A Study on Welfare Measures on Employee In

A STUDY ON WELFARE MEASURES ON EMPLOYEE IN

CLASSIC KNITS INDIA PVT LTD

PALANI

PROJECT REPORT

Submitted by

S.GAYATHIRI DEVI

REGISTER NO: 83209601012

Under The Guidance Of

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

Faculty, Department Of Management Studies

In partial fulfillment for the award of the degree

Of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

NPR COLLEGE OF ENGINEERING AND TECHNOLOGY

NATHAM

June 2011

DEPARTMENT OF MANAGEMENT STUDIES

NPR COLLEGE OF ENGINEERING AND TECHNOLOGY

NATHAM

BONAFIDE CERTIFICATE

This to certify that the project work entitled “A STUDY ON WELFARE MEASURES

ON EMPLOYEE IN CLASSIC KNITS INDIA PVT LTD.,PALANI” is a bonafide work

done by S.GAYATHIRI DEVI [REGISTER NO:83209601012] in partial fulfillment of the

requirement for the award of Master of Business Administration by Anna University during the

academic year 2009 – 2011.

GUIDE HEAD OF DEPARTMENT

Submitted for Viva-Voce Examination held on

INTERNAL EXAMINER EXTERNAL EXAMINER

:ABSTRACT

The welfare measure is “An effort to make life worth living for workmen”. It

motivates employee to a great extent which leads to organizational growth. It is a major

factor which affects the employee morale.

The study on effect of welfare measure on employee in CLASSIC KNITS INDIA (P)

LTD was done to evaluate the level of satisfaction of employees about welfare measure

The main objective of the study is to measure the effect of welfare measure, level of

satisfaction of employees regarding working condition and general attitude of employee

towards the organization.

Certain welfare measures provided by the company like medical facility, credit

facility, canteen facility, infrastructure facility, and certain factors like motivation. Job

satisfaction interrelationships are considered in this study. This was a descriptive research

study. Nearly 105 samples were collected using simple random sampling method. A

questionnaire of 25 questions was prepared and data were collected from the employees of

CLASSIC KNITS INDIA (P) LTD appropriate statistical tools were used to analyze the data.

From the study it is inferred that most of the employees were satisfied with the

welfare measures provided by the company.

i

ACKNOWLEDGEMENT

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

project successfully.

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

giving me an opportunity to conduct this study.

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

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

My profound gratitude is also to, Ms. K. Jayasuriyaa B.Sc., M.B.A., faculty guide,

for her valuable guidance and constant encouragement in the successful completion of this

project.

I express my deepest and sincere thanks to, Classic knits India Private Limited,

Palani, which gave permission and enabled me to take up this project in this esteemed

organization.

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

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

Last but not the least, I express my deepest gratitude to my beloved Parents for their

constant encouragement. I also extend my heartfelt thanks to my friends who supported me

in the course.

S.GAYATHIRIDEVI

ii

TABLE OF CONTENT

ABSTRACT i

ACKNOWLEDGEMENT ii

LIST OF TABLES iii

LIST OF CHARTS v

CHAPTER TITLE PAGE NO

I

Introduction

1.1 Industry profile

1.2 Company profile

1.3 Need Of The Study

1.4 Scope for the study

1.5 Objective

1.6 Review of literature

1.7 Research Methodology

1.8 Limitations

1

4

6

10

11

12

13

17

21

II

Data Analysis And Interpretation

2.1 Percentage Analysis

2.2 Statistical Analysis

2.2.1. Correlation

2.2.2. Chi-Square test

2.2.3. Mann Whitney U -Test

22

19

50

52

53

III

Summary of Findings

3.1 Findings

3.2 Suggestion

3.3 Conclusion

54

56

57

Appendix 58

References 60

LIST OF TABLES

CHAPTER TITLE PAGE NO.

2.1.1 Table Showing the Age Group of respondents 23

2.1.2 Table Showing the Gender of respondents 24

2.1.3 Table Showing the Educational Qualification of respondents 25

2.1.4 Table Showing the Marital Status of respondents 26

2.1.5 Table Showing the Monthly Income of respondents 27

2.1.6 Table Showing the Stages of Worker of respondents 27

2.1.7 Table Showing the Experience of respondents 29

2.1.8 Table Showing the Bonus Amount of respondents 30

2.1.9 Table Showing the Safety Measures of respondents 31

2.1.10 Table Showing the Medical Facility of respondents 32

2.1.11 Table Showing the GPA Benefits of respondents 33

2.1.12 Table Showing the Canteen Facility of respondents 34

2.1.13 Table Showing the Credit Facility of respondents 36

2.1.14 Table Showing the Level of Satisfaction of Allowances of

respondents

37

2.1.15 Table Showing the Level of Satisfaction of Infra-Structural

Facility of respondents

39

2.1.16 Table Showing the Level of Satisfaction of Inter-

Relationship of respondents

41

2.1.17 Table Showing the Level of Motivation Given To Employee 42

iii

2.1.18 Table Showing the Level of Satisfaction of Information about Management of respondents

43

2.1.19 Table Showing the Status of Grievance Handling of respondents

44

2.1.20 Table Showing the Level of Freedom Given to the Employees

44

2.1.21 Table Showing the Work Satisfaction level of the Employee

46

2.1.22 Table Showing the Satisfaction of Employee About Welfare Measures

47

2.1.23 Table Showing the Satisfaction level of Employee Training 48

2.1.24 Table Showing the Satisfaction level of Employee safety

and Welfare Measures

49

iv

LIST OF FIGURES

CHAPTER TITLE PAGE NO.

2.1.1 Figure showing the Age Group of respondents 23

2.1.2 Figure showing the Gender of respondents 24

2.1.3 Figure showing the Educational Qualification of respondents 25

2.1.4 Figure showing the Marital Status of respondents 26

2.1.5 Figure showing the Monthly Income of respondents 27

2.1.6 Figure showing the Stages of Worker of respondents 28

2.1.7 Figure showing the Experience of respondents 29

2.1.8 Figure showing the Bonus Amount of respondents 30

2.1.9 Figure showing the Safety Measures of respondents 31

2.1.10 Figure showing the Medical Facility of respondents 32

2.1.11 Figure showing the GPA Benefits of respondents 33

2.1.12 Figure showing the Canteen Facility of respondents 34

2.1.13 Figure showing the Credit Facility of respondents 36

2.1.14 Figure showing the Level of Satisfaction of Allowances of

respondents

37

2.1.15 Figure showing the Level of Satisfaction of Infra-Structural

Facility of respondents

39

2.1.16 Figure showing the Level of Satisfaction of Inter-

Relationship of respondents

41

2.1.17 Figure showing the Level of Motivation Given To Employee 42

v

2.1.18 Figure showing the Level of Satisfaction of Information about Management of respondents

43

2.1.19 Figure showing the Status of Grievance Handling of respondents

44

2.1.20 Figure showing the Level of Freedom Given to the Employees

45

2.1.21 Figure showing the Work Satisfaction level of the Employee

46

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

47

2.1.23 Figure showing the Satisfaction level of Employee Training 48

2.1.24 Figure showing the Satisfaction level of Employee safety

and Welfare Measures

49

vi

CHAPTER-i

INTRODUCTION:

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

The study intends to see the satisfaction level of the employee on the facilities provided

by the company and how these welfare measures boost the employee.

