A STUDY ON WELFARE MEASURES ON EMPLOYEE IN

CLASSIC KNITS INDIA PVT LTD

PALANI

PROJECT REPORT
Submitted by

S.GAYATHIRI DEVI

REGISTER NO: 83209601012

Under The Guidance Of

Ms. K. JAYASURIYAA, B.Sc., M.B.A.,

Faculty, Department Of Management Studies

In partial fulfillment for the award of the degree

Of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

NPR COLLEGE OF ENGINEERING AND TECHNOLOGY

NATHAM

June 2011
 DEPARTMENT OF MANAGEMENT STUDIES

NPR COLLEGE OF ENGINEERING AND TECHNOLOGY

NATHAM

BONAFIDE CERTIFICATE

This to certify that the project work entitled “A STUDY ON WELFARE MEASURES
ON EMPLOYEE IN CLASSIC KNITS INDIA PVT LTD .,PALANI” is a bonafide work
done by S.GAYATHIRI DEVI [REGISTER NO:83209601012] in partial fulfillment of the
requirement for the award of Master of Business Administration by Anna University during the
academic year 2009 – 2011.

GUIDE HEAD OF DEPARTMENT

Submitted for Viva-Voce Examination held on

INTERNAL EXAMINER EXTERNAL EXAMINER

:
ABSTRACT

The welfare measure is “An effort to make life worth living for workmen”. It
motivates employee to a great extent which leads to organizational growth. It is a major
factor which affects the employee morale.

The study on effect of welfare measure on employee in CLASSIC KNITS INDIA (P)
LTD was done to evaluate the level of satisfaction of employees about welfare measure

The main objective of the study is to measure the effect of welfare measure, level of
satisfaction of employees regarding working condition and general attitude of employee
towards the organization.

Certain welfare measures provided by the company like medical facility, credit
facility, canteen facility, infrastructure facility, and certain factors like motivation. Job
satisfaction interrelationships are considered in this study. This was a descriptive research
study. Nearly 105 samples were collected using simple random sampling method. A
questionnaire of 25 questions was prepared and data were collected from the employees of
CLASSIC KNITS INDIA (P) LTD appropriate statistical tools were used to analyze the data.

From the study it is inferred that most of the employees were satisfied with the
welfare measures provided by the company.

i
 ACKNOWLEDGEMENT

First and foremost we thank god for his blessings showered on us for completing the
project successfully.

I extend my sincere thanks to Dr. V. Srinivasaraman M.E., PhD. Principal for

giving me an opportunity to conduct this study.

I have great pleasure in expressing my deep sense of gratitude to Mr. A. Kumar

M.B.A., M.Phil. head of the department of management studies for his valuable support.

My profound gratitude is also to, Ms. K. Jayasuriyaa B.Sc., M.B.A., faculty guide,
for her valuable guidance and constant encouragement in the successful completion of this
project.

I express my deepest and sincere thanks to, Classic knits India Private Limited,
Palani, which gave permission and enabled me to take up this project in this esteemed
organization.

I am deeply obliged to Mr.M.Selvaraj M.Sc., M.B.A (HR) for their exemplary

guidance and support without their help this project would not have been success

Last but not the least, I express my deepest gratitude to my beloved Parents for their
constant encouragement. I also extend my heartfelt thanks to my friends who supported me
in the course.

S.GAYATHIRIDEVI

ii
 TABLE OF CONTENT

ABSTRACT i

ACKNOWLEDGEMENT ii

LIST OF TABLES iii

LIST OF CHARTS v

CHAPTER TITLE PAGE NO

Introduction 1
1.1 Industry profile 4
1.2 Company profile 6
1.3 Need Of The Study 10
I
1.4 Scope for the study 11
1.5 Objective 12
1.6 Review of literature 13
1.7 Research Methodology 17
1.8 Limitations 21

Data Analysis And Interpretation

2.1 Percentage Analysis 22

II 2.2 Statistical Analysis 19

2.2.1. Correlation 50
2.2.2. Chi-Square test 52
2.2.3. Mann Whitney U -Test 53
Summary of Findings

III 3.1 Findings 54

3.2 Suggestion 56
3.3 Conclusion 57
Appendix 58

References 60
 LIST OF TABLES
CHAPTER TITLE PAGE NO.

2.1.1 Table Showing the Age Group of respondents 23

2.1.2 Table Showing the Gender of respondents 24

2.1.3 Table Showing the Educational Qualification of respondents 25

2.1.4 Table Showing the Marital Status of respondents 26

2.1.5 Table Showing the Monthly Income of respondents 27

2.1.6 Table Showing the Stages of Worker of respondents 27

2.1.7 Table Showing the Experience of respondents 29

2.1.8 Table Showing the Bonus Amount of respondents 30

2.1.9 Table Showing the Safety Measures of respondents 31

2.1.10 Table Showing the Medical Facility of respondents 32

2.1.11 Table Showing the GPA Benefits of respondents 33

2.1.12 Table Showing the Canteen Facility of respondents 34

2.1.13 Table Showing the Credit Facility of respondents 36

2.1.14 Table Showing the Level of Satisfaction of Allowances of 37

respondents

2.1.15 Table Showing the Level of Satisfaction of Infra-Structural 39

Facility of respondents

2.1.16 Table Showing the Level of Satisfaction of Inter- 41

Relationship of respondents

2.1.17 Table Showing the Level of Motivation Given To Employee 42

iii

2.1.18 Table Showing the Level of Satisfaction of Information 43

about Management of respondents

2.1.19 Table Showing the Status of Grievance Handling of 44

respondents
 2.1.20 Table Showing the Level of Freedom Given to the 44
Employees

2.1.21 Table Showing the Work Satisfaction level of the 46

Employee

2.1.22 Table Showing the Satisfaction of Employee About 47

Welfare Measures

2.1.23 Table Showing the Satisfaction level of Employee Training 48

2.1.24 Table Showing the Satisfaction level of Employee safety 49

and Welfare Measures

iv

LIST OF FIGURES
CHAPTER TITLE PAGE NO.

2.1.1 Figure showing the Age Group of respondents 23

2.1.2 Figure showing the Gender of respondents 24

2.1.3 Figure showing the Educational Qualification of respondents 25

2.1.4 Figure showing the Marital Status of respondents 26

2.1.5 Figure showing the Monthly Income of respondents 27

2.1.6 Figure showing the Stages of Worker of respondents 28

2.1.7 Figure showing the Experience of respondents 29

2.1.8 Figure showing the Bonus Amount of respondents 30

2.1.9 Figure showing the Safety Measures of respondents 31

2.1.10 Figure showing the Medical Facility of respondents 32

2.1.11 Figure showing the GPA Benefits of respondents 33

2.1.12 Figure showing the Canteen Facility of respondents 34

2.1.13 Figure showing the Credit Facility of respondents 36

2.1.14 Figure showing the Level of Satisfaction of Allowances of 37

respondents

2.1.15 Figure showing the Level of Satisfaction of Infra-Structural 39

Facility of respondents

2.1.16 Figure showing the Level of Satisfaction of Inter- 41

Relationship of respondents

2.1.17 Figure showing the Level of Motivation Given To Employee 42

v

2.1.18 Figure showing the Level of Satisfaction of Information 43

about Management of respondents

2.1.19 Figure showing the Status of Grievance Handling of 44

respondents

2.1.20 Figure showing the Level of Freedom Given to the 45

Employees

2.1.21 Figure showing the Work Satisfaction level of the 46

Employee
2.1.22 Figure showing the Satisfaction of Employee About 47
Welfare Measures of respondents

2.1.23 Figure showing the Satisfaction level of Employee Training 48

2.1.24 Figure showing the Satisfaction level of Employee safety 49

and Welfare Measures

vi
 CHAPTER-i

INTRODUCTION:
The study was conducted in CLASSIC KNITS INDIA PVT LTD to find the effect of
welfare measures on employee.

