CHAPTER: 1

Introduction

1
 Introduction of the topic:

Welfare is comfortable living and working conditions´. Employee welfare means the efforts to
make life worth living for workman.

Welfare is comfortable living and working conditions´. People are the most important asset of an
organization, and the accounting profession has to assess and record the value and cost of people
of an organization. Once this is accepted, the need for measuring the value for recording it in the
books of accounts arises. The value of human assets can be increased substantially by making
investment in their training and welfare activities in the same way as the value of
repairs/overhauling, etc.

While the cost on training, development, etc., can be recorded separately and to be within the
eventual, the expenditure on welfare activities can be added to the investment and the
returns judged. Unlike other assets which have depreciation value as year’s passes by, value of
human assets appreciates with passing years. The value can depreciate by aging process which is
generally hastened up by worries, unhealthy conditions, etc. once this process is slowed down,
or at least if the employee is made to feel young in spirits’ the value of this asset appreciates
considerably.

Any investment constitutes the assets of a company and therefore, any investment for welfare
of labor would constitute an extra investment in an asset. Industrial progress depends on a
satisfied labor force and the importance of labor welfare measures was stressed as early as1931,
when the Royal Commission on labor stated µthe benefits which go under this nomenclature, are
of great importance to the worker and which he is unable to secure by himself. The schemes of
labor welfare may be regarded as a ³wise investment´ which should and usually does bring
a profitable return in the form of greater efficiency.

2
The basic features of labor welfare measures are as follows:
1. Labor welfare includes various facilities, services and amenities provided to workers
for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added
to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make
their work life better and also to raise their standard of living. The important benefits of welfare
measures can be summarized as follows:
• They provide better physical and mental health to workers and thus promote a healthy
work environment.
• Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers’ families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.
• Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
• Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
• The social evils prevalent among the labors such as substance abuse, etc. are reduced to a
greater extent by the welfare policies.
The concept of ‘labor welfare’ is flexible and elastic and differs widely with times, regions,
industry, country, social values and customs, degree of industrialization, the general socio-
economic development of the people and the political ideologies prevailing at
particular moments. It is also according to the age group, socio-cultural background, marital
status, economic status and educational level of the workers in various industries.

3
 OBJECTIVE OF EMPLOYEE WELFARE
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 ARE DISCUSSED BELOW:-

1. To enhance the level of moral of employees.

2. To Create a Loyal, Contented workforce in Organization.

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

4. To enable the workers too comfortably & happily.

5. To Develop Efficiency Of The Workers

6. To Reduces Influence Of Trade Union Over The Workers

7. To Expose Philanthropic & Benevolent Activities Of The Company

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

9. To Develop Positive Attitude Towards Job, Company & Management

10. To Reduce Tax Burden.

11. To Developed a feeling of satisfaction of employees with the company

12. To Develop a sense Of belonging To The Company

13. To Retain Skilled & Talented Workers

4
 14. To Develop Better Human Relation.

15. To Prevent Social Evils like Drinking, Gambling Activities & Social Conditions.

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.

5
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.

1. That the citizen, men & women equally have the right to an adequate means of livelihood.

2. That the ownership & control of the material resources are so distributed as to sub
serve the common goal.

3. That the operation of the economic system does not result in the concentration of
Wealth & means of production to the common detriment.

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, 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.

6
CAUSES FOR THE SLOW PROGRESS OF LABOUR WELFARE
ACTIVITIES IN INDIA:
1. The ales parried in India for the welfare of workers are not coordinative in nature
these ales have been passed in unplanned & unscientific manner.
2. In most of the industries workers are not united they are not aware of their rights.

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

5. 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 programmes:
1. Principal of social responsibility industry.

2. Principle of totality of welfare.

3. Principle of accountability.

4. Principle of timelier.

5. Principle of responsibility.

6. Principle of democratic values.

7. Principle of efficiency.

8. Principle of co- ordination or integration.

9. Principle of adequacy of wages.

10. Principle of repersonalisation.

7
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.
1. To act as a watch dog of worker’s interest.

2. To organize & inexpensive facilities.

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

4. 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, seva sadan 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.

8
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.

9
TYPES OF WELFARE ACTIVITIES.
Moorthy has divided welfare activities in two groups:

1-WELFARE MEASURES INSIDE THE WORK PLACE

 Condition of work environment.

 Conveniences.
 Worker health Services.
 Women & child welfare.
 Worker recreation
 Employment follows up.
 Economic services.
 Work Education.