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

indication of the level of satisfaction among the employees regarding the general working

condition and the other facilities provided by the organization.

DEFINITIONS:

The ILO (International Labour Organization) defined, “welfare as a term which is

understood to include such services and amenities as may be established in or the vicinity of

undertaking to perform their work in healthy, congenial surrounding and to provide them

with amenities conductive to good health and high morale”.

According to Arthur james Todd, “welfare as anything done for the comfort or

improvement and social of the employees over and above the wages paid, which is not a

necessity of the industry”.

MEANING OF EMPLOYEE WELFARE

Employee welfare means, such services, facilities and amenities such as canteens, rest

and recreation facilities, arrangement for travel to and for the accommodation of workers

employed at a distance from their home, and such other services, amenities and facilities

including social security measures as contribute to improve the condition under which

workers are employed.

1

CONCEPT OF EMPLOYEE WELFARE

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

relative concept. The total concept is a desirable state of existence involving the physical,

mental, moral and emotional well-being. The social concept of welfare implies, of man, his

family and his community.

The relative concept of welfare implies that welfare is relative in time and place.

Employee welfare implies the setting up of minimum desirable standards and the provision of

facilities like health, food, clothing housing, medical allowance, education, insurance, job

security, such as to safeguard his health and protect him against occupational hazards. The

worker should also be equipped with necessary training and a certain level of general

education.

WORKER’S EDUCATION

Reading room, circulating library, visual education; literary classes, adult education,

social education; daily news review; factory news bulletin; cooperation with workers in

education services.

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

INTRA-MURAL FACILITIES

Intra-mural activities consist of facilities provided within the factories and include

medical facilities, compensation for accidents, provision of safety measures, activities

relating to improving of employment, and the like.

EXTRA-MURAL FACILITIES

Extra-mural activities cover the services and facilities provided outside the factory

such as housing accommodation, indoor and outdoor recreational facilities, amusement and

sports, educational facilities for adults and children and the like.

2

It may be stated that the welfare activities may be provided by the employer, the

government, non-government organizations and the trade unions. What employers provided

will be stated later, the activities undertaken by other agencies are mentioned here.

WELFARE FACILITIES BY THE GOVERNMENT

With a view to making it mandatory for employers, to provide certain welfare for

their employees, the government of India has enacted several laws from time. These laws are

the factories act, 1948; the mines act, 1952; the plantation labour act 1951; the bid and cigar

workers (conditions of employment) act 1966; and the contract labour (regulation and

abolition) act, 1970. another significant step taken by the central government has been

established in coal ,mica, iron-ore, limestone and dolomite mines. The welfare activities

covered by these funds include housing, medical, educational and recreational facilities for

employees and their dependents.

WELFARE ACTIVITIES BY THE TRADE UNION

Labour union have contributed their share for the betterment of the employees.

Mention may be made here of the textile labour association of headband and the railway

men’s union and the mazdoor sabha of kanpur, which have rendered invaluable services in

the field of labour welfare. The welfare activities of the textile labour association.

Ahmedabad,are worth nothing.

WELFARE WORK BY VOLUNTARY AGENCIES

Many voluntary social-service agencies have been doing useful labour-welfare work.

Mention may be made of the Bombay social service league, the seva sadan society, the

maternity and infant welfare association, the YMCA, the depressed classes mission society

and the women’s institute of Bengal. The welfare activities of these organization of recreation

and sports for the working class

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1.1 INDUSTRY PROFILE

India is the world’s second largest producer of textiles and garments after China. It is

the world’s third largest producer of cotton—after China and the USA—and the second

largest cotton consumer after China. The textile and garment industry in India is one of the

oldest manufacturing sectors in the country and is currently it’s largest. The textile and

garment industry fulfils a pivotal role in the Indian economy. It is a major foreign exchange

earner and, after agriculture, it is the largest employer with a total workforce of 35 mn. In

2005 textiles and garments accounted for about 14% of industrial production and 16% of

export earnings. The industry covers a wide range of activities. These include the production

of natural raw materials such as cotton, jute, silk and wool, as well as synthetic filament and

spun yarn. In addition an extensive range of finished products are made. The Indian textile

industry accounts for about 23% of the world’s spindle capacity, making it the second highest

after China, and around 6% of global rotor capacity. Also, it has the highest loom capacity—

including hand looms—with a 61% share. India accounts for about 12% of the world’s

production of textile fibres and yarns. This includes jute, of which it is the largest producer.

The country is the second largest producer of silk and cellulose fiber and yarn, and the fifth

largest producer of synthetic fiber and yarn.

The garments industry in India is one of the best in the world. An extremely well

organized sector, garment manufacturers, exporters, suppliers, stockiest and wholesalers are

the gateway to an extremely enterprising clothing and apparel industry in India. There are

numerous garments exporters, garments manufacturers; readymade garments exporters etc.

both in the small scale as well as large scale.During April-December 1999-2000, textile

exports were recorded as US $ 9735.2 million (Rs.440179.4 million), of which ready made

garments comprised nearly 40%. Interestingly, almost ¼ of India’s total exports goes Indian

readymade garments and textiles are extremely popular the world over. In fact, exports of

readymade garments registered a 6.4% increase in dollar terms and an 11.6% increase in

rupee terms during the period April-December 1999-2000, despite a sluggish growth in

income both at home and abroad. Indian Garment export growth during April-June 1998 for

woolen ready made garments was a phenomenal 150%, for ready made garments made of

silk it was 58%, and for other ready made garments.

4

Today, garments exports from India have made inroads into the international market

for their durability, quality and beauty. One of the reasons for the economical pricing of

India’s ready made garments and apparels is the availability of highly skilled, cheap labor in

the country. The superiority of India’s Garment Industry has been acknowledged in the

National Textile Policy (NTP) of India 2000. Having realized the tremendous growth

potential of this sector there is a proposal in the NTP for taking the Indian Garment Industry

out of the SSI reservation list.

The textile and garment industry fulfils a pivotal role in the Indian economy. It is a

major foreign exchange earner and, after agriculture, it is the largest employer with a total

workforce of 35 mn. In 2005 textiles and garments accounted for about 14% of industrial

production and 16% of export earnings.

