Professional Documents
Culture Documents
Submitted by
B.SURESH
REGISTER NO: 27348349
BONAFIDE CERTIFICATE
EXTERNAL EXAMINER
ACKNOWLEDGEMENT
First and foremost we tank god for his blessings showered on us for completing the project
successfully.
I take this opportunity to express my deep senses of gratitude to Mr.N.KESAVAN, chairman
and Mr.M.DHANASEKARAN, Managing director & S.V. SUGUMARAN, vice chairman,
Sri Manakula vinayagar engineering college, Madagadipet.
We are also bound to give our sincere thanks to our Mr.M. Jayakumar Head of Department,
Department of Management studies. Sri Manakula Vinayagar Engineering College,
Madagadipet for his benevolent and noble assistance in doing the project.
It is also our privilege to record our deep sense of gratitude to extend our grate fullness to
Mr.Gunasekaran for his relentless & valuable guidance & suggestions to complete this project.
Finally, we would like to thank our dear parents & family member’s and also wish to thank
each & every one of our faculties and our friends whose efforts and support made this project
success.
TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
ACKNOWLEDGEMENT i
ABSTRACT ii
LIST OF TABLES iii
LIST OF CHARTS iv
I INTRODUCTION
1
II REVIEW OF LITERATURE 13
III OBJECTIVES 21
IV RESEARCH METHODOLOGY 22
IX ANNEXURE 60
1.BIBLIOGRAPHY 61
2.QUESTIONNAIRE
LIST OF TABLES
S.no TABLE NAME Page No
1 Table showing age of respondents 25
2 Table showing gender of respondents 26
3 Table showing income of the respondent 27
4 Table showing maternity benefit to women employee 28
5 Table showing disablements benefits to individual 29
6 Table showing dependence benefit 30
7 Table showing old age benefit 31
8 Table showing employee injury benefits 32
9 Table showing environment protection effort 33
10 Table showing hosing facility and road facility 34
11 Table showing canteen facilities 35
12 Table showing transport facilities 36
13 Table showing provision for safty equipment 37
14 Table showing drinking water facility 38
15 Table showing education facility 39
16 Table showing conducive work environment 40
17 Table showing workers education 41
18 Table showing workers recreation ,child ,and park 42
19 Table showing crèches benefit to children 43
20 Table showing uniforms in organisation 44
21 Table showing distribution of work 45
22 Table showing market cooperative credit society 46
Table showing maximum level for satisfaction towards employee welfare facilities
23 47
offered in the organisation
Table showing minimum levels of satisfaction towards employee welfare facilities
24 48
offered in the organisation
25 Table showing the correlation of age us woek environment factor 49
26 Table showing the correlation of age us convenience factor 50
27 Table showing the correlation of age us work health factor 51
28 Table showing the correlation of age us women and child welfare factor 52
29 Table showing the correlation of age us workers education facilities 53
30 Table showing the correlation of age us out side welfare facilities factor 54
31 Table showing the medical benefit to individual and family 55
LIST OF CHARTS
S.no CHART NAME Page No
1 chart showing age of respondents 25
2 chart showing gender of respondents 26
3 Chart showing income of the respondent 27
4 Chart showing maternity benefit to women employee 28
5 Chart showing disablements benefits to individual 29
6 Chart showing dependence benefit 30
7 Chart showing old age benefit 31
8 Chart showing employee injury benefits 32
9 Chart showing environment protection effort 33
10 Chart showing hosing facility and road facility 34
11 chart showing canteen facilities 35
12 Chart showing transport facilities 36
13 Chart showing provision for safty equipment 37
14 Chart showing drinking water facility 38
15 Chart showing education facility 39
16 Chart showing conducive work environment 40
17 Chart showing workers education 41
18 Chart showing workers recreation ,child ,and park 42
19 Chart showing crèches benefit to children 43
20 Chart showing uniforms in organisation 44
21 Chart showing distribution of work 45
22 Chart showing market cooperative credit society 46
chart showing maximum level for satisfaction towards employee welfare facilities
23 47
offered in the organisation
chart showing minimum levels of satisfaction towards employee welfare facilities
24 48
offered in the organisation
25 chart showing the correlation of age us woek environment factor 49
CHAPTER-1
INTRODUCTION
The human resource has immense potential. The role of economic development of any
nation depends on the degree of effective mobilization of these resources. The economic
planning envisaging material progress should count on the role of human labour for
harnessing the physical resource of the economy .As human resources from the basis of
very existence of life on the earth of late, the government of India has set up an
Independent Ministry of HRD to carter to the all around development of human resource.
