
CHAPTER 2
 INDUSTRY PROFILE
 COMPANY PROFILE
CHAPTER 3
 THEORITICAL FRAMEWORK OF THE STUDY

CHAPTER 4
THORETICAL FRAME WORKCHAPTER 5
FINDING, SSUGGESTIONS, CONCLUSIONSBIBLIOGRAPHY
ANNEXURE

 QUESTIONNAIRE

5
 CHAPTER-I

INTRODUCTION OF WELFARE FACILITIES

6
 EMPLOYEE WELFARE

INTRODUCTION:

An organization, whether small or large, be it a business or an industrial enterprise, needs

for its growth, survival and continuance, four important “M’s” Money, Material,
Machinery and Men. Primarily, success or failure of an organization mainly depends
upon combination of above four factors.

The aims and objectives of Employee welfare have progressively changed

during the last few decades. From the primitive policing and placating philosophy of
Employee welfare, it gradually moved to the era of paternalism with philanthropic
objectives. Even today there is evidence of humanitarian outlook of some of the
employers in employee welfare programs. The modern philosophy in Employee welfare
is more oriented towards increasing productivity and efficiency of the work people. An
outstanding trend is that it has become a comprehensive concept concerned with the
development of the total human personality embracing physical, mental, social,
psychological and spiritual aspects of the employee wellbeing.

It is however difficult to precisely define the scope of labour welfare efforts

different writers have defined in different ways some writers say that only voluntary
efforts on the part of the employees to improve the conditions of employment in their
factories from the scope of labour welfare efforts some others say that it includes not only
voluntary efforts of the employer but also minimum standards of hygiene and safety laid
down in general legislation.

7
Labour welfare has both positive and negative aspects. The positive aspects implies the
setting up of minimum desirable standards and the provision of facilities like health,
food, clothing, housing, medical assistance, education insurance, job security, recreation
etc. such facilities enable the worker and his family to lead a good work life, family life
and social life. On the negative side, labour welfare operates to neutralize the harmful
effects of large-scale industrialization and urbanization.

NEED FOR THE STUDY

The study on welfare measures is more relevant in today’s business scenario

characterized by very tough competition. This situation had led to a stage where
organizations are more worried about survival; this led welfare to take a back seat. The
employees themselves are looking for the bare minimum and not making any demands
for welfare. In such a situation, a study on welfare measures and their effectiveness goes
a long way in determining how relevant these concepts are in the changed scenario.
Therefore a study is required.

The study was also required because implementation of welfare measures in India
has become nominal. It has been so neglected in the implementation part that there are
very few takers for welfare because of which the basic objective of having welfare
measures being implemented is lost. This study was therefore aimed at telling the
management areas where they need to tighten up to make welfare really meaningful in
the organization. Keeping in view the importance of fertilizers, the following integrated
polymers plants with foreign collaborations were set up. The real need for welfare arises
from the two basic conditions generally known as the long arm of the job and the ‘social
invasion of the factory’. The working environment of any job in a factory or mine or a
workshop imposes some adverse effect on the workers because of the heat, noise, and
order, fumes etc. involved in the manufacturing process.

EMPLOYEE WELFARE
8
 Employee is the important factor of Industrial Production. Management seeks to
cooperation of work force by providing welfare in terms of provisions for better working
conditions, adequate lighting and ventilation etc., Employee Welfare work aim at
providing such service facilities and amenities which enable the Employee employed in
industrial to perform their work in healthy congenial surrounding conducive to good
health and high morale.

OBJECTIVES OF THE STUDY

 To study the concept of employee welfare measures.

 To portrait the profile of manufacture of seeds.

 To identify the employee welfare measures followed in SEEDS.

 To assess the level of satisfaction of employee on existing employee
welfare measures in the org.

 To offer useful suggestions for bringing about improvement in employee

welfare measure.

9
METHODOLOGY OF THE STUDY
The information pertaining to various labour welfare philosophies has been
collected mainly from various books however the information pertaining to Seeds has
been obtained from the following two sources.

PRIMARY DATA:

This is done by personal discussion with various officials in employee relation

department and human resource development. Questionnaires were prepared by keeping
in view of the objective of the study. The first one is being management questionnaire
covering management data on participation of workers in welfare work. The second one
was the canvass among the sampled employers to find out their opinion on welfare
measures. The questionnaire was distributed to 150 and the responses were limited to
100. The study is confined to a sample of 100 only.

SECONDARY DATA:

The secondary data is from various publications on personal management labour

welfare and annual reports of Seeds. The secondary source is from various publications
on personnel management, labour welfare and annual report of seeds etc.…..

I have drawn information freely upon available literature on labour welfare and personnel
management and mostly based on certain practical ideas and suggestions given by the
experts in the relevant field.

10
A questionnaire of about is 18 questions regarding the subject was put to the employees
of Seeds this questionnaire gives us a measure of executive development and how for the
labour welfare is helpful in productivity of company and in developing their and intra
personal relations.

LIMITATIONS OF THE STUDY

Every study is conducted under some limitations. Some of the limitations of the
study are as follows.

 During the project period most of the staff members are busy with auditing and
other works. So they could not afford give full information.
 Some of the information was not available due to the confidential matters.
 Since officials, executives and others were busy the study was primarily focused
on secondary data.
 Some of the employees were not willing to give the detailed information about the
questionnaire.
 The available information is not adequate for studying the organizations attitude
towards the labour welfare
 Time was a constraint for the study.

11
 CHAPTERISATION

CHAPTER 1 :

This chapter deals with introduction about the topic, needs for the study, objectives of
the study, methodology applied for the study, limitations of the study and chapterisation.

CHAPTER 2 :

This chapter deals with the Industry profile and Company profile.

CHAPTER 3 :

This chapter deals with theoritical and conceptual frame of the topic. For which the study
is related to.

CHAPTER 4 :

This chapter deals with the data analysis and interpretation of the study.

CHAPTER 5 :

This chapter deals with summary, findings, suggestions related to study.

12
 CHAPTER- II

PROFILE OF TEXTILE INDUSTRY

13
PROFILE OF TEXTILEINDUSTRY

Textile industry in India is the second largest employment generator after

agriculture. It holds significant status in India as it provides one of the most fundamental
necessities of the people .textile industry was one of the earliest industries to come into
existence in India and it accounts for more than 30% of the total exports. In fact India
textile industry is the second largest in the world, second only to china.

Textile industry is unique in the terms that it is an independent industry, from the
basic requirement of raw materials to the final products, with huge value –addition at
every stage of processing .textile industry in India has vast potential for creation of
employment opportunities in the agriculture, industrial, organized and decentralized
sectors &rural and urban areas, particularly for women and the disadvantage. Indian
textile industry is constitute of the following segments :ready -made garments ,cotton
textiles including handlooms, man-made textiles ,silk textiles ,woolen textiles
,handicrafts , coir ,and jute.

Till the year 1985, development of textile sector in India took place in terms of
general policies. In 1985, for the first time the importance of textile sector was
recognized and separate policy statement was announced with regard to development of
textile sector. In the year 200, national textile policy was announced .its main objective
was to provide cloth of acceptable quality at reasonable prices for vast majority of the
population of the country , to increasingly contribute to the provision of sustainable
employment and the economic growth of the nation : and to compete with confidence for
an increasing share of the global market. The policy also aimed at achieving the target of
14
textile and apparel exports of US $ 50 billion by 2010 of which the share of garments will
be US $ 25 billion

STRENGTHS OF THE INDIAN TEXTILE INDUSTRY:

 India has rich resources of raw materials of textile industry. It is one of the
largest producer of cotton in the world and is also rich in resources of fiber
like polyester, silk, viscose
 India is rich in highly trained manpower. The country has huge advantage
due to lower wage rates. Because of low labor rates the manufacturing cost
in textile automatically comes down to very reasonable rates
 India is rich in highly competitive in spinning sector and has presence in
almost all processes of the value chain
 Indian garment industry is very diverse in size manufacturing facility, type
of apparel produced, quantity and quality of out -put , cost, requirement for
fabric etc. It comprises suppliers of ready –made garments for both,
domestic or export markets.