The Indian textile industry accounts for about 23% of the world’s spindle capacity, making it

the second highest after China, and around 6% of global rotor capacity. Also, it has the

highest loom capacity—including hand looms—with a 61% share.

India accounts for about 12% of the world’s production of textile fibres and yarns. This

includes jute, of which it is the largest producer. The country is the second largest producer of

silk and cellulose fibre and yarn, and the fifth largest producer of synthetic fibre and yarn.

5

1.2 COMPANY PROFILE:

The CLASSIC KNITS, a 300 crore company, 100% vertically integrated textile major

has been at the forefront of quality and innovation. Since its inception four decades ago. It

has its customers across the world with a current supply a million pieces per month.

CLASSIC KNITS is one of the few completely backward integrated entities in the

garment industry with its own cotton cultivation to ginning, spinning and knitting/weaving to

dyeing, finishing and garmenting infrastructure. This infrastructure aids CLASSIC KNITS in

maintaining quality control process and self – reliance within the vertical providing them

with ample scope for further expansions.

As performance bars got raised to new heights and requirements started becoming more

demanding in nature, CLASSIC KNITS realized that operational efficiencies was the key to

acquire the all important competitive edge. The group then methodically spread its roots to all

the areas which it believed was critical for growth, and once this was done they made sure

that the roots work as a single unit with the singular objective of helping the organization

achieve its goals.

CLASSIC KNITS now deals with all kinds of textile such as 100% Cotton, 100%

Mercerized, Poly Cotton Blended, Cotton/Rayon Blended, Linen/Cotton Blended, Spandex,

Hydrotec, Polyester, Micro Fabric and premium knits such as Micro cross, waffles, Square

structures, Interlock knit and soon more then 2000 well trained employees take care of the

capacity requirements.

INFRASTRUCTURE

Innovations in manufacturing of garments occur in our production facilities very often. Our

specialization reflects in the quality of the goods delivered, as the workers, executives and

machinery are trained and tuned for that purpose.

6

Cotton Farming Ginning & Pressing

Spinning Yarn

Knitting Dyeing & Finishing

Garmenting Captive Power Plan

Cotton Farming

More than 50% of the garments around the world

are made using cotton. CLASSIC KNITS jointly has

covered about 5000 acres of wet land on

Contract Farming. By providing the best seeds and

timely manuring, CLASSIC KNITS is getting an

average productivity of 10 Quintals/hectare,

which is much higher from conventional Cotton

Farming.

CLASSIC KNITS is assuring the minimum guaranteed price for the farmers and

hence apart from the finest quality produce harvested, CLASSIC KNITS enjoys a corporate

social responsibility by enlightening about 2000 families involved in Cotton Farming.

Constant workshops and seminars are conducted at fields to educate the farmers for a

contamination free plucking and safe transportation methods. The present area is planned to

go up to 70,000 acres in next 3 years.

Hand Picked cotton is used for production

Modern Ginning & Pressing

From Kappas Cotton, this unit segregates the Cotton seeds and good quality cotton

(Lint) and this operation is done with the least number of workers and totally under a

pneumatic drive system ensuring least human contacts. Ginning capacity is currently 300

bales/day with an average weight of 170 Kgs/bale and as the cultivation improves can reach

up to 400 bales/day.

7

Spinning

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

the-art latest machineries.

Yarn

The company deals in 100% cotton yarn, 100% polyester yarn, all types of blended

yarn, 100% gassed mercerized yarn, twisted yarn, various melange yarn etc. Our spacious

stock yard stores every type of yarn for supply to the regional factories, apart from our own

knitwear factories. Advanced yarn testing facility is an added advantage. Yarn can be tested

both at the source point of the spinning mill and locally, which ensures best quality of yarn.

Knitting

Our knitting department has an array of latest, computer controlled knitting machines

from reputed international brands. The in-house facility, which includes a Knitting Design

Studio, is one of the best in the knitwear industry. There are 20 circular knitting machines

that can knit jacquards, interlocks, ribs and jerseys in any pattern or structure as needed. The

capacity is 10 tonnes per day. There are 9 flat knitting machines that can knit jacquards,

plain, stripes and self-designs with a capacity of 8500 pieces per day. Our circular machinery

includes: (All brand new MAYER & CIE Machines)

Dyeing & Finishing

Our modern soft flow dyeing plant with Effluent Treatment Plant (ETP) has a

processing capacity of 10 tonnes per day. The soft flow dyeing plant has 7 vessels imported

from Taiwan. Supported by computerized color prediction, measurement and matching

systems from Data Color International, USA (Spectra Flash SF600) the plant can deliver

evenly colored fabrics, streaks free.

Garmenting

The completely integrated facilities is topped by our garmenting division with skilled

pattern masters, cutting masters, tailors and supporting workmen who are well trained in the

specialized activity of making Vests, T-shirts and Undergarments for women & Men.

8

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

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

control systems.

Solar Panel

The New Solar Heating Plant has been deployed at our Dyeing division as the

replacement of exiting Fire Wood with the Capacity of 10000 Ltrs / Day at 90D & 20000

Ltrs/ Day at 80 D… It has replace the usage of 10 tons of Firewood / Day. In-turn we are

saving almost 1000 Trees a Day

Deployment of STP (Sewage Treatment plant)

With the help of this, CLASSIC KNITS is purifying 1 Lac Liters of Sewage water

every day and that is used for Agriculture Purposes.

Group Companies

Classic Knits Unit – I Classic Knits Unit – II

Classic Knits Unit – III Classic Knits Unit – IV

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

Royal Classic Mills (Knitting) SPG Oil Mills

9

1.3 NEED FOR THE STUDY

It helps the management to improve the welfare measure facilities and to make

workers participate more effectively towards the work.

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

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

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

10

1.4 SCOPE OF THE STUDY

The study has been conducted with a view to bring out simple measuring tool for

understanding the effectiveness of welfare measures facilities and satisfaction

level of employees regarding the facilities

This study will be helpful to the human resource department and organization

development for the organization growth.

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

in the organization

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

11

1.5 OBJECTIVES:

PRIMARY:

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

LTD, PALANI.

SECONDARY:

The secondary objective of the study is as follows

To study whether employees are really Satisfied on an available welfare

measures

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

employees

To examine the effectives of welfare measures

To study expectation of employees about the welfare measures

To study about the work environment of employees of the organization

12

REVIEW OF LITREATURE:

STATUTORY AND NON-STATUTORY

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

STATUTORY EMPLOYEE WELFARE FACILITIES

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

workers.

1) Washing Facilities (Sec.42)

According to sec. 42 every factory shall provide adequate and suitable washing

facilities, separately screened for male and female workers, conveniently accessible and

clean

2) Storing and Drying Cloth (Sec.43)

According to sec. 43, every factory shall provided a place for keeping the clothes

which are not worn during working hours and drying of wet clothes.

