study on welfare measures for employees in a manufacturing company

ZENITH International Journal of Business Economics & Management Research________________ ISSN 2249- 8826

ZIJBEMR, Vol.4 (1), JANUARY (2014)

Online available at zenithresearch.org.in

41

STUDY ON WELFARE MEASURES FOR EMPLOYEES IN A

MANUFACTURING COMPANY

AJITH SUNDARAM

ASST PROFESSOR

SCMS SCHOOL OF TECHNOLOGY AND MANAGEMENT,

COCHIN

Employee Welfare

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.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and

satisfied labor force for the organization. The purpose of providing such facilities is to make their

work life better and also to raise their standard of living. The important benefits of welfare

measures can be summarized as follows:

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.

Approach to welfare benefits consulting is designed to provide you with the following:

Alternatives for controlling health benefits costs

Programs to help you control costs and recruit competitively within your industry and

local labor market

Employee awareness and appreciation of their benefits' value and cost

A better fit between employer goals and the employee benefits plan

Reduced uncertainty about plan design, funding and administration

Employee Welfare Schemes

Organizations provide welfare facilities to their employees to keep their motivation levels high.

The employee welfare schemes can be classified into two categories viz. statutory and non-

statutory welfare schemes. The statutory schemes are those schemes that are compulsory to




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provide by an organization as compliance to the laws governing employee health and safety.

These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act

(safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from

organization to organization and from industry to industry.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be

provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily

assessable so that in case of any minor accident initial medication can be provided to the

needed employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in

the office and factory premises and are also to be maintained in a neat and clean

condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and

office premises spittoons are to be provided in convenient places and some are to be

maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can

work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and

tap on the stand pipe are provided in the port area in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to change

their cloth in the factory area and office premises. Adequate lockers are also provided to

the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions

of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies provide

the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are initiated

by employees and approved by management to meet business commitments while

supporting employee personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged like external

counseling service so that employees or members of their immediate family can get

counseling on various matters.




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4. Harassment Policy: To protect an employee from harassments of any kind, guidelines

are provided for proper action and also for protecting the aggrieved employee.

5. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.

Paternity leave policies have also been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or

injury or pregnancy.

7. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in the

organization.

Issues in Employee Health & Safety

1.

a. Sick Building Syndrome: It is a situation in which employees experience acute health

problems and discomfort due to the time spent in a building (particularly their

workplace). Some factors that lead to sick buildings include poor air quality, inadequate

ventilation, improper cleanliness, rodents, stench of adhesives and glues, et al.

b. Ergonomics: The term comes from the Greek word ergon, which means “work,” and

omics which means “management of.” Ergonomics is the study of physiological,

psychological, and engineering design aspects of a job, including such factors as fatigue,

lighting, tools, equipment layout, and placement of controls. It is the interface between

men and machines. Ergonomics is taken into consideration when designing the

workstation for computer operators. Problems of back ache, eye strain and headache

arise due to long working hours spent in front of computers.

c. Engineering of Work Equipments and Materials: Accidents can be prevented in a

way by proper placements of dangerous machines. Moreover design of such machines

and equipments also plays an important role in safety. Providing safety guards and

covers on equipments, emergency stop buttons and other provisions help in reducing the

accidents considerably.

d. Cumulative Trauma and Repetitive Stress: Cumulative trauma disorder occurs when

same muscles are used repetitively to perform some task. This results in injuries of

musculoskeletal and nervous system. Employees encounter high levels of mental and

physical stress also.

e. Accident Rates and Individuals: An individual approach to safe environment helps in

reducing the accident rates. This is generally because more problems are caused by

careless employees than by machines or employer negligence.

f. Physical Work Settings: The physical settings of work affect the performance of

employees to a great extent. Some of these factors include temperature, noise levels, and

proper lighting affect job performance. Other work setting factors include size of work

area, kinds of materials used, distance between work areas, cubicle arrangement

THE VARIOUS WELFARE ACTS ARE THE FOLLOWING

1. THE INTER-STATE MIGRANT WORKMEN

(Regulation of Employment) AND Conditions of Service) ACT, 1979




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To regulate the employment of inter-state migrant workmen and to provide for their conditions

of service and for matters connected therewith.

It extends to the whole of India and applies to:

(1) Every establishments in which 5 or more inter-state migrant workmen (whether or not in

addition to other workmen) are employed or who were employed on any day of the preceding

twelve months

(2) To every contractor who employed 5 or more interstate migrant worker (whether or not in

addition to other workmen) on any day of the Preceding twelve months.