2- WELFARE MEASURES OUTSIDE THE WORK PLACE.

 Water, waste disposal.

 Road, Park, Playgrounds.
 Market & co- operatives.
 Bank.
 Transport.
 security
 Communication.
 Housing.
 Games & clubs

10
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:

1. 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.
2. 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.
3. 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.
4. 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, 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.

11
1. The policing theory of labour welfare.

2. The religion theory of labour welfare.

3. The philanthropic theory of labour welfare.

4. The paternalistic theory of labour welfare.

5. The placating theory of labour welfare

6. The public relation theory of labour welfare.

7. The functional theory of labour welfare.

8. The social theory of labour welfare.

12
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.

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.

13
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.

14
MERITS AND DEMERITS OF 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.

15
MEETS THE CRITERIA AS A SOCIAL SECURITY:

Social security is a security that the society furnishes through appropriate organization 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.

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.

16
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.

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.

17
 WELFARE MEASURES IN PLANEDWAY SERVICES

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.
Lighting: - lighting facility should be proper.

Health and safety standard:-

we maintain a safe clean and healthy environment in compliances with all applicable law and
regulation. That are as follows:-

Fire protection equipment:

Fire alarm in all floor

Fire protection equipment is immediately accessible and free from abstraction

Emergency and fire alarm.

Medical programme: - we provide adequate and appropriate first aid facility for our
employee in case of injury or illness

18
 COMPANY PROFILE

• Our point of difference is that we are a highly focused, professional and proactive
company.

• Our philosophy is to solve our client’s problems in a quality, timely and effective
manner, because we believe in investing a greater amount of time in search for
excellence.

• PLANED WAY SERVICES has been in the business of placements, mainly in the
BPO and ITES sector. We are a placement firm that is dedicated to providing
exemplary permanent staffing services to a broad base of clients and applicants alike.

• In today's competitive marketplace, companies face an enormous challenge in trying to

recruit and retain top performers.

• Highly qualified candidates are in demand and are seeking firms that are committed to
excellence and positioned for growth.

• PLANED WAY understands what it takes for a company to hire the right professional
for the right position. A well-managed organization, we have a mature team of experts
to evaluate candidates, from a large database of resumes.

19
Expertise

• Planed way Services is an out-sourced service provider for employee selection.

• Our goal is to bring value to our client by acting as an extension of their business by
serving them as a Recruitment Consultant.

• Our main focus is to create a long term business relationship with our clients.

• We are established in the field of recruitment & manpower providers.

• We have successfully catered & provided requisite manpower requirement of various

international and domestic BPO’s in Delhi and NCR to their entire satisfaction since
we are a one- source multi-resources organization.

Modus operandi

• Our Modus Operandi / Core strength is our well trained / experienced staff who are
specialized in talent hunt i.e. identifying and sourcing candidates from the exact
companies in India who are engaged in similar business related to our clients.

• This way we not only save time but also help our clients recruit suitable staff in short
time.

• We provide HRO services with KPO and BPO Services.

• Our in-depth industry knowledge and quality and excellent client partnerships are our
forte.

20
Services

• We will make sure that the clients business plan/ strategy mesh with our recruitment.

• We have the ability to shape our assessment process to reflect the specific
requirements of our clients.

• We offer cost effective solutions to meet clients out-sourcing & staffing needs.

• For the assessment of an individual in totality- his aptitude, personality, attitude,

communication skills, IQ- level, soft skills, Behavior, intelligence and psychological
analysis. We offer a wide range of specific assessment tools to identify his
professional capabilities.

• Total dedication towards client is our commitment.

• We share information only with individuals who have a need to know. Information
should only be given in order to help client meet business objectives.

• We believe in quality work with professional attitude.

• We have the capability and infrastructure to conduct assessment to meet out-sourcing

and consulting need of our clients

• We have an in-house energetic team having relevant experience in HR assessment.

• We create policies and procedures that are consistent with client’s business objectives.

System

• We have developed a comprehensive and continuously growing database of highly

qualified applicants in the BPO industry.

• The result of our efforts has created a loyal client base that utilizes our services on a
continual basis.

• Our firm's success is attributed to being highly focused, well managed, and adaptable
to the ever changing marketplace.

21
 • Our expertise in IT with knowledge of all the critical verticals/ domain and skill sets
are unmatched.