Labour, as a factor of production has certain characteristics that set it apart from others
while land and capital has no mind of their own, labour dose have it. The physical
presence of labour combines with his attitude carves out a special place for labour in the
production process.
The attitude of labour toward the worker holds the key for his performance and unless a
labour is enthusiastic , committed and devoted ,the fruit of his abilities innate acquired
and developed can not be repeated. It can be said without any hesitation that all
industrialist should realize that “one can buy a man’s time the physical presence at a
particular place , even few muscular movements, but enthusiasm , initiatives, loyalty and
devotion to duty can not be bought”. Labour marks a distinction from other factors of
production on two counts.
a) Management, supervision, organization, co-ordination and such other functions
owe their origin to labor.
b) Unlike capital, which is a depreciating assert, labour is doubtedly an
appreciating assert, contributing more and more to productivity with the
advancement in experience and expertise.
When labour occupies such as prominent place and has a pivotal to play, it is necessarily
may be imminent to provide for its performance through creation proper industrial
atmosphere. Thus the workers performance depends upon the physical and mental
capabilities, which is in turn depends on various factor like working and living condition,
education, health, hygienic and sanitation. In view of the several peculiarities of Indian
Labour composition, Migratory nature, low level of living etc., the importance of these
welfare activities need explict emphasis.
Labour is an asset of every company. The needs of the labour must be satisfied in order to
meet the goals of the organization. Any organization would be effective only when there
is high degree of co-operation between the labour and management. Management seeks
co-operation between the labour force by providing welfare facilities. These welfare
facilities go a long way stimulating interest in the workers to produce their full capacity
and pay a good return to management in the long run. Therefore, labour welfare activities
act as motivators
And the rest in the higher productivity and the profit . It also enables the worker
employed in industries to perform their work in healthy congenital surrounding
conductive to good health & high morale
Any attempt to increase the productivity of efficiency of labour can bear fruit only if the
workers are given the right type of environment and are provided with those basic
amenities of life which have direct bearing on his physical efficiency. Thus plan of
labours welfare regard as an important part of scheme for rising efficiency of labour.
Sugar production
3,01,120
quintals
(*)diffential amount @rs 475 /-per M.T.,has to be claimed from T.N.P.L and NPKRR
CSM for 2004-05 season to whom we have sold bagasse during 2004-05 crusing season.
(4)PRESSMUD:
year production
( season basis ) (in metric tons)
1999-2000 10699.050
2000-2001 13263.435
2001-2002 13250.214
2002-2003 12271.237
2003-2004 10489.151
2004-2005
9484.439
pressmud was given to the sugar cane Ryots at free of cost during last crusing season.
capacity of godowns
'a' godown ... 1,00,000 quintals
'b' godown ... 50,000 quintals
'c' godwn ... 100000 quintals
-------------------------
Total capacity ... 250000 quintals
-------------------------
There are three sugar godowns with the capacity of 250000 quintals in which two
godowns consists of 1,00,000 quintals each and another one is 50,000 quintals.
A 85,793 85,793
B -- --
C 27,548 27,548
3.WELFARE:
Various welfare activites which were provided have been stopped due to financial crisis
except the statutory welfare schemes.
The following are some of the welfare activites provided at present.
1. A canteen is being run on contract basis .foodstuffs and tea beaing provided to
theworkersand staff at the rates fixed by the mills, as agreed by the contractor.
