Professional Documents
Culture Documents
Employee in
BHEL
1
A Project Report
On
EMPLOYEE WELFARE MEASURES
At
Bharat Heavy Electricals Limited (BHEL)
Ramachandrapuram
Hyderabad-32.
In
Partial fulfillment of Award of the degree of
MASTER OF HUMAN RESOURCE MANAGEMENT
SUBMITED
BY
Harika.Viswanatham
ACKNOWLEDGEMENT
3
DECLARATION
Date: Signature
Place: Harika.Viswanatham
4
INDEX
S.no Title Page no
Chapter-1
1 Introduction
2 Importance of welfare
3 Features of labour welfare
4 Need of labour welfare
5 Types of welfare Activities
6 Functions of labour welfare
7 Objectivities of labour welfare
8 Theories of labour welfare
9 Employee Protection and welfare
Chapter-2
1 Research design
2 Statement of the problem
3 Objectives of the study
4 Scope of the study
Chapter-3
1 BHEL profile
2 BHEL Ramachandrapuram, Hyderabad
Chapter-4
1 Review of literature
5
2 Methodology
3 Data analysis and interpretation
Chapter-5
1 Findings
2 Conclusion
3 Recommendation
4 Bibliography
Annexure:
1 Questionnaire
6
Chapter-1
Introduction
7
Employee welfare is a comprehensive term including various
services, benefits and facilities offered to employees by the employer. Through
such generous fringe benefits the employer makes the life worth living for
employees. The welfare amenities are extended in addition to normal wages and
other economic rewards available to employees as per the legal provisions. Welfare
measures may also be provided by the government, trade unions and non-
government agencies in addition to the employer. The basic purpose of employee
welfare is to enrich the life of the employees and keep them happy and contended.
8
The labour Investigation Committee preferred
to include under ‘Labour Welfare’:
“Anything done for the intellectual, physical, moral and economic
betterment of the workers, employers, by government or by other agencies
over and about what is laid down by law or what is normally expected of the
contractual benefits for which workers may have bargained.”
9
The voluntary efforts of the employers to established, with in the
exiting industrial system, working and some times, living and cultural
condition of the employees beyond what is required by law, the custom of
the country and the conditions of the market”
IMPORTANCE:
10
BASIC FEATURES OF LABOUR WELFARE:
On the basis of the various definitions, the basic charters tics of labour
welfare work may be noted thus:
11
e) Labour welfare is a very broad term, covering social securities and
such other activities as medical aid, crèches, canteens, recreations,
housing, adult education, arrangements for the transports of labour
to and from the work place.
f) It may be noted that not only intra mural but also extra mural,
statutory as well as non statutory activities, undertaken by any of
the three agencies- the employers, trade unions or the government-
for the physical and mental development of worker, both as a
compensation for wear and tear the undergoes as part of the
production process and also to enable him to sustain and improve
upon the basic capacity of contribution on the processes of
production, “which are all the species of the longer family
encompassed by the term ‘Labour Welfare’”
The need for the labour welfare 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 on an entirely
strange atmosphere, which create problems of adjustement. One author calls
these two factors “the long arm of the job”, and “the social invasion of the
factory”.
The labour welfare work aims at providing such service facilities and
amenities as would enable the workers employed in industries /factories to
perform their work in healthy, congenial surroundings conducive to good
health and high morale.
13
him contented .it, therefore, minimizes the inducement to form
or join unions and to resort to strikes.
14
TYPES OF WELFARE ACTIVITIES:
15
b) Conveniences
16
17
e) Workers’ recreation
f) Economic services
h) Workers education
• Reading room
• Library
• Adults education
• Daily news review
• Factory news bulletin
18
2. Welfare Measures outside the Work Place
Intra-mural facilities
Intra-mural activities consist of facilities provided with in the
factories and include medical facilities, compensation for accidents,
provision of crèches and canteens, supply of drinking water, washing and
bathing facilities, provision of safety measures, activities relating to
improving conditions of employment, and the like.
19
Extra-mural facilities
Extra-mural activities cover the services and facilities provided out
side the factory such as housing accommodation, indoor and out door
recreational facilities, amusement and sports, educational facilities for adults
and children, and the like.
1) Statutory provisions
2) Non-statutory provisions
Statutory provisions
The factories act, 1948; the mines act, 1952; the plantation labour act,
1951; and some other acts mandate these. Of all these, the factories act is
more significant and hence is covered in detail here.
