Kerala State Electricity Board-Bineesh Balan-0409

KERALA STATE ELECTRICITY BOARD

M P BIRLA INSTITUTE OF MANAGEMENT 1

A REPORT ON

A STUDY ON EMPLOYEE WELFARE MEASURES WITH

REFRENCE TO KSEB. KANNUR, KERELA

Submitted in partial fulfillment of the requirements of The M.B.A Degree Course of Bangalore University

Submitted By BINEESH BALAN

(REGD.NO: 04 XQCM 6017)

Under the Guidance and Supervision Of

Prof. Savitha Heble Faculty - MPBIM

M.P.BIRLA INSTITUTE OF MANAGEMENT Associate Bharatiya Vidya Bhavan

# 43, Race Course Road, Bangalore-560001 JUNE� 2006

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DECLARATION

I hereby declare that this project report �A STUDY ON EMPLOYEE

WELFARE MEASURES WITH REFRENCE TO KSEB. KANNUR,

KERELA� is a record of independent work carried out by me towards

partial fulfillment of requirements for MBA course of Bangalore

University at M.P.Birla Institute of Management. It is my original work

and that no part of the work has been submitted for any degree,

diploma, fellowship or other similar title or prizes for any institution

previously.

Place: Bangalore. Name: Bineesh Balan

Date: Register Number:

04XQCM6017



GUIDE�S CERTIFICATE

I hereby certify that the project work embodied in this dissertation

entitled �A STUDY ON EMPLOYEE WELFARE MEASURES WITH

REFRENCE TO KSEB. KANNUR, KERELA� has been undertaken

and completed by Mr.Bineesh Balan under my guidance and

supervision.

I also certify that he has fulfilled all the requirements under the

covenant governing the submission of dissertation to the Bangalore

University for the award of M.B.A Degree.

Place : Bangalore. Prof. Savitha Heble

Date:



PRINCIPAL�S CERTIFICATE

This is to certify that Mr.Bineesh Balan has carried out the project

work embodied in this dissertation entitled �A STUDY ON

EMPLOYEE WELFARE MEASURES WITH REFRENCE TO KSEB.

KANNUR, KERELA� under the guidance of Prof.. Savitha Heble.

Place : Bangalore (Dr. N.S.

Malavalli)

Date : PRINCIPAL



ACKNOWLEDGEMENT

The immense gratification this Project work has given me does not

lead to a sense of fulfillment unless I express my boundless gratitude to all those

who made this work successful. I do recognize that mere thanksgiving does not

redeem me of my indebtedness for all the timely help, support and guidance I

received. I script on this page my sincerest thanks to each one of them:

I am particularly grateful to Prof. Sumithra Sreenath, M.P.Birla Institute of

Management . for showing her keen interest in the project and guiding me with

his valuable suggestions, without which it would not have been possible for me to

complete the project in time.

I am also thankful to my guide, Prof. Savitha Heble for her support and

encouragement rendered for this project.

I express my thanks to Mr.Nagesh.S.Malavalli, Principal, M.P.Birla

Institute of Management for his constant support and encouragement.

I owe my thanks and wholehearted gratitude to Mr. sureendran, and

all those who rendered help at critical moments for the successful outcome of

this work and especially the staff of KERALA STATE ELECTRICITY BOARD for

their constant encouragement and for being a great group of knowledgeable and



cooperative people to work with.

To my friends, I extend my gratitude for their moral support throughout

the project.

Bineesh

balan

CONTENTS

Sl no: Topic Page no:

i) EXECUTIVE SUMMARY��............................1

1. INTRODUCTION��.��............2

THEORITICAL BACKGROUND...................... ...........................2

NEED FOR HUMAN RESOURCE MANAGEMENT�......��.3

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT��.3

HRD SYSTEMS��...��.........................4

2. COMPANY PROFILE...��............................................5

3. EMPLOYEE WELFARE��10

4. RESEARCH DESIGN��..��.�.��23

PROBLEM STSTEMENT��23

RESEARCH METHODOLOGY��.��....25

DATA COLLECTION METHODS��............................26

PLAN OF ANALYSIS��....��.........26

LIMITATIONS OF THE STUDY��..27

5. DATA INTERPRETATION AND ANALYSIS��.�.......28

6. FINDINGS AND SUGGESTIONS��...��.�....52

FINDINGS��.�..��...........52



SUGGESTIONS & RECOMMENDATIONS��....��..��.53

CONCLUSIONS��..��..�54

7. SAMPLE QUESTIONAIRE��.55

8. ANNEXURES��.��.59

BIBLIOGRAPHY��..56



EXECUTIVE SUMMARY

An industry is certainly not a place where workers and employers try to get the

maximum each other. Both employee and management can be lot more if and

when they work together as partners in an enterprise, and if they have sympathy

of understanding of each other problems, which is the basic problem in employee

welfare. It is sincerely hope that he welfare notion will help the industry

community better, to maintain harmonious industrial relations and more lasting

industrial peace to tackle effectively the social problems and attain human

welfare.

The industrial revolution began in the 18century and since it introduced the big machine

it came to be known as the machine age. Industrialization is employment of labor

accompanying of this welfare in as much as on their welfare depends the future progress

of industrialization employee welfare is a direct sequel to industrialization

Employee welfare has positive aspect to it. It has statutory measures, which lays down

minimum standouts of facilities to be given to the employees. Retaining and motivation

employees and minimizing socialize evils are most of the beneficiary outcomes of

employee welfare.



KSEB has large strength of employees working at all levels, A study of the welfare

measures being provided to its employees was done. This problems faced by the

employees regarding these spheres were observed with the help of questionnaire and an

analysis of the same was carried out.

The survey at KSEB showed an average satisfaction level among the employees. If the

company thinks it apt, it can provide its employees with certain more non-statutory

welfare measure and benefits that they may help in increasing the satisfaction level of

employees.

INTRODUCTION

THEORITICAL BACKGROUND

Human Resource is of paramount importance for the success of any Organization.

It is a source of strength and aid. Human Resources are the wealth of an organization that

can help it in achieving its goals. Human Resources Management is concerned with the

human beings in an Organization. It reflects a new outlook, which views organization�s

manpower as its resources & assets. Human Resource is the total knowledge, abilities,

skills, talents & aptitudes of an organization�s work force. The values, ethics, beliefs of

the individuals working in an organization also form a part of Human Resource. Human

Resource is a resource like any other natural resource.

Thus, it is the management which matters people realize the objectives of the

organization and directs their efforts towards their achievement. Marketing plans

organizes co-ordinates & controls the affairs of the organizations. It brings the human &

material resources together material resources for the achievement of the objectives of the



organization. Human resource management is the process by which the employees of an

organization are helped in a continuous planned way to Acquire and to sharpen

capabilities required to perform various function associated with their present or expected

future jobs. Develop their general capabilities as individuals and discover and exploit

their own inter potentials for their own and or for organizational development purposes

and Develop an organization culture in which superior subordinate relationship,

teamwork and collaboration among sub-unit are strong and contribute to the professional

well-being and promote motivation and pride of the employees.

1:1 NEED FOR HUMAN RESOURCE MANAGEMENT

Human Resource Management helps in creating a better understanding between

employees and Management. It helps workers in accomplishing individual and

organizational goals. This approach has been attracting the attention of management

professionals in the last decade or so. HRM is considered essential due to the following

reasons.