Every principle employer of an establishment to which this Act applies shall make an application

for registration in triplicate in Form No.1 to the registering officer, along with the Prescribed

fees. On receipt of an application, registering officer shall issue a registration certificate in Form-

II based on the specifications stipulated in the Kerala Inter-State Migrant Workmen (regulation

of employment and conditions of service)

Every contractor may apply to the licensing officer for renewal in From-IX in triplicate not less

than 30 days before the date on which the licence expires. The fee chargeable for renewal of the

licence shall be same as for the grant of licence. If the application for renewal is not submitted

within the time specified, a fee of 25% in excess of the fee ordinarily Payable shall be payable

for such renewal. A licence issued or renewed shall remain in force for a period of twelve

months. A duplicate certificate may be granted on Payment of a fee of Rs.10/-. Any person

aggrieved by an order of the registering officer or licensing officer may within 30 days Prefer an

appeal to the appellate officer, along with the certified copy of the order and Chalan receipt of

Rs.25. The wage rates, holidays, hours of work and other conditions of migrant workmen shall

be same as those applicable to such other workman in the ESH which shall not be less than the

rate of wages paid by the principal employer to a workmen in the lowest category of workman

directly employed by him in that ESH or the minimum rates of wages notified by Govt. in any

scheduled employment whichever is higher.

2. THE MOTOR TRANSPORT WORKERS ACT – 1961

To provide for the welfare of motor transport workers and to regulate the conditions of their

work. It extends to the whole of India and applies to every motor transport undertaking

employing one or more motor transport workers.

A motor transport undertaking engaged in carrying passengers or goods or both by road for hire

or reward and includes a private career. Every employer of an undertaking shall not less than 30

days before the date on which he proposes to operate the undertaking submit to the Chief

Inspector or Inspector an application in duplicate in Form No. I along with a treasury chalan for

the prescribed fee for the registration of the undertaking.

Every employer shall make an application in Form No. I in duplicate with required fee not less

than sixty days before the expiry of the registration certificate to the inspector for the renewal of

the registration certificate. Fees chargeable for registration and renewal are the same. If the

renewal application is not given within the time, a fee of 25% in excess of the fee ordinarily

payable shall be paid by the employer. The provisions relating to canteens, rest rooms, uniforms,

medical facilities and first aid facilities are specified in Section 8 to 12. The detailed

specifications are stipulated by the state govt. in the rule 17 to 26A of Kerala Motor Transport

Workers Rules-1961.




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Be required or allowed to work for more than eight hours in day and forty-eight hours in any

week, subject to the provisions and Rule 27. These working hours may be extended with the

prior approval of the Chief Inspector. Every employer shall display a notice of hours of work in

Form. V.The working hours of an adolescent worker is six hours in a day including rest interval

of half an hour. They shall not be employed between 10.00 p.m. and 6.00 a.m.

Every employer shall provide compensatory holidays to the workers in which a motor transport

worker is deprived of any of the days of rest. (Section 20)

Every worker is entitled to get one and half times the rates of his ordinary wages for the rates of

his ordinary wages for the excess of eight hours on any day or forty eight hours in any week,

subject to a maximum of 1½ times the rate of his ordinary wages Overtime wages of an

adolescent worker is twice his ordinary rate of wages.

Every worker who has worked for a period of 240 days or more in an undertaking during the

calendar year shall be allowed annual leave with wages at the rate of one day for every twenty

days, in the subsequent calendar year. It is one day for every fifteen days in the case of

adolescent workers.

3. THE CONTRACT LABOUR (Regulations and Abolition) ACT, 1970

To regulate the employment of contract labour in certain establishments and to provide for its

abolition in certain circumstances and for matters connected therewith. It extends to the whole of

India and applies to:

a. every establishment in which twenty or more persons are employed or were employed on any

day of the preceding twelve months as contract labour

b. to every contractor who employs or who employed on any day of the preceding twelve months

twenty or more workmen. The appropriate govt. can extend the provisions of the Act to any

establishments or contractor employing less than the number specified above, by notification. It

shall not apply to establishments in which work is of intermittent or casual nature.