20
Later, hours of work were sought to be regulated and were, therefore,
incorporated in the act in 1911. The act was amended and enlarged in 1934
following the recommendations of the royal commission of the labour. A
more comprehensive legislation to regulate working conditions replaced the
act in 1948.
The welfare amenities provided under the act are given below:
a) Washing facilities (S. 42)
b) Facilities for storing and dry clothing (S. 43)
c) Sitting facilities for occasional rest for workers who are obliged to
work standing (S. 44)
d) First aid boxes or cupboards- one for every 150 workers and
ambulance facilities, if there are more than 500 workers (S. 45)
e) Canteens, if employing more than 250 workers (S. 46)
f) Shelters, rest rooms and lunchrooms, if employing over 150
workers (S.47)
g) Crèche, if employing more than 30 women(S. 48)
h) Welfare officer, if employing 500 or more workers (S.49)
Non-statutory provisions
Non-statutory benefits, also called voluntary benefits, include loans
for house building, education of children; leave travel concession, fair price
shops, loans for purchasing personnel conveyance and a host of other
facilities
21
FUNCTIONS AND DUTIES LABOUR WELFARE
OFFICER:
Objectives
22
The basic features of labor welfare measures are as follows:
23
• Based on an intelligent prediction of the future needs of the
industrial workers, designing policies to cushion off and absorb
the shocks of industrialization and urbanization to workers;
• Fostering administratively viable and essentially developmental
outlook among the workforce; and Discharging social
responsibilities
• They provide better physical and mental health to workers and thus
promote a healthy work environment
• Facilities like housing schemes, medical benefits, and education and
recreation facilities for workers’ families help in raising their
standards of living. This makes workers to pay more attention towards
work and thus increases their productivity.
• Employers get stable labor force by providing welfare facilities.
Workers take active interest in their jobs and work with a feeling of
involvement and participation.
• Employee welfare measures increase the productivity of organization
and promote healthy industrial relations thereby maintaining industrial
peace.
• The social evils prevalent among the labors such as substance abuse,
etc are reduced to a greater extent by the welfare policies.
24
THEORIES OF LABOUR WELFARE
The form of labor welfare activities is flexible, elastic and differs from time to
time, region to region, industry to industry and country to country depending
upon the value system, level of education, social customs, and degree of
industrialization and general standard of the socio-economic development of the
nation. Seven theories constituting the conceptual frame work of labour welfare
activities are the following:-
The Police Theory: This is based on the contention that a minimum standard
of welfare is necessary for labourers. Here the assumption is that without
policing, that is, without compulsion, employers do not provide even the
minimum facilities for workers. Apparently, this theory assumes that man is
selfish and self centered and always tries to achieve his own ends, even at the
cost of the welfare of others.
According to this theory, owners and managers of industrial undertakings get
many opportunities for exploitation of labour. Hence, the state has to intervene
to provide minimum standard of welfare to the working class.
The Religious Theory: This is based on the concept that man is essentially "a
religious animal." Even today, many acts of man are related to religious
sentiments and beliefs. These religious feelings sometimes prompt an
employer to take up welfare activities in the expectation of future
emancipation either in this life or after it.
The Philanthropic Theory: This theory is based on man's love for mankind.
Philanthropy means "Loving mankind." Man is believed to have an instinctive
urge by which he strives to remove the suffering of others and promote their
25
well-being. In fact, the labour welfare movement began in the early years of
the industrial revolution with the support of philanthropists.
The Placating Theory: This theory is based on the fact that the labour groups
are becoming demanding and militant and are more conscious of their rights
and privileges than ever before. Their demand for higher wages and better
standards of living cannot be ignored. According to this theory, timely and
periodical acts of labour welfare can appease the workers. They are some kind
of pacifiers which come with a friendly gesture.
The Public Relation Theory: This theory provides the basis for an
atmosphere of goodwill between labour and management, and also between
management and the public, labour welfare programmes under this theory,
work as a sort of an advertisement and help an organization to project its
good image and build up and promote good and healthy public relations.
