A STUDY ON EMPLOYEE WELFARE MEASURES IN

KKP TEXTILE LIMITED-NAMAKKAL

1. INTRODUCTION

1.1 INTRODUCTION

“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 labour would constitute an extra investment in an asset. Industrial progress

depends on a satisfied labour force and the importance of labour welfare measures was

stressed as early as1931, when the Royal Commission on labour stated ‘the 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 labour welfare may be regarded as a “wise investment”

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which should and usually does bring a profitable return in the form of greater efficiency. The

basic purpose of employee welfare is to enrich the life of the employees and keep them happy

and contended. Employee welfare today has become a very controversial topic. It covers a

very broad field. To being with, let us briefly discuss the main concepts or, rather, the general,

meaningful ideas which have been evolved about it so far. This study is based on the labour

welfare measures facilities like canteen facility, medical facility and rest room facility.

1.2 STATEMENT OF THE PROBLEM

The study is aimed at making of KKP TEXTILE Company in order to find out the

employee welfare measures are helping them to increase them their productivity and reduces

the employee absenteeism. The main rationale behind an analysis is to gain realistic corporate

knowledge and for the purpose of valuation addition.

Management helps in every possible way to get knowledge about employee welfare

activities and its impact on KKP TEXTILE Company. The findings and suggestions helps

KKP TEXTILE company improve their existing strategies and to overcome any obstacles so

that it results in long term survival of an organisation.

These results provide the data to know the how employees welfare and safety

measures are building awareness about the organisations and its employees on regular basis

and what needs to be expected from the employees in return. The study is fully fledged in all

magnitude here and the same has been collected by using primary data with employee survey

and by using absenteeism.

1.3 OBJECTIVES OF THE STUDY

 To study the employees’ welfare and safety measures system in KKP TEXTILE

LIMITED.

 To recognize the various welfare measures provided to the employees.

 To know their satisfaction towards the welfare measures.

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  To understand how welfare measures improve the motivation of the Employees.

 To find out employees preference regarding welfare measures which they like to have

in future.

1.4 SCOPE OF THE STUDY

The study entitled “A STUDY ON EMPLOYEE WELFARE AND SAFETY

MEASURES IN KKP TEXTILE LIMITED”. This study will also help the management to

reduce the job related problems, increase motivational activities and develop the employees

in such a way that their career goals are achieved. This is an opportunity for the employees to

give their feedback which aids the management will do some alteration in the future welfare

and other further facilities.

The results of the study help the management to know the shortcoming in managing

employees and that also encourage them to take action to reduce their shortcoming.

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2. CONCEPT AND REVIEW OF LITERATURE

2.1 CONCEPT OF THE STUDY

EMPLOYEE WELFARE MEASURES - CONCEPT

The concept of ‘LABOUR 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.

IMPORTANCE

 It helps in improving recruitment.

 Employers get stable labour force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.

 It improves moral & loyalty of workers.

 It reduces labour turnover & absenteeism.

 It helps in increasing productivity & efficiency by improving physical & mental

health.

 It helps in improving industrial relation & industrial peace.

PRINCIPLES OF EMPLOYEE WELFARE SERVICE

Following are generally given as the principles to be followed in setting up an

employee welfare service:

 The service should satisfy real needs of the workers. This means that the manager

must first determine what the employee’s real needs are with the active participation

of workers.

 The service should be handled by cafeteria approach. Due to the difference in Sex,

age, marital status, number of children, type of job and the income level of employees

there are large differences in their choice of a particular benefit. This is known as the

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 cafeteria approach. Such an approach individualizes the benefit system though it may

be difficult to operate and administer.

 The employer should not assume a benevolent posture.

 The cost of the service should be calculated and its financing established on a sound

basis.

 There should be periodical assessment or evaluation of the service and necessary

timely on the basis of feedback.

TYPES OF EMPLOYEE WELFARE SERVICES

 SAFETY SERVICES

The costs of accidents are enormous in suffering to the injured, in reduction or loss of

earnings, in disabilities and incapacities which afflict those involved and in compensation,

insurance and legal costs, in lost time, filling in reports and attending to enquiries, and in

spoilage of materials, equipment and tools to management.

Accidents are the consequence of two basic factors: technical and human. Technical

factors include all engineering deficiencies, related to plant, tools material and general work

environment. Thus, for example, improper lighting, inadequate ventilation, poor machine

guarding and careless housekeeping are some hazards which may cause accidents. Human

factors include all unsafe acts on the part of employees. An unsafe act is usually the result of

carelessness.

Components of a Safety Service

Among the many components of a safety service the following have proved effective

when applied in combination:

 Appointment of safety officer

In big organizations, the appointment of a safety officer to head the safety department

is a must. In small organizations, the personnel manager may look after the functions of this

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department. The head of the safety department, who is usually a staff man, is granted power

to inspect the plant for unsafe condition, to promote sound safety practices (through posters

and safety campaigns), to make safety rules, and to report violations to the plant manager.

 Support by line management

The head of the safety department, whether enjoying a staff or a functional position by

him, cannot make a plan safe. His appointment lulls line management into assuming that all

its safety problems have been solved.

 Elimination of hazards

Although complete elimination of all hazards is virtually impossibility but following

steps can be taken to help reduce them:

 Job safety analysis

All job procedures and practices should be analyzed by an expert to discover hazards.

He should then suggest changes in their motion patterns, sequence and the like.

 Placement

A poorly placed employee is more apt to incur injury than a properly placed

employee. Employees should be placed on jobs only after carefully estimating and

considering the job requirements with those which the individual apparently possesses.

 Personal protective equipment

Endless variety of personal safety equipment is available nowadays which can be used

to prevent injure.

 Safeguarding machinery

Guards must be securely fixed to all power driven machinery.

 Materials handling

Though often ignored, the careless handling of heavy and inflammable materials is an

important source of several injuries and fire.

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  Hand tools

Minor injuries often result from improperly using a good tool or using a poorly

designed tool. Therefore, close supervision and instruction should be given to the employees

on the proper tool to use the proper use of the tool.

 Safety training, education and publicity

Safety training is concerned with developing safety skills, whereas safety education

is concerned with increasing contest programmes, safety campaigns, suggestion awards, and

various audiovisual aids can be considered as different forms of employee education.

 Safety inspection

An inspection by a trained individual or a committee to detect evidence of possible

safety hazards (such as poor lighting, slippery floors, unguarded machines, faulty electrical

installations, poor work methods and disregard of safety rules) is a very effective device to

promote safety.

WELFARE OF EMPLOYEE

The improvement of labour welfare and increasing productivity with reasonable

level of social security is one of the prime objectives concerning social and economic policy

of the KKP TEXTILE LIMITED. The resources have been directed through the Plan

programmes towards skill formation and development, monitoring of working conditions,

creation of industrial harmony through infrastructure for health, industrial relations and

insurance against disease, accident and unemployment for the workers and then families.

STATUTORY PROVISIONS CONCERNING EMPLOYEE WELFARE

Employers are required to provide employee welfare facilities under the following

(I) Washing Facilities.

(a) Adequate and suitable facilities for washing shall be provided and maintained for the use

of the workers therein.

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(b) Separate and adequately screened facilities shall be provided for the use for male and

female workers.

(c) Such facilities shall be conveniently accessible and shall be kept clean.

(II) Facilities for storing and drying clothing

KKP TEXTILE LIMITED make rules requiring the provisions therein of suitable places

for keeping clothing not worn during working hours and for the drying of wet clothing.

(III) Facilities for Sitting

Suitable arrangement for sitting shall be provided and maintained for all workers obliged to

opportunities for rest which may occur in the course of their work.

(IV) First aid appliances

KKP TEXTILE LIMITED be provided and maintained so as to be readily accessible during

all working hours. First aid boxes or cupboards equipped with the prescribed contents and the

number of such boxes or cupboards to be provided and maintained shall not be less than one

for every one hundred and fifty workers ordinarily employed at any one time in the factory.

In every factory wherein more than five hundred workers are ordinarily employed, there shall

be provided and maintained an ambulance room of the prescribed size, containing the

prescribed equipment and in the charge of such medical and nursing staff as may be

prescribed and those facilities shall always be made readily available during the working

hours of the factory.

(V) Canteens

A canteen or canteens shall be provided and maintained by the KKP TEXTILE LIMITED

for the use of the workers. Such rules may provide for:

(a) The date by which such canteen shall be opened

(b) They provide standards in respect of construction, accommodation, furniture and other

equipment of the canteen.

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(c) The food stuffs to be served therein and the charges which may be made there for.

(d) The construction of a managing committee for the canteen representation of the workers

in the management of canteen.

(e) The items of expenditure in running of canteen which are not to be as in to account in

fixing the cost of food stuffs and which shall be bone of employer.

(VI) Shelters, rest rooms and lunch rooms

KKP TEXTILE LIMITED workers are ordinarily employee adequate and suitable shelters,

rest rooms and a suitable lunch room with promotion for drinking water, where workers can

eat meals brought by them, shall be provided and maintained for the use of the workers.

(VII) Creches

In KKP TEXTILE LIMITED Women workers are ordinarily employed, there shall be

provided and maintained suitable room or rooms for the use of children under the age of six

years of the women.

(VIII) Welfare Officers

In KKP TEXTILE LIMITED numbers of welfare officers are prescribed. The

KKP TEXTILE LIMITED prescribes the duties, qualifications and conditions of service of

welfare appointed under the provisions of the Factory.

NON-STATUTORY BENIFITS

Along with stipulated statutory provisions ensuring the employees welfare, the due attention

is provided on extending welfare measures based on non-statutory provisions also. The

Labour Investigation Committee (1946) lists three main benefits of labour welfare activities:

 Housing, canteens, sickness and maternity benefits, provident fund, gratuity,

 Pensions, etc. These make the workers feel that they share a stake in the industry.

