49687426 Employee Welfare

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A STUDY OF EMPLOYEE WELFARE AT

SU-KAM POWER LTD. BADDI [SOLAN]

PROJECT REPORT

Submitted to the L.R. Institute of management in partial fulfillment of

the requirement for the degree of Master of Business Administration

(2009-2011)

SUPERVISED BY: SUBMITTED BY:

SUDHIR SHARMA

MBA 4th

semester

Roll No: 1419


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CONTENTS

CHAPTER TITLE PAGE(S)

i) LIST OF TABLES

ii) LIST OF FIGURES

iii) ANALYSIS AND INTRAPRETATION

iv) SUMMARY, CONCLUSION AND

SUGGESTION

BIBLOGRAPHY

ANNEXURE


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LIST OF TABLES

TABLE NO. TITLE

3.1 Classification of respondent on basis of demographic factors3.2 Response towards conduction of welfare programmes

3.3 Response towards awareness of the welfare programmes

3.4 Respose towards avalibility of the welfarefacilities

3.5 Implementation of labour law

3.6 Response towards the kind of medical facilities

3.7 Response towards the health facilities

3.8 Response towards the kind of health facilities

3.9 Response towards using employee information as an input for

conducting welfare programmes3.10 Response towards introduction of new strategy

3.11 Responses towards the involvement of technology expert as

faculty

3.12 Response towards providing maternity benefits

3.13 Response towards the occuranc of accident in organisation

3.14 Response towards providing benefits to the dependent of

employee

3.15 Response towards the safety measure3.16 Response towards the kind of safety measure

3.17 Attitude of the respondents towards medical facilities

3.18 Attitude of respondents towards health facilities

3.19 Attitude of the respondents towards social security

3.20 Attitude of the respondents towards safety measure

LIST OF FIGURES

FIGURENO. TITLE

3.1(a) Classification of the respondent according to their designation

3.2(b) Classification of the respondent according to their age-group

3.3(c) Classification of the respondent according to their salary

3.2 Response towards conduction of welfare programmes

3.3 Response towards awareness of the welfare programmes


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3.4 Respose towards avalibility of the welfarefacilities

3.5 Implementation of labour law

3.6 Response towards the kind of medical facilities

3.7 Response towards the health facilities

3.8 Response towards the kind of health facilities3.9 Response towards using employee information as an input for

conducting welfare programmes

3.10 Response towards introduction of new strategy

3.11 Responses towards the involvement of technology expert as faculty

3.12 Response towards providing maternity benefits

3.13 Response towards the occuranc of accident in organisation

3.14 Response towards providing benefits to the dependent of employee

3.15 Response towards the safety measure

3.16 Response towards the kind of safety measure3.17 Attitude of the respondents towards medical facilities

3.18 Attitude of respondents towards health facilities

3.19 Attitude of the respondents towards social security

3.20 Attitude of the respondents towards safety measure

3.21 Attitude of respondents towards welfare facilities

CHAPTER-1

INTRODUCTION

1.1 Theoretical Background

Welfare provides the satisfaction to the employee that increases their

productivity. This is the responsibility of the organization to provide the benefits to

the employees. If employees are satisfied, it increases the productivity of the

employees and also provides the growth to the organization. Now a day employees

are considered as a valuable assets of the organization if these assets are glossed

over, it leaves an adverse impact on the growth of the organization. Growth and

development of the organization is directly proportionate to the welfare of the


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human power. So the employee welfare is one of the important elements of the

organization. Welfare aim is to increase the productivity in an organization.

Welfare always has a positive impact on the relationship between management and

employees. Welfare is an important function of the HR department. Every

department in an organization formulates their objective in accordance with the

organization objectives and to achieve those objectives strategies are formulated.

HR strategy follows organizational strategy with some interactive linking.

This project investigated the welfare programmes adopted by the SU-Kam

Baddi (Solan) and the main criterion is to study the degree of satisfaction of

employee and the awareness about the welfare programmes.

Welfare provide the satisfaction to the employees the increase their productivity.

And training is one of the welfare activities in the press. Training refers to the act

of increasing the knowledge and skills of an employee for doing a particular job.

Training implies activities that teach employees how to perform their jobs better.

Selecting people of quality with caliber and potential is not enough in todays

competitive world. They need to be trained and groomed to make bloom and

contribute their best. After a person is selected and appointed to the position or job

for which he was selected, the next task for the manager is to see that he adjusts

himself in the job as quickly as possible so that he may be able to perform his job

efficiently and successfully. He may be in the need of some training to sharpen his

knowledge and skills so that he may perform his job well.

Even experienced employees with a long service need to improve their

knowledge and skills so as to perform their job in a more efficient way. They also

need to update their knowledge and acquire improved skills to retain and improve

their position in the organization. They also need to be groomed and development

to meet their future responsibilities and to reach higher levels of managerial

positions. All this required consistent and continuous programmes of training and


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development. It is responsibility of the personnel department to devise a

continuous and proper training and development programmes to fulfill enterprise

present goals and future needs.

1.2 Labour welfare

Oxford dictionary defines labour welfare as efforts to make life worth

living for the workmen

Employee welfare has several advantages of its own which are highlighted

as follows:

Increase productivity

Reduction in the level of supervision

Increase organizational stability and flexibility

Increase job satisfaction and moral among employees

Increased employee motivation

Increased efficiency in processes, resulting in financial gain

Increase capacity to adopt new technologies and methods

Increased innovation in strategies and products

Reduced employee turnover

The primary and the most essential objective of welfare is to develop

that knowledge and those skills and attitudes, which contribute to the

welfare of the company and the employees.


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Welfare aims at making the employees more effective and

productivity in their potential for higher job.

To give experience to philanthropic and paternalistic.

To win over employees loyalty and increase their moral.

To combat trade unionism and socialist ideas.

To built up stable labour force, to reduce labour turnover and

absenteeism.

To developed efficiency and productivity among workers.

To save oneself from heavy taxes on surplus

To reduce the threat of further Govt. intervention profits.

Employee welfare and what are the different bodies &agencies that provide

the welfare facility and what are the labour laws that are provided by the Govt. for

the welfare of the employee.

Employee welfare or labour welfare is a comprehensive term including

various service benefits and facilities offered to employee by the employer.

According to Dr.Parandikar, labour welfare work is a work for improving

the health safety and general well being and the industrial efficiency of the workers

beyond the minimum stand red lay down by labour legislation.

The employees welfare amenities and extended in addition to normal wages

and other economics rewards available to employees as per legal provisions.

