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CHAPTER - 1

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 INTRODUCTION

1. INTRODUCTION

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 An organization’s goals can be achieved only when people put in their
best efforts. Effective utilization of Human Resources is one of the most
important factors for the efficient and profitable functioning of an
organization. Organizations provide welfare facilities to their employees to
keep their motivation levels high thereby increasing the productivity of an
organization. Welfare work aims at providing such facilities and amenities,
which enable the employees in an organization to perform their work in
healthy, congenial surrounding conducive to good health and high morale of
the employees.

An Organization must provide "adequate and appropriate" welfare

facilities for their employees. These must be provided unless they are
unreasonable in terms of time, cost and physical difficulty. How to ascertain
whether the employees of an organization are provided with adequate and
appropriate welfare facilities, the degree of satisfaction achieved by the
employees of an organization. Assessment of welfare facilities whether the
welfare facilities provided by the organization is adequate and appropriate is
one of the fundamental jobs of human resource management, but not an easy
one through. This study on “welfare facilities provided and the degree of
satisfaction achieved by the employees” is devoted to a detailed discussion
of the nature. and process of reviewing welfare facilities provided in an
organization.

Ask.Commerce Private Limited is to assess the degree of satisfaction

achieved by the employees of their client Sri Shivasakthi Engineering,
Chennai through this study to improve the individual and organization
performance.

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Definition:

Labor welfare entails all those activities of employer which are

directed towards providing the employees with certain facilities and services
in addition to wages or salaries.

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Meaning:

Welfare includes anything that is done for the comfort and

improvement of employees and is provided over and above the wages.
Welfare helps in keeping the morale and motivation of the employees high
so as to retain the employees for longer duration. The welfare measures need
not be in monetary terms only but in any kind/forms. Employee welfare
includes monitoring of working conditions, creation of industrial harmony
through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families.

Objectives:

➢ To provide better life and health to the workers

➢ To make the workers happy and satisfied

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 ➢ To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.

➢ To provide legal provisions (statutory welfare facilities)

➢ To improve employees health, efficiency, economic betterment and

social status.

Five Elements of Employee welfare

Satisfied employees contribute to the development and

growth of the organization. Apart from providing statutory
benefits an organization offers various voluntary benefits to
its employees in the form of various allowances, perks and
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advances. This helps in attracting and retaining skilled and
professionally qualified talent in the organization in the
present highly competitive business environment. The five
elements of employee welfare are:

1. A plan, fund or program

2. Established or maintained
3. By an employer or by an employee organization or by both
4. For the purpose of providing benefits
5. To the employees or to their beneficiaries.

The Six Benefit factors to Employer

1. Increase the productivity

2. Reduces labour turnover
3. Improve communication between employer and management
4. Saves time
5. Employer will get act and Sound Professionals
6. Save Money
Factors that help improve accuracy of rating satisfaction level of
employees:

1. The rater has observed and is familiar with welfare facilities provide.

2. The rater has documented welfare facilities to improve the recall.

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 3. The rater has a checklist to obtain and review job – related
information.

4. The rater is aware of personal biases and is willing to take action to

minimize their effect.

5. Rating scores by raters of one group or organization are summarized

and compared with those by other raters.

6. The rater focuses attention on rater behaviors over which the rater has
better control than in other aspects of evaluation.

7. Higher levels of management are held accountable for reviewing all

welfares.

8. The rater’s own performance rating or related to the quality of rating

given and the performance of units.

9. Rating factors are properly defined.

Guidelines for effective interview with employees for ascertain degree of
satisfaction:

➢ Select a good time

➢ minimize interruptions

➢ welcome set at ease

➢ start with something positive

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 ➢ ask open – ended questions to encourage discussion

➢ listen

➢ manage eye contact and body language.

➢ Be specific

➢ Rate welfare facilities based on his satisfaction level, not on

personality

➢ Layout development plan

➢ Encourage subordinate participation

➢ Complete form

➢ Set mutually agreeable goals for improvement

➢ End in a positive, encouraging note

➢ Set time for any follow – up meetings

Data and information will be useful in the following areas of HRM:

➢ Welfare facilities administration

➢ Validation in Welfare programmes

➢ Employee welfare programmes

➢ Promotion, transfer and lay – off decisions

➢ Grievance programmes

➢ HR planning
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Use of data:

1. The final step in the evaluation process is the use of evaluation data.
The data and information generated through evaluation of welfare
facilities must be used by the HR department.

2. Money to purchase goods and services required not only for current and
future survival, but also for the luxuries modern life has to offer.

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 3. The opportunity to use innate and learned skills and talents in a
productive manner that the individual and his or her managers and co-
workers recognize as valuable.

4. Opportunities to interact with other people in a favorable working

environment.

5. A sense of performance and stability through the continuing existence

of the organization and the job.

6. The opportunity to perform work assignments within an environment

that not only protects, but promotes physiological, emotional and
psychological health.

1.2 THE NEED FOR SELECTION OF TOPIC

This study aims to understand the welfare facilities provided and the
degree of satisfaction achieved by the employees and to provide necessary
steps to development.

Development uses

This particular topic is chosen because in many developed countries

employee welfare facilities has become the most important human resource
function. It also helps in identifying difficulties faced by individual
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employee and needs of the employees. Identification of difficulties and
individual and group development needs, determine the transfer and job
assignments etc.

Administrative uses

To provide information about the welfare schemes and recognize

welfare measures useful and attracted by most of the employees and non-
satiable welfare measure, which helps in decision making in future.

Organizational maintenance

To provide the information about the human resource planning,

determining organization welfare needs, evaluation of organization goal
achievement, information for goal identification, evaluation of human
resource systems, Reinforcement of organization development needs.

Documentation

Criteria for validation research, documentation for human resource

decision, helping to meet legal requirements.

