CONTENTS

CHAPTERS TITLE

1 INTRODUCTION

2 INDUSTRIAL PROFILE

3 COMPANY PROFILE

4 HRM INTRODUCTION

5 LABOUR WELFARE

6 ANALYSIS AND INTERPRETATION

OF DATA

7 CONCLUSIONS AND SUGGESTIONS

8 QUESTIONNAIRE

9 BIBLIOGRAPHY
 CHAPTER-1

INTRODUCTION
BOARD OF DIRECTORS

S.P.Y. REDDY

Sri. S.P.Y. REDDY locally well known industrialist with the base at Nandyal,

Kurnool District who has been successful entrepreneur and management. Is

technically qualified person with B.E. (Mechanical) from R.E.C. (Warangal) and with

work experience at BAARC (Bombay). He has daringly ventured and established

industries in and around Nandyal from 70’s. As years went of he has established most

successfully the following Nandi Group of companies.

• Nandi Milk

• Maha Nandi Mineral Waters

• Nandi Infosys

• Nandi online services

• ANANTHA Pipes Ltd

• Integrated thermos plastics Ltd

• Nandi P.V.C. Projects.

PROMOTER:

Sri. S. Sreedhar Reddy, A computer engineer and a student of IIM,

Ahmedabad has been entrusted the management of ANANTHA Pipes Ltd.

Hampapuram and great assistance and a young upcoming engineer and industrialist.

BRANCHES:

• PONDICHERY

• SALEM

• BELLARY

• MADURAI

• SANGLI

• VELLORE

• GOA

• YANAM
CHAPTER-2
INDUSTRY PROFILE

PIPE TECHNOLOGY TERMS AND CONCEPTS

Pipe, hollow structure, usually cylindrical for conducting materials. It is used

primarily to convey liquids, gases, or solid suspended in a liquid for e.g. slurry and

also used for electric wires.

The earliest pipes were probably made of bamboo, used by the Chinese to

carry water 5000 B.C. The Egyptians made the first metal pipe of copper c. 3000 BC

until the cast iron became relatively cheap in 18th cent. Most pipes were made of

bored stone or wood, clay, lead and occasionally, copper or bronze. Modern

materials include cast iron. Wrought iron, steel, copper, brass, lead, concrete, wood,

glass and plastic. Bending strips of steel into the form of a tube and welding the

longitudinal seam either by electric resistance, by fusion welding or by heating the

tube and pressing the edges together makes welded steel pipe. Seamless pipe is made

from a solid length of metal pierced lengthwise by a mandrel with a rounded nose.

Steel pipe introduced in the early 20th century is widely used for conducting

substances at extremely high pressures and temperatures. Cast –iron pipes, which

came into common use in the 1840’s, resist corrosion better than steel pipes and are

therefore frequently, used under ground. Clay and concrete pipes usually carry

sewage, and concrete pipes are also used to carry irrigation water at low pressures,

for moderate pressures the concrete is reinforced with steel or mixed with asbestos.

Seamless copper and brass pipes are used for plumbing and boilers because of its

softness and resistance to corrosion. Lead is used for flexible corrections and for

plumbing that doesn’t carry drinking water. The chemical and food industries are
used glass pipes. Dring World War II manufacturers developed plastic pipes to

replace metals that were in short supply. Today PVC pipe is widely used to carry

wastewater as well as certain corrosive liquids.

A pipe line carries water, gas, petroleum and many other fluids long distance

in lying an oil pipeline. 40’ft (12-m) sections of seamless steel pipe are electrically

welded together while held over a trench. Before being lowered into place the pipe is

coated with a protective paint and wrapped with a substance composed of treated

asbestos felt and fiber glass. Pumping section located 50 to 75 ml ( 80-120Km). A

part boosts the dwindling pressure back up as much as 1500’lb per inch. The piping

must be kept clean either by applying a negative electric charge to the pipe or by

regular use of a “pig” or scrubbling ball, inserted at one end and carried along by the

current. An oil pipe line 6 inches (15 cm) to 24 Inches (60cm) in diameter will move it

contents at about 3 to 6 ml (5-10) per hr.

Water has moved since ancient times in pipe lines called aqueducts. The first

natural gas and petroleum pipe line in US. Were builds during the 19th Cent. Today

in most part of the world pipelines are as extremely important means of transporting

divers fluids. The Trans-Arabian pipeline, which carried oil from the Persian Gulf to

the Mediterranean is over 1000ml (600 km) long. There is more than 180000 ml

(288000) Km of pipelines in the United States alone.

 CHAPTER-3

Company Profile
 Company Profile

ORIGIN:
Rayalaseema is economically backward area in Andhra Pradesh, was rarefied
region for industries. A dynamic entrepreneur Sri. S.P.Y. Reddy who is basically
mechanical engineer started a unit at Nandyal, which manufactures black pipes in
1977. The determination and hard work of Sri. S.P.Y. Reddy helped him to overcome
the problems faced by the company in the initial years, and with financial assistance
from local commercial banks. The company could overcome the problems of the
merger and is running smoothly.