1.2(a) Importance of welfare


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The significance of welfare measure was accepted as early as 1931, when

the royal commission on lanour stated the benefits are of great importance to the

worker which he is unable to secure by himself. The scheme of labour welfare may

be regarded as a wise investment because these would bring a profitable return in

the form of greater efficiency.

The working environment in a factory adversely affects the health of

employees because of employees because of excessive heat or cold, noise, downs,

fumes, dust and lack of sanitation and pure air. Such oppressive condition creates

health problems for workers.

1.3 Purpose of the Labour Welfare

1. Enable workers to have a richer and more satisfaction life.

2. Raise the standard of living of the worker by indirectly reducing the burden

on their pocket. Welfare measures will improve the physically or

psychologically health of the workers, which in turn, will enhance their

efficiency and productivity.

3. Absorbs the shocks injected by industrialization and urbanization on

workers.

4. Promotes a sense of belonging among workers, prevention them from

resorting to unhealthy practices like absenteeism, labour turnover etc.

5. Welfare makes the service in mills more attractive to workers. it improve the

relation between employers and employees, it promotes a real change of

heart and a change of outlook on the part of both the employers and

employees


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6. Prevents social evils like drinking, gambling, prostitution etc, by improving

the material social and cultural condition of work. Congenial environment as

a result of welfare measure will act as a deterrent against such social evils.

1.4 Types of welfare facilities

1. Intramural activities:-

Which are provide within the establishment such as latrines and

urinals, crches, rest room, canteens, uniforms, library, medical aid,

subsidized food, shift allowance etc.

2. Extramural activities :-

Which are undertaken outside the establishment such as family

planning child welfare cooperative stores, credit societies, vocational

guidance, holidays hones, leave travel facilities, transport to and from the

place of work etc.

1.5 Agencies for welfare work

1. Central Govt.:- the central govt. tries to extend its helping hand through

various covering the safety health and welfare of workers.

The Factory Act 1948,

The Mines Act1952

Shipping Act1948

ESI Act 1948etc.


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2. State Govt.:- Govt. in different states and different territories offer welfare

facilities to workers. In Assam a statutory welfare fund is created for

offering medical educational recreational and other facilities of plantation

workers. In Gujarat, Maharashtra, Punjab, Karnataka, labour welfare center

are administrated by welfare boards.

3. Employers:- Enlightened employers life TISCO, Hindustan lever, Godrej,

L& T, Siemens, Voltas Philips, HMT,LIC, BHEL, have undertaken welfare

activities in the interest of workers. The Management of the TISCO runs a

well equipped hospital in Jamshedpur, supported by health centers and

dispensaries, clubs, reaches, canteens; schools are also set up by TISCO for

the benefits of workers.

4. Trade union: - The contribution of trade unions in India towards labour

welfare activities is not significant. Poor finances, multiple unionisms often

come in the way of undertaking labour welfare work enthusiastically.

There are certain exception to this like the Ahemdabad textile labour

association, Mazdoor Sabah of Kanpur, Railway mens union and the Indian

federation of labour these labour organization provide the welfare facilities

to workers such as running schools libraries sports another , cooperative

stores, recreation and cultural centers, legal cells , labour journals etc.

5. Others Agencies: - In addition to the above social service organizations

such as the Bombay Social Services League, Seva Sedan societies of


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Bombay Women Institution in West Bengal, Assam Seva Samity, Y.M.C.A.

etc also provide services to working class on a voluntary basis.

6. Labour Bureau Shimla:-it is one of the main agencies carrying out

research studies and surveys on labour journal (monthly) and the Indian

labour year book the Indian labour statistic and the pocket book of labour

statistics published annually.

The bureau also started bringing out annual reports on the working of

some of the labour laws. The bureau has also started bringing out a monthly

news letter under the caption labour intelligence since July 1984. The news

latter gives latest available data on industrial disputes fixation and revision

of minimum wages and the list of latest survey reports brought out by the

bureau.

7. National Labour Institute New Delhi:-the institute was established by the

Government of India, Ministry of Labour is registered as a society under the

societys registration act 1860.

The institution started functioning in July1974. The objects of the

institute include promotion of research, education consultancy and

publication activities. The regular publication of the institute are a quarterly

journal national labour institute bulletin a monthly publication awards

digest, and a big monthly publication shram- vidhm. The last two journals

publish gists of decision and awards given by labour courts, high courts and

Supreme Court on various labour issues.


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1.6 Principals of Labour Welfare Services

1. The services should satisfy real need of the workers this means that the

manager should first determined what is the employees real need with the

active participation of workers. In one case a company manager who had a

bias for sports purchased all sport facilities and hired a sport purchased all

sports director without consulting workers. But when the whistle was blown

to play the ball nobody wanted to play.

2. The service should be such as can be handled by cafeteria approach due to

the difference in sex, age, marital, status number of children, type of job

and the income level of employees there are large differences in type heir

choice of a particular benefit. Hence it is suggested that a package total

value of benefits should be determines and the selection of the mix of

benefits should be left to the choice of each individual employee.

3. The employer should not assume a benevolent posture.

4. The cost of the services should be calculable and its financing established on

a sound basis.

5. There should be periodic assessment or evaluation of the service and

necessary timely improvement on the basis of feed back.

1.7 Machinery connected with Labour Welfare


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1.Chief Inspector of factories:-It is the duty of the chief inspector of the

factory (who generally works under the administrative control of labour

commissioner in each state)to ensure enforcement of various provisions of

the Factories Act in respect of safety health and welfare of worker.

2.Central Labour Institution:-The institution was set up in the 1966 in

Bombay to factories act 1948 to provide the centre of information for

inspector, employer, workers and other concerned with the well being of

industrial labour and to stimulate interest in the application of the principles

of industrial safety, health and welfare.

The institution has the following wing:-

Industrial safety health and welfare

Centre Industrial hygiene laboratory

Productivity centre

Staff training centre

Industrial psychological section

Industrial physiology section

3.Director General of Mines safety:-The director general of mines safety

enforces the mines act 1952. He inspects electrical installation and


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machinery provided in the mines and determines the thickness of barriers of

2 adjacent mines in order to prevent spread of fire and danger of inundation.

He also investigates accident and conduct industry hygiene surveys. He is

entrusted with the power of prosecution in case of violation of statutory

provision.

4.National Safety Council: - The national safety council was set up on 4th

march 1966 in Bombay at the initiative of the union ministry of labour and

responsibilities Govt. of India as an autonomous national body with

objective of generation and sustaining of safety awareness at the national

level. The affairs of the council are managed by a Board of the Govt. which

has 51 members besides the chairman who is nominated by the Govt. of

India.