The Functional Theory: This is also called the Efficiency Theory. Here,
welfare work is used as a means to secure, preserve and develop the
efficiency and productivity of labour, It is obvious that if an employer takes
good care of his workers, they will tend to become more efficient and will
26
thereby step up production. This theory is a reflection of contemporary
support for labour welfare. It can work well if both the parties have an
identical aim in view; that is, higher production through better welfare. And
this will encourage labour's partcipation in welfare programmes.
There are employers who consider all labour welfare activities as distasteful
legal liability. There are workers who look upon welfare activities in terms of
their inherent right. Both parties have to accept welfare as activities of mutual
concern. Constructive and lasting Progress in the matter of social justice can
be achieved only if welfare activities are accepted as essential factors in the
progress of the business organization Labour welfare is dependent on certain
basic principles. The following are the principles on which successful
implementation of welfare programmes depends :
28
Democratic Values: The co-operation of the worker is the basis of this
principle. Consultation with, and the agreement of workers in, the
formulation and implementation of labour welfare services are very
necessary for their success. This principle is based on the assumption that
the worker is "a mature and rational individual." Industrial democracy is the
driving force here. Workers also develop a sense of pride when they are
made to feel that labour welfare programmes are created by them and for
them.
Responsibility: This recognizes the fact that both employers and workers
are responsible for labour welfare. Trade unions, too, are involved in these
programmes in healthy manner, for basically labour welfare belongs to the
domain of trade union activity. Further, when responsibility is shared by
different groups, labour welfare work becomes simpler and easier.
Timely: The timeliness of any service helps in its success. To identify the
labour problem and to discover what kind of help is necessary to solve it and
when to provide this help are all very necessary in planning labour welfare
programmes. Timely action in the proper direction is essential in any kind of
social work.
29
EMPLOYEE PROTECTION AND WELFARE
30
• That the ownership and control of the material resources of the
community are so distributed as best to sub serve the common good;
• That the operation of the economic system does not result in the
concentration of wealth and means of production to the common
detriment ;
• That there is equal pay for equal work for both men and women;
• That the health and strength of workers, men and women, and the
tender age of children are not abused and that citizens are not forced by
economic necessity to enter avocations unsuited to their age or strength
• Those children are given opportunities and facilities to develop in a
healthy manner and in conditions of freedom and dignity and that
childhood and youth are protected against exploitation and against moral
and material abandonment.
Through social security and social justice are spelt in our Constitution, they
are never put into practice thanks to our Executives who only pretend to
implement the programmes of the State. Some of the important Statutory
Welfare measures given by the government are as follows:
(i) The Factories Act of 1948
(ii) The Employees State Insurance Act 1948
(iii) The payment of Wages Act 1936
(iv) The Workmen's Compensation Act 1923
(v) The Employees' Provident Funds and Miscellaneous Provisions Act
1952.
(vi) The Payment of Gratuity Act, 1962
(vii) The Maternity Benefit Act, 1961
31
FACTORIES ACT OF 1948
Purpose of this Act: An act to consolidate and amend the law regulating
labour in factories.The Factories Act is meant to provide protection to the
workers from being exploited by the greedy business employments and
provides for the improvement of working conditions within the factory
premises. The main function of this act is to look after the welfare of the
workers, to protect the workers from exploitations and unhygienic working
conditions, to provide safety measurers and to ensure social justice.
Sections 11 to 20 of the Factories Act deal about Health.
HEALTH
Section 11: Cleanliness
Section 12: Disposal of wastes and effluents
Section 13: Providing proper ventilation and maintaining proper temperature
Section 14: Removal of Dust and fume
Section 15: Providing artificial humidification
Section 16: No Overcrowding
Section 17: Proper Lighting
Section 18: Providing pure Drinking water
Section 19: Providing Latrines and urinals
Section 20: Providing Spittoons
32
SAFETY
Section 21: Proper Fencing of machinery
Section 22: Precautions - Work on or near machinery in motion
Section 23: No Employment of young persons on dangerous machines
Section 24: Providing Striking gear and devices for cutting off power
Section 25: Precautions near Self-acting machines
Section 26: Casing of new machinery
Section 27: Prohibition of employment of women and children near cotton
openers
Section 28: Providing Hoists and lifts
Section 29: Provision for Lifting machines, chains, ropes and lifting tackles
Section 30: Protection near revolving machinery
Section 31: Protection near Pressure plant
Section 32: Provision for Floors, stairs and means of access
Section 33: Providing and precautions near Pits, sumps openings in floors,
etc.