Later the company started manufacturing of PVC Pipes, which terminated the
manufacturing of black pipes. This resulted in the formation of a Pvt. Ltd. Company
called “SUJALA PIPES PVT LTD: with Sri. S.P.Y. Reddy as the managing director.

The only major competitors to the company are sudhakar pipes, maharaja
pipes. The only backdrop to it is the competition from local brands. As the majority
of customers belong to farmers, they consider than quality. The company has to
make aware of the company’s quality standards to them.

SIZES: various sizes ranging from ½ to 10 are offered to customers. Even pipes with
different gauges and sizes are manufactured to suit specified conditions.

PACKING: Packing plays less important role into the products like PVC pipes
because the hallow space inside can be utilized. For the purpose of cubic space
utilization in trucks while transport, organization is adopting the technique like pipes
in pipes.

PAYMENT PERIOD:

For ANANTHA brand the company adopts zero credit policy and goods are not
delivered unless cash remittances are made. For ANANTHA and sagar brands credit
is entitled up to a week. The difference between these brands is due to
brand image.

COVERAGE:
At present Andhra Pradesh, parts of southern states of Karnataka, Tamilnadu
and Kerala are ambit of Sujala Pipes Pvt. Ltd. The company extended their sales in
the below regions as shown below.

1979-84 Nandyal Region (polyphone pipes)

1984-85 Rayalaseema Region (PVC Pipes)
1985-86 Telangana Region
1986-87 Karnataka and Andhra Pradesh
1988-91 Tamilnadu and Karnataka
1991-94 Kerala
TRANSPORTATION:
 The transportation department of sujala pipes Pvt. Ltd is very admirable.
This unique strength of the organization enables the dealers to reduce inventory levels
to the minimum. Thus dealers are also supplemented with dealers to reduce inventory
levels to the minimum. Thus dealers are also supplemented with the benefit of the
lower tied-up capital in the form of inventory.

GENERAL INFORMATION ABOUT THE COMPANY

The company is equipped with sophisticated laboratory to carry all tests to

ascertain out going quality level of the pipes. A Nandi pipe has got I.S.I. Trademark,
which speaks for itself for the quality of the pipes. Numbers of statistical quality
control techniques are applied to sustain the quality level of the product.

Managers at the company are dynamic and are well educated Supervisory
staff or intermediate managerial staff are able in talking their area are not highly
educated. Most of the employees are skilled is uniqueness of workers in sujala pips
Pvt. Ltd. There is non-indulgence in trade union activities.

As the company is located in industrial estate of Nandyal, it is facilitated with

good communication networks, which includes telex, fax machine and internet.
Company has also got the support of electronic data processing.

The company’s major strength is considered to be transportation vehicles, a

unique cash outflow justifies itself by providing good reputation of the company
through improved customer service.

FINANCIAL DEPARTMENT:
Through initially the company approached the external sources for financial
aid, now the financial status of the company is very sound and is being run only with
self-finance excepting for loans taken for hypothecation of machinery and stock from
SBI Nandyal.

The company follows cash and carry policy for Nandi brand. The product is
not delivered until the cash is paid and financial department with the help of
marketing department looks after these transactions.

MARKETING DEPARTMENT:
Marketing manager who reports to executive director, an assistant marketing
manager who reports and 20 salesmen headed by 30 sales representatives who are
headed by assistant marketing manager heads the marketing department. Marketing
mix and advertising particulars of Sujala Pipes Pvt. Ltd. Shows the department’s
effective management of the marketing department in the organization.

PERSONAL DEPARTMENT:
 The personal department consists the details of the executives and workers of
the organization. The organization is formed with Sri. S.P.Y Reddy as the Managing
Director and Executive Director who reports Managing Director. Two marketing
managers, financial manager, public relations officer and quality control officer who
all reports to executive director. Other than executives there are thousand works in
the organization.

Panel consisting of managing director, executive director and managers of

concerned departments makes the recruitment and selections of persons. Apart form
the attractive salaries company provides health card facilities.

PURCHASING DEPARTMENT:

The perplexing situation i.e. conformed by the manufacturers of the

PVC pipes is scarcity of resin. Though the govt. of India has taken various steps to
improve supply conditions of PVC resign, the Indian manufacturers could meet only
50 percent of demand and remaining 50 percent is met from imports.

The major petrochemical companies are:

• Reliance petrochemical Ltd.,

Process:

The main raw materials are HDPE granules, PP granules. The manufacturing
for pipes consist of mixing various resigns along with coloring materials in a mixture
and the prepared material is fed to the extruder. In the extruder, the material is
heated to the required politicizing temperature (190deg. Centigrade to 230 deg.
Centigrade) the extruded through the die hard to form the pipe. The hot pipe coming
out of the extruder is cooled in a water bath to retain the final shape. The pipe
coming out of the extruder is guided through the water bath suitable transaction
system. The temperature of the water is maintained by circulating through the
cooling toward and with the help of a chilling plant. The required length of the pipe is
cut with a planetary saw. The cut lengths are titled by titling units and get corrected
in the pipe rack attached to the tilting frames. Later they are stocked separately. The
company has entered into a technical has its own processing technology.