The study intends to see the satisfaction level of the employee on the facilities provided
by the company and how these welfare measures boost the employee.

The study on effect of welfare measure on employee gives the management an

indication of the level of satisfaction among the employees regarding the general working
condition and the other facilities provided by the organization.

DEFINITIONS:
 The ILO (International Labour Organization) defined, “welfare as a term which is
understood to include such services and amenities as may be established in or the vicinity of
undertaking to perform their work in healthy, congenial surrounding and to provide them
with amenities conductive to good health and high morale”.

According to Arthur james Todd, “welfare as anything done for the comfort or
improvement and social of the employees over and above the wages paid, which is not a
necessity of the industry”.

MEANING OF EMPLOYEE WELFARE

Employee welfare means, such services, facilities and amenities such as canteens, rest
and recreation facilities, arrangement for travel to and for the accommodation of workers
employed at a distance from their home, and such other services, amenities and facilities
including social security measures as contribute to improve the condition under which
workers are employed.

CONCEPT OF EMPLOYEE WELFARE

Employee welfare may be viewed as a total concept, as a social concept and a

relative concept. The total concept is a desirable state of existence involving the physical,
mental, moral and emotional well-being. The social concept of welfare implies, of man, his
family and his community.

The relative concept of welfare implies that welfare is relative in time and place.
Employee welfare implies the setting up of minimum desirable standards and the provision of
facilities like health, food, clothing housing, medical allowance, education, insurance, job
security, such as to safeguard his health and protect him against occupational hazards. The
worker should also be equipped with necessary training and a certain level of general
education.

WORKER’S EDUCATION

Reading room, circulating library, visual education; literary classes, adult education,
social education; daily news review; factory news bulletin; cooperation with workers in
education services.

Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural.

INTRA-MURAL FACILITIES

Intra-mural activities consist of facilities provided within the factories and include
medical facilities, compensation for accidents, provision of safety measures, activities
relating to improving of employment, and the like.

EXTRA-MURAL FACILITIES

Extra-mural activities cover the services and facilities provided outside the factory
such as housing accommodation, indoor and outdoor recreational facilities, amusement and
sports, educational facilities for adults and children and the like.

It may be stated that the welfare activities may be provided by the employer, the
government, non-government organizations and the trade unions. What employers provided
will be stated later, the activities undertaken by other agencies are mentioned here.

WELFARE FACILITIES BY THE GOVERNMENT

With a view to making it mandatory for employers, to provide certain welfare for
their employees, the government of India has enacted several laws from time. These laws are
the factories act, 1948; the mines act, 1952; the plantation labour act 1951; the bid and cigar
workers (conditions of employment) act 1966; and the contract labour (regulation and
abolition) act, 1970. another significant step taken by the central government has been
established in coal ,mica, iron-ore, limestone and dolomite mines. The welfare activities
covered by these funds include housing, medical, educational and recreational facilities for
employees and their dependents.

WELFARE ACTIVITIES BY THE TRADE UNION

Labour union have contributed their share for the betterment of the employees.
Mention may be made here of the textile labour association of headband and the railway
men’s union and the mazdoor sabha of kanpur, which have rendered invaluable services in
the field of labour welfare. The welfare activities of the textile labour association.
Ahmedabad,are worth nothing.

WELFARE WORK BY VOLUNTARY AGENCIES

Many voluntary social-service agencies have been doing useful labour-welfare work.
Mention may be made of the Bombay social service league, the seva sadan society, the
maternity and infant welfare association, the YMCA, the depressed classes mission society
and the women’s institute of Bengal. The welfare activities of these organization of recreation
and sports for the working class

1.1 INDUSTRY PROFILE

India is the world’s second largest producer of textiles and garments after China. It is
the world’s third largest producer of cotton—after China and the USA—and the second
largest cotton consumer after China. The textile and garment industry in India is one of the
oldest manufacturing sectors in the country and is currently it’s largest. The textile and
garment industry fulfils a pivotal role in the Indian economy. It is a major foreign exchange
earner and, after agriculture, it is the largest employer with a total workforce of 35 mn. In
2005 textiles and garments accounted for about 14% of industrial production and 16% of
export earnings. The industry covers a wide range of activities. These include the production
of natural raw materials such as cotton, jute, silk and wool, as well as synthetic filament and
spun yarn. In addition an extensive range of finished products are made. The Indian textile
industry accounts for about 23% of the world’s spindle capacity, making it the second highest
after China, and around 6% of global rotor capacity. Also, it has the highest loom capacity—
including hand looms—with a 61% share. India accounts for about 12% of the world’s
production of textile fibres and yarns. This includes jute, of which it is the largest producer.
The country is the second largest producer of silk and cellulose fiber and yarn, and the fifth
largest producer of synthetic fiber and yarn.

The garments industry in India is one of the best in the world. An extremely well
organized sector, garment manufacturers, exporters, suppliers, stockiest and wholesalers are
the gateway to an extremely enterprising clothing and apparel industry in India. There are
numerous garments exporters, garments manufacturers; readymade garments exporters etc.
both in the small scale as well as large scale.During April-December 1999-2000, textile
exports were recorded as US $ 9735.2 million (Rs.440179.4 million), of which ready made
garments comprised nearly 40%. Interestingly, almost ¼ of India’s total exports goes Indian
readymade garments and textiles are extremely popular the world over. In fact, exports of
readymade garments registered a 6.4% increase in dollar terms and an 11.6% increase in
rupee terms during the period April-December 1999-2000, despite a sluggish growth in
income both at home and abroad. Indian Garment export growth during April-June 1998 for
woolen ready made garments was a phenomenal 150%, for ready made garments made of
silk it was 58%, and for other ready made garments.

Today, garments exports from India have made inroads into the international market
for their durability, quality and beauty. One of the reasons for the economical pricing of
India’s ready made garments and apparels is the availability of highly skilled, cheap labor in
the country. The superiority of India’s Garment Industry has been acknowledged in the
National Textile Policy (NTP) of India 2000. Having realized the tremendous growth
potential of this sector there is a proposal in the NTP for taking the Indian Garment Industry
out of the SSI reservation list.

The textile and garment industry fulfils a pivotal role in the Indian economy. It is a
major foreign exchange earner and, after agriculture, it is the largest employer with a total
workforce of 35 mn. In 2005 textiles and garments accounted for about 14% of industrial
production and 16% of export earnings.

The Indian textile industry accounts for about 23% of the world’s spindle capacity, making it
the second highest after China, and around 6% of global rotor capacity. Also, it has the
highest loom capacity—including hand looms—with a 61% share.

India accounts for about 12% of the world’s production of textile fibres and yarns. This
includes jute, of which it is the largest producer. The country is the second largest producer of
silk and cellulose fibre and yarn, and the fifth largest producer of synthetic fibre and yarn.

1.2 COMPANY PROFILE:

The CLASSIC KNITS, a 300 crore company, 100% vertically integrated textile major
has been at the forefront of quality and innovation. Since its inception four decades ago. It
has its customers across the world with a current supply a million pieces per month.

CLASSIC KNITS is one of the few completely backward integrated entities in the
garment industry with its own cotton cultivation to ginning, spinning and knitting/weaving to
dyeing, finishing and garmenting infrastructure. This infrastructure aids CLASSIC KNITS in
maintaining quality control process and self – reliance within the vertical providing them
with ample scope for further expansions.
As performance bars got raised to new heights and requirements started becoming more
demanding in nature, CLASSIC KNITS realized that operational efficiencies was the key to
acquire the all important competitive edge. The group then methodically spread its roots to all
the areas which it believed was critical for growth, and once this was done they made sure
that the roots work as a single unit with the singular objective of helping the organization
achieve its goals.