 Educational facilities, sports, entertainment, and other co-curricular activities.

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  These make workers feel that the employer is interested in their day-to-day lives and

hence, their tendency to grouse and grumble will gradually disappear.

 Provision of good and clean food in the canteens improves health, entertainment

reduces the incidence of vices, medical aid, and maternity benefits free the workers of

worries.

EMPLOYEE WELFARE

The concept of labour welfare is necessarily dynamic and has been interpreted in

different ways from company to company and from time to time and even in the same

company, according to degree of industrialization and general level of social and economic

development. Labour Welfare includes under it “Such services, facilities and amenities as

adequate canteens, rest and recreational facilities, sanitary and medical facilities,

arrangements for the travel to and from and for the accommodation of workers employed at a

distance from their homes, and such other services, amenities and social facilities including

security measures as contributing to conditions under which workers are employed” Welfare

activities influence the sentiments of the workers. When workers feel that the employers and

the state are interested in their happiness, his tendency to grouse and grumble will steadily

disappear. The KKP TEXTILE LIMITED providing various welfare measures such as

better housing, canteen, medical and sickness benefits etc.

FEATURES OF EMPLOYEE WELFARE

 Employee welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social status
in KKP TEXTILES LIMITED.

 KKP TEXTILES LIMITED welfare measures in addition to regular wages and

other economic benefits available to workers due to legal provisions and collective
bargaining

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  KKP TEXTILES LIMITED is providing employee welfare schemes were flexible
and ever-changing. New welfare measures are added to the existing ones from time to
time.

 The purpose of Employee welfare is to bring about the development of the whole
personality of the workers to make a better workforce in KKP TEXTILES
LIMITED.

WORKING CONDITION OF EMPLOYEES

 Cleanness

KKP TEXTILES LIMITED shall be kept clean by daily sweeping or washing the floors

and work rooms and by using disinfectant where necessary.

 Disposal of wastes and effluents

Effective arrangements shall be made for the disposal of wastes and for making them

innocuous.

 Ventilation and temperature

Effective arrangements shall be made for ventilation and temperature so as to provide

comfort to the workers and prevent injury to their health.

 Dust and fume

Effective measures shall be taken to prevent the inhalation and accumulation of dust and

fumes or other impurities at the work place of KKP TEXTILES LIMITED.

 Artificial humidification

The KKP TEXTILES LIMITED shall make standard of humidification and methods to be

adopted for this purpose.

 Overcrowding

There are every work room of a factory in existence on the date of commencement of this act

at least 9.9 cubic meters and of a factory built after the commencement of this act at least 4.2

cubic meters of space for every employee.

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  Lighting

The KKP TEXTILES LIMITED provides standards of sufficient and suitable lighting.

 Drinking Water

There shall be effective arrangement for wholesome drinking water for workers at convenient

points.

 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 workers.

 Spittoons

There shall be sufficient number of spittoons placed at convenient places in the factory.

WELFARE MEASURES OUTSIDE THE WORK PLACE

 Housing: bachelors’ quarters, family residences according to types and rooms.

 Water, sanitation and waste disposals.

 Roads, parks, recreation and playground.

 Schools: nursery, primary, secondary and high schools.

 Markets, cooperatives, consumer and credit societies.

 Bank and ATM.

 Transport.

 Communication: Post, Telegraph, Internet, Telephone, etc.

 Health and medical services: dispensary, emergency ward, out-patient and in-patient

care, family visiting, family planning.

 Recreations: games, clubs, craft centres, cultural programmes, study circle, open air

theatre, swimming pool, athletics, gymnasia etc.

 Watch and ward; security

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  Community leadership development: council of elders, women’s association / clubs,

youth clubs, etc.

SOCIAL SECURITY

There are also laws enacted and schemes established by the Central/State

Governments providing for social security and welfare of specific categories of working

people. The principal social security laws enacted centrally are the following:

 The Workmen’s Compensation Act, 1923.

 The Employees State Insurance Act, 1948.

 The Employees Provident Funds and Miscellaneous Provisions Act, 1953. The

Maternity Benefit Act, 1961.

 The Payment of Gratuity Act, 1972.

The E.P.F. & M.P. Act is administered exclusively by the Government of India

through the EPFO. The cash benefits under the ESI are administered by the Central

Government through the Employees State Insurance Corporation (ESIC) whereas medical

care under the ESI Act is being administered by the State Governments and Union Territory

Administrations. The Payment of Gratuity Act is administered by the Central Government in

establishments under its control, establishments having branches in more than one State,

major ports, mines, oil fields and the railways and by the State Governments and Union

Territory Administrations in all other cases. In mines and circus industry, the provisions of

the Maternity Benefit Act are being administered by the Central Government through the

Chief Labour Commissioner (Central) and by the State Governments in factories, plantation

and other establishments. The provisions of the Workmen’s compensation Act are being

administered exclusively by State Governments.

Employees Pension Scheme, 1995 was amended in February, 1999 to provide for

pension to dependent father/mother in respect of a deceased member, who has no eligible

13
family members and if no nomination was executed by him during his life time. Permanent

and totally disabled children of the PF members were made entitled w.e.f. February, 1999 to

payment of monthly children/orphan pension irrespective of age and number of children in

the family. Disbursement of pension and provident fund benefits on the date of retirement in

Public Sector Undertaking and model private sector establishment was introduced. One

hundred and thirty six beneficiaries were paid benefits on the date of retirement during the

two months December 1998 and January, 1999. Under the Workmen Compensation Act,

persons employed as cooks in hotels/restaurants made eligible for benefits of compensation

w.e.f. July, 1998.

For workers of poor families not covered under any insurance scheme or any law

statute, the Central Government has introduced a scheme of Personal Accident Insurance

Social Security Scheme. The Scheme is applicable to all persons in the age group of 18-55

who are earning members of poor families and meet with fatal accidents. The quantum of

benefits is Rs.3, 000. The Scheme is implemented through the General Insurance

Corporation. A new initiative has been taken by the Ministry of Agriculture and Cooperation

by providing insurance cover to unorganized labour working in construction industry,

agriculture fields and forests where the insurance cover will be provided through the Co-

operatives on 50:50 basis through the national insurance cover and Labour Co-operatives. A

premium of Rs.5.25 per annum will be paid by the Co-operatives. The insurance cover has

the provision that in the case of death of a labourer, his family will be paid Rs.25,000. Now

the meaning of labour welfare may be made clearer by listing the activities and facilities

which are referred to as welfare measures: A comprehensive list of labour welfare activities is

given by M.V.Moorthy in his monumental work on labour welfare. He divides welfare

measures into two broad groups, namely: A. Welfare measures inside the work place and B.

Welfare measures outside the work place

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2.2 REVIEW OF LITERATURE:

P.L. Rao, in his “Labour Legislation in the Making”, opines that professional bodies like
National Institute of Personnel Management should constitute a standing committee to
monitor the proceedings in the Parliament regarding the labour welfare measures.
“Cooperative Unionism and Employee Welfare” by Michael R. White, (University of
Westminster - Policy Studies Institute) , Industrial Relations Journal, Vol. 36, No. 5,
pp. 348-366,September2005.
“Staff development and employee welfare practices and their effect on productivity” Ghana
Library Journal Vol. 19 (1) 2007 pp. 83-96.Staff development and employee welfare
are valuable assets in an organization since an organization's primary aims are
productivity and profitability. Every organization primarily needs committed and
dedicated staff that will help the organization to meet its tactical and strategic
objectives.
Report of National Commission on Labour (2002), Government of India, made
recommendations in the area of labour welfare measures which include social security,
extending the application of the Provident Fund, gratuity and unemployment insurance
etc.
N. K. Jetli (2004) Labour reforms in India, in the context of globalization, are much desired,
but also feared and misinterpreted. The issue has been a touchy one ever since the
liberalization era began in the early 1990s. Labour reforms are a very sensitive subject
in the Indian context, given the ground realities of poverty, illiteracy, diseases,
deprivation, exploitation, and per capita income. Labour market reforms involve
institutional innovation. Hasty attempts to reform the legal framework without creating
Institutions appropriate for a new regulatory regime will create anarchic conditions in
the labour market. A programme of labour policy reform has to be formulated with
these considerations in view. This hook examines the whole gamut of labour issues in
the context of economic liberalization underway in India.
C. P. John (2004) the majority of Welfare Funds in the State expends a large chunk of their
incomes as establishment charges. It means that a sizeable proportion of the savings of
the informal sector workers is used to finance the salaries and perquisites of formal
sector workers in government service. Higher costs of administration raise basic
questions about the basic purpose of running Welfare Funds. A solution to this problem
rests as indicated earlier on establishment of a unified and common administrative body