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1.2.1 IMPORTANCE OF THE STUDY

➢ The importance of this project is concerned with identifying welfare

measures provided by “Sri Shivasakthi Engineers” to their employees
and the satisfaction level of employees.

➢ Identification of individual needs and feedback on existing welfare

measures.

➢ The result arrived out of this study would know about their need for
better performance in future.

➢ It is the systematic examination of an employees job satisfaction.

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 ➢ Study on welfare measures provided is a on going or continuous
process where in the evaluation are arranged periodically according to
a definite plan.

➢ The main purpose of performance appraisal is to secure information

necessary for
making objective and correct decisions on welfare measures provided

CHALLENGES OF THIS STUDY

➢ Create a culture of excellence that inspires every employee to improve

and lent
him self or herself.

➢ Align organizational objectives to individual aspiration.

➢ Clear growth paths for employees.

➢ Forge a partnership with people for managing their careers.

➢ Empower employees to make decisions without the fear of failing.

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 ➢ Embed teamwork in all operational process.
.

1.3 REVIEW OF LITERATURE

1.3.1 INTRODUCTION:

The format of a review of literature may vary from discipline to

discipline and from assignment to assignment.

A review may be a self-contained unit an end in itself or a preface to

and rationale for engaging in primary research. A review is a required part of
grant and research proposals and often a chapter in theses and dissertations.

Generally, the purpose of a review is to analyze critically a segment of

a published body of knowledge through summary, classification, and
comparison of prior research studies, review of literature, and theoretical
articles.

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A literature review must do these things:
a. Be organized around and related directly to the thesis or research

question

b. Synthesize results into a summary of what is and is not known

c. Identify areas of controversy in the literature

d. Formulate questions that need further research

Importance:
The literature review is a critical look at the existing research that is
significant to the work that the researcher is carrying out. Although the
researcher need to summarize relevant research, it is also vital that evaluate
this work, show the relationships between different works, and show how it
relates to work.

The chosen project is a significant element of the information and

control system in organization. It can be put to several uses concerning the
entire spectrum of Human resource management functions. They would
have concerned about the employees

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 1.4 ORGANIZATION OF THE PROJECT

This project is titled as ‘Study on Welfare facilities provided and the

degree of satisfaction achieved by the employees of Sri Shivasakthi
Engineers” thru Ask.Commerce private limited includes various steps and
chapters, each of which deals with different elements.

For this project organization, the researcher initially collected the

secondary data and established objectives, then based on the objectives the
questionnaire is prepared. the researcher personally met the respondents.

Then the data is analyzed and interpreted for conclusion. For the
analyzing portion the researcher used various statistical tools like
percentage, Standard Deviation, chi- square test, Rank correlation and
ANOVA then finally the conclusion was made.

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First chapter

First chapter deals with the need for the selection of this topic, review
of literature and organization of the project.

Second chapter

Second chapter explains company profile.

Third chapter

Third chapter illustrate about the methodology, this methodology

includes statement of problem, objectives, limitations, hypothesis, sample
size and sampling techniques.

Fourth chapter

Fourth chapter deals with the data analysis and interpretation and
various statistical tools used to describe the findings and suggestions.

Fifth chapter

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 The final chapter states the conclusion which includes summary of
findings and recommendations.

CHAPTER - 2

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COMPANY PROFILE

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 2. COMPANY PROFILE

Ask.Commerce private limited, a leading consulting company in

Chennai, established as a firm of Chartered Accountants in 1991 at alwarpet,
the firm provides services like Technology Consulting, Management Audits,
Audit and Assurance Advisory, Internal Audits, Tax Advisory and
Management etc. , apart from Accounting solutions the firm started
providing HR consulting, and new business development solutions for its
clients from the year 2000 at its fully equipped centre with panels, checkout,
FAT area with well equipped systems, at Tambaram, Chennai.

With more than 17 years of experience in dealing with domestic and

international clients, the company has 9 chartered accountants, 2 cost
accountants, and 15 HR consultants and 20 supporting staffs to focus on all
categories of accounting, Management, HR and new business development
solutions.

Sri Shivasakthi Engineers

A client company of ask.commerce private limited for

providing HR consultancy is manufacturing various
automobile components, and regularly supplying various

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components to Breaks India Limited, and Rane TRW running
in 3 shifts at mogappair with a staff strength of about 250
employees.

HRD vision:

“The Human Resources Department will be a team of

professional, responsive and innovative internal consultants
who support the business’ vision and values by striving to
promote a culture of customer satisfaction, participation,
innovation, continuous improvement and self development”

HRD goals

➢ Recruit and retain high caliber employees.

➢ Encourage and recognize outstanding merit and
contribution.
➢ Create opportunities for professional growth and
satisfaction.
➢ Develop leadership capabilities at all levels.

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 ➢ Foster employee involvement and develop a work ethos
that builds dignity and pride.

HRD ORGANIZATION

HRD at ask.commerce pvt. ltd. Operates at two

levels:

At Group level – Formulates policies and designs major

people development initiatives to enhance professional
capability of employees at group level.

At Business unit level – Companies implement group policies

and develop unit specific interventions.

Strategies and initiates at the group level :

Specific Strategies and initiatives are designed to

enable actualization of HRD goals.
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Recruitment and retention:

High capacity employees are recruited through well

structured process including campus recruitments of MBA
graduates and lateral recruitment of experienced
employees.

Recognition and reward:

Outstanding performance is recognized and rewarded

through comprehensive performance assessment
development systems, aligned to TQM principles and
practices.

Opportunities of professional growth:

Internal candidates first considered for job vacancies,

thereby, providing employees opportunity for lateral upward
growth.
Professional knowledge and skills enhanced through
continuous training at their training centre.

Leadership development:

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 Leadership and managerial capabilities are developed
through specific training programmes, job rotation,
participation in cross teams etc.