3) Sitting Facilities (Sec. 44)

Every factory shall provide for suitable arrangements for sitting for all workers

obliged to work in a standing position.

4) First Aid Facilities (Sec.45)

For every 150 workers, there must be readily accessible and well equipped first – aid

box. This box must contain the prescribed contents and it must be in charge of a responsible

person who holds a certificate in first – aid. Where more than 500 workers are employed an

ambulance room shall be provided and maintained.

5) Canteen (sec. 46)

Every factory where 250 workers are employed, the occupier has to maintain a

canteen for the use of workers.

13

6) Shelter, Rest and Lunch Rooms (Sec.47)

In every factory where in 150 workers are employers are employed, the occupier

shall provide shelter, rest rooms and lunch rooms.

7) Lighting sec(17)

The RBL must be employed in located things is sight. In every part of a

manufacturing process where workers are working or passing, there provided and

maintained sufficient and suitable light, natural artificial both.

8) Drinking water (sec18)

The RBL working place is so hard, employees are need to emphasize the important of

providing liberals supply of cool and pure water. The lay down that in every places

effective arrangement must be made to provide and main at suitable place conveniently

situated for all workers employed there in a sufficient supply of drinking water. The water

pumps are situating for five places in factory

9) Welfare Officers

The occupier of every factory employing 500 or more workers shall employee the

prescribed number of welfare officer.

NON – STATUTORY EMPLOYEE WELFARE FACILITIES

1) Educational Facilities

Educational facilities are important that the children of the workers should be

provided with educational facilities.

2) Medical Facilities

Employers, whether in private or in public sectors have been providing medical

facilities for their workers and their families. Besides general medical treatment and health-

care, separate arrangements for specialist treatment for diseases like T.B. cancer, leprosy, and

mental disease.

14

3) Transport Facilities

Transport facilities to workers residing at a long distance are essential to relieve them

from strain and anxiety. Such facilities also provide greater opportunity for relaxation and

recreation and help in reducing the rater of absenteeism.

4) Recreation Facilities

Recreation facilities afford the worker an opportunity to develop his sense of physical

and mental discipline. It has an important bearing on the individual’s personality as well as

his capacity to contribute to social development.

5) Housing Facilities

Some of the industrial employers both in public and private sector have provided

housing facilities to their employees. The company also renders assistance to the co-operative

housing societies formed by its employees.

REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

1) EMPLOYEE WELFARE

By Regina bare

Employee welfare program is based on the management policy which is aimed shaping

perfect employees. Therefore the concept of employee welfare includes to aspects namely

physical &mental welfare.

1. Applications of merit system or work performance system as the basis for employee

rewarding.

2. Providing the retired employees with the old age allowance.

3. Employee insurance program to provide the employee with better security.

4. Improvement in health security for the employee’s and their families so that they can

work confidently and productively.

2) EMPLOYEE’S WELFARE MEASURES

By Ann Davis, Lucy Gibson

Describes a process through which organizations might seek to implement

15

interventions relating to employee wellbeing. Emphasizes the importance of a

comprehensive needs assessment both in obtaining the breadth of information needed to

design appropriate interventions and also in providing baseline information against which to

evaluate programme effectiveness. Discusses factors which influence the type of intervention

appropriate for a particular situation and highlights their design implications. Finally,

provides guidance on programme implementation and evaluation, and discusses some of the

advantages and disadvantages of different approaches to tertiary welfare provision.

3) EMERALD GROUP PUBLISHING LIMITED

By J. Bruce Prince

Purpose – The employee selection process has generally focused on the near-term

performance potential of internal candidates in filling vacant positions. This research

addresses the potential influence of adding a career development emphasis to the employee

transfer decision process. In a career-focused transfer process the applicants' individual career

development needs and growth opportunities are a key basis for internal selection decisions.

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

financial services firm is used to evaluate the relationship between the use of career-focused

employee transfer criteria and key employee attitudes.

Findings – The study finds that the use of career-focused processes are positively

related to employees' developmental opportunity satisfaction and perceived support for career

development. Regression analyses finds that these two attitudes mediate the positive

relationship between the use of career-focused transfer criteria and perceived organization

support (POS). Other research efforts (e.g. Allen and Shore) have linked POS to a variety of

positive outcomes, including lower employee turnover. Past research, however, has not

considered how specific human resource practices can be the basis for the development of

key attitudes.

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

sectional methodology – builds on that stream of research by focuses on the design of the

employee transfer process and how it can be a key practice for achieving a developmental

focus and associated benefits.

16

Originality/value – The results suggest that focusing on performance potential of

applicants and career-focused criteria are not necessarily antagonistic but can be used jointly

to make internal selection decisions.

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

In India, the foundation of modern industry was laid between 1850 and 1970. This

was also the period of emergence of the Indian working class. During this period of the

growth of India capitalist enterprises, the working and living conditions of the lab our were

very poor, and their working hours were long. This was testified by the commission like

Indian factory lab our commission (1980) and the Royal commission of lab our (1931). In

addition to the long working, their wages were low and the general economic condition was

poor in industry. In order to regulate the working hours and other services condition of Indian

textile laborers, the Indian factories act was enacted in India

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

house, Bombay

The necessity of lab our welfare is felt all the more in our country because of its

developing economy aimed at rapid economic and social development. Royal commission on

lab our stated the benefits which go under this nomenclature, are of great importance to the

workers and which he is unable to secure by himself. The scheme of labour welfare may be

regarded as a wise investment, which should and usually does bring a profitable return in the

form of greater efficiency.

17

1.7. RESEARCH METHODOLOGY

RESEARCH – MEANING

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

research as a “systematic effort to gain knowledge”.

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

plan of action for a research project and explains in detail how data are collected and

analyzed. This research study is a descriptive research study.

RESEARCH DESIGN

A research design is a plan that specifies the objectives of the study, method to be

adopted in the data collection, tools in data analysis and hypothesis to be framed.

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

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

1.7.1 TYPE OF RESEARCH:

Descriptive Research:

Descriptive research involves gathering data that describe events and then organizes,

tabulates, depicts, and describes the data collection. It often uses visual aids such as graphs

and charts to aid the reader in understanding the data distribution.Three main purposes of

research are to describe, explain, and validate findings.

1.7.2. SOURCES OF DATA COLLECTION:

Primary data

The primary data are collected from the employees of CLASSIC KNITS INDIA PVT

LTD through a direct structured questionnaire.

Secondary data

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

primary data.

18

1.7.3. Sampling unit:

The study is conducted in employees of CLASSIC KNITS INDIA PVT LTD.

1.7.4. Population size:

The population of this study is the total employee in the company. It is finite population.

There are four production centers for the organization for this study I have taken only

employees in one production centre.