WEAKNESSES OF INDIAN TEXTILE INDUSTRY:

 Indian Textile Industry is highly fragmented in industry structure, and is led

by small scale companies. The reservation of production for very small
companies across the country, led substantial fragmentation that distorted the
competitiveness of industry. Smaller companies do not have the fiscal
recourses to enhance technology or invest in the high –end engineering of
processes. Hence they lose in productivity.
 Indian labor laws are relatively unfavorable to the trades and there is an
urgent need for labor reforms in India.
 India seriously lacks in trade pact memberships, which leads to restricted
access to the major markets.
15
OUT LOOK FOR INDIAN TEXTILE INDUSTRY:

The Outlook for Textile industry in India is very optimistic. It is expected that Indian
textile industry would continue to grow at an impressive rate. Textile industry is being
modernized by an exclusive scheme, which has set aside $5 billion for investment in
improvisation of machinery. India can also grab opportunities in the export market. The
textile industry is anticipated to generate 12mn new jobs in various sectors.

The Textile industry in India traditionally, after agriculture, the only industry that
has generated huge employment for both skilled and unskilled labor in textiles. The
textile industry continues to be the second largest employment generating sector in India.
It offers direct employment to over 35 million in the country. India is the second producer
but India will lead in all. According to the Ministry of Textiles, the sector contributes
about 14% to industrial production, 4% to the country's gross domestic product (GDP)
and 17% to the country's export earnings The share of textiles in total exports was
11.04% during April-July 2010, as per the Ministry of Textiles. It is estimated that India
would increase its textile and apparel share in the world trade to 8% from the current
level of 4.5% and reach US$80 billion by 2020. During 2009-2010, Indian textiles
industry was pegged at US$55 billion, 64% of which services domestic demand.

The archaeological surveys and studies have found that the people civilization
knew the weaving and the spinning of cotton four thousand years ago. Reference to
weaving and spinning materials is found in the Vedic Literature also.

There was textile trade in India during the early centuries. A block printed and resist-
dyed fabrics, whose origin is from Gujarat is found in tombs of Foster, Egypt. This
proves that Indian export of cotton textiles to the Egypt or the Nile Civilization in
medieval times were to a large extent. Large quantity of north Indian silk was traded
through the silk route in China to the western countries. The Indian silk was often
exchanged with the western countries for their spices in the barter system. During the late

16
17th and 18th century there were large export of the Indian cotton to the western
countries to meet the need of the European industries during industrial revolution.
Consequently there was development of nationalist movement like the famous Swedish
movement which was headed by the Aurobindo Ghosh.

There was also export of Indian silk, Muslin cloth of Bengal, Bihar and Orissa to
other countries by the East Indian Company.

SOURCES AND TYPES:

Textiles can be made from many materials. These materials come from four main
sources: animal (wool, silk), plant (cotton, flax, jute), mineral (asbestos, glass fibre), and
synthetic (nylon, polyester, acrylic). In the past, all textiles were made from natural
fibres, including plant, animal, and mineral sources. In the 20th century, these were
supplemented by artificial fibers made from petroleum.

Textiles are made in various strengths and degrees of durability, from the
finest gossamer to the sturdiest canvas. The relative thickness of fibers in cloth is
measured in deniers. Micro fiber refers to fibers made of strands thinner than one denier.

 Animal textiles

Animal textiles are commonly made from hair, fur or skin.

Wool refers to the hair of the domestic goat or sheep, which is distinguished from
other types of animal hair in that the individual strands are coated with scales and tightly
crimped, and the wool as a whole is coated with a wax mixture known as lanolin (aka
wool grease), which is waterproof and dirt proof.

Woolen refers to a bulkier yarn produced from carded, non-parallel fiber,

while worsted refers to a finer yarn which is spun from longer fibers which have been
combed to be parallel. Wool is commonly used for warm clothing. Cashmere, the hair of
the Indian Cashmere goat, and mohair, the hair of the North African Angora goat, are
types of wool known for their softness.
17
Other animal textiles which are made from hair or fur are alpaca wool, vicuña wool,
llama wool, and camel hair, generally used in the production
of coats, jackets, ponchos, blankets, and other warm coverings. Angora refers to the long,
thick, soft hair of the Angora rabbit. Quiet is the fine inner wool of the muskox.

Wadmal is a coarse cloth made of wool, produced in Scandinavia, mostly

1000~1500CE.

Silk is an animal textile made from the fibers of the cocoon of the
Chinese silkworm which is spun into a smooth fabric prized for its softness. There are
two main types of the silk: ‘mulberry silk’ produced by the Bombay Mori, and ‘wild silk’
such as Tussah silk. Silkworm larvae produce the first type if cultivated in habitats with
fresh mulberry leaves for consumption, while Tussah silk is produced by silkworms
feeding purely fed on oak leaves. Around four fifths of the world’s silk production
consists of cultivated silk.

Plant textiles

Grass, rush, hemp, and sisal are all used in making rope. In the first two, the entire plant
is used for this purpose, while in the last two; only fibres from the plant are
utilized. Coir (coconut fiber) is used in making twine, and also in floor
mats, doormats, brushes, mattresses, floor tiles, and sacking.

Straw and bamboo are both used to make hats. Straw, a dried form of grass, is also
used for stuffing, as is kapok.

Fibers from pulpwood trees, cotton, rice, hemp, and nettle are used in making paper.

Cotton, flax, jute, hemp, modal and even bamboo fiber are all used in
clothing. Piña (pineapple fiber) and ramie are also fibers used in clothing, generally with
a blend of other fibers such as cotton. Nettles have also been used to make a fiber and
fabric very similar to hemp or flax. The use of milkweed stalk fiber has also been
reported, but it tends to be somewhat weaker than other fibers like hemp or flax.

18
 Seaweed is used in the production of textiles. A water-soluble fiber known
as alginate is produced and is used as a holding fiber; when the cloth is finished, the
alginate is dissolved, leaving an open area

Lyocell is a man-made fabric derived from wood pulp. It is often described as a

man-made silk equivalent and is a tough fabric which is often blended with other fabrics
– cotton for example.Fibres from the stalks of plants, such as hemp, flax, and nettles, are
also known as 'bast' fibres.

PROFILE OF SEEDS INTIMATE APPAREL INDIA PVT.LTD.

Seeds Intimate Apparel India Private Ltd. is a Multinational garment manufacturing

company incorporated in Visakhapatnam in the year July 2009. Clover Group Hong
Kong, Mast Industries USA, Brandot USA and Brandix Lanka Colombo are the
shareholders for Seeds Intimate Apparel. Seeds manufacture intimate lingerie to its
leading customers.

Seeds Company has around 4000 people and consists of a turnover of approximate
US$ 70m. In this company Total 92% Staff is women and remaining 8% are Gents.
These are supporting staff to Women. Seeds Intimate Apparel have committed to taking a
long-term lease of a 15 acr. Site within the Brandix India Apparel City textile complex in
Visakhapatnam. As part of this growth strategy Seeds Intimate Apparel saw a huge
potential in India both in terms of the manufacturing capabilities to support its expected
increase in turnover with Victoria’s Secret, and other international brands.

As part of this growth strategy Seeds Intimate Apparel saw a huge potential in India
both in terms of the manufacturing capabilities to support its expected increase in
turnover with Victoria’s Secret, and other international brands.

19
Clover group of –China:
Founded in1956, Clover Group Is one of the leading manufacturer of intimate lingerie
for numerous prestige brand labels throughout North America and Europe. Our
production complexes are located in china and Cambodia with workforce over 7,000.For
the past half century; we aim to keep abreast with the industry transcendence from being
a basic functional requirement into a bodice enhancement. Clover Group has always
maintained its posture and embraced the challenges ahead even facing the ever changing
needs and behavior of customers.

MAST industries –USA:

Mast industries Is one of the World‘s largest contract manufacturers importers, and
distributors of men’s, and children’s apparel with revenues of approximately $3.0 billion
or approximately $5.0 to $7.5 billion at retail. Mast industries is the major suppliers to
limited brands -- one of the World‘s largest multi –branded specialty retailers—as well as
many other significant fashion brands
Brandix Group –Sri Lanka:

Brandix Lanka Ltd is the largest exporter of apparel in Sri Lanka.As the holding
company of the Brandix group of companies, it is engaged in developing, manufacturing
and marketing end-to-end apparel solutions to global fashion superbrands.A peek into an
exclusive portfolio reveals Victoria’s Secret, Gap,Next,Mark and Spencer , Liz
Claiborne, Abercrombie and Fitch, amongst other excellent company.