Section 34: No Excessive weights
Section 35: Protection of eyes
Section 36: Precautions against dangerous fumes, gases, etc
Section 36A: Precautions regarding the use of portable electric light
Section 37: Explosive or inflammable dust, gas etc.
Section 38: Precautions in case of fire
Section 39: Power to require specifications of defective parts or tests of
stability
Section 40: Safety of buildings and machinery.
Section 40A: Maintenance of buildings
Section 40B: Appointment of Safety Officers
33
WELFARE
Section 42: Providing Washing facilities
Section 43: Providing Facilities for storing and drying clothing
Section 44: Providing Facilities for sitting
Section 45: First-aid appliances to be kept.
Section 46: Canteens at subsidized rates.
Section 47: Shelters, rest rooms and lunch rooms for workmen.
Section 48: Crèches for babies of working women.
Section 49: Appointment of Welfare officers.
It is the duty of the Chief Inspector of Factories to ensure enforcement of all
the above provisions of the Factories Act in respect of safety, health and
welfare of employees.
38
(1) Gratuity shall be payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five
years:
(a) On his superannuation, or
(b) On his retirement or resignation, or
(c) On his death or disablement due to accident or disease;
Provided that the completion of continuous service of five years shall not be
necessary where the termination of the employment of any employee is due
to death or disablement; provided further that in the case of death of the
employee, gratuity payable to him shall be paid to his nominee or, if no
nomination has been made, to his heirs, and where any such nominees or
heirs is a minor, the share of such minor, shall be deposited with the
controlling authority who shall invest the same for the benefit of such minor
in such bank or other financial institution, as may be prescribed, until such
minor attains majority.
(2) For every completed year of service or part thereof in excess of six
months, the employer shall pay gratuity to an employee at the rate of fifteen
days' wages based on the rate of wages last drawn by the employee
concerned; provided that in the case of a piece-rated employee, daily wages
shall be computed on the average of the total wages received by him for a
period of three months immediately preceding the termination of his
employment, and, for the purpose, the wages paid for any overtime work
shall not be taken into account; provided further that that in the case of {an
employee who is employed in a seasonal establishment and who is not so
employed throughout the year} the employer shall pay the gratuity at the rate
of seven days' wages for each season.
39
(3) The amount of gratuity payable to an employee shall not exceed {three
lakhs and fifty thousand} rupees.
(4) For he purpose of computing the gratuity payable to an employee who is
employed, after his disablement, on reduced wages, his wages for the period
preceding his disablement shall be taken to be the wages received by him
during that period, and his wages for the period subsequent to his
disablement shall be taken to be the wages as so reduced.
(5) Nothing in this section shall affect the right of an employee to receive
better terms of gratuity under any award or agreement or contract with the
employer.
(6) Notwithstanding anything contained in sub-section
(a) The gratuity of an employee, whose services have been terminated for
any act, willful omission or negligence causing any damage or loss to, or
destruction of, property belonging to the employer' shall be forfeited to the
extent of the damage or loss so caused.
(b) The gratuity payable to an employee {may be wholly or partially
forfeited} -
(i) If the services of such employee have been terminated for his riotous or
disorderly conduct or any other act of violence on his part, or
(ii) If the services of such employee have been terminated for any act which
constitutes an offence involving moral turpitude, provided that such offence
is committed by him in the course of his employment.
41
(2) No woman shall be entitled to maternity benefit unless she has actually
worked in an establishment of the employer from whom she claims
maternity benefit, for a period of not less than {eighty days} in the twelve
months immediately preceding the date of her expected delivery. Provided
that the qualifying period of {eighty days} aforesaid shall not apply to a
woman who has immigrated into the State of Assam and was pregnant at the
time of the immigration.
(3) The maximum period for which any woman shall be entitled to maternity
benefit shall be twelve weeks of which not more than six weeks shall
precede the date of her expected delivery. Provided that where a woman dies
during this period, the maternity benefit shall be payable only for the days up
to and including the day of her death ; Provided further that where a woman,
having been delivered of a child, dies during her delivery or during the
period immediately following the date of her delivery for which she is
entitled for the maternity benefit, leaving behind in either case the child, the
employer shall be liable for the maternity benefit for that entire period but if
the child also dies during the said period, then, for the days up to and
including the date of the death of the child.