Every principal employer of an establishment shall make an application for registration in

triplicate in Form No. I. To the registering officer of the area along with a treasury receipt

showing payment of the prescribed fee. If the application for registration is complete in all

respects, the registering officer shall register the establishment subject to rule 17 to 20 and issue

a registration certificate in Form-II. Every contractor shall make an application for the grant of a

licence in triplicate in Form No.IV along with a treasury receipt showing the prescribed fee to

the licensing officer. The application shall also be accompanied by a certificate by the principle

employer in Form-V. The licensing officer, after making necessary investigations subject to the

provisions, grant a license in Form VI. Every contractor shall provide the welfare and health

amenities such as canteens, rest rooms, drinking water, latrines and urinals, first-aid etc. to the

contract workers employed

The contractor shall be responsible for the payment of wages. The payment shall be made direct

or to an authorized person on a working day at the work premise in the presence of an authorized

representative of the principle employer. The principle employer shall ensure the presence of his

authorized representative at the place and disbursement of wages.




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The offences relating to the obstruction to the inspector and refuses to produces the register and

records etc. shall be punishable with imprisonment for a term which may extend to three months

or with fine which may extend to Rs. 500/- or with both. Contraventio9ns of provisions

regarding employment of contract labour shall be punishable with imprisonment for a term

which may extend to three months or with fine which may extend to Rs. 1,00/- for every day.

4. MINIMUM WAGES ACT, 1948

The wages of the workers in the un-organised sector of employment are primarily fixed under

the Minimum Wages Act, 1948. Under the Act both Central and State governments are

appropriate governments for fixation/ revision of minimum rates of wages in respect of the

scheduled employments falling under their respective jurisdiction. The Central government is

responsible for the fixation/revision of minimum wages in 44 scheduled

employments. Similarly the State governments/Union Territory administrations have

fixed/revised wages in about 1,135 scheduled employments in aggregate.

The minimum Wages Act provides for periodic revision of minimum rates of wages. The Central

government last revised the minimum rates of wages for the employment in agriculture on 12

August 1992. The Government has initiated the process of revision of minimum rates of wages

for agriculture and preliminary notification indicating the proposed rates of wages was issued on

29 September 1997. For the other 39 scheduled

employments (other than agriculture) relating to mining construction and railway sector under

Central sphere, the minimum wages in respect of the remaining four scheduled employments

added in May 1998 (three pertaining to Mining Sector and one for laying down cables) is under

process. There is also provision of variable Dearness Allowance (VDA) in all the scheduled

employments under the Central sphere and this is adjusted after every six months. The total

minimum wages for the un-skilled category of workers

in the Central government after the last adjustment of VDA on 1 April 1999 ranges between Rs

46.22 and Rs 77.12 per day. The Central government also revised the piece rate wages for

various activities including stone breaking and stone crushing in the employment in stone mines

on 1 August 1997. For the State Sector, the Central government has requested the State

governments to fix the floor level minimum rates of wages not less than Rs 40 per day, the

notional minimum floor level wage. Proposals to make amendments in the Minimum Wages Act

are under active consideration of

the Government.

5. PAYMENT OF WAGES ACT, 1936

The Payment of Wages Act, 1936 was enacted to regulate the payment of Labour wages to

certain classes of persons employed in industry with the object to provide for a speedy and

effective remedy to the employees arising out of illegal deductions or unjustified delay made in

paying the wages to them. At present the Act applies only to those who are in receipt of wages

whose average is below Rs 1,600 per month. The Central government is responsible for the

administration of the Act in railways, mines, oilfields and air transport services, while State

governments are responsible in factories and other industrial establishments. The Government is




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actively considering various proposals to amend the Act including raising/abolition of the ceiling

of Rs 1,600 per month.

6. MATERNITY BENEFIT ACT, 1961

Maternity Benefit Act, 1961 and Equal Remuneration Act, 1976 are the protective and anti-

exploitative legislations which have been enacted to protect and safeguard the interests of

women workers at the workplace. The Equal Remuneration Act stipulates payment of equal

remuneration to men and women workers for same and similar nature of work. The Act also

prohibits any gender discrimination in recruitment and service conditions. Under the Act, a

committee has been set up at the Centre to advise the Government on providing increasing

employment opportunities for women and generally reviewing the steps taken for effective

implementation of the Act. Similar committees have also been set up by the State governments

and Union Territory administrations. The Central Advisory Committee at the National level and

the Advisory Committee at the State level along with competent authorities oversee the process

of implementation of the Equal Remuneration Act.