20
PROJECT BACKGROUND:
As part of this growth strategy Seeds Intimate Apparel saw a huge potential in
India both in terms of the manufacturing capabilities to support its expected increase in
turnover with Victoria’s Secret, and other international brands.

There are also the possibilities of supplying the hugely expanding local market.

NATURE OF NEW BUSINESS UNIT:

Seeds Intimate Apparel have committed to taking a long-term lease of a 15 acre site
within the Brandix India Apparel City textile complex in Visakhapatnam.

 A manufacturing facility of 175000square foot is planned to be erected, which will

predominantly manufacture lingerie. The construction of the unit will commence
in Q2 of 2009-2010 with operations coming on line in Q4 of 2009-2010.Initially
the business will employ around 1000 people from the local area, with plans to
ultimately expand this to between 3500 and 4000.Brief profiles of the directors of
Seeds Intimate Apparel India Private Limited are as follows:

SALES AND MARKETING STRATEGY:

Victoria’s Secret is a major customer of the clover Group. Clover Group is one of
the leading manufacturers of intimate lingerie for numerous prestige brand labels
throughout North America and Europe. Our production complexes are located in China
and Cambodia with workforce over 7000. For the past half century, we aim to keep
abreast with the industry transcendence from being a basic functional requirement into a
bodice enhancement. Clover group has always maintained its posture and embraced the
challenges ahead even facing the Ever-changing needs and behavior of our customers.
Our goal is persistently enhancing ourselves with the first-class reputation we have built
up during our first 50 years well into the coming 50 years and beyond.
21
 The proposed project is to establish a world class manufacturing plant in BCIAPLSEZ
for production of Lingerie for the US and Euro markets.

FINANCIAL FEASIBILITY:
Investment:
The investment in the project is as follows:
INR in Lakhs
Land and Buildings 3498
Machinery and Equipment 2987
Working capital 1015
Total 7500

22
 ORGANIZATION PROFILE

Organizational Hierarchy

FACTORY HEAD
MR.PERK

MERCHAN FINISHED
R&M SPREADIN MOULDI PRODUCTI
GOODS &
DISING ON HEAD
HEAD GHEAD NG HEAD
HEAD PACKING
CAD/CUTTI
NG HEAD

ACCOUNTA
NCE &
FINANCE I.E/WORK STUDY
HEAD

MATERIAL
HUMAN
QUALITY
RESOURCE
ASSURANCE HEAD

23
24
BUSINESS PROCESS FLOW OF THE COMPANY:

 Order enquiry (clover) & order confirmation (after confirmed from planning department).
 Seeds Fareast will procure ,based on order quantity
 Sent packaging list to seeds intimate India pvt. ltd
 R&M will receive the material according to packaging list
 MQA will check the raw material.
 Material will be allocate to export order once it has been passed from MQA(material quality assuran
 Planning department decide when to cut (PCD &PSD).
 EXPORT house will be broken down into commissions.
 Spreading & cutting is done, cut part is generated in bundles.
 Then issued to production/sewing department along with trims.
 Finishing and packaging is done.
 Final inspection, dispatch & shipping.

25
BUSINESS PROCESS (Smart art form)

Order enquiry (clover )

EXPORT house will be Spreading & cutting is
& order confirmation(
broken down into done ,cut part is
after confirmed from
commissions. generated in bundles
planning)

Then issued to
Seeds Fareast will Planning department
production/sewing
procure ,based on order decide when to cut
department along
quantity (PCD &PSD)
with trims

Material will be
Sent packaging list to
allocate to export Finishing and
seeds intimate India
order once it has been packaging is done
pvt. ltd
passed from MQA

R&M will receive the MQA will check the Final inspection
material according to raw material. ,dispatch & shipping.
packaging list

BENEFITS:-

 Employee provident fund:

Employer and employee contribute are equal in provident fund which is 12%.It is deducted on
Basic+D.A+Cash value of food allowance @12%

26
  Crèche Facility:

 Canteen facility with subsided food:

27
  Medical facility:

 Doctor visit 3days in a week,

 Nurse facility at first aid room

 Marriage Bonus:

28
  Production incentives
 Workmen compensation
 Maternity bonus
 Transport facility: Nearly 50 Buses is there

VALUES:

Integrity: Team work:

Customer service: Learning & growth:

29
 Commitment:

THEORETICAL FRAMEWORK

WELFARE OF EMPLOYEE
The factories act contains provisions about welfare of employee, these are as follows;
 There shall be separate and adequately screened washing facilities for the use of male
and female employee.
 There shall be suitable places provided for clothing not worn during working hours
and for the drying of wet clothing.
 There shall be suitable arrangement for all employees to sit for taking rest if they are
obliged to work in a standing position.
 There shall be provided the required number of first aid boxes or cupboards (at the
rate of one for every 200 employees) equipped with the prescribed contents readily
available during the working hours of the organization.

STATUTORY BENEFITS
Statutory benefits are contained as follows.

30
 CLEANLINESS
Every organization shall keep by daily sweeping or washing the floors and work
rooms and by using disinfectant where necessary. Walls, doors, and windows shall be
repainted or revarnished at least once in every 5 years.
DISPOSAL OF WASTES AND EFFLUENTS
Effective arrangements shall be made for the disposal of wasted and or making
them innocuous.
VENTILATION
Effective arrangements shall be made for ventilation. So as to provide comfort to
the employee in there working environment.
DRINKING WATER
There shall be effective arrangements for wholesome drinking water employees at
convenient points. If their number is more than 250 then the arrangement shall be make
fir cool drinking water during hot weather.
LATRINES AND URINALS
There shall be sufficient number of latrines and urinals, clean, well ventilated,
conveniently situated and built according to prescribed standards separately for male and
female employees.
FEATURES OF EMPLOYEE WELFARE
 Employee welfare includes various facilities services and amenities provided to
employees for improving their health, efficiency, economics betterment and social
status.
 Welfare measures are in addition to regular wages and other economic benefits
available to employees due to legal provisions and collective bargaining.
 Lab our welfare measures are flexible and ever – changing new welfare measures are
added to the existing ones from time to time.
 Welfare measures may be introduced by the Employers, Government, and Employees
or by any Social or charitable agency.

31
 The purpose of lab welfare is to bring about the development of the whole personality
of the worker to make him a good worker and a good citizen.
BENEFITS OF WELFARE SERVICES
 Services like housing schemes, medical benefits and education and recreation
facilities for the worker’s family’s help to create better good will. This will help
them devote mind towards their work to gain in terms of productivity and quality
of work.
 Welfare facilities provide better physical better physical and mental health to the
employees.
 Employee’s services serve to maintain some degree of peace with the employee
union.
 Employees secure the benefits of high efficiency, cordial industrial relations and
low lab our absenteeism and turnover.
 Employee welfare measures rate lab our productivity and bring industrial peace
and cordial lab our absenteeism relation.
 An employee is able to abstract talented works from the employee market by
providing attractive welfare facilities.
 It is felt that if they are properly looked after they will be loyal to the company.
NON STATUTORY BENEFITS
Non – statutory welfare has been perceived to bring allegiance to the organization
that has bestowed facilities to bring allegiance to the organization that has bestowed
facilities to the employees. The assumption generally has been that increased allegiance
and loyally to the organization will result in high productivity.
WELFARE AND AMENITIES WITHIN THE ESTABLISHMENT
 Latrines and urinals
 Washing facilities
 Crèche’s
 Rest shelters and canteens
 Arrangements for drinking water
32
 Arrangements for prevention of fatigue
 Health service including occupation safety
 Administrative arrangements within a plant to look after welfare.
 Health service including occupation safety
 Administrative arrangements within a plant to look after welfare

WELFARE OUTSIDE THE ESTABLISHMENT

 Maternity benefits
 Social insurance measures, including gratuity, pension, provident fund and
rehabilitation
 Benevolent funds
 Medical facilities, including programmers for physical fitness and efficiency; family
planning and child welfare.
 Education facilities including adult education
 Housing facilities
 Recreation facilities, including sport, cultural activities, library and reading room.
 Holiday homes and leave travel facilities.
 Employees co-operative, including consumer’s co-operative stores fair price shops
and co-operative shrift and credit societies.
 Vocational training for dependants of employees;
 Other programmers for the welfare of women, youth and children
 Transport to and from the place of work
WORKING CONDITION
The change in physical working environment brings about a temporary
improvement in morale leading to increase productivity. This is a response to change in
general and should be taken as a response to specific change hence manager has to be
careful in generalizing from the temporary increase in productivity.