CLASSIC KNITS now deals with all kinds of textile such as 100% Cotton, 100%
Mercerized, Poly Cotton Blended, Cotton/Rayon Blended, Linen/Cotton Blended, Spandex,
Hydrotec, Polyester, Micro Fabric and premium knits such as Micro cross, waffles, Square
structures, Interlock knit and soon more then 2000 well trained employees take care of the
capacity requirements.

INFRASTRUCTURE

Innovations in manufacturing of garments occur in our production facilities very often. Our
specialization reflects in the quality of the goods delivered, as the workers, executives and
machinery are trained and tuned for that purpose.

Cotton Farming Ginning & Pressing

Spinning Yarn

Knitting Dyeing & Finishing

Garmenting Captive Power Plan

Cotton Farming

More than 50% of the garments around the world

are made using cotton. CLASSIC KNITS jointly has
covered about 5000 acres of wet land on
Contract Farming. By providing the best seeds and timely manuring, CLASSIC KNITS is
getting an average productivity of 10 Quintals/hectare, which is much higher from
conventional Cotton Farming.

CLASSIC KNITS is assuring the minimum guaranteed price for the farmers and
hence apart from the finest quality produce harvested, CLASSIC KNITS enjoys a corporate
social responsibility by enlightening about 2000 families involved in Cotton Farming.
Constant workshops and seminars are conducted at fields to educate the farmers for a
contamination free plucking and safe transportation methods. The present area is planned to
go up to 70,000 acres in next 3 years.

Hand Picked cotton is used for production

Modern Ginning & Pressing

From Kappas Cotton, this unit segregates the Cotton seeds and good quality cotton
(Lint) and this operation is done with the least number of workers and totally under a
pneumatic drive system ensuring least human contacts. Ginning capacity is currently 300
bales/day with an average weight of 170 Kgs/bale and as the cultivation improves can reach
up to 400 bales/day.

Spinning

The ginned cotton is converted into spun yarn in this unit with the following state-of-
the-art latest machineries.

Yarn

The company deals in 100% cotton yarn, 100% polyester yarn, all types of blended
yarn, 100% gassed mercerized yarn, twisted yarn, various melange yarn etc. Our spacious
stock yard stores every type of yarn for supply to the regional factories, apart from our own
knitwear factories. Advanced yarn testing facility is an added advantage. Yarn can be tested
both at the source point of the spinning mill and locally, which ensures best quality of yarn.

Knitting
 Our knitting department has an array of latest, computer controlled knitting machines
from reputed international brands. The in-house facility, which includes a Knitting Design
Studio, is one of the best in the knitwear industry. There are 20 circular knitting machines
that can knit jacquards, interlocks, ribs and jerseys in any pattern or structure as needed. The
capacity is 10 tonnes per day. There are 9 flat knitting machines that can knit jacquards,
plain, stripes and self-designs with a capacity of 8500 pieces per day. Our circular machinery
includes: (All brand new MAYER & CIE Machines)

Dyeing & Finishing

Our modern soft flow dyeing plant with Effluent Treatment Plant (ETP) has a
processing capacity of 10 tonnes per day. The soft flow dyeing plant has 7 vessels imported
from Taiwan. Supported by computerized color prediction, measurement and matching
systems from Data Color International, USA (Spectra Flash SF600) the plant can deliver
evenly colored fabrics, streaks free.

Garmenting

The completely integrated facilities is topped by our garmenting division with skilled
pattern masters, cutting masters, tailors and supporting workmen who are well trained in the
specialized activity of making Vests, T-shirts and Undergarments for women & Men.

The product specialization gives an excellent finish to the garments we make.The

entire production wing is housed under one roof with scientific work systems and quality
control systems.

Solar Panel

The New Solar Heating Plant has been deployed at our Dyeing division as the
replacement of exiting Fire Wood with the Capacity of 10000 Ltrs / Day at 90D & 20000
Ltrs/ Day at 80 D… It has replace the usage of 10 tons of Firewood / Day. In-turn we are
saving almost 1000 Trees a Day

Deployment of STP (Sewage Treatment plant)

 With the help of this, CLASSIC KNITS is purifying 1 Lac Liters of Sewage water
every day and that is used for Agriculture Purposes.

Group Companies

Classic Knits Unit – I Classic Knits Unit – II

Classic Knits Unit – III Classic Knits Unit – IV

Royal Classic Mills (Ginning) Royal Classic Mills (Spinning)

Royal Classic Mills (Knitting) SPG Oil Mills

1.3 NEED FOR THE STUDY

 It helps the management to improve the welfare measure facilities and to make
workers participate more effectively towards the work.

 The study helps to find the satisfaction level of welfare measure provided.

 This study gives a good support for improving the performance of employees.

 This study provides me a practical exposure to upgrade my knowledge.

10
1.4 SCOPE OF THE STUDY

 The study has been conducted with a view to bring out simple measuring tool for
understanding the effectiveness of welfare measures facilities and satisfaction
level of employees regarding the facilities

 This study will be helpful to the human resource department and organization
development for the organization growth.

 The project throws light on the need for welfare measures among the employees
in the organization

 This can be referred as a base for future oriented projects.

11
 1.5 OBJECTIVES:

PRIMARY:

To analysis the welfare measures of employee in CLASSIC KNITS INDIA PVT

LTD, PALANI.

SECONDARY:

The secondary objective of the study is as follows

 To study whether employees are really Satisfied on an available welfare

measures

 To study the role of welfare measures in Improving productivity of the

employees

 To examine the effectives of welfare measures

 To study expectation of employees about the welfare measures

 To study about the work environment of employees of the organization

12
 REVIEW OF LITREATURE:

STATUTORY AND NON-STATUTORY

Welfare activities may also be classified into (i) statutory and (ii) non-statutory provision.

STATUTORY EMPLOYEE WELFARE FACILITIES

Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of the
workers.

1) Washing Facilities (Sec.42)

According to sec. 42 every factory shall provide adequate and suitable washing
facilities, separately screened for male and female workers, conveniently accessible and
clean

2) Storing and Drying Cloth (Sec.43)

According to sec. 43, every factory shall provided a place for keeping the clothes
which are not worn during working hours and drying of wet clothes.

3) Sitting Facilities (Sec. 44)

Every factory shall provide for suitable arrangements for sitting for all workers
obliged to work in a standing position.

4) First Aid Facilities (Sec.45)

For every 150 workers, there must be readily accessible and well equipped first – aid
box. This box must contain the prescribed contents and it must be in charge of a responsible
person who holds a certificate in first – aid. Where more than 500 workers are employed an
ambulance room shall be provided and maintained.

5) Canteen (sec. 46)

Every factory where 250 workers are employed, the occupier has to maintain a
canteen for the use of workers.

13
 6) Shelter, Rest and Lunch Rooms (Sec.47)
In every factory where in 150 workers are employers are employed, the occupier
shall provide shelter, rest rooms and lunch rooms.

7) Lighting sec(17)
The RBL must be employed in located things is sight. In every part of a
manufacturing process where workers are working or passing, there provided and
maintained sufficient and suitable light, natural artificial both.

8) Drinking water (sec18)

The RBL working place is so hard, employees are need to emphasize the important of
providing liberals supply of cool and pure water. The lay down that in every places
effective arrangement must be made to provide and main at suitable place conveniently
situated for all workers employed there in a sufficient supply of drinking water. The water
pumps are situating for five places in factory

9) Welfare Officers

The occupier of every factory employing 500 or more workers shall employee the
prescribed number of welfare officer.

NON – STATUTORY EMPLOYEE WELFARE FACILITIES

1) Educational Facilities
Educational facilities are important that the children of the workers should be
provided with educational facilities.

2) Medical Facilities
Employers, whether in private or in public sectors have been providing medical
facilities for their workers and their families. Besides general medical treatment and health-
care, separate arrangements for specialist treatment for diseases like T.B. cancer, leprosy, and
mental disease.