Recruitment Process Flowchart of the company:

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 Objective:
• To attract potential employees into the rolls of the
company

• To make a positive impact with our clients, thereby

increase the goodwill and equity for the Company,
leading to better market standing.
Generic Overview of the company’s Selection Process:

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 Resourcing Process flow of the Company

Resourcing Process

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CHAPTER - 3

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 RESEARCH METHODALOGY

3. RESEARCH METHODALOGY

Meaning of research:

Research is common a parlance refers to search for knowledge. The

advanced learner’s dictionary of current English lays down the meaning of
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research as “a careful investigation or inquiry especially through search for
new facts in any range of Knowledge.

Definition of this sort is rather abstract. So a summary of some of the

characteristics of research may help to clarify the sprit, meaning, and
methodology of search.
The summary of the characteristic feature of research follows:

➢ Research is directed toward the solution of a problem

➢ Research is highly purposive

➢ Research involves the quest for answers to unsolved problems

➢ Research is characterized by patient and unhurried activity

➢ Research is logical and objective

➢ Research is carefully recorded and reported

Methodology:

The purpose of the methodology section is to describe the research

procedure. This includes overall research design, the sampling procedure,
data collection method, field methods and analysis procedures.

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 3.1 STATEMENT OF THE PROBLEM

Growing internalization of business has its impact on human resource

management functions. The human resource department is required to cope
up with problems on individual employee’s attitude, culture, behaviors,
ethics and morale. Human resource management is the planning, organizing,
directing and controlling of the manpower.

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 This particular topic is chosen because development of employee
welfare facilities has a vital role in organizational development. This project
is aimed at understanding employee’s satisfaction level and welfare needs.

This study is also aimed at understanding the employees welfare

facilities and development system in ask.commerce private limited.

3.2 OBJECTIVES OF THE STUDY

Primary objective

1. To study the welfare facilities and degree of satisfaction achieved by

the employees

2. To study the different welfare measures influencing job satisfaction.

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Secondary objectives

1. To identify the welfare measure assessment raters

2. To rank the benefits received from welfare measures.

3. To evaluate the employee attracted welfare measures.

4. To ascertain the perception of the employees regarding the

satisfaction of the welfare measures.

3.3 LIMITATION OF THE STUDY

1. The sample is restricted only up to the Chennai office of Sri

Shivasakthi Engineers.

2. Time was the major constraints .The researcher had to complete

project within the stipulated time limit.

3. Findings of the study on based on the information provided by the

respondents.

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 4. The Suggestions made at the end are based on the information given
by the employees and HR consultants of ask.commerce pvt. ltd.

3.4 HYPOTHESIS

3.4.1 Chi-square test:

Null Hypothesis Ho:

There is no relationship between gender/age and satisfaction with the

welfare facilities given to the employee.

Alternative hypothesis H1:

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 There is relationship between the gender/age and satisfaction level on
welfare
facilities provided to employees.

3.5 SAMPLING

Sampling is a selection of some part of an aggregate or totality on the

basis of which a judgment or inference about the aggregate or totality is
made. In briefly, “sample is a smaller representation of larger whole”
The items of so selected constitute what is technically called a
“sample”, the selection process or technique is called the “Sample design”
and the survey conducted on the basis of sample is described a “sample
survey”. Here sample is truly representative of population characteristics
without any bias so that it may result in valid and reliable conclusion.

3.5.1 POPULATION

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 In any statistical investigation we are interested in studying the
various characteristics relating to items are individual belonging to particular
growth. This group of individuals under study is known as the population.
Nearly 300 employees are working in Sri Shivasakthi Engineers. Out of this
225 member are working as operators/workers in the factory. This study
based mainly on attitudes of the operators in the establishment. So, 300
employees were taken as the population for this study.

3.5.2 SAMPLE SIZE

A finite subset of population, selected from it with the objective of

investigation is properties is called sample and the number units in the
sample is know as the sample size.
Out of 225 operators, 100 were taken for investigation. So the sample size is
100.

3.5.3 SAMPLING TECHNIQUE

For this study Stratified Random sampling method was used. Under
this method population (225 workers) is divided into 3 sub population (3
shifts). From this each sub population samples were selected randomly.
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 3.6 PLAN OF ANALYZING THE DATA

3.6.1 Research Design

The research design used for this study is of the Descriptive research
includes surveys and fact-findings enquire of different kinds. The major
purpose of descriptive research is description of the state of affairs as it exits
at present. The main objective of this research design is to acquire
knowledge.

3.6.2 Tools for Data Collection

Questionnaire has been used as the tool for data collection in this
study as it acts as a direct tool to research the target group. This
Questionnaire covers various aspects of industrial relations in the
establishment.
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The data used in this study are primary data and secondary data.
3.6.3 Primary Data

Primary data are those which are collected for the first time, and thus
happen to be original. The Data collected from the respondents is through
Questionnaire; the data collection is directly related to the topic being
studied.
3.6.4 Secondary Data

Secondary data are those, which have been collected by someone else
for some other purpose. In other words, secondary data refers to the data
compiled from already available data. They are websites, Business
magazines, reports prepared by the scholars, company records, etc.
3.6.5 Statistical Tool Used

The statistical package used here is statistical

Package for social science (SPSS) to summarize the research data are
tables, graphs, bar diagram, and pie charts, cross tabulation for finding how
variables are ordered and related, chi-square test, percentage analysis,
correlation method and weighted average method used to finding the
attitudes and practices of the establishment.

Using the correlation analysis we can find whether there is any

relationship between the variables. Correlation and regression analysis show
how to determine the nature and strength of the relationship between
variables. The correlation analysis is used to determine the degree of the
relationship between the variables.

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 The Chi-square is an important test amongst several tests of
significance developed by Statisticians. Chi-square symbolically written as
Ψ² is a statistical measure used in the Context of sampling analysis for
comparing a variance to a theoretical variance.

In order that we may apply chi-square as a test to judge the

significance of association between attributes, it is necessary that the
observed as well as expected frequencies must be grouped.