7. FACTORIES ACT, 1948

The Factories Act, 1948 is the principal legislation for regulating various aspects relating to

safety, health and welfare of workers employed in factories. This Act is a Central enactment

which aims at protecting workers employed in factories from industrial and occupational

hazards. State governments and union territory administrations frame rules under the Act and

enforce provisions of the Act and rules through their factory inspectorates. The Directorate

General, Factory Advice Service and Labour Institute (DGFASLI), Mumbai, an attached office

of the Ministry of Labour, renders technical advice to the States/Union Territories in regard to

administration and enforcement of the Factories Act. With four regional labour institutes at

Mumbai, Calcutta, Kanpur and Chennai under its control, the DGFASLI also undertakes support

research facilities and carries out promotional activities through education and training in matters

concerning occupational safety and health. The Directorate General also reviews the position

regarding implementation and enforcement of the Act. Prescribing a 48-hour week for adult

workers, the Factories Act forbids employment of children under 14 years of age in any factory.

Minimum standards of lighting, ventilation, safety and welfare services which employers must

provide in their factories have also been laid down. Factories employing over 30 women workers

are required to provide a crèche for their children.

Shelters, rest-rooms and lunch-rooms are required to be provided by factories employing over

150 workers. Factories with 250 workers or more have to appoint welfare officers. The Factories

Act was amended in 1987 in order to impose a general duty on occupiers to ensure health and

safety of workers and on designers, manufacturers, importers and suppliers to ensure that articles

designed, manufactured, etc., are without risk to health and safety of workers. A new chapter for

regulating safety and health aspect in hazardous industries were incorporated in the Act.

8. WORKMEN’S COMPENSATION ACT, 1923

A beginning was made in social security with the passing of the Workmen‟s Compensation Act

in 1923. The Act provides for payment of compensation to workmen and their dependents in




48

case of injury and accident (including certain occupational disease) arising out of and in the

course of employment and resulting in disablement or death. The Act applies to railway servants

and persons employed in any such capacity as is specified in Schedule II of the Act. Schedule II

includes persons employed in factories, mines, plantations, mechanically propelled vehicles,

construction works and certain other hazardous occupations. Minimum rates of compensation for

permanent total disablement and death have been fixed at Rs 60,000 and Rs 50,000 respectively.

Maximum amount for death and permanent total disablement can go up to Rs 2.28 lakh and Rs

2.74 lakh respectively depending on age and wages of workmen.

9. MATERNITY BENEFIT ACT, 1961

The Maternity Benefit Act, 1961 regulates employment of women in certain establishments for a

certain period before and after childbirth and provides for maternity and other benefits. The Act

applies to mines, factories, circus, industry, plantation, shops and establishments employing ten

or more persons, except employees covered under the Employees State Insurance Act, 1948. It

can be extended to other establishments by the State governments. There is no wage limit for

coverage under the Act.

10. THE PAYMENT OF GRATUITY ACT, 1972

The Payment of Gratuity Act, 1972 is applicable to factories, mines, oil fields, plantations, ports,

railways, motor transport undertakings, companies, shops and other establishments. The Act

provides for payment of gratuity at the rate of 15 days‟ wages for each completed year of service

subject to a maximum of Rs 3,50,000. In the case of seasonal establishment, gratuity is payable

at the rate of seven days‟ wages for each season. The Act does not affect the right of an

employee to receive better terms of gratuity under any award or agreement or contract with the

employer.

11. EMPLOYEES’ STATE INSURANCE ACT

The Employees‟ State Insurance Act is applicable in the first instance, to non-seasonal factories

using power and employing 10 or more persons and non-power using factories employing 20 or

more persons. Under the enabling provisions contained in the Act, the Act is being extended by

the State governments to new classes of establishments, namely, shops, hotels, Labour

restaurants, cinemas, including preview theatres, road motor transport undertakings and

newspaper establishments employing 20 or more persons.

It covers employees drawing wages not exceeding Rs 6,500 with effect from 1 January 1997.

The Act provides medical care in kind and cash benefits in the contingency of sickness,

maternity and employment injury and pension for dependents in the event of the death of a

worker because of employment injury. Full medical care including hospitalization is also being

progressively made available to members of the family of the insured persons. As on 31 March

1999 there were 129 ESI hospitals and 42 annexes with 28,266 beds and 1,503 dispensaries

under the scheme. The total number of employees covered was about 85.24 lakh.