The director general who is also the secretary of the board of governs

is the chief executive of the council.

1.8 LABOUR LAWS

1.8 (a) THE FACTORIES ACT, 1948

For the employees welfare there is the Factories act 1948. Factories act 1948

provide the health safety and welfare facilities to the employees.

Scope of the act the factories act 1948, extends to the whole of India, except

state of Jammu and Kashmir (Section 1)


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Interpretation section2 of the factories act 1948 defines the following terms

and expression as used in the act. It says unless there is anything repugnant in the

subject or contest (Section 2)

a. Adult means a person who has completed eighteenth year of age.

b. Adolescent means a person who has completed his fifteenth year of age but

not completed his eighteenth year.

c. Calendar year means the periods of twelve months beginning with the first

day of January in any year.

d. Child means a person who has not completed his fifteen year of age.

Approval, licensing and registration of factories (Section 6)

Inspectors section8(1)lays down that the state government may by

notification in the official gazette, appoint inspector for the purposes

of this act only such persons who possess the prescribed qualifications

may be appointed inspectors the state government may assign to the

inspector such local limits as it thinks fit. (Section 8)

Powers of the inspectors (Section9)

Health facilities under section (11-20)

Provides that there should be cleanliness in the factory (Section 11)

Disposal of the waste and effluents (Section 12)

Ventilation and temperature (Section 13)

Dust and fume (Section 14)


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Artificial humidification (Section 15)

Overcrowding (Section 16)

Lighting (Section 17)

Drinking water (Section 18

Latrines and urinals (Section 19)

Spittoons (Section 20)

Safety facilities under section (21-41)

Fencing of the machinery (Section 21)

Work on near machinery in motion (Section 22)

Employments on dangerous machines (Section 23)

Striking gear and devices for cutting of power (Section 24)

Self acting machines (Section 25)

Casing of new machinery (Section 26)

Prohibitions of employment of women and children near cotton openers

(Section 27)

Hoists and lifts (Section 28)

Lifting machines, chains, ropes and lifting tackles (Section 29)

Revolving machinery (Section 30)


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Pressure plant (Section 31)

Floors stairs and means of access (Section 32)

Pits, sumps, opening in floors, etc. (Section 33)

Excessive weights (Section 34)

Protection to eyes (Section 35)

Preventions against dangerous fumes, gases, etc. (Section 36)

Explosive or inflammable, dust, gas etc. (Section 37)

Precaution in case of fire (Section 38)

Power to require specifications of defective parts or test of liability (Section

39)

Safety of building and machinery (Section 40)

Maintenance of buildings {Section 40(a)}

Safety officers {Section 40(b)}

Power to make rules to supplement this chapter (Section 41)

Welfare facilities under section (42-50)

Washing facilities (Section 42)

Facilities for storing and drying clothing (Section 43)

Facilities for sitting (Section 44)


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First -aid appliances (Section 45)

Canteens (Section 46)

Shelters, restrooms and lunch rooms (Section 47)

Crches (Section 48)

Welfare officer (Section 49)

Power to make rules to supplement this chapter (Section 50)

Working hours of adult

Weekly hours (Section 51)

Weekly holidays (Section 52)

Compensatory holidays (Section 53)

Daily hours (Section 54)

Intervals for rest (Section 55)

Night shifts (Section 57)

Prohibition of overlapping shift (Section 58)

Extra wages for over time (Section 59)

Notice of period of works for adults (Section 61)

1.8 (b) The Employees State Insurance Act, 1948


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Many important social security schemes had been introduced in our country before

independence. The urgency of such schemes has been more badly felt after world-

war II. Social security of such schemes has been more badly by a self balancing

scheme of social security to the workers of an industry can be provided of the two

methods. Social security measures adopted in any country or a can be said to be

dependent upon a number of factors viz., population , economic resources standard

of living , availability of technical experts and developments of industry. The

workmens compensation act though designed to protect and safeguard the interest

of the labour insurance act was first of such measured adopted in India to provide

for social insurance to the labourers. Many others fields of social insurance like

health and unemployment are still left untouched.

Corporation standing committee and medical benefit council

Tells the application and scope of the act (Section 1)

Establishment of employees state insurance corporation (Section 3)

Constitution of corporation (Section 4)

Term of office of member of the corporation (Section 5)

Eligibility for re-appointment or re-election (Section 6)

Authentication of orders, decisions etc (Section 7)

Constitution of standing Committee (Section 8)

Terms of office of members of standing Committee (Section 9)

Medical Benefit Council (Section 10)


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Resignation of membership (Section 11)

Cessation of Membership (Section 12)

Disqualification (Section 13)

Filling of vacancies (Section 14)

Fee and allowances (Section 15)

Principal Officers (Section 16)

Staff (Section 17)

Power of the Standing Committee (Section 18)

Corporations Power to promote measures for health etc., of insured Persons

(Section 19)

Meetings (Section 20)

Supersession of the Corporation and Standing Committee (Section 21)

Duties of Medical Benefit Council (Section 22)

Duties of Director General and the Financial Commissioner (Section 23)

Validity of the act of the corporation etc (Section 24)

Regional Boards, Local Committees, Regional and Local Medical Benefit

Councils (Section 25)

Finance and audit

Employees State Insurance Fund (Section 26)


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Expenses from the fund (Section 28)

Administrative expenses (Section 28-(A))

Holding of Property etc(Section 29)

Vesting of the property in the Corporation (Section 30)

Budget Estimates (Section 32)

Accounts (Section 33 )

Audit (Section 34)

Annual report (Section 35)

Budget etc to be placed before Parliament (Section 36)

Valuation of assets and liabilities(Section 37)

Benefits

Provide the Benefits (Section 46)

Sickness benefit (Section 49)

Maternity benefit (Section 50)

Disablement benefit (Section 51)

Dependants benefit (Section 52)

Bar against receiving or recovery of compensation or damages under any

other law (Section 53)


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Determination of question of disablement(Section 54)

Review of decisions by Medical Board or Medical appeal Tribunal (Section

55)

Medical benefit (Section 56)

Scale of Medical Benefit (Section 57)

Provisions of medical treatment by State Government (Section 58)

Establishment and maintenance of hospitals etc., by corporation (Section 59)

Benefit not assignable or attachable (Section 60)

1.8 (c) THE MINIMUM WAGES ACT, 1948

Object of the actthe minimum wages act was passed for the welfare of labours.

This act has been enacted to secure the welfare of the worker in a competitive

market by providing for minimum limit of wages in certain employment.

WAGES- wages means all remuneration, capable of being expressed in terms of

money, which would if the terms of the contract of employment ,express or

implied , were fulfilled be payable to person employed in respect of his

employment or of work done in such employment and includes house rent

allowance.