14
 3) Transport Facilities
Transport facilities to workers residing at a long distance are essential to relieve them
from strain and anxiety. Such facilities also provide greater opportunity for relaxation and
recreation and help in reducing the rater of absenteeism.

4) Recreation Facilities
Recreation facilities afford the worker an opportunity to develop his sense of physical
and mental discipline. It has an important bearing on the individual’s personality as well as
his capacity to contribute to social development.

5) Housing Facilities
Some of the industrial employers both in public and private sector have provided
housing facilities to their employees. The company also renders assistance to the co-operative
housing societies formed by its employees.

REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

1) EMPLOYEE WELFARE

By Regina bare

Employee welfare program is based on the management policy which is aimed shaping
perfect employees. Therefore the concept of employee welfare includes to aspects namely
physical &mental welfare.

1. Applications of merit system or work performance system as the basis for employee
rewarding.
2. Providing the retired employees with the old age allowance.
3. Employee insurance program to provide the employee with better security.
4. Improvement in health security for the employee’s and their families so that they can
work confidently and productively.

2) EMPLOYEE’S WELFARE MEASURES

By Ann Davis, Lucy Gibson

Describes a process through which organizations might seek to implement

15
 interventions relating to employee wellbeing. Emphasizes the importance of a
comprehensive needs assessment both in obtaining the breadth of information needed to
design appropriate interventions and also in providing baseline information against which to
evaluate programme effectiveness. Discusses factors which influence the type of intervention
appropriate for a particular situation and highlights their design implications. Finally,
provides guidance on programme implementation and evaluation, and discusses some of the
advantages and disadvantages of different approaches to tertiary welfare provision.

3) EMERALD GROUP PUBLISHING LIMITED

By J. Bruce Prince

Purpose – The employee selection process has generally focused on the near-term
performance potential of internal candidates in filling vacant positions. This research
addresses the potential influence of adding a career development emphasis to the employee
transfer decision process. In a career-focused transfer process the applicants' individual career
development needs and growth opportunities are a key basis for internal selection decisions.

Design/methodology/approach – Using web-based survey methodology, a US

financial services firm is used to evaluate the relationship between the use of career-focused
employee transfer criteria and key employee attitudes.

Findings – The study finds that the use of career-focused processes are positively
related to employees' developmental opportunity satisfaction and perceived support for career
development. Regression analyses finds that these two attitudes mediate the positive
relationship between the use of career-focused transfer criteria and perceived organization
support (POS). Other research efforts (e.g. Allen and Shore) have linked POS to a variety of
positive outcomes, including lower employee turnover. Past research, however, has not
considered how specific human resource practices can be the basis for the development of
key attitudes.

Research limitations/implications – This research – while limited due to it cross-

sectional methodology – builds on that stream of research by focuses on the design of the
employee transfer process and how it can be a key practice for achieving a developmental
focus and associated benefits.

16
 Originality/value – The results suggest that focusing on performance potential of
applicants and career-focused criteria are not necessarily antagonistic but can be used jointly
to make internal selection decisions.

Arun Monappa, “Industrial relations”, Tata Mc .Graw Hill Publishing company Ltd.,

In India, the foundation of modern industry was laid between 1850 and 1970. This
was also the period of emergence of the Indian working class. During this period of the
growth of India capitalist enterprises, the working and living conditions of the lab our were
very poor, and their working hours were long. This was testified by the commission like
Indian factory lab our commission (1980) and the Royal commission of lab our (1931). In
addition to the long working, their wages were low and the general economic condition was
poor in industry. In order to regulate the working hours and other services condition of Indian
textile laborers, the Indian factories act was enacted in India

A.M.sharma “Aspects of lab our welfare and social security”, Himalayas publishing
house, Bombay

The necessity of lab our welfare is felt all the more in our country because of its
developing economy aimed at rapid economic and social development. Royal commission on
lab our stated the benefits which go under this nomenclature, are of great importance to the
workers and which he is unable to secure by himself. The scheme of labour welfare may be
regarded as a wise investment, which should and usually does bring a profitable return in the
form of greater efficiency.

17
1.7. RESEARCH METHODOLOGY
RESEARCH – MEANING

Research is an art of scientific investigation. According to Redmen and Mary defines

research as a “systematic effort to gain knowledge”.

Research methodology is way to systematically solve the research problem. It is a

plan of action for a research project and explains in detail how data are collected and
analyzed. This research study is a descriptive research study.

RESEARCH DESIGN

A research design is a plan that specifies the objectives of the study, method to be
adopted in the data collection, tools in data analysis and hypothesis to be framed.

“A research design is an arrangement of condition for collection and analysis of data

in a manner that aims to combine relevance to research purpose with economy in procedure”.

1.7.1 TYPE OF RESEARCH:

Descriptive Research:

Descriptive research involves gathering data that describe events and then organizes,
tabulates, depicts, and describes the data collection. It often uses visual aids such as graphs
and charts to aid the reader in understanding the data distribution.Three main purposes of
research are to describe, explain, and validate findings.

1.7.2. SOURCES OF DATA COLLECTION:

Primary data

The primary data are collected from the employees of CLASSIC KNITS INDIA PVT
LTD through a direct structured questionnaire.

Secondary data

Company profiles, websites, magazines, articles were used widely as a support to

primary data.

18
1.7.3. Sampling unit:
The study is conducted in employees of CLASSIC KNITS INDIA PVT LTD.
1.7.4. Population size:

The population of this study is the total employee in the company. It is finite population.
There are four production centers for the organization for this study I have taken only
employees in one production centre.

1.7.5. Sample Size:

It refers to the number of items to be selected from the universe to constitute
as a sample. In this study 105 employees of CLASSIC KNITS INDIA PVT LTD, PALANI
was selected as size of sample.

1.7.6. Sample design:

The sampling technique used in this study is simple random sampling method. This method is
also called as the method of chance selection. Each and every item of population has equal
chance to be included in the sample.

1.7.7 Research instrument

There are three basic types of questionnaire:

• Closed ended
• Open-ended
• Combination of both
1.Closed –ended Questionnaire:
Closed ended questions include all possible answers/prewritten response categories,and
respondents are asked to choose among them.
2. Open-ended Questionnaire:
-Open-ended questions allow respondents to answer in their own words.
3. Combination of both:
Begins with a series of closed –ended questions, with boxes to tick or scales to rank, and then
finish with a section of open-ended questions or more detailed response.

19
1.7.8. STATISTICAL TOOLS USED

To analyze and interpret collected data the following statistical tools were used.

1. Percentage method

2. Chi-square analysis

3. Correlation

4. Mann – Whitney U test

1) PERCENTAGE ANALYSIS:
The percentage method was extensively used for analysis and interpretation. Percentage
analysis is the method to represent raw streams of data as a percentage (a part in 100 -
percent) for better understanding of collected data

2) CHI-SQUARE TEST

A chi-square test ( χ2 test) is any statistical hypothesis test in which the sampling
distribution of the test statistic is a chi-square distribution when the null hypothesis is true, or
any in which this is asymptotically true, meaning that the sampling distribution (if the null
hypothesis is true) can be made to approximate a chi-square distribution as closely as desired
by making the sample size large enough

Ψ2 = ∑ (O-E)2

Where "O" is the observed Frequency

      "E" is the expected Frequency

3) CORRELATION

The correlation analysis deals with association between two or more variables. The
correlation does not necessary imply causation or functional relationship though the existence
of causation always implies correlation. By itself it establishes only co- variance. It is used to
find the degree of relationship between motivation and work satisfaction

20
FORMULA:

                            

Where,

r = coefficient of correlation

x = variable, level of emotional intelligence

y = variable, (performance, efficiency and conflict)

n = number of samples

Mann-Whitney U test:

The Mann-Whitney U test, also called the rank sum test, is a nonparametric test that
compares two unpaired groups. To perform the Mann-Whitney test, Prism first ranks all the
values from low to high, paying no attention to which group each value belongs. If two
values are the same, then they both get the average of the two ranks for which they tie. The
smallest number gets a rank of 1. The largest number gets a rank of N, where N is the total
number of values in the two groups. Prism then sums the ranks in each group, and reports the
two sums. If the sums of the ranks are very different, the P value will be small.