15
 to manage all the Welfare Funds; the danger imminent in such a solution has in the
development of a monolithic bureaucratic structure. With regard to Government
contributions and workers’ contributions to the Welfare Funds, there exist no well-
stated principles; therefore, out of the 19 Welfare Funds formed in the State only 15 get
Government contribution. Employers’ contributions are also irregular. The coverage
ratio of Welfare Funds in Kerala is quite dismal too due to the poor attractiveness of
expected benefits. Further, funds mobilised by the majority of Welfare Funds are
insufficient to meet their disbursements.
K. Narindar Jetli (2006) during the pre-Independence period, industrial relations policy of the
British Government was one of laissez faire and also of selective intervention. There
were hardly any labour welfare schemes. After independence, labour legislations have
formed the basis for industrial relations and social security. These legislations have also
provided machinery for bipartite and tripartite consultations for settlement of disputes.
This book examines the whole gamut of labour related issues during the post
Independence period. The approach to the subject is mainly descriptive, interspersed by
comments at places.
Meenakshi Rajeev (2006) In order to surpass the stringent labour regulations, the industry
sector in India is largely resorting to contract labourers, who are governed by the
“Contract Labour Regulation and Abolition Act of 1970”. A primary survey carried out
in Karnataka reveals that many of the stipulations made in the Act to safeguard contract
labourers are not followed in practice. It has also been felt by the workers that collusive
agreement between the labour inspector, the protector of law, and the principal
employer (or the contractor) has aided the violation of law. This paper discusses some
of the survey findings and formulates a game theoretic model to show why it is
economically optimal to collude. It also examines theoretically whether any provisionof
reward for the labour inspector would help to protect the law.
Shobha Mishra and Manju Bhagat (2007) in their article discuss labour welfare activities in
an industrialized society has far reaching impact not only on the work force but also all
the facets of human resources. Labour welfare includes all such activities, which not
only secures existential necessities but also ensures improvement in spiritual and
emotional quotient. It comprises of short term and long terms goal toward building a
humane society. As labour welfare is a dynamic concept, changes in its principles
activities and the rationale supporting them have not been static. They closely follow
the stages of advancement of the industrialized society – from police Theory to

16
 Functional Theory. Accordingly principles for successful implementation of labour
welfare activities ranges from adequacy of wages to impact on efficiency as well as
transformation of personality in nut shell, it is extension of democratic values in an
industrialized society.
Piyali Ghosh, Shefali Nandan and Ashish Gupta (2009) Trade unions are a major component
of the system of modern industrial relations in any nation, each having, in their
constitution, their own set of objectives or goals to achieve. Change in the political,
social and educational environment has seen them rechristened as a forum that protects
and furthers workers' interests and improves the quality of life of workers, enlarging
their traditional roles of establishing terms and conditions of employment. This paper
focuses on plant level trade unions, particularly those of the National Thermal Power
Corporation (NTPC) Unchahar plant, one of the largest and best Public Sector
Undertakings of India. This exploratory study of the different trade unions operational
at the Unchahar plant will also highlight their ideologies, objectives and structures. We
aim to capture the changing paradigms in the roles of plant-level unions: from
maintaining good industrial relations, once considered their primary role, they now
work actively to improve the quality of life of workers, a role earlier considered to be
secondary.
Indian Labour Year Book 2009- 201015 - In this 58th issue of Indian Labour Year Book
covering developments in the labour-related areas 12 subjects are being covered, viz.,
Employment and Training, Wages and Earnings, Family Income and Expenditure
Surveys and Consumer Price Index Numbers, Industrial Relations, Labour Welfare,
Industrial Housing, Health and Safety, Labour Administration, Labour Legislation,
Agricultural /Rural Labour, India and the International Labour Organisation. Besides, it
also contains list of important labour Acts (Central and State), Conventions &
Recommendations adopted by the International Labour Conference as well as those
ratified by India, list of various journals of labour interest published in India, a
bibliography of the publication of various organizations, departments, ministries and
autonomous bodies in the field of labour and a brief account of the content and titles of
various publications of Labour Bureau. This Issue also dwells on the various welfare
programmes and policies of the government launched and implemented for the welfare
of labour class in terms of health, education, employment, housing, social security and
other incidental benefits.

17
Deb Tapomoy (2010) Sixty years have passed since India gained its independence, but it is
still a large agrarian economy with 3/5'h of workforce employed in agriculture and
produces about l/4th of gross domestic product (GDP). Since the liberalization of
Indian economy, the reform in respect of labour has been the slowest. Labour
legislation on working conditions needs to be equitable, more responsive and more
inclusive and which facilitates in making Indian firms more competitive. The challenge
is of combining greater flexibility with the need to maximize security for all
particularly labour.
Sabarirajan, T.Meharajan, B.Arun (2010) The Cotton Textile plays a vital role in human life.
Textile industries are one of the important industries of India for earning Foreign
Exchange and giving employment to lakhs of workers .Because of being a highly
labour intensive industry it needs to concentrate more in the area of employee welfare.
In this study we selected Salem District in Tamil Nadu, India for identifying various
methods and also to identify the effectiveness of the methods. The study shows that
15% of the employees are highly satisfied with their welfare measures. 22 % of the
employees are satisfied with their welfare measures.39 % of the employees is average
with their welfare measures. 16% of them are in highly dissatisfied level. Welfare
measures plays important role in employee satisfaction and it results in improved
quality of work life. This study throws light on the impact of welfare measures on QWL
among the employees of textile mills in Salam district.
P. Swapna and N. Samuyelu (2011) India being a welfare state wedded to the philosophy of
socialistic pattern of society, it is imperative to have a contended workforce, enjoying a
reasonable standard of living with adequate facilities and provisions for the well being
of them. The absence of any comprehensive study in the area of welfare and social
protection of workers in the study area of Andhra Pradesh and the growing employment
opportunities thrown by the fast expanding private corporations in this region have
encouraged the present study by me. It is evident for the literature that many efforts
have been made to study to the various aspects of welfare and social security of labour
in different wings of Singareni Collieries Company limited. The present study tries to
make a comparison on the provisions and implementation of the overall benefits of the
workers in different wings of the same company and by giving the overall welfare
activities of the company.
K. Mariappan (2011) As in other developing countries, unemployment is a serious problem of
the Indian Economy. The poverty of the masses in India is closely related to the

18
 problem of unemployment. Hence, expansion of employment opportunities has been an
important objective of development planning in India. There has been a significant
growth in employment during successive Five Year Plans. However, a relatively higher
growth of population and labour force has led to an increase in the volume of
unemployment from one plan period to another. This book provides a comprehensive
account of employment and labour related policies and issues in India. It covers the
following areas, Demographic trends, Unemployment estimates, Employment policies
and programmes, Labour laws, Social security, Unorganized sector workers,
agricultural workers and forced /bonded labourers, women workers, child labour,
industrial sickness, industrial relations and Indian labour in relation to ILO, WTO and
globalization.
Josephine Moeti-Lysson and Rudolph L. Boy (2011) The research views of different
employees in small and medium enterprises about what can be done to improve the
health and safety in work places. From the findings, it shows that when good health and
safety practices are not put in place, accidents ,major and minor injuries can happen,
and it is what most of the employees in other companies have so far experienced. This
implies that if health and safety is not managed effectively, both the two parties being
employees and the organization would suffer because for the organization to function
effectively, it needs employees and for the people to survive, they need to work.
Bhavani and Thamil Selvan Labour Welfare Measures (2011) India has liberalized its
economic policies in 1991, it has positively responded and now India is considered as
one of the dynamic emerging nations. Recently the World Bank forecasts that by 2020,
India could become the fourth largest economy in the world. The liberalized economic
policies provide tremendous opportunity for the foreign companies to start business in
India. This leads to increased level of competition and put pressure on domestic
companies human resource functions. To survive and prosper, in this toughest
competitive environment, they have to prepare and develop their employees to compete
with overseas organisations in skills, efficiency and effectiveness. The adequate welfare
measures will enhance the healthy industrial relations in the organisations.
Third Annual Report to the People on Employment (2012) The report notes that in order to
tackle youth unemployment, both demand and supply side issues need to be addressed
in a coherent manner. Educational attainment and skill training can create an effective
labour supply, but it will become meaningful only in an overall growth promoting
environment. With the Government bunching a number of innovative schemes to

19
 empower the young work force, the primary challenge lies in the effective
implementation of the schemes at the grass root level with active part participation from
the stakeholders concerned.
M.Rama Satyanarayana and R.Jayaprakash Reddy (2012) The study is undertaken by the
authors to know the satisfaction levels of employees about labour welfare measures in
KCP limited. The results of the research reveal that majority of the employees are
satisfied with all the welfare measures provided by the organization. The overall
satisfaction levels of employees about welfare measures in the organization cover under
study are satisfactory. However, a few are not satisfied with welfare measures provided
by the organization. It is suggested that the existing welfare measures may be improved
further. Such welfare measures enrich the employees’ standard of living and their
satisfaction levels.
P. Venugopal , T. Bhaskar, P. Usha (2011) Human Resources play a very important role in the
development of the business. They constitute the organization at all levels and are
regarded as a dynamic factor of production. In order to get best results from the
employees, management must be aware of what employees expect from their
employees. It is for the management to see that the workers get economic, social and
individual satisfaction, employee welfare activities are undertaken. The Study on
“employee welfare measures” is conducted with the main objective of evaluating the
effectiveness of welfare measures in industrial sector and to suggest measures to make
existing welfare measures much more effective and comprehensive so that the benefits
of the employees will be increased. The concept of ‘employee welfare’ is flexible and
elastic and differs widely with time, region, industry, social values and customs, degree
of industrialization, the general economic development of the people and political
ideologies prevailing at a particular time, it is also melded according to the age – group,
sex, socio cultural background, marital and economic status and educational level of the
employee in various industries. In the ‘broader sense’, employee welfare may include
not only the minimum standard of hygiene and safety laid down in general employee
legislation, but also such aspects of working life as social insurance schemes, measures
for the protection of women, limitation of hours of work, paid vacation, etc. In the
‘narrow sense’, welfare in addition to general physical working conditions is mainly
concerned with the day – to – day problems of the employees and social relationships at
the place of work.