42
Administration: The Act is administered by the E.S.I Corporation, an
autonomous body consisting of representatives of the Central and State
Governments, employers, employees, medical profession and Parliament.
Benefits: The Act, which provides for a system of compulsory insurance, is
a landmark in the history of social security legislation in India. An insured
person is entitled to receive the following types of benefits:
Medical Benefit
Sickness Benefit
Maternity Benefit
Disablement benefit
Dependant’s Benefit
Funeral benefit
Sources of Funds: the Act provides for the setting up of the Employees
State Insurance fund from the contributors received from employers and
employees and various grants, donations and gifts received from Central or
State Governments, local authorities and individuals. The rate of employer’s
contribution is 5% of the wage bill and that of the employee’s contribution is
2.25%.
43
VOLUNTARY WELFARE MEASURES:
These are some of the voluntary welfare measures given by the employer to
the employees.
They are as follows:
Housing facilities
Transportation facilities
Medical facilities
Cultural facilities
Recreation facilities
Consumers co-operative society
Loans and various advances
Leave travel concession
Workers education
Schools for the employee’s children
Gifts to the employees holiday games
Labour welfare fund
Vehicle stand for parking
Libraries
Gym and health club
Cafeterias
44
CHAPTER 2
RESEARCH DESIGN
INTRODUCTION
Welfare of the employee is the welfare of the industry. They rise or sink
together; the country’s progress is bound up with the progress of industry
and of employee. A worker’s wellbeing inside as well as outside the factory
is mainly out of employer’s concern, because it has a direct bearing on the
efficiency of his work and job satisfaction. It is the right of the worker as a
human being to get the minimum amenities, which in turn contributes to a
very large extent towards production efficiency.
Employee Welfare is a comprehensive term including various services,
benefits and facilities offered to employees by the employer. Welfare
measures may also be provided by the government, trade unions and non-
government agencies in addition to the employer. The welfare amenities are
extended in addition to normal wages and other economic rewards available
to employees as per the legal provisions. The basic purpose of employee
welfare is to enrich the life of employees and keep them happy and
contented. A study of employee welfare would benefit an organisation to
improve its productivity.
They are also the best kind of investment for employees as they promote
industrial efficiency and provide the workers facilities and amenities, which
enable the workers employed to perform their work in healthy and congenial
climate.
CHAPTER 3
47
Company Profile
BHEL has diversified its product base over the years and today caters to the
needs of almost all the key sectors of the economy. In addition to the power
generation equipment , BHEL products cater to a wide spectrum of
customers encompassing various fields of operation, like Fertilizers &
Petrochemicals,Refineries,Oil Exploration and production, steel and metals,
cement ,sugar and paper plants, transportation and non-conventional energy
sources etc.
48
BHEL -Hyderabad (Ramachandrapuram) Unit:
As a member of the prestigious 'BHEL family', BHEL-Hyderabad has
earned a reputation as one of its most important manufacturing units,
contributing its lion's share in BHEL Corporation's overall business
operations.
The Hyderabad unit was set up in 1963 and started its operations with
manufacture of Turbo-generator sets and auxiliaries for 60 and 110 MW
thermal utility sets.
Over the years it has increased its capacity range and diversified its
operations to many other areas. To day, a wide range of products are
manufactured in this unit, catering to the needs of variety of industries like
Fertilizers & Chemicals, Petrochemicals & Refineries , Paper, sugar, steel ,
etc.
• Gas turbines
• Steam turbines
• Compressors
• Turbo generators
• Heat Exchangers
• Pumps
• Pulverisers
• Switch Gears
• Gear Boxes & Oil Rigs
49
What it Manufactures?
BHEL manufactures over 180 products under 30 major product groups and
caters to design, engineering, manufacture, erection and commissioning of
boilers, core sectors of the Indian Economy viz., Power Generation &
Transmission, Industry, Transportation, Telecommunication, Renewable
Energy, etc.
The high level of quality & reliability of its products is due to the emphasis
on design, engineering and manufacturing to international standards by
acquiring and adapting some of the best technologies from leading
companies in the world, together with technologies developed in its own
R&D centers.
50
VISION
A World-class Engineering Enterprise Committed to enhancing
Stakeholder Value.
