Project ReportHR Project Book Org

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A STUDY ON HEALTH AND WELFARE MEASURES IN JAMBAI KNM TEXTILES PRIVATE LIMITED,

KOMARAPALAYAM

By R.AUNPRASATH

(REG.NO.09BIA1200)

of

A PROJECT REPORTSubmitted to the

FACULTY OF MANAGEMENT SCIENCES

In partial fulfillment of the requirements

for the award of the degree

of

MASTER OF BUSINESSS ADMINISTRATIONIN

HUMAN RESOURCE MANAGEMENTMAY, 2005.

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BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON HEALTH AND

WELFARE MEASURES IN JAMBAI KNM TEXTILES PRIVATE LIMITED,

KOMARAPALAYAM” Is the bonafide work of Mr. D.KUMARESAN who carried

out the research under my supervision. Certified further, that to the best of my

knowledge the work reported here in does not form part of any other project

report or dissertation on the basis of which a degree or award was conferred on

an earlier occasion on this or any other candidate.

SUPERVISOR HEAD OF THE DEPARTMENT

Vivo-Voce held on ………………….

INTERNAL EXAMINER EXTERNAL EXAMINER

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ACKNOWLEDGEMENT

I hereby acknowledge my sincere gratitude to the Kongu Institute of

technology trust and Dr. A.M. NATARAJAN B.E.,M.sc.,(Engg).,Ph.D., Principal,

Kongu Engineering college and the Management for giving me an opportunity to

undergo M.B.A Degree course and to undertake this Project work.

I owe my sincere thanks to Prof.P.SURESH KUMAR, M.Sc., M.B.A.,

Director, Department of Management Studies whose Guidance made this Project

an enlightening educational experience.

I express my deep sense of gratitude to Dr.N.GNANASABAPATHY B.Sc.,

M.B.A., Ph.D., Assistant Professor, Management Studies, for his extraordinary

guidance which helped me to complete this study successfully.

I am extremely thankful to the management of JAMBAI KNM TEXTILES

PRIVATE LIMITED for permitting me to do this project.

I wish to convey my gratitude to Mr.D.KRISHNAN, Office Manager,

Executives and Employees of JAMBAI KNM TEXTILES PRIVATE LIMITED who

are all encouraged and helped with timely details during the project course.

I also owe my grateful thanks to Mr.GARY WOOLRIDGE English Teacher

of S.P.K School for his wonderful help in the enrichment of English, in my

Project.

Finally I extend my personal thanks to my family and friends for helping

me to complete this project work.

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TABLE OF CONTENTS

CHAPTER NO. PARTICULARS PAGE NO

I INTRODUCTION 1

1.1 INDUSTRY PROFILE 1

1.2 ABOUT THE COMPANY 3

ii 2.1OBJECTIVES OF THE STUDY 19

2.2 SCOPE OF THE STUDY

2.3LIMITATION OF THE STUDY 19

III RESEARCH METHODOLOGY 20

3.1 INTRODUCTION 20

3.2 RESEARCH DESIGN 20

3.3 DATA COLLECTION METHODS 21

IV ANALYSIS AND INTERPRETATION 22

4.1 SIMPLE PERCENTAGE ANALYSIS

4.2 CHI-SQUARE ANALYSIS 23

APPENDIX

BIBILOGRAPHY

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CHAPTER NO. PARTICULARS PAGE NO.

V 5.1 FINDINGS 48

5.2 SUGGESTIONS 53

5.3CONCLUSION 54

APPENDIX I 55

APPENDIX II 80

BIBILIOGRAPHY 82

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LIST OF TABLES

TABLE NO.

TITLE PAGE NO.

4.1.1

RELATIONSHIP BETWEEN WORK LEVEL AND LEVEL OF

SATISFACTION IN RECREATION FACILITIES 23

4.1.2

RELATIONSHIP BETWEEN COMING FROM AND LEVEL OF

SATISFACTION IN TRANSPORTATION FACILITIES 24

4.1.3

RELATIONSHIP BETWEEN EXPERENCE AND LEVEL OF

SATISFACTION IN VOCATIONAL TRAINING 25

4.1.4

RELATIONSHIP BETWEEN COMING FROM AND LEVEL OF

SATISFACTION IN PARKING FACILITIES 26

4.1.5

RELATIONSHIP BETWEEN WORK LEVEL AND LEVEL OF

SATISFACTION IN SAFETY 27

4.2.1 HEALTH-CLEANLINESS 28

4.2.2 HEALTH-DISPOSAL OF WASTES 29

4.2.3 HEALTH-VENTILATION 30

4.2.4 HEALTH-TEMPERATURE 31

4.2.5 HEALTH - ARTIFICIAL HUMIDIFICATION 32

4.2.6 HEALTH - REMOVAL OF DUST 33

4.2.7 HEALTH - WORK SPACE AREA 34

4.2.8 HEALTH-LIGHTING FACILITIES 35

4.2.9 HEALTH-DRINKING WATER FACILITIES 36

4.2.10 HEALTH-TOILET FACILITIES 37

4.2.11 HEALTH - SPITTOON FACILITIES 38

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4.2.12 WELFARE-FIRST AID FACILITIES 39

4.2.13 WELFARE-WASHING FACILITIES 40

TABLE NO.

TITLE PAGE NO.

4.2.14 WELFARE- STORING AND DRYING FACILITIES 41

4.2.15 WELFARE- LUNCH ROOM FACILITY 42

4.2.16 WELFARE- REST ROOM FACILITY 43

4.2.17 WELFARE- SITTING ARRANGEMENTS 44

4.2.18 WELFARE- CANTEEN FACILITIES 45

4.2.19 WELFARE- WELFARE OFFICER PERFORMANCE 46

4.2.20 WELFARE-HEALTH EDUCATION 47

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LIST OF CHARTS

CHART NO. TITLE PAGE NO.

4.2.1 HEALTH-CLEANLINESS 28

4.2.2 HEALTH-DISPOSAL OF WASTES 29

4.2.3 HEALTH-VENTILATION 30

4.2.4 HEALTH-TEMPERATURE 31

4.2.5 HEALTH - ARTIFICIAL HUMIDIFICATION 32

4.2.6 HEALTH - REMOVAL OF DUST 33

4.2.7 HEALTH - WORK SPACE AREA 34

4.2.8 HEALTH-LIGHTING FACILITIES 35

4.2.9 HEALTH-DRINKING WATER FACILITIES 36

4.2.10 HEALTH-TOILET FACILITIES 37

4.2.11 HEALTH - SPITTOON FACILITIES 38

4.2.12 WELFARE-FIRST AID FACILITIES 39

4.2.13 WELFARE-WASHING FACILITIES 40

4.2.14 WELFARE- STORING AND DRYING FACILITIES 41

4.2.15 WELFARE- LUNCH ROOM FACILITY 42

4.2.16 WELFARE- REST ROOM FACILITY 43

4.2.17 WELFARE- SITTING ARRANGEMENTS 44

4.2.18 WELFARE- CANTEEN FACILITIES 45

4.2.19 WELFARE-WELFARE OFFICER PERFORMANCE 46

4.2.20 WELFARE-HEALTH EDUCATION 47

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CHAPTER I

INTRODUCTION

1.1 INDUSTRY PROFILE

The Indian textile Industry is one of the largest and most important sectors

in the economy in terms of output, foreign exchange earnings and employment in

India. It includes several sub-sectors: spinning, weaving, knitting and garments. It

also uses different materials like cotton, jute, wool, silk, man-made and synthetic

fibers. The textile industry has three main sectors: the organized mill sector

(traditional weaving and spinning), the power loom sector (mechanized looms)

and the handloom sector.

The total production of fabrics in all the three sectors combined was

around 42 billion square meters, with 59 percent of the total fabric production

produced by the power loom sector, 19 percent by the handloom sector, 17

percent by the knit (hosiery) yarn sector, and the rest by the organized mill

sector. The large share of power looms (an intermediate category of looms,

operated by power) has resulted from a government policy that supports the

unorganized sector in the form of reservation of product categories, mandatory

export entitlement quotas, and input pricing interventions.

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The textile industry in India makes an enormous and multi-directional

contribution to the domestic economy of the country. The sector accounts for a

significant portion of the total industrial output of the country and plays a vital role

in the country’s economy with regard to employment and foreign exchange.

The industry has witnessed a phenomenal growth during the last four

decades. It accounts for 9% of GDP, for nearly 20% of the total national industrial

production and 35% of the export earnings, making it India’s largest net foreign

exchange industry. It directly employs 35 million workers and has widespread

forward and backward linkages with the rest of the economy, thus providing

indirect employment to many more millions. In addition, India’s economic

situation has improved dramatically since the Indian government introduced new

economic reforms in 1991, leading to liberalization in government policies and a

significant increase in its foreign exchange reserve position.