21
FORMULA:

Where,

n1, n2 = number of samples of the two categories

R1, R2 = summations of ranks of the two categories

mu = mean

u = standard deviation
 22

1.8. LIMITATIONS

 Due to time limit the study is restricted to 45 days only.

 The study is focused on a very general level rather than a full scale detailed report.

 The study is not necessarily the solution to the problem that exists.

 Due to personal bias, it is complex to collect the exact information from the
employees in the organization.

 The study was conducted only for 105 employees in the organization.
 23

CHAPTER-ii
 DATA ANALYSIS AND INTERPRETATION:

2.1 ANALYSIS:

The data after collection is to be processed and analyzed in accordance with the
outline and down for the purpose at the time of developing research plan. The analysis of data
in a general way involves a number of closely related operations, which are performed with
the purpose of summarizing the collected data and organizing them in such a manner that
they answer the research questions.

2.1 PECENTAGE ANALYSIS

The data after collection is to be processed and analyzed in accordance with the
outline and down for the purpose at the time of developing research plan. The analysis of data
in a general way involves a number of closely related operations, which are performed with the
purpose of summarizing the collected data and organizing them in such a manner that they answer the
research questions.

The formula used to compute Percentage Analysis is, 

Percentage of the Respondents =      No. of Respondents     x 100

Total No. of Respondents

24

Purpose:
 To know the age group in which workers belongs to

Table 2.1.1
AGE GROUP
S.NO AGE GROUP NO OF RESPONDENTS PERCENTAGE
1 18-25 74 70.5
2 26-35 12 11.4
3 36-45 13 12.4
4 Above 45 6 5.7
Total 105 100

Inference:
From the table it infers that 70.5% of respondent are 18-25 age group and 11.4%
of respondent are 26-35 age group and 12.4% of respondent are 36-45 age group
and 5.7% of respondent are Above 45 age group.

Figure 2.1.1

AGE GROUP

80
70
60
50
40
30
20
10
0
18-25 26-35 36-45 Above 45

25

Purpose:
To know the gender in which workers belongs to
 Table 2.1.2
GENDER

S.NO GENDER NO OF RESPONDENTS PERCENTAGE

1 Male 33 31.4

2 Female 72 68.6

Total 105 100

Inference:

From the above table it shows that 31.4% of the workers are male and 68.6% of the
are female in the organization.

Figure 2.1.2

Male Female

26

Purpose:
 To know the Education Qualification in which workers belongs to

Table 2.1.3

EDUCATION QUALIFICATION

S.N EDUCATION NO OF
PERCENTAGE
O QUALIFICATION RESPONDENTS

1 Below Hr Sec 27 25.7

2 Hr Sec 17 16.2
3 UG 25 23.8
4 PG 13 12.4
5 Diploma 23 21.9
Total 105 100

Inference:
From the table it infers that 25.7% of respondent are Below Hr Sec and 16.2% of
respondent are Hr Sec and 23.8% of respondent are UG and 12.4% of respondent
are PG and 21.9% of respondent are Diploma.

Figure 2.1.3

EDUCATION QUALIFICATION

50
45
40
35
30
25
20
15
10
5
0
Below Hr Sec Hr Sec UG PG DIPLOMA

27
Purpose:
To know the Marital Status of the workers
 Table 2.1.4
MARITAL STATUS

MARITAL NO OF RESPONDENTS PERCENTAGE

S.NO
STATUS

1 Married 31 29.5

2 Unmarried 74 70.5

Total 105 100

Inference:

From the table it infers that 70.5% of respondent are Unmarried and 29.5% of
respondent are married.

Figure 2.1.4

MARITAL STATUS

100

50

0
Married Unmarried

28

Purpose:
 To know the Monthly Income of the workers

Table 2.1.5
MONTHLY INCOME

S.NO MONTHLY INCOME NO OF RESPONDENTS PERCENTAGE

1 Below 5000 75 71.3

2 5001 – 10000 7 6.7

3 10001 – 15000 3 2.9

4 15001-20000 11 10.5

5 Above 20000 9 8.6

Total 105 100

Inference:
From the table it infers that 71.3% of respondent are below 5000 years and 6.7% of
respondent are 5001-10000 years and 2.9% of respondent are 10001-15000 years
and 10.5% of respondent are 15001-20000 years and 8.6% of respondent are Above
20000 years.

Figure 2.1.5

MONTHLY INCOME

90
80
70
60
50
40
30
20
10
0
Below5000 5001-10000 10001-15000 15001-20000 Above20000

29
Purpose:
To know the Stages of Worker
 Table 2.1.6

STAGES OF WORKER

S.NO STAGES NO OF RESPONDENTS PERCENTAGE

1 Temporary 67 63.8

2 Permanent 38 36.2

Total 105 100

Inference:

From the table it infers that 63.8% of respondent are Temporary worker and 36.2% of
respondent are permanent.

Figure 2.1.6

STAGES OF WORKER

70
60
50
40
30
20
10
0
Temporary Permanent

30
Purpose:
To know working experience of the workers
 Table 2.1.7
EXPERIENCE

S.NO EXPERIENCE NO OF RESPONDENTS PERCENTAGE

1 0-1years 38 36.2

2 1-5years 45 42.9

3 5-10years 12 11.4

4 Above 10 years 10 9.5

Total 105 100

Inference:
From the table it infers that 36.2% of respondent are 0-1 years and 42.9% of
respondent are 1-5 years and 11.4% of respondent are 5-10 years and 9.5% of
respondent are Above 10 year.

Figure 2.1.7

EXPERIENCE

60
50
40
30
20
10
0
0-1yr 1-5yr 5-10yr Above 10yr

31
Purpose:
To know bonus amount of the workers
 Table 2.1.8
BONUS AMOUNT
BONUS
S.NO NO OF RESPONDENTS PERCENTAGE
AMOUNT
1 Below 5000 75 71.4

2 5001-10000 19 18.1

3 10001-15000 11 10.5

4 Above15001 - -

Total 105 100

Inference:
From the table it infers that 71.4% of respondent are Below 5000 years and
18.1% of respondent are 5001-10000 years and 10.5% of respondent are 10001-
15000 years.

Figure 2.1.8

BONUS AMOUNT

80
70
60
50
40
30
20
10
0
Below5000 5001-10000 10001-15000 Above15000

32
Purpose:
To know Safety Measures of the workers
 Table 2.1.9
SAFETY MEASURES

S.NO EXPERIENCE NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 39 37.1

2 Satisfied 32 30.5

3 Neutral 19 18.1

4 Highly Dissatisfied 9 8.6

5 Dissatisfied 6 5.7

Total 105 100

Inference:

From the table it infers that 5.7% of respondent are dissatisfied and 37.1% of
respondent are satisfied with the safety measures.

HS→Highly Satisfied S→Satisfied N→Neutral HD→Highly Dissatisfied

D→Dissatisfied

Figure 2.1.9

SAFETY MEASURES

40
35
30
25
20
15
10
5
0
HS S N HD D

33

Purpose:

To know Medical Facility of the workers

 Table 2.1.10
MEDICAL FACILITY

S.NO EXPERIENCE NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 24 22.9

2 Satisfied 43 41

3 Neutral 18 17

4 Highly Dissatisfied 15 14.3

5 Dissatisfied 5 4.8

Total 105 100

Inference:

From the table it infers that 4.8% of respondent are dissatisfied and 41% of
respondent are satisfied with the Medical Facility.