Process

• PLANED WAY SERVICES has robust processes & tools to facilitate sourcing,
validating and evaluating profiles to deliver candidates of the required skills and
caliber to its clients.

• Our processes are metrics driven - we have developed indices for skills
transportability, resource transportability, employability

• Our bench-marks for various parameters that are used to evaluate potential candidates.

• Our expertise in head-hunting and getting the right resource for our clients is
unmatched in the industry.

Research

• We have a well-defined process for identifying target companies where the skills
required are available.

• The various companies are evaluated and continuously monitored to check if they have
the human resources with the skills and potential that can be transported to client
companies.

• Information & feedback provided by our clients and independent experts is also used
to grade the companies.

• The companies are graded and a "resource transportability" index is created for each
company relative to each client.

• In the IT /ITES front we keep track of the process and the domain each organisation is
specialized in, which makes our work perfect and resourcing becomes easy as it
consumes less time.

22
Evaluation

• Candidates' CVs are checked to establish their technical skills, experience and personal
qualities on paper.

• We validate the CVs by the academic background of the candidate, the company they
work for, their career record, their experience profile in terms of roles, responsibilities,
skills and accomplishments and compute the "employability index" and "skills
transportability index" for each candidate.

• Only candidates who measure up to the standards of our clients are considered for
detailed evaluation.

• Candidates are interviewed by a qualified recruiter to verify if the person can live up to
their CVs.

• We only conduct high-level screening using check-lists and question-banks; we do not

do in-depth interviews.

Vendor Management

• We have the systems and processes to be a primary vendor and manage sub-vendors
providing recruitment services.

• PLANED WAY SERVICES respects the stringent expectations of highly competitive,

new economy firms who value commitment and quality from their business partners.

• PWS strives to meet their expectations and is proud to be associated with such clients.

• We have been able to create a niche for our self with our professional approach,
prompt action, right placements and of course goodwill and trust of their reputed
clients & candidates.

• Today, we are known for our integrity and quality in helping clients to fill all technical
and professional positions.

23
 CHAPTER :2

RESEARCH METHODOLOGY

24
 Research Methodology

RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in
any branch of knowledge’.

RESEARCH DESIGN:

The research design that will be used for this project is exploratory and descriptive. The
exploratory research will be conducted using secondary data.

The descriptive research will be conducted through personal interviews with respondents
using questionnaire.

SAMPLE DESIGN:

Sample Size: The sample size is limited to 100.

Sampling frame: The sampling frame is taken from the employees working in BPO
companies.

Sampling units: Employees working in five BPO Companies such as SITEL, Genpact, 24*7,
ICICI, HSBC may form part of sampling units.

Sampling Technique:

The sampling technique to be used is Simple random sampling method.

DATA COLLECTION SOURCES:

Primary data:

The primary data will be collected through questionnaires containing close ended questions.
The employees are asked to fill the questionnaires and their responses are collected back.

Secondary Sources:

Secondary data will be collected from the historical/existing sources of data as databases,
journals, books, articles, research reports, websites and etc. The data thus collected will be
used in framing the concepts and for the review of literature

25
 Objective of the study
The main objective of this study is to get information about. Non statutory welfare
measure impact on employee productivity This Dissertation report also covers following
objectives:

1. To get an insight into the concept of employee welfare and its significance

2. To study the welfare measures adopted in BPO Companies

3. To know the various benefits enjoyed by the employees

4. To know the employee opinion of the various measures and inconvenience caused due
to lack of facilities

5. To come out with suitable measures to improve the welfare activities in BPO
Companies

26
 SCOPE OF THE STUDY:

The study on the employee welfare measures is confined to the BPO companies in Delhi. The
employees of this particular branch are the respondents of the study. Further the study is
confined to the following welfare measures.

a) Drinking Water
b) Facilities for sitting
c) First aid appliances
d) Sanitation
e) Washing places
f) Rest rooms
g) Recreation facilities
h) Medical facility

27
 CHAPTER: 3

DATA ANALYSIS

&
INTERPRETATION

28
 DATA ANALYSIS

The analysis of the data is done as per the survey finding. The data is represented graphically
in percentage. The percentage of the people opinion were analyzed and expressed in the form
of charts.

1. Are you aware about welfare facilities?

S. No. Response No. of respondents in %

1. YES 80%
2. NO 5%
3. NOT MUCH 15%

15%

5%
YES
NO
NOT MUCH

80%

In my survey, I found that 80% of employee aware about welfare measure, 15% less aware
about welfare measure and, 5% unknown to welfare measures.