20
Soumi Rai (2012) This study addresses gaps in research related to study and understanding
of Human Resource Management in the context of Indian Automobile sector. The
review is based on the available and published literature in journals of reputation and
academic standing. A total of 138 papers were reviewed related to the general context
of Human Resource Management practices. Of these, about 65 papers were found
relevant and relating to understanding of HRM practices in India specifically in the
context of the industrial sector. The timeline for literature review has been taken from
1970 – 2010, as it encompasses the period of industrialization in India, growth of HRM
and major transition across Indian industrial sector post economic liberalization – 1991.
Jebamalairaja1, R. Pichumani (2012) The concept of ‘labour welfare’ is dynamic. It bears a
different interpretation from country to country and from time to time. Different factors
like value system, social institutions, degree of industrialization and the general level of
social and economic development obtaining in a country at a particular time determine
the contents of labour welfare. But broadly speaking, labour welfare should meet the
necessary requirements of labour. Labour welfare measures enable workers to live a
richer and a more satisfactory life and it contribute to the productivity of labour and
efficiency of the enterprise. It also enhances the standard of living of workers by
indirectly reducing the burden on their purse. It also promotes harmony with similar
Service obtaining in the neighbourhood community where the enterprise is situated. It
is based on an intelligent prediction of the future needs of industrial workers, and be so
designed as to offer a cushion to absorb the shock of industrialization and Urbanization
to workers. Labour welfare measures are grossly inadequate in India when compare to
international standards.
R. Sanjeevi (2012) The role of trade unions in resolving the problems facing the country.
These are political issues and a trade union is a non-political body fighting only for
benefit of the employees. In contrast to the majority of the responses, however,
indicates a willingness to postpone or even to set aside the goal of higher wages and
facilities for their members the use of trade unions as interest groups in favor of
educating the general public for radical social transformation.They would like to utilize
the unions for raising production rather than achieving the narrower ends of employed
workers. The trade-union functionaries in the given region consider themselves as
agents of social change.
Minakshi Garg and Pardeep Jain (2013) Industrial progress depends on satisfied labour force
and in this connection the importance of labour welfare measures was accepted long

21
 back. Labour welfare concept is basically based on human values, where each citizen
has a right to work in a congenial environment with no hazards to his health on
reasonable wages and other terms and conditions of employment. The days are over
when labour was considered to be a commodity. When a worker joins industry he has to
work in an entire strange atmosphere, creating problems of adjustment. Having a
satisfied workforce is very much essential for smooth working of every organization.
So this study is conducted to know whether the workers are satisfied with the welfare
facilities provided by textile industries in Punjab. This study has also attempted to study
relationship between the sex of the respondents and awareness on welfare measures.
Esrafil Ali (2013) An organization is made up of a number of people who do their utmost to
achieve the organization goals. Human Resource Management is the body of science
that correlates the existence of able HR and the success of the organization. Human
Resource has a significant bearing on the profitability, efficiency and overall
organization effectiveness. HRM as a body of language has seen different changes over
a period of time. HR profession had started its role as labour officer/welfare officer and
is now viewed as a strategic role where the emphasis is on employee engagement.
Developed and developing nation like India have depended largely on Small Scale
Industries (SSIs). According to a survey, it was found that SSIs has contributed a lot in
the growth and development of Indian economy by providing 45% of the total
industrial output. There is no denying the fact that large organizations are looked after
by professionals from varied fields. Previously, it is believed that SSIs are handled by
non professional and are managed as family business. It is accepted that there exists
lack of professional approach towards HR and the managers are unaware of the
development that are taking place in management field, generally, and HRM in
particular. This study looks at extricating these myths with the help of testing
hypothesis, but no way concludes the HR practices being implemented in their
organization.
Parul P Bhati, and Ashokkumar M. (2013) This study contains the overviews of Engineering
Industry. This also contains the different welfare provisions to be given to the
employees under the Factory Act 1948. The study contains the research on employee
satisfaction towards welfare facilities under the act. This includes the study of 50
employees from each of the company i.e. Jyoti CNC, Rajoo Engineering, Steel Cast,
Atul auto & Amul industries making a total sample size of 250 employees. In the study
the authors measured the impact of welfare provisions on employee satisfaction by way

22
 of the correlation technique and also measured that whether any difference in terms of
employee satisfaction towards welfare provision exists by way of using one way
Annova test.
Sharanappa Saidapur And Jayakumar Sindhe (2013) The country has the distinction of having
some of the most comprehensive labour laws in the world, even while having one of the
largest fractions of the working population is unprotected and under privileged. Labour
legislations are protecting the interest of the labour and promoting the welfare of labour
community in India. Modern states are welfare state; their motto is to achieve the
happiness of workers. Labourers are pillars of production system. Without labourer we
can't produce a single article in the economy. Providing basic facilities for workers is an
obligatory duty of the state and enjoying the basic facilities of workers are fundamental
rights of the labourer provided for in the Indian constitution. Labour legislation has
grown up as one of the most important social institutions in India.
K. B. Ravindra (2013) Labour welfare and social security has got a lot of significance with
Public Sector, Private Sector and also Multinational Companies. Labour welfare
activities in an industrialized society have far reaching impact not only on the work
force but also on all facets of human resources. Labour welfare includes all such
activities which not only secure existential necessities but also ensures improvement in
the spiritual, emotional and other aspects of a worker. The aspect of labour welfare
requires an honest and serious approach that money and environment given to
employees never go waste. A happy employee is a productive employee. A study on
labour welfare and social security is an effort to be perfected in the art of managing
people and in these days the most important management is people’s management.
Welfare schemes should be regarded as a wise investment which should and usually
does bring a profitable return in the form of greater efficiency. The study provides a
detailed insight in to the various aspects of labour welfare and social security in Indian
Industries.
Neeraj Sharma, Jyoti Kandpal Bhatt, Monika Singh (2013) During the pre-independence
period, industrial relations policy of the British Government was one of laissez faire &
also of selective intervention. These were hardly any labour welfare schemes. After
independence, labour legislations have formed the basis for industrial relations & social
security. Labour sector addresses multi-dimensional, socio-economic aspects affecting
labour welfare, productivity, living standards of labour force and social security. To
raise living standards of the workforce and achieve higher productivity skill

23
 upgradation through suitable training is of utmost importance. Labour welfare occupies
a place of significance in the industrial development and economy. It is an important
facet of industrial relations the extra dimension, giving satisfaction to the worker in a
way which even a good wage cannot. The important of labour welfare and increasing
productivity with reasonable level of social security is one of the prime objectives
concerning social & economic policy of the government.
K. Logasakthi & K. Rajagopal (2013) Labour health, safety and welfare are the measures of
promoting the efficiency of labour. The various welfare measures provided by the
employer will have immediate impact on the health, physical and mental efficiency
alertness, morale and overall efficiency of the worker and thereby contributing to the
higher productivity. Some of the facilities and services which fall within the preview
of labour welfare includes adequate canteen facilities, accommodation
arrangements, recreational facilities, medical facilities transportation facilities for
traveling from & to the place of work. This study highlights the welfare measures taken
in the chemical industry, the employees’ satisfaction level, and to identify the overall
quality of work life of the employees.
Deepali S.Kadam and H.M.Thakar (2014) If workers health is good, they can work with full
capacity & efficiency. Industrial health depends upon the workers health & workers
health depends upon safety measures provided by organization. An employ spends
about 8 hours at the place of work during any working day. He must be provided with
such types of facilities which will maintain his health his wealth & keep him interested
in his work. It helps to increase the production & profit of the organization. Then the
organization can provide better wages & other welfare facilities to worker. Thus the
employee's health, safety & welfare are correlated with each other. Hence every
organization should take care of employee's health by providing proper safety
measures. This objective of research is to know the effectiveness of health, safety
measures provided at selected co-operative sugar factories.
K John (2014) India, being a welfare State, has taken upon itself the responsibilities of
extending various benefits of Social Security and Social Assistance to its citizens. The
social security legislations in India derive their strength and spirit from the Directive
Principles of the State Policy as contained in the Constitution of India. Although the
Constitution of India is yet to recognize Social Security as a fundamental right it does
require that the State should strive to promote the welfare of the people by securing and
protecting, as effectively as it may, a social order in which justice social, economic and

24
 political shall inform all the institutions of national life. Specially, Article 41 of the
Constitution requires that the State should within the limits of its economic capacity
make effective provision for securing the right to work, to education and to public
assistance in case of unemployment, old age, sickness and disablement. Article 42
requires that the State should make provision for securing just and humane conditions
of work and for maternity relief. Article 47 requires that the State should raise the level
of nutrition and the standard of living of its people and improvement of public health as
among its primary duties.
R. Madhesh (2014) The State Industries Promotion Corporation of Tamil Nadu Ltd. industrial
complex was established in the year 1971 to develop industrial growth in Tamil Nadu.
These industrial parks are important for the country in earning Foreign Exchange and
providing employment to lakhs of workers. Being highly labour intensive industries, it
needs more concentration in the area of employee welfare to increase productivity. In
this study, the industries located in SIPCOT industrial complex, Hosur, Dharmapuri
District has been selected. This study identifies various welfare measures and
effectiveness of those methods. Welfare measures plays important role in employee
satisfaction which results in improved quality of work life. This study throws light on
the impact of welfare measures on QWL among the employees of SIPCOT industrial
area in Dharmapuri district.

2.3 COMPANY PROFILE

25
Incorporated in Dec 1993 at Namakkal, Tamil Nadu, K.K.P. Spinning Mills Private Limited

(KKPSMPL) is engaged in the business of manufacturing cotton Yarns and grey Fabric. The

Company has two spinning units situated at Perumalpatti Village, Thuraiyur Road,

Namakkal. Presently the Company has 13,680 Spindles in Unit I and 23,328 Spindles in Unit

II. The plant is operating at 100% capacity. The manufacturing plant has a total installed

capacity of 141 Looms. During 2016-17, they also started manufacturing Viscose yarn,

Modal yarn, Micro Modal yarn, Tencil Yarn and blended yarn which is a mixture of cotton &

Modal. Exports to countries such as Myanmar, Hong Kong and Singapore contributed around

11% to their total revenues in FY18.