2. Provision of quarters, numbering 188.
3. Bus facility to the employees and employee's children have been provided rs. 30/- per
employee and rs 20/-per employee's children are being collected as nominal fare .
4.SCHOOL:
We are running goverment aided primary and high school in our mills campus for the
welfare of the employees and cane growers children ,in which 4 teachers and 150
students and 9 teachera and 390 students are studuing respectively.out of the above 13
teachers,12 teachers are getting salary from the government and one teacher is paid by
the mills.
COST OF PRODUCTION
1433.00 1330.09 1358.92 1544.70
PER QUINTAL
Cane diversion:
To (1)Thiru arooran sugars ltd,
Thirumandankudi, papanasam tk.
1. Qty diverted : 3729 M.ts.,
2. Amount to be received : Rs .33.35 lakhs @ rs.894.60 per m.t.
3.Amount so far received : RS 33.35 LAKHS
4.Balance to be received : --NIL—
Definition:
The term labour welfare is one, which tends itself to various interpretation and it has not
always the same significance in different countries . As appointed out by the same
significance in labour ,the term “welfare” as applied to the Industrial worker as author
James ODD Remarks ,”a series of supply diverse option exists on motives merits
Industrial welfare work.
LABOUR WELFARE:
According to proud, welfare work refers to the effort on the part of employee to improve
within in the existing Industrial system, the condition of employment in their own
factories.
SOCIAL SECURITY:
According to the WILLIAMBEVERIDGE “a means of securing an income to take the
place of earning s when they are interrupted by an unemployment ,sickness or accident to
provide an income up to a minimum and also medical treatment to bring the interruption
of earning to an end as soon as possible.
CONCEPT:
• Social security is primarily an instrument of social and economic justice.
• Social security is the security that society furnishes through appropriate
organization against certain risk to which its member is exposed.
COMPENSTION:
It ensure security of income
It is based on this consideration that during the period of contingency of
risk
RESTORATION:
It con notates cure of one’s sickness .
PREVENTION:
These measures imply to avoid the loss of productive capacity due to sickness
unemployment or invalidity to earn income.
SCOPE:
The term “social security” is all embracing .the scope of social security is
It covers the aspects relating to social economic justice.
Social security schemes furnished by the government are broadly classified into two
types ,
1. SOCIAL ASSISTANCE
2 .SOCIAL INSURANCE
1.SOCIAL ASSISTANCE:
It refers to the assistance rendered by the government to the needy persons with out
asking them contribution to be entitled to get such assistance
Social assistance includes those benefits which provided by government with out any
Contribution form workers and employer.
• Workmen’s compensation, maternity benefits, old age pensions,
2.SOCIAL INSURANCE:
*It refers to scheme of maintaining fund from the contribution made by the employees
and employer with or without a subsidy from the government
*It can be defined as device to provide benefits as of right for persons of small earning .in
amounts which combine the contributive efforts of the insured with subsidies from the
employer and the government
As stated earlier, India, as a “Welfare State”, is expected to take care of the citizens from
the ‘cradle to the grave’. It is this realization; the constitution of India lays down that the
State shall, within the limits of its resources and development, make effective provisions
for securing public assistance in event of unemployment, old age, sickness, and
disablement. The constitutional obligation has served as epoachmaking in India’s effort
in the field of social security schemes have been introduced in the country. Among the
social assistance schemes, old- age assistance schemes are the most important ones. It
was the Government of Uttar Pradesh who introduced old-age assistance scheme for the
first time in 1957. The scheme was designed to pay a monthly benefit to needy individual
over the age of 70 years who had no one to support them. Later on, similar schemes were
introduced in Andra Pradesh yes, the eligibility condition to avail of these benefits and
level of benefit differ across the states. Subsequently, with increasing need for social
security along with the increasing level of national protection against uncertainties in
their lives.