ANANTHA PVC PIPES PVT LTD :

 ANANTHA Pipe Ltd was incorporated in the year 1986. The factory is
situated at NH-7, Hampapuram village, Rapthadu mandal and Anantapur district. It
was taken over by nandi grop co, and it is one of the sister company among
Nandigroups.

Its annual production capacity is 160000 Mts. And it is one of the leading
manufacturers of PVC Pipes in south India. The company is quipped with technical
collaboration from Batten field of West Germany. It has made possible few other
small ventures. Pipes are sold under brand names of KOHINOOR and KRISHNA.

Anantha PVC Pipes with their good quality, trouble free services, durability
and commercial use or a better choice than mild steel, galvanized steel, cast iron and
plastic pipes

The company is managed by a term of professionals under the guidance of a

young, experienced and well-qualified dynamic managing director
Mr. S. SREEDHAR REDDY.

APPLICATIONS OF UPVC PIPES:

• Agriculture and irrigation schemes.

• Rural & Urban water supplies scheme.
• Tube well casing.
• Gas and Oil supply lines.
• Industrial effluent disposal.
• Sewerage and drainage scheme.
• Air-condition ducting.
• Building installations
• Industrial ducting.
CHAPTER-4

GENERAL INTRODUCTION
 Two or more persons is makes an organization, it may
be manufacturing firm, a business concern, an insurance company and other
institutions. It is through the combined efforts of the people that monetary and
material resources are utilized for organizational objectives. Without human efforts
organization cannot accomplish their objectives. It is a manner of common
knowledge at every organization, depends for its effective functioning, not so much on
its material or financial resources as on its material or financial resources as on its
poor importance factor, which determines profitability of an organization in a
competitive environment.

It is the personnel department which effectively plans, controls,

produces and maintains adequate qualified working force of various personnel
necessary for manning the organization.

The employment function is continued and ends only when the enterprise
ceases to exist. The Primary function of personnel department is to select the right
people to the right time. Employees are an important segment of society and their life
style influences society very much.

HUMAN RESOURCE MANAGEMENT :

Human Resource Management is a Management function that helps

manager to recruit, select, train and develop organization members.

In simple sense, human resource management means employing people,

developing their resources, utilizing, maintaining and compensating their services in
tune with the job and organizational requirements with a view to contribute to the
goals of the organization, individual and the society.
DEFINITIONS:

Human Resource Management is “Concerned with the people dimensions in

management. Since every organization is made up of people, acquiring their services,
developing their skills, motivating them to high levels of performance and consuming
that they continue to maintain their commitment to the organization are essential to
achieving organization objectives. This is true, regardless of the type of organization,
Government, Business, Education, Health recreation or social action.

1.According to J. Julius defined Personnel Management as “the field of

management which has to do with planning, organizing, directing and
controlling the functions of procuring, developing, maintaining and utilizing a
labour force, such that the.
a. Objective for which the company is established are attained
economically and effectively.
b. Objectives of all levels of personnel are served to the highest possible
degree, and
c. Objectives of society are duly considered & served.

2.According to Edwin.B. Filippo, “Management is planning,organizing,directing

and controlling of the procurement, development, compensation, integration,
maintenance and separation of human resources to the end of that individual,
organizational & Social Objectives are accomplished”.Thus, Human Resource
Management refers to a set of programmes, functions and activities designed and
carried out in order to maximize both employees as well as organizational
effectiveness.

Human Resource Management Objectives & Functions.

 OBJECTIVE AND FUNCTIONS SUPPORTS
1 SOCIAL OBJECTIVES 1. Legal compliance
2. Benefits
3. Union-Management Relations.
2 Organizational Objectives 1. Human Resource Planning
2. Employee relations
3. Selection
4. Training & Development
5. Appraisal
6. Placement
7. Assessment
3 Functional Objectives 1. Appraisal
2. Placement
3. Assessment
4 Personal Objectives 1. Training &
Development
2. Appraisal
3. Placement
4. Compensation
5. Assessment

DEFINITION OF MANAGEMENT:-

Accorder to MARY PARKER, defines the term management as “The art of

getting things one through others”.

According to JOHN. A. PEARCE & RICHARD. B. ROBINSON,

“Management is the process of optimizing human, material and financial

contributions for the achievement of organizational goals”.

Management is concerned with the accomplishment of objectives by utilizing

Physical and financial resources through the efforts of human resources. Thus,

human resources are a crucial sub-system in the process of management.

DEFINITION OF HRM:

• According to LEON.C. MEGGINSON defines the term human resources as “the

total knowledge, skills, creative abilities, talents and aptitudes of an organization

work force, as well as the value, attitude and beliefs of the individuals involved”.

• NATURE & SCOPE OF HUMAN RESOURCES:

People in any organization manifest themselves, not only through

individual sections but also through group interactions. When individuals

come to work place, they come with not only technical skills, knowledge etc.,

but also with their personal feelings, perception, desires, motives, attitudes,

values etc.,

Therefore, employee management in an organization does mean

management of not only technical skills but also other factors of human

resources.

MEANING:

Human Resources Management means employing people, developing their

resources, utilizing, maintaining and compensating their services in tune with the job

& organization requirement.