Fixation of minimum rates of wages section 3 lay down that the appropriate

government shall be empowered to fix the minimum rates of wages in the manner

prescribed under this act (Section 3).


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Procedure for fixing and revising minimum wages (Section 5)

Advisory board (Section 7)

Central advisory board (Section 8)

Composition committees etc.( Section 9)

Correction of error (Section 10)

Wages in kind (Section 11)

Payments of minimum rates of wages Section 12 ()

Fixing hours of normal working day etc (Section 13)

Overtime (Section 14)

Wages of worker who work for less than normal working day (Section 15)

Wages for two or more class of work (Section 16)

Minimum time- rate of piece work (Section 17)

Maintenance of registers and records (Section 18)

Inspectors (Section 19)

Claims (Section 20)

Single application in respect of a number of employees (Section 21)

1.8 (d) THE PAYMENTS OF WAGES ACT, 1936


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Introduction- The need to protect the wage earn by the worker had been felt

from the early years of the twentieth century, but it was as early as 1925 that a

private bill called the weekly payment bill was for the first time introduced in the

legislative assembly.

The Royal Commission on labour in India made some valuable

recommendations. The present act ids most based on those recommendations.

Payment of wages and deduction from wages

Responsibilities for payment of wages (Sections 3)

Fixation of wages period (Section 4)

Times of payment of wages (Section 5)

Wages to be paid in current coins or currency notes (Section 6)

Deduction which may be made from wages (Section 7)

Fines (Sections 8)

Deductions for absence from duty (Section 9)

Deduction for damages or loss (Section10)

Deduction for services rendered (Section11)

Deduction for recovery of advance (Section 12)

Deduction for recovery of loans (Section 12-A)

Deduction for payment to co-operative and insurance schemes (Section 13)


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Inspectors (Section 14)

Authority to hear claims (Section 15)

Single application in respect of claims for unpaid groups (Section 16)

Appeal (Section 17)

Power of authorities appointed under section15 (Section 18)

1.8 (e) THE MATERNITY BENEFIT ACT, 1961

This act was made for the protection of the female employees in the organization.

For a woman to be a mother is a natural phenomenon. So this act gives some

benefits to the women.

Extent and commencement (Section 1)

Application (Section 2)

Definition (Section 3)

Employment of, or work by woman prohibited during certain period

(Section 4)

Right to payment of maternity benefit (Section 5)

Notice of claim for maternity benefit and payment thereof (Section6)

Payment of maternity benefit in case of death of a woman (Section 7)

Payment of medical bonus Section 8 ()

Leave for miscarriage (Section 9)


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Other leaves (Section 10)

Nursing breaks (Section 11)

Dismissal during absence of pregnancy (Section12)

Deduction of wages (Section13)

Appointment of inspectors (Section 14)

Powers and duties of inspectors (Section 15)

Inspectors to ne public servants (Section 16)

Powers of the inspector (Section17)

Forfeiture of maternity benefit (Section 18)

1.9 Labour Welfare Officer

The Factories Act 1948, the Mines Act 1951, The Plantation Labour Act

1951 provided for the appointment of a labour welfare officer if the number of

works employed within a unit exceeds 500(300as per the plantation act). The post

has been created specifically to

Eliminate the malpractices of the jobber system in the recruitment of labour

Improve labour administration in factories

Serve as liaison with the state labour commissioner.


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The duties and responsibilities of a labour welfare officer may be

summarized thus (central welfare officers rules 1951)

1. Advisory:-He can advise and suggest the formulation of company labour

police promote training programmes, promote welfare schemes; secure

housing recreational and educational facilities for workers etc.

2. Service oriented:-He can offer help to workers in solving family and

personal problems in adjusting to work environment, in understanding

their rights and privileges in forwarding application for lease etc.

3. Supervisory:-He can supervise, inspect and regulate welfare health and

safety programs working of joint committees and paid vacations.

4. Functional:-He can oversee the implementation of labour laws for the

benefits of workers.

5. Policing:-He can forward workers grievances to management, can

influence industrial relation climate when disputes arise can restrain

workers and management from resorting to illegal strikes and locks outs.


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6. Meditation:-He can mediate and build harmony between labour and

management secure speedy redressed of workers grievance, settle

disputes through persuasive efforts, maintain a neutral stance during

strikes and lockouts and thereby help in resolving troubling.

1.10 INTERNATIONAL LABOUR ORGANISATION (ILO)

The International Labour Organization was born on April 19, 1919 as a

result of the peace conference convinced at the end of world war-I at Versailles. As

an original signatory to the treaty of peace India became a member in 1919. In

1946 when the united nation organization came into being the ILO became the first

specialist agency of the organization. Also known as the declaration of

Philadelphia.

1.10 (a) Objectives of the ILO

1. To achieve full employment and to raise the standard of living.

2. To provide employment and to raise the standard of living; can have the

satisfaction of giving the fullest measure of their skill and make their

contribution to the common well-being.

3. To provide facilities for the training and transfer of labour.

4. To formulate polices in regard to wages and earnings, bonus and other

conditions of work calculated to ensure a just share of the fruits of

progress to all and minimum living wages to all employed and in need of

protection.


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5. To get effective recognition of the right of collective bargaining , co-

operation of management and labour in continuous improvement of

productivity efficiency and collaboration of workers and employers in

social and economic measure.

6. To extend social security measure to provide a basic income to all in

need of such protection and comprehensive medical.

7. To adequately protect the life and health of workers in all occupation.

8. To provide child welfare and maternity protection.

9. To provide adequate nutrition, housing and facilities for recreation and

culture.

10. To assure equality of educational and vocational opportunity.

1.10 (b) Body of ILO

1. The International Labour Officer:-In this the director general

appointed by the governing body for the 10 year. He has 2 deputy

general.6 assistant director general.1director of the international institute

of labour studies. 1director of international centre of advanced technical

ad vocational training. Advisers. Chief of division and other staff drawn

from various countries.


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The Governing Body:-The governing body is a tripartite body consisting

56 member. 28 members are the represented of the government. 14 are the

employers and 14 are the workers. The period of this body is three years.

2. The International Labour Conference:-This is tripartite in composition

and meets at least once every year.

1.10 (c) Functions of the ILO

1. It trains people in solving labour problems in their countries.

2. It fives expert advice to member countries in making plans for improving

their labour conditions.

3. It organizes regional conferences every year.

4. It carries out research and study on labour problems thought out the world

and publishes its findings in the forms of books and magazines.