1.2 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

1. The primary objective of HRM is to ensure the availability competent and willing

work force to an organization. Beyond this, there are objectives too;

2. To help the organization attain the goals by providing the well trained and well

motivated employees.

3. To employ the skills and knowledge of employees efficiently and effectively.

4. To enhance job satisfaction and self-actualization of employees by Encouraging and

assisting every employee to realize his/her her full potential.

5. To maintain high morale and good human relations with organization.

6. To manage change to the mutual advantage of individual groups and Organization

and society.



7. To recognize and satisfy individual needs and group goals by offering Appropriate

monetary and non-monetary incentives.

8. To help maintain ethical policies and behavior inside and outside the Organization.

9. To bring about maximum individual development of members of the organization by

providing opportunities for Training & Development

1.3 HRD SYSTEM

Increasing the `enabling capabilities� by developing human resource organizational

health, team spirit and increasing employment, motivation and productivity.

Focus on balanced organizational culture - by conducting periodic surveys,

workshops, discussion, stimulating openers, mutual trust, workshops, creativity,

initiative, collaboration, delegation, management of conflict etc.,

Focus on periodic reviewing of HRD System - which may call for re-designing,

performance appraisal, Reward System, promotion, Selection, Induction, Training

and Development, etc. Focus on integrating HRD with other corporate functions like

production, Finance, Material Corporate planning etc. such integration will strengthen

the development of enabling organization. Focus on diffusion of HRD function -

involving line manager in various HRD aspects live training of sub-ordinates,

performance appraisal, promotion, placement, selection etc., Focus on working with

union by taking them into confidence and collaborating with them. The union also

plays a positive role like syndicate bank employee union.



CHAPTER 2

COMPANY PROFILE

Kerala State Electricity Board commenced functioning on 31-3-1957 After Noon as per

order no. EL1-6475/56/PW dated 7-3-1957 of the Kerala State Government. It had 5

members with Sri K P Sreedharan Nair as Chairman. All the staff belonging to the

erstwhile Electricity Department was transferred to the Board. The 'Board' consisting of

the Chairman and the Members is the Supreme Governing Body.

State Electricity Consultative Council

The State Government by their notification EL3-9345 dated 21-2-1958 constituted the

State Electricity Consultative Council under section 16 of the Electricity Supply Act. The

Council functions as consultative body and the Board is required to place before the

council the annual financial statement and supplementary statements if any before

submitting such statements to the State Government.

Over the years, the Board has grown many times to reach the present position catering to

the demands of the industrial and domestic consumers, whose per capita consumption has

shown a significant increase due to industrialization and increased usage of electric



household goods, improved economy etc. While it was possible to meet the energy

demand from the Boards own power plants in 1958, it has to resort to import of power

from Central Sector and also buy power from other power generating utilities within the

state to meet the demand for power at present. To meet the ever-increasing demand for

power in the future, the Board has plans to take up construction of more generating plants

mostly in the hydel sector, with proportionate investment and schemes in the

transmission and distribution sector to improve the system. In order to improve the

functioning of the Board, the Board has been segregated into three profit centers as part

of the power policy declared in 1998 by the Kerala State Government.

Classification of Consumers

Sl No Category Description

1 LT I(a) Domestic use

2 LT I(b)

(I) Office of political parties approved by Election Commission of India. (ii) Libraries and reading rooms. (iii) Sports/arts club (with connected load not exceeding 2000 Watts). When the connected load exceeds 2000 Watt, LT VII C will be applicable In respect of Offices of Political parties not approved by the Election Commission of India, LT VI (B) tariff shall be applicable. The libraries and reading rooms having registration of the Kerala Grandhasala Sanghom or nor having the registration of Kerala Grandhasala Sanghom shall be charged at the same rate.

3 LT II

Colonies of HT and EHT consumers where re-sale of energy is not involved and where supply at a single point is given at LT by the Board for domestic use in staff quarters, street lighting and pumping water for domestic use.Colonies of Universities, State/Central Government Departments, Public Institutions like Companies/Board/Corporations under State/Central Government and Hospitals therein, colonies of Railways, State/Central Government Undertakings, Postal/BSNL, A.I.R, Dooradarsan and Private colonies.

4 LT III Temporary Connection for Illumination, Exhibition, Festivals, Public Meeting and Fairs



5 LT IV

General purpose industrials loads (single or 3 phase) viz., Grinding Mills, Flour Mills, Oil Mills, Rice Mills, Saw Mills, Ice Factories with or without cold storage, rubber smoke houses, prawn peeling units, floriculture activities, tyre vulcanising/retreading units, workshops using power mainly for production and/or repair, pumping water for non agricultural purpose, Public Water Works, Sewage Pumping, Power laundries, Hatcheries, Screen Printing of glassware or ceramic, Printing Press, Milk Chilling Plant, Freezing Plant, Cold Storage, Bakeries (where manufacturing process and sales are carried out in the same premises), Stone Crushing units, Diamond-Cutting, Book binding and allied activities, Garment Making, Electric Crematorium, Pyrolators installed by local bodies, Mushroom farms, Shrimp farms, SSI Units engaged in computerised color photo printing, computer consultancy services with SSI registration engaged in Software services and data processing activities and Desk Top Printing, Audio/Video Cassette Recording/Duplication, CD recording/duplication, software development for recording/duplication purpose, manufacture of audio/video cassette, Software Technology/ Information Technology, Dairy farms, Agricultural Nurseries (without sale) and Marble Cutting.

6 LT V

Applicable to poultry farms, silk worm breeding, Government Livestock Farms, Agricultural consumers, all cultivations including dewatering and Lift Irrigation (Single or 3 phase), Private Livestock farms (minimum number of milky cattles shall be five) and combination of livestock and dairy farms, private pig farms (provided there is a minimum six breeding adult animals in the farm).

7 LT VI(A)

Temples, Churches. Mosques, Monastries, premises of religious Worship, convents, private hospitals, registered under Cultural, Scientific and Charitable Societies Act and exempted from payment of Income Tax, Government or private educational institutions, libraries/reading rooms affiliated to Universities or run by Government or private, Government Hospitals, X-ray units, laboratories, mortuaries attached to Government Hospitals.

8 LT VI(B)

Offices and institutions under State/Central Government, Corporations/Board under State/Central Government, Local Bodies, Hostels of educational institutions affiliated to the Universities or under the control of the Director of Technical/Medical Education, Director of Public Instruction or such other officers of the Government or run by the Government or State Social Welfare Board, Hostels run by institution that are registered under Cultural, Scientific and Charitable Societies Act and exempted from payment of Income Tax, KHRWS Paywards and institutions of KHRWS, Travellers Bungalows and Guest/Rest Houses under Government, Typewriting Institutes, private hospitals, mortuaries attached to private nursing homes, private mortuaries private, private Blood Bank, clinical laboratories/X-ray units, private offices of Advocates/Chartered Accounts/ Architects/ Social Organisations, Museum/Zoo, Computer Training Institutes and Offices of the Political parties not approved by the Election Commission of India and collection centred of 'FRIENDS' single window service centres under department of Information technology, Police clubs, Private Scanning Centres.



9 LT VI(C)

Offices or institution under Kerala Water Authority K.S.R.T.C., Kerala Water Transport, Income Tax/Central Excise/ Customs, offices under the Motor Vehicles Department/ Sales Tax Department/ Excise Department, offices of all tax/ revenue collecting departments under State/Central Government (other than local bodies), Railways, International/Nation Airport Authority, Postal, Railway Station, offices of Railways, Banks, Pawn brokers, light houses and any other categories not included in LT VI (A) , (B) or (D).