O = Observed Frequency
E = Expected Frequency

The weighted arithmetic mean is an average used to summaries item,

which are not of casual importance that the level of important varies from on
attribute to another. The usual arithmetic mean is not an effective
representative of the data the right in the weighted average.

Formula: Ψ² = ∑ (O-E) ²/E

Weighted average method:

The weighted arithmetic mean is an average used to summaries item,

which are not of casual importance that the level of important varies from on
attribute to another. The usual arithmetic mean is not an effective
representative of the data the right in the weighted average.

Weighted average (w) = w1*1+w2*2+……………..+wn*n

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 = Ewx

where w1,w2,w3………..wn are revised value called weightage

x1,x2,x3…………..xn are attributes.

Formula:

Weighted average = ∑ F W/ ∑ W

CHAPTER - 4

42
DATA PRESENTATION

&

ANALYSIS

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 TABLE – 4.1

SPACE AND COMFORT(PHYSICAL) IN WORKING IN PLACE

S. No Particular No of Percentage
person

1 Excellent 20 20%

2 Good 25 25%

3 Moderate 55 55%

4 poor 0 0%

Total 100 100%

Chart– 4.1

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Source: Primary data

INFERENCE:

It is interpreted that 55 % of the employees feel space and physical

comfort in their working place is moderate, 25 % of the employees fell good,
and 20 % of employees feel its excellent.

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TABLE – 4.2

PROVIDED WITH SUITABLE TRAINING FOR DEVELOPMENT

S. No Particular No of Percentag
person e

1 Strongly agree 26 26%

2 Agree 32 32%

3 Neutral 12 12%

4 Disagree 13 13%

5 Strongly Disagree 17 17%

Total 100 100%

Chart – 4.2
Source: Primary data

INFERENCE:
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 From the above table it is found that 26 % of the employees strongly
agree that they are provided with suitable training for their development, 32
% of the employees perceive agree, 12 % of the employees perceive neutral,
13 % of the employees perceive disagree, 17 % of the employees perceive
strongly disagree.

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 TABLE – 4.3

ATTITUDE OF SUPERVISOR/MANGER

S. No Particular No of Percentage
person

1 friendly 45 45

2 Normal 37 37

3 Strict 15 15

4 Grim 3 3

Total 100 100%

Chart - 4.3

Source: Primary data

INFERENCE:

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 It is interpreted that the 45 % of the employees feel that their
supervisor/manager has friendly attitude, 37 % of the employees are feel its
normal, 15 % of employees are feel its very strict. 3 % of people gave no
comments on it.

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 TABLE – 4.4

SATISFACTION WITH CONVEYANCE FACILITIES

S. No Particular No of Percentage
person

1 Satisfied 86 86%

2 Dissatisfied 0 0%

3 neutral 14 14%

Total 100 100%

Chart – 4.4

Source: Primary data

INFERENCE:

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 It is interpreted from the above table 86 % of employees are feel
satisfied with cab facilities provided to them. 14 % of people gave no
comments on it.

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 TABLE – 4.5

CANTEEN/FOOD SUBSIDY

S. No Particular No of Percentage
person

1 Excellent 10 10 %

2 Good 45 45 %

3 Average 43 43 %

4 poor 2 2%

Total 100 100%

Chart –4.5
Source: Primary data

INFERENCE:

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 It is defined from the above chart 10 % of employees declared that
they have excellent canteen facilities. 45 % of employees were declared that
its good, 43 % of employees declared neutral, 2 % of people declared poor.

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 TABLE - 4.6

GROUP INSURANCE SCHEME

S. No Particular No of Percentage
person

1 Excellent 22 22

2 Good 68 68

3 Average 6 6

4 Poor 4 4

Total 100 100%

Chart -4.6
Source: Primary data

INFERENCE:

From the above given data, 22 % of the employees feel excellent

about group insurance scheme provided to them, 68 % of the employees feel
its good, 4 % of people feels about its poor. The rest 6 % of people are not
commented on it.
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55
 TABLE - 4.7

RANK HOW YOU GET MOTIVATED WHILE WORKING

S. No Particular No of Percentage
person

1 Rightful promotion 32 32%

2 Deserved increment 35 35%

Increased Welfare
3 facilities 19 19%

4 Improved Self 14 14%

Development

Total 100 100%

Chart - 4.7
Source: Primary data

INFERENCE:

It is found that 32 % of the employees ranked rightful promotion as

number 1 motivation factor by the performance assessment methods, 35 %
of the employees have ranked deserved increment as no.1 motivation factor,
19 % of the employees feel increased self development as no.1 motivation

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factor, and 14% of the employees feel improved self development as no.1
motivation factor.

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 TABLE –4.8

NEED FOR MORE WELFARE FACILITIES

S. No Particular No of Percentage
person

1 Yes 100 100 %

2 No 0 0%

Total 100 100%

Chart –4.8
Source: Primary data

INFERENCE:

From the above table, we see that all the employees (100%) prefer
more welfare program for their development.

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TABLE - 4.9

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OVERALL SATISFACTION WITH EXISTING WELFARE FACILITIES

S. No Particular No of Percentage
person

1 Highly 12 12 %
satisfied

2 Satisfied 31 31 %

3 Dissatisfied 47 47 %

4 undecided 10 10 %

Total 100 100%

Chart - 4.9
Source: Primary data

INFERENCE:

47 % of the employees are dissatisfied with overall welfare

facilities presently provided to them. 31 % of the employees satisfied. 12 %
of the employees highly satisfied 10 % of the employee’s undecided.