MISSION
VALUES
51
INDUSTRY PROFILE OF BHEL
Power
Transportation
52
Industries
BHEL is a major contributor of equipment & systems to industries; cement,
sugar, fertilizers, refineries, petrochemicals, steel, paper, etc. The range of
systems & equipment supplied includes : captive power plants, DG power
plants, high-speed industrial drive turbines, industrial boilers and auxiliaries,
waste heat recovery boilers, gas turbines, heat exchangers and pressure
vessels, centrifugal compressors, electrical machines, pumps, valves,
seamless steel tubes and process controls. The Company is a major producer
of large-size thirstier devices.
It also supplies digital distributed control systems for process industries, and
control & instrumentation systems for power plant and industrial
applications.
BHEL is the only company in India with the capability to make simulators
for power plants, defense and other applications.
Transmission
53
losses, have also been supplied. Thermal sets with super critical parameters
up to 1000 MW unit rating and gas turbine-generator sets of up to 250 MW
units rating. Cogeneration & combined-cycles plants have been introduced
to achieve higher plant efficiencies. To make efficient use of the high-ash-
content coal available in India,
In all, Orders for more than 700 utility sets of thermal, hydro, gas and
nuclear have been placed on the Company as on date. The power plant
equipment manufactured by BHEL is based on contemporary technology
comparable to the best in the world, and is also internationally competitive.
54
REVIEW OF LITREATURE
55
III. The impact of downsizing on employees' affective commitment
Author(s): Jaewon Lee, J. Martin Corbett
Journal: Journal of Managerial Psychology
To examine the mechanisms through which downsizing affects employees'
affective commitment to the organization
The results show that the more severe the extent of downsizing,
the lower employees' affective commitment to the organization. Moreover,
downsizing has an impact on employees' affective commitment to the
organization through several of the daily work experiences of employees.
Thus, downsizing affects employees' affective commitment to the
organization both directly and indirectly. However, its indirect impact is
much stronger.
Sympathetic management of downsizing can minimize the negative impact
on the affective commitment of surviving employees.
57
Expectations from the study
To study and learn more about the welfare measures and how they are
utilized in the organization
To know and understand to what level the performance is affected by the
welfare measures
To gain an insight into the legal provisions for welfare measures and how
well they have been followed by BHEL.
Data collection:
Primary data:
Collected through responses of employee related to the topic with the help of
the structured questionnaire.
Secondary data:
Collected through brochures and web site
Sampling:
Sample size-50
58
Data Analysis & Inference
1) How would you rate your satisfaction level with regard to the
following welfare measures?
a) ‘Rest room facilities given to the respondent’
Satisfaction level Number of Percentage
respondents
Highly Satisfactory 2 4%
Satisfactory 16 32%
Not aware 0 0
Not satisfactory 27 54%
Highly not satisfactory 5 10%
Total 50 100
Source —Primary data
Analysis:
The table shows that 54% of the respondents are not satisfied
with the rest room facility given to them. And only 4% is highly
satisfied with the rest room facility.
60
50
40
30 No of respondent
percentage
20
10
0
HS S NA NS HNS
Inference:
The analysis shows that the respondents are not at all satisfied
with the rest room facility provided to them. As rest room is one of the
main and important facilities in an organization.
59
b) ‘Opinion about the drinking water facility’
Analysis:
The table shows that 96% of the respondents are very much
satisfied with the drinking water facility provided to the respondents.
100
80
60
no of respondent
40 percentage
20
0
HS S NA NS HNS
Inference:
60
c) ‘Opinion about Medical and first aid facilities provided to the
respondents’
Analysis:
The table shows that 92% if the respondents are satisfied with
the medical and first aid facilities provided by the company but there
are 8 % of the respondents who are not satisfied with the medical
facilities given to them.
100
80
60
no o respondent
40 percentage
20
0
HS S NA NS HNS
Inference:
61
D) ‘The opinion regarding the canteen facilities provided to the
respondents’
Analysis:
The table shows that 50% of the respondents are satisfied about
the canteen facility in the organization and 30% of the respondents are
not satisfied with the canteen facility.
50
40
30
No of respondent
20 percentage
10
0
HS S NA NS HNS
Inference:
As I have been a part of the organization for a month during the
project I found out that the canteen in the organization provides good
services and good quality food.
62
e) ‘Opinion about the crèche facility provided to the
respondents’
Analysis:
The table shows that 88% of the respondents are not aware of the
crèche facility and 10% of the respondents are not satisfied with the
facility.