SOCIAL SECURITY LEGISLATION IN INDIA:
In her drive to provide protection to the needy workers, the Government of India has
made the various enactment from time to time. The important among them are:
1. The Workmen’s Compensation Act’1923.
2. The Employee’s State Insurance Act, 1948.
3. The employee’s provident Funds and Miscellaneous Provision Act, 1952.
4. The Maternity Benefit Act, 1961.
5. The Payment of Gratuity Act, 1972.
The social security provisions in these Acts are now briefly outlined as under.
The Workmen’s Compensation Act, 1923:
This Act is the first planned step in the field of social security bin India. The main
objective of the Act is to ensure compensation to workers for accidents occurred during
the course of employment. The main feature of the Act are as fallow.
COVERAGE:
This act covers workers employed in factories, mines, plantations, mechanically
propelled vehicles, construction work, railway, ship, circus and other hazardous
occupations specified in schedule II of Act .It does not apply to the Armed forces, casual
workers and workers covered by the Employee’s State Insurance Act1948.
ADMINISTRATION:
The Act is administered by the State Government by appointing commissioners for this
purpose under Section 20 of the act.
BENEFITS:
Under this Act, compensation is payable by the employer to the workmen for all personal
injuries caused by industrial accident which disable him\her for more than three days. In
case of the death of workman, the compensation is paid to his\her dependents. The Act
also specifies that in case a workman contracts any occupational disease, which is
specified in its third schedule, such disease shall ordinarily be treated as an employment
injury arising out of and in the course of employment. The compensation depond upon on
injury.
COVERAGE:
The Act covers all workers (whether manual, supervisor or salaried employees) whose
income do not exceed Rs 6,500 per month and are employed in factories, other than
seasonal factories which run with power and employ 20 or more workers. The state
Governments, employees, medical profession and the parliament.
BENEFITS:
Under this Act, an insured is entitled to receive the following benefits:
1. Medical benefit.
2. Sickness Benefit.
3. Maternity Benefit.
4. Disablement Benefit.
5. Dependent Benefit.
The employee’s provident Funds and Miscellaneous Provision Act, 1952:
The main objective of this act is to afford the retired workers financial security by way of
provident fund, family pension,and deposit linked insurance .the act is characterized by
the following features
COVERGE:
The act covers workers employed in a factory of any industry specified in schedule in
which 20 or more worker are employed or which the central government in its official
gazeete. The act not apply to co-operative societies employing less than 50 persons and
working without the aid of power .It also does not apply to those new establishment till
they become 3 years old.
ADMINISTRATION:
There is administered by tripartile central board of trustees represented by employers,
employee and the government .
COVERAGE:
The act is applicable to all establishment not covered under employee’s state insurance
act (1948)
ADMINISTRATION:
The act is administered by the employee’s state insurance (ESI) corporation.
BENEFITS:
Under this act, a woman is entitled to receive the payment foe maternity benefit at the
rate of average daily wages for a total period of 12 weeks. with effect from 1sFebruary
1996,a woman worker is entitled to grant of leave with wages for maximum period of one
month in cases off illness arising out of MTP or tubectomy .women workers who under
gone tubectomy operation will get tow week’s leave
COVERAGE:
The Act is applicable to the employees employee in factories, mines, oil field,
plantations, port, railway, companies, shops or other establishments employing 10 or
more persons.
ADMINISTRATION:
The Act is administered by a controlling authority appointed by appropriate Goverment.
BENEFITS:
Under this Act, on completion of 5 years of service, the employees are entitled to gratuity
payable at the rate of 15 days wages for each completed year of service subject to
maximum of 3.5 lakhs with effect from September 1997.
CONCLUSION:
Social security refers to the protection afforded by the government to the needy people
against certain risks cover a person has no control. It covers the aspects relating to social
and economic justice.Labour welfare has become essential because of the very nature of
the Industrial system. The approach to this problem of development in a particular
country. However the need for labor welfare in some way or the other is realized all
over the world because of the socio-economic condition & problem which the industrial
society has thrown up.