5. Passes conventions and makes recommendations on labour matters every

year which are then considered by the government of members countries for

adoption.

1.10 (e) Evaluation of Welfare Programmes

Evaluation of welfare programmes is very important not only from the point

of improving welfare activity but also to help the participant employee and

employers to function more effectively. Evaluation can be involving the total

programmes or it can be partial aiming at appraisal of some salient aspects.


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Purpose of evaluation of welfare

To find out the extent to which the objective of a programme have been

achieved.

To examine if the course contents are relevant and fulfilling the objectives.

To assess the efficacy of the training methods and to improve the same.

To study the extent of participation by the employees.

To study the entire programmes from the cost effectivenesss point of view.

To check whether the instructions are conducted in a manner consistent with

the system as it is planned and designed.

One of the important steps in the welfare process is the establishment of the

welfare needs. Welfare needs are needs are identified when a gap exists between

the true requirement of a given job the present capabilities of the incumbent. When

an organization realizes that there is need of welfare programme. There are many

method of employee welfare and choosing the most appropriate one is essential to

have best result. If a new process or strategy is introduced in an organization,

manpower is required to handle it appropriately.

Thus the welfare gives the benefits not only to the employees but also the

organization. Employee welfare is overall development.

1.11 WORKERS EDUCATION IN INDIA

With the growth of our labour movement and the far reaching technological

changes taking place in our industry the occupational civic and political


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responsibilities of our workers have very much increased. To enable them to

discharge these responsibilities education programs are various types and contents

have become an imperative need today. It is rightly believed that without such

programmes our workers will not be able to boldly meet the challenges of the high

tech. industrial society which is likely to emerge in the 2000 A.D. if we add this

prospect the present trend towards shorter working hours and longer paid holiday

the important of workers education ad a method of utilization of spare time further

increase. The first important document to express the need for educating workers

in trade union phial and methods was our second five year plan. As a result the

Govt. of India setup in 1958 a semi autonomous body called the Central Board of

Worker Education (CBWE)

1.11(a) Objectives of Worker Education

1. To develop stronger and more effective trade union through better trained

officials and more enlightened members.

2. To develop leadership from the rank and file and to promote the growth of

democratic process in trade union organization and administration.

3. To equip organized labour to take its place in democratic society and fulfill

its social and economic responsibilities and

4. To promote among workers a greater understanding of the problems of their

economic environment and their privileges and obligations as union

members and officials and citizens

CHAPTER-3

ANALYSIS & INTERPRETATION


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An attempt has been made is the present chapter to analyze the

awareness and satisfaction level of the respondents towards welfare

facilities.

The analysis has been divided into two sections.

A. Study the respondents on the basis of demographic factors

B. Study the awareness of the employee regarding the welfare

facility

C.Study the satisfaction level of the employees


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INDECATORS JOB

INVOLVEMEN;

PERCENTAGE OF JOB

INVOLVEMENT

YES

NO

UNCERTAIN/M

AY BE

YES 38 76%

NO - -

UNCERTAIN/MAYBE

12 24%


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A good number of employees (76%) feel totally involved in their

job which is good sign for the company as job involvement

increase productivity.24% of employees are uncertain about level

of involvement at work


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JOB SATISFACTION:-

OPTIONS RESPONSES PERCENTAGE

(%)

YES(1) 42 84%

NO() - -

UNCERTAIN/MAY

BE(3)

8 16%

PERCENTAGE OF JOB SATISFACTION

YES

NO

UNCERTAIN/MAY

BE

Job satisfaction is one of the most important aspects in

Quality of Work Life.

Majority of the employees (84%) are satisfied with the

nature of job.


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While only 16 % feels that, company can do better to

enhance the level of satisfaction among its employees. And

are neither satisfied nor dissatisfy

DIMENSIONS

ADEQATE AND FAIR

COMPENSATION:-

OPTIONS RESPONSES PERCENTAGE (%)

YES(1) 39 78%

NO() - -

UNCERTAIN/MAY BE(3) 11 22%

ADEQATE & FAIR COMPENSATION

YES

NO

UNCERTAIN/MAY BE


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A considerable number of employees are satisfied with level

of salary and additional benefits, though there are few employees

who are uncertain and not fully aware of compensation policies.

HEALTH AND SAFETY:-


YES(1) 37 74%

NO() - -


HEALTH AND SAFETY

YES

NO

UNCERTAIN/M

AY BE

About 74% of the employees are satisfied with the health

and safety conditions in the company, while rests are quite

uncertain about it.


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Only 82% employees are happy with the position of work-life

balance. However, 18% of the employees at times not finding it

easy to strike a balance between their work life and personal life.

OPPORTUNITIES FOR CAREER

GROWTH:-


YES(1) 33 66%

NO() 5 10



GROWTH

YES

NO

UNCERTAIN/M

AY BE


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This includes factors like career development, learning,

experimentation, use of skills and personal development etc.

Most of the employees (66%) are satisfied with the kind of

opportunities they get in the organization for their

development.

While there are employees (10%) who, at times feel that the

company should provide facilities like counseling, training etc.

RELATION WITH CO-

WORKERS:-


YES(1) 39 78%

NO() - -


RELATION WITH CO-WORKERS

YES

NO

UNCERTAIN/MA

Y BE


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Most of the employees are very satisfied and happy with the

relationship they share with their co-workers.

However few employees feel that they may or may not have

cordial relations with others and hence they are neither

satisfied nor dissatisfied with the relations.

PROMOTIONAL AVENUES:-


YES(1) 36 72%

NO() - -


PROMOTIONAL AVENUES

YES

NO

UNCERTAIN/MA

Y BE


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72% of employees are satisfied with the promotional

avenues.

Good opportunities of promotions are the source of job

satisfaction to the employees.

Few employees feel that the promotion policies of the

organization are not clear to them

OVERTIME:-


YES(1) 3 6%

NO() 28 56


OVERTIME

YES

NO

UNCERTAIN/MA

Y BE


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56% employees not work beyond their usual schedule, 38%

of employees have to do overtime, but they are paid for this and

they find their work interesting.


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WORKING ENVIRONMENT:-


YES(1) 27 54%

NO() 23 46%

UNCERTAIN/MAY BE(3) - -

WORKING ENVIRONMENT

YES

NO

UNCERTAIN/MAY

BE

52% and 46 % responses are good and satisfactory

respectively. And by this we can analyze that working condition in

organization is remarkable.

Employees are satisfied by physical environment, social

environment, and mental environment.