90
80
70
60
50
No of respondent
40
percentage
30
20
10
0
HA S NA NS HNS
Inference:
63
f) ‘Opinion about the occupational safety provided to the
respondent’
Analysis:
The table shows that 92% of the respondents are satisfied with
the occupational safety provided by BHEL. Only 4 respondents are not
satisfied with the occupational safety.
100
90
80
70
60
50 no of respondent
40 percentage
30
20
10
0
HS S NA S HNS
Inference:
In the analysis it is shown that most of the employees except a few are
satisfied with the occupational safety. So it means most of the
64
employees are very secure about their job and very comfortable with
that.
Analysis:
The table shows that 78% of the respondents are satisfied with the
earned leave provided to them and 22% of the respondents are highly
satisfied with the earned leave.
80
70
60
50
40 No of respondent
30 percentage
20
10
0
HS S NA NS HNS
Inference:
65
There are no respondent who is not satisfied with the earned
leave. Every employee is very much satisfied with the earned leave
provided to them.
66
b) ‘Opinion about Sick leave given to the respondents’
Analysis:
The table shows that 88% of the respondents are satisfied with
the sick leave provided by the company. And none of the respondents
are not satisfied with the facility. It shows that most of the respondents
are satisfied with the sick leave.
90
80
70
60
50
No of respondent
40
percentage
30
20
10
0
HS S NA NS HNS
Inference:
67
c) ‘Opinion about the paternity leave provided to the male
respondents’
Analysis:
The table shows that 26% of the respondents are satisfied with
the paternity leave provided by the company. And 70% of the
respondents are unaware about this facility.
70
60
50
40
no of respondent
30 percentage
20
10
0
HS S NA NS HNS
Inference:
The male respondents are not satisfied with the paternity leave
provided to them.
68
d) ‘Opinion about the casual leave provided to the
respondents’
Analysis :
In the table it shows that 88%of respondent are satisfied with the
casual leave provided to them and 12 % of respondent are highly
satisfied with the casual leave provided to them.
90
80
70
60
50
no of respondent
40
percentage
30
20
10
0
HS S NA NS HNS
Inference:
69
70
e) ‘Opinion about the medical benefits given to the
respondents’
Analysis:
In the table 76% of the respondents are satisfied with the
medical benefits provided to them. And 6% of the respondents are not
satisfied with the medical benefits given to them.
80
70
60
50
40 no of respondents
30 percentage
20
10
0
HS S NA NS HNS
Inference:
As medical benefits are very important to any employee in the
organization, the employer has to give any medical benefits, which is
required to be given to them. The company has to just verify the
dissatisfied employees with the medical benefits.
71
f) ‘Opinion about leave travel allowance provided to the
respondents’
Analysis:
In the table it is shown that 56% of the respondents are satisfied
with the leave travel allowance provided to them, but 36% of the
respondents are not satisfied with the allowance provided to them and
6% of the respondents are not aware of this allowance.
60
50
40
30 No of respondent
percentage
20
10
0
HS S NA NS HNA
Inference:
72
g) ‘The opinion regarding the facilities provided to the
physically handicapped respondent’
Analysis:
In the table it is shown that 98% of the respondents are not
aware of the facilities provided to physically handicapped, only 2% of
the respondents are satisfied with the facilities given to them.
Inference:
As there is only one person who has agreed that they are satisfied,
may be they are physically handicapped and they are satisfied with the
facilities provided to them.
There are no charts shown for this data as it is understood from the
above table.
73
Analysis:
In the table it is shown that 74% of the respondents are satisfied
with the accident scheme given to them and 10% of the respondents
are not satisfied with the scheme provided to them.
80
70
60
50
40 No of respondents
30 percentage
20
10
0
HS S NA NS HNS
Inference:
74
Analysis:
In the table, it shows that 76% of the respondents are
satisfied with the social insurance provided to the employees and 10%
of the respondents are not satisfied with the social insurance given to
them.
80
70
60
50
40 no of respondents
30 percentage
20
10
0
HS S NA NS HNS
Inference:
The analysis shows that more than 80% of the workers are
satisfied with the social insurance provided to them.
75
Analysis:
70
60
50
40
No of respondents
30 percentage
20
10
0
HS S NA NS HNS
Inference:
The analysis shows that more than 80% of the workers are
satisfied with the recreation facility provided to them.