12. EMPLOYEES’ PROVIDENT FUND AND MISCELLANEOUS PROVISIONS

ACT,1952




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Retirement benefits in the form of provident fund, family pension and deposit-linked insurance

are available to employees under the Employees‟ Provident Fund and Miscellaneous Provisions

Act, 1952. As on 31 March 1998 the Act covered 177 industries/classes of establishments with

about 214.48 lakh subscribers. Coverage under the Act is presently restricted to establishments

employing 20 or more persons. It is further restricted to those drawing wages up to Rs 5,000 per

month. Minimum rate of contribution under the Act is 10 per cent. However, rate of contribution

in respect of 172 industries/establishments employing 20 or more persons has been enhanced to

12 per cent. Under the Act, employers are required to make a matching contribution.

13. PLANTATION LABOUR ACT, 1951

The Plantation Labour Act, 1951 (PLA) provides for the welfare of plantation labour and

regulates the condition of work in plantations. The term „Plantation‟ has been defined under the

Plantations Labour Act, 1951 to mean any plantation to which the Act, whether wholly or in part,

applies and includes offices, hospitals, dispensaries, schools and other premises used for any

purpose connected with such plantation. Section 1(4) of the Act applies to any land used or

intended to be used for growing tea, coffee, rubber, cinchona and cardamom which admeasures 5

hectares or more and in which fifteen or more persons are employed or were employed on any

day of the preceding twelve months. This definition does not include any factory on the premises

to which the provisions of the Factories Act 1948 (63 of 1948) apply.

The Act provides for setting up of canteens, crèches, recreational facilities, suitable

accommodation and educational facilities for the benefit of plantation workers and their families

in and around the work places in the plantation estate. The Act provides that no adult worker and

adolescent or child shall be employed for more than 48 hours and 27 hours respectively a week,

and every worker is entitled for a day of rest in every period of 7 days.

Under the Plantation Labour Act, 1951, the following provisions relate to the social sector:

(a) Housing facility

(b) Medical facility

(c) Educational facility

(d) Drinking water

14. THE INTER-STATE MIGRANT WORKMEN (REGULATION OF

EMPLOYMENT AND CONDITIONS OF SERVICE) ACT, 1979

An Act to regulate the employment of inter-State migrant workmen and to provide for their

conditions of service and for matters connected therewith.

Preliminary:

1. Short title, extent, commencement and application. -- (1) This Act may be called the Inter-

State Migrant Workmen (Regulation of employment and Conditions of Service) Act, 1978.

(2) It extends to the whole of India.

(3) It shall come into force on such date1 as the Central Government may, by notification in the

official Gazette, appoint:

Provided that if the Central Government considers it necessary or expedient so to do in the public

interest, it may postpone or relax, to such extent as may be specified in such notification, the




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operation of all or any of the provisions of this Act in any State or States for such period not

extending beyond one year from the date on which this Act comes into force.

15. THE MOTOR TRANSPORT WORKERS ACT, 1961

There are at present certain enactments like the Motor Vehicles Act, 1939 and the Factories Act,

1948, which cover certain sections of motor transport workers and certain aspects of their

conditions of employment. There is, however, no independent legislation applicable to motor

transport workers as a whole or for regulating the various aspects of their conditions of

employment work and wages. It is considered desirable to have a separate legislative measure for

motor transport workers which would cover

matters like medical facilities, welfare facilities, hours of work spread-over, rest periods,

overtime, annual leave with pay, etc., on the analogy of similar enactments for workers in

factories, mines and plantations. The present Bill is intended to achieve this object.

16. THE MOTOR TRANSPORT WORKERS ACT, 1961

An Act to provide for the welfare of motor transport workers and to regulate the

conditions of their work Be it enacted by Parliament in the Twelfth Year of the Republic of India

as follows:-

In this Act, unless the context otherwise requires,-

(a) “adolescent” means a person who has completed his fifteenth year but has not completed his

eighteenth year:

(b) “adult” means a person who has completed his eighteenth year:

(c) “child” means a person who has not completed his fifteenth year

(d) “day” means a period of twenty-four hours beginning at midnight:

Provided that where a motor transport worker‟s duty commences before midnight but extends

beyond midnight, the following day for him shall be deemed to be the period of twenty-four

hours beginning when such duty ends, and the hours he has worked after midnight shall be

counted in the previous day.

(e) “employer” means, in relation to any motor transport undertaking, the person who, or the

authority which, has the ultimate control over the affairs of the motor transport undertaking, and

where the said affairs are entrusted to any other person whether called a manager, managing

director, managing agent or by any other name, such other person.

RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the research problems. It guides us to

how research is done scientifically. It consists of the different steps that are generally adopted by

a researcher to study his research problem along with the logic behind them. It is necessary for

the researcher to develop certain indices or tests, how to calculate the mean, medium, standard

deviation or chi-square and how to apply particular research techniques. They must also know

which of these methods or techniques, are relevant and which are not, and what would they mean

and indicate and why.




51

Besides the researcher must know the assumption underlying various techniques and they need

to know the criteria by which they can decide that certain techniques and procedures will be

applicable to certain problems and others will not. The researcher has to develop his

methodology for his problem as the same may differ from problem to problem. A researcher has

to expose the research design to evaluation before they are implemented. He has to specify very

clearly and precisely what decisions he selects and why he selects them so that others can

evaluate them also.

The research methodology includes the logic behind the methods we use in the context of our

research study. We must inform why we are using a particular method or technique. Normally,

the research results are capable of being evaluated either by the researcher himself or by others.

According to C.R. Kothari, a researcher has to explain the following: why a research study has

been undertaken, how the research problem has been defined, in what way and why the

hypothesis has been adopted, why particular technique of analyzing data has been used.

Manufacturing Company conducts welfare programmes at regular intervals for the staff and

workers of the company. This project intends to make a study on the impact that Training

programmes have had on the employees of Manufacturing Company. It aims at discovering

which tyre and mode of training programme in most performance after having under fore such

programmes other aspects dealt with are specific benefits of the training programmes with

respect to be individual as well as the organization. It also gathers information about the areas

within which the programmes can be improved at is also used to test specific suggestions to

improve them.

Through this study we can find out the effectiveness of communication in Manufacturing

Company. We can find out the problems in the current communication system and suggest

suitable remedies to improve morale of the employees.

Research Design

A research design is the arrangement of conditions for collection

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

research purpose with economy in procedure. There are three types of research design. They are

a) Exploratory design

b) Descriptive research design

c) Casual or Experimental Research design

Type of information needed

The following details are required to carry out the test:

1) Personal details of each employees in order to carry out tests of independence.

2) Ratio of trained Vs untrained employees.

3) Extent of improvement in work performance after undergoing training.

4) Different levels of importance gives to various outcome of the training.




52

5) Areas of training programme that require improvement and suggestion of ways to

improve them.

Sampling design

The sampling design used in this study is probability - sampling design (random sampling). In

this method, each possible sample combinations have an equal probability of being picked up

and each item in the entire population has an equal chance of being included in the sample.

It is a kind of lottery method in which individual units are picked up from the whole group not

deliberately but by some mechanical process. Here it is blind chance alone that determines

whether one item or the other is selected. The results obtained from random sampling can be

assured in terms of probability and this fact brings out the superiority of random sampling design

over the deliberate sampling design. Random sampling is considered to be the best technique of

selecting a representative sample because the sample will generally have the same composition

and characteristics of the population.

Hence, the implications of random sampling are:

It gives each element in the population an equal probability of getting into the sample;

and all choices are independent of one another.

It givers each possible sample combination an equal probability of being chosen.

Sample Size

Sample size was restricted to 200 determination of sample size was alone based on unaided

judgment.

Population to be studied

The population under consideration in this study consists of the entire staff and workers of a

Manufacturing Company in Arkonam, Chennai. This includes all levels of management from the

plant. This is includes all levels of management from the plant managers to the assistants of

different departments of the plant.

Limitations of the study

Any study will be restricted in scope by inherent limitations that are precipitated by the choice of

the research design, sampling procedure etc. like all surveys; the research study has certain

limitations. They can be stated as follows:

1) The study depends entirely on the response of the employees.

2) Since the sample was chosen randomly, the number of respondents falling in different

categories and intervals such as various age groups, education levels, experience groups,

income groups, department and designation were not in equal proportions. This may have

affected the analysis of the data.

3) The response of the employees could be biased.




53

4) Due to the time constraints, there is a possibility of error as a result of the hasty entry of data

by the respondents.

5) Certain respondents were worried that the management would use the information collected

by the research study against them and as a result, their response might have been affected.

6) A few of the responses were incomplete or incorrectly entered and therefore had to be

eliminated

research Instrument used

Questionnaire The questionnaire used had many questions, which includes closed ended as well as open ended

questions.