OBJECTIVES OF HRM:-

The objectives of human resource management may be as follows.

• To create and utilize an able and motivated work force to accomplish the basic

organizational.

• To provide an opportunity for expression and voice in management.

• To provide fair, acceptance and efficient leadership.

• To provide facilities & conditions of work and creation of favorable

atmosphere for maintaining stability of employment.

• To maintain high employee morale and sound human relations by submitting

and improving the various conditions and facilities.

• To attain an effective utilization of human resources in the achievement of

organizational goals.

• To strengthen and appreciate the human assets continuously by providing

training & developmental programmes.

CHAPTER-5
CONCEPT OF LABOUR WELFARE

Welfare is a term, which refers to all those conditions of life

on the industrial environment which influence the well being of the worker.
The term welfare is started to have been derived from French phrase
“welfare” which means to fare well.

It is desirable state of existence involving the physical, mental,

moral and emotional well being. Social concept of welfare of man, his family
and his community. Labour welfare today has become a very controversial topic. It
covers a broad field.

Welfare as a concept can be approached from various angles. It may

be viewed as total concept, social concept and relative concept. The total
concept is a describable state of existence involving the physical, mental, moral
and emotional well-being. As a social concept at implies welfare of man, his
family and his community. Welfare is related to time and space at is growing
and dynamic, keeps changing with changing times. As such it is also called as
relative concept.

The concept of Labour Welfare however is flexible, elastic and differs from
time to time, region to region, industry to industry, country to country, depending
upon the value system. Level of education social customs, degree of industrialization
and the general standard of the social economic development of a people .It is molded
according to the Age group, sex social back ground, material status, economic status
& ejaculations level of the employees. This nature of the concept of labour welfare
makes at very difficult to give a precise, all inclusive single definition of the phrase.
DEFINITION OF LABOUR WELFARE

Though difficult to define Labour Welfare precisely, Academicians and

practitioners attempted to define etc.Some of the accepted definitions are quoted
below.

The international Labour Organization(ILO)report states that the workers welfare

should be understood” as meaning such services, facilities and emanates which may
be established in the vicinity of under takings to enable the persons employed there
into perform their work in healthy and colonial surroundings and to provide them
with amenities conductive to good health and for morale.

The Oxford dictionary defines Labour Welfare as” efforts to make life worth living
for workmen.

According to Sri.H.S.Krikadddy Labour Welfare includes housing, medical and

educational facilities, nutrition facilities for rest and recreation, cooperative societies,
crèches provision for sanitary accommodations, holidays with pay, social insurance
measures, undertaken voluntarily by employers alone (or) jointly with workers,
including sickness and maternity benefit schemes, provident funds, gratuities and
pensions extra.

According to Sri.H.S.Krikadddy Labour Welfare includes housing, medical

and educational facilities, nutrition facilities for recreation, cooperative societies,
crèches provision for sanitary accommodations, holidays with pay, social insurance
measures, undertaken voluntarily by employers alone (or) jointly with workers,
including sickness and maternity benefit schemes, provident funds, gratuities and
pensions extra.

According to N.M.Joshi,welfare works” Covers all the efforts which

employers make for the benefits of their employees over and above the minimum
standards of working conditions fixed by the factories net and over and above the
provisionsof the social legislation providing against accidents,old,age,unemployment
and sickness.”

While defining”Labour Welfare” the labour investigation committee of the

Government if India remarked the following in 1945 “For our part we prefer to
include under welfare activities anything done for the intellectual, physical, moral and
economic betterment of the workers, whether by employer (or) Government (or) by
other agencies, over and above what is laid down by law (or) what is normally
expected as part of contractual benefit for which the worker may be bargained.

SCOPE OF LABOUR WELFARE

 Labour welfare covers not only work-life of the employees but also his
family and the community. And activity (or) amenity provided considering the well
being of the wages could be included in the scope. The scope of labour welfare needs
to be considered pragmatically and has to be both dynamic and elastic. Statutory
welfare measures in industry may steam from the direct concern for efficiently and
produced. But to the extent these measures are employee oriented they should be
considered to fail with in the scope of labour welfare. On-statutory measures are those
developed in response to the demands of technology; also fall in the same category
several external services. Such as company housing and schools, recreation and
community the purview of labour welfare. Thus at would be clear that we are inclined
to regard all extra or intramural as well as statutory welfare and non-statutory
welfare measures of employees, government trade unions and other agencies are
falling with in the scope of the term labour welfare. It is expected that labour welfare
should meet some requirements as given below:

A. Contribute to the productivity of labour and efficiency of the enterprises.

B.Enable workers to live a more satisfactory life.

C.Be intone and harmony with similar services obtaining in the neighborhood
community where the enterprices as situated.

D.Be administratatively valuable and essentially development in out look and

E.Enhance the standard of living of workers by indirectly reducing the burden as

their purse.

HISTORICAL DEVELOPMENT OF LABOURWELFARE

 The evolution of the concept of philosophy of labour
welfare has to be reviewed in acts historical perspectives and against the
background of the successive stages of industrial revolution. Just as the 19th
century was characterized by scientific and material progress in industrial
production, the century brought in its value a realistic of the needs and rights
of industrial workers as well as a scientific approach to their welfare problems.