Textile ExportsThe textile products continue to play an important role in the total export

basket of the country. The data about export targets for 2004-05. For 2004-05

the target for the export of textiles has been fixed at US$ 15,160 million, against

US$13,500 million set during 2003-04.

Textile exports recorded a growth of 15.3% in 2002-2003 and 6.0% in

2003-2004.During the period April-November2004,textile exports were US$

8348.5million, recording a growth of 4.6% as compared 6% to the corresponding

period of previous year. The export of cotton textiles comprising yarn, fabrics and

made-ups (Mill made / Power loom/Handloom) constitute more than 2/3rd of

exports of all fibers/yarns/made-ups. Cotton textiles exports recorded a growth of

9.1% in2002-03 and 4.2% in 2003-04. During the period April-November 2004,

cotton textile exports including handlooms were US$2144.1 million, recording a

growth of 5.4%as compared to the corresponding period of previous year.

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1.2 ABOUT THE COMPANY

The company was established in 1980 as a private limited company under

the companies Act 1956. The commencement of business certificate was

obtained in the same year. The company first started with 50,000 equity shares

of Rs. 100 each. This capital structure was not changed up to the year 1998. The

company is managed by the Board of Directors under the chairmanship of

Sri.J.K.K. MUNIRAJAH, M.Tech. The company has 200 employees. The labour

force of the company works in shift basis.

The company is located near Vattamalai village, on the National Highway

(NH 47). It is very near to the carpet city Bhavani, in which the cauvery and

Bhavani Rivers flow.

PROFILE OF THE COMPANY

The company commenced its production with 12000 spindles. There were

expansion programmers. The Indian Overseas Bank, Tiruchengodu, sanctioned

an amount Rs.14, 50,000 to the company, as term loan in the year 1981. This

loan has been utilized by the company to carry out a part of its development

scheme. With this the total spindles have been raised to 15000.

Consortium loan arrangements have been made with Indian Overseas

Bank as leader and with other participants. In the year 1986, the company has

drawn Rs. 60, 00,000 as term loan under SIPCOT and its participants, with these

another 6000 spindles were installed. The scheme of modernization is in

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progress as scheduled in the case of machinery. These term loans were under

repayment up to year 1991-1992.

These loans were all used for the purchase of plant and machineries in

view of the modernization scheme and with the help of Indian Overseas Bank.

The present spindle capacity of the company is around 21,000 spindles and the

present average counts is 40’s.

The present production capacity of the company is 5,000 Kgs (5 metric

tones), per day and the maximum production capacity of the units ranges from

2 lakhs to 2.25 lakhs per month (200 to 225 metric tones).

LICENCED CAPACITY OF THE COMPANY

The licensed capacity of JAMBAI KNM TEXTILES (P) LTD., is 39,904

spindles.

DEPARTMENTS

PURCHASE DEPARTMENT

Mainly raw materials like cotton, viscose, staple virgin cotton, staple fibre,

polyester staple and cotton waste are purchased. In our country the cotton

growing states are Tamil Nadu, Karnataka, Hariyana, Maharashatra, Rajasthan

and Gujarat.

The main raw materials are cotton and viscose. The raw materials are

purchased after getting various samples from different cotton merchants, they

supply it along with full specification such as varieties, rates, staple length etc.,

regarding raw materials, the purchase manager will call for allocation from

various suppliers. Before purchasing the cotton, the purchase manager will check

the stock level requirements. Then he will take the decision how much to order.

After receiving the information finally the company selects the suppliers by

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seeing the rate, delivery period, discounts and quality of material. After selecting

the suppliers, the company places orders with them.

PRODUCTION DEPARTMENT

Production Process

1) Removal/contaminationThe examined cotton is thoroughly sent for removing impurities and

contamination. The contaminations are removed by hand picking which is better

the machine picking.

2) MixingCotton yarns from various processes are mixed for desired quality based

on testing of these characteristics.

3) Blow RoomSequence of machinery line is used for gradual opening and cleaning of

cotton. The voluminous cotton is converted into lap form.

4) CardingOpening and further individualization of fiber and removal of trash and

foreign materials lap is converted in to sliver form. Carded sliver is converted into

lap form and combers.

5) DrawingShort fibbers are removed from sliver. By combing, better ruster and

strength could be given to the yarn.

6) Simplex

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Carded sliver are processed in comber frames. It is spun in uniform

thickness.

7) Spinning Roving is converted into yarn of the required count by drafting, twisting

and winding on the ring frames.

8) Cone WindingIn this stage yarn is wound on paper cones known as cops. Cones are

weighed depending upon the requirement. It is very useful in processing the next

stages like knitting and wrapping. After finishing the process, the material is

packed into bags.

SALES DEPARTMENT

The sales manager heads the sales department. He does the processing

from international and local market. The Sales manager will study the market

trend and finally submit the market report to the managing director according to

the market demand and customer taste.

Direct salesBy preparing direct invoice the products are sold to the customers directly.

Depot salesIn depot sales, agents are appointed at different places like Tirupur,

Erode, Salem, chennimalai, karur and madurai.As per the requirements of the

agents, the product is sent to the depot sales. Agents sell the products in their

own name.

Consignment SalesIn consignment sales agents are appointed under separate contract and

the same will be executed to each and every agent.

Export Sales

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In export sales, agents or merchants are appointed. The buyer and seller

enter into contract through agents and merchants. The company exports the

goods to the buyer mainly to earn foreign exchange, Export sales may be direct

Report and merchant report.

ACCOUNTS DEPARTMENT

The main work of this department is to record the financial transactions.

The day-to-day transactions are recorded in the proper book and are kept for

reference. The transactions are first recorded in the journal as and when they

take place. Subsequently these transactions are recorded in the bank book,

purchase journal, Sales journal, Debtors ledger, Creditors ledger, etc.

PERSONNEL DEPARTMENT

RecruitmentFor Production department the age limit for recruitment is 18 to 24. In

case of others, age limit may vary according to the designation, educational

qualification of the workers. In this institution the educational qualification of the

workers should be above 8th standard.

SelectionSelection tests may provide information about their aptitude, interest,

speed, eye test, etc., selection tests are normally followed in the personal

interview of the candidates. The personal manager conducts it.

TrainingThe company for improving performance of the individual workers in

particular job conducts various training programmes.

Placement

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After completing all the formalities the candidates are appointed for a

probationary period. The probationary period may range from 3 months to 1 year.

During this period the candidates are keenly observed. If they complete the

training period successfully, they become permanent employees.

WELFARE MEASURES

Welfare facilities to the employees are provided by the organization. It has

facilitated the employees with a colony of its own, with laid out roads, parks,

avenues and blocks of residential areas. Quarters for the staff, managers and

officers are situated near the factory site.

The company is running a reputed school for the children of the

employees, up to plus two level. Health care of the employees, high safety

practices, recreation and cultural activities, training for workers and union

leaders, family planning etc., are some of the welfare measures taken by the

company.

PROFITABILITY

The primary objective of a business under taking is to earn profit. Profit

earning is considered essential for the survival of the business. A business needs

profit not only for its existence, but also for expansion and diversification.

Profitability ratios measures the results of business operations or overall

performance and effectiveness of the firm. They are designed to highlight the end

result of the business activities which in the imperfect world of ours, is the sole

criterion for the overall efficiency of a business unit.

COMPUTER DEPARTMENT

Computer Systems were introduced in JAMBAI KNM Textiles Pvt Ltd., in

the year1997-1998. Most of the important activities of the concern are

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computerized up to date. There are three systems available in the organization.

Purchase department will enter and record transactions to the department

terminals. Daily, weekly and monthly statements for all units are prepared by the

use of computers. Consumption of time is recorded and work done will be very

accurate with the help of computers. By using the computers we can take any

type of reports at any time in any format.

1.3 PROJECT PROFILE

Introduction

Labour welfare is an important facet of industrial relations, the extra

dimension, giving satisfaction to the worker in a way which even a good wage

cannot. With the growth of industrialization and mechanization, it has acquired

added importance. The worker cannot cope with the pace of modern life with

minimum sustenance amenities. He needs an added stimulus to keep body and

soul together. Employers have also realized the importance of their role in

providing these extra amenities. And yet, they are not always able to fulfill

workers demands however reasonable they might be. They are primarily

concerned with the viability of the enterprise. Labour welfare, though it has been

proved to contribute to the efficiency in production, is expensive. Each employer

depending on his priorities gives varying degrees of importance to labour welfare.

It is because the government is not sure that all employers are progressive

minded and will provide basic welfare measures that it introduces statutory

legislation from time to time to bring about some measure of uniformity in the

basic amenities available to industrial workers.