Figure 2.1.10

MEDICAL FACILITY

HD

HS

0 5 10 15 20 25 30 35 40 45

34
Purpose:
To know GPA Benefits of the workers
 Table 2.1.11
GPA BENEFITS

S.NO GPA BENEFITS NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 23 21.9

2 Satisfied 40 38.1

3 Neutral 16 15.2

4 Highly Dissatisfied 15 14.3

5 Dissatisfied 11 10.5

Total 105 100

Inference:

From the table it infers that 10.5% of respondent are dissatisfied and 38.1% of
respondent are satisfied with the GPA Benefits.

Figure 2.1.11

GPA BENEFITS

45
40
35
30
25
20
15
10
5
0
HS S N HD D

35
Purpose:
To know Canteen Facility of the workers
 Table 2.1.12
CANTEEN FACILITY

Highly Highly
OPINION Satisfied Neutral Dissatisfied Total
Satisfied Dissatisfied
(i)CLEANLINES
S
32 46 2 19 6 105
NO OF
RESPONDENTS
PERCENTAGE 30.5 43.8 18.1 1.9 5.7 100
(ii)HYGIENIC
NO OF 21 52 7 19 6 105
RESPONDENTS
PERCENTAGE 20 49.5 6.7 18.1 5.7 100
(iii)SERVING
NO OF 27 45 14 12 7 105
RESPONDENTS
PERCENTAGE 25.7 42.9 13.3 14.4 6.2 100
(iii)PRICE
NO OF 26 46 16 14 3 105
RESPONDENTS
PERCENTAGE 24.8 43.8 15.2 13.3 2.9 100

Inference:

From the table it infers that 6% of respondent are dissatisfied and 46% of respondent are
satisfied with the cleanliness of canteen facility.

From the table it infers that 5.7% of respondent are dissatisfied and 49.5% of respondent are
satisfied with the Hygienic of canteen facility.

From the table it infers that 5.7% of respondent are dissatisfied and 42.9% of respondent are
satisfied with the Serving of canteen facility.

From the table it infers that 2.9% of respondent are dissatisfied and 43.8% of respondent are
satisfied with the Price of canteen facility

36
Figure 2.1.12
 CANTEEN FACILITY

60

50
Cleanliness
40 Figure
Hygienic
30 2.1.12(i)
Serving
20
Price
10

0
HS S N HD D

satisfaction of canteen facility

52

50

48

46

44

42

40
Cleanliness Hygienic Serving Price

Note:

. From the Figure shows that 46% of respondent are satisfied with the cleanliness and price of
canteen facility.

37
Purpose:
To know Credit Facility of the workers

Table 2.1.13
 CREDIT FACILITY

S.NO CREDIT FACILITY NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 24 22.9

2 Satisfied 23 21.9

3 Neutral 17 16.2

4 Highly Dissatisfied 6 5.7

5 Dissatisfied 35 33.3

Total 105 100

Inference:

From the table it infers that 5.7% of respondent are dissatisfied and 22.9% of
respondent are satisfied with the Credit Facility.

Figure 2.1.13

CREDIT FACILITY

45
40
35
30
25
20
15
10
5
0
HS S N HD D

38
Purpose:
To know level of satisfaction of allowances of the workers
Table 2.1.14
LEVEL OF SATISFACTION OF ALLOWANCES
 Highly Highly
OPINION Satisfied Neutral Dissatisfied Total
Satisfied Dissatisfied
(i)TRANSPORT
NO OF 33 38 9 13 12 105
RESPONDENTS
PERCENTAGE 31.4 36.2 8.5 12.3 11.4 100
(ii)ATTENDANCE
NO OF 26 38 14 8 19 105
RESPONDENTS
PERCENTAGE 24.8 36.2 13.3 7.6 18.1 100
(iii)PUNCTUALIT
Y
19 32 28 9 17 105
NO OF
RESPONDENTS
PERCENTAGE 18.1 30.5 26.6 8.6 16.2 100
(iv)EDUCATION
NO OF 40 28 13 10 14 105
RESPONDENTS
PERCENTAGE 38.1 26.7 12.4 9.5 13.3 100

Inference:

From the table it infers that 12% of respondent are dissatisfied and 36.2% of respondent are
satisfied with the Transport of Allowances.

From the table it infers that 7.6% of respondent are dissatisfied and 36.2% of respondent are
satisfied with the Attendance of Allowances.

From the table it infers that 8.6% of respondent are dissatisfied and 30.5% of respondent are
satisfied with the Punctuality of Allowances.

From the table it infers that 9.5% of respondent are dissatisfied and 38.1% of respondent are
satisfied with the Education of Allowances.

39

Figure 2.1.14
 ALLOWANCES

45
40
35
Transport
30 Figure
25 Attendance
20
3.1.14(i)
Punctuality
15
Education
10
5
0
HS S N HD D

satisfaction of Allowances

70
60
50
40
30
20
10
0
Transport Attendance punctuality Education

Note:

From the Figure shows that 38.1% of respondent are satisfied with the Education of
Allowances.

40

Purpose:
To know level of satisfaction of infra-structural facility of the workers
Table 2.1.15
LEVEL OF SATISFACTION OF INFRA-STRUCTURAL FACILITY
 Highly Highly
OPINION Satisfied Neutral Dissatisfied Total
Satisfied Dissatisfied
(i)RESTROOM
29 39 5 13 19 105
NO OF RESPONDENTS
PERCENTAGE 27.6 37.1 4.8 12.4 18.1 100
(ii)DRINKINGWATER
28 45 5 14 13 105
NO OF RESPONDENTS
PERCENTAGE 26.7 42.9 4.8 13.2 12.4 100
(iii)VENTILATION
18 47 20 9 11 105
NO OF RESPONDENTS
PERCENTAGE 17.1 44.8 19 8.6 10.5 100
(iv)LIGHTING
28 38 17 12 10 105
NO OF RESPONDENTS
PERCENTAGE 26.7 36.2 16.2 11.4 9.5 100
(v)TOILETS
22 43 17 13 10 105
NO OF RESPONDENTS
PERCENTAGE 20.9 40.9 16.2 12.4 9.6 100
(vi)WORKING
ENVIRONMENT 24 42 13 9 17 105
NO OF RESPONDENTS
PERCENTAGE 22.8 40 12.4 8.6 16.2 100
(vii)TRANSPORTATIN
36 42 6 11 10 105
NO OF RESPONDENTS
PERCENTAGE 34.3 40 5.7 10.5 9.5 100

Inference:

1. From the table it infers that 12.4% of respondent are dissatisfied and 37.1% of respondent
are satisfied with the Restroom of Infra-Structural Facility.
2. From the table it infers that 12.4% of respondent are dissatisfied and 42.9% of respondent
are satisfied with the Drinking Water of Infra-Structural Facility.
3. From the table it infers that 8.6% of respondent are dissatisfied and 44.8% of respondent
are satisfied with the Ventilation of Infra-Structural Facility.

41
4. From the table it infers that 9.5% of respondent are dissatisfied and 36.2% of respondent
are satisfied with the Lighting of Infra-Structural Facility.
5. From the table it infers that 9.6% of respondent are dissatisfied and 40.9% of respondent
are satisfied with the Toilets of Infra-Structural Facility.
6. From the table it infers that 8.6% of respondent are dissatisfied and 40% of respondent are
satisfied with the Working Environment of Infra-Structural Facility.
7. From the table it infers that 9.5% of respondent are dissatisfied and 40% of respondent are
satisfied with the Transportation of Infra-Structural Facility.
Figure 2.1.15

INFRA-STRUCTURAL

50
45
Figure
Restroom
40 3.1.15(i)
35 Drinking water
30 Ventilation
25
20 Lighting
15 Toilets
10
5 Working Environment
0 Transportation
HS S N HD D

satisfaction level of Infra-structural Facility

90
80
70
60
50
40
30
20
10
0
R D V L T W T

Note:
From the Figure shows that 44.8% of respondent are satisfied with the Ventilation of Infra-
Structural Facility.