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ADUQATE AND FAIR

COMPENSATION:-


YES(1) 39 78%

NO() - -


ADEQATE & FAIR COMPENSATION

YES

NO

UNCERTAIN/M

AY BE

A considerable number of employees are satisfied with level

of salary and additional benefits, though there are few employees

who are uncertain and not fully aware of compensation policies.


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HEALTH AND SAFETY:-


YES(1) 37 74%

NO() - -


HEALTH AND SAFETY

YES

NO

UNCERTAIN/M

AY BE

About 74% of the employees are satisfied with the health

and safety conditions in the company, while rests are quite

uncertain about it.


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WORK LIFE AND PERSONAL

LIFE:-


YES(1) 41 82%

NO() - -


WORK LIFE AND PERSONAL LIFE

YES

NO

UNCERTAIN/M

AY BE

Only 82% employees are happy with the position of work-life

balance. However, 18% of the employees at times not finding it

easy to strike a balance between their work life and personal life.


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GROWTH:-


YES(1) 33 66%

NO() 5 10



GROWTH

YES

NO

UNCERTAIN/M

AY BE

This includes factors like career development, learning,

experimentation, use of skills and personal development etc.

Most of the employees (66%) are satisfied with the kind of

opportunities they get in the organization for their

development.


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While there are employees (10%) who, at times feel that the

company should provide facilities like counseling, training etc.

RELATION WITH CO-WORKERS:-


YES(1) 39 78%

NO() - -


RELATION WITH CO-WORKERS

YES

NO

UNCERTAIN/MA

Y BE

Most of the employees are very satisfied and happy with the

relationship they share with their co-workers.

However few employees feel that they may or may not have

cordial relations with others and hence they are neither


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satisfied nor dissatisfied with the relations promotional

revenue.

OVERTIME:-


YES(1) 3 6%

NO() 28 56


OVERTIME

YES

NO

UNCERTAIN/MA

Y BE

56% employees not work beyond their usual schedule, 38%

of employees have to do overtime, but they are paid for this and

they find their work interesting.


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Classification of Respondents According To the Salary

Fig 3.3(c)

10%6%

84%

4000-12000

4400-150005000-20000

Table 3.1 depicts the classification of the respondents on the basis of salary. A

glance into the table clearly defines that majority of the respondents 84 percent are

getting salary ranging from 4,000-12,000 and 10 percent of the respondents are

getting salary ranging 44,00-15,000 whereas 6 percent of the respondents get the

salary ranging from 5,000-20,000.

Hence it is concluded that majority of the respondents are getting the salary

ranging 4,000- 12,000.


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Section- B

In this part an attempt has been made to study the awareness of the employeesregarding various welfare facilities which is depicted below:

1. Are the welfare programmes conducted by your organization?

Table 3.2

Response towards conduction of welfare programmes

Sr. No Responses No. of Respondent Percentage

1 Yes 34 682 No 16 32

3 Total 50 100

Source: Data collected through questionnaire

Fig 3.2

Response towards conduction of welfare programmes

68%

32%

YES

NO

Table 3.2 shows the response of respondents towards welfare programmes.

Majority of the respondents that is 68 percent said that welfare programmes are

conducted in the organization, whereas 32 percent said that no such programmes


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are conducted in the organization. Hence it is concluded that majority of the

respondents said that welfare programmes are conducted by the organization.

2. Are the employees aware of the welfare programmes conducted in

the organization?

Table 3.3

Response towards awarness of the welfare programmes


1 Some time 19 38

2 Never 17 343 Always 14 28

4 Total 50 100


Fig 3.3

Response towards awarness of the welfare programmes

38%

34%

28%

Sometime

Never

Always

Table 3.3 shows the response of the respondents towards awarness of the

welfare programmes. Majority of the respondents that is 38 percent are


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dependents benefits are available in the organisation. 22 percent of respondents

said that medical facilities are available and 18 percent have given response

towards the L.T.C.facilities.

Hence it it is concluded on the basis of above analysis that majority of respondents

are said that dependent benefits are provided by the organisation.

4. Are the labour laws implemented in your organisation?

Table 3.5

Response towards implementation of labour laws

Sr. No. Responses No .of Respondent Percentage1 Yes 50 100

2 No --- ---

3 Total 50 100


Fig 3.5

Response towards implementation of labour laws

yes


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Table 3.6 depictsthe response of the respondents towards the kind ofmedical facilities provided by the organization. Majority of the respondents

i.e. 82 percent said that free medicine, medical checkup, accident insurance

all these facilities are provided by the organization.

Hence it is concluded that majority of the respondents said that all the

medical facilities provided them by the organization.

6. Are the health facilities provided to the workers?

Table 3.7

Response towards the health facilities


1 Yes 50 100

2 No --- ---

3 Total 50 100



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Fig 3.7

Response towards the health facilities

100%

yes

Table 3.7 showstheresponse of the respondents towards the health facilities

All the respondents said that health facilities are provided to them by the

organisation.Hence it it is concluded on the basis of above analysis that all the

respondents agree that all the health facilities are provided by the

organisation

7. What kind of the health facilities provided by the organization?

Table 3.8

Response towards the kind of health facilities

Sr.

No

Responses No .of Respondent Percentage

1 Drinking water 12 24

2 Ventilation 8 16

3 Clean work room 7 14


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4 Clean wash room 7 14

5 All of them 16 32

6 Total 50 100


Fig 3.8

Response towards the kind of health facilities


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Therefore it isconcluded on the basis of above analysis that majority of the

respondents are said that all the health facilities provided by the organisation

8. Does the organization uses employees information as necessary

inputs while conduction of welfare programmes?

TABLE 3.9

Response towards using employee information as an input

for conducting welfare programmes

Sr. No Responses No. of respondent Percentage

1 Yes 19 38

2 No 15 30

3 Cant say 16 324 Total 50 100


Fig 3.9

Response towards using employee information as an input for conducting

welfare programmes

38%32%

YES

NO

can't say

Table 3.9 shows the response of the respondents towards using employees

information as an input for conducting welfare programmes. Majority of therespondents i.e. 38 percent said the employees information is use a necessary input

for conducting the welfare programmes, whereas 30 percent said that no such

information is used.


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Hence it concluded that majority of the respondent are said that employees

information used as a necessary input while conducting welfare programmes.

9. Does your HR. Head introduce new welfare

activities with the introduction of new strategy?

Table 3.10

Response towards introduction of new strategy


1 Yes 23 46

2 No 27 54

3 Total 50 100


Fig 3.10

Response towards introduction of new strategy

46%

54%Yes

No

Table 3.10 shows theresponse of the respondents towards introduction of

new strategy.Majority of the respondent i.e. 54 percent said that the HR.

head does not introduce the welfare activity with the new strategy whereas


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46 percent said that the HR. head introduce the welfare activity with the new

strategy.


respondents are said that the HR. head does not introduce the welfare

activity with the new strategy

10. Is there a practice in organization to involve the technology

experts as faculty for welfare programmmes?