Today, Labour welfare has been generally accepted by employers. The

State only intervenes to “widen the area of applicability”. It is now accepted that it

is a social right. The Committee on Labour Welfare (CLW), formed in 1969 to

review the labour welfare scheme, described it as social security measures that

contribute to improve the conditions under which workers are employed in India.

The author Vaid considers it as an “expression of the assumption by

industry of its responsibility for its employees”. Though industrial workers are

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generally better paid, their conditions of work, and often poorer living conditions

necessitate more than minimum amenities, and hence most statutory legislation

applies to them.

In a resolution in 1947, the ILO defined labour welfare as “such services,

facilities and amenities as adequate canteens, rest and recreation facilities

arrangements for travel to and from work, and for the accommodation of workers

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

and facilities as contribute to improve the conditions under which workers are

employed”.

Industrial progress largely depends on committee labour force. The

importance of labour welfare measures was accepted as early as 1931, when the

Royal commission on Labour stated: “The benefits, which go under this

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

secure by himself. The schemes 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”

Concept of Labour Welfare

Welfare connotes a condition of well being, happiness, satisfaction

conservation and development of human resources. The concept of welfare is

necessarily elastic in character which vary in interpretations from country to

country and time to time, depending on different social systems,

degree of industrialization and general level of social and economic

developments. The need and importance of labour welfare is being increasingly

appreciated throughout the civilized world. In its inert sense it is more or less

synonymous with labour condition as a whole, including labour legislations and

social insurance. Another focus of interpretation centers round the voluntary or

statutory nature of welfare for the working class.

According to the committee on Labour Welfare, welfare services should

mean:

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“Such services, facilities, and amenities as adequate canteens, rest and

recreation facilities, sanitary and medical facilities, arrangements for travel to and

from place of work, and for the accommodation of workers employed at a

distance from their homes; and such other services, amenities and facilities,

including social security measures, as contribute to the conditions under which

workers are employed”.

WELFARE OF THE WORKERS

Washing facilitiesIn every factory, adequate and suitable facilities for washing shall be

provided and maintained. They shall be conveniently accessible and shall be

kept clean. There must be separate provisions for male and female workers.

Storing and Drying facilities The State Government may make rules requiring the provision of suitable

facilities for storing and drying clothing.

Sitting facilities Sitting facilities must be provided for workers who have to work in a

standing position, so that they may take rest when possible. When work can be

done in a sitting position efficiently, the Chief Inspector may direct the provision

of sitting arrangements.

First Aid facilitiesEvery factory must provide first aid boxes or cupboards. They must

contain the prescribed materials and they must be in charge of persons trained in

first aid treatment.

Canteens facilities

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Where more than 250 workers are employed, the State Government may

require the opening of canteen or canteens for workers. Rules may be framed

regarding the food served and its management etc.

Shelter facilitiesIn every factory where more than 150 workers are employed there must

be provided adequate and suitable shelters or rest rooms and a lunch room (with

drinking water supply) where workers may eat meals brought by them. Such

rooms must be sufficiently lighted and ventilated and must be maintained in a

cool and clean condition. The standards may be fixed by the State Government.

Welfare officersWelfare officers must be appointed in every factory where 500 or more

workers are employed. The State Government may prescribe the duties,

qualifications etc. of such officers.

Leave facilitiesEvery worker who has worked for a period of 240 days or more in a

factory during a calendar year shall be allowed during the subsequent calendar

year, leave with wages for a number of days calculated at the rate of one day for

every twenty days of work performed by him during the previous calendar year.

Recreational facilitiesTo provide the worker an opportunity to develop a sense of physical and

mental discipline, in the form of music, dance, drama, games and sports, Library,

paintings, hobbies and other cultural activities.

Medical facilitiesThe efficient working process needs sound health of the persons engaged

therein. Unless the workers are physically and mentally healthy they cannot

perform their duties effectively and smoothly. Therefore, medical care and health

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facilities for industrial workers form and integral part of labour welfare programme

in all the countries of the world. Medical facilities for workers and their families in

the form of suitably equipped first aid centers, ambulance rooms, dispensaries,

for the treatment of diseases like TB, cancer, leprosy, mental disease, etc.

Housing facilities

Housing facilities are made available in the form of self-contained

tenements with all basic facilities like electricity, sanitation and running water

supply.

Social Insurance measures The Employees State Insurance Act, 1948 protects the working class

against the hazards of sickness, maternity disablement and death due to

employment injury or occupational disease. This benefit was available to casual

workers also who were covered under E.S.I. Act 1948. At present five kinds of

benefits were extended to workers viz; maternity benefits, disablements benefits,

dependents benefits, sickness benefits, and medical benefits.

Educational facilitiesEducational facilities for the workers and their children in the form of

provision of schools, reading rooms, libraries and financial assistance. Education

plays a very important part in motivating and enabling the working population for

changes necessary for accelerated progress.

Transport facilitiesThe provision of adequate and cheap transport facilities to workers

residing at a long distance is essential, as such a facility not only relieve the

workers from strain and anxiety but also provides opportunities for greater

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relaxation and recreation. Provision of transport facilities also helps them in

reducing the rate of absenteeism particularly when it is an employee who resides

in their own housing units.

Employees counselingThe counseling programmes are organized on a continuous basis in

enlightened organizations for the management of workers personal and

emotional problems.

Vocational training Vocational training for the employees are conducted periodically for the

benefit of the workers.

Parking facilitiesEvery Organization must provide parking facility and security

arrangements at the place of parking.

Trade union involvementA trade union is an essential basis of labour movement for without it, the

labour movement cannot exist, because trade unions are the principal schools in

which the workers learn the lesson of self-reliance and solidarity

Grievance handlingA formal grievance procedure has the advantage that facts rather than

perceptions speak for themselves. This ensures parity of individuals and

objectivity as far as treatment from management is concerned. If both parties

used the grievance procedure meticulously, then firmness would not be resented

because the worker wants, above all “fairness” in treatment.

Safety measuresSafety is a basic and primary requirement in a factory. Unless body, mind

and life of workers are secured, smooth and proper working can’t be ensured in

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any factory. Sections 21 to 41 of Factories Act, 1948 deals with the security and

safety measures.

HEALTH OF THE WORKERS

CleanlinessEvery factory shall be kept clean by daily sweeping or washing the floors

and workrooms and by using disinfectants where every necessary. Walls, doors

and windows shall be repainted or revarnished at least once In every 5 years.

Disposal of wastes The waste materials produced from the manufacturing process must be

effectively disposed of wastes.

Ventilation and temperature There must be provision for adequate ventilation for the circulation of

fresh air. The temperature must be kept at a comfortable level. Hot parts of

machines must be separated and insulated. The State Government may make

rules for the keeping of thermometers in specified places and the adoption of

methods which will keep the temperature low.

Removal of DustIf the manufacturing process used gives off injurious or offensive dust and

steps must be taken so that they are not inhaled or accumulated. The exhaust

fumes of internal combustion engines must be conducted outside the factory.

Artificial humidification

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The water used for this purpose must be pure. The State Government can

frame rules regarding the process of humidification etc.

The water used for humidification shall be taken from a public supply or

other source of drinking water and must be effectively purified before use. The

inspector of factories may, if necessary, specify the measures necessary for

purifying the water.

Work space areaThere must be no overcrowding in a factory. In factories existing before

the commencement of the Act there must be at least 350 c.ft.(or 55cubilc meters)

of space per worker. For factories built afterwards, there must be at least 500 c.ft.

(or 75 cubic meters) of space. In calculating the space, an account is to be taken

of space above 14 ft. (or 5 meters) from the floor.

LightingFactories must be well lighted. Effective measures must be adopted to

prevent glare or formation of shadows which might cause eye strain.

Drinking water Arrangements must be made to provide a sufficient supply of wholesome

drinking water. All supply points of such water must be marked “drinking water”.

No such points shall be within 20 ft. (or 7.5 meters) of any latrine, washing

place etc. Factories employing more than 250 workers must cool the water

during the hot weather.

Toilet facilitiesEvery factory must provide sufficient number of latrines and urinals. There

must be separate provisions for male and female workers.

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Latrines and urinals must be kept in a clean and sanitary condition. In

factories employing more than 250 workers, they shall be of prescribed sanitary

types.

SpittoonsA sufficient number of spittoons must be provided at convenient places, in

a clean and hygienic condition. The State Government may take rules regarding

their number, location and maintenance.