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61
 12. Rate the benefits of Welfare facilities

TABLE NO: 4.10

The Table Shows the Employees Statements about benefits

of Welfare facilities:

Hi
Stro
ghl Not
Sa ngly
S.N y Neu sati
PARTICULARS tisf diss
O. sat tral sfie
ied atisf
isfi d
ied
ed
1 Increased efficiency 35 21 26 12 6
2 Increased Moral 24 15 12 26 23
3 Better HR relation 20 13 17 29 21
Better Organization climate
4 24 23 10 15 28
5 Adaptability to change 22 45 11 6 16
6 Higher job satisfaction 24 28 15 20 14
7 Higher Motivation 29 16 10 23 22
Total 134 161 101 271 130
Percentage 20.2
16.8 12.7 34 16.3
0

Chart: 4.10.1

Source: Primary data

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63
INFERENCE:

From the above table 4.10 figure it is inferred that, there are perceive
increased efficiency 35 respondents highly satisfied that their jobs require
Training and development, 21 employees satisfied the statement, 26
respondents are belong to neutral 2 respondents dissatisfied the statement.6
respondents strongly Dissatisfied.

Increased morale for 24 respondents highly satisfied that their jobs

require Training and development, 15 employees satisfied the statement, 2
respondents are belong to neutral 26 respondents dissatisfied the
statement.23 respondents strongly Dissatisfied.

Better HR relation for 20 respondents highly satisfied that their jobs

require more welfare programs, 13 employees satisfied the statement, 17
respondents are belong to neutral 29 respondents dissatisfied the
statement.21 respondents strongly Dissatisfied.

Better organization Climate for 24 respondents highly satisfied that

their jobs require more welfare facilities, 23 employees satisfied the
statement, 10 respondents are belong to neutral 15 respondents dissatisfied
the statement.28 respondents strongly Dissatisfied.

Chart: 4.10.2

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65
INFERENCE:

Adaptability to change for 22 respondents highly satisfied that their

jobs require more welfare programs, 45 employees satisfied the statement,
11 respondents are belong to neutral 6 respondents dissatisfied the
statement.16 respondents strongly Dissatisfied.

Higher job satisfaction for 24 respondents highly satisfied that their

jobs require more welfare programs, 28 employees satisfied the statement,
15 respondents are belong to neutral 20 respondents dissatisfied the
statement.14 respondents strongly Dissatisfied

Higher motivation for 29 respondents highly satisfied that their jobs

require Training and development, 16 employees satisfied the statement, 10
respondents are belong to neutral 23 respondents dissatisfied the
statement.22 respondents strongly Dissatisfied

Chart: 4.10.3

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67
INFERENCE

From the table 4.10 and chart 4.10.3 it is inferred that, there are 16.80% of
the employees highly satisfied the beneficial of welfare programs, 20.2 % the
employees satisfied the beneficial of the welfare programs, 12.7 % of employees
fall under the category of neither satisfied nor dissatisfied, 34 % of them
dissatisfied the statements and only 10.40% of the respondents strongly
dissatisfied.

TABLE NO: 4.11

Table Shows the Employees’ Statements about outcomes as

the result Welfare facilities:

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 NEI
ST THE
STR
RO R
ON
NG AG AGR DIS
S.N GLY
PARTICULARS LY RE EE AG
O. DIS
AG E NOR REE
AGR
RE DIS
EE
E AGR
EE
1 Increased productivity 46 22 10 15 7
2 Increased sales 26 35 22 13 5
Increased customer
3 12 15 24 23 26
satisfaction
4 Decreased turnover rate 17 13 20 29 21
5 Decreased absenteeism 10 15 23 24 28
Total 111 100 98 104 87
Percentage 22.2 20 19.6 20.8 17.4

Chart 4.11.1

Source: secondary data

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70
INFERENCE

From the above figure it is inferred that, 46 respondents strongly agree

that their outcome as the result of Welfare program increased productivity,
22 respondent are agree, 10 of them neither agree nor disagree the statement,
15 respondents are belong to disagree the statement, 7 respondents strongly
disagree the statement.

26 respondents strongly agree that, outcome as the better welfare

program there are increased sales, 35 respondent are agree, 21 of them
neither agree nor disagree the statement, 13 respondents are belong to
disagree the statement, 5 respondents strongly disagree the statement.

12 respondents strongly agree that outcome as the result of better

welfare program there are increased customer satisfaction, 15 respondent
are agree, 24 of them neither agree nor disagree the statement, 23
respondents are belong to disagree the statement, 26 respondents strongly
disagree the statement.

17 respondents strongly agree that outcome as the result of better

welfare program there are decreased turnover rate, 13 respondent are agree,
20 of them neither agree nor disagree the statement, 29 respondents are
belong to disagree the statement, 21 respondents strongly disagree the
statement.

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 10 respondents strongly agree that outcome as the result of better
welfare program there are decreased absenteeism, 15 respondent are agree,
23 of them neither agree nor disagree the statement, 24 respondents are
belong to disagree the statement, 28 respondents strongly disagree the
statement.

Chart 4.11.2

INFERENCE

72
 From the above table it is inferred that, there are 22.2 % of the employees
strongly agree overall the statements and 26.60 % the employees agree over all the
statement, 24.40 % of employees fall under the category of neither neither agree
nor disagree, 19.10 % of them disagree the statements and only 10.40% of the
respondents strongly disagree.

Statistical Tools

73
Chi – square methods:
Question:75
1. Sex
2. Rate the following benefits of the welfare program

Null Hypothesis (Ho):

There is no relationship between gender and satisfaction with the
welfare facilities given to the employee.

Alternative Hypothesis (H1):

There is relationship between gender and satisfaction with the welfare
facilities given to the employee.

HS – Highly satisfied, S – Satisfied, NU – Neutral, NS – None satisfied

HNS – Highly not satisfied.