Namakkal based KKP group of Companies was set up by Mr. K. Periyasamy, father

of Mr. P. Nallathambi, who is the present chairman. The Group consists of six operating

companies, all engaged in textiles. K.K.P. Fine Linen Pvt Ltd [engaged in vertically

integrated textile production and exports; rated BWR BBB (Stable)/ BWR A3+], K.K.P. Hi

Tech Weaving India Pvt Ltd [Engaged in the business of spinning, weaving and finishing of

textiles; rated BWR BBB- (Stable)], K.K.P. Textiles Pvt Ltd [engaged in spinning, weaving

and finishing of textiles; rated BWR BBB (Stable)/ BWR A3+], K.K.P. Weaving and

Processing Mills Pvt Ltd [Engaged in manufacturing of cotton yarn and yarn fabric; rated

BWR BBB- (Stable)/ BWR A3] and K.K.P. Garments Pvt Ltd [Engaged in manufacturing of

pillow ticks, napkins and table cloth; rated BWR BB (Stable)] are the other Group entities.

KKP Group has Ring spinning capacity of 1, 00,000 Spindles and 1800 Rotors for Open-end

spinning. The Group produces more than 50 Tons of optimal quality yarn per day, with count

ranging from Ne6’s, 10’s, 16’s, 20’s, 30’s, 40’s, 60’s. KKP Group of Companies is ISO 9001

certified.

Mr P. Chinnasamy is the Managing Director. Mr. P. Nallathambi, Mr. N. Sathesh

Kumar, Mr. N. SubhashKumar, Mr. C. Selvi and Mr. N. Bakkialakshmi are the other

26
directors. All the Directors are well qualified and have extensive experience in textile

industry.

COMPANY DETAILS

CIN U17111TZ1993PTC004731

Company Name K K P SPINNING MILLS PRIVATE LIMITED

Company Status Active

Registration Number 4731

Company Category Company limited by Shares

Company Sub Category Non-govt company

Class of Company Private

Date of Incorporation 10 December 1993

Age of Company 25 years, 6 month, 4 days

Activity Spinning, weaving and finishing of textiles.

Vision & Mission

Vision

To be a leading organization committed to meet customers, employees &

shareholders expectations adhering to the core values.

Mission

To manufacture world class quality automotive & allied engineering products

for domestic & International markets.

We are committed to on time deliveries at competitive price in challenging business

environment which is driven by customer’s expectations. We will be the leading organization

while keeping our commitment to excellence & our dedication in meeting employees &

shareholders expectations.

27
2.3.1 PRODUCT PROFILE

CORE VALUES

1. Customer satisfaction & Responsiveness

2. Entrepreneurship

3. Professionalism

4. Integrity & Ethics

5. Respect & Dignity to all the individuals.

QUALITY PERSPECTIVES

QUALITY POLICY We at society group are committed to manufacture and supply cotton &

fabricated components to meet "customer satisfaction". We shall achieve this by following

quality management system confirming to ISO 9001 with emphasis on improvement in

quality by doing right at the first time through team work and training to employees.

QUALITY OBJECTIVES

Customer Satisfaction:

 By supplying quality products.

 By reducing development time for new products.

 By minimizing rework

 By Continual Improvement

 By reducing process time through introducing modern technology and equipments.

 By improving housekeeping.

QUALITY CONTROL SYSTEM:

There is an independent quality audit team in process control system in all the factories,

which has given quality production consistently.

28
SOURCING OF RAW MATERIALS UNDER VIGILANCE OF QUALITY AUDIT

SYSTEM:

They source all their raw materials 100% from within India. However, they have a rigid

control on their quality control system whereby they ensure that all the raw materials are

produced as per their quality standard level before it gets dispatched to their factories.

IN HOUSE LAB

They have a lab situated in the major procurement centres, such as in Dharwad and

Jamshedpur to support their quality control team to carry out the various quality tests at all

level onwards to ensure that the product is produced according to their quality in-house.

PRE-SHIPMENT INSPECTION TO MAINTAIN ZERO-CLAIM FROM BUYERS

A thorough Inspection by In-house Quality Control team and pre-shipment Inspection by

buyer representative for all their products helps company to maintain zero-quality claims

position with all their buyers.

QUALITY ASSURANCE

We have pucca centralized Quality Assurance Lab in our M/S. K.K.P. Textiles Pvt ltd
fully equipped with the latest following testing equipments.
 Uster HVI 900 Classic Automatic Cotton testing equipment and bales
management systems software.
 Uster AFIS Pro (Latest 4th Generation equipment – recently purchased).
 Yarn quality levels matching to USTER 5% standards.

29
FIGURE 1. RING SPUN DIVISION

30
31
 FIGURE 2. FABRIC DIVISION

3 RESEARCH METHODOLOGY

3.1. RESEARCH METHODOLOGY

DEFINITION OF RESEARCH

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

A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. Regarding this project, descriptive research design concern with describing the
perception of each individuals or narrating facts on welfare measures and diagnostic design
helps in determine the frequency with which something occurs or it’s associated with
something else. These two research design help in understand the characteristic in a given
situation. Think systematically about aspects in given situation, offers idea for probe and
research help to make certain simple decision.

Descriptive research

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

3.2.1 RESEARCH INSTRUMENT:

In this project, the data were collected through structured questionnaire.

QUESTIONNAIRE

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

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

32
Types of questions

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

a) Open ended question

b) Close ended question
a) Open ended questionnaire:
An open-ended question gives the respondents complete freedom to decide the form
length and detail of the form.

b) Close ended questionnaire:

The close-ended question is of two types they are as follows:
i) Dichotomous question
This type has only two answers in the form of “YES” or “NO”, “TRUE” or
“FALSE” etc…

ii) Multiple – choice question.

In this case the respondents are offered two or mores choices and the
respondent have to indicate which is applicable in the following cases.
3.3 SAMPLE DESIGN
A sample design is a definite plan determined before any data are actually

collected for obtaining a sample from a given population. Sampling is used to collect data

from limited numbers whereas census is used for large numbers. For the research, sampling

method was used.

There are different types of sample design based on two factor namely the representation

basis and the element selection technique .There are two main categories under which various

sampling method can be put. There are

1. Probability sampling

2. Non probability sampling

33
In this particular research the A study is on probability sampling. And in the simple random
sample is used.

PROBABILITY SAMPLING:
Probability sampling is based on the concept of random selection; the sample may be
either unrestricted or restricted. When each sample elements is drawn individually from the
population at large, then the sample so drawn is known as ‘unrestricted sample’, Where as all
other forms of sampling are covered under the term ‘restricted sample’.
The most frequently used probability samples are:
 Simple random sample
 Systematic sample
 Stratified sample (proportionate & disproportionate)
 Cluster sample
NON- PROBABILITY SAMPLING:
Non-probability sampling is that sampling procedure which does not afford any basis
for estimating the probability that each item in the population has of being included in the
sample.
 Judgment sampling
 Convenient sampling
 Quota sampling.
 Snowball sampling
SAMPLING METHOD

In this research systematic sampling method is used to collect the primary data by
using questionnaire.

SYSTEMATIC SAMPLING

A Systematic sample is selected at random sampling. When a complete list of the population
is available, this method is used. If a sample of 10 peoples is to be selected from 100 peoples,
under this method kith item is picked up from the sample frame and k is the sample interval.

POPULATION SIZE
The overall population size is 500.

SAMPLE SIZE:

34
 The total sample size of 110 has been taken for this study. Both male and female
employees have been interviewed.

3.4 DATA COLLECTION METHOD

The two types of data source are,

 Primary data

 Secondary data

Primary Source of Data

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

Secondary source of data

Secondary data which have already been collected and analysed by someone else,
secondary data were collected from

 Company profile

 Previous records
3.5 TOOLS OF THE STUDY

 Simple percentage analysis

 Chi-square test
SIMPLE PERCENTAGE ANALYSIS

The ratio is very often expresses as percentages. In the calculation of percentage, the
figure is taken as base and represented by 100. The other figure is expressed as ratio of the
base. This method can be used for calculating Simple percentage.

FORMULA:

Number of respondents

Percentage = ------------------------------------------------- × 100

Total number of respondent

35
CHI-SQUARE TEST

This test allows us to determine whether two attributes are independent of each other. In this

study chi-square has been used to test if there is an association between various variables and

the overall level of satisfaction of safety and welfare measures.

FORMULA:

(χ2)= ∑ (0– E)2 /E

36
4 DATA ANALYSIS AND INTERPRETATION

4.1 PERCENTAGE ANALYSIS

TABLE 4.1.1

AGE GROUP OF THE RESPONDENTS

AGE NO.OF.RESPONDENTS PERCENTAGE (%)

<20 YRS 0 -
21-25 YRS 27 25
26-35 YRS 45 41
36-50 YRS 29 26
>50 YRS 9 8
TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.1

AGE GROUP OF THE RESPONDENTS

INTERPRETATION:

37
 From the above table, it is inferred that, 41% of respondents belongs to 26-35 years,
26% of the respondents belongs to 36-50 years, 25 % of respondents belongs to 21-25 years,
and 8% of the respondents belongs to above 50 years, 0% of respondents belongs to less than
20 years.
TABLE 4.1.2
GENDER OF THE RESPONDENTS

NO.OF

GENDER RESPONDENTS PERCENTAGE (%)

MALE 74 67
FEMALE 36 33

TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.2 GENDER OF THE RESPONDENTS

INTERPRETATION:

38
 From the above table it is inferred that out of 110 respondents ,67% were Male and

33% were Female.

TABLE 4.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

EDUCATION NO.OF.RESPONDENTS PERCENTAGE (%)

DEGREE/DIPLOMA 65 60

POSTGRADUATE 39 35

OTHERS 6 5

TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

INTERPRETATION: From the table ,it was inferred that 60% of respondents fall in the

category of Degree/Diploma,35% of respondents fall in the category of Post graduate, 5% of

respondents fall in the category of Others.