1.7.5. Sample Size:

It refers to the number of items to be selected from the universe to constitute

as a sample. In this study 105 employees of CLASSIC KNITS INDIA PVT LTD, PALANI

was selected as size of sample.

1.7.6. Sample design:

The sampling technique used in this study is simple random sampling method. This method is

also called as the method of chance selection. Each and every item of population has equal

chance to be included in the sample.

1.7.7 Research instrument

There are three basic types of questionnaire:

• Closed ended

• Open-ended

• Combination of both

1.Closed –ended Questionnaire:

Closed ended questions include all possible answers/prewritten response categories,and

respondents are asked to choose among them.

2. Open-ended Questionnaire:

-Open-ended questions allow respondents to answer in their own words.

3. Combination of both:

Begins with a series of closed –ended questions, with boxes to tick or scales to rank, and then

finish with a section of open-ended questions or more detailed response.

19

1.7.8. STATISTICAL TOOLS USED

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

1. Percentage method

2. Chi-square analysis

3. Correlation

4. Mann – Whitney U test

1) PERCENTAGE ANALYSIS:

The percentage method was extensively used for analysis and interpretation. Percentage

analysis is the method to represent raw streams of data as a percentage (a part in 100 -

percent) for better understanding of collected data

2) CHI-SQUARE TEST

A chi-square test ( χ2 test) is any statistical hypothesis test in which the sampling

distribution of the test statistic is a chi-square distribution when the null hypothesis is true, or

any in which this is asymptotically true, meaning that the sampling distribution (if the null

hypothesis is true) can be made to approximate a chi-square distribution as closely as desired

by making the sample size large enough

Ψ2 = ∑ (O-E) 2

E

Where "O" is the observed Frequency

"E" is the expected Frequency

3) CORRELATION

The correlation analysis deals with association between two or more variables. The

correlation does not necessary imply causation or functional relationship though the existence

of causation always implies correlation. By itself it establishes only co- variance. It is used to

find the degree of relationship between motivation and work satisfaction

20

FORMULA:

Where,

r = coefficient of correlation

x = variable, level of emotional intelligence

y = variable, (performance, efficiency and conflict)

n = number of samples

Mann-Whitney U test:

The Mann-Whitney U test, also called the rank sum test, is a nonparametric test that

compares two unpaired groups. To perform the Mann-Whitney test, Prism first ranks all the

values from low to high, paying no attention to which group each value belongs. If two

values are the same, then they both get the average of the two ranks for which they tie. The

smallest number gets a rank of 1. The largest number gets a rank of N, where N is the total

number of values in the two groups. Prism then sums the ranks in each group, and reports the

two sums. If the sums of the ranks are very different, the P value will be small.

21

FORMULA:

Where,

n1, n2 = number of samples of the two categories

R1, R2 = summations of ranks of the two categories

mu = mean

u = standard deviation

22

http://images.wikia.com/wikitex/images/6/66/664/a1f0aaabfce1eaa03791d450242931.png

1.8. LIMITATIONS

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

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

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

Due to personal bias, it is complex to collect the exact information from the

employees in the organization.

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

23

CHAPTER-ii

DATA ANALYSIS AND INTERPRETATION:

2.1 ANALYSIS:

The data after collection is to be processed and analyzed in accordance with the

outline and down for the purpose at the time of developing research plan. The analysis of data

in a general way involves a number of closely related operations, which are performed with

the purpose of summarizing the collected data and organizing them in such a manner that

they answer the research questions.

2.1 PECENTAGE ANALYSIS

The data after collection is to be processed and analyzed in accordance with the

outline and down for the purpose at the time of developing research plan. The analysis of data

in a general way involves a number of closely related operations, which are performed with the

purpose of summarizing the collected data and organizing them in such a manner that they answer the

research questions.

The formula used to compute Percentage Analysis is,

Percentage of the Respondents = No. of Respondents x 100

Total No. of Respondents

24

Purpose:

To know the age group in which workers belongs to

Table 2.1.1

AGE GROUP

S.NO AGE GROUP NO OF RESPONDENTS PERCENTAGE1 18-25 74 70.52 26-35 12 11.43 36-45 13 12.44 Above 45 6 5.7

Total 105 100

Inference:

From the table it infers that 70.5% of respondent are 18-25 age group and 11.4%

of respondent are 26-35 age group and 12.4% of respondent are 36-45 age group

and 5.7% of respondent are Above 45 age group.

Figure 2.1.1

18-25 26-35 36-45 Above 450

10

20

30

40

50

60

70

80

AGE GROUP

25

Purpose:

To know the gender in which workers belongs to

Table 2.1.2

GENDER

S.NO GENDER NO OF RESPONDENTS PERCENTAGE

1 Male 33 31.4

2 Female 72 68.6

Total 105 100

Inference:

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

Figure 2.1.2

Male Female

26

Purpose:

To know the Education Qualification in which workers belongs to

Table 2.1.3

EDUCATION QUALIFICATION

S.NO


NO OF RESPONDENTS

PERCENTAGE

1 Below Hr Sec 27 25.7

2 Hr Sec 17 16.2

3 UG 25 23.8

4 PG 13 12.4

5 Diploma 23 21.9

Total 105 100

Inference:

From the table it infers that 25.7% of respondent are Below Hr Sec and 16.2% of

respondent are Hr Sec and 23.8% of respondent are UG and 12.4% of respondent

are PG and 21.9% of respondent are Diploma.

Figure 2.1.3

Below Hr Sec Hr Sec UG PG DIPLOMA0

5

10

15

20

25

30


27

Purpose:

To know the Marital Status of the workers

Table 2.1.4

MARITAL STATUS

S.NOMARITALSTATUS

NO OF RESPONDENTS PERCENTAGE

1 Married 31 29.5

2 Unmarried 74 70.5

Total 105 100

Inference:

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

Figure 2.1.4

Married Unmarried0

20406080

MARITAL STATUS

28

Purpose:

To know the Monthly Income of the workers

Table 2.1.5

MONTHLY INCOME

S.NO MONTHLY INCOME NO OF RESPONDENTS PERCENTAGE

1 Below 5000 75 71.3

2 5001 – 10000 7 6.7

3 10001 – 15000 3 2.9

4 15001-20000 11 10.5

5 Above 20000 9 8.6

Total 105 100

Inference:

From the table it infers that 71.3% of respondent are below 5000 years and 6.7% of

respondent are 5001-10000 years and 2.9% of respondent are 10001-15000 years

and 10.5% of respondent are 15001-20000 years and 8.6% of respondent are Above

20000 years.