The industrial revolution not only created labour problems

but also a class difference between employers and employees.

The former exploited the later through long hour of work,

bad working conditions, low wages, in safe machines extra. The employees were
treated more as raw materials and less as human beings. This resulted in
poverty, unemployment and social in security. This has to be corrected and men
and machines had to be put in their proper places, giving due machines had to
be recognition to worth and dignity of the human person. At that time a
reaction took place in the social minded employees and labour welfare
programs were evolved with the object of looking after the interest of the
workers, who had been over worked and over looked for long, in the 19 th
century Robert own openly declared that the intended to secure formation of
charter in his employees through shorter hours, minimum wage and by
providing schools, crèches, medical facilities and such benefits.
ORIGIN OF LABOUR WELFARE IN INDIA

The India industrial development began in sixties of

the last century. All that to the illiteracy and heterogeneous nature of the
industrial workers, they were unorganized and helpless; they were very new to
machines. In the hands of the profit motivated employers they were the tools
and were exploited by long hours of work, low wages, and child and woman
employment was common. For protecting the welfare of workers in general
there was no legislation at that time. Due to economic depression and the
efforts of the first world war, which resulted indisconstent and industrial unrest
in the country at that time and also to some extent due to the moral pressure
brought to bear on them by the work of the international labour office. The
government and the employee were promoted to active attention towards labour
and its problems.

The government of India conducted several investigations on

labour welfare. As a result of this many new labour laws such as the Indian
mines Act of 1923, the workmen compensation Act of 1923, the payment of
wages Act 1948, etc. Have been passed. The second world was revived and
strengthened the welfare movement and the benefits resulting from a proper
regard for the health and well-being of the employees were gradually
recognized and employers co-operated with the government in the provision of
improved amenities. In the context of planned economic development and the
concept of welfare has come to assure added significance and received new
input .

It has been further classified in the article-43, past –iv of directive Principles of
state policy constitution of India which states that “The state Shall endeavor of source
by suitable legislation or economic organization or in any other way, to all workers,
agriculture, industrial or other Wise work ,a living wage, conditions of work ensuring
decent standard of life and full employment of leisure and social and cultural
oppprtunities”.in the field of labour welfare, and important step is the constitution of
welfare funds in all public sector undertakings. the coalmines labour welfare fund
was constituted in 1944 for providing medical, recreational, educational and
housing facilities for the employees in coalmines. In factories, Act 1948 separate
chapter on welfare, health and safety has been set up to study systematically the
problem of production in relation to the health and safety of the workers. A number
of welfare centuries have been set up during the five years plans with the co-operation
of employees, employees and Government.

The positive role of welfare officers and the co-operations of management

lie in the proper implementation labour legislation not merely in culture but also in
spirit.
CLASSIFICATION OF LABOUR WELFARE

1. According to prof.R.C.Sexena, “Welfare work is a comprehensive term and its

embraces the worker, his family and community. He classified the welfare work
into three categories.

1.Statutory

2.Voluntary

3.Mutual

STATUTORY WELFARE MEASURE:

Welfare activities to which employees are legally entitled and employers

to comply with under various provisions of the acts are called statutory welfare
facilities provided under the factories act,1948,Plantations labour act,1951,mines act
1952,motor transport workers act,1961 and contract labour(Regulation and
Abolition)act 1970.

The Statutory welfare measures are

1.Washing facilities

2.Facilities for storing and drying cloths

3.Facilities for sitting

4.First aid appliances

5.Shelters rest rooms and lunch rooms

6.Crèches
MUTUAL WELFARE MEASURES:

It is nothing but corporate enterprises of the worker with a view to improve

their lot in a way, trade unions activities which are conductive to the welfare of their
members are included in this category.

Thus welfare activities can be classified into three categories. They are
administered by the government employers, trade unions and social organizations

NEED FOR LABOUR WELFARE

Industrial system of production as it present organized in full of

harmful efforts on workers life and actively hinders his normal well being and
legitimate social life. Further, workers suffer from handicaps both in their
work life and their community life and the removal of handicaps is a part of
the workers stress and strain, physical, mental, generate boredom and monotony
resulting in fatigue and ennui. One can easily find out the plight of the
working lot and it does not require many arguments to demonstrate that the
labour is ill paid and unhealthy conditions, in habits dark and dismal quarters
and lives his leisureliness and for achieving the maximum results, however
welfare activities have to be undertaken in the right spirit. Mainly with a view
to make lives of the workers happier and heal their. Committed and contended
labour force is not fully developed in India, generally industrial workers are
drawn near by villages. They have their families and lands at their places and
maintaining connection with them. There by they are taking the industrial
employment as secondary occupation. Due to partially committed nature of the
labour force, many problems like house adjustment to new environment,
absenteeism will be removed from his villages and punished into the burning
and uncongenial environment they towards their democratization and rein.

Moreover , not only our labour force is not organized to a greater

extent but are also illiterate and poor. Due to low income and large size of the
families, they are not in a position to meet both ends in these hard days in which
the cost of living higher. If they left to their own late at this stage their.