33
 SANITATION
Facilities for men and women like toilets, drinking water, rest room lockers,
canteen lockers canteen etc have bearing or employee’s health and productivity some of
these factor have been brought under statutory control and certain minimum facilities
have to be provided for.
FATIGUE
Fatigue or decreased capacity to work can come either due to physiological
reasons or environment / nature of work. It sometimes occurs owing to monotony to the
work also fatigue also occurs because of accumulation of wastes like carbon dioxide,
lactic acid etc in blood. Fatigue can generally be lessened by giving rest periods after
certain hours of work.
SOCIAL SECURITY
International employee organization has defined the social security as “That
security that society furnishes, through appropriate organizations, against certain risks to
which its members are exposed”. These risks are ignorance, want, disease, squalor and
unemployment. The man requires freedom from these contingencies and the provisions
against these risks can be labeled as social security measures.
According to B.P. ADARKAR ‘Social security is the security that society
furnishes through appropriate organization against certain risks to which its members are
exposed”. Social security is that security which the society furnishes through appropriate
organization against certain risks or contingencies to its members to which are exposed.
Some of the social security measures introduced in the company are;
a) Compensation in case of industrial accidents and injury
b) Protection against illness
c) Maternity benefits to women employees.
d) Provident funds
e) Old age pension and gratuity
f) Health insurance

34
There is necessity to provide welfare measures to the employees for making them happy
and contented. Workforce may remain with the organization when they find that in
addition to wages. Company given them fringe benefit to carry on their lives comfortably
and conveniently, so stable and created in such situation.

THE OBJECTIVES OF EMPLOYEE WELFARE AREDISCUSSED BELOW:

 To enhance the level of moral of employees.

 To Create a Loyal, Contented workforce in Organization.

 To Develop a Better Image Of The Company In The Mind Of Employees.

 To enable the workers too comfortably & happily.

 To Develop Efficiency Of The Workers

 To Reduces Influence Of Trade Union Over The Workers

 To Expose Philanthropic & Benevolent Activities Of The Company

 To Make the Workers know that the company takes Care of Them.

 To Develop Positive Attitude Towards Job, Company & Management

 To Reduce Tax Burden.

 To Developed a feeling of satisfaction of employees with the company

 To Develop a sense Of belonging To The Company

 To Retain Skilled & Talented Workers

35
NEED FOR SOCIAL SECURITY & WELFARE ACTIVITIES

1. EMPLOYEE DEMANDS
Employee’s demands more varied types of fringe Benefits rather than pay like because of
reduction in Tax burden on the part of employees & in view of the galloping price index
and cost of living.

2. TRADE UNION DEMANDS

Trade unions compete with other for getting more and a new variety of fringe benefits to
their members such as life insurance, beauty clinics etc. Thus, the competition among
trade unions within an organization results in more & varied benefits.

3. EMPLOYER’S PREFERENCE:
Employer prefers fringe benefits to pay-hike as fringe benefits motivate employees for
better contribution to the organization results in more & varied benefits.

4. AS A SOCIAL SECURITY:
Social security is a security that the society furnishes through appropriate organization
against certain risks to which its members are exposed. These risks are contingencies of
life like accidents & occupational diseases.

5 .TO IMPROVE HUMAN RELATIONS:

Human relations are maintained when the employees are satisfied economically, socially
the worker’s economic, Social & psychological needs. Consumer stores, credit facilities,
canteen ‘Recreational facilities satisfy the worker’s needs.

36
FEATURES OF EMPLOYEE WELFARE

 Employee welfare is a comprehensive term including various services. Facilities

& amenities provided to employees for their betterment.

 Employee welfare is a dynamic concept varying from country & from region
within same country. It is a flexible & ever changing concept as new welfare
measures are added to the existing measure from time to time.

 Welfare measures are in addition to regular wages & other economics benefits
available to

 Employees under legal provision & collection bargaining.

 Welfare measure may be provided not only by employers but by the government,
trade unions & others agencies too.

 The basic purpose of employee welfare is to improve the lot of the working class
& thereby make a worker a good employee & happy citizen.

 Employee’s welfare is an essential part of social welfare. It involves adjustment of

an employee’s work life & family life to the community or social life.

 Welfare measures may be both voluntary& statutory.

 Employee welfare Measures are also known as fringe benefit & services.

37
EMPLOYEE WELFARE IN INDIA.

The chapter on Directive principle of state Policy in the Indian constitutes express the
need for labour welfare as discussed below:

ARTICLE 38:
The state shall strive to promote the welfare of the people by securing & protecting as
effectively as it may a social order in which justice social, economic & political shall
inform all the institution of the national life

ARTICLE 39:
The state shall in particular, direct its policy towards securing.
 That the citizen, men and women equally have the right to an adequate means of
livelihood.
 That the ownership and control of the material resources are so distributed as to
serve the common goal.

ARTICLE 41:
The state shall within the limits of its economic capacity & development, make effective
provision for securing the right to work, to education & to public assistance in case of
unemployment, old age, sickness & disablement & other case of underserved wants.

ARTICLE 42:
The state shall make provision for securing just & human conditions of work & for
maternity relief.

ARTICLE 43:
The state endeavor to secure, by suitable legislation or economic organization or in any
other way, to all workers, agricultural, industrial or otherwise, work a living wage,

38
conditions of work ensuring a decent standard of life & full employment of leisure &
social & cultural opportunities & in, particular, the state shall endeavor to promote
cottage industries on an individual or co-operative basis in rudrapur.

39
CAUSES FOR THE SLOW PROGRESS OF LABOUR WELFARE ACTIVITIES
IN INDIA:
 The ales parried in India for the welfare of workers are not coordinative in nature
these ales have been passed in unplanned & unscientific manner.

 In most of the industries workers are not united they are not aware of their rights.

 There is a lack of proper planning & scientific approach in easier welfare activities
being underline by the employers, the government in our country.

 There is a lack of proper implementation of labour welfare also.

 Workers are also responsible for such slow progress they do not have attuned
towards their employers.
There is lack of initiative among employers to provide such facilities to them worked
they feel the money spent on labour welfare activities is only the wastage of money
whatever facilities they provide they are providing either because of legal compulsion or
because of possibility of sheik by workers.
PRINCIPLES OF LABOUR WELFARE:
Following Principal should be kept in mind & properly following to achiever successfully
implementation of welfare programmers:
 Principal of social responsibility industry.

 Principle of totality of welfare.

 Principle of accountability.

 Principle of timelier.

 Principle of responsibility.

 Principle of democratic values.

 Principle of efficiency.

 Principle of co- ordination or integration.

 Principle of adequacy of wages.

40
STATUTORY PROVISIONS:
Employees are required to offer welfare facilities to workers under different labour laws.
These are as follows:-

TRADE UNIONS:-
The contribution of trade unions in India towards labour welfare activities is not
significant. A poor finance, multiple unionisms comes in the way of undertaking labour
welfare work enthusiastically; they can however take the following measures.
 To act as a watch dog of worker’s interest.

 To organize & inexpensive facilities.

 To assist in the establishment & administration of welfare schemes.

 To identify worker’s need & bring them to the notice of the government & the
employers.

VOLUNTARY AGENCIES:-
Many voluntary social services have been doing labour welfare work. Mention may be
made of the Bombay social service, sevasadan society, Maternity & infant welfare
association the depressed classes’ mission society & women institute of Bengal.
CENTERAL GOVERNMENT:-
The central Government tries to extend its helping hand through various acts covering the
safety, health & welfare of workers. It also administers the implementation of industrial
&labour laws .The important acts which as follows. The factories act 1948, Mines act
1952, Shipping act 1948, Employees state Insurance Act 1948, Plantation labour Act
1951, etc.

41
THE FACTORY ACT 1948:-

The act provides the following services to workers.