Figure 2.1.5

29

Purpose:

To know the Stages of Worker

Below5000 5001-10000 10001-15000 15001-20000 Above200000

10

20

30

40

50

60

70

80

MONTHLY INCOME

Table 2.1.6

STAGES OF WORKER

S.NO STAGES NO OF RESPONDENTS PERCENTAGE

1 Temporary 67 63.8

2 Permanent 38 36.2

Total 105 100

Inference:

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

Figure 2.1.6

Temporary Permanent0

10203040506070

STAGES OF WORKER

30

Purpose:

To know working experience of the workers

Table 2.1.7

EXPERIENCE

S.NO EXPERIENCE NO OF RESPONDENTS PERCENTAGE

1 0-1years 38 36.2

2 1-5years 45 42.9

3 5-10years 12 11.4

4 Above 10 years 10 9.5

Total 105 100

Inference:

From the table it infers that 36.2% of respondent are 0-1 years and 42.9% of

respondent are 1-5 years and 11.4% of respondent are 5-10 years and 9.5% of

respondent are Above 10 year.

Figure 2.1.7

0-1yr 1-5yr 5-10yr Above 10yr05

1015202530354045

EXPERIENCE

31

Purpose:

To know bonus amount of the workers

Table 2.1.8

BONUS AMOUNT

S.NOBONUS

AMOUNTNO OF RESPONDENTS PERCENTAGE

1 Below 5000 75 71.4

2 5001-10000 19 18.1

3 10001-15000 11 10.5

4 Above15001 - -

Total 105 100

Inference:

From the table it infers that 71.4% of respondent are Below 5000 years and

18.1% of respondent are 5001-10000 years and 10.5% of respondent are 10001-

15000 years.

Figure 2.1.8

Below5000 5001-10000 10001-15000 Above150000

1020304050607080

BONUS AMOUNT

32

Purpose:

To know Safety Measures of the workers

Table 2.1.9

SAFETY MEASURES


1 Highly Satisfied 39 37.1

2 Satisfied 32 30.5

3 Neutral 19 18.1

4 Highly Dissatisfied 9 8.6

5 Dissatisfied 6 5.7

Total 105 100

Inference:

From the table it infers that 5.7% of respondent are dissatisfied and 37.1% of

respondent are satisfied with the safety measures.

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

Figure 2.1.9

HS S N HD D05

10152025303540

SAFETY MEASURES

33

Purpose:

To know Medical Facility of the workers

Table 2.1.10

MEDICAL FACILITY



2 Satisfied 43 41

3 Neutral 18 17



Total 105 100

Inference:

From the table it infers that 4.8% of respondent are dissatisfied and 41% of

respondent are satisfied with the Medical Facility.

Figure 2.1.10

HS

S

N

HD

D

0 5 10 15 20 25 30 35 40 45

MEDICAL FACILITY

34

Purpose:

To know GPA Benefits of the workers

Table 2.1.11

GPA BENEFITS

S.NO GPA BENEFITS NO OF RESPONDENTS PERCENTAGE


2 Satisfied 40 38.1

3 Neutral 16 15.2



Total 105 100

Inference:


respondent are satisfied with the GPA Benefits.

Figure 2.1.11

HS S N HD D0

5

10

15

20

25

30

35

40

GPA BENEFITS

35

Purpose:

To know Canteen Facility of the workers

Table 2.1.12

CANTEEN FACILITY

OPINION Highly Satisfied

Satisfied NeutralHighly

DissatisfiedDissatisfied Total

(i)CLEANLINESSNO OF

RESPONDENTS32 46 2 19 6 105

PERCENTAGE 30.5 43.8 18.1 1.9 5.7 100

(ii)HYGIENICNO OF

RESPONDENTS21 52 7 19 6 105

PERCENTAGE 20 49.5 6.7 18.1 5.7 100

(iii)SERVINGNO OF

RESPONDENTS27 45 14 12 7 105

PERCENTAGE 25.7 42.9 13.3 14.4 6.2 100

(iii)PRICENO OF

RESPONDENTS26 46 16 14 3 105

PERCENTAGE 24.8 43.8 15.2 13.3 2.9 100

Inference:

From the table it infers that 6% of respondent are dissatisfied and 46% of respondent are

satisfied with the cleanliness of canteen facility.

From the table it infers that 5.7% of respondent are dissatisfied and 49.5% of respondent are

satisfied with the Hygienic of canteen facility.


satisfied with the Serving of canteen facility.


satisfied with the Price of canteen facility

36

Figure 2.1.12

Figure 2.1.12(i)

Cleanliness Hygienic Serving Price40

42

44

46

48

50

52

satisfaction of canteen facility

Note:

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

canteen facility.

37

Purpose:

To know Credit Facility of the workers

Table 2.1.13

CREDIT FACILITY

HS S N HD D0

10

20

30

40

50

60

CANTEEN FACILITY

Cleanliness

Hygienic

Serving

Price

S.NO CREDIT FACILITY NO OF RESPONDENTS PERCENTAGE


2 Satisfied 23 21.9

3 Neutral 17 16.2



Total 105 100

Inference:


respondent are satisfied with the Credit Facility.

Figure 2.1.13

HS S N HD D0

5

10

15

20

25

30

35

CREDIT FACILITY

38

Purpose:

To know level of satisfaction of allowances of the workers

Table 2.1.14

LEVEL OF SATISFACTION OF ALLOWANCES




(i)TRANSPORTNO OF

RESPONDENTS33 38 9 13 12 105

PERCENTAGE 31.4 36.2 8.5 12.3 11.4 100

(ii)ATTENDANCENO OF

RESPONDENTS26 38 14 8 19 105

PERCENTAGE 24.8 36.2 13.3 7.6 18.1 100

(iii)PUNCTUALITYNO OF

RESPONDENTS19 32 28 9 17 105

PERCENTAGE 18.1 30.5 26.6 8.6 16.2 100

(iv)EDUCATIONNO OF

RESPONDENTS40 28 13 10 14 105

PERCENTAGE 38.1 26.7 12.4 9.5 13.3 100

Inference:

From the table it infers that 12% of respondent are dissatisfied and 36.2% of respondent are

satisfied with the Transport of Allowances.


satisfied with the Attendance of Allowances.


satisfied with the Punctuality of Allowances.


satisfied with the Education of Allowances.

39

Figure 2.1.14

Figure 3.1.14(i)

Transport Attendance punctuality Education05

10152025303540

satisfaction of Allowances

Note:

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

Allowances.