29
2. Whether company provided welfare facilities?

S. No. Response No. of respondents in %

1. YES 80%

2. NO 20%

20%

YES
NO

80%

In my survey, I found that 80% of employee says, Yes Company provided, welfare measure,
where as 20% say. Not up to mark company provided welfare measures.

30
3. Are you satisfied with Tea break (lemon water/Tea) provided by company?

S. No. Response No. of respondents in %

1. YES 50%
2. NO 20%
3. NOT MUCH 30%

30%

YES
50% NO
NOT MUCH

20%

In my survey, I found that 50% of employee is satisfied with Tea break (lemon water/Tea) and
20% not satisfied and 30% not much satisfied Tea break (lemon water/Tea).

31
4. Appreciation and recognition given to employee for their excellence in company?

S. No. Response No. of respondents in %

1. YES 50%
2. NO 20%
3. NOT UP TO THE 30%
SATISFACTION

30% YES

NO
50%

NOT UP TO THE
SATISFACTION

20%

In my survey, I found that 50% of employee is satisfied with Appreciation and recognition
of given to employees for their excellence and 20%not satisfied and 30% not up to the mark.

32
5. Does company provide all type of welfare facilities (like safety, health, and social
security?

S. No. Response No. of respondents in %

1. YES 90%
2. NO 0%
3. NOT ALL TYPE 10%

10%

YES
NO
NOT ALL TYPE

90%

In my survey, I found that 90% of employee Say Company provides all type of welfare
measure and 10% not up to the mark.

33
6. Does the company provide Cultural programmes to the employee?

S. No. Response No. of respondents in %

1. YES 80%
2. NO 0%
3. SOMETIME 20%

20%

0%
YES
NO
SOMETIME

80%

In my survey, I found that 80% of employee Say Company provide Cultural programmes
where as 20% say, company provide Cultural programmes

34
7. Does the company provide counseling to the employee?
S. No. Response No. of respondents in %
1. YES 80%
2. SELDOM 20%

20%

YES
SELDOM

80%

In my survey, I found that 80% of employee say, company provide counseling whereas 20%
say, company provided sometime counseling.

35
8. Are you satisfied with first aid and safety equipment and non-statutory welfare
measures, which are provided by the employer?

S. No. Response No. of respondents in %

1. YES 80%
2. NOT MUCH 20%

20%

YES
NOT MUCH

80%

In my survey, I found that 80% of employees are with first aid and safety equipment and
non-statutory welfare measures, which is provided by the employer whereas 20%
employees are not satisfied.

36
9. Are you satisfied with the promotion policy in your organization?

S. No. Response No. of respondents in %

1. HIGHLY SATISFIED 40%
2. SATISFIED 20%
3. NEUTRAL 35%
4. DISSATISFIED 5%
5. HIGHLY DISSATISFIED 0%

0%

5%

HIGHLY SATISFIED
40%
SATISFIED
35%
NEUTRAL
DISSATISFIED
HIGHLY DISSATISFIED

20%

In my survey, I found that 40% of employees are highly satisfied with the promotion
policy, 20% are satisfied, and 35% says it’s neutral whereas 5% employees are not
satisfied with the promotion policy.

37
10. Does a welfare benefit provided by the organization play a Motivational factor?

S. No. Response No. of respondents in %

1. HIGHLY SATISFIED 50%
2. SATISFIED 35%
3. NEUTRAL 9%
4. DISSATISFIED 4%
5. HIGHLY DISSATISFIED 2%

2%

4%
9%
HIGHLY SATISFIED
SATISFIED
50% NEUTRAL
DISSATISFIED
35% HIGHLY DISSATISFIED

In my survey, I found that 50% of employees says that company provide welfare benefit
plays a motivational factor ,35% are satisfied, and 9% says it’s neutral whereas 4%
employee says that company provide welfare benefit do not plays a motivational factor
and 2% are highly dissatisfied.

38
11. Do the welfare measures help in solving the problems faced by employees?

S. No. Response No. of respondents in %

1. ALWAYS 70%
2. SOMETIMES 23%
3. NEVER 2%
4. NO OPINION 5%

2%
5%

23% ALWAYS
SOMETIMES
NEVER
NO OPINION
70%

In my survey, I found that 70% of employees says that company provide welfare benefit
helps in solving the problems, 23% say sometimes whereas 2% employee says that
company provide welfare benefit does not help in solving the problem and 5%
employees gives no response.