Physical as well as mental health will be spoiled and ultimately

results in poor standards of work. Therefore welfare administration is
necessary on one hand to counter act their handicaps and on the other to
provide opportunities and facilities to promote and develop the workers
personalities.
 Sufficient leisure time is provided to every worker in modern
industrial system. The workers do not know how to utilize their leisure time
and there by many of them are restoring to gambling, drinking and unwanted
ways, workers attention should be diverted from such vices by providing
recreations and cultural facilities.

Industry is the lifeblood of the modernization. Most people during a

greater or less part of their lives spend out least half their working hours at
work and if society as a whole to be healthy, cultural and prosperous, on
employer can effort to ignore what may be termed his social obligations
towards workers within his own factory work should not regarded as an
inevitable deduction from the happiness.

Hence, the labour welfare put forth a real change in the out lost of
both the employer and workers as parts of an integral whole and considered
weather as a luxury or on appendage, but as an integral part of the industrial
order not merely for economic betterment but also for educational, cultural
and social advancement.
 PRINCIPLES OF LABOUR WELFARE

Labour welfare is dependent certain basic principles, which must be kept

in mind and properly followed to achieve a successful implementation of
welfare programmes. These principles as under,

1. Adequacy of wages

2. Social responsibility of industry

3. Principle of efficiency

4. Re-personalization

5. Co-ordination

6. Association or democratic

7. Responsibility

8. Accountability

9. Timeliness

10. Self-help.
 CHAPTER-6

ANALYSIS
AND
INTERPRETATION OF DATA
ANALYSIS AND INTERPRETATION OF DATA

Are you aware of all welfare activities in the memorandum of settlement?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 36 72
2 NO 14 28
TOTAL 50 100.0

As indicated in the table 72% of the respondent’s greed that of welfare facilities are
known,where as the rest 28% of the respondents said that not fully known.
Do you have knowledge of all the statutory welfare activities provided to you?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 46 92
2 NO 4 8
TOTAL 50 100.0

As indicated in the table 92% of the respondents agreed that they know the statutory
facilities,where as the rest of the 8% respondents do not aware of the facilities.
ARE YOU SATISFIED WITH NON-STATUTORY WELFARE ACTIVITIES
PROVIDED BY THE COMPANY

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 38 76
2 NO 12 24
TOTAL 50 100.0

As indicated in the table 76% of the respondents agreed that they are satisfied with
non-statutory welfare facilities,where as the rest of the 24% of the respondents did
not satisfied with this facility.
DO THE COMPANY MAKES ADEQUATE PROVISIONS FOR ENSURING
SAFETY OF THE WORKMEN?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 47 94
2 NO 3 6
3 ANY CHANGE 0 0
TOTAL 50 100.0

As indicated in table 94% of the respondents were satisfying the adequate provisions
for ensuring safety of the workmen,rest 6% of the respondents were not satisfied.
HOW IS YOUR RELATION AND COMMUNICATION TOWARDS YOUR
SUPERIOR?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 GOOD 47 94
2 BAD 0 0
3 AVERAGE 3 6
TOTAL 50 100.0

As shown in the table 94% of the workmen were having good relations and
communication towards their superiors,rest 6% of the respondents are having
average relations towards their superiors.
ARE YOU SATISFIED WITH REQUIREMENTS PROVIDED BY THE
COMPANY LIKE UNIFORM AND SHOES?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 40 80
2 NO 2 4
3 NOT KNOWN 0 0
4 ANY CHANGE 8 16
TOTAL 50 100.0

As shown in the table 80% people says that they are satisfied with the requirements
provided by the company remaining 4% people were not satisfied with the facility.

Rest of the 16% respondents are wanted a change, along with those requirements
they want raincoats.
DO YOU HAVE A GOOD AND SAFE WORKING ENVIRONMENT?

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 43 86
2 NO 7 14
TOTAL 50 100.0

As shown in the table three fourth of the respondents 86% opined that they are
provided with safe working environment, while rest 14% are denied it.
ARE YOU SATISFIED WITH THE EDUCATIONAL FACILITIES PROVIDED BY
THE COMPANY?

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 17 34
2 NO 33 66
TOTAL 50 100.0

As indicated in table only 17 people 34% are satisfied with educational facilities rest
66% are not satisfied with this facility so, as per my opinion there should be keen
improvement in this facility.
ARE YOU RECEIVING THE FOLLOWING ALLOWANCES?

HOUSERENT ALLOWANCE
ACTING ALLOWANCE
NIGHT/LATE SHIFT ALLOWANCE
LUNCH ALLOWANCE
CONVEYANCE ALLOWANCE

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 48 96
2 NO 2 4
TOTAL 50 100.0

As indicated in the table most of the respondents are satisfied with these allowances.
Mostly all are satisfied only 2 workmen are not satisfied.
HAVE YOU TAKEN ANY LOAN FROM CORONER-OPERATIVE SOCIETY IN
ANANTHA ?