10 LT VI(D) Orphanages, schools and hostels of mentality retarded students, deaf/ dumb/ blind/ physically handicapped persons, oldage homes, cheshire homes, Polio Homes and all other similar institutions all recognised by the Government.

11 LT VII (A)

Display lights, Cinema Studies, Commercial premises, Hotels and restaurants (having connected load exceeding 2000W), Showrooms, Business Houses, Private Hostels/Lodges/Guest/Rest houses, commercial cold storage bakeries (without manufacturing processes), vehicle service stations, petrol/diesel bunks, construction works (residential, industrial, non-domestic or commercial), installations of cellular mobile communication/installations of cable TV network, satellite Communications, offices/telephone exchanges under BSNL, offices or institutions under AIR, Doordarshan, LIC recognised insurance companies and radio stations.

12 LT VII (B) Applicable to the following where connected load does not exceed 1000 Watts. (i) Shops/Bunks/ hotels and restaurants (ii) Telephone booths/internet/e-mail/fax/photocopy services.

13 LT VII (C) (i) Cinema Theatres, Circus and other similar activities. (ii) Sports and games activities having connected load exceeding 2000 Watts.

14 LT VIII

Temporary Extension (Single or Three Phase) Applicable to temporary extension taken from consumer's premises: Fixed charge of Rs. 50/KW or part thereof of connected load per day.Applicable fee, testing fee etc. will be payable extra.

15 HT I

Water Works, printing presses (including presses engaged in printing dailies) plantations, granite crushing units, industrial consumers, dairy farms, drinking water pumping for the public by KWA, corporations, municipalities, panchayats, information technology, software development and all other nonagricultural pumping and drinking water pumping for the public by Kerala Water Authority, Corporations, Municipalities and Panchayats

16 HT II

Non industrial, non commercial consumers such as Aerodromes, Public Offices run by Central/State Government, Local Bodies,Technical & Educational Institutions and Hostels run by or affiliated to Universities or Government Departments and Government Hospitals and Government Nursing Homes,Charitable Institutions and Colonies supplied with energy at HT and HT Domestic

17 HT II B Offices of political parties approved by the Election Commission of India



18 HT III

(Agriculture)

Agriculture consumers for all cultivations including dewatering, lift irrigation, sericulture, poultry farms, silk worm breeding and livestock farms both government and private, private Piggery farms (Provided there is a minimum six breedable adult animals in the farm

19 HT IV

(Commercial)

Tariff applicable to Hotels/Restaurants, Lodges, Hostels.Guest/Rest Houses. Travellers Bungalows, Cold Storage, Freezing Units,Commercial establishments,Business Houses,Film Studios,Cinema Theatres,Private Hospitals,Private Nursing Homes, Private Scanning Institutions, Private X ray Institutions,Private Clinical Laboratories,Offices/Telephone exchanges of BSNL,Radio Stations,Doordarshan,Construction Works(Residential,Industrial,Non Domestic or Commercial)

20 EHT 66 kV

21 EHT 110 kV

Consumer who is supplied with electrical energy at a voltage exceeding 33000 volts under normal conditions subject to however to the percentage variation indicated in the agreement with the Board or allowed by the Indian Electricity Rules 1956

22 Railway Traction 110 kV Electric Traction by the Railway

Welfare measures in KSEB:

KSEB offers large number of welfare measure to its employees, however the normal

rules and procedures and company rules and regulation are followed in good manners.

WELFARE OFFICER:

KSEB has not appointed welfare officer however a manager personnel is looking

after the welfare schemes of the company.

LEAVE RULES IN KSEB:

Leave includes casual leave, annual leave with wages (earned leave), leave on

loss of pay, maternity leave, sick leave and special leave. Discretion is reserved to the



authority empowered to grant leave.

CHAPTER 3

EMPLOYEE WELFARE

3.1 INTRODUCTION

Welfare is a broad concept referring to a state of an individual or a group, in a

desirable relationship with the total environment, ecological, economic and social.

Employee welfare includes both the social and economic contents of welfare. Social

welfare is primarily concerned with the solution of the weaker sections of the society like

prevention of destitution, poverty etc. It aims at social development by such means its

social legislation, social reform, social services, social work social action, the object of

economic welfare is to promote economic development by increasing producing an



productivity and through equitable distribution.

Meaning

Employee welfare implies the setting up to minimum desirable standards and the

provisions of facilities like health, food, clothing, housing, medical assistance, education,

insurance, job security, recreation, etc. such facilities enable the worker and his family to

lead a good work life, family life & social life. Employee welfare measures are an effort

towards revolving the industrial worker of his worries and making them happy.

Definitions:

The labor investigations committed (1944-46) defines labor welfare as �anything

done for the intestinal, physical, moral and economic betterment of the workers where by

employers, by government or by other agencies over and above what is laid down by law

or what is normally expected as part of the contractual benefits for which the workers

may have bargained.�

According to the report of the Asian regional conference of the ILO, the term

�Employee welfare is understood to include such services facilities and amenities which

may be established in or in the incite of undertakings to enable the persons employed

whether to perform their own in healthy congenial surroundings and provide them

amenities conductive to good health and high morale.�

Therefore Employee welfare aims at providing such service, facilities and

amenities that enable the workers, employed in industries factories to perform their work



in healthy, congenial surrounding conductive to good health and high morale.

The importance of Employee welfare measures was accepted as early as 1931,

when the royal commission of labor started. The benefits, which go under this

nomenclature, are of great importance to the worker and which he is unable to secure by

himself. The labor welfare scheme may be regarded as a wise investment.

The worker should at least have the means and facilities to keep himself in a state of

health and efficiency. The working condition should be such to safeguard his health and

protect him against occupational hazards.

OBJECTIVES OF EMPLOYEE WELFARE:

1. To avoid the frustration of workers and thereby increase their overall efficiency

and productivity.

2. To improve the health and working environment of the individual

3. To release the employees from personal and family worries

4. To provide better amenities to the workers and thereby afford him a wider

concept of life

5. To increase the standard of living

6. To reduce absenteeism and labor turnover in organization.

SCOPE OF LABOUR WELFARE;

There are certain requirements, which we believe labour welfare should meet, it should



a) Enable workers to live a richer and more satisfactory life.

b) Contribute to the productivity of Employee and efficiency of the enterprise

c) Enhance the standard of living of workers by indirectly reducing the burden on

their purse.

d) Be in the harmony with similar service obtaining in the neighboring community

where the enterprise is situated

e) Be administrate liable and essential development out look.

Thus if it would be clear that we inclined to regard all extra all mural and intramural as

well as statutory and non-statutory welfare measures of employers, government and trade

unions as fallings within the scope.

3.2 EMPLOYEE WELFARE MAIN CLASSIFICATION:

The Employee welfare includes various activities relating to the different aspects of

Employee class in brief. The activities are generally divided into 2 broad categories.

a Extramural

b Intramural

EXTRAMURAL

Those welfare activities, which are undertaken outside the vanity of the

undertaking. For example, facilities of transport to and from the place of work, provision

of good accommodations, maternity benefits, medical benefits, provident fund etc.