 Washing facilities to male & female workers separately.
 Facilities for storing & drying clothes.
 Facilities for occasional rest for workers who work in a standing position for long
hours.
 First aid boxes or cupboard & the ambulance facility if there are more than 500
workers.
 Canteen where there are more than 250 workers.
 Shelters, restroom & lunchrooms where over 15 workers are employed.
 Crèche, If 30 or more women are employed.
 Welfare officer, If 500 or more workers are employed.

WELFARE MEASURE INSIDE THE WORKPLACE AT PRICE AND

BUCKLAND.

 SAFETY AND CLEANLINESS NEIGHBORHOOD:

Safety and cleanliness to the neighborhood in this modern era has very important role.
Company adopts the policy of being eco- friendly and cleanliness is maintained in the
surrounding which is equally important for the company and neighborhood.

 UP KEEPING OF PREMISES – COMPOUND LAWNS, WALL GARDENS,

AND SO FORTH, EGRESS PASSAGES AND DOORS:

As discussed earlier, company should be eco friendly, and also the company should have
good compound for the better perspective. Lawns, gardens should be maintained,

42
compound walls should be proper white washed even the passage for the entrance and
exit should clearly give the idea about the route to follow.

 ELIMINATION OF DUST, SMOKE, FUMES, GASES:

The work to be done in this operation for the production purpose also produces various
gases, waste material , dust, smoke which is moreover always dangerous if we come in
contract with them their should be proper elimination of the waste material and the place
where the actual work is done should be well ventilated and well maintained.

 SANITATION AND CLEANLINESS:

Where there the condition of work , produce waste , gases, and other material not for use
their elimination were mostly done by sewers, and pipes the sanitation process for the
waste should be well formulated and also cleanliness in respect of sanitation also should
be there.

 CONTROL OF EFFLUENTS:

Accordingly when the process of sanitation is done the wastage is industrial process is
eliminated and that wastage is eliminated through the process of sewage. This eliminated
waste should be taken care off as this waste material is also harmful for the environment.
Emphasis should be given on reduction of waste material.

 CONVENIENCE AND COMFORT DURING WORK: SEATING

ARRANGEMENTS:
There should be proper arrangements for Convenience and comfort. Measure should
be Adopted for the reduction of stress there- in Employee having by regular work. Proper
seating Arrangements should be there as situation needs.
43
  DISTRIBUTION OF WORK HOURS AND PROVISION FOR REST HOUR
MEAL TIMES AND BREAK:
Proper distribution of work should be there employee working were not machine they are
men their should be provision for breaks, meal times, rest hours for better governing shift
wise system should be adopted.

 SAFTEY MEASURES, THAT IS MAINTENANCE OF MACHINE AND

TOOLS, PROVIDING GUARDS HELMET AND TOOLS APRONS,
GOGGLES, FIRST AID EQUIPMENT:
Working condition was not same at all places, workers while working in operations
should be well equipped with safety measure essential for those operations. Guards,
helmet, aprons, goggles should be provided to them for their safety.

SUPPLY OF NECESSARY BEVERAGES, AND PILLS AND TABETS SALT

TABLET MILK AND SODA:
While being in exhaust place and working there from long period, leads to lack of energy
that gives birth to stress and compulsive nature. Employees should be provided with
milk, soda, other mineral drinks in intervals so that they are able to carry on their work in
good position.
 NOICE BOARDS, POSTERS AND PICTURE, SLOGANS, LIBRARY,
INFORMATION’S:
Under company compound they should have notice board so that any important
information, notice can be easily come under the notification of the employee. Company
should provide their workers with library so that they are able to get material to enhance
their knowledge. Use of posters, picture, and slogans should be there which help in
employee motivation.

44
CONVENIENCE:
 URINALS AND LAVATORIES, WASH BASINS,
BATHROOMS,PROVISION FOR SPIT ROOMS, WASTE DISPOSAL:
The maintenance of company compound and for the welfare of employee there should be
provision for urinal and lavatories, wash basins, bathroom and waste disposal.

 PROVISION OF DRINKING WATER AND COOLERS:

Operation were not same at all places, they differ in respect of work. Employee working
there were also human being they also need water to drink, and fresh air to breath.
Workers should be provided with drinking water facility and also of coolers.

 CANTEEN SERVICES:
Company should provide their workers canteen service also as it is beneficial for both
company, it will save their time and workers will get their meal. Canteen should provide
good nutritious food to the workers.

 MANAGEMENT OF WORKERS:
Workers should be well managed, according to work. Company should manage the
proper distribution of the workers in each task so that employees are able to complete
their task

WORKERS HEALTH SERVICES:

 EMERGENCY AID , MEDICAL EXAMINATION FOR WORKERS;
HEALTH EDUCATION; MEDICAL OFFICER:
It is normal in nature of the companies where work is performed in huge capacity anyone
can get hurt or any type of emergency can take place. Emergency aid i.e. first aid kit
should be there, company should perform medical examination of their workers and
medical officer should be appointed. Company should lead their employee with well-
versed education.
45
  MEDICAL INSURANCE:
Company must be sure about medical insurance to their employee for the welfare of the
employees. (ESI & EMI)

 COMPENSATION:
Company should compensate their employee and their family members in respect of
medical treatment.

46
  WOMEN AND CHILD WELFARE:
Companies now usually make compound in their employees workers live with their
family. For the welfare purpose, women and child must be lead with education
programmes, provision of loan to the employees for the education of child should be
there, and recreational parks should be there for the women and child.

 RECREATION:
Recreation comprises of various activities like social cultural programmes for the
women’s, and playgrounds for their children, extra curricular activities should be there.

 EDUCATION:
Education facility to the women and children for their welfare, grant of the loan to the
employee for better education of their children

WELFARE MEASURES OUTSIDE THE WORKPLACE:

 WATER SANITATION WASTE DISPOSAL:

As discussed earlier, company should have proper measures in consideration of waste
disposal; water sanitation in broader sense company should have control on their
effluents .

 ROADS, LIGHTING, PARKS, PLAYGROUNDS:

Company being whole- sole responsible for the welfare of their employees with
playgrounds and parks as a part of recreational activity.

 SCHOOLS:
Schools is a major associated thing with our country for its bright future and if it’s
provided to the employees by the company for their children and themselves

47
  TRASNSPORT:
Companies have employees from various places nearby their province. They should
provide them with transport facility for their convenience. It will be good in respect of
both company and employee.

 COMUNICATION:
Communication is essential to carry on the work, and to maintain the relationship,
company should have its own flexible communication system that is suitable for the
welfare of the company and its employees.

RECREATION; GAMES AND CULBS, CULTURAL PROGRAMMES:

Continuous working with no other activity leads to stress, and then sometimes to
depression company should have recreational facilities it should have its own playground
and on regular interval tournament of various games should be made. Beside games
company should have its own clubs fir the company members; they should arrange
different cultural programmes for the welfare of the employees.

WATCH AND WARD SECURITY:

Security deserve its own importance company should have its own security team headed
with its own security officer, security is essential for confidential documents, goods, semi
finished goods, raw material and primarily of residential compounds so that any
misconduct act will not happen.

 HOUSING FACILITY:
Company has moreover large no. of employees working there, some were from the
neighboring places and some from the places situated far away from its compound.
Company should have housing facilities for those employees who have come to serve
company with their best performance.
48
RELATION BETWEEN WELFARE AND PRODUCTIVITY
Welfare services are not charity to workers but are necessary for the organization to
achieve its goals. There is a distinct relationship between welfare measure and the
worker’s productivity which is described below:

 The welfare work of an employer largely differentiates attitude towards the

workers in the employment market. It serves to attract and keep a better
workforce for the work in relation to other organizations.

 Generally, the existence of these benefits gives an idea to the workers that these
are non monetary gains. It will give him a different kind of motivation to feel loyal
to the organization and work devotedly for achieving the desired results.

 Such service facilities like housing scheme, medical benefits, education and
recreational facilities for worker’s families help create contented worker’s
families.

 This will help them to devote themselves towards their work. The gain in terms
of productivity and quality of work will be large indeed.

 Employee’s services also serve to maintain some degree of peace with the
employee’s union in as much as these constitute a considerable part of the
bargaining package. The harmony and the good relations that result in the kingpin
of higher productivity.