39
TABLE 4.1.4 YEARS OF SREVICE OF THE RESPONDENTS

YEARS OF SERVICE NO.OF.RESPONDENTS PERCENTAGE (%)

1-5 YRS 24 22
6-10 YRS 43 39
11-20 YRS 33 30
ABOVE 20 YRS 10 9
TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.4 YEARS OF SREVICE OF THE RESPONDENTS

INTERPRETATION: From the above table it is inferred that 39% of respondents have 6-10

yrs experience, 30% of respondents have 11-20 yrs experience, 22% of respondents have 1-5

yrs experience,9% of respondents have above 20 yrs experience.

40
TABLE 4.1.5 MONTHLY INCOME OF THE RESPONDENTS

MONTHLY INCOME NO.OF.RESPONDENTS PERCENTAGE (%)

10000-20000 17 15.45
20001-30000 37 33.64
30001-40000 42 38.18
40001-50000 14 12.73
>50000 0 0
TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.5 MONTHLY INCOME OF THE RESPONDENTS

INTERPRETATION: From the above table it was inferred that 38.18% of respondents are
having income 30001-40000/month, 33.64% of respondents are having income 20001-
30000/month, 15.45% of respondents are having income 10000-20000/month, 12.73% of

41
respondents are having income 40001-50000/month and 0% of respondents having income
above 50000/month.

TABLE 4.1.6 AWARENESS ABOUT VARIOUS WELFARE MEASURES OF THE

ORGANISATION

AWARENESS OF

VARIOUS WELFARE

MEASURES NO.OF.RESPONDENTS PERCENTAGE (%)

YES 80 72.73

NO 30 27.27

TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.6 AWARENESS ABOUT VARIOUS WELFARE MEASURES OF THE
ORGANISATION

INTERPRETATION: From the above table it is inferred that 72.73% were aware of various

welfare measures provided by the company and 27.27% were not aware of various welfare

measures provided by the company.

42
 TABLE 4.1.7 RATING OF FACILITY BENEFITS
Facilities 1 (%) 2 (%) 3 (%) 4 (%) 5 (%)
Medical 50 45.45 39 35.45 7 6.64 6 5.45 8 7.27
Education 29 26.36 50 45.45 19 17.27 7 6.36 5 4.55
Housing 24 21.82 28 25.45 40 36.36 8 7.27 10 9.09
Travelling 12 10.91 13 11.82 26 23.64 20 18.18 39 35.55
Recreation 13 11.82 14 12.73 28 25.45 33 30 22 20
Total 110 100 110 100 110 100 110 100 110 100

SOURCE : PRIMARY DATA

CHART 4.1.7 RATING OF FACILITY BENEFITS:

INTERPRETATION: From this table it is inferred that 45.45% of the respondents rated
medical facility as the first most benefitted facility, 45.45% of the respondents rated
educational facility as the second most benefitted facility, 36.36% of the respondents rated
housing facility as the third most benefitted facility, 25.45% of the respondents rated
recreation facility as the fourth most benefitted facility and 35.45% of the respondents rated
travelling facility as the fifth most benefitted facility.

TABLE 4.1.8 SATISFACTION LEVEL TOWARDS MEDICAL FACILITIES PROVIDED

MEDICAL HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY TOTAL

43
FACILITIES SATISFIED DISSATISFIED
ROUTINE
27 56 16 7 4 110
CHK UP
PERCENT (%) 24.55 50. 91 14. 55 6.36 3.63 100
FIRST AID 13 55 32 4 6 110
PERCENT (%) 11. 82 50 29.09 3.63 5.45 100
MEDICINE
18 60 25 3 4 110
SUPPLIED
PERCENT (%) 16.36 54. 55 22. 73 2.72 3.63 100
AMBULANCE
14 54 32 5 5 110
SERVICE
PERCENT (%) 12. 73 49. 09 29. 09 4.54 4.54 100

SOURCE : PRIMARY DATA

CHART 4.1.8 SATISFACTION LEVEL TOWARDS MEDICAL FACILITIES PROVIDED

INTERPRETATION:

44
From the above table it is inferred that for routine check up 24.55 % of the respondents are

highly satisfied, 50.91 % of the respondents are satisfied, 14.55 % of the respondents are

neutral, 6.36 % of the respondents are Dissatisfied and 3.63 % of the respondents are highly

dissatisfied, for First aid 11.82 % of the respondents are highly satisfied, 50 % of the

respondents are satisfied, 29.09% of the respondents are neutral, 3.63 % of the respondents

are Dissatisfied and 5.45 % of the respondents are highly dissatisfied, for medicine supplied

16.36 % of the respondents are highly satisfied, 54.55 % of the respondents are satisfied,

22.72 % of the respondents are neutral, 2.72 % of the respondents are Dissatisfied and 3.63 %

of the respondents are highly dissatisfied, For Ambulance service 12.73 % of the respondents

are highly satisfied, 49.09 % of the respondents are satisfied, 29.09 % of the respondents are

neutral, 4.55 % of the respondents are Dissatisfied and 4.55 % of the respondents are highly

dissatisfied.

TABLE 4.1.9 OVERALL SATISFACTION TOWARCS MEDICAL FACILITIES PROVIDED

OVERALL NO.OF

SATISFACTION RESPONDENTS PERCENTAGE (%)

YES 90 81. 82
NO 20 18. 18
TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.9 OVERALL SATISFACTION TOWARDS MEDICAL FACILITIES

PROVIDED

45
INTERPRETATION: From the above table it is inferred that 81.82% of respondents are

satisfied with the overall medical facility provided and 18.18% of the respondents are not

satisfied with the overall medical facility.

TABLE 4.1.10: SATISFACTION LEVEL TOWARDS EDUCATIONAL FACILITIES

EDUCATION HIGHLY HIGHLY

FACILITIES SATISFIED SATISFIED NEUTRAL DISSATISFIED DISSATISFIED

46
REIMBURSEMENT

OF TUTION FEE 33 56 15 5 1

PERCENT (%) 30 50. 91 13. 64 4.54 0.90

SCHOLARSHIP 17 57 29 6 1

PERCENT (%) 15.45 51. 82 26.36 5.45 0.90

EDUCATIONAL

LOAN 13 57 28 10 2

PERCENT (%) 11. 82 51. 82 25.45 9.09 1.81

SOURCE : PRIMARY DATA

CHART 4.1.10 SATISFACTION LEVEL TOWARDS EDUCATIONAL FACILITIES

PROVIDED

47
INTERPRETATION:

From the above table it is inferred that Reimbursement of tuition fee 30 % of the respondents

are highly satisfied, 50.91 % of the respondents are satisfied, 13.64 % of the respondents are

neutral, 4.54 % of the respondents are Dissatisfied and 0.90 % of the respondents are highly

dissatisfied, for scholarship 15.45 % of the respondents are highly satisfied, 51.82 % of the

respondents are satisfied, 26.36% of the respondents are neutral, 5.45% of the respondents

are Dissatisfied and 0.90 % of the respondents are highly dissatisfied, for educational loan

11.82 % of the respondents are highly satisfied, 51.82 % of the respondents are satisfied,

25.45% of the respondents are neutral, 9.09 % of the respondents are Dissatisfied and 1.81%

of the respondents are highly dissatisfied.

TABLE 4.1.11 OVERALL SATISFACTION TOWARDS EDUCATIONAL FACILITIES

SATISFIED NO.OF.RESPONDENTS PERCENTAGE

OVERALL (%)

48
 YES 97 88.18
NO 13 11. 82
TOTAL 110 100
SOURCE : PRIMARY DATA

CHART 4.1.11 OVERALL SATISFACTION TOWARDS EDUCATIONAL FACILITIES

INTERPRETATION:

From the above table it is inferred that 88.18% of respondents are satisfied with the overall

educational facility provided and 11.82% of the respondents are not satisfied with the overall

educational facility.

TABLE 4.1.12 SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

CANTEEN HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY TOTAL

49
 SATISFIED DISSATISFIED
QUALITY OF

FOOD 17 66 17 5 5 110
PERCENT

(%) 15.45 60 15.45 4.54 4.54 100

QUANTITY

OF FOOD 14 63 27 6 0 110
PERCENT

(%) 12.73 57.27 24.55 5.45 0 100

PRICE 17 60 26 6 1 110
PERCENT

(%) 15.45 54.55 23.64 5.45 0.9 100

SOURCE : PRIMARY DATA

CHART 4.1.12 SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

50
INTERPRETATION:

From the above table it is inferred that for quality of food 15.45 % of the respondents are

highly satisfied, 60% of the respondents are satisfied, 15.45 % of the respondents are neutral,

4.54 % of the respondents are Dissatisfied and 4.54 % of the respondents are highly

dissatisfied, for quantity of food 12.73 % of the respondents are highly satisfied, 57.27% of

the respondents are satisfied, 24.55% of the respondents are neutral, 5.45 % of the

respondents are Dissatisfied and 0 % of the respondents are highly dissatisfied, for price of

the food 15.45 % of the respondents are highly satisfied, 54.54 % of the respondents are

satisfied, 23.64 % of the respondents are neutral, 5.45 % of the respondents are Dissatisfied

and 0.90 % of the respondents are highly dissatisfied.

TABLE 4.1.13 OVERALL SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

51
 OVERALL PERCENTAGE

SATISFACTION NO.OF.RESPONDENTS (%)

YES 87 79.09

NO 23 20. 91

TOTAL 10 100

SOURCE : PRIMARY DATA

CHART 4.1.13 OVERALL SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

INTERPRETATION:

From the above table it is inferred that 79.09% of respondents are satisfied with the overall

canteen facility provided and 20.91% of the respondents are not satisfied with the overall

canteen facility.