INTRAMURAL:



Those welfare activities, which are undertaken inside the premises of the factory:

Ex:- Canteen, restroom, first aid equipment, proper ventilation and sanitation etc.

By applying another mode of classification Employee welfare measures can be divided in

to three categories

i. Statutory welfare measures

ii. Voluntary / non-statutory welfare measures

iii. Mutual welfare measures

STATUTORY WELFARE MEASURES

It includes all activities undertaken under the provisions of law passed by central

& state government for general welfare of workers which are compulsory provisions

relating to living conditions minimum wages, sanitary conditions hours of work lighting

etc.

The employee is legally bound to adapt welfare measures under different labor

legislation.

EX; The factories act, 1948

The payment of gratuity Act, 1972

3.5 STATUTORY WELFARE MEASURE

1 Canteen (section 46)

2 Shelters, restrooms and lunch rooms (sections 47)



3 Creches (section 48)

4 Washing facilities

5 Facilities for storing and drying clothing (Section 43)

6 Facilities for sitting (section 44)

7 First aid appliances (Section 45)

8 Drinking water (section 18)

9 Latrines & urinals (section 19)

10 Spittoons (Sections 20)

STATUTORY SOCIAL SECURITY WELFARE MEASURES

1 Family pension schemes

2 Gratuity

3 Provident fund scheme

4 Employment state insurance scheme

5 Deposit linked insurance scheme

3.3 NON-STATUTORY / VOLUNTARY WELFARE MEASURE

Voluntary welfare measures include those undertaken by the employees voluntarily

without any pressure from government. This is intended for efficiency of workers such as

free food government. This is intended for efficiency of workers such as free food during

work, facilities for relaxation reading room etc.

Non-statutory Employee welfare includes those activities undertaken by the

employers for their workers welfare. The idea is apparently philanthropic but it is also a



round investment because the various welfare activities of the employees not only

increase the efficiency of the workers but also reduce the chances of industrial disputes.

Non-statutory Employee welfare work is also undertaken by some social

organizations. The various types of non-statutory Employee welfare activities, which may

be undertaken by the employers, are

a) Educational facilities for the workers and their children in the form of provision

of schools, libraries and financial assistance

b) Medical facilities for worker and their families in the form of first aid centers,

dispensaries and treatment of diseases

c) Free transport facilities

d) Recreational facilities in the form of music, dance, drama, games and other

cultural activities

e) Housing facilities - construct houses or provide housing loans for workers

f) Consumer co-operative societies - which provide members with good quality food

grains and other.

g) Family planning programmers

h) Counseling programs for the management of workers personal and emotional

problems.

Welfare activities greatly affect the health and efficiency of the workers and promote

industrial peace. Therefore, the employers must under take the responsibility of providing

welfare measures for their workers. Welfare activities will help to establish a harmonious

relationship between employers and workers. The employers thus have a moral obligation

to look after the welfare of their workers.

The Employee welfare measures mentioned in the previous topics contribute

positively to employee satisfaction and hence play an important role in reducing

employee turnover and absenteeism and improve workers health and efficiency.



.

3.4 MUTUAL WELFARE MEASURES

These welfare measures are undertaken jointly by the management and workers by

each other co-operation. Sometimes mutual welfare measures activities are organized by

unions for benefits of workers such as co-operative societies etc.

MUTUAL WELFARE MEASURES

1 Credit co-operative society

2 Death relief fund

3 Group insurance scheme

VOLUNTARY WELFARE MEASURES

1 Housing facilities

2 Transportation facilities

3 Medical facilities

4 Cultural facilities

5 Recreation facilities



3.6 FACTORIES ACT - 1948:

OBJECTIVES:

To regulate the conditions of work in manufacturing establishments that come within

the definition of the term `factory� as used in the act. The act makes provisions regarding

the following matters.

HEALTH:

1. CLEANLINESS:

o Factory to be kept clean from effluvia and dirt

o Effective means of drainage

o Use of disinfectants

2. DISPOSAL OF WASTE AND EFFLUENTS:

o Factories to make arrangements for treatment of wastes and effluents from

the manufacturing process.

3. VENTILATION AND TEMPERATURE



o Maintain adequate ventilation and temperature

o Process producing high temperature to be separated

o Standards of ventilation and temperature to be prescribed

4. OVERCRODWING:

o It must be avoided

o Specified space per worker must be maintained

5. LIGHTING:

o Sufficient and suitable lighting must be provided in the factory

o Measures for presentation of glare and formation of shadows

6. DRINKING WATER:

o Provide suitable points of drinking water

o Points to be marked and away from urinals

7. LATRINES AND URINALS:

o Separate latrines and urinals for male and female workers, adequately

lighted and ventilated.

WELFARE:

1. Washing facilities:

Adequate facilities should be made available to all workers which should be

kept clean

2. Facility for sitting

o Provisions for seating arrangements for workers obliged to work in a

standing position

o Provisions for seating arrangements for workers doing work, which can be

in a sitting position.

3. Canteens:

Canteens in a factory employing more than 250 workers.

4. Shelters:



Restrooms and lunch rooms in factories employing 150 / more workers

5. Creches:

Provision for crèches in factories employing more than 30 women workers. It

must be ventilated and under the charges of trained women.

6. Welfare officers

Appointed in factories employing 500 / more workers.

3.7 EMPLOYEES PROVIDENT FUND ACT - 1952

OBJECTIVES :

To provide provident fund and pension scheme for employees in factories and other

establishments. As per the scheme an employee is entitled to receive his contribution at

the time of his retirement or leaving the service, whichever is earlier.

Employees provident fund schemes:

The central government frames the employees provident fund scheme for

establishment of provident fund under the act for employees and specifiy the class of

establishments to which the scheme applies. The central board administrates the fund.

Employees family pension scheme:



It provides family pension and life insurance benefits to the employees of any

establishments. A family pension fund is created from the contributions of the employees

and employers this fund is administrated by the central board.

Employees deposit linked scheme:

This scheme is framed for providing life insurance benefits to employees of any

establishments, the employer make contributions to the deposit linked insurance fund.

The amount not being more than 1% of the aggregate of basic wages dearness,

allowances and retaining allowance.

3.8 Employees Estate insurance act 1948:

OBJECTIVES:

To provide certain benefits to employees in case of sickness, maternity and

employment injury. Employees sate insurance fund - at contributions are paid under this

act shall be paid in to a fund called ESI fund, which is administrated by the ESI

Corporation.

BENEFITS

Sickness benefits:

The qualification of a person to claim sickness benefit. The condition subject to

which benefit may be given. The rates and periods those of shall be prescribed by the

central government.



Maternity benefits:

The increased women employee is entitled to periodical payments at the rate of her

average daily wage for a maximum period of 12 weeks in case of her miscarriage or

sickness, arising out of pregnancy, confinement or premature birth.

Disablement benefit:

An employee who sustains temporary disablement, weaker total or partial, shall be

entitled to periodic payment.

3.9 EQUAL REMUNERATION ACT, 1976

Objectives:

To provide for the payment of equal remuneration to men and women workers and

for the presentation of discrimination on the ground of sex, against women in the matter

of employment.

It is the duty of the employer to pay equal remuneration to men and women workers

for same work or work of similar nature. In doing so, the employer shall not reduce the

rate of remuneration of any employee.

No employee shall, while making recruitment for the same work or work of similar

nature make any discrimination against women except where the employment of women

in such work is prohibited under the any law.