40

Purpose:

To know level of satisfaction of infra-structural facility of the workers

Table 2.1.15

LEVEL OF SATISFACTION OF INFRA-STRUCTURAL FACILITY




HS S N HD D05

1015202530354045

ALLOWANCES

Transport

Attendance

Punctuality

Education

(i)RESTROOMNO OF RESPONDENTS

29 39 5 13 19 105

PERCENTAGE 27.6 37.1 4.8 12.4 18.1 100

(ii)DRINKINGWATERNO OF RESPONDENTS

28 45 5 14 13 105

PERCENTAGE 26.7 42.9 4.8 13.2 12.4 100

(iii)VENTILATIONNO OF RESPONDENTS

18 47 20 9 11 105

PERCENTAGE 17.1 44.8 19 8.6 10.5 100

(iv)LIGHTINGNO OF RESPONDENTS

28 38 17 12 10 105

PERCENTAGE 26.7 36.2 16.2 11.4 9.5 100

(v)TOILETSNO OF RESPONDENTS

22 43 17 13 10 105

PERCENTAGE 20.9 40.9 16.2 12.4 9.6 100

(vi)WORKINGENVIRONMENT

NO OF RESPONDENTS24 42 13 9 17 105

PERCENTAGE 22.8 40 12.4 8.6 16.2 100

(vii)TRANSPORTATINNO OF RESPONDENTS

36 42 6 11 10 105

PERCENTAGE 34.3 40 5.7 10.5 9.5 100

Inference:

1. From the table it infers that 12.4% of respondent are dissatisfied and 37.1% of respondent are satisfied with the Restroom of Infra-Structural Facility.

2. From the table it infers that 12.4% of respondent are dissatisfied and 42.9% of respondent are satisfied with the Drinking Water of Infra-Structural Facility.

3. From the table it infers that 8.6% of respondent are dissatisfied and 44.8% of respondent are satisfied with the Ventilation of Infra-Structural Facility.

41

4. From the table it infers that 9.5% of respondent are dissatisfied and 36.2% of respondent are satisfied with the Lighting of Infra-Structural Facility.

5. From the table it infers that 9.6% of respondent are dissatisfied and 40.9% of respondent are satisfied with the Toilets of Infra-Structural Facility.

6. From the table it infers that 8.6% of respondent are dissatisfied and 40% of respondent are satisfied with the Working Environment of Infra-Structural Facility.

7. From the table it infers that 9.5% of respondent are dissatisfied and 40% of respondent are satisfied with the Transportation of Infra-Structural Facility.

Figure 2.1.15

Figure 3.1.15(i)

R D V L T W T0

5

10

15

20

25

30

35

40

45

satisfaction level of Infra-structural Facility

Note:

From the Figure shows that 44.8% of respondent are satisfied with the Ventilation of Infra-

Structural Facility.

42

Purpose:

To know level of satisfaction of inter-relationship of the workers

Table 2.1.16

LEVEL OF SATISFACTION OF INTER-RELATIONSHIP

HS S N HD D05

101520253035404550

INFRA-STRUCTURAL

Restroom

Drinking water

Ventilation

Lighting

Toilets

Working Environment

Transportation




(i)CO-WORKERSNO OF RESPONDENTS

36 32 19 7 11 105

PERCENTAGE 34.5 30.5 18 6.7 10.5 100

(ii)SUPERVISORANDWORKERS

NO OF RESPONDENTS24 40 15 9 17 105

PERCENTAGE 22.8 38.1 14.3 8.6 16.2 100

Inference:

1. From the table it infers that 6.7% of respondent are dissatisfied and 34.5% of respondent

are satisfied with the Relationship between Co-Workers of Inter-Relationship.

2.From the table it infers that 8.6% of respondent are dissatisfied and 38.1% of respondent

are satisfied with the Relationship between supervisor and Workers of Inter-Relationship.

Figure 3.1.16

HS S N HD D0

5

10

15

20

25

30

35

40

45

INTER-RELATIONSHIP

43

Purpose:

To know level of motivation given to employee.

Table 2.1.17

LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

S.NO OPINION NO OF RESPONDENTS PERCENTAGE


2 Satisfied 36 34.3

3 Neutral 9 8.6



Total 105 100

Inference:


respondent are satisfied.

Figure 3.1.17

HS S N HD D05

101520253035

LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

44

Purpose:

To know level of satisfaction of information about management of the workers

Table 2.1.18

LEVEL OF SATISFACTION OF INFORMATION ABOUT MANAGEMENT



2 Satisfied 47 44.8

3 Neutral 23 21.8



Total 105 100

Inference:



Figure 3.1.18

HS S N HD D05

1015202530354045

LEVEL OF SATISFACTION OF INFORMATION ABOUT MANAGEMENT

45

Purpose:

To know status of grievance handling of the workers

Table 2.1.19

STATUS OF GRIEVANCE HANDLING



2 Satisfied 41 39.1

3 Neutral 18 17.1



Total 105 100

Inference:



Figure 2.1.19

HS S N HD D05

10152025303540

STATUS OF GRIEVANCE HANDLING

46

Purpose:

To know level of freedom given to the employees.

Table 2.1.20

LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES



2 Satisfied 39 37.1

3 Neutral 15 14.3



Total 105 100

Inference:



Figure 3.1.20

HS S N HD D05

10152025303540

LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES

47

Purpose:

To know work satisfaction level of the employee of the workers

Table 2.1.21

WORK SATISFACTION LEVEL OF THE EMPLOYEE



2 Satisfied 52 49.5

3 Neutral 12 11.4



Total 105 100

Inference:



Figure 3.1.21

HS S N HD D05

101520253035404550

WORK SATISFACTION LEVELOF THE EMPLOYEE

48

Purpose:

To know satisfaction of employees about welfare measures of the workers

Table 2.1.22

SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES



2 Satisfied 33 31.4

3 Neutral 20 19



Total 105 100

Inference:



Figure 2.1.22

HS S N HD D05

101520253035

SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES

49

Purpose:

To know satisfaction level of employees training of the workers

Table 2.1.23

SATISFACTION LEVEL OF EMPLOYEES TRAINING



2 Satisfied 43 41

3 Neutral 26 24.7



Total 105 100

Inference:

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


Figure 2.1.23

HS S N HD D05

1015202530354045

SATISFACTION LEVEL OF EMPLOYEES TRAINING

50

Purpose:

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

Table 2.1.24

SATISFACTION LEVEL OF EMPLOYEES SAFETY AND WELFARE MEASURES



2 Satisfied 49 46.7

3 Neutral 21 20



Total 105 100

Inference:



Figure 2.1.24

51

2.2 STATISTICAL ANALYSIS:

2.2.1. CORRELATION

FORMULA:

Where,

r = coefficient of correlation

x = variable, level of emotional intelligence

y = variable, (performance, efficiency and conflict)

n = number of samples

CORRELATION BETWEEN WORK SATISFACTON LEVEL OF EMPLOYEE AND

RELATIONSHIP BETWEEN SUPERVISOR AND WORKER:

HYPOTHESIS:

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

and relationship between supervisor and worker

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

relationship between supervisor and worker

.