TABLE 3.11

Responses towards the involvement of technology expert as faculty


1 Some time 12 24

2 Always 10 20

3 Depends on the type of training 28 56

4 Total 50 100Source: Data collected through questionnaire

Fig 3.11

Responses towards the involvement of technology expert as faculty


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Table 3.11 shows responses of the respondents towards the involvement of

technology expert as faculty. Majority of the respondents i.e. 56 percent said that

is involvement of technology expert as faculty, where as 24percent respondents

said that sometime organization calls the technology expert as faculty.


respondents are said that technology expert involved as a faculty but it depends

upon the training .

11.Does the organisation provide maternity benefits to the female

workers?

TABLE 3.12

Response towards providing maternity benefits


1 Yes 50 100

2 No -- ---

3 Total 50 100


Fig 3.12

Response towards providing maternity benefits


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16%

84%

Yes

No

Table 3.13 shows the response of the respondents towards the occurrence of

accident in organisation. Majority of the respondents i.e. 84 percent said that no

accident occur in their organisation, where as 16 percent said that accident do take

place in the organisation but once in a year.

Hence it is concluded that majority of the respondents are said that no accident

occur in the organisation.

13.Does the organization provide the benefits to the dependent of

employee in case of accident?

TABLE 3.14

Response towards providing benefits to the dependent of employee

Responses No. of Respondent Percentage

Yes 36 72

No 14 28

Total 50 100


Fig 3.14

Response towards providing benefits to the dependent of employee


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72%

28%

Yes

No

Table 3.14 shows the response of the respondents towards providing benefits to

the dependent of employees.Majority of the respondents i.e.72 percent said that

organization provide the dependent benefits in case of accident where as 28

percent said that no such benefit is provided to the employees.

Hence it is concluded that majority of the respondents are said that dependent

benefit provided in case of any accident.

14. Are the safety measure provided to workers while working on

machine?

TABLE 3.15

Response towards safety measure provided by the organization


Yes 50 100

No --- ---Total 50 100


Fig 3.15

Response towards safety measure provided by the organization


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Table 3.15 shows the response of the respondenttowards safety measure provided

by the organization all the respondents agree towards that the safety measures are

provided to the workers while working on machine by the organization.

Hence it it is concluded on the basis of above analysis that all the respondents

agree that safety measures are provided to the workers while working on machine

by the organization

15.What kind of safety measure has been provided by the organization

at your work place?

TABLE 3.16

Response towards the kind of safety measure provided by the organization


Necessary equipment 30 60Safety officer 20 40

Total 50 100


Fig 3.16


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Response towards the kind of safety measure provided by the organization

60%

40%

Necessaryequipments

Safety officer

Table 3.16 shows theresponse of the respondents towards the kind of safety

measure provided by the organization.Majority of the respondents i.e. 60 percent

said that necessary equipments are provided where as 40 percent said that safety

officer has been appointed by the organization


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SECTION C

In this part study has been made regarding various welfare facilities

provided by the organization.

Table 3.17

Attitude of Respondents regarding welfare facilities

Welfare facilities Responses Percentage

Satisfied Neutral Dissatisfied

1 Are you satisfied

with the medical

facilities?

47

(94)

1

(2)

2

(4)

50

(100)

2 Are you satisfied

with the health

facilities?

43

(86)

1

(2)

6

(12)

50

(100)

3 Are you satisfied

with the social

security measure?

34

(68)

15

(30)

1

(2)

50

(100)

4 Are you satisfied

with the safety

measure?

37

(74)

1

(2)

12

(24)

50

(100)

5 Are you satisfied

with the welfare

facilities provided

by the press?

38

(76)

9

(18)

3

(6)

50

(100)

Note: Figures in parenthesis depict percentage



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SECTION C

TABLE 3.17

Attitude of the respondents towards medical facilities

Type of welfare

facilities

Responses Total


Medical facilities 47

(94)

1

(2)

2

(4)

50

(100)

Note: Figures in parenthesis depict percentage.


Fig 3.17

Attitude of the respondents towards medical facilities

2% 4%

Satisfied

Neutral

Dissatisfied

Table 3.17 shows the attitude of respondents towards the medical facilities. A

glance into table highlights that 94 percent of the total respondent are satisfiedwhere as 4 percent are dissatisfied. Only 2 percent have shown neutral response.

Hence it is concluded that majority of the respondents satisfied with medical

facilities.

TABLE 3.18


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Attitude of respondents towards health facilities

Type of welfare

facilities

Responses Total


Health facilities 43

(86)

1

(2)

6

(12)

50

(100)

Note:Figures in parenthesis depict percentage.

Source:Data collected through questionnaire

Fig 3.18

Attitude of respondents towards health facilities

2%

86%

12%

Stisfied

Netural

Dissatisfied

Table 3.18 shows the attitude of the respondents towards the health facilities. A

glance into the table highlight that majority of the respondents i.e. 86 percent are

satisfied and 12 percent are dissatisfied. Only 2 percent have shown neutral

response.

Hence it is concluded that majority of the respondents are satisfied towards the

health facilities provided by organization.

TABLE 3.19

Attitude of the respondents towards social security


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Type of welfare

facilities

Responses Total


Social security

measures

34

(68)

15

(30)

2

(4)

50

(100)



Fig 3.19

Attitude of the respondents towards social security

2%

68%

30%

Satisfied

Netural

Dissatisfied

Table 3.19 shows the attitude of the respondents towards the social security

measure. A glance into the table highlight that 68 percent of the total respondents

are satisfied where as 30 percent is neutral. Only 2 percent have shown

dissatisfaction.


social security measures provided by organization

TABLE 3.20

Attitude of the respondents towards safety measure

Type of welfare Responses Total


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facilities Satisfied Neutral Dissatisfied

Welfare facilities 47

(94)

1

(2)

2

(4)

50

(100)



Fig 3.21

Attitude of respondents towards welfare facilities

76%

18%

6%

Satisfied

Netural

Dissatisfied

Figure 3.21shows the attitude of the respondents towards the welfare facilities. A

glance into the table highlights that 76 percent of the total respondents are satisfied

where as 6 percent dissatisfied and 18 percent shows the neutral response.


welfare facilities provided by the organization.