3.10 THE PAYMENT OF GRATUITY ACTS, 1972

OBJECTIVES:



To provide for a post retirement financial security to employees in factories and

other establishments gratuity shall be payable to an employee on the termination of his

employment after he has rendered continuous service for not less than five years:

a On his superannuating

b On his retirement or resignation

c On his death or disablement due to accident or disease.

The gratuity is calculated based on 15 days wages for every completed year of service

to the maximum of Rs. 25 lakhs, gratuity can be fortified if the employee has committed

a misconduct of moral turpitude. Gratuity shall be paid to the nominees in the event of

death of the employees while in service.

CHAPTER - 4

Research Design

4.1 Introduction

Welfare of employee is the welfare of industry. They rise or sink together; the

country�s progress is bound up with the progress of industry and of employee. A

worker�s well being inside as well as outside the factory is mainly out of employer�s

concern, because it has a direct bearing on the efficiency of his work and job satisfaction.

It is the right of the worker as a human being to get the minimum amenities, which in

turn contributes to a very large extent towards production efficiency.

They are also the best kind of investment for employees as they promote

industrial efficiency and provide the workers facilities and amenities, which enable the



workers employed to perform their work in healthy an congenial climate.

4.2 Problem Statement

The liberalization, privatization and globalization of Indian economy in the last

few years have presented unprecedented challenges to the decision makers in

government, industry and service sectors; to compete in the global market with

competitive edge necessitates the industry to improve its productivity and quality of

products.

This objective cannot be achieved unless and until the workers are highly satisfied

with the working environment and welfare facilities, which have an important impact on

industrial relations.

Thus a research study has been conducted in the area of �Employee welfare and its

impact on job satisfaction� at KSEB. Welfare measures are vital to improve employee

efficiency and commitment.

In this aspect, not only the statutory provision should be compiled with but the

employers must also strive to provide certain voluntary & mutual welfare measures to

ensure employee satisfaction. Therefore a study of the statutory, non-statutory & mutual

measures provided by the organization and the satisfaction level of employees towards

these welfare measures and its impact on job satisfaction, but also to draw suggestions

and conclusions which would enable the organization to make improvements in its

welfare measure if necessary.

4.3 Objectives of study

In this study an attempt has been made to examine the welfare measures offered by

KSEB to its employees & its impact on job satisfaction. The specific objectives of the

study are:-



1. To examine the various statutory and non-statutory, mutual welfare measures

provided to the employees of KSEB

2. To understand the reaction of the employees towards the welfare measures in

terms of their awareness, perception and level of satisfaction with there facilities

3. To find out the satisfaction level of the employees and identify reasons for and

source of dissatisfaction, if any

4. To make suitable suggestions and recommendations with a view to improve the

existing welfare measures, if necessary.

4.4 Scope of study:

The scope of the study is extended only to the respondents working in the KSEB

divisions in Kannur district, Kerela. It does not cover all the employees working in

KSEB. The study covers only some of the levels in the organization. The welfare

measure studied includes both statutory, non-statutory (voluntary) measures & mutual

welfare measures.

4.5 Research methodology

Research refers to the search for practical knowledge, and it is a scientific

investigation for the search for relevant information.

Research consists of comprising and redefining problem, formulating, solutions,

collecting, organizing, and evaluating data, making conclusions and carefully testing

conclusion clarify the accuracy of conclusion.



Methodology:

An exploratory research study is conducted and a sample survey method is

employed. Here the study is conducted based sample drawn from the population and

therefore inferences are drawn about the welfare measures at KSEB.

In due course of data collection for covering the above stated objectives. An in-

depth study of the various book, manuals, forms, reports and other documents in order to

study and understand the functioning of the divisions.

Sampling and sample size:

In order to reduce the sampling bias and sampling error, the method appropriate to

this is taken i.e., stratified random sampling is adopted where by each level is treated as a

strata and sample would be drawn from the strata.

The sample size is 60 employees .

4.6 Data collection methods:

Source of data:

1. Primary data

2. Secondary data

Primary data:

It is the data collected which is collected directly from questionnaires, personal

interview and discussions with officials and manager at KSEB. The responses of the

employees towards worker welfare measures in the organization and their job satisfaction



is analyzed through questionnaires.

Secondary data:

It is that data which is already available from,

a. Companies annual report

b. File and documents relating to employee welfare

c. Text books relating to labour welfare measures and job satisfaction.

4.7 PLAN OF ANALYSIS

Data collected from various sources are carefully computed, classified, tabulated,

analyzed an interpreted. The statistically technique used for analyzing the data collected

from the tabulated data would be analyzed with tables & charts wherever necessary, so as

to draw inferences based on which findings, suggestions and conclusions regarding

employee welfare measures and its impact on job satisfaction are arrived at.

4.8 LIMITATIONS OF THE STUDY:

The study is limited to only some of the levels in the organization; hence it may not

be universally applied to the organization as a whole.

Since the nature of the study and the complexity entails a greater depth in study for

which sufficient time was not available, time factor is also one of the limitations to

the study.

It is assumed that answers given by the employees are true and adequate; therefore

the study is a representative of the employees opinions.



CHAPTER - 5

ANALYSIS OF DATA AND INTERPRETATION:

The study has been on "A study on impact of Employee Welfare measures

towards job satisfaction of employees at KSEB. The data collected from the employees

using with scientific questionnaires. The primary data has been collected by way of

structured scientific questionnaire through focus interview technique from 60 employees

from 2 divisions in KSEB.

The data has been bifurcated into groups

1. Personal details (question 1.1 to 1.3)

2. Pertaining to the project



a. Statutory welfare measures

b. Non-statutory welfare measures

c. Mutual welfare measures

d. Other information relating to job satisfaction

The various Employee welfare measures has been drawn from the factory act

1948, employee state insurance act 1948, employees provident fund act 1952 payment of

gratuity act 1972, workmen's compensation act 1923. While structuring the questionnaire

care was taken to see that the questions that were being framed were relevant to the

objectives of the study.

Questionnaires were designed to find out about welfare measures and also the

satisfaction level of the employee sin the organization, on the basis of the answers

collected from the employees, inferences were drawn to arrive at a final conclusions the

respondents have been selected from various department to get their general opinion of

the welfare measures offered by the organization.

5.1 PERSONAL DETAILS:

1.1 Table showing age wise distribution of the respondents

Age (in years) No of Respondents Percentage Below 25 0 0 25-35 14 24 35-45 27 45 45 and above 19 31 Total 60 100

From the above table it is observed that no respondents fall under below 25 years

category, 24 percent under 25-35 years category, 45 percent under the 35-45 years



category, and 31 percent of the respondents under 45 and above category

It can be inferred that most of the employees fall in the group of 35-45 and 45

above. It is important to note that they from 45 percent of the employees are continuing

in the same organization for a number of years. Therefore the organization must ensure

that they are satisfied with all the welfare measures and must try to improve some of the

welfare measures with which the older employees are not satisfactory.

1.2 Table showing sex-wise distribution of the respondents

Sex No. of Respondents Percentage Male 22 36 Female 38 64 Total 60 100

From the above table it is observed that 64 percent of the respondents are male 36

percent of the respondents are females.