1.4 LITERATURE REVIEW

NATIONAL COMMISSION (1969) - The report of this commission was

appointed in 1966 had reviewed many aspects of labour welfare in India such as

existing conditions of labour. Legislative measures available to protect their

interest level of workers earnings, standard of living and various welfare facilities

viz. health and medical facilities, canteens, crèches, housing, transportation,

recreational facilities, provisions of Family planning and adult education etc. were

studied in detail.

For this purpose it had studied manufacturing industries, mining,

plantations and agriculture sector. It had reviewed the existing welfare facilities in

rural areas also. Existing administrative structures at central level and in states

were also evaluated by the commission to find out the extent of efficacy and

efficiency of these institutions. Finally it had come out with various

recommendations in regard to efficient and effective implementation of labour

welfare schemes and statutory provisions. In its report it had highlighted the non-

existence of basic welfare provisions in various industrial units studied by it

throughout the country.

NATIONAL COMMISSION(1972) - In conjunction with the passage in

1970 of the occupational Safety and Health Act Congress established a National

26

Commission undertake a compensation laws in order to determine if such

provide an adequate, prompt, equitable system of compensation.

The framework of objectives utilized to the commission includes:

1. Broad coverage of employees and work related injuries and disease.

2. Substantial protection against interruption of income.

3. provision of accident medical care and rehabilitation services,

4. Encourage of safety.

CHAPTER II

2.1 NEED FOR THE STUDY

The need for the study arises from the very nature of the industrial system,

which is characterized by two basic factors; one, the conditions under which work

is carried on are not congenial for health; and second, when a labourer joins an

industry, he has to work in an entirely strange atmosphere, which create

problems of adjustment.

The working environment in a factory adversely affects the workers ’health

because of the excessive heat or cold, noise, odors, fumes, dust and lack of

sanitation and pure air etc., lead to occupational hazards. These must be held in

check by providing ameliorative services, protective devices and compensatory

benefits following accident or injury or disablement.

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When a worker, who is in fact a ruralite, comes to work in a factory, he has

to work and live in unhealthy, congested factories and slum areas, with no

outdoor recreation facilities. To escape from the trying conditions of his tedious

and tiresome job, he absents himself, becomes irregular and often undisciplined.

Hence the need for providing welfare service arises.

In the conditions of work and life of the employees, whatever leads to increasing

adaptation of the worker to this job, and whatever makes him fully contented,

lessens his desire or need to leave the factory for a time and lighten for him the

burden of this social invasion of the factory.

2.2 OBJECTIVES

The Objectives of the study are

To study the exisisting health and welfare measures provided by the “JAMBAI KNM TEXTILES PVT LIMITED”. To analyze the workers satisfaction towards health and welfare measures

provided by the “JAMBAI KNM TEXTILES PVT LIMITED”.

2.3 LIMITATIONS

The study is applicable to “JAMBAI KNM TEXTILES PVT LIMITED” only.

Therefore cannot be generalized for the whole Textile industry.

The sample size was limited to 100.

There may be personal bias of the respondents, which affect the results of the

study.

28

CHAPTER III

RESEARCH METHODOLOGY

3.1 INTRODUCTION

Business research is of recent origin and is largely supported by business

organizations that hope to achieve competitive advantages. Research

methodology lays down the various steps that are generally adopted by a

researcher in studying the problem.

Research methodology is a way to systematically solve the research

problems. It may be understood as a science of studying how research is done

scientifically. It includes the overall research design, the sampling procedure,

data collection method and analysis procedure.

3.2 RESEARCH DESIGN

29

A research design is the arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research

purpose with economy in procedure. The research design is the conceptual

structure within which research is conducted. It constitutes the blueprint for the

collection, measurement and analysis of data.

Descriptive research Descriptive research studies are those studies which are concerned with

describing the characteristics of a particular individual, or of a group.

Sampling Design/TechniquesSampling is the process of selecting a sufficient number of elements from

the population, so that a study of the sample and an understanding of its

properties or characteristics would make it possible for us to generalize such

properties or characteristics to the population elements.

Sampling design is to clearly define set of objects, technically called the

universe to be studied. The sampling design used in this study is probability

sampling. Sampling technique used is Stratified Random sampling.

Sample sizeThe concern, which is considered for this study, is” JAMBAI KNM

TEXTILES PRIVATE LIMITED”, around 200 workers are working in this

concern. This sample taken for the study is 100.

3.3 DATA COLLECTION METHODS

While deciding about the method of data collection for the study the

researcher should keep in mind the two types of data collection.

Primary Data

30

The primary data’s are those, which are collected afresh and for the first

time and thus happen to be original in character.

With help of the structured questionnaire, personally administered

interview technique has been used for the collection of Primary data from the

respondents.

Secondary DataThe secondary data’s are those which have already been collected by

some one else and which already have been passed through the statistical

process. The secondary data has been collected from the company records,

journals and various websites.

CHAPTER IV

ANALYSIS AND INTERPRETATION

ANALYSIS

Analysis is the process of placing the data in the ordered form, combining

them with the existing information and extracting the meaning from them. The

raw data becomes information only when they are analyzed and when put in a

meaningful form.

INTERPRETATION

Interpretation is the process of relating various bits of information to other

existing information. Interpretation attempts to answer, “What relationship exists

31

between the findings to the research objectives and hypothesis framed for the

study in the beginning “.

ANALYSIS METHODS

SIMPLE PERCENTAGE ANALYSIS

The collected data is analyzed by using simple percentage method. Under

this method, percentage is used to compare the data collected (or) to interpret

them.

CHI-SQUARE ANALYSISChi-square analysis is a statistical measure used in the context on

sampling analysis for comparing a variance to a theoretical variance.

4.1 CHI-SQUARE ANALYSIS

RELATIONSHIP BETWEEN WORK LEVEL AND LEVEL OF SATISFACTION IN RECREATION FACILITIES

TABLE- 4.1.1

Null Hypothesis (Ho) - There is no significant relationship between

work level and level of satisfaction in recreation facilities.

Level of Satisfaction

Work level

Highly Satisfied Satisfied Dissatisfied Total

Unskilled

workers 50 8 13 71

Skilled

workers 13 9 7 29

Total 63 17 20 100

32

Alternative Hypothesis (H1) - There is close relationship between work level

and level of satisfaction in recreation facilities.

Chi-square Result:

Calculated chi-square value = 7.2231

Degree of freedom = 2

Table value = 5.9915

Level of significant = Sig. At 5% level

CONCLUSIONFrom the above analysis we conclude that there is close relationship

between work level and level of satisfaction in recreation facilities.

RELATIONSHIP BETWEEN COMING FROM AND LEVEL OF SATISFACTION IN TRANSPORTATION FACILITIES

TABLE- 4.1.2


coming from and level of satisfaction in transportation facilities.


Coming from


0-5km 22 10 11 43

5-10km 9 16 5 30

>10km 6 14 7 27

Total 37 40 23 100

33

Alternative Hypothesis (H1) - There is close relationship between coming

from and level of satisfaction in transportation facilities.

Chi-square Result:





INFERENCEFrom the above analysis we conclude that there is close relationship

between Coming from and level of satisfaction in transportation facilities.

RELATIONSHIP BETWEEN EXPERENCE AND LEVEL OF SATISFACTION IN VOCATIONAL TRAINING

TABLE- 4.1.3

Null Hypothesis (Ho) -There is no significant relationship between

Experiences and level of satisfaction in Vocational training


ExperienceHighly

Satisfied Satisfied Dissatisfied Total

0-10yrs 21 10 6 37

11-15yrs 20 6 5 31

>15yrs 13 12 7 32

Total 54 28 18 100

34

Alternative Hypothesis (H1) - There is close relationship between

Experience and level of satisfaction in Vocational training.

Chi-square Result:





CONCLUSIONFrom the above analysis we conclude that there is no relationship

between Experience and level of satisfaction in vocational training.

RELATIONSHIP BETWEEN COMING FROM AND LEVEL OF SATISFACTION IN PARKING FACILITIES

TABLE- 4.1.4


coming from and level of satisfaction in parking facilities.


Coming from


0-5km 13 16 14 43

5-10km 17 5 8 30

>10km 10 7 10 27

Total 40 28 32 100

35

Alternative Hypothesis (H1) - There is close relationship between coming

from and level of satisfaction in parking facilities.

Chi-square Result:





CONCLUSIONFrom the above analysis we conclude that there is no relationship

between coming from level and level of satisfaction in parking facilities.

RELATIONSHIP BETWEEN WORK LEVEL AND LEVEL OF SATISFACTION IN SAFETY

TABLE- 4.1.5


work level and level of satisfaction in safety.


Work level


Unskilled

Workers 48 11 12 71

Skilled

Workers 12 10 7 29

Total 60 21 19 100

36

Alternative Hypothesis (H1) - There is close relationship between work

level and level of satisfaction in safety.