TABLE 4.12
Problem:
74
 Satisfact
ion HS S NU NS HNS Total
level
gender

Male 15 24 6 10 7 62

Female 10 16 3 6 3 38

Total 25 40 9 16 10 100

A = 62 A = 62
B = 25 B = 40
N = 100 N = 100
EF = 62*25/100 EF = 63*40/100
= 15.5 = 24.8

A = 62 A = 62
B=9 B = 16
N = 100 N = 100
EF = 62*9/100 EF = 62*16/100
= 5.58 = 9.92

A = 62 A = 38
B = 10 B = 25
N = 100 N = 100
EF = 62*10/100 EF = 38*25/100
75
 = 6.2 = 9.5

A = 38 A = 38
B = 40 B=9
N = 100 N = 100
EF = 38*40/100 EF = 38*9/100
= 15.2 = 3.42

A = 38 A = 38
B = 16 B = 10
N = 100 N = 100
EF = 38*16/100 EF = 38*10/100
= 6.08 = 3.8

Solution:
O E O-E (O –E)2 (O –E)2 / E
15 15.5 -.5 .25 .016
24 24.8 -.8 .64 .025
6 5.58 .42 .17 .030
10 9.92 .08 .006 .000

76
 7 6.2 .8 .64 .10
10 9.5 .5 .25 .26
16 15.2 .8 .64 .04
3 3.42 -.42 .18 .05
6 6.08 -.08 .0064 .000
3 3.8 -.08 .0064 .000
Total .521

Degrees of freedom

= (r-1) * (c-1)

= (5-1) * (2-1)

=4*1

=4

Degrees of freedom = 9.49

Calculated value < chi square table

= .46 < 9.49 Hence the calculated value of Ψ 2 is less than the table value.

Null Hypothesis:
The null hypothesis is accepted.
Result:
There is no relationship between the gender and satisfaction with the welfare
facilities.
Question:
1. Age
2. How do you feel about the welfare facilities provided in your
company?

77
Null Hypothesis (Ho):
There is no relationship between age and satisfaction level.

Alternative Hypothesis (H1):

There is relationship between the age and satisfaction level.

TABLE 4.13

Age Excellent Good Average Poor Total

PA
method
Below 25 8 10 7 3 28
25 – 35 yr 5 16 9 1 31
35 – 45 yr 3 9 13 4 29
Above 45 2 5 3 2 12

Total 18 40 32 10 100

A = 28 A = 28
B = 18 B = 40
N = 100 N = 100
EF = 28*10/100 EF = 28*40/100
= 5.04 = 11.2

A = 28 A = 28
B = 32 B = 10
N = 100 N = 100
EF = 28*32/100 EF = 28*10/100
78
 = 8.96 = 32.8

A = 31 A = 31
B = 18 B = 40
N = 100 N = 100
EF = 31*18/100 EF = 31*40/100
= 5.58 = 12.4

A = 31 A = 31
B = 32 B = 10
N = 100 N = 100
EF = 31*32/100 EF = 31*10/100
= 9.92 = 3.1

A = 29 A = 29
B = 18 B = 40
N = 100 N = 100
EF = 29*18/100 EF = 29*40/100
= 5.22 = 11.6

A = 29 A = 29
B = 32 B = 10
N = 100 N = 100
EF = 29*32/100 EF = 29*10/100
= 9.28 = 2.9
79
A = 12 A = 12
B = 18 B = 40
N = 100 N = 100
EF = 12*18/100 EF = 12*40/100
= 2.16 = 4.8

A = 12 A = 12
B = 32 B = 10
N = 100 N = 100
EF = 12*32/100 EF = 12*10/100
= 3.84 = 1.2

O E O-E (O –E)2 (O –E)2 / E

8 5.04 2.96 8.76 1.74
10 11.2 -1.2 1.44 .13
7 8.96 -1.96 3.84 .43
3 2.8 .2 .04 .01
5 5.58 -.58 .3364 .06
16 12.4 3.6 12.96 1.05
9 9.92 -.92 .8464 .085
1 3.1 -2.1 4.41 1.42
3 5.22 -2.22 4.93 .944
9 11.6 -2.6 6.76 .582
13 9.28 3.72 13.84 1.49

80
4 2.9 1.1 1.21 .13
2 2.16 -.16 .0256 .01
5 4.8 .2 .04 .008
3 3.84 -.84 .705 .18
2 1.2 .8 .64 .533
Total 8.802

Degrees of freedom
= (r-1) * (c-1)

= (4-1) * (4-1)

=3*3

=9

Degrees of freedom = 16.19

Calculated value > chi square table

= 8.802 <16.19

Hence the calculated value of chi square is less than the table value.

Null Hypothesis:
The null hypothesis is accepted.

Result:
There is no relationship between the age and satisfaction level of employees

81
 WEIGHTED AVERAGE METHOD
Question:
Rate the following benefits of the better welfare facilities.
Applying weights

5 points goes to the excellent 4 points goes to the Good

3 points goes to the Fair 2 points goes to the Poor
1 points goes to the Failure
TABLE 4.14

82
 N Av
o er
N t Stro ag
Highl
Sa e s ngly e
S.N y
PARTICULARS tisf u a diss
O. satisf
ied tr ti atisf
ied
al sf ied
ie
d
1 Increased efficiency 35 21 26 12 6 3.67
2 Increased Moral 24 15 12 26 23 2.91
3 Better HR relation 20 13 17 29 21 2.82
Better Organization climate 3.00
4 24 23 10 15 28
5 Adaptability to change 22 45 11 6 16 3.51
6 Higher job satisfaction 24 28 15 20 14 3.31
7 Higher Motivation 29 16 10 23 22 3.07

Increased efficiency

= (35*5) + (21*4) + (26*3) + (12*2) + (6*1)

= 175+84+78+24+6

= 367 / 100

= 3.67
Increased Moral

= (24*5) + (15*4) + (12*3) + (26*2) + (23*1)

= 120+60+36+52+23

= 291 / 100

= 2.91
83
Better HR relation

= (20*5) + (13*4) + (17*3) + (29*2) + (21*1)

= 100+52+51+58+21

= 282 /100

= 2.82

Better Organization climate

= (24*5) + (23*4) + (10*3) + (15*2) + (28*1)