APPROACHES TO LABOUR WELFARE

The various approaches to labour welfare reflect the attitudes and benefits of the agencies
which are engaged in welfare activities. Welfare facilities may be provided on religion,
49
philanthropic or some other ground. More over, the different approaches to labour
welfare reflect the evolution of the concept of welfare. In bygone days, the government of
the land had to compel the owner of an industry establishment to provide such basic
amenities as canteens, rest room drinking water, good working condition, and so forth, for
their employees . Such compulsion was necessary because the employer believed in
exploiting labour and treating it in an unfair manner. But times have changed and the
concept of welfare, too, has undergone change. Much progressive management today
provides welfare facilities, voluntarily and with enlightened willingness and enthusiasm.
In fact, welfare facilities are not restricted to the worker alone.

A study of the approaches to labour welfare is desirable for the management, the workers
and the general reader. For the general reader, a study of approaches is essential his/her
knowledge of the subject is incomplete without knowledge of these approaches, and
knowledge of approaches enables the manager and the worker to have a better
perspective on welfare work.

 The policing theory of labour welfare.

 The religion theory of labour welfare.

 The philanthropic theory of labour welfare.

 The paternalistic theory of labour welfare.

 The placating theory of labour welfare.

 The public relation theory of labour welfare.

 The functional theory of labour welfare.

 The social theory of labour welfare.

50
APPROACHES TO LABOUR WELFARE

POLICING THEORY
A welfare state cannot remain a passive spectator of this limitless exploitation. It enacts
legislation under which management are compelled to provide basic amenities to the
workers. The state assumes the role of a policeman, and compels the managers of
industrial establishments to provide welfare facilities, and punishes the non – complier.
This is the policing theory of labour welfare.

RELIGION THEORY
The religion theory has two connotations, namely, the investment and atonement aspects.
The investment aspect of the religion theory implies that the fruits of today’s deed will be
reaped tomorrow. Any action, good or bad, is therefore treated as an investment. Inspired
by this belief, some employers plan and organize canteens. The atonement aspect of the
religion theory implies that the present disabilities of a person are the result of the sins
committed by her/ his previously. He / She should undertake to do good deeds now to
atone or compensate for his/ her sins.

PHILANTHROPIC THEROY
Philanthropic means affection for mankind. The philanthropic theory of labour welfare
refers to the provision of good working conditions, crèches and canteens out of pity on
the part of the employers who want to remove the disabilities of the workers.

PATERNALISTIC THEORY
This theory is also called the trusteeship theory, of the labour welfare, the industrialist or
the employer holds the total industrial estate, properties and the profit accruing from
them, in trust. The trusteeship is not actual and legal, but it is moral and, therefore, not
less real.

51
PLACATING THEORY
This theory is based on the assumption that appeasement pays when the workers are
organized and are militant. Peace can be bought by welfare measures. Workers are like
children who are intelligent, but not fully so. As crying children are pacified by sweets,
workers should be pleased by welfare works.

52
PUBLIC RELATIONS THEORY
According to this theory, welfare activities are provided to create a good impression on
the minds of the workers and the public, particularly the latter. Clean and safe working
conditions, a good canteen, crèche and other amenities, make a god impression on the
workers, visitors and the public.
FUNCTIONAL THEORY
Also known as the efficiency theory of labour welfare, the functional theory implies that
welfare facilities are provided to make the workers more efficient. If workers are fed
properly, clothed adequately and treated kindly, and if the conditions of their work are
congenial, they will work efficiently. Welfare work is a means of securing, preserving
and increasing the efficiency of labour.
SOCIAL THEORY
The social obligation of an industrial establishment has been assuming great significance
these days. The social theory implies that a factory is morally bound to improve the
condition of the society in addition to improving the condition of its employees. Labour
welfare, as mentioned earlier, is gradually becoming social welfare.

53
 WELFARE SCHEMES IN SEEDS (I) Pvt ltd .
Statuary welfare scheme:-
Drinking water:-at all the working place Safe and hygienic drinking water should be
provided.
Facility of sitting:-in every organization especially factory suitable sitting
arrangement should be provided.
First aid:-first aid appliances should be readily assessable so that in case of any
minor accident medication can be provided.
Canteen facility:-cafeteria and canteen are to be provided by the employer so as to
provide hygienic and nutrition food to the employees.
Lighting :-lighting facility should be proper.
Health and safety standard:-we maintain a safe clean and healthy environment
incompliances with all applicable law and regulation. That are as follows:-
Fire protection equipment :
Medical programme:-we provide adequate and appropriate first aid facility for our
employee in case of injury or illness.
Chemical safety:-all chemical are hazardous substance and identified and labeled with
warning sign.
 Personnel protection equipment are provided.
 Eye washing equipment.

54
`Role and responsibility of health and safety officer:-


To develop implement and monitor occupation health and safety policy
programme and procedure.

To assist the management in complying with current health and safety legislation
and regulation with the objective of ensuring that all reasonable and proper
measureare taken to protectthe safety and health of learner, staff and visitors.

To establish budget proposal for the operation of the occupation health and
safety officer and specific training programme.

To increase health and safety awareness at all level within the organization.

To respond employees safety concern.

To conduct as necessary the safety inspection .

To coordinate registration & removal of hazardous waste.

To assist executive staff middle and lower level employees supervision.
To develop review & update appropriate section of the organization emergency

55
Wages compensation and payroll policy:-
Seeds ( p) ltd is comply with all legal retirement and follow clients code of
conduct requirement.
Price and Buckland has committed that wages and compensation to be paid as per
defined payroll system to employee according to the industrial factories act and
rules.
The following rules is defined by the SEEDS P LTD:-
 Total salary including basic + DA should not be less then the state defined
minimum wages./
 All deduction should be as per the applicable norms and company will deduct
and surplus the wages deposited to the authorized body on time.
 Leave with wages to be paid as per defined norms.
 Bonus to be paid as per defined norms.

56
MERITS AND DEMERITSOF WELFARE MEASURES
Merits: Most of the organizations have been extending the welfare measures to their
employees, year, for the following merits:
MEETS EMPLOYEE DEMANDS:
Employees demand more and varied types of fringe benefits rather than pay hike because
of reduction in tax burden on the part of employees and in view of the galloping price
index and cost of living.
BUYS EMPLOYEE LOYALTY:
Providing employee welfare measure leads to employee satisfaction and satisfied
employees become loyal to the organization.
BUYS EMPLOYEE COMMITMENT:
Employees increase their commitment to the job having availed of welfare measures.
LOYALTY OF EMPLOYEE FAMILY MEMBERS:
Welfare measures are provided not only to employees, but also their family members.
Employees’ family members also are loyal to the organization having availed of welfare
measures.
MEET TRADE UNION DEMANDS:
Trade unions compete with each other for getting more and a new variety of fringe
benefits to their members such as life insurance, beauty clinics etc. If one union succeeds
in getting one benefit, the other union persuades the management to provide a new model
fringe. Thus, the competition among trade unions within an organization results in more
and varied benefits.
SATISFIES EMPLOYER’S PREFERENCE:
Employers prefer fringe benefits to pay hike, as fringe benefits motivate the employees
for better contribution to the organization. It improves morale and works as an effective
advertisement.
MEETS THE CRITERIA AS A SOCIAL SECURITY:
Social security is a security that the society furnishes through appropriate organization

57
against certain risk to which their members are exposed. These risks are contingencies of
life like accident and occupational disease. The employer has to provide various benefits
like safety measures and compensation in case of involvement of workers in accidents,
medical facilities etc, with a view to provide security to his employees against various
contingencies.

58
IMPROVES HUMAN RELATIONS:

Human relations are maintained when the employees are satisfied economically, socially
and psychologically. Fringe benefits satisfy the worker’s economic, social and
psychological needs. Consumer stores, credit facilities, canteen, recreational facilities
etc., satisfy the worker’s social needs, whereas retirement benefits satisfy some of the
psychological problems about the post-retirement life. However, most of the benefits
minimize economic problems of the employee. Thus, fringe benefits improve human
relations.

CREATE AND IMPROVES SOUND INDUSTRIAL RELATIONS:

Welfare measures satisfy employee and trade union and thus prevent grievances disputes.
Absence of grievances and disputes lead to sound industrial relations.

BOOST UP EMPLOYEE MORALE:

Providing employee welfare measures enhance employee state of mind, turns employee
state of mind positive towards the job and organization. Thus employee welfare measures
boost up employee loyalty.