Chi-square Result:





CONCLUSIONFrom the above analysis we conclude that there is close

relationship between work level and level of satisfaction in safety.

4.2 SIMPLE PERCENTAGE ANALYSIS

HEALTH-CLEANLINESS

TABLE- 4.2.1

FactorLevel of

SatisfactionNo. of

Respondents %

Cleanliness

Highly Satisfied 64 64.00

Satisfied 29 29.00

Neutral 2 2.00

Dissatisfied 5 5.00

Highly Dissatisfied 0 0

Total 100 100

INFERENCEIt is inferred from the above table that 64 percent of the employees are

Highly Satisfied, 29 percent of the employees are Satisfied, 2 percent of the

37

employees are Neutral and 5 percent of the employees are Dissatisfied in the

cleanliness.

CHART- 4.2.1

HEALTH-DISPOSAL OF WASTES

TABLE- 4.2.2



HEALTH-CLANLINESS

64

29

2 50

100

0

20

40

60

80

100

120

Highly satisfied Satisfied Neutral Dissatisfied HighlyDissatisfied

Total

Cleanliness

No. of Respondents

FactorLevel of

SatisfactionNo. of

Respondents %

Disposal of Wastes


Satisfied 34 34.00

Neutral 2 2.00

Dissatisfied 11 11.00

Highly Dissatisfied 2 2.00

Total 100 100

38

employees are Neutral, 11 percent of the employees are Dissatisfied and 2

percent of the employees are Highly Dissatisfied in the Disposal of wastes.

CHART- 4.2.2

HEALTH-VENTILATION

TABLE- 4.2.3

FactorLevel of

SatisfactionNo. of

Respondents %

Ventilation


Satisfied 22 22.00

Neutral 2 2.00



Total 100 100


Highly Satisfied,22 percent of the employees are Satisfied,2 percent of the

51

34

211

2

100

0

1020

3040

5060

7080

90100

No.

of

Res

pond

ents


Total

Disposal of wastes

HEALTH - DISPOSAL OF WASTES

39

employees are Neutral,18 percent of the employees are Dissatisfied and 2

percent of the employees are Highly Dissatisfied in the Ventilation.

CHART- 4.2.3

HEALTH-TEMPERATURE

TABLE- 4.2.4

FactorLevel of

SatisfactionNo. of

Respondents %

Temperature


Satisfied 36 36.00

Neutral 8 8.00



Total 100 100



56

22

2

18

2

100

0

10

2030

405060

7080

90100

No. ofRespondents

HighlySatisfied

Satisfied Neutral Dissatisfied HighlyDissatisfied

Total

Ventilation

WELFARE - VENTILATION

40


percent of the employees are Highly Dissatisfied in the Temperature.

CHART- 4.2.4

HEALTH - ARTIFICIAL HUMIDIFICATION

TABLE- 4.2.5

FactorLevel of

SatisfactionNo. of

Respondents %

Artificial humidification


Satisfied 38 38.00

Neutral 11 11.00



Total 100 100


Highly Satisfied,38 percent of the employees are Satisfied,11percent of the

12

36

8

38

6

100

0

10

20

30

40

50

60

70

80

90

100

No.

of Res

pon

dent

s


Total

Temperature

HEALTH - TEMPERATURE

41


percent of the employees are Highly Dissatisfied in the Artificial humidification.

CHART- 4.2.5

HEALTH - REMOVAL OF DUST

TABLE- 4.2.6

FactorLevel of

SatisfactionNo. of

Respondents %

Removal of Dust


Satisfied 31 31.00

Neutral 3 3.00



Total 100 100

INFERENCE

HEALTH - ARTIFICIAL HUMIDIFICATION

Highly Satisfied15%

Satisfied38%

Neutral11%

Dissatisfied34%

Highly Dissatisfied2%

42

It is inferred from the above table that 56 percent of the employees Highly

Satisfied, 31 percent of the employees Satisfied, 3 percent of the employees

Neutral, 10 percent of the employees Dissatisfied in the Removal of Dust.

CHART- 4.2.6

HEALTH - WORK SPACE AREA

TABLE- 4.2.7

FactorLevel of

SatisfactionNo. of

Respondents %

Work space area


Satisfied 21 21.00

Neutral 2 2.00

Dissatisfied 4 4.00


Total 100 100

INFERENCE

56

31

310

0

100

0

1020

30

4050

60

7080

90

100

No. of Respondents

Highly Satisfied Satisfied Neutral Dissatisfied HighlyDissatisfied

Total

Removal of Dust

HEALTH - REMOVAL OF DUST

43

It is inferred from the above table that 73 percent of the employees are


employees are Neutral, 4 percent of the employees are in the work space area.

CHART- 4.2.7

HEALTH-LIGHTING FACILITIES

TABLE- 4.2.8

FactorLevel of

SatisfactionNo. of

Respondents %

Lighting Facilities


Satisfied 28 28.00

Neutral 1 1.00

Dissatisfied 6 6.00


Total 100 100

INFERENCE

WELFARE - WORK SPACE AREA

73

21

2 4 0

100

0

20

40

60

80

100

120


Total

Work space area

No. of Respondents

44


Highly Satisfied, 28 percent of the employees are Satisfied,1 percent of the


percent of the employees are Highly Dissatisfied in the Lighting facilities.

CHART- 4.2.8

HEALTH-DRINKING WATER FACILITIESTABLE- 4.2.9

FactorLevel of

SatisfactionNo. of

Respondents %

Drinking Water

Facilities


Satisfied 57 57.00

Neutral 3 3.00



Total 100 100

INFERENCE

HEALTH - LIGHTING FACILITIES

Highly satisfied63

Satisfied28

Neutral1

Dissatisfied6 Highly Dissatisfied

2

45




percent of the employees are Highly Dissatisfied in the Drinking Water facilities.

CHART- 4.2.9

HEALTH-TOILET FACILITIES

TABLE- 4.2.10

FactorLevel of

SatisfactionNo. of

Respondents %

Toilet Facilities


Satisfied 61 61.00

Neutral 7 7.00



Total 100 100

HEALTH - DRINKING WATER FACILITIES

Highly satisfied25%

Satisfied57%

Neutral3%

Dissatisfied13%


46




Toilet facilities.

CHART4.2.10

HEALTH - SPITTOON FACILITIES

TABLE- 4.2.11

FactorLevel of

SatisfactionNo. of

Respondents %

Spittoon Facilities


Satisfied 31 31.00

Neutral 2 2.00



Total 100 100

INFERENCE

19

61

713

0

100

0

1020

30

4050

60

7080

90

100

No.

of

Res

pond

ents

Highlysatisfied


Total

Toilet facilities

HEALTH - TOILET FACILITIES

47




percent of the employees are Highly Dissatisfied in the spittoon facilities.

CHART- 4.2.11

WELFARE-FIRST AID FACILITIES

TABLE- 4.2.12

FactorLevel of

SatisfactionNo. of

Respondents %

First Aid Facilities


Satisfied 14 14.00

Neutral 2 2.00

Dissatisfied 7 7.00


Total 100 100

INFERENCE

HEALTH-SPITTOON FACILITIES

27 31

2

35

5

100

0

20

40

60

80

100

120

HighlySatisfied


Total

Spittoon facilities

No. of Respondents

48




First Aid facilities.

CHART- 4.2.12

WELFARE-WASHING FACILITIES

TABLE- 4.2.13

FactorLevel of

SatisfactionNo. of

Respondents %

Washing Facilities


Satisfied 56 56.00

Neutral 6 6.00



Total 100 100

INFERENCE

77

14

27

0

100

0102030405060708090

100

No. of Respondents

Highlysatisfied


Total

First Aid facilities

WELFARE - FIRST AID FACILITIES

49




Washing facilities.

CHART- 4.2.13

WELFARE-STORING AND DRYING FACILITIES

TABLE- 4.2.14

FactorLevel of

SatisfactionNo. of

Respondents %

Storing & Drying

Facilities


Satisfied 22 22.00

Neutral 11 11.00



Total 100 100

24

56

614

0

100

0102030405060708090

100

No. of Respondents

Highlysatisfied


Total

Washing facilities

WELFARE - WASHING FACILITIES

50

INFERENCEIt is inferred from the above table that 26 percent of the employees are Highly

Satisfied, 22 percent of the employees are Satisfied, 11 percent of the


percent of the employees are Highly Dissatisfied in the Storing & Drying facilities.