TABLE 4.1.14 PERSONS AVAILING HOUSING LOANS:

52
 AVAILING HOUSING PERCENTAGE

LOAN NO.OF.RESPONDENTS (%)

YES 78 70. 91

NO 32 29. 09

TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.14 PERSONS AVAILING HOUSING LOANS

INTERPRETATION:

From the above table it is inferred that 70.91% of the respondents are availing housing loan

and 29.09 % of the respondents are not availing housing loan.

TABLE 4.1.15 SATISFACTION TOWARDS HOUSING FACILITY

53
SATISFIED PERCENTAGE

HOUSING NO.OF.RESPONDENTS (%)

YES 62 56.36

NO 48 43.64
TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.15 SATISFACTION TOWARDS HOUSING FACILITY

INTERPRETATION:

From the above table it is inferred that 56.36% of respondents are satisfied with the housing

facility provided and 43.64% of the respondents are not satisfied with the housing facility

provided.

TABLE 4.1.16 RECREATION FACILITY THAT VALUES MOST

54
 RECREATION NO OF PERCENTAGE

FACILITY RESPONDENTS (%)

HOLIDAY HOMES 70 63. 64
CLUBS 26 23. 64
SPORTS EVENTS 14 12.72

TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.16 RECREATION FACILITY THAT VALUES MOST

INTERPRETATION: From the above table it is inferred that 63.64 % of the respondents

values Holiday Homes as beneficial,23.64% of the respondents values clubs as beneficial

recreation and 12.73 % of the respondents values sports events as a beneficial recreation .

TABLE 4.1.17 RATING FOR INTRAMURAL FACILITIES

FACILITIES 1 2 3 4 5 6 7 8 9 10 TOTAL
DRINKING WATER 66 16 14 5 4 1 2 2 0 0 110
PERCENTAGE % 60.0 14.55 12.73 4.55 3.64 0.91 1.82 1.82 0.00 0.00

55
 0 100
SEATING

ARRANGEMENTS 51 35 11 2 2 3 1 2 1 2 110

46.3

PERCENTAGE % 6 31.82 10.00 1.82 1.82 2.73 0.91 1.82 0.91 1.82 100
FIRSTAID

APPLIANCES 12 16 20 26 14 4 5 3 6 4 110
10.9

PERCENTAGE % 1 14.55 18.18 23.64 12.73 3.64 4.55 2.73 5.45 3.64 100

LATRINES&URINALS 5 12 20 25 15 15 5 9 0 4 110

PERCENTAGE % 4.55 10.91 18.18 22.73 13.64 13.64 4.55 8.18 0.00 3.64 100

SPITTOONS 5 6 14 15 12 11 15 8 8 16 110
PERCENTAGE % 4.55 5.45 12.73 13.64 10.91 10.00 13.64 7.27 7.27 14.55 100

LIGHTING 45 18 13 10 13 2 5 1 1 2 110
40.9

PERCENTAGE % 1 16.36 11.82 9.09 11.82 1.82 4.55 0.91 0.91 1.82 100

WASHING PLACE 5 7 7 12 18 19 20 10 7 5 110

PERCENTAGE % 4.55 6.36 6.36 10.91 16.36 17.27 18.18 9.09 6.36 4.55 100

CHANGING ROOMS 2 10 3 5 9 10 17 27 14 13 110

PERCENTAGE % 1.82 9.09 2.73 4.55 8.18 9.09 15.45 24.55 12.73 11.82 100

REST ROOMS 3 7 5 6 8 10 9 20 23 19 110

PERCENTAGE % 2.73 6.36 4.55 5.45 7.27 9.09 8.18 18.18 20.91 17.27 100

56
CANTEEN 20 15 9 9 7 15 6 4 9 16 110
18.1

PERCENTAGE % 8 13.64 8.18 8.18 6.36 13.64 5.45 3.64 8.18 14.55 100

CHART 4.1.17 RATING FOR INTRAMURAL FACILITIES:

INTERPRETATION:

57
From this table it is inferred that 60% of the respondents rated first for Drinking water ,31.82

% of the respondents rated second for seating arrangement,11.82 % of the respondents rated

third for lighting,18.18% of the respondents rated fourth for first aid appliances,13.64% of

the respondents rated fifth for latrines & urinals,13.64% of the respondents rated six

forcanteen,18.18% of the respondents rated seven for washing place,7.27% of the

respondents rated eight for spittoons,12.73% of the respondents rated nine for changing

rooms and 17.27% of the respondents rated ten for rest rooms.

TABLE 4.1.18 BENEFITS OF EMPLOYEE WELFARE

BENEFITS 1 2 3 4 5 TOTAL
CREATS
EFFICIENCY 58 30 5 7 10 110
PERCENTAGE (%) 52.72 27.27 4.54 6.36 9.09 100

IMP PHY&
MENTAL HEALTH 29 44 19 12 6 110
PERCENTAGE (%) 26.36 40 17.27 10.90 5.45 100
INCREASE
STANDRD OF
LIVING 34 38 24 10 4 110
PERCENTAGE (%) 30.90 34.54 21.81 9.09 3. 64 100
LOYALTY
TOWARDS THE
WORK 27 33 14 21 15 110

PERCENTAGE (%) 24. 55 30 12.72 19.09 13.63 100

PROMOTE
HEALTHY IR 28 22 27 23 10 110

PERCENTAGE (%) 25.45 20 24. 55 20.90 9.09 100

58
SOURCE : PRIMARY DATA

CHART 4.1.18 BENEFITS OF EMPLOYEE WELFARE

INTERPRETATION:

From this table it is inferred that for 52.73 % of respondents welfare creates efficiency

towards work, for 40% of the respondents welfare improves Physical and Mental health, for

24.55% of the respondents welfare promotes healthy Industrial relationship, for 19.09% of

the respondents welfare creates Loyalty towards the work and for 4% of respondents welfare

increases standard of living.

59
TABLE 4.1.19 WELFARE PROVIDES MOTIVATION

MOTIVATIONAL NO.ON PERCENTAGE

FACTOR RESPONDENTS (%)

YES 72 65.45

NO 38 34.55

TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.19 WELFARE PROVIDES MOTIVATION

INTERPRETATION:

60
From the above table it is inferred that for 65.45% of respondents welfare act as a

motivational factor and for 34.55% of respondents welfare is not acting as a motivational

factor

TABLE 4.1.20 FREQUENCY OF GETTING FEEDBACK

FREQUENCY OF GETTING PERCENTAGE

FEEDBACK NO.OF RESPONDENTS (%)

OFTEN 20 18.18
OCCASIONALLY 74 67.27
NEVER 16 14.55
TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.20 FREQUENCY OF GETTING FEEDBACK

INTERPRETATION:

61
From the above table it is inferred that 67.27% of respondents are occasionally asked for the

feedback about the welfare measures,18.18% of respondents are often asked for the feedback

and 14.55 % of the respondents are never asked for the feedback.

TABLE 4.1.21 MODE OF DETERMINING WELFARE REQUIREMENTS

PERCENTAGE
DETERMINING THROUGH NO.OF.RESPONDENTS (%)
OBSERVATION 20 18.18
SUGGESTIONS 44 40.00
PERFORMANCE 37 33.64
INTERVIEW 9 8.18
TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.21MODE OF DETERMINING WELFARE REQUIREMENTS

INTERPRETATION: From the above table it is inferred that 18.18% the welfare
requirement is determined by observation, 40% the welfare requirement is determined by
suggestion, 8.18% the welfare is determined by interview and 33.64% the welfare
requirement is determined by performance.

62
TABLE 4.1.22 SATISFACTION OF OVERALL WELFARE MEASURES

SATISFIED

WITH OVERALL PERCENTAGE

WELFARE MEASURES NO.OF.RESPONDENTS (%)

YES 72 65.45
NO 38 34.55
TOTAL 110 100

SOURCE : PRIMARY DATA

CHART 4.1.22
SATISFACTION OF OVERALL WELFARE MEASURES

INTERPRETATION: From the above table it is inferred that 65.45% of the respondents are

satisfied with overall welfare measures provided and 34.55% of the respondents are not

satisfied with overall welfare measures provided.

63
4.2 CHI-SQUARE ANALYSIS

TABLE 4.2.1

VALUE Df Asymp. Sig. (2-Sided)

Pearson Chi-Square 14.146a 4 .007

Likelihood ratio 14.212 4 .007

Linear-by-Linear 2.557 1 .110

Association

N of valid cases 110

a. 2 cells (20%) have expected count less than 5. The minimum expected count is 1.96.

Source: Primary data

INTERPRETATION

It can be observed from above table, that there is no significant association between

age and motivational factor. So, null hypothesis can be accepted at 5% level of significant.

5 FINDINGS, SUGGESTIONS AND CONCLUSION

64
5.1 FINDINGS OF THE STUDY

 It was found that 0% of respondents belongs to less than 20 years, 25 % of

respondents belongs to 21-25 years, 41% of respondents belongs to 26-35
years,26% of the respondents belongs to 36-50 years and 8% of the respondents
belongs to above 50 years.

 67% were Male employees and 33% were Female employees.

 60% of respondents fall in the category of Degree/Diploma, 35% of respondents fall

in the category of Post graduate, 5% of respondents fall in the category of others.

 22% of respondents have 1-5 yrs experience, 39% of respondents have 6-10 yrs
experience, 30% of respondents have 11-20 yrs experience, 9% of respondents have
above yrs experience.

 15.45% of respondents are having income 10000-20000/month, 33.64% of

respondents are having income 20001-30000/month, 38.18% of respondents are
having income 30001-40000/month, and 12.73% of respondents are having income
40001-50000/month and 0% of respondents having income above 50000/month.