= 120+92+30+30+28

= 300 /100

= 3.00

Adaptability to change

= (22*5) + (45*4) + (11*3) + (6*2) + (16*1)

= 110+180+33+12+16

= 351/100

= 3.51
Higher job satisfaction

= (24*5) + (28*4) + (15*3) + (20*2) + (14*1)

= 120+112+45+40+14

= 331/100

= 3.31

84
Higher Motivation

= (29*5) + (16*4) + (10*3) + (23*2) + (22*1)

= 145+64+30+46+22

= 307 / 100

= 3.07

particular Aver Rank

age
Increased efficiency 3.67 1
Increased Moral 2.91 6
Better HR relation 2.82 7
Better Organization 3.00 5
climate

Adaptability to 3.51 2
change
Higher job 3.31 3
satisfaction
Higher Motivation 3.07 4

Result:

From the table it is clear that 1st rank goes to the increased efficiency for the
better welfare programs, 2nd rank goes to adaptability to change, 3rd rank
goes to the higher job satisfaction, 4th rank
goes to the higher motivation, 5th
rank goes to the better organization climate, 6th rank goes to the Increased
morale, 7th rank goes to the Better HR relation.

85
Question:

Give your agreement to the following outcomes as the result of better

welfare facilities
TABLE 4.15

86
 NEITHE STR
STRO R ONG Aver
DISA
S.N NGLY AGR AGREE LY age
PARTICULARS GRE
O. AGRE EE NOR DISA
E
E DISAG GRE
REE E
Increased 3.85
1 46 22 10 15 7
productivity
2 Increased sales 26 35 22 13 5 3.64
Increased customer 2.64
3 12 15 24 23 26
satisfaction
Decreased turnover 2.76
4 17 13 20 29 21
rate
Decreased 2.55
5 10 15 23 24 28
absenteeism

Increased productivity

= 46*5+22*4+10*3+15*2+7*1

= 230+88+30+30+7

= 385/100

= 3.85

Increased Sales

= 26*5+35*4+21*3+31*2+5*1

= 130+140+63+26+5

87
= 364/100

= 3.64

Increased customer satisfaction

= 12*5+15*4+24*3+23*2+26*1

= 60+60+72+46+26

= 264/100

= 2.64

Decreased turnover

= 17*5+13*4+20*3+29*2+21*1

= 85+52+60+58+21

= 276/100

=2.76

Decreased Absenteeism

= 10*5+15*4+23*3+24*2+28*1

= 50+60+69+48+28

= 255/100

= 2.55

PARTICULARS Average Rank

Increased 3.85 1
productivity
Increased sales 3.64 2
88
 Increased customer 2.64 4
satisfaction
Decreased turnover 2.76 3
rate
Decreased 2.55 5
absenteeism

Result:

From the table it is clear that 1st rank goes to the increased productivity from
better welfare facilities outcome, 2nd rank goes to increased sales, 3rd rank
goes to the increased customer satisfaction, 4th rank goes to the increased
turnover rate, and 5th rank goes to the decreased absenteeism.

89
CHAPTER - 5

90
 FINDINGS

SUGGESTION

&

CONCLUSION

CONCLUSION

FINDINGS

91
➢ 55 % of the employees feel moderate about space and physical comfort
in working place, 25 % of the employees fell good about space and
physical comfort in working place, 20 % of employees feel its
excellent .

➢ 26 % of the employees perceive strongly agree about they are provided

with suitable training for development, 32 % of the employees
perceive agree, 12 % of the employees perceive Neutral, 13 % of the
employees perceive disagree, 17 % of the employees perceive strongly
disagree

➢ 45 % of the employees feel the attitude of their supervisor/manager is

friendly. 37% of the employees they arenormal, 15 % of employees are
feel their supervisors are very strict. 3 % of people gave no comments
on it.

➢ 86 % of employees are feel satisfied with the conveyance facilities

provide to them. 14 % of people gave no comments on it.

➢ 10 % of employees declared that they have excellent canteen facility.

45 % of employees were declared that they good, 43 % of employees
declared neutral rating, 2 % of people declared poor rating.

➢ 22 % of the employees feel excellent about Group Insurance scheme

provided to them, 68 % of the employees feel good , 4 % of people
feels about the performance appraisal process is poor. The rest 6 % of
people are not commented on it.

92
 More Welfare Facilities:

➢ All the employees (100%) prefer more welfare facilities for their
career and life development.

➢ 47 % of the employees are dissatisfied with overall condition of all

welfare facilities provided to them. 31 % of the employees satisfied.
12 % of the employees highly satisfied with existing welfare facilities.
10 % of the employee’s undecided about.

Benefits of the Welfare programs:

➢ It is inferred that, there are perceive increased efficiency, 35

respondents highly satisfied that their jobs require more welfare
programs, 21 employees satisfied the statement, 26 respondents are
belong to neutral 2 respondents dissatisfied the statement.6
respondents strongly Dissatisfied.

93
➢ Increased morale for 24 respondents highly satisfied that their jobs
require suitable welfare programs, 15 employees satisfied the
statement, 2 respondents are belong to neutral 26 respondents
dissatisfied the statement.23 respondents strongly Dissatisfied.

➢ Better HR relation for 20 respondents highly satisfied that their jobs

require welfare facilities, 13 employees satisfied the statement, 17
respondents are belong to neutral 29 respondents dissatisfied the
statement.21 respondents strongly Dissatisfied.

➢ Better organization Climate for 24 respondents highly satisfied that

their jobs require more welfare programs, 23 employees satisfied the
statement, 10 respondents are belong to neutral 15 respondents
dissatisfied the statement.28 respondents strongly Dissatisfied.