CHART- 4.2.14

WELFARE- LUNCH ROOM FACILITY

TABLE- 4.2.15

FactorLevel of

SatisfactionNo. of

Respondents %

Lunch room facility


Satisfied 51 51.00

Neutral 6 6.00



Total 100 100

INFERENCE

26 2211

32

9

100

0

20

40

60

80

100

No. of Respondents


Total S1

Storing & Drying facilities

WELFARE - STORING & DRYING FACILITIES

51




percent of the employees are Highly Dissatisfied in the Lunch room facility.

CHART- 4.2.15

WELFARE- REST ROOM FACILITIES

TABLE- 4.2.16

FactorLevel of

SatisfactionNo. of

Respondents %

Rest roomFacilities


Satisfied 63 63.00

Neutral 7 7.00



Total 100 100

INFERENCE

WELFARE - LUNCH ROOM FACILITITY

26

51

611

6

100

0

20

40

60

80

100

120


Total

Lunch room facility

No. of Respondents

52




Rest room facilities.

CHART- 4.2.16

WELFARE- SITTING ARRANGEMENTS

TABLE- 4.2.17

FactorLevel of

SatisfactionNo. of

Respondents %

SittingArrangements


Satisfied 23 23.00

Neutral 7 7.00



Total 100 100

INFERENCE

19

63

7 110

100

0102030405060708090

100

No. of Respondents

Highlysatisfied


Total

Restroom facilities

WELFARE – RESTROOM FACILITIES

53




Sitting arrangements.

CHART- 4.2.17

WELFARE- CANTEEN FACILITIES

TABLE- 4.2.18

FactorLevel of

SatisfactionNo. of

Respondents %

Canteen Facilities


Satisfied 40 40.00

Neutral 9 9.00



Total 100 100

4423

7

26

0

100

0

20

40

60

80

100

No.

of

R es p o n d e nt s


Total

S1

Sitting Arrangements

WELFARE - SITTING ARRANGEMENTS

54




percent of the employees are Highly Dissatisfied in the Canteen facilities.

CHART- 4.2.18

WELFARE- WELFARE OFFICER PERFORMANCE

TABLE- 4.2.19

FactorLevel of

SatisfactionNo. of

Respondents %

Welfare officer performance


Satisfied 32 32.00

Neutral 2 2.00

Dissatisfied 0 0


Total 100 100

INFERENCE

WELFARE - CANTEEN FACILITIES

Highly satisfied12%

Neutral9%

Dissatisfied36%


Satisfied40%

55



employees are Neutral in the welfare officer performance.

CHART- 4.2.19

WELFARE - HEALTH EDUCATION

TABLE- 4.2.20

FactorLevel of

SatisfactionNo. of

Respondents %

Health Education


Satisfied 42 42.00

Neutral 7 7.00



Total 100 100

INFERENCE

66

32

2 0 0

100

0

1020

30

4050

60

7080

90

100

No. of Respondents


Total

Welfare Officer Performance

WELFARE - WELFARE OFFICER PERFORMANCE

56




percent of the employees are Highly Dissatisfied in the Health Education.

CHART- 4.2.20

CHAPTER V

5.1 FINDINGS

WORK LEVEL AND RECRECTION FACILITIES

Among the respondents, 58% of the respondents are in the work level of

unskilled workers, 22% of the respondents are in the work level of skilled workers

WELFARE - HEALTH EDUCATION

10

42

7

35

6

100

0

20

40

60

80

100

120


Total

Health Education

No. of Respondents

57

have reported that they are satisfied with the Recreation facilities provided by the

organization with regards to Health and welfare.

From the chi-Square analysis we have found out that there is close

relationship between work level and level of satisfaction in recreation facilities.

COMING FROM AND TRANSPORTATION FACILITIES

Among the respondents, 32% of them are coming from 0-5km, 25% of the

respondents are coming from 5-10km, 20% of them are coming from >15km

have reported that they are satisfied with the Transportation facilities provided by

the organization with regards to health and welfare.


relationship between Coming from and level of satisfaction in Transportation

facilities.

EXPERIENCE AND VOCATIONAL TRAINNING

Among the respondents, 31% of the respondents are in the working

Experience of 0-10 years, 26% of the respondents are in the working Experience

of 10-15 years, 25% of the respondents are in the working Experience of >15

years have reported that they are satisfied with the vocational training provided

by the organization with regards to health and welfare.

From the chi-Square analysis we have found out that there is no

relationship between working experience and level of satisfaction in Vocational

training.

58

COMING FROM AND PARKING FACILITIES

Among the respondents, 29% of the respondents are coming from0-5km,

22% of the respondents are coming from 5-10km, 17% of the respondents are

coming from >15km have reported that they are satisfied with the Parking

facilities provided by the organization with regards to health and welfare.

From the chi-Square analysis we have found out that there is no

relationship between coming from and level of satisfaction in the parking

facilities.

WORK LEVEL AND SAFETY

Among the respondents, 59% of the respondents are in the work level of

unskilled workers , 22% of the respondents are in the work level of skilled

workers have reported that they are satisfied with the Safety measures provided

by the organization with regards to health and welfare.


relationship between work level and level of satisfaction in Safety measures.

HEALTH-CLEANLINESS - Among the respondents, almost all of the

respondents have reported that the organization made arrangement to remove

the dirt and refusal from the work place.

HEALTH-DISPOSAL OF WASTE - Among the Respondents, most of them

have reported that the Disposal of wastes has been maintained by the

organization.

HEALTH-VENTILATION - Among the respondents, most of them have told

that the organization maintained ventilation facility.

59

HEALTH -TEMPERATURE - Among the respondents, more than half of the

employees have told that the organization no maintained the normal temperature

level.

HEALTH- ARTIFICIAL HUMIDIFICATION - Among the respondents, more

than half of the respondents have told that the organization no monitoring of

humidity at work place.

HEALTH-REMOVAL OF DUST - Among the respondents, most of them

have reported that the organization made the arrangements for the removal of

dust daily.

WELFARE - WORK SPACE AREA - Among the Respondents, almost all of

them reported that the organization provided adequate work space area.

HEALTH - LIGHTING FACILITIES - Among the Respondents, Almost all of

them have reported that the organization provided natural or artificial Lighting in

every part of the departments.

HEALTH - DRINKING WATER FACILITIES - Among the respondents, most

of the employees have told that the organization has arranged adequate drinking

water facility.

HEALTH- TOILET FACILITIES - Among the respondents, most of the

employees have reported that the organization maintained Toilet facilities and

kept in a clean and sanitary condition.

WELFARE- SPITOON FACILITIES - Among the respondents, more than half

of the employees told that the organization provided spittoon facilities at

convenient places, in a clean and hygienic condition

60

WELFARE - FIRST AID FACILITIES - Among the respondents, almost all of

them have reported that the organization provided First aid facilities and the First

Aid boxes are replenished regularly.

WELFARE - WASHING FACILITIES - Among the respondents, most of the

respondents have reported that the organization has arranged adequate washing

facilities and kept the area clean.

WELFARE - STORING & DRYING - Among the respondents, most of the

respondents have reported that the organization no provided storing and drying

facilities for clothes.

WELFARE-REST ROOM & LUNCH ROOM FACILITIES - Among the

respondents, most of the respondents have reported that the organization

provided adequate and suitable rest room & Lunch room facilities.

WELFARE - SITTING ARRANGEMENTS - Among the respondents, more

than half of the respondents have reported that the organization provided sitting

arrangements.

WELFARE-CANTEEN FACILITIES - Among the respondents, half of the

respondents have reported that the organization no maintained canteen facilities.

WELFARE – WELFARE OFFICER PERFORMANCE - Among the

Respondents, almost all of the employees have reported that the organization

satisfied with the Welfare officer performance.

.

WELFARE – HEALTH EDUCATION - Among the Respondents, half of them

have reported that the organization Health education level is low.

61

The other Health and Welfare measures are appended in APPENDIX I.

5.2 SUGGESTIONS

HEALTH-TEMPERATURE

Due to the constant running of machinery the temperature in the shop

floor is very high, thus causing hardship to the workers. so, I kindly request you

to install Artificial Humidifiers and fans which will make working condition for

employees better.

WELFARE-STORING & DRYING

While doing my research, there are no proper conditions for the storage of

clothing for the workers. I suggest that the company supplies adequate storing

62

facilities to the employees. The workers also find it difficult for drying out the

washed work cloths. So, it would be better if the company provides a specific

area for drying.

WELFARE-CANTEEN FACILITIESDuring the analysis, I have made to understand that the conditions

regarding the canteen need to be improved. The quality of food and hot

beverages is not satisfactory in view of the employees. So, the company shall

kindly look into the matter and do the needful.

WELFARE-HEALTH EDUCATION

We should bear in mind the most of the employees are ignorant about the

hazardous health conditions involved during the work. So the company educated

its employees and guides them in the proper direction.