Pre-testing The questionnaire was subjected to pre testing before actual administration. The pre-testing was

carried out with the total of 200 respondents. The questionnaire was modified accordingly since

certain questions were found to be irrelevant a questionnaire excluding these questions was

prepared

DATA COLLECTION

Data are collection of any number of related observations or facts expressed in quantitative from.

For example, we can collect data from a hospital about the number of any patients using the X-

ray facilities; from bank about the account holders using joint account, and from a university,

about the numbers of academy posters kept vacant; from a regional transport office about the

number of women drivers having driving licenses. Data collection is very crucial and all

decisions are dependent on the methodology, reliability and accuracy of data collection. Statics

statisticians recognize that using beside or incomplete data leads to poor decisions. Today

computers become handy to collect enormous data and compress them instantly into tables and

graphs. Remember that the data coming out of the computer are as accurate as the data that go in.

TYPES OF DATA

SOURCE OF COLLECTING PRIMARY DATA

1) Observation methods

2) Questionnaire methods

1) Observation methods Observation method is a powerful tool for the researcher. In the scientific observation methods,

the behavior patterns of people, object and occurrences are recorded without relying on reports

from respondents. The methods are noncreative because data are collected unobtrusively and

passively without a respondent‟s direct participation. For example, we can record the number of

automobiles that pass a site for a proposed filling station or the number of employees coming late

to a particular office or the mechanics servicing the number of cars. Any person can observe it.




54

The observation methods are more complex then the nose counting and the task are more

difficult to administer then the inexperienced researcher might imagine.

Six kinds of content can be observed

Physical actions,

Evidence,

Verbal behavior,

Expressive behavior,

Spatial relations,

Locations

Temporal patterns and verbal records. Thus both verbal and non verbal message may be

observed. However many things of interest simply cannot be observed. Attitude opinion,

motivations, expectations, intensions, preferences and other intangible states of mind cannot be

recorded by using the observation method.

Mechanical observation

Mechanical observation, rather than human uses a variety of devices to record behavior directly.

Videotapes cameras, traffic counters and other machines help us observe and record behavior.

2) Questionnaire methods.

Questionnaire method is relevant if no unnecessary information is collected it aims at the specific

need of the data collection. Further in preparing gab questionnaire one should not omit the

important questions. Accuracy of data from a questionnaire means that the information is reliable

and valid. In questionnaire design one should use simple, understandable unbiased unambiguous

and nonirritating words. The questionnaire may be designed in porn-ended type or close-ended

type. Open-ended questions are most beneficial hen the researcher is conducting explores

research and the rage of response is not known. But the cost of open-ended questions is

substantially greater than that of close ended questions as the job of coding, editing and

analyzing the data is quite extensive.

In contrast close-ended questions require less interwar skill take less time and are easier for the

respondent to answer. It can be designed in dichotomous form or in Liker scale using either a

choice alternatives. Each alternative should be mutually exclusive. I.e. one dimension of the

issue should be related to the alternative. The mailed questionnaire may contain the alternatives

in detail but the telephonic method has to be precise to save time and draw attention of the

respondent. In general mail and telephone questions must be less complex than those utilized in

personal interview. In developing a questionnaire there are no hard and fast rules. However there

is an art to asking questions for data collection .Some guidelines may help to avoid the most

common mistakes

i. Avoid complexities: use simple, conversational language

ii.Avoid leading and loaded questions. Leading questions suggest or imply certain

answers. Loaded questions are biased with emotional charge.

iii.Avoid ambiguity, be as specific as possible

iv. Avoid double – barreled items (question covering several issues)




55

SOURCE OF COLLECTING SECONDARY DATA

The source of secondary data may be divided into two broad categories,

1) Published

2) Unpublished

1) Published

There are a number of national and international organizations which collect statistical data and

published their findings it staristais reports periodically. Some of the national organizations

which collect, compile and publish statistical data are

(CSO)

(NSSO)

(ICAR)

(UNO)

(WHO)

(ILO)

(IMF)

2) Unpublished

All statically data need not be published. A major source of statistical data producer by

government semi government, private and public organizations is based on the data drawn from

internal record. Thai data based on to primary data .some examples of the internal records

includes employees‟ payroll, the amount of raw material, cash receipts and cash book etc

Some selected source is:

I) Government sources

Census data

Census publication of a country

Census of agriculture

Census of selected services like hotels, beauty parlors, laundries etc.