42
Purpose:
To know level of satisfaction of inter-relationship of the workers
Table 2.1.16
LEVEL OF SATISFACTION OF INTER-RELATIONSHIP
 Highly Highly
OPINION Satisfied Neutral Dissatisfied Total
Satisfied Dissatisfied

(i)CO-WORKERS
36 32 19 7 11 105
NO OF RESPONDENTS
PERCENTAGE 34.5 30.5 18 6.7 10.5 100
(ii)SUPERVISORAND
WORKERS 24 40 15 9 17 105
NO OF RESPONDENTS
PERCENTAGE 22.8 38.1 14.3 8.6 16.2 100

Inference:

1. From the table it infers that 6.7% of respondent are dissatisfied and 34.5% of respondent
are satisfied with the Relationship between Co-Workers of Inter-Relationship.

2.From the table it infers that 8.6% of respondent are dissatisfied and 38.1% of respondent
are satisfied with the Relationship between supervisor and Workers of Inter-Relationship.

Figure 3.1.16
INTER-RELATIONSHIP

45
40
35
30
25
20
15
10
5
0
HS S N HD D

43

Purpose:
To know level of motivation given to employee.
Table 2.1.17
LEVEL OF MOTIVATION GIVEN TO EMPLOYEE
 S.NO OPINION NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 34 32.4

2 Satisfied 36 34.3

3 Neutral 9 8.6

4 Highly Dissatisfied 14 13.3

5 Dissatisfied 12 11.4

Total 105 100

Inference:

From the table it infers that 11.4% of respondent are dissatisfied and 34.3% of
respondent are satisfied.

Figure 3.1.17

LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

60
50
40
30
20
10
0
HS S N HD D

44
Purpose:
To know level of satisfaction of information about management of the workers

Table 2.1.18
LEVEL OF SATISFACTION OF INFORMATION ABOUT MANAGEMENT
S.NO OPINION NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 19 18.1

2 Satisfied 47 44.8

3 Neutral 23 21.8

4 Highly Dissatisfied 9 8.6

5 Dissatisfied 7 6.7

Total 105 100

Inference:

From the table it infers that 6.7% of respondent are dissatisfied and 44.8% of
respondent are satisfied.

Figure 3.1.18

LEVEL OF SATISFACTION OF INFORMATION ABOUT MANAGEMENT

90
80
70
60
50
40
30
20
10
0
HS S N HD D

45
Purpose:
To know status of grievance handling of the workers

Table 2.1.19
STATUS OF GRIEVANCE HANDLING
S.NO OPINION NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 17 16.2

2 Satisfied 41 39.1

3 Neutral 18 17.1

4 Highly Dissatisfied 13 12.4

5 Dissatisfied 16 15.2

Total 105 100

Inference:

From the table it infers that 12.4% of respondent are dissatisfied and 39.1% of
respondent are satisfied.

Figure 2.1.19

STATUS OF GRIEVANCE HANDLING

140
120
100
80
60
40
20
0
HS S N HD D

46
Purpose:
To know level of freedom given to the employees.

Table 2.1.20
LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES
S.NO OPINION NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 20 19.1

2 Satisfied 39 37.1

3 Neutral 15 14.3

4 Highly Dissatisfied 19 18.1

5 Dissatisfied 12 11.4

Total 105 100

Inference:

From the table it infers that 12.4% of respondent are dissatisfied and 39.1% of
respondent are satisfied.

Figure 3.1.20

LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES

120
100
80
60
40
20
0
HS S N HD D

47
Purpose:
To know work satisfaction level of the employee of the workers

Table 2.1.21
WORK SATISFACTION LEVEL OF THE EMPLOYEE
S.NO OPINION NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 24 22.9

2 Satisfied 52 49.5

3 Neutral 12 11.4

4 Highly Dissatisfied 7 6.7

5 Dissatisfied 10 9.5

Total 105 100

Inference:

From the table it infers that 6.7% of respondent are dissatisfied and 49.5% of
respondent are satisfied.

Figure 3.1.21

WORK SATISFACTION LEVELOF THE EMPLOYEE

120
100
80
60
40
20
0
HS S N HD D

48
Purpose:
To know satisfaction of employees about welfare measures of the workers

Table 2.1.22
SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES
S.NO OPINION NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 28 26.7

2 Satisfied 33 31.4

3 Neutral 20 19

4 Highly Dissatisfied 11 10.5

5 Dissatisfied 13 12.4

Total 105 100

Inference:

From the table it infers that 10.5% of respondent are dissatisfied and 31.4% of
respondent are satisfied.

Figure 2.1.22

SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES

120
100
80
60
40
20
0
HS S N HD D

49
Purpose:
To know satisfaction level of employees training of the workers

Table 2.1.23
SATISFACTION LEVEL OF EMPLOYEES TRAINING
 S.NO OPINION NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 16 15.2

2 Satisfied 43 41

3 Neutral 26 24.7

4 Highly Dissatisfied 9 8.6

5 Dissatisfied 11 10.5

Total 105 100

Inference:

From the table it infers that 8.6% of respondent are dissatisfied and 41% of
respondent are satisfied.

Figure 2.1.23

SATISFACTION LEVEL OF EMPLOYEES TRAINING

120
100
80
60
40
20
0
HS S N HD D

50
Purpose:
To know satisfaction level of employees safety and welfare measures of the workers

Table 2.1.24
SATISFACTION LEVEL OF EMPLOYEES SAFETY AND WELFARE MEASURES
 S.NO OPINION NO OF RESPONDENTS PERCENTAGE

1 Highly Satisfied 22 20.9

2 Satisfied 49 46.7

3 Neutral 21 20

4 Highly Dissatisfied 4 3.8

5 Dissatisfied 9 8.6

Total 105 100

Inference:

From the table it infers that 3.8% of respondent are dissatisfied and 46.7% of
respondent are satisfied.

Figure 2.1.24

SATISFACTION LEVEL OF EMPLOYEES SAFETY

AND WELFARE MEASURES

50
40
30
20
10
0
HS S N HD D

51

2.2 STATISTICAL ANALYSIS:

2.2.1. CORRELATION

FORMULA:
                            

Where,

r = coefficient of correlation

x = variable, level of emotional intelligence

y = variable, (performance, efficiency and conflict)

n = number of samples

CORRELATION BETWEEN WORK SATISFACTON LEVEL OF EMPLOYEE AND

RELATIONSHIP BETWEEN SUPERVISOR AND WORKER:

HYPOTHESIS:

H0: There is no significant difference between work satisfaction level of employee

and relationship between supervisor and worker

H1: There is significant difference between work satisfaction level of employee and
relationship between supervisor and worker

52

Table showing the correlation work satisfaction level of employee and

relationship between supervisor and worker:
 Correlations

Interrelationship-Supervisor Are you satisfied with the

and Workers work you do

Interrelationship-Supervisor and Pearson Correlation 1 .213*

Workers
Sig. (2-tailed) .029

N 105 105

Are you satisfied with the work Pearson Correlation .213* 1

you do
Sig. (2-tailed) .029

N 105 105

Interpretation:

The Spearman correlation value for the correlation between work

satisfaction level of employee and relationship between supervisor and
worker is .029. Therefore H0 is accepted. Thus there is a positive
correlation between level of satisfaction on the training program and the
job efficiency. As satisfaction level of relationship between supervisor and
worker increases, job efficiency also increases

53

2.2.2 CHI-SQUARE:

Chi- Square test between safety measure and work satisfaction level of the employee.
HYPOTHESIS:

H0: There is no significant difference between safety measure and work satisfaction level of
the employee.
H1: There is significant difference between safety measure and work satisfaction level of the
employee.

Table showing Chi- Square test between safety measure and work satisfaction level of
the employee.