1.3 Table showing educational qualification of workers

Qualification No. of Respondents Percentage Under graduate 14 31 Graduate 23 38 Post graduate 05 09 Diploma 8 13 Others 10 09 Total 60 100

From the above table it is observed that most of the respondents are graduates

who account for 38 percent, 23 percent of the respondents are undergraduates. 9 percent

of the respondents are postgraduates, 15 percent of the respondents are diploma holder, 0

percent have done other course.



Therefore it is inferred that all the respondents are literate. Analyzing the

qualification is essential because it helps us to find out if the employees are educated or

not. Therefore of the respondents are aware of the welfare measure.

5.2 STATUTORY WELFARE

I Welfare measure covered under factories act 1948:

A. Table showing satisfaction level of employees for the following facilities covered

under factories act 1948

Graph



0

10

20

30

40

50

60

70

80

a b c d e f g

Rest rooms

Drinking Water

Medical

Canteen

Urinals

SalaryAdvanceExtra Payment

SL.

No Faclities

Very

Satisfied Satisfied

Dis

Satisfied Fair

Absolutely

Dissatisfied

Not

aware

Not

applicable

1 Rest rooms 0 0 17 5 0 73 0

2 Drinking Water 4 38 18 24 0 16 0

3 Medical & First aid 9 36 18 28 7 0 2

4 Canteen 0 23 21 26 0 23

5 Urinals & latrines 6 37 27 22 8 0 0

6 Salary Advance 20 53 5 22 0 0 0

7 Extra payment 4 62 4 28 2 0 0

1. REST ROOMS:



a. Analysis

Table 2 shows that all employees interviewed for the study can be observed that the

respondents are not aware of rest room in the organization, respondents are also

dissatisfied.

b. Inferences:

a. It can be inferred that the organization has no rest room facility

2. DRINKING WATER FACILITIES:

Analysis

It is observed that most of the respondents state that drinking water facilities is

satisfied, 38 percent of the respondents state they are satisfied 24 percent of the

respondents state that drinking water facility is fair, 18 percent of the respondents

state they are dissatisfied and 16 percent of the respondents are absolutely

dissatisfied. All the respondents are aware of drinking water facility in the

organization.

Inferences:

It is inferred majority of the employees are satisfied as well as dissatisfied this

because not all departments / divisions are provided with safe portable drinking

water. The company must provide them with safe drinking water as it is a basic

necessity. In every dept., necessary arrangements have to be made to provide and

maintain water at suitable points conveniently situated for all workers.

3. MEDICAL AND FIRST AID FACILITIES:



a. Analysis

It is observed 36 percent of the respondents are satisfied, only 9 percent

are very satisfied; where as 28 percent of the respondents state it to be fair, 18

percent of the respondents are dissatisfied and 2 percent of the respondents are not

aware of medical and first aid facility.

b. Inferences:

As regards to medical facilities, its importance for the workers to be being

ignored because it not only important for himself but also for the overall industrial

developments and progress.

4. CANTEEN

Analysis

It is observed that 20 percent of the respondents are stated it is fair 26 percent

of the respondents are absolutely dissatisfied with the canteen facilities, 23

percent are dissatisfied and 30 percent of the respondents are not aware of the

canteen facilities.

Inferences.

It can be inferred that 30 percent of the respondents are not aware of canteen

facilities and majority of the respondents are dissatisfied this is because the

company do not have canteen facilty.

5. URINAL AND LATRINES:



Analysis:

It is observed that most of the respondents are satisfied and they account for 37

percent, 22 percent of the respondents satisfied it to fair, 27 percent of the respondents

are dissatisfied, 8 percent of the respondents are absolutely dissatisfied and all the

respondents are aware of the sanitary conditions in the organization.

b. Inferences:

it is inferred that even though most of the employees are satisfied with the

sanitary condition: the management should take steps to maintain and improved

the sanitary condition so that the dissatisfied respondents are satisfied with regard

to cleanliness and hygiene of latrines.

6. Earned Leave:

a. Analysis:

It is observed that out of 100 percent, 41 percent of the employees are satisfied,

25 percent of the respondents are very satisfied, and 30 percent stated it to be fair

and only 2 percent of the respondents were dissatisfied which is an insignificant

figure. All the respondents are aware of earned leave and it is applicable to all the

respondents.

b. Inferences:

It is inferred that majority of the employees are satisfied with the earned leave

benefits

7. Casual leave:

Analysis:

It is observed that 50 percent of the respondents are satisfied with the casual

leave, 16 percent of the respondents say it is fair, 30 percent of the respondents

state they are very satisfied and another small percentage are dissatisfied. All the

respondents are aware of casual leave and it is applicable to the entire employee.

Inferences:



Overall it can be inferred that a majority of all respondents are satisfied with the

casual leave.

B. Welfare measures covered under employee state insurance act 1948

Sl. No.

Benefits Very Satisfied

Satisfied

Fair

Absolutely Dissatisfied

Not Aware Applicable

Total

1 Maternity Leave 9 33 6 0 48 100 2 Sick Leave 4 73 17 0 0 100 3 Physically Handicapped Allowance 8 13 4 0 72 100 4 Medical Benefits 12 62 21 2 0 100

Graph

0

10

20

30

40

50

60

70

80

a b c d f g

maternity leave

sick leave

physicallyhandicappedallowancemedicalbenefits

1. Maternity Benefits:



A. Analysis:

From the above table, it is observed that 33 percent of the employees are satisfied

a small percentage of 9 percent state they are very satisfied 6 percent of the respondents

state it to be fair, an insignificant figure 5 percent state they are dissatisfied with the

maternity leave.

B. Inferences:

All the respondents men or women are aware of the maternity leave and it is not

applicable to 48 percent of the respondents since they are men therefore it is inferred

that majority of the women respondents are satisfied with the maternity leave

benefits.

2. Sick Leave:

a. Analysis:

It is observed that 73 percent of the respondents are satisfied with the sick leave

benefits, a small percentage of 4 percent state they are very satisfied 17 percent of the

respondents say it is fair and another the small percentage 6 percent are dissatisfied. All

the respondents are aware of the sick leave benefits and it is applicable to all employees

in KSEB.

b. Inferences:

Overall it can be inferred that a majority of the employees are satisfied

with the sick leave benefits.

3. Physically handicapped allowances:



Analysis

It is observed that 13 percent of the employees are very satisfied with the

physically handicapped allowances. A very small figure of 2 percent of the

respondents say that they are dissatisfied 72 percent of the respondents say it

is not applicable to them; this is because they do not fall in the physically

handicapped category.

Inferences

Therefore it can be inferred that among the physically handicapped employees

most of the respondents are satisfied.

4. Medical benefits:

a. Analysis:

It is observed that 62 percent of the respondents are satisfied i.e., most of the

employees are satisfied, 12 percent of the respondents state to be fair, and a small

figure of 3 percent of the respondents are dissatisfied and 2 percent of the

respondents are absolutely dissatisfied.

b. Analysis:

It is inferred that majority of the respondents are satisfied accounting to 74

percent of the respondents. However, the management must see the health of the

workers.



C. Welfare measures covered under employee provident fund and miscellaneous

provisions act

Table showing the satisfaction level of welfare measures covered under Employee

provident fund and miscellaneous provisions act.