 72.73% were aware of various welfare measures provided by the company and
27.27% were not aware of various welfare measures provided by the company.

 45.45% of the respondents rated medical facility as the first most benefitted facility,
45.45% of the respondents rated educational facility as the second most benefitted
facility, 36.36% of the respondents rated housing facility as the third most benefitted
facility, 25.45% of the respondents rated recreation facility as the fourth most
benefitted facility and 35.45% of the respondents rated travelling facility as the fifth
most benefitted facility

 For routine check up 24.55 % of the respondents are highly satisfied, 50.91 % of the
respondents are satisfied, for First aid 11.82 % of the respondents are highly satisfied,
for medicine supplied 16.36 % of the respondents are highly satisfied, For Ambulance
service 12.73 % of the respondents are highly satisfied.

65
 For the Reimbursement of tuition fee 30 % of the respondents are highly satisfied,
50.91 % of the respondents are satisfied, 13.64 % of the respondents are neutral, 4.54
% of the respondents are Dissatisfied and 0.90 % of the respondents are highly
dissatisfied, for scholarship 15.45 % of the respondents are highly satisfied, 51.82 %
of the respondents are satisfied, 26.36% of the respondents are neutral, 5.45% of the
respondents are Dissatisfied and 0.90 % of the respondents are highly dissatisfied, for
educational loan 11.82 % of the respondents are highly satisfied, 51.82 % of the
respondents are satisfied, 25.45% of the respondents are neutral, 9.09 % of the
respondents are Dissatisfied and 1.81% of the respondents are highly dissatisfied.

 For quality of food 15.45 % of the respondents are highly satisfied, 60% of the
respondents are satisfied, 15.45 % of the respondents are neutral, 4.54 % of the
respondents are Dissatisfied and 4.54 % of the respondents are highly dissatisfied, for
quantity of food 12.73 % of the respondents are highly satisfied, 57.27% of the
respondents are satisfied, 24.55% of the respondents are neutral, 5.45 % of the
respondents are Dissatisfied and 0 % of the respondents are highly dissatisfied, for
price of the food 15.45 % of the respondents are highly satisfied, 54.54 % of the
respondents are satisfied, 23.64 % of the respondents are neutral, 5.45 % of the
respondents are Dissatisfied and 0.90 % of the respondents are highly dissatisfied.

 56.36% of respondents are satisfied with the housing facility provided and 43.64% of
the respondents are not satisfied with the housing facility provided.

 63.64 % of the respondents values Holiday Homes as beneficial, 23.64% of the

respondent’s values clubs as beneficial recreation and 12.73 % of the respondent’s
values sports events as a beneficial recreation.

 60% of the respondents rated first for Drinking water ,31.82 % of the respondents
rated second for seating arrangement,11.82 % of the respondents rated third for
lighting,18.18% of the respondents rated fourth for first aid appliances,13.64% of the
respondents rated fifth for latrines & urinals,13.64% of the respondents rated six
forcanteen,18.18% of the respondents rated seven for washing place,7.27% of the
respondents rated eight for spittoons,12.73% of the respondents rated nine for
changing rooms and 17.27% of the respondents rated ten for rest rooms.

66
 For 52.73 % of respondents welfare creates efficiency towards work, for 40% of the
respondent’s welfare improves Physical and mental health, for 24.55% of the
respondent’s welfare promotes healthy Industrial relationship, for 19.09% of the
respondents welfare creates Loyalty towards the work and for 4% of respondents
welfare increases standard of living.

 67.27% of respondents are occasionally asked for the feedback about the welfare
measures, 18.18% of respondents are often asked for the feedback and 14.55 % of the
respondents are never asked for the feedback.

 18.18% the welfare requirement is determined by observation, 40% the welfare

requirement is determined by suggestion, and 8.18% the welfare is determined by
interview and 33.64% the welfare requirement is determined by performance.

 65.45% of the respondents are satisfied with overall welfare measures provided and
34.55% of the respondents are not satisfied with overall welfare measures provided.

67
5.2 SUGGESTIONS

 The organisation must provide safety awareness program to their employees.

 The management has to improve medical facility to the employees.

 The organisation may provides free transport facilities for their employees.

5.3 CONCLUSION

Employee welfare measures are advocated to maintain a strengthen manpower both

physically and mentally. The study of various welfare measures brings in to light that the
present measures taken by the company. The improvement in working condition are
suggested to improve effectiveness of the employee welfares measures like canteen facility,
drinking water, spittoons, rest rooms and housing facilities which in turn would build the
morale and increase the productivity of the employees. A majority of the respondents feel
secure while working at textile industry and feel that the safety measures help to reduce the
severity of accidents. The study again shows that there is a clustering of respondent’s opinion
in the satisfactory region regarding the level of satisfaction of welfare measures. This reveals
that a majority of respondents are satisfied with the existing welfare measures. The
management may take up steps to convert these into highly satisfactory. The few welfare
measures which were dissatisfactory with transport facilities, rest room facilities. The
management may concentrate on these areas to increase the satisfaction level of employees
towards the welfare measures.

Future research of the study

Based on the study and from the empirical results, it could be concluded that in future
a researcher can carry out more elaborate study on the textile employees’ safety and welfare
measures at the state level. The future researcher can aim to increase the safety and welfare
measures into highly satisfactory level of employees.

68
QUESTIONNAIRE

A STUDY ON “EMPLOYEE WELFARE MEASURES”IN

KKP TEXTILE LIMITED NAMAKKAL -

Dear Sir /Madam,

I am R.SANTHOSHKUMAR; As a part of my curriculum I am doing my summer project
on the title “A STUDY ON EMPLOYEE WELFARE MEASURES IN KKP TEXTILE
LIMITED-NAMAKKAL” in your organization .I would be grateful if you kindly spare
your precious time to answer the queries.

1. Name:

2. Age:

a) Below 20years b) 20-25years c) 26-35years d) 36-50years e) Above 50 years

3. Gender:
a) Male b) Female

4. Educational qualification:

a) Degree /Diploma b) Post graduate c) other

specify_____________________

5. Designation: ________________________________

6. Years of service:
a) 1-5 years b)6-10 years c)11-20 years d)Above 20 years

7. Monthly Income:
a) 10000-20000 b) 20001-30000 c) 30001-40000 d) 40001-50000 e) 50001 &
Above

8) Are you aware of various welfare measures provided by ICF?

a) Yes b) No

8.1) what are all the Welfare measures you aware of?

69
___________________________________________________________________________
___

9) Rank the following facility that benefits you the most?

Facilities 1 2 3 4 5
Medical
Education for
children
Housing
Travelling
Recreation

10) Rate the satisfaction level towards Medical facilities provided by ICF

Medical Highly satisfied Neutral Dissatisfied Highly

facilities satisfied Dissatisfied
Routine
check-up
First aid
Medicine
Supplied
Ambulance
service

11) Are you satisfied with overall Medical facilities provided by the company?

a) Yes b) No

12) Rate the satisfaction level towards Educational facilities provided by ICF

Educational Highly satisfied Neutral Dissatisfied Highly

facilities satisfied Dissatisfied
Reimbursement
of Tuition Fee
Scholarship
Educational
loan

13) Are you satisfied with overall Educational facilities provided by the company?

70
a) Yes b) No

14) Rate the satisfaction level towards Canteen facility provided by ICF

Canteen Highly satisfied Neutral Dissatisfied Highly

facilities satisfied Dissatisfied
Quality of
food
Quantity of
food
Price

15) Are you satisfied with overall Canteen facilities provided by the company?
a) Yes b)No

16) Are you provided with the Housing Loans?

a) Yes b) No

17) Are you satisfied with the housing facility provided?

a) Yes b) No

18) What is the eligibility for availing housing facility?

______________________________________

19) Which recreation facility values/Benefits you the most?

a ) Holiday Homes

b) Clubs

c) Sports Events

20) Rank the following Intramural facilities in accordance to your satisfaction level.

Facilities 1 2 3 4 5 6 7 8 9 10
Drinking
water
Seating
arrangement
First aid

71
appliances
Latrines &
Urinals
Spittoons
Lighting
Washing
Place
Changing
rooms
Rest rooms
Canteen

21) According to your perception please rate the following benefits of employee welfare

BENEFITS 1 2 3 4 5
Creates efficiency
towards work
Improves physical
& Mental health
Increases the
standard of living
Loyalty towards
the work
Promote healthy
industrial
relationship

22) Does welfare benefits provided by the organization plays as a motivational factor?

a) Yes b) No

23) How often does the organization get feedback from you towards the welfare measures?

a) Often b) Occasionally c) Never

24) How does the company determine your welfare requirements?

a) Through Observations b) Through Suggestions c) Through Performance

d) Through Interview

72
25) Are you satisfied with the overall welfare measures provided by the organization?

a) Yes b) No

25.1) If no, why__________________________________________________________

26) Do you have any suggestions to improve the current welfare measures?

If so, kindly give your suggestion_______________________________________________

__________________________________________________________________________

__________________________________________________________________________

BIBILOGRAPHY

BOOKS REFERENCES:

1. Ganasekaran.P, 1ST Edition, 2008, Labour Laws, Aruma Pathippagam, Page No: 46-
59.
2. Kothari C.R, 2ND Edition, 2004, Research Methodology Methods and techniques, New
age international (P) Ltd, Page No: 1-7.
3. Punekar.S.D, 12TH Edition, 1999, Labour Trade Unionism and Industrial Relations,
Himalaya Publishing House, Page No. 51-60.

WEBSITE REFERENCES:

73
www.google.com

www.wikipiedia.com

www.educationplus.com

www.scribd.com

CORPORATE REFERENCES:

www.icf.gov.in

74