CHAPTER-III
OBJECTIVES
1. To study the level of satisfaction of various employee welfare measure with special
reference to social security in Arignar Anna Sugar Mills
2. To study the employee welfare measure with respect to work environment factor,
convince factor, work health factor, women and child welfare factor worker’s education
factor and outside welfare factor.
3. To suggest suitable recommendation to improve employee welfare measures in Arignar
Anna Sugar Mills
CHAPTER-IV
RESEARCH METHODOLOGY
SOURCE OF DATA:
PRIMARY DATA:
The primary data has been collected by means of questionnaires and interview method
and also to the employee of Arignar Anna Sugar Mills.
SECONDARY DATA:
The secondary data has been collected from various public sources. Books, journals and
various website.
RESEARCH DESGIN:
To study and describe the satisfaction level of various employee welfare measure
provided to employee Arignar Anna Sugar Mills is Descriptive Research. Descriptive
research includes surveys and fact finding enquires of different kinds. The major purpose
of descriptive research is description of the state affairs as it exist at present.
SAMPLING DESIGN:
20 employees has been taken from 5 departments Manufacturing & Research and
Development Department, Finance Department, Marketing Department, Material
management department, HRD/personnel/Admn. Which makes 100 as sample and it is a
stratified random sampling method.
The data has been collected from 100 employees of Aringar Anna Sugar mills ,Tanjore.
Regarding Employee welfare measure with special reference to social security has been
analysised and interpreted in the following table and charts.
Table 4.1 Age of the Respondents
Frequency Percent Valid Percent Cumulative
Percent
Valid Less than 32 32.0 32.0 32.0
25
25-35 40 40.0 40.0 72.0
35-45 22 22.0 22.0 94.0
45 and 6 6.0 6.0 100.0
above
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that40% of the employee belongs to 25-35 age.
40
30
20
n
u
q
y
cF
re
10
0
Less than 25 25-35 35-45 45 and above
Age of the Respodents
Table 4.2 Gender of the Respondents
Frequency Percent Valid Percent Cumulative
Percent
Valid Male 85 85.0 85.0 85.0
Female 15 15.0 15.0 100.0
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 85% of the employees are male and 15 of them are
female.
Gender of the Respondents
100
80
60
n
u
q
y
cF
re
40
20
0
Male Female
Gender of the Respondents
Table 4.3 Income of the respondent
Interpretation:
From the above table it is cleat that 37% of the respondent are earning10, 000-15000.
40
30
20
n
u
q
y
cF
re
10
0
<Rs. 5000 Rs.5000-10,000 Rs.10,000- Rs.15,000- >20,000
15,000 20,000
Income of the respondent
Table 4.4 Medical benefit to individual and family
Frequency Percent Valid Percent Cumulative
Percent
Valid highly 42 42.0 42.0 42.0
Satisfied
Satisfied 41 41.0 41.0 83.0
Neutral 15 15.0 15.0 98.0
Dissatisfied 2 2.0 2.0 100.0
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 42 percent of the people are highly satisfied and 41
percent of the people satisfied towards medical benefit to individual and family.
50
40
30
n
u
q
y
cF
re
20
10
0
highly Satisfied Satisified Netural Dis-Satisified
Medical benefit to individual and family
Table 4.5Maternity benefit to women employee
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 7 7.0 7.0 7.0
satisfied
Satisfied 50 50.0 50.0 57.0
Neutral 42 42.0 42.0 99.0
Dis- 1 1.0 1.0 100.0
Satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 50 percent of the people are satisfied and 7 percent of
the people highly satisfied towards to maternity benefit to women employee.
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisified Satisified Netural Dis-Satisfied
Maternity benefit to women employee
Table 4.6 Disablement benefits to individual
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 21 21.0 21.0 21.0
Satisfied
Satisfied 52 52.0 52.0 73.0
Neutral 25 25.0 25.0 98.0
Dis-satisfied 1 1.0 1.0 99.0
Highly dis- 1 1.0 1.0 100.0
satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 52 percent of the people are satisfied and 21 percent
of the people highly satisfied towards disablement benefits to individual.