➢ Higher motivation for 29 respondents highly satisfied that their jobs

require welfare programs, 16 employees satisfied the statement, 10
respondents are belong to neutral 23 respondents dissatisfied the
statement.22 respondents strongly Dissatisfied

Overall benefits of the Welfare program:

➢ 16.80% of the employees highly satisfied the beneficial welfare program,

20.2 % the employees satisfied the beneficial of welfare programs, 12.7 % of
employees fall under the category of neither satisfied nor dissatisfied, 34 %
of them dissatisfied the statements and only 10.40% of the respondents
strongly dissatisfied.

94
Outcomes as the result of adequate and appropriate programs:

➢ It is inferred that, 46 respondents strongly agree that they are outcome

as the result of adequate and appropriate welfare program there are
increased productivity, 22 respondent are agree, 10 of them neither
agree nor disagree the statement, 15 respondents are belong to
disagree the statement, 7 respondents strongly disagree the statement.

➢ 26 respondents strongly agree that, outcome as the result of welfare

program there are increased sales, 35 respondent are agree, 21 of
them neither agree nor disagree the statement, 13 respondents are
95
 belong to disagree the statement, 5 respondents strongly disagree the
statement.

➢ 12 respondents strongly agree that outcome as the result of welfare

program there are increased customer satisfaction, 15 respondent are
agree, 24 of them neither agree nor disagree the statement, 23
respondents are belong to disagree the statement, 26 respondents
strongly disagree the statement.

➢ 17 respondents strongly agree that outcome as the better welfare

program there are decreased turnover rate, 13 respondent are agree,
20 of them neither agree nor disagree the statement, 29 respondents
are belong to disagree the statement, 21 respondents strongly disagree
the statement.

➢ 10 respondents strongly agree that outcome as the result of adequate

& appropriate welfare program there are decreased absenteeism, 15
respondent are agree, 23 of them neither agree nor disagree the
statement, 24 respondents are belong to disagree the statement, 28
respondents strongly disagree the statement.

Overall outcomes as the adequate welfare program:

➢ It is inferred that, there are 22.2 % of the employees strongly agree overall
the statements and 26.60 % the employees agree over all the statement,
24.40 % of employees fall under the category of neither agree nor disagree,
19.10 % of them disagree the statements and only 10.40% of the respondents
strongly disagree.
96
 SUGGESTION AND RECOMMENDATION

➢ Through adequate and appropriate employee welfare facilities system

the employees to get the needful facilities to perform their work better

➢ Management should increase efficient of existing welfare measures.

➢ All the employees prefer the more adequate welfare programs for their
career and life development.

➢ Management should have the satisfied working conditions.

➢ Management should adopt the efficient employee welfare programs.

97
 CONCLUSION

It is the responsibility of the management to look after the total well

being of the individual staff. A happy staff is an asset to the industry. There
turns out more work. Total wellbeing includes two major factors, namely,
Welfare facilities and working condition. It is the duty of the employer to
take all possible steps to promote a correct attitude in the staff, to win their
confidence and co-operation, and to make them, to put in their best into the
work and to make them feel that they are having an essential link in the
productive process

There must be effective means of welfare programs to the staff.

Employee services must be progressive work output.

98
 APPENDIX

To Study On Welfare facilities provided and degree of satisfaction

achieved by the employees of Shri Shivasakthi Engineers thru
ask.commerce Pvt. Limited

Personal details

Name

Age below 25 25 -35yr 35 – 45 yr above 45 yr

Sex male female

Marital single married

status

99
Job title

Department

Education below Diploma Diploma UG

Experience below 2yr 2- 5 yr 5-10 yr

10 -15 yr above 15yr

100
3. How
To
Moderate
Strongly
Disagree
5.
6.
Strict
Agree
Grim
Normal
Friendly
7.
Dissatisfied
Satisfied
Poor
Neutral
Good
Excellent
What
Are
what
Above satisfied
45do
isextent
agree
disagree
your
you with
do
feel
supervisor/manager
you
about
conveyance
agree
Space
thethat
Welfare
(pickup/drop)
and
youattitude
comfort
facilities
are provided
towards
(physical)
provided
facilities
with
you?in
provided
suitable
inworking
your to place ?
training for your development?
you?
organization?

8. How do you rate Canteen/food facilities provided while in job?

101
 Excellent Good

Average Poor

9. Please rank the factors which gives motivation in work?

Rightful promotion

Deserved Increment

Increased welfare facilities/program

Improved self development

10. Do you need more welfare programs for your career and live
development?

Yes No

11.Are you satisfied with the Existing welfare program?

Highly satisfied satisfied

Dissatisfied Undecided

12. Rate the following benefits of adequate and appropriate welfare

programs?
102
 Highl satisf Neutr Not Highly
y ied al sati not
S. satisf sfie satisfied
No Particular ied d

1 Increased efficiency

2 Increased morale

3 Better HR relation

4 Better organizational

climate

5 Adaptability to change

6 Attitudinal change

7 Highly job satisfaction

8 High motivation

13. Give your agreement to the following outcomes as the result of Better
welfare programs in your company

103
 Stron Agre Neutr Dis Strongly
gly e al agr disagree
S. agree ee
No Particular

1 Increased productivity

2 Increased sales

3 Increased customer

satisfaction

4 Decreased turnover

rate

5 Decreased

Absenteeism

BIBLIOGRAPHY

1. Aswathappa.K, Human resource and personnel management ,3rd

edition, Tata McGraw – Hill.

104
 2. Arora P.N.,Arora.S., Statistics for management, S.Chand & company

LTD, New delhi.

3. Bindrawar lal., Research methodology, ABD publications, jaipur,

2002.

4. Carvel, Fred j., Human relation in Business, Macmillan & co, New

york 1973.

5. Dr.Gupta. C.B, Human resource management, sultan chand & sons,

New Delhi.

New age international (p) ltd publication, New delhi2004.

6. Ram Ahuja., Research methods, Ravat publication, New Delhi.

WEBSITES:

www.employeewelfaremeasureguide.info

www.inforambler.com

www.successfulfactors.com

105