MOTIVATE THE EMPLOYEES BY IDENTIFYING AND SATISFYING THEIR

UNSATISFIED NEEDS:
Employee welfare measures satisfy physiological, security and affiliation needs by
identifying unsatisfied needs of employees.

PROVIDE QUALITATIVE WORK ENVIRONMENT AND WORK LIFE:

Employee welfare measures improve the quality of work life as well as general life.

59
PROVIDE SECURITY TO THE EMPLOYEES AGAINST SOCIAL RISK LIKR
OLD AGE BENEFITS AND MATERINTY BENEFITS:
Welfare measures provide insurance and security against social risks.

PROTECT THE HEALTH OF THE EMPLOYEES AND TO PROVIDE SAFETY

TO THE EMPLOYEES AGAINST ACCIDENTS:
Welfare measures protect the general health, health against accidents and safety of
employees and their family members.

CREATE A SENSE OF BELONGINGNESS AMONG EMPLOYEES AND TO

RETAIN THEM:
Welfare measures create and improve a sense of belonging ness of employee to the
organization and hence, employees prefer to stay with the organization for longer period.
Therefore, fringe benefits are called golden hands-cuffs.

60
DEMERITS OF WELFRE MEASURES:

Demerits of the employee welfare measures are limited compared to merits. Demerits
include;

COST TO THE EMPLOYER:

Providing welfare measures to the employees and their family members in variably
increases cost of labour to the employers.

AS A MATTER OF RIGHT:
Employees and their family members feel that they have a legal right to get welfare
measures. Therefore, employees some times may not be satisfied and loyal to the
organizations. In fact, satisfied needs are no longer motivators.

DISCREPANCIES AND DE- MOTIVATION:

Employers may commit some mistakes while providing welfare measures, which may
lead to discrepancies. These situations lead to employee de-motivation.

61
 CHAPTER-IV

DATA ANALYSIS AND INTERPRETATION

62
Table 4.1: Employees Satisfied with the working facilities provided by the SEEDS

Rating Scale No. of respondents Percentage

Strongly Agree 20 25%

Agree 28 35%

Neutral 16 20%

Disagree 12 15%

Strongly Disagree 4 5%

Total 80 100%

Figure 4.1:

Percentage

5%
Strongly Agree
15% 25%
Agree
Neutral
20% Disagree
35% Strongly Disagree

Interpretation:

From the above diagram 25%of the respondents strongly agreed that Drinking
water facilities are adequate in the plant, 35% says agree, 20% says Satisfactory, 15%
says Disagree and 5% says Strongly Disagree.
63
Table 4.2: Providing purified cool drinking water in the plant.

No. of
Rating Scale respondents Percentage
Strongly Agree 20 25%
Agree 16 20%
Neutral 28 35%
Disagree 12 15%
Strongly Disagree 4 5%
Total 80 100%
Figure 4.2

Percentage

5%
15% Strongly Agree
25%
Agree
Neutral
Disagree
20%
35% Strongly Disagree

Interpretation:

From the above diagram 25%of the respondents strongly agreed that, they are
being provided with purified cool drinking water at all areas in the plant, 20% says agree,
35% says ,neutral 15% says Disagree and 4% says Strongly Disagree.

64
Table 4.3:Having sanitary facilities in the organization is useful especially for women’s.

Rating Scale No. of respondents Percentage

Strongly Agree 16 20%

Agree 20 25%

Neutral 28 35%

Disagree 10 20%

Strongly Disagree 4 5%

Total 80 100%
Figure 4.3:

Percentage

5%
19%
19% Strongly Agree
Agree
Neutral

24% Disagree
Strongly Disagree
33%

Interpretation:

From the above diagram 20%of the respondents are strongly agreed that, they are
having adequate toilets in the plant, 25% says agree, 35% says satisfactory, 20% says
Disagree and 5% says Strongly Disagree.

65
4. Medical facilities are good enough in the organization.

Rating Scale No. of respondents Percentage

Strongly Agree 4 5%

Agree 20 25%

Neutral 32 40%

Disagree 20 25%

Strongly Disagree 4 5%

Total 80 100%

Percentage

5% 5%

Strongly Agree
25% 25%
Agree
Neutral
Disagree
Strongly Disagree

40%

Interpretation:

From the above diagram 5%of the respondents are strongly agreed that the
sanitation standards of the toilets in the plant are good enough, 25% says agree, 40% says
satisfactory, 25% says Disagree and 5% says Strongly Disagree.

66
5. Subsidized canteen facility is good in your plant.

Rating Scale No. of respondents Percentage

Strongly Agree 16 20%

Agree 28 35%

Neutral 24 30%

Disagree 8 10%

Strongly Disagree 4 5%

Total 80 100%

Percentage

5%
10% 20%
Strongly Agree
Agree
Neutral

30% Disagree
Strongly Disagree
35%

Interpretation:

From the above diagram 20%of the respondents are strongly agreed that they are
being provided with subsidized canteen facility in your plant, 35% says agree, 30% says
satisfactory, 10% says Disagree and 5% says Strongly Disagree.
67
6. Transport facilities is good for the employees.

Rating Scale No. of respondents Percentage

Strongly Agree 16 20%

Agree 20 25%

Neutral 32 40%

Disagree 8 10%

Strongly Disagree 4 5%

Total 80 100%

Percentage

5%
10% 20%
Strongly Agree
Agree
Neutral
Disagree
25%
40% Strongly Disagree

Interpretation

From the above diagram 20% of the respondents are strongly agreed that the food
provided to them in the canteen is nutritious, 25% says agree, 40% says satisfactory,10%
says Disagree and 5% says Strongly Disagree

68
7. Your canteen is equipped with all required infrastructure like dining tables, water
coolers, wash room, wash towels etc.

Rating Scale No. of respondents Percentage

Strongly Agree 20 25%

Agree 28 35%

Neutral 24 30%

Disagree 8 10%

Strongly Disagree 0 0%

Total 80 100%

Percentage
0%

10%
25% Strongly Agree
Agree
30% Neutral
Disagree
Strongly Disagree
35%

Interpretation:

From the above diagram 25% of the respondents are strongly agreed that the canteen is
equipped with all required infrastructure like dining tables, water coolers, wash room,
wash towels etc., 35% says agree, 30% says satisfactory,10% says Disagree and 0% says
Strongly Disagree.

69
8. Adequate importance given to provide the safety measures at the work place.

No. of
Rating Scale respondents Percentage

Strongly Agree 4 25%

Agree 40 35%

Neutral 28 30%

Disagree 8 10%

Strongly Disagree 0 0%

Total 80 100%

Percentage
0%

10%
25% Strongly Agree
Agree
30% Neutral
Disagree
Strongly Disagree
35%

Interpretation:

From the above diagram 5% of the respondents are strongly agreed that they are satisfied
with the hygiene conditions in the canteen, 50% says agree, 35% says satisfactory,10%
says Disagree and 0% says Strongly Disagree.
70
Table 4.9:Company provided merit award scheme facilities for their employees.

Rating Scale No. of respondents Percentage

Strongly Agree 24 30%

Agree 24 30%

Neutral 20 25%

Disagree 8 10%

Strongly Disagree 4 5%

Total 80 100%

Percentage

5% 5%
10%
Strongly Agree
Agree
40% Neutral
Disagree
40% Strongly Disagree

Interpretation:

From the above diagram 30% of the respondents are strongly agreed that, they are being
served with lunch/dinner/tea/coffee/breakfast/snacks in time, 30% says agree, 25% says
satisfactory, 10% says Disagree and 5% says Strongly Disagree.

71
10. Employee are satisfied with the uniform facilities provided by the plant.

Rating Scale No. of respondents Percentage

Strongly Agree 16 20%

Agree 24 30%

Neutral 28 35%

Disagree 8 10%

Strongly Disagree 4 5%

Total 80 100%

Percentage

5%
10% 20%
Strongly Agree
Agree
Satisfactory
Disagree
35%
30% Strongly Disagree

Interpretation:

From the above diagram 20% of the respondents are strongly agreed that, they have
adequate first aid box facilities in your work area, 30% says agree, 35% says satisfactory,
10 says Disagree and 5% says Strongly Disagree.

72
11. Company encourages employees for their education by providing loan facilities.