Satisfaction level Employee provident find Scheme

Family Person Scheme

No. of Respondents

Percentage No. of respondent

Percentage

Very Satisfied 05 08 05 08 Satisfied 25 42 25 25 Fair 20 34 20 20 Dissatisfied 4 7 4 4 Not aware applicable 0 0 0 0 Total 54 100 54 100

1. Satisfaction level of provident fund scheme;

Analysis:

It is observed that 42 percent of the employees respondents are satisfied,

34 percent of the respondents stated it to be fair,8 percent of the

respondent are very satisfied, where as 7 percent of the employees are

dissatisfied and 9 percent of the respondents are absolutely dissatisfied

with the employees provident fund scheme provided by KSEB.

Inferences:

All the employees are aware of the scheme and it is applicable to the entire

employee in the organization.

Graph showing the satisfaction level of welfare measures covered under Employee



provident fund and miscellaneous provisions act.

Graph

0

5

10

15

20

25

30

35

40

45

50

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

very satisfied

satisfied

fair

dissatisfied

not applicable

2. Satisfaction level of family pension scheme:

a. Analysis:

From the above table, it is observed that 47 percent of the respondents are

stated it to be fair 30 percent

Of them were satisfied and 11 percent are dissatisfied, 7 percent of respondents

are absolutely dissatisfied, and percent of the respondents are not aware of employees

family pension scheme and it is applicable to all the respondents

b. Inferences:

It is inferred that most of the employees i.e., 47 percent are stated it is as fair and satisfied

with the scheme.



5.5 Welfare measures covered under workmen compensation Act 1923

Table showing satisfaction level of welfare measures covered under workmen

compensation act 1923

Rating scale answers given by selected respondents

Personal accident Scheme Death Relief Fund

No of Respondents

Percentage No. of Respondent

Percentage

Very Satisfied 3 5 10 16 Satisfied 29 48 37 54 Fair 13 22 8 14 Dissatisfied 6 10 4 9 Absolutely Dissatisfied 9 15 5 7 Not Aware applicable 0 0 0 0

Graph showing satisfaction level of welfare measures covered under workmen

compensation act 1923



0

10

20

30

40

50

60

a b c d

very satisfied

satisfied

fair

dissatisfied

absolutelydissatisfiednot aware

1. Personal accident scheme:

Analysis:

From the above table it is observed that 21 percent of the respondents are stated it

to be fare, 48 percent of the respondents are satisfied and a small percentage around 5

percent of the respondents are very satisfied towards employees personal accident

scheme. 10 percent of the respondents are dissatisfied, 15 percent of the respondents are

absolutely dissatisfied.

Inferences:

It is inferred that majority of the employee are satisfied with personal accident

scheme because there is no deduction from their salary it is the organization that

contributes towards the individuals.



2. Death relief fund:

Analysis:

From the above table it is observed that 14 percent of the respondents are stated it

to be fare, 54 percent of the respondents are satisfied, 16 percent of the respondents are

very satisfied with the employees death relief fund scheme. 9 percent of the respondents

are dissatisfied and 7percent are absolutely dissatisfied.

Inference:

Each employee contributes a monthly contribution of Rs. 25 the accumulated amt to be

given to the employee�s family member in case of death of the employee or a sum of Rs.

25,000 would be paid during retirement.



5.3 NON-STATUTORYU WELFARE MEASURES:

Table showing satisfaction level of welfare measures covered under Non-statutory

welfare measures:

No of Respondents and Percentage Sl. No.

Facilities Very Satisfied

Satisfied

Fair

Dissatisfied

Absolutely Dissatisfied

Not Aware Applicable

Total

1 Vehicle Advance 16 48 24 12 0 0 100 2 Family Planning Incentive 3 27 24 9 2 35 100 3 House Building Advance 8 8 6 13 32 22 100 4 Education Allowance 8 32 28 17 9 6 100 5 Newspaper Allowance 3 33 29 12 10 13 100

Graph

0

5

10

15

20

25

30

35

40

45

50

a b c d e f

vehicleadvancefamily planningincentivehouse buildingadvanceeducatioallowancenewspaperallowance3-D Column 6



1. House Building Advance:

Analysis:

From the above table it is observed that 6 percent of the respondent are fair, 8

percent of the respondent are satisfied 13 percent are dissatisfied and 32 percent of the

respondent absolutely dissatisfied 33 percent of the employee are not aware of this

scheme.

Inferences:

It inferred that majority of the respondents are dissatisfied this is mainly because

the organization does not give the housing loans to its employees from its own funds.

2. Education Allowance:

Analysis

From the above table states that 32 percent of the respondents state they are

satisfied 28 percent are to be fair small percentage of 8 percent of the respondents are

very satisfied, 17 percent of the respondents are dissatisfied 9 percent of the respondents

are absolutely dissatisfied and 6 percent are not aware of education allowance.

Inferences:

Education allowances is Rs. 250 pm to all the employees including staff and

management category inferred that majority of the respondent i.e. 40 percent are satisfied

with education allowance.

3. News paper allowances:



Analysis

From the above table it is observed that 33% of the respondents are satisfied, 3%

of the respondents are very satisfied, 29% of the respondents stae it to be fair, 12% of the

respondents are dissatisfied, 10% of the respondents are absolutely dissatisfied, 9% of the

respondents are not aware of the paper allowances and 4% of the respondents are stated

that it not applicable to them.

Inferences

It is inferred that majority of the employee i.e. 36% of the employee are satisfied

with the newspaper allowances.

4. Conveyance allowances:

Analysis

It is observed that 28% of the respondents are satisfied with conveyance

allowances. A very small figure i.e., 5% of the respondents are very satisfied with the

conveyance allowances, 34% of the respondents say it is fair, 26% of the respondents are

dissatisfied and 7% of the respondents are absolutely dissatisfied with the conveyance

allowances.

Inferences

The above analysis shows that though the employees are satisfied with

conveyance allowances, a close percentage of them are dissatisfied with the conveyance

allowance. Most of them have asked for an increase in the conveyance allowance.

5.4 Mutual Welfare Measures



How do you rate the comfort and convenience at the work place? Showing

satisfaction level with regard to Comfort and convenience at work place

7. Table showing satisfaction level of comfort and convenience at the work place.

Satisfaction No. of respondents Percentage Satisfied 42 70 Dissatisfied 18 30 Not Aware - - Not Applicable - - Total 60 100

GRAPH

Graph showing satisfaction level of comfort and convenience at the work place

0

10

20

30

40

50

60

70

a b

satisfieddissatisfiednor awarenot applicable



Analysis:

An Observation of the above table states that of percent of the respondents are

satisfied with the comfort and convenience at the work place.

Inferences:

Management must see to that employees are provided proper working

environment. So that their efficiency, job satisfaction and morale increases. Since

majority of the employees rate the comfort ad satisfactory, it can be conclude that the

organization has ensured to make the work place more comfortable for its employee to

attain very satisfactory level in the organization.

Do you think absenteeism and labor turnover could be reduced if better welfare

measures are provided by KSEB ?

8. Table showing responses with regard to absenteeism and turnover:

Responses No. of Respondents Percentage Yes 54 88 No 6 12 Total 60 100

Graph



Graph showing responses with regard to absenteeism and turnover

0102030405060708090

No. Of Responent Percentage

YesNo

Analysis

From the above table it is observed that 88 percent of the respondents feel that the

absenteeism and employee turnover could be reduced if, better welfare measure is

provided by KSEB. Another 12 percent of the respondents feel that if better welfare

measures can never reduce labour turnover and absenteeism.

Inferences

It is inferred the majority of the employees feel that if welfare measures are

provided. Absenteeism and labour turnover can be reduced.