76
Source —Primary data
77
Analysis
In the table it shows 80% of the respondents are satisfied with
the education facilities to the respondent’s children.
80
70
60
50
40 No of respondents
30 percentage
20
10
0
HS S NA NS HNS
Inference:
From the analysis it shows that most of the employees are
satisfied with the education facilities provided to the respondents. It
will be of great help for the respondents but the company will give only
the standard allowance for education facilities that is the reason 12%
of the employees are not satisfied.
Analysis
In the table it shows 70% of the respondents are satisfied with
the vehicle benefits provided by the organization.
78
70
60
50
40
No of respondents
30 percentage
20
10
0
HS S NA NS HNS
Inference:
From the analysis it shows that most of the employees are
satisfied with the vehicle benefits provided to the respondents
Analysis
79
80
70
60
50
40 no of respondents
30 percentage
20
10
0
HS S NA NS HNS
Inference:
Analysis:
80
100
80
60
No of respondents
40 percentage
20
0
HS S NA NS HNS
Inference:
6) How would you rate the relationship with the supervisor and
to the other workers?
Analysis:
81
60
50
40
30 no of respondent
percentage
20
10
0
HS S NA NS HNS
Inference:
82
FINDINGS, CONCLUSIONS AND RECOMMENDATION
The study was conducted at BHEL to make the analysis of the statutory and
non-statutory employee welfare measures provided by the company. A
schedule was administered to the respondents comprising of 50 employees
of the company. The data collected was tabulated and analyzed. On
evaluation of the primary data collected from the respondents the following
findings, conclusion and recommendation are recorded.
FINDINGS
83
• Majority of the respondents are satisfied with working environment
health, security, safety, welfare measures and leave and holidays
facilities.
• Workers are satisfied with the vehicle benefits and it should be
improved a little.
• Most of the respondents are satisfied with the leave travel allowance
but there are some employees who are not satisfied.
• Most of the respondents are satisfied with the personal accident
scheme provided to them.
• Most of the employees are satisfied with the over all employee
welfare provided to them. Though they are not satisfied with some of
the facilities provided to them but mainly they are looking for job
security which they are provided
• All the employees are satisfied with the relationship between the
employees and their supervisors
84
CONCLUSION
85
86
RECOMMENDATION
87
BIBLIOGRAPHY
Websites:
I. www.bhel.com
II. www.hrm.com
III. www.google.com
IV. www.citehr.com
88
ANNEXURE
Dear sir/madam
I harika.viswanatham, pursuing my MBA in Padmasri.
Dr.B.V.Raju Institute of Technology. I am conducting a study on the
analysis of employee welfare at BHEL.
HS S NA NS HNS
• Rest rooms [ ] [ ] [ ]
[ ] [ ]
• Drinking water facility [ ] [ ]
[ ] [ ] [ ]
• Opinion regarding Medical
and First aid facilities [ ] [ ] [ ]
[ ] [ ]
• Opinion regarding food and other
services provided by canteen [ ] [ ] [ ]
[ ] [ ]
• Crèche [ ] [ ] [ ]
[ ] [ ]
• Occupational Safety [ ] [ ] [ ]
[ ] [ ]
89
a. Highly Satisfied [HS] b. Satisfied [S] c. Not Aware
[NA]
d. Not Satisfied [NS] e. Highly Not Satisfied [HNS]
HS S
NA NS HNS
Earned leave [] []
[] [] []
Sick leave [] []
[] [] []
Paternity leave [] []
[] [] []
Casual leave [] []
[] [] []
Medical benefits [] []
[] [] []
Leave travel allowance [] []
[] [] []
Physically handicapped [] [] [
] [] []
Personal accident scheme [] [] [
] [] []
HS S
NA NS HNS
• Social Insurance
(Gratuity, Pension, PF etc) [] []
[] [] []
• Recreation facilities [] []
[] [] []
90
a. Highly Satisfied [HS] b. Satisfied [S] c. Not Aware
[NA]
d. Not Satisfied [NS] e. Highly Not Satisfied [HNS]
HS S NA
NS HNS
Vehicle benefits [] [] []
[] []
House building advance [] [] []
[] []
Education allowance [] [] []
[] []
6) How would you rate the relationship with the supervisor and
to the other workers?
91