Disablement to individual
60
50
40
30
n
u
q
y
cF
re
20
10
0
Highly Satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Disablement to individual
Table 4.7 Dependence Benefit
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 7 7.0 7.0 7.0
satisfied
Satisfied 58 58.0 58.0 65.0
Neutral 30 30.0 30.0 95.0
Dis-satisfied 3 3.0 3.0 98.0
Highly dis- 2 2.0 2.0 100.0
satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 58 percent of the people are satisfied and 7 percent of
the people highly satisfied towards dependence benefit.
Dependence Benefit
60
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Dependence Benefit
.
Table 4.8 Old age Benefit
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 15 15.0 15.0 15.0
satisfied
Satisfied 52 52.0 52.0 67.0
Neutral 29 29.0 29.0 96.0
Dis- 4 4.0 4.0 100.0
satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that s 52 percent of the people are satisfied and 15 percent
of the people highly satisfied towards the old age benefit.
60
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satified Satisfied Neutral Dis-satisfied
Old age Benefit
.
Table 4.9 Employee injury benefit
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 20 20.0 20.0 20.0
satisfied
Satisfied 52 52.0 52.0 72.0
Neutral 23 23.0 23.0 95.0
Dis-satisfied 3 3.0 3.0 98.0
Highly dis- 2 2.0 2.0 100.0
satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 52 percent of the people are satisfied and 20 percent
of the people highly satisfied towards employee injury benefit.
60
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Employee injury benefit
Table 4.10 Environmental Protection effort
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 19 19.0 19.0 19.0
satisfied
Satisfied 47 47.0 47.0 66.0
Neutral 25 25.0 25.0 91.0
Dis-satisfied 5 5.0 5.0 96.0
Highly dis- 4 4.0 4.0 100.0
satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 47 percent of the people are satisfied and 19 percent
of the people highly satisfied towards environmental protection effort offered in the
organization.
Environmental Protection
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Environmental Protection
Table 4.11 Housing facility/Road Lighting
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 16 16.0 16.0 16.0
satisfied
Satisfied 47 47.0 47.0 63.0
Neutral 28 28.0 28.0 91.0
Dis-satisfied 7 7.0 7.0 98.0
Highly dis- 2 2.0 2.0 100.0
satisfied
Total 100 100.0 100.0
50
40
30
F
n
u
q
e
y
c
r
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Housing facility/Road Lighting
Table 4.12 Canteen Facilities
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 27 27.0 27.0 27.0
satisfied
Satisfied 38 38.0 38.0 65.0
Neutral 27 27.0 27.0 92.0
Dis-satisfied 5 5.0 5.0 97.0
Highly dis- 3 3.0 3.0 100.0
satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 38 percent of the people are satisfied and 27 percent
of the people highly satisfied towards canteen facility offered in the organization.
Canteen Facilities
40
30
20
n
u
q
y
cF
re
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Canteen Facilities
Table4.13 Transport Facilities
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 16 16.0 16.0 16.0
satisfied
Satisfied 48 48.0 48.0 64.0
Neutral 23 23.0 23.0 87.0
Dis-satisfied 7 7.0 7.0 94.0
Highly dis- 6 6.0 6.0 100.0
satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 48 percent of the people are satisfied and 16 percent
of the people highly satisfied towards the transport facility offered in the organization.
Transport Facilities
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Transport Facilities
Table 4.14 Provision for Safety equipment
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 15 15.0 15.0 15.0
satisfied
Satisfied 43 43.0 43.0 58.0
Neutral 39 39.0 39.0 97.0
Dis-satisfied 1 1.0 1.0 98.0
Highly dis- 2 2.0 2.0 100.0
satisfied
Total 100 100.0 100.0
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Provision for Safety equipment
.