39
12. Is there suitable ventilation and good environment in the work place?

S. No. Response No. of respondents in %

1. HIGHLY SATISFIED 80%
2. SATISFIED 15%
3. DISSATISFIED 5%

5%

15%

HIGHLY SATISFIED
SATISFIED
DISSATISFIED

80%

In my survey, I found that 80% are highly satisfied with the suitable ventilation and
good environment in the work place, 15% are only satisfied with the suitable ventilation
and good environment in the work place whereas 5% employees are highly dissatisfied.

40
CHAPTER: 4

FINDINGS

41
 FINDINGS
1. There is a good working condition inside the company.
2. There is a high cooperation and good deal in the team spirit.
3. Workers are given adequate facilities like restroom, clean drinking water, and medical
facilities. In short we can say fulfills the statuary provisions of the factory act 1948.
4. Large number of the employees aware about the welfare programmes carried on, in the
company.
5. Company provides welfare benefit plays a motivational factor for the employees.
6. The company provide cultural programmes to the employees.

42
 CHAPTER :5

CONCLUSION, LIMITATION

AND

SUGGESTIONS

43
 CONCLUSIONS

According to the report that conclusion are extracted

1. Welfare schemes are properly applies due to financial condition of the company.
Company spends a lot of money on the employees for their welfare.

2. Planedway services concentrate more on welfare programmes for the employees. It

provides subsidized workplace for both staff & teammates. Special welfare policies &
benefits are provided to the employees.

3. The management selects proper educated employee and post in proper place where
employee can work as per qualification & experience. The company also provides
training time to time as according to their need.

4. An excellent performance appraisal system is carried on, in order to know the

requirements as well as to judge the performance of the employees.

44
 SUGGESTIONS
Time management is very essential and it should not be ignored at any level of the
process.

Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being

more which needs to be reduced.

Communication, personal and technical skills need to be tested for employees.

45
 LIMITATIONS

1) The research process was time consuming and little expensive well.

2) The sources of data collection were limited.

3) It was difficult to complete a study of this nature and to study all the aspect
of Problem with in short period.

4) The time factor is important.

46
 CHAPTER: 6

REFERENCES

AND

BIBLIOGRAPHY

47
 BIBLIOGRAPHY

Books:
(1) Research Methodology: K.K.Kothari

(2) Human Resource Management: Ankur Chhabra

(3) Employee Welfare and Social Security: P. Subha Rao

Links:
(1) http://www.businessmanagementideas.com/employee-management/welfare-
service/employee-welfare-in-india/4628
(2) http://www.yourarticlelibrary.com/management/labour-welfare-paternalistic-industrial-
efficiency-and-social-approach/26105
(3) http://www.naukrihub.com/industrialrelations/employee-welfare.html
(4) http://www.businessmanagementideas.com/personnel-management/functions-personnel-
management/top-15-welfare-measures-for-workers/6288
(5) https://content.wisestep.com/employee-welfare-measures-advantages-disadvantages/

48
CHAPTER: 7

APPENDIX

49
 QUESTIONNAIRE:

Name –

Company’s name –

Designation –

Date-

Note – Please fill the appropriate option.

1. Are you aware about welfare facilities?

a) Yes

b) No

c) Not much

2. Whether company provided welfare facilities?

a) Yes

b) No

3. Are you satisfied with Tea break (lemon water/Tea) provided by company?

a) Yes

b) No

c) Not much

4. Appreciation and recognition given to employee for their excellence in company?

a) Yes

b) No

c) Not up to satisfaction level

50
5. Does company provide all type of welfare facilities (like safety, health, and social security?

a) Yes

b) No

c) Not much

6. Does the company provide Cultural programmes to the employee?

a) Yes

b) No

c) Sometimes

7. Does the company provide counseling to the employee?

a) Yes

b) No

8. Are you satisfied with first aid and safety equipment and non-statutory welfare measures,
which are provided by the employer?

a) Yes

b) Not much

9. Are you satisfied with the promotion policy in your organization?

a) Highly Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly Dissatisfied

51
10. Does welfare benefit provided by the organization play a Motivational factor?

a) Highly Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly Dissatisfied

11. Do the welfare measures help in solving the problems faced by employees?

a) Always

b) Sometimes

c) Never

d) No Opinion

12. Is there suitable ventilation and good environment in the work place?

a) Highly Satisfied

b) Satisfied

c) Dissatisfied

52