Chi-Square Tests

Asymp. Sig. (2-

Value df sided)

Pearson Chi-Square 58.535a 16 .000

Likelihood Ratio 47.715 16 .000

Linear-by-Linear Association 6.540 1 .011

N of Valid Cases 105

Interpretation:

P value is 58.535. P value is greater than 0.05. Therefore H0 is accepted. Thus there is
no significant difference between safety measure and work satisfaction level of the employee.

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2.2.3. Mann-Whitney Test
Mann-Whitney Test for satisfaction level of the employee welfare & safety measures
And Gender
HYPOTHESIS:
H0: There is no significant relationship between satisfaction level about the
welfare & safety measures and gender.
H1: There is significant relationship between satisfaction level about the welfare &
safety measures and gender.
Table showing Mann-Whitney U test for satisfaction level about the welfare & safety
measures and gender.

Ranks

Sort of worker N Mean Rank Sum of Ranks

In general are you satisfied Temporary 58 51.70 2998.50

with the welfare and safety
Permanent 47 54.61 2566.50
measures given by
Total 105
Management

Test Statisticsa

In general are
you satisfied with
the welfare and
safety measures
given by
Management

Mann-Whitney U 1287.500

Wilcoxon W 2998.500

Z -.518

Asymp. Sig. (2-tailed) .605

a. Grouping Variable: Sort of worker

Interpretation:

From the above table it is clear that since the P value is greater than 0.05. H0 is
accepted and thus there is no significant relationship between satisfaction level of the
employee welfare & safety measures And Gender.

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 CHAPTER-iii

SUMMARY AND FINDINGS

3.1. FINDINGS
 Majority (70.5%) of the respondents are between 18-25 age groups.
 Majority (68.6%) of the respondents are female.
 Majority (25.7%) of the respondents are studied Below Hr Sec.

 Majority (70.5%) of the respondents are unmarried.

 Majority (71.3%) of the respondents are having salary below 5000.

 Majority (63.8%) of the respondents are Permanent worker.
 Majority (42.9%) of the respondents are having 1-5yrs experience.
 Majority (71.4%) of the respondents are having bonus amount below 5000.
 Majority (37.1%) of respondents are satisfied the safety measures.
 Majority (41%) of respondents are satisfied the medical facility.
 Majority (38.1%) of respondents are satisfied the GPA benefits.
 Majority (46%) of respondents are satisfied the Cleanliness of Canteen facility.

 Majority (49.5%) of respondents are satisfied the Hygienic of Canteen facility.

 Majority (42.9%) of respondents are satisfied the Serving of Canteen facility.

 Majority (43.8%) of respondents are satisfied the Price of Canteen facility.

 Majority (4%) of the respondents say that, they are not satisfied restroom.

 Majority (42.9%) of the respondents say that, they are satisfied Drinking water.

 Majority (44.8%) of the respondents say that, they are satisfied Ventilation.

 Majority (36.2%) of the respondents say that, they are satisfied Lighting.

 Majority (40.9%) of the respondents say that, they are satisfied Toilet.

 Majority (40%) of the respondents say that, they are satisfied Working environment,
Transportation.

 Majority (22.9%) of respondents are satisfied the credit facility.

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 Majority (36.2%) of respondents are satisfied the both transportation, attendance of
allowances.
  Majority (30.5%) of respondents are satisfied the punctuality of allowances.

 Majority (38.1%) of respondents are satisfied the education of allowances.

 Majority (34.5%) of respondents are satisfied the relationship between co-worker.

 Majority (38.1%) of respondents are satisfied the relationship between supervisor and
co-worker.

 Majority (34.3%) of respondents are satisfied the motivation given by employee.

 Majority (44.8%) of respondents are satisfied the information given the employee by
the management.

 Majority (39.1%) of respondents are satisfied the grievances handling.

 Majority (37.1%) of respondents are satisfied the freedom given to the employee.

 Majority (49.5%) of respondents are satisfied their work.

 Majority (31.4%) of respondents are satisfied the welfare officer.

 Majority (41%) of respondents are satisfied the employee training.

 Majority (46.7%) of respondents are satisfied the welfare and safety measures.

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3.2. SUGGESTIONS
The researcher listed out the following suggestion after analyzing the main findings of this
research study.

 Classic Knits India (p) Ltd facilitate for the up gradation of the studies to employee.
This can be more improved.

 Rest room facilities can be further more improved.

 Since the employees are married the company can concentrate on crèche facility.

 The company can provide safety equipments to the employees.

 The salary increment for employees will increase the employee satisfaction and which
in turn increase the employee morale.

 Management must make necessary arrangements for periodic medical check-up, so

that occupational diseases can be diagnosed earlier and necessary treatments can be
given to the concerned workers.

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3.3. CONCLUSION
 Employers are more than willing to understand the employee’s requirement and
design their welfare packages and employee benefits programmers accordingly. The time for
them to understand the changes in employee needs and bridge the gap. Employers should
understand what employees want and compensate them accordingly.

Employees are need of promotion, increment, sport and game, Technical tour
programme, Restroom.

Thus the focus of welfare policy should be on these factors. If the organizations want
to achieve the aim of attracting and retaining suitable talent from the labour market.

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 APPENDIX

A STUDY ON WELFARE MEASURES ON EMPLOYEE

QUESTIONNAIRE
1. Age: (a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45
 2. Gender: (a) Male (b) Female
3. Educational Qualification:
(a) Below Hr Sec (b) Hr Sec (c) UG (d) PG
4. Marital Status: (a) Married (b) Unmarried
5. Monthly Income:
(a) Below 5000 (b) 5001 to 10000 (c) 10001 to 15000
(d) 15001 to 20000 (e) 20001 and above
6. What sort of worker you are? (a) Temporary (b) Permanent
7. Experience
(a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs
8. what is your bonus amount on last year?
(a) Below 5000 (b) 5001 to 10000 (c) 10001 to 15000
(d) 15001 and above
(A) Highly satisfied (B) Satisfied (C) Neutral (D) Dissatisfied Highly (E) Dissatisfied
9. Safety Measures:
A B C D E
a)Are you satisfied with the safety appliances in work
place?

10. Medical Facility:

A B C D E
a. Specify the level of satisfaction

11. GPA Benefits:

A B C D E
a. Specify the level of satisfaction about GPA Benefits

12. Canteen facility:

A B C D E
Cleanliness
Hygienic
Serving
Price

60
13. Credit facility:
A B C D E
Is any advances and loan given to you are satisfied
 14. Specify the level of satisfaction of other allowances:
A B C D E
Transport allowance
Attendance allowance
Punctuality allowance
Education allowance

15. Infra-structural facility:

A B C D E
Rest room
Drinking water
Ventilation
Lighting
Toilets
Working environment
Transportation

16. Inter-relationship:
A B C D E
Relationship between co-workers
Relationship between supervisor and workers.

A B C D E
17. Level of motivation given to employee:
18.Are you informed about all the management activities
19.Does the management solve all your grievances
20.Level of freedom to express your ideas
21.Are you satisfied with the work you do
22.Are you satisfied with welfare officer
23.What is the satisfaction level of Training
24. In general are you satisfied with the welfare and safety
measures given by Management?

Any Suggestion:

61
 REFERENCES

BIBLIOGRAPHY

TEXT AND REFERENCE BOOKS

1. C.R.Kothari - Research Methodology- New age international

(p) Ltd., publishers.1985

2. S.P. Gupta - Statistical Method -Sultan chand &Sons Publishers,

New Delhi, thirty fourth editions, 2005

3. Aswathapa - Human Resource and personnel Management.

Tata McGraw-Hill publishing-New Delhi second reprint 2002

4. R.C.Saxena - Labor problems and social welfare K.Nath&Co.meeract-2

WEBSITES

1. www.google.com

2. www.classicknits.co.in

3.www.citehr.com

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