Table 4.15 Drinking water facility and sanitation
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 15 15.0 15.0 15.0
satisfied
Satisfied 60 60.0 60.0 75.0
Neutral 23 23.0 23.0 98.0
Dis- 2 2.0 2.0 100.0
satisfied
Total 100 100.0 100.0
60
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied
Drinking water facility and sanitation
Table 4.16 Education facility
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 15 15.0 15.0 15.0
satisfied
Satisfied 48 48.0 48.0 63.0
Netural 27 27.0 27.0 90.0
Dis-satisfied 6 6.0 6.0 96.0
Highly dis- 4 4.0 4.0 100.0
satisfied
Total 100 100.0 100.0
Education facility
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Netural Dis-satisfied Highly dis-
satisfied
Education facility
Table 4.17 Conducive work environment
Interpretation:
From the above table it shows 50 percent of the people are satisfied and 13 percent of the
people highly satisfied towards the conducive work environment offered in the
organization.
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Conducive work envrionment
.
Table 4.18 Worker's education
Frequency Percent Valid Percent Cumulative
Percent
Valid Highly 14 14.0 14.0 14.0
satisfied
Satisfied 57 57.0 57.0 71.0
Neutral 21 21.0 21.0 92.0
Dis-satisfied 7 7.0 7.0 99.0
Highly dis- 1 1.0 1.0 100.0
satisfied
Total 100 100.0 100.0
60
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Worker's education
Interpretation:
From the above table it shows 45 percent of the people are satisfied and 14 percent of the
people highly satisfied towards the worker recreation, child, youth, women’s club, play
ground, park.
Worker recreation/child/youth/women's club/play ground, park
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Worker recreation/child/youth/women's club/play ground, park
Interpretation:
From the above table it shows 34 percent of the people are satisfied and 18 percent of the
people highly satisfied.
Creches benefit
40
30
20
n
u
q
y
cF
re
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Creches benefit
60
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Uniforms
50
40
30
n
u
q
y
cF
re
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly Dis-
satisfied
Distribution of work/provision of rest hours
Interpretation:
From the above table it shows 31 percent of the people are satisfied and 18 percent of the
people highly satisfied towards existence of marketing co-operative credit society offered
in the organization.
Market co-operative/credit society
30
20
n
u
q
y
cF
re
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Market co-operative/credit society
Interpretation:
From the above table maximum level of satisfaction towards employee welfare facilities
offered in the organization are ranked below:
Rank 1 - Drinking water facility
Rank 2 - Dependence benefit
Rank 2 - Uniform’s to employee
Rank 3 - Worker’s education
Interpretation:
From the above table Minimum level of satisfaction towards employee welfare facilities
offered in the organization are ranked below:
Rank 1 - Marketing co-operative credit society
Rank 2 - Creches benefit to children
Rank 3 - Canteen facility
Work
Age of the environment
Respodents factor
Age of the Pearson
1 .097
Respodents Correlation
Sig. (2-tailed) .339
N 100 100
Work environment Pearson
.097 1
factor Correlation
Sig. (2-tailed) .339
N 100 100
. Interpretation:
From the above table it is clear that age of the employees and employee welfare factors
with respect to convenience factor is positively correlated. There is a relationship
between age and employee welfare factors with respect to convenience factor The
relation between two variable in such that as one variable values tend to increase the
other variable value tend to increase.
Table 4.28 table showing the Correlation of age vs Work health factor.
Work
Age of the health
Respodents factor
Age of the Pearson
1 .100
Respodents Correlation
Sig. (2-tailed) .325
N 100 100
Work health factor Pearson
.100 1
Correlation
Sig. (2-tailed) .325
N 100 100
.
Interpretation:
From the above table it is clear that age of the employees and employee welfare factors
with respect to work health factor is positively correlated. There is a relationship
between age and employee welfare factors with respect to work health factor The
relation between two variable in such that as one variable values tend to increase the
other variable value tend to increase.