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 35 70
2 NO 15 30
TOTAL 50 100.0

As this table indicated 70% workmen have taken loan from society and 30% were
didn’t take any loan, but most of the workers are not satisfy with the amount in loan,
as their opinion is it should be increased and maintained by the management.
ARE YOU SATISFIED WITH LEAVE FACILITIES PROVIDED TO YOU?
LIKE ANNUAL, SICK, CASUAL, ACCIDENTAL AND HOLIDAYS.

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 44 88
2 NO 6 12
TOTAL 50 100.0

As shown in the table 88% of the respondents are satisfied with the leave facility,
where as the rest 12% workmen are not satisfied with this facility, as opinion of
workmen the no of days should be increased but in my analysis they are having
maximum holidays.
DID THE COMPANY GIVE THE LEAVE WHENEVER YOU WANT?

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 46 92
2 NO 4 8
TOTAL 50 100.0

As this table indicates 92% of respondents are informing before they taking
leave, where as 8% respondents are not informed before taking leave,
because they are having emergency problems.
DO YOU NEED ANY CHANGES IN THE MENU OF THE FOOD IN CANTEEN?

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 43 86
2 NO 7 14
TOTAL 50 100.0

As shown in the table 86% of the respondents are satisfied with canteen facilities, but
they want changes in food provided to them, they need more varieties of curries.
Where as rest 14% are not satisfied with quality and neatness of the canteen.
ARE YOU RECEIVING TRAVELING ALLOWANCES?

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 50 100.0
2 NO 0 0
TOTAL 50 100.0

As shown in the table 100% of the respondents are receiving the traveling expenses.
ARE YOU SATISFIED WITH GRIEVANCE PROCEDURE?

S NO OPINION NO OF PERCENTAGE
RESPONDENTS
1 YES 32 64
2 NO 18 36
TOTAL 50 100.0

As shown in the table only 64% of the respondents are satisfied with the grievance
procedure rest 36% of the respondents are not satisfied with this system, in response
of most of the workmen are not aware of this system.
ARE YOU SATISFIED WITH ENVIRONMENTAL FACILITIES?

Facilities Excellent Good Average Bad Absent Total no. of

respondents
Drinking 0 10 20 20 -- 50
water
Ventilation 35 5 10 -- -- 50
Temperature 10 35 5 -- -- 50
Rest rooms -- -- -- 45 5 50
First aid box 40 10 -- -- -- 50
Ambulance 40 10 -- -- -- 50
Bathrooms 5 20 20 5 -- 50
Stipulation to 35 15 -- -- -- 50
avoid
overcrowding
Washing -- 10 30 10 -- 50
facilities
DO YOU NEED ANY TRAINING WHENEVER A NEW MACHINE IS
PLANTED/REPLACED?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 45 90
2 NO 5 10
TOTAL 50 100.0

As shown in the table, majority i.e., 90% of the respondents are need the training
whenever the new machine is replaced, rest 10% of the respondents are some what
skill are there for handling the new machine.
ARE YOU SATISFIED WITH QUANTUM DEATH FUND GIVEN BY THE
COMPANY?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 34 68
2 NO 8 16
3 NOT KNOWN 8 16
TOTAL 50 100.0

As shown in the table 68% of the respondents are satisfied with quantum death fund,
rest 16% of the respondents are not satisfied with this facility and rest 16% are even
they are not aware of this facility, so let the all facilities are aware to the workmen.
DID YOU GET ANY GOOD ATTENDANCE AWARD FROM THE
MANAGEMENT?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 15 30
2 NO 35 70
TOTAL 50 100.0

As shown in the table only few 30% of the respondents got the attendance award, rest
70% of the respondents are not motivated by this facility, so this facility is improved
and let all the workmen are aware of this facility.
ARE YOU FEELING SATISFIED ABOUT RECREATIONAL FACILITIES
PROVIDED BY THE COMPANY?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 12 24
2 NO 38 76
TOTAL 50 100.0

As shown in the table very few means only 24% of the respondents are satisfied with
recreational facilities, rest 76% of the respondents are not satisfied with this facility.
So take necessary action towards this facility.
IS ANY IMPROVEMENT REQUIRING IN OVERALL WELFARE MEASURES?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 32 64
2 NO 18 36
TOTAL 50 100.0

As shown in the table 64% of the respondents are requiring improvement in welfare
measure rest 36% of the workmen are satisfied with the facilities at present.
ARE THE EMPLOYEES MOTIVATED BY THE WELFARE ACTIVITIES
PROVIDED BY THE COMPANY?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 41 82
2 NO 9 18
TOTAL 50 100.0

As indicated in the table major means 82% of the respondents are motivated by the
welfare activities provided by the company, where as the 18% of the workmen are not
motivated by the welfare facilities, so they need more motivational facilities.
DO YOU AGREE THAT THE TRADE UNIONS PLAY A MAJOR ROLE IN
PROVIDING THE BENEFITS TO THE WORKMEN?

S.NO OPINION NO OF PERCENTAGE

RESPONDENTS
1 YES 47 94
2 NO 3 6
TOTAL 50 100.0

As shown in the table most of the respondents means 94% are agreed with the role of
the unions, where as 6% are not satisfied with the union’s role. So take necessary
action towards the union.
CHAPTER-7

CONCLUSIONS
&
SUGGESTIONS
Conclusions:

1. It is pertinent for every company to motivate the workers. So welfare measures

play an important role and this is forming the responses given by the workers.