5.3 CONCLUSION

Organizations can show good performance in Health and Welfare

measures. It is important for them to carry out their operations effectively. From

this research I conclude that most of the employees of “JAMBAI KNM TEXTILES

PRIVATE LIMITED” are satisfied with the Health and Welfare facilities provided

by the organization with exception of a few facilities.

63

APPENDIX IA STUDY ON HEALTH AND WELFARE MEASURES IN JAMBAI KNM

TEXTILES PRIVATE LIMITED, KOMARAPALAYAMQUESTIONNAIRE

I . PERSONAL DETAILS

1. Name(Optional) :

2. Age :

<20 21-25 26-30 31-35 36-40 >40

64

3. Designation :

4. Gender :

5. Qualification :

6. Marital status :

7. Income Level(Rs):

8. Coming From :

9. Experience :

Please specify the appropriate answers for the Health and Welfare measures, by

making a tick ( ) in the appropriate Box:

HS –Highly Satisfied S–Satisfied N–Neutral D-Dissatisfied HD–Highly Dissatisfied

II. HEALTH:

HS S N D HD

1. Cleanliness :

2. Disposal of Waste :

Unskilled worker Skilled worker Supervisor Executive

Male Female

Upto10 +2 ITI Diploma UG PG

Single Married

2000-5000 5001-10000 10001-15000 >15000

0-5Km 6-10Km 10-15Km >15Km

<5yrs 6-10yrs 11-15yrs 16-20yrs 21-25yrs

65

3. Ventilation :

4. Temperature :

5. Artificial Humidification :

6. Removal of Dust :

7. Work space area :

8. Lighting facilities :

9. Drinking Water facilities :

10. Toilet facilities :

11. Spittoon facilities :

12. Periodical Health checkup :

13. Noise level :

14. Preventive measures :

15. Curative measures :

III. WELFARE:

HS S N D HD

1. First Aid facilities :

2. Washing facilities :

3. Storing & Drying :

4. Lunch room facility :

5. Rest room facility :

6. Sitting arrangements :

66

7. Canteen facility :

8. Snack & food items supplied :

9. Recreation facilities :

10. Welfare Officer performance :

11. Earned Leave facilities :

12. Casual Leave facilities :

13. Sick Leave facilities :

14. Medical facility :

15. Housing facilities :

16. Loan facilities :

17. Social Insurance measures :

18. Childrens’ education facilities :

19. Night Shift allowance :

20. Tea allowance :

21. Bonus scheme :

22. Incentives :

23. Transportation :

24. Employee counseling :

25. Job security :

26. Promotional Activities :

27. Support at calamity :

28. Leading a Prosperous life :

29. Satisfaction by,

67

Safety provisions :

30. Vocational Training :

31. Parking facilities :

32. Trade union involvement :

33. Grievances Handling :

34. Health Education :

35. Providing such other facilities,

Which increase the morale of the staff:

36. If you suggest any other welfare measures, enumerate please

1)

2)

3)

THANK YOU

HEALTH - PERIODICAL HEALTH CHECK UPTABLE- A 1.1

FactorLevel of

SatisfactionNo. of

Respondents %

Periodical health check

up


Satisfied 33 33.00

Neutral 4 4.00

Dissatisfied 5 5.00


68

Total 100 100




percent of the employees are Highly Dissatisfied in the Periodical health check

up.

CHART-A 1.1

HEALTH - NOISE LEVELTABLE-A 1.2

FactorLevel of

SatisfactionNo. of

Respondents %

Noise level Highly Satisfied 19 19.00

Satisfied 58 58.00

Neutral 6 6.00


57

33

4 5 1

100

0

10

20

30

40

50

60

70

80

90

100

No. of Respondents


Total

Periodical health checkup

HEALTH-PERIODICAL HEALTH CHECKUP

69


Total 100 100



employees are Neutral , 17 percent of the employees are Dissatisfied in the

Noise level.

CHART-A 1.2

HEALTH - PREVENTIVE MEASURESTABLE- A 1.3

FactorLevel of

SatisfactionNo. of

Respondents %

Preventive measures


Satisfied 48 48.00

19

58

6

17

0

100

0

10

20

30

40

50

60

70

80

90

100

No. ofRespondents


Total

Noise level

HEALTH - NOISE LEVEL

70

Neutral 0 0

Dissatisfied 9 9.00


Total 100 100

INFERENCEIt is inferred from the above table that 43 percent of the are employees are


employees are Dissatisfied in the Preventive measures.

CHART-A 1.3

HEALTH- CURATIVE MEASURESTABLE- A 1.4

FactorLevel of

SatisfactionNo. of

Respondents %

Curative measures


Satisfied 24 54.00

HEALTH-PREVENTIVE MEASURES

4348

09

0

100

0

20

40

60

80

100

120


Total

Preventive measures

No. of Respondents

71

Neutral 4 4.00

Dissatisfied 0 0


Total 100 100



employees are Neutral in the Curative measures.

CHART-A.1.4

WELFARE- LEAVE FACILITIESTABLE- A 1.5

FactorLevel of

SatisfactionNo. of

Respondents %

Leave Highly Satisfied 78 78.00

72

24

40 0

100

0

10

20

30

40

50

60

70

80

90

100

No. of Respondents


Total

Curative measures

HEALTH-CURATIVE MEASURES

72

facilities

Satisfied 8 8.00

Neutral 5 5.00

Dissatisfied 9 9.00


Total 100 100



employees are Neutral,9 percent of the employees are Dissatisfied in the Leave

facilities.

CHART-A 1.5

WELFARE- MEDICAL FACILTYTABLE- A 1.6

FactorLevel of

SatisfactionNo. of

Respondents %

WELFARE-LEAVE FACILITIES

78

8 5 90

100

0

20

40

60

80

100

120

Highlysatisfied


Total

Leave facilities

No. of Respondents

73

Medical facility


Satisfied 48 48.00

Neutral 5 5.00



Total 100 100



employees are Neutral,15 percent of the employees are Dissatisfied in the

Medical facility.

CHART-A 1.6

WELFARE- HOUSING FACILITIESTABLE- A 1.7

FactorLevel of

SatisfactionNo. of

Respondents %

32

48

5

15

0

100

0

10

20

30

40

50

60

70

80

90

100

No. of Respondents

HighlySatisfied


Total

Medical facility

WELFARE-MEDICAL FACILITY

74

Housing facilities


Satisfied 37 37.00

Neutral 15 15.00



Total 100 100



employees are Neutral, 16 percent of the employees are Dissatisfied in the

housing facilities.

CHART-A 1.7

WELFARE- LOAN FACILITIESTABLE- A 1.8

Factor Level of No. of

WELFARE-HOUSING FACILITY

3237

15 16

0

100

0

20

40

60

80

100

120


Total

Housing facility

No. of Respondents

75

Satisfaction Respondents %

Loan facilities


Satisfied 36 36.00

Neutral 6 6.00



Total 100 100


Highly Satisfied, 36 percent of the employees are Satisfied, 6percent of the

employees are Neutral, 19percent of the employees are Dissatisfied in the Loan

facilities.

CHART-A 1.8

WELFARE- SOCIAL INSURANCE MEASURESTABLE- A 1.9


39 36

6

19

0

100

0

10

20

30

40

50

60

70

80

90

100

No. of Respondents

HighlySatisfied


Total

Loan facilities

WELFARE-LOAN FACILITIES

76


Social Insurance measures


Satisfied 17 17.00

Neutral 10 10.00

Dissatisfied 8 8.00


Total 100 100


Highly Satisfied,17 percent of the employees are Satisfied,10percent of the

employees are Neutral, 8percent of the employees are Dissatisfied in the Social

Insurance measures.

CHART-A 1.9

WELFARE- CHILDRENS’ EDUCATION FACILITIESTABLE- A 1.10


WELFARE-SOCIAL INSURANCE MEASURES

65

1710 8

0

100

0

20

40

60

80

100

120


Total

Social Insurance measures

No. of Respondents

77


Childrens’education facilities


Satisfied 27 27.00

Neutral 13 13.00



Total 100 100




Childrens’ education facilities.

CHART-A 1.10

WELFARE- NIGHT SHIFT ALLOWANCETABLE- A 1.11


41

27

1319

0

100

0

10

20

30

40

50

60

70

80

90

100

No. of Respondents

HighlySatisfied


Total

Childrens' education facilities

WELFARE-CHILDRENS' EDUCATION FACILITIES

78


Night Shift allowance


Satisfied 6 6.00

Neutral 28 28.00



Total 100 100



employees are Neutral, 14 percent of the employees are Dissatisfied in the Night

Shift allowance.