Table 4.29 table showing the Correlation of age vs Women and child welfare
factor
Women and
child
Age of the welfare
Respodents factor
Age of the Pearson
1 .112
Respodents Correlation
Sig. (2-tailed) .266
N 100 100
Women and child Pearson
.112 1
welfare factor Correlation
Sig. (2-tailed) .266
N 100 100
Source: Primary data
Women and child welfare factor = Maternity benefit for women employee+ crèches
benefit.
Interpretation:
From the above table it is clear that age of the employees and employee welfare factors
with respect to women and child welfare factor is positively correlated. There is a
relationship between age and employee welfare factors with respect to women and child
welfare factor The relation between two variable in such that as one variable values tend
to increase the other variable value tend to increase.
Worker
Age of the education
Respodents factor
Age of the Pearson
1 .116
Respodents Correlation
Sig. (2-tailed) .251
N 100 100
Worker’s education Pearson
.116 1
factor Correlation
Sig. (2-tailed) .251
N 100 100
Source: Primary data
Worker’s education factor = Educational facility + Worker’s education.
Interpretation:
From the above table it is clear that age of the employees and employee welfare factors
with respect to worker’s education factor is positively correlated. There is a relationship
between age and employee welfare factors with respect to worker’s education factor The
relation between two variable in such that as one variable values tend to increase the
other variable value tend to increase.
Table 4.31table showing the Correlation of age vs. Outside welfare facilities
factor
outside
Age of the welfare
Respodents factor
Age of the Pearson
1 -.060
Respodents Correlation
Sig. (2-tailed) .555
N 100 100
outside welfare Pearson
-.060 1
factor Correlation
Sig. (2-tailed) .555
N 100 100
Source: Primary data
Outside welfare factor =Housing facilities and road lighting+ Transport facility+ Market
co-operative and credit facility.
Interpretation:
From the above table it is clear that age and outside welfare factors with employee
welfare is negatively correlated. There is a negative relationship between age and job
related to employee welfare outside. The relation between two variable in such that as
one variable values tend to increase the other variable value tend to decrease
CHAPTER – VI
FINIDINGS
CHAPTER-VII
RECOMMENDATIONS
CONCLUSION
The welfare measure are more important for every employee, without welfare measure
employee can not work effectively in the organization. Social securities measure like
workmen compensation, maternity benefit, old age benefit, medical benefit and family
welfare benefit are very important. The organization by providing better social securities
to employee the satisfaction towards job can be improved. But they are lacking in canteen
facilities, worker’s education facilities, marketing co-operative credit societies. They
should take necessary steps to improve in those measures. So that the employee can do
his job more effectively.
CHAPTER-VIII
SCOPE AND LIMITATIONS
A) BIBOLOGRAPHY:
1. Aswathappa.k, Human Resource and Personnel Management Text and cases, Tata
Mc Graw Hill, 2002, New Delhi.
2. Aswathappa.k, Human Resource and Personnel Management, Tata Mc Graw Hill,
1999, New Delhi.
3. Bernardin H..Jonn Human Resource Management, on Experimental Approach,
Tata Mc Graw Hill, 2002, New Delhi.
4. Gary Dessler, Human Resource Management, Prentice Hall, Tenth Edition 2004,
New Delhi.
5. Gary Dessler, Framework for Human Resource Management, Prentice Hall, Tenth
Edition 2005 New Delhi.
6. Jerald R.Smith Peggy A. Golden, Human Resource Simulation, Prentice Hall,
Second Edition 2005, New Delhi.
Websites:
www.google.com
B)QUESTIONNAIRE
SATISFACTION LEVEL FOR VARIOUS WELFARE MEASURES
AND SOCIAL SECURITY OFFERED TO EMPLOYEES.
NAME : ______________________________
AGE :
□ Less than 25
□ 25-35
□ 35-45
□ 45 & above.
SEX :
□ Male
□ Female
DEPARTMENT : ______________________________
DESIGNATION : ______________________________
3. Disablement to individual.
4. Dependence benefit.
7. Environmental protection.
Housing facilities/
8.
Road Lighting.
9. Canteen facilities.
10. Transport facilities.
18. Uniforms.