2. The welfare measures will help more self-review and realization of the workmen.

3. the welfare activities, which are present in the memorandum of settlement, is

only monologue. So the company policies and procedures with regard to welfare
activities should be implemented in a professional manner not leading to the biase.

Suggestions:

1. Drinking water facility is not sufficient:

The facilities provided for drinking water is good. But it is inadequate and
they rated this aspect as low. So the drinking water facility needs major improvement.

2. Facilities for sitting and Rest rooms:

As the workmen will be tired by doing the work and they need some place
other than the canteen fir them to relax in a pleasant environment in the factory
vicinity, so the rest rooms needs proper care and facilities provided by the company
needs some serious improvements.
3.Educational Allowance:

It is a good sign for the company that so many workers are there
who are eager to study and improve their knowledge but such kind
of facilities are not being provided by the company. The workers have
rated this aspect the lowest. So the facility should not be restricted to
higher education rather increased to graduation level.

4.Quantum death fund:

Amounts towards benefit of deceased workmen family should be

provided with in a short period of time and necessary steps should be taken
to provide employment for one of the person in the family.

5.Recreation facility:

These facilities are very much needed to build up motivation and

good relation among the workers. So these should be taken into
consideration which will in turn develops faith of a worker towards
management.
6.Canteen:

The workers rate the canteen facility as satisfactory and they recommended
for their clean maintenance of the environment.

7. Management should maintain more healthy relations with the workers as it

results in more orientation of worker towards work and motivated him to put
his maximum efforts towards the productivity.

8. The training given is not effective in eliminating production wastage. So better

training facility should be provided.

9. Good communication and mutual trust in the organization must be

developed. Recognition should be given inherent worth and dignity of individual.

10. Company shall develop openness regarding facilities policies and welfare
measures provided for workers should be made aware of it.
QUESTIONNEIRE
 QUESTIONNEIRE
1. NAME:

2. AGE:

3. QUALIFICATION:

4. DEPARTMENT/GRADE:

5. DESIGNATION:

6.Are you aware of all welfare activities in the memorandum of settlement?

1. Yes 2.No

7. Do you have knowledge of all the statutory welfare activities provided to?
1. Yes 2.No

8. Are you satisfied with non-statutory welfare activities provided by the

company?
1. Yes 2.No

9. Do the company makes adequate provisions for ensuring safety of the

workmen?
1. Yes 2.No

10. How is your relation and communication towards your superior?

1. Yes 2.No

11. Are you satisfied with requirements provided by the company?

1. Yes 2. No 3. Not known

12. Do you have a good and safe working environment?

1. Yes 2. No

13. Are you satisfied with the educational facilities provided by the company?
1. Yes 2. No
 14. Are you receiving the following allowances?

House rent allowance

Dearness allowance
Acting allowance
Night/late shift allowance
Lunch allowance
Conveyance allowance

1.Yes 2.No

15. Have you taken any loan from co-operative societies in ANANTHA ?

1.Yes 2.No

16. Are you satisfied with facilities provided to you?

Annual leave
Sick leave
Casual leave
Accidental leave
Holidays

1.Yes 2.No

17. Did the company give the leave whenever you want ?

1.Yes 2.No

18. How do you feel about the canteen facilities?

Excellent Good Average Bad Worst

Quality:

Neatness:

Timings:
19.Do you need any changes in the menu of the food in canteen?
1. Yes 2. No

If yes specify the need:

20.Are you receiving traveling allowances on companies business?

1. Yes 2. No

21.Are you satisfied with grievance procedure?

1. Yes 2. No

22.Are you satisfied with following environmental facilities?

Excellent Good Average Bad Absent

Drinking water:

Ventilation:

Temperature:

Restrooms:

First-aid box:

Ambulance:

Welfare officer:

Bathrooms:

Stipulation to avoid:
Overcrowding:
Washing facilities:

23.Do you need any training whenever a new machine is planted/replaced?

1. Yes 2. No

24. Are you satisfied with quantum death fund given by the company
when the death occurs during the service?
1. Yes 2. No 3. not known

25.Did you get any good attendance award from the management?
1. Yes 2. No
26.Are you feeling satisfied about recreation facilities provided by the
Organization?
1. Yes 2. No

27. Is any improvement requiring in overall welfare facilities?

1. Yes 2. No

28.Are the employees motivated by the welfare activities provided by the

company?
1. Yes 2. No

29.Do you agree that the trade unions play a major role in providing the
benefits to the workmen?
1. Yes 2.No

30.After enjoying maximum benefits, what is your contribution to your

organization?
1. Yes 2.No
 BIBLIOGRAPHY

BHAGOLIWAL.T.N : ECONOMICS OF LABOUR

INDUSTRIAL RELATION

MALIK.P.L : INDUSTRIAL LAW

MURTHY.M.V : PRINCIPLES TO LABOUR

WELFARE

SARMA.A.M : ASPECTS OF LABOUR

WELFARE & SOCIAL
SECURITY.