CHART-A 1.11

WELFARE- TEA ALLOWANCETABLE- A 1.12


WELFARE-NIGHT SHIFT ALLOWANCE

52

6

28

14

0

100

0

20

40

60

80

100

120


Total

Night shift allowance

No. of Respondents

79


Teaallowance


Satisfied 40 40.00

Neutral 4 4.00



Total 100 100




percent of the employees are Highly Dissatisfied in the Tea allowance.

CHART-A 1.12

WELFARE- BONUS SCHEMETABLE- A 1.13


WELFARE-TEA ALLOWANCE

16

40

4

32

8

100

0

20

40

60

80

100

120


Total

Tea allowance

No. of Respondents

80


Bonus scheme


Satisfied 25 25.00

Neutral 8 8.00

Dissatisfied 1 1.00


Total 100 100



employees are Neutral,1percent of the employees are Dissatisfied and14 percent

of the employees are Highly Dissatisfied in the Bonus scheme.

CHART-A 1.13

WELFARE-BONUS SCHEME

52

25

81

14

100

0

20

40

60

80

100

120


Total

Bonus scheme

No. of Respondents

WELFARE- INCENTIVESTABLE- A 1.14

81

FactorLevel of

SatisfactionNo. of

Respondents %

Incentives


Satisfied 34 34.00

Neutral 7 7.00



Total 100 100




percent of the employees are Highly Dissatisfied in the Incentives.

CHART-A 1.14

WELFARE-INCENTIVES

4234

712

5

100

0

20

40

60

80

100

120


Total

Incentives

No. of Respondents

WELFARE- EMPOYEE COUNSELINGTABLE- A 1.15

82

FactorLevel of

SatisfactionNo. of

Respondents %

Employeecounseling


Satisfied 27 27.00

Neutral 1 1.00

Dissatisfied 7 7.00


Total 100 100




Employee counseling.

CHART-A 1.15

WELFARE-EMPLOYEE COUNSELING

65

27

17

0

100

0

20

40

60

80

100

120


Total

Employee counseiling

No. of Respondents

WELFARE- JOB SECURITYTABLE- A 1.16

83

FactorLevel of

SatisfactionNo. of

Respondents %

Job security


Satisfied 12 12.00

Neutral 2 2.00

Dissatisfied 1 1.00


Total 100 100


Highly Satisfied,12 percent of the employees are Satisfied, 2percent of the

employees are Neutral, 1percent of the employees are Dissatisfied and 1percent

of the employees are Highly Dissatisfied in the Job security.

CHART-A 1.16

WELFARE-JOB SECURITY

84

122 1 1

100

0

20

40

60

80

100

120


Total

Job security

No. of Respondents

WELFARE- PROMOTIONAL ACTIVITIESTABLE- A 1.17

84

FactorLevel of

SatisfactionNo. of

Respondents %

Promotional Activities


Satisfied 37 37.00

Neutral 9 9.00



Total 100 100


Highly Satisfied , 37 percent of the employees are Satisfied in, 9percent of the

employees are Neutral, 17percent of the employees are Dissatisfied in the

Promotional Activities.

CHART-A 1.17

WELFARE-PROMOTIONAL ACTIVITIES

37 37

917

0

100

0

20

40

60

80

100

120


Total

Promotional activities

No. of Respondents

WELFARE-SUPPORT AT CALAMITYTABLE- A 1.18

85

FactorLevel of

SatisfactionNo. of

Respondents %

Support at Calamity


Satisfied 34 34.00

Neutral 5 5.00



Total 100 100

INFERENCEIt is inferred from the above table that 39ercent of the employees are

Highly Satisfied, 34 percent of the employees are Satisfied, 5percent of the

employees are Neutral, 22percent of the employees are Dissatisfied and in the

Support at calamity.

CHART-A 1.18

WELFARE- SUPPORT AT CALAMITY

3934

5

22

0

100

0

20

40

60

80

100

120


Total

Support at calamity

No.of Respondents

WELFARE-LEADING PROSPEROUS LIFETABLE- A 1.19

86

FactorLevel of

SatisfactionNo. of

Respondents %

Leading Prosperous

life


Satisfied 37 37.00

Neutral 12 12.00



Total 100 100


Highly Satisfied,37 percent of the employees are Satisfied in,12percent of the


percent of the employees are Highly Dissatisfied in the Leading Prosperous life.

CHART- A 1.19

WELFARE-TRADE UNION INVOLVEMENTTABLE- A 1.20

WELFARE-LEADING PPROSPEROUS LIFE

34 37

12 16

1

100

0

20

40

60

80

100

120


Total

Leading prosperous life

No. of Respondents

87

FactorLevel of

SatisfactionNo. of

Respondents %

Trade union involvement


Satisfied 16 16.00

Neutral 2 2.00

Dissatisfied 0 0


Total 100 100

INFERENCE


Highly Satisfied , 16 percent of the employees are Satisfied, 2percent of the

employees are Neutral in the Trade union involvement.

CHART-A 1.20

WELFARE-TRADE UNION INVOLVEMENT

82

16

2 0 0

100

0

20

40

60

80

100

120


Total

Trade union involvement

No. of Respondents

WELFARE-GRIEVANCES HANDLINGTABLE- A 1.21

88

FactorLevel of

SatisfactionNo. of

Respondents %

GrievancesHandling


Satisfied 20 20.00

Neutral 14 14.00

Dissatisfied 9 9.00


Total 100 100


Highly Satisfied, 20 percent of the employees are Satisfied,14percent of the

employees are Neutral, 9percent of the employees are Dissatisfied in the

Grievances Handling.

CHART-A 1.21

WELFARE-GRIEVANCES HANDLING

57

2014

90

100

0

20

40

60

80

100

120

HighlySatisfied


Total

Greivances handling

No. of Respondents

APPENDIX II

89

DEFINITIONS

I.WELFARE

1. The Labour Investigation Committee defined, “Anything done fir the

intellectual, physical, moral and economic betterment of the workers,

whether by employers ,by government or by other agencies, over and

above what is laid down by law or what is normally expected of the

contractual benefits for which workers may have bargained”.

2. According to the Committee on Labour Welfare, “Such services,

facilities, and amenities as adequate canteens, rest and recreation

facilities, arrangements for travel to and from place of work, and for the

accommodation of workers employed at a distance from their homes; and

such other services, amenities and facilities, including social security

measures, as contribute to the conditions under which workers are

employed”.

3. The International Labour Organization report refers to Labour

Welfare as, “Such services, facilities and amenities as may be established

in or in the vicinity of undertakings it enable the persons employed in them

to perform their work in healthy, congenial surroundings and provided with

amenities conductive to good health and high morale”.

4. The Encyclopedia of Social Sciences has defined Labour Welfare

work as, “The voluntary efforts of the employers to establish, within the

existing industrial system, working and sometimes, living and cultural

conditions of the employees beyond what is required by law, the custom of

the country and the conditions of the market”.

90

5. In the word of R.R.Hopkins, “Welfare is fundamentally an attitude of

mind on the part of management, influencing the method by which

management activities are undertaken”.

6. E.S.Proud defines welfare work as, “Voluntary efforts on the part of

the employers to improve the existing industrial system and the conditions

of employment in their own factories”.

7. Arthur James Todd defines welfare work as, “anything done for the

comfort and improvement, intellectual and social, of the employees over

and above the wages paid, which is not necessity of the industry”.

8. The Oxford dictionary defines labour welfare as, “efforts to make

life work living for workmen”.

9. Chamber’s dictionary defines welfare as a state of faring or doing

well; freedom from calamity enjoyment of health, prosperity, etc.

II.HEALTH

1. The Definition of Health by the World Health Organization(W.H.O)

as “a state of complete physical, mental and social well-being and not

merely the absence of disease and infirmity”.

2. The joint ILO/WHO Committee, defined Organizational health as(1)

the promotion and maintenance of physical, mental and social well-being

of workers in all occupation;(2)prevention among workers of ill-health

caused by the working conditions;(3)protection of workers in their

employment from risk resulting from factors;(4)placing and maintenance of

the worker in an occupational environment adopted to his physical,

psychological equipment.

91

BIBLIOGRAPHY

MAMORIA.MAMORIA.MAMORIA, (2004) “DYNAMICS OF INDUSTRIAL

RELATIONS” 14th EDITION.

SEWA SINGH CHAUHAN, (1993) “LABOUR WELFARE ADMINISTRATION IN

INDIA” FIRST EDITION.

AJAY GARG, (1995) “LABOUR LAWS” 8 th REVISED EDITION.

C.R.KOTHARI, (1997), “RESEARCH METHODOLOGY- METHODS AND

TECHNIQUES” 2nd EDITION.

ARUN MONAPPA, (1994), “INDUSTRIAL RELATIONS” 8th EDITION.

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