Other welfare measures :

1. How would you rate the relationship with the supervisors and to the

workers?

Satisfaction No. of respondents Percentage Very Satisfied 5 10 Satisfied 34 54 Dissatisfied 16 26 Absolutely Dissatisfied 5 10 Total 60 100

GRAPH

Graph showing satisfaction levels with respect the relationship with Supervisors and

co-workers.

0

10

20

30

40

50

60

No of Responent Percentage

very satisfied

satisfied

dissatisfied

absolutelydissatisfied



Inference:

Relationship with supervisors and Co-workers is the dissatisfied as stated by

Herzberg because according to him if the relationship is a cordial one it does not lead to

satisfaction but if there is any friction it may make a worker dissatisfied with his job.

Analysis:

10 percent of the respondent stated that they are very satisfied with their

supervisors and workers, 10 percent of the respondent dissatisfied with supervisor and

worker and 10 percent of the employee are absolutely dissatisfied. Where as 54% of

employees are satisfied with their relationship with the supervisory.

How would you rate the overall employee measures and benefits

provided by the company?

Table showing satisfaction level with regard to Overall Welfare

Satisfaction level No. of respondents Percentage Very Satisfied 11 18 Satisfied 42 70 Dissatisfied 7 12 Absolutely Dissatisfied 0 0 Total 60 100



Graph Showing Satisfaction level with regard to Overall Welfare

0

10

20

30

40

50

60

No ofResponent

Percentage

very satisfied

satisfied

dissatisfied

absolutelydissatisfied

From the above table, it is observed that 70 percent of respondent rate the overall welfare

measure to be satisfactory. 18 percent of the respondents are very satisfied, the while 12

percent of the respondents are dissatisfied. Therefore it can be concluded that most of the

employees re satisfied with the overall welfare measures provided by the KSEB.



CHAPTER - 6

Findings

The study was conducted at KSEB to make analysis the impact of employee welfare

measures on Job Satisfaction which involved the study on statutory and non statutory

welfare measures provided by the company and other information pertaining to job

satisfaction or this a Questionnaire was administered to the respondents comprising are

60 employees of the company. The data was also collected was tabulated and analyzed

on evaluation of the primary data collected from the respondents.

Many respondents are under the age group of 35 -45 and 54 above.

Respondents have stated that there is no proper restroom facility and canteen facilities

in the company

Majority of the female respondents are not satisfied about the restroom and sanitary

condition in the company.

30% of respondents are not satisfied with the conveyance allowance provided by the

company.

More than 70% of respondents have stated that welfare measures in KSEB are

satisfactory.

Majority of respondents have stated that there is no welfare officer to solve the

employee problems.

54% of respondent have stated that they are satisfied with the relationship between

their superiors and workers while 10% of respondents are dissatisfied.



Majority of the respondents are satisfied with the overall welfare measures provided

by KSEB

Recommendations

The study reveals that there is a positive relationship between the levels of satisfaction

and the implementation of various employee welfare measures, which should be properly

implemented to improved so that they may increase job satisfaction, which in turn may

help increase productivity. An employee can be happy with his employment only when

he has job satisfaction; employee welfare ensures health safety, comfort and efficiency of

the workers, in turn to have a positive impact on job satisfaction and productivity in the

organization.

1. Company must provide a canteen facility to their employees, as there is no

canteen in company.

2. Company can provide restroom for each individual department for both male and

female employees.

3. Company can arrange for drinking water facilities in each floor as each floor

contains a separate department..

4. Allowance provided to the employees can be based on their performance rather

than their experience.

5. Company can have a recreation club for employees to increase their interaction

between various departments.

6. Company must set up a reading room or library for employees to make use of

their leisure time.

7. Company can think about more on job training programmes to update their

employee�s knowledge.

8. Provision for doormat and foot mat wherever necessary in all department.



9. Company can appoint welfare officer to solve all their employee problems.

Conclusions:

The analysis of the primary data and secondary data has helped to evaluate

whether the welfare measures covered under the statutory and non-statutory welfare

measures have an impact on job satisfaction. Where of satisfaction is one of the important

factors, which affect not only efficiency and productivity but also job behavior as

absenteeism, labor turnover and accidents.

The prime objective of the study was to study the existing welfare measures,

exists of awareness and implementation of employee welfare measures and the level of

job satisfaction among employees and, the ways through which welfare measures can be

improve the level of job satisfaction.

From the survey conducted we can conclude that most of the workers are satisfied

with the welfare facilities encourage them to improve their performance and encourage

them to improve their performance and concentrate on their work better.

At present the facilities rendered to the employees are to average quality and

needs to be improved the company provides good non-statutory benefits the employees.



SAMPLE QUESTIONAIRE

Questionaire for Critical Analysis of a welfare measures of Kerela state electricity board.

1. PERSONAL DETAILS :

A. Name : ��..

B. Age :

21-29 ( )

30-39 ( )

40-49 ( )

50- above ( )

C. Designation : ��

D. Years of service :

1 to 5 years ( )

1 to 10 years ( )

10 to 15 years ( )

15 to 20 years ( )

20 years n above ( )

E. Qualification :

Undergraduate

Graduate

Postgraduate

Others



2. QUESTIONS :

2.1 STATUTORY WELFARE MEASURES :

A. would you rate your satisfaction levels with regard to the following welfare covered

under factories act 1948.

Restroom

Drinking water facilities

Medical and first aid facilities

Canteen facilities

Salary advances

Urinals and latrines

1. very satisfied

2. satisfied

3. fair

4. dissatisfied

5. absolutely dissatisfied

6. not aware

B Welfare measures under Employee State Insurance Act 1948.

Maternity leave

Sick leave

Physically handicapped allowance

Medical benefits

C. Welfare measures under Employee Provident scheme.

Employee providend scheme ( )

Employee family pension scheme ( )



D. Welfare measures under Workmen Compensation 1923.

Personal accident scheme ( )

Death relief fund scheme ( )

2.2 NON-STSTUTORY WELFARE MEASURES :

A. What do you think about the following welfare measures provided to you at KSEB ?

Vehicle benefits

Family planning

House building allowances

Education allowances

2.3 MUTUAL WELFARE MEASURES :

A. How do you rate the comfort and conveniences at the work place ?

Satisfied ( )

Dissatisfied ( )

Not aware ( )

Not applicable ( )

B. Do you think absenteeism and turnover can be reduced if better welfare measures

provided in KSEB.

(a) YES (b) NO



2.4 OTHER INFORMATION

A. HOW WOULD YOU RATE THE RELATIONSHIP WITH SUPERVISIOR AND

CO-WORKERS ?

(a) Satisfied (b) Dissatisfied

B. How would you rate the overall welfare measures and benefits provide in KSEB.

VERY SATISFIED ( )

SATISFIED ( )

DISSATISFIED ( )

ABSOLUTELY DISSATISFIED ( )

THANK YOU



BIBLIOGRAPHY

1. A hand book of employee benefits by Jerry . S. Rosenbloom

2. www.google.com

3. www.familiesandwork.org

4. www.ilo.org

5. Center for Advanced Human Resource Studies (CAHRS):

http://www.google.com

http://www.familiesandwork.org

http://www.ilo.org

Kerala State Electricity Board-Bineesh Balan-0409

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Transcript of Kerala State Electricity Board-Bineesh Balan-0409