Rating No. of respondents Percentage

Strongly Agree 16 20%
Agree 28 35%
Neutral 24 30%
Disagree 8 10%
Strongly Disagree 4 5%
Total 80 100%

Percentage

5% 5%
10%
Strongly Agree
Agree
40% Neutral
Disagree
40% Strongly Disagree

Interpretation:

From the above diagram 20% of the respondents are strongly agreed that, Occupational
Health Center in your factory, meet emergency medical aid facility in case of emergency,
35% says agree, 30% says satisfactory, 10% says Disagree and 5% says Strongly
Disagree.

73
12. Employees are satisfied with the recreational facilities provided by SEEDS.

Rating No. of respondents Percentage

Strongly Agree 8 10%
Agree 32 40%
Neutral 24 30%
Disagree 12 15%
Strongly Disagree 4 5%
Total 80 100%

Percentage

5% 5%
10%
Strongly Agree
Agree
40% Neutral
Disagree
40% Strongly Disagree

Interpretation:

From the above diagram 10% of the respondents are strongly agreed that, Cleanliness is
maintained at their work place, 40% says agree, 30% says satisfactory, 15% says
Disagree and 5% says Strongly Disagree.

74
13.Providing adequate and suitable shelter or rest rooms is good.

Rating No. of respondents Percentage

Strongly Agree 12 15%
Agree 20 25%
Neutral 28 35%
Disagree 16 20%
Strongly Disagree 4 5%
Total 80 100%

Percentage

5% 5%
10%
Strongly Agree
Agree
40% Neutral
Disagree
40% Strongly Disagree

Interpretation:

From the above diagram 15% of the respondents are strongly agreed that, they are
being provided with adequate and suitable shelter or rest rooms in the company, 25%
says agree, 35% says satisfactory, 20% says Disagree and 5% says Strongly Disagree.

75
14. Employees have health insurance provisions and accident benefits.

Rating No. of respondents Percentage

Strongly Agree 16 20%
Agree 24 30%
Neutral 28 35%
Disagree 8 10%
Strongly Disagree 4 5%
Total 80 100%

Percentage

5% 5%
10%
Strongly Agree
Agree
40% Neutral
Disagree
40% Strongly Disagree

Interpretation:

From the above diagram 20% of the respondents are strongly agreed that, they satisfied
with the transportation facility/shift buses provided by the company, 30% says agree,
35% says satisfactory, 10% says Disagree and 5% says Strongly Disagree.

76
15. Leave facilities are provided to the employees in emergency.

Rating No. of respondents Percentage

Strongly Agree 4 5%
Agree 32 40%
Neutral 32 40%
Disagree 8 10%
Strongly Disagree 4 5%
Total 80 100%

Percentage

5% 5%
10%
Strongly Agree
Agree
40% Neutral
Disagree
40% Strongly Disagree

Interpretation:

From the above diagram 5% of the respondents are strongly agreed that, they have
awareness of the welfare facilities provided in the company, 40% says agree, 40% says
satisfactory, 10% says Disagree and 5% says Strongly Disagree

77
.

CHAPTER-V

SUMMERY, FINDINGS & SUGGESTIONS

78
FINDINGS

 The organization is maintaining appropriate working conditions.

 Most of the employees are happy with the canteen facilities.
 Drinking water is not a problem in the organization.
 Nearly75% percent of the respondents are happy with their transport facilities.

 The organization has good communication system.

 Among 85 percent of the employers are happy with the welfare facilities in the
organization.

 The organization provides the suitable shelters, restrooms and lunch rooms for
the employees.

 Employees are happy with the educational facilities provided by the

organization.

 The organization provides health insurance schemes to the employees.

 80 percent of the respondents felt happy with their hygienic food facilities

 The welfare officer is taking lot of interest on employees.

 The doctors and medical staff are timely attended for their duties during the
emergencies.
 Majority of the respondents felt happy with their canteen facility.
 The organization provides sufficient urinals and toilets to the employers.
 Appropriate sanitary facilities are provided by the organization.
 The working conditions and work timings are according to the statutory
provisions.

 Most of the employees are happy with the hygienic environment at the work
place.
 Company is taking the employees and their families to picnic and also
providing Film tickets for each month to provide them some entertainment.

79
SUGGESTIONS:

 The management can provide water purifier of with every water cooler and
common drinking water taps. Employee can have better water.
 There is need for improvement in the safety measures, especially the
employees are not willing to wear to safety measures.
 There is needing for improvement in the canteen facilities for workmenSeeds
should implement new drinking water facilities, and should provide purify
water to the employees to overcome their health diseases.

 They should maintain some safety measures regarding to decrease incidents

and accidents. And company has to provide special safety equipment to the
employees.

 Company has to provide better shelters and rest rooms for the employees.

 Company must focus on leave facilities according to the employee provisions.

 Company should provide better urinals and bathing facilities.

 Many workmen are not aware of factories act and hygienic conditions. I
suggest conducting workers education classes to improve the knowledge of the
workers regarding statutory facilities and living conditions.
 The management should be implementing suggestions schemes and receiving
suggestions from the individual and awarding in suitable manner to encourage
workers participation management.
 The management conducts sports and games for the workmen, such events
should be increased to encourage team spirit and informal relation among the
employees.

 Develop critical skills and competencies in themselves.

 Merit Awards & Payments.

 Risk and innovativeness.

 To improve training development program’s.

 Profit sharing by way of increments.
 The Employee should be aware the qualities of best employee.
 HR practices need to be improved.

80
  Implementing a new recognition program to decide monthly winners.
The management has to concentrate on their workers to attend the training sessions when
ever conducted.

ANNEXURE – I
BIBLIOGRAPHY

81
 BIBLIOGRAPHY

1. Boley, J.W., A guide to Effective Industrial Safety, Gulf Pub Publishing

2. Chatterjee, N.N., Management of Personnel in India Enterprisers, Allied Book

Agency.

Calcutta, 1980.

2. Gore, M.S., Social Work and Social Work Education, Asia Publishing House,
Bombay, 1965

3. Hallen, G.C., Dynamics of Social Security, Rastogi Publications, Delhi, 1967

4. Mamoria, G.B., Labour Problems and Social Welfare in India, KitabMahal,

Allahabad, 1966

82
 ANNEXURE

QUESTIONNAIRE TO ELICIT THE OPINIONS OF THE SELECTED

EMPLOYEES ON WELFARE BENEFITS PROVIDING BY

SEEDS INTIMATE APPAREL INDIA PVT LTD.

VISAKHAPATNAM.

I (KARRI VIJAYA KUMARI) the student of MBA am conducting the survey on

employees Welfare Benefits and Administration providing by Seeds Intimate Apparel
India Pvt Ltd. Visakhapatnam as a part of our academic curriculum. Hence we request
you to kindly spare few minutes from your busy schedule & fill this form. Also we assure
that information provided by you would be kept confidential.

PERSONAL DETAILS

(Optional)

Employee Name…………………… Designation…………

Employee No……………………… Experience…………..

83
 ANNEXURE – II

QUESTIONNAIRES

84
QUESTIONNAIRE ON LABOUR WELFARE MEASURES AT SEEDS
INTERNATIONAL LIMITED

1. Drinking water facilities are adequate in the plant

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree
2. provided with purified cool drinking water at all areas in the plant

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

3. Adequate toilets in the plant

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

4. Sanitation standards of the toilets in the plant are good enough

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

5. provided with subsidized canteen facility in your plant

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

85
6. The food provided to you in the canteen nutritious

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

7.your canteen equipped with all required infrastructure like dining tables, water coolers,
wash room, wash towels etc

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

8. satisfied with the hygiene conditions in the canteen

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

9. you being served with lunch/dinner/tea/coffee/breakfast/snacks in time

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

10. you have adequate first aid box facilities in your work area

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

86
11. Does Occupational Health Center in your factory, meet emergency medical aid
facility in case of emergency, how do you rate it.

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

12. Do you feel that cleanliness is maintained at your work place.

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

13. Are you being provided with adequate and suitable shelter or rest rooms in your
company

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

14. Are you satisfied with the transportation facility/shift buses provided by the
company?

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

15. To what extent are you aware of the welfare facilities provided in the company?

A. Strongly agree B. Agree

C. Neutral D. Disagree
E. strongly disagree

87