Chapter- 4

Summary


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Conclusion and Suggestions

4.1 Summary

Welfare aim is to increase the productivity in an organization. Welfare

always has a positive impact on the relationship between management and

employees. Now a day employees are considered as valuable assets of the

organization if these assets are glossed over, it leave an adverse impact on the

growth of the organization is directly proportionate to the welfare is one of the

important elements of the organization.

The main aim of the welfare is to increase productivity, reduction in the

level of supervision, increase organizational stability and flexibility, increase job

satisfaction and moral among employees increased employee motivation, increased

efficiency in processes, resulting in financial gain, increase capacity to adopt new

technologies and methods, increased innovation in strategies and products,

Reduced employee turnover.

The primary and the most essential objective of welfare is to develop that

knowledge and those skill and attitudes, which contribute to the welfare of the

organization and the employees. Welfare aims at making the employee more

effective and productivities in their potential for higher job. To give experience to

philanthropic and paternalistic, to win over employees loyalty and increase theirmoral to combat trade unionism and socialist ideas to build up stable labour force,

to reduce labour turnover and absenteeism to developed efficiency and

productivity among workers, to save oneself from heavy taxes on surplus to reduce

the threat of further Govt. intervention profits.


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Welfare facilities are mainly divided into the two parts Intramural

activities: Which are provide within the establishment such as latrines and urinals,

crches, rest room, canteens, uniforms, library, medical aid, subsidized food, shift

allowance etc.

Extramural activities: Which are undertaken outside the establishment such as

family planning child welfare cooperative stores, credit societies, vocational

guidance, holidays hones, leave travel facilities, transport to and from the place of

work etc.

Principal of labour welfare services the services should satisfy real need of

the workers this means that the manager first determines what is the employee real

need with the active participation of workers. In one case a company manager who

had a bias for sports purchased all sport facilities and hired a sport purchased all

sports director without consulting workers. But when the whistle was blown to

play the ball nobody wanted to play.

The service should be such as can be handled by cafeteria approach due to

the difference in sex, age, marital, status number of children, type of job and the

income level of employees there are large differences in type heir choice of a

particular benefit. Hence it is suggested that a package total value of benefits

should be determines and the selection of the mix of benefits should be left to the

choice of each individual employee. The employer should not assume a benevolent

posture. The cost of the services should be calculable and its financing established

On a sound basis. There should be periodic assessment or evaluation of the

service and necessary timely improvement on the basis of feedback.

For the welfare of the employees certain act were made by the govt. such as:

The Factory Act 1948, it provide the health safety and welfare facilities to the

employees. The Employees State Insurance Act, 1948 introduce important social

schemes. The urgency of such schemes has been more badly felt after world-war


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area. For analyzing the data percentage method is used it was used to draw specific

inferences from the collected data that is to fulfill the objective of finding out the

expectations of the labourers and also to find out the welfare facilities provided by

the organization to the labourers.

On the basis of the analysis of the data following conclusion are

made:

CONCLUSION:

1.1.In the SBCL various welfare facilities provided to the employees that is

medical and health facilities, social security measure and other facilities that

is given by the Industrial and Labour Laws.

1.2.As concern for the satisfaction level majority of the respondent shows the

high level of satisfaction regarding all the welfare facilities.

1.3.Majority of the respondents said that they are satisfied with the medical and

health facilities. And they are also satisfied with the safety measures and

social security measures. .

1.4.Majority of the respondents are aware of all the welfare programmes. They

said they get all the medical facilities like free medicine, free medical

checkup, and accidental insurance. And all the health facilities like drinking

water, ventilation, clean work and wash rooms.


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BIBLIOGRAPHY

Gupta, C.B (2003),Human Resource Management, Sultan Chand and

sons company Limited.

Kothari, C.R. (2004), Research Methodology: - methods and techniques,

wily eastern ltd.

RAO, V.S. (2000), Human Resource Management excel book, New Delhi.

Aswathappa, k. Human Resource & Personnel Management, T.M.H, New

Delhi.

Decenzo, D.A. (2001),Human Resource Management , Joh Willy New Delhi

Mamoria, C.B. (2004), Personnel Management, Himalayan Publishing

House

Singh. B.D.(2004), Industrial Relation , excel books, New Delhi.

Mishra S.N. (2000),Labour and Industrial Law.

Webliography

www.Su-kam.com

www.google.com

QUESTIONNAIRE
http://www.su-kam.com/http://www.google.com/http://www.su-kam.com/http://www.google.com/


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1. Are welfare programmes conducted by your organization?

a)Yes

b)No

2. Are the employees aware of the welfare programme conducted in the

organization?

a)Some time

b)Always

c)Never

3. What are the types of welfare facilities available for the employees in

the organization?

a)Educationalb)Medical

c) Leave travel concession

d)Dependent benefits

4. Are the labour laws implemented in your organization?

a)Yes

b)No

5. What kind of medical facilities have been provided by the

organization?


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a)Medical checkup from civil hospital

b)Free medicines from factory

c) Free medical checkup by a private practitioner

d)Accidental insurance

e)All of these

6. Are the health facilities provided to the workers?

a)Yes

b)No

7. What kind of the health facilities provided by organization?

a)Effective arrangement of wholesome drinking water

b)Maintenance of adequate ventilation and temperature

c) Floor of every work room cleaned at least once

d)Well clean and tidily kept washrooms

e)All of them

8. Does the organization uses employees information as necessary

inputs while conducting welfare programme?

a)Yes


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SECTION C

16. Please tick the following you preferred:

Factor Satisfied Neutral Dissatisfied1 Are you satisfied with

the medical facilities?

2 Are you satisfied with

the health facilities?


the social security

measure?4 Are you satisfied with

the safety measure?


the welfare facilities

QUESTIONNAIRE

Sex name


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AGE: DESIGNATION:

1. Are you satisfied with your current

job?

A) Yes B) No C) May be

2. You work extra beyond your usual schedule.

A) Yes B) No C) At times

3. You and your senior worker / middle

management level are involved in decision making.


4. You enjoy good relations in your work place

between you and your Colleague.

A) Yes B) No C) Not sure


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5. You are satisfied with the level of support you

receive from your superiors.


6.You satisfied with the level of salary and

benefits related to your experience.

A) Yes B) No C) Uncertain

7. In general you enjoy a good healthy life.


8. You are satisfied by your level of involvement

and responsibility at work.



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9. In your current workplace you have fair

opportunities for receiving training to improve

your professional skills.


10. In your work place your opportunities for self

development are.

A) Good B) Satisfactory C) Poor

11. in totality, you are satisfied with your quality

of working life.


12. You would like to work:

A) In a team B) Individually

13. You find your work stressful:

A) Always B) Never C) Quite often


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49687426 Employee Welfare

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