52

Table showing the correlation work satisfaction level of employee and

relationship between supervisor and worker:

Correlations

Interrelationship-Supervisor

and Workers

Are you satisfied with the

work you do

Interrelationship-Supervisor and

Workers

Pearson Correlation 1 .213*

Sig. (2-tailed) .029

N 105 105

Are you satisfied with the work

you do

Pearson Correlation .213* 1

Sig. (2-tailed) .029

N 105 105

Interpretation:

The Spearman correlation value for the correlation between work

satisfaction level of employee and relationship between supervisor and

worker is .029. Therefore H0 is accepted. Thus there is a positive

correlation between level of satisfaction on the training program and the

job efficiency. As satisfaction level of relationship between supervisor and

worker increases, job efficiency also increases

53

2.2.2 CHI-SQUARE:

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

HYPOTHESIS:

H0: There is no significant difference between safety measure and work satisfaction level of

the employee.

H1: There is significant difference between safety measure and work satisfaction level of the

employee.

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

the employee.

Chi-Square Tests

Value df

Asymp. Sig. (2-

sided)

Pearson Chi-Square 58.535a 16 .000

Likelihood Ratio 47.715 16 .000

Linear-by-Linear Association 6.540 1 .011

N of Valid Cases 105

Interpretation:

P value is 58.535. P value is greater than 0.05. Therefore H0 is accepted. Thus there is

no significant difference between safety measure and work satisfaction level of the employee.

54

2.2.3. Mann-Whitney TestMann-Whitney Test for satisfaction level of the employee welfare & safety measures And Gender

HYPOTHESIS:

H0: There is no significant relationship between satisfaction level about the welfare & safety measures and gender.

H1: There is significant relationship between satisfaction level about the welfare & safety measures and gender.

Table showing Mann-Whitney U test for satisfaction level about the welfare & safety

measures and gender.

Ranks

Sort of worker N Mean Rank Sum of Ranks

In general are you satisfied

with the welfare and safety

measures given by

Management

Temporary 58 51.70 2998.50

Permanent 47 54.61 2566.50

Total 105

Test Statisticsa

In general are

you satisfied with

the welfare and

safety measures

given by

Management

Mann-Whitney U 1287.500

Wilcoxon W 2998.500

Z -.518

Asymp. Sig. (2-tailed) .605

a. Grouping Variable: Sort of worker

Interpretation:

From the above table it is clear that since the P value is greater than 0.05. H0 is

accepted and thus there is no significant relationship between satisfaction level of the

employee welfare & safety measures And Gender.

55

CHAPTER-iii

SUMMARY AND FINDINGS

3.1. FINDINGS

Majority (70.5%) of the respondents are between 18-25 age groups.

Majority (68.6%) of the respondents are female.

Majority (25.7%) of the respondents are studied Below Hr Sec.

Majority (70.5%) of the respondents are unmarried.

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

Majority (63.8%) of the respondents are Permanent worker.

Majority (42.9%) of the respondents are having 1-5yrs experience.

Majority (71.4%) of the respondents are having bonus amount below 5000.

Majority (37.1%) of respondents are satisfied the safety measures.

Majority (41%) of respondents are satisfied the medical facility.

Majority (38.1%) of respondents are satisfied the GPA benefits.

Majority (46%) of respondents are satisfied the Cleanliness of Canteen facility.

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

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

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

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

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

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

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

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

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

Transportation.

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

56

Majority (36.2%) of respondents are satisfied the both transportation, attendance of

allowances.

Majority (30.5%) of respondents are satisfied the punctuality of allowances.

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

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

Majority (38.1%) of respondents are satisfied the relationship between supervisor and

co-worker.

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

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

the management.

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

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

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

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

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

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

57

3.2. SUGGESTIONS

The researcher listed out the following suggestion after analyzing the main findings of this

research study.

Classic Knits India (p) Ltd facilitate for the up gradation of the studies to employee.

This can be more improved.

Rest room facilities can be further more improved.

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

The company can provide safety equipments to the employees.

The salary increment for employees will increase the employee satisfaction and which

in turn increase the employee morale.

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

that occupational diseases can be diagnosed earlier and necessary treatments can be

given to the concerned workers.

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3.3. CONCLUSION

Employers are more than willing to understand the employee’s requirement and

design their welfare packages and employee benefits programmers accordingly. The time for

them to understand the changes in employee needs and bridge the gap. Employers should

understand what employees want and compensate them accordingly.

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

programme, Restroom.

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

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APPENDIX

A STUDY ON WELFARE MEASURES ON EMPLOYEE

QUESTIONNAIRE

1. Age: (a) 18-25 (b) 26-35 (c) 36-45 (d) Above 452. Gender: (a) Male (b) Female3. Educational Qualification:(a) Below Hr Sec (b) Hr Sec (c) UG (d) PG4. Marital Status: (a) Married (b) Unmarried5. Monthly Income:(a) Below 5000 (b) 5001 to 10000 (c) 10001 to 15000 (d) 15001 to 20000 (e) 20001 and above

6. What sort of worker you are? (a) Temporary (b) Permanent7. Experience(a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs8. what is your bonus amount on last year?(a) Below 5000 (b) 5001 to 10000 (c) 10001 to 15000 (d) 15001 and above(A) Highly satisfied (B) Satisfied (C) Neutral (D) Dissatisfied Highly (E) Dissatisfied9. Safety Measures:

A B C D Ea)Are you satisfied with the safety appliances in work place?

10. Medical Facility:A B C D E

a. Specify the level of satisfaction

11. GPA Benefits:A B C D E

a. Specify the level of satisfaction about GPA Benefits

12. Canteen facility:

A B C D ECleanlinessHygienicServingPrice

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13. Credit facility:A B C D E

Is any advances and loan given to you are satisfied

14. Specify the level of satisfaction of other allowances:A B C D E

Transport allowanceAttendance allowancePunctuality allowanceEducation allowance

15. Infra-structural facility:A B C D E

Rest roomDrinking waterVentilationLightingToiletsWorking environmentTransportation

16. Inter-relationship:A B C D E

Relationship between co-workersRelationship between supervisor and workers.

A B C D E17. Level of motivation given to employee:18.Are you informed about all the management activities19.Does the management solve all your grievances20.Level of freedom to express your ideas21.Are you satisfied with the work you do22.Are you satisfied with welfare officer23.What is the satisfaction level of Training24. In general are you satisfied with the welfare and safety measures given by Management?

Any Suggestion:

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REFERENCES

BIBLIOGRAPHY

TEXT AND REFERENCE BOOKS

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

(p) Ltd., publishers.1985

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

New Delhi, thirty fourth editions, 2005

3. Aswathapa - Human Resource and personnel Management.

Tata McGraw-Hill publishing-New Delhi second reprint 2002

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

WEBSITES

1. www.google.com

2. www.classicknits.co.in

3.www.citehr.com

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