Census of hosing

Census of population.

ii) General information

Mentally catalog of a country.

Country and city data book.

Economic indicators.

Monthly labor review

Statistical bulletin.

Annual reports

iii) Reference Guides

Encyclopedia geographic information sources




56

iv) Market data

Guide to consumer markets.

Market guide.

Survey of buying power.

v) International sources

(UNESCO) statistical yearbook

UN Statistical yearbook

Global Competitiveness Report (GCR)

World Competitiveness Yearbook (WCY)

Research Evaluation

To find out whether there is any relation between pre-employment health checkup and

preventive health checkup.

Pre-employment health checkup * Preventive health checkup Crosstabulation

66 0 0 66

41.9 13.2 10.9 66.0

61 40 24 125

79.4 25.0 20.6 125.0

0 0 9 9

5.7 1.8 1.5 9.0

127 40 33 200

127.0 40.0 33.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Highly satisf ied

Satisf ied

Av erage

Pre-employ ment

health checkup

Total

Highly

satisf ied Satisf ied Av erage

Prev entive health checkup

Total

Hypothesis

H0: There is no association between pre employment health checkup and preventive health

checkups.

H1: There is an association between pre employment health checkup and preventive health

checkups.

Chi-Square Tests

97.288a 4 .000

105.129 4 .000

67.967 1 .000

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)

2 cells (22.2%) have expected count less than 5. The

minimum expected count is 1.49.

a.

Tabulated value =9.488

Inference:




57

Since the calculated value is greater than tabulated value the null hypothesis is rejected. Hence it

is inferred that there is an association between pre employment health checkup and preventive

health checkup

To find whether there is any relation between company‟s arrangement for PF and loans to years

of experience. How satisfied are you with the comapany's arrangement of PF and other loans * Years of Experience Crosstabulation

25 50 28 2 105

26.3 44.1 28.9 5.8 105.0

23 30 21 8 82

20.5 34.4 22.5 4.5 82.0

2 4 6 1 13

3.3 5.5 3.6 .7 13.0

50 84 55 11 200

50.0 84.0 55.0 11.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Satisf ied

Av erage

Unsatisf ied

How satisf ied are you

with the comapany 's

arrangement of PF and

other loans

Total

Below 5 5-10 10-15 Abov e 15

Years of Experience

Total

Hypothesis

H0: There is no association between company‟s arrangement for PF and loans to years of

experience.

H1: There is an association between company‟s arrangement for PF and loans to years of

experience.

Chi-Square Tests

9.657a 6 .140

9.797 6 .133

2.359 1 .125

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)


minimum expected count is .72.

a.


Inference:

Since the calculated value is smaller than tabulated value the null hypothesis is accepted. Hence

it is inferred that there is no association between company‟s arrangement for PF and loans to

years of experience.

To find whether there is any relation between working environment and age of the employees. Working environment * Age Crosstabulation

19 33 22 8 82

19.7 35.7 19.3 7.4 82.0

14 29 14 4 61

14.6 26.5 14.3 5.5 61.0

15 25 11 6 57

13.7 24.8 13.4 5.1 57.0

48 87 47 18 200

48.0 87.0 47.0 18.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Highly satisf ied

Satisf ied

Av erage

Working

env ironment

Total

20-30 30-40 40-50 above 50

Age

Total

Hypothesis




58

H0: There is no association between working environment and age of the employees.

H1: There is an association between working environment and age of the employees.

Chi-Square Tests

2.036a 6 .916

2.076 6 .913

.400 1 .527

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)

0 cells (.0%) hav e expected count less than 5. The


a.


Inference:


it is inferred that there is no association between working environment and age of the employees.

To find whether there is any relation between services linked benefits and the activities of the

MRF employee co-operative thrift and credit society. Service linked benefits * How would you rate the activities of the MRF employee co-operative

thrift and credit society Crosstabulation

0 20 0 20

3.3 15.4 1.3 20.0

33 0 0 33

5.4 25.4 2.1 33.0

0 134 0 134

22.1 103.2 8.7 134.0

0 0 13 13

2.1 10.0 .8 13.0

33 154 13 200

33.0 154.0 13.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Highly sat isf ied

Satisf ied

Av erage

Unsatisf ied

Serv ice

linked

benef its

Total

Highly

satisf ied Satisf ied Av erage

How would y ou rate the activ ities of

the MRF employee co-operative thrif t

and credit society

Total

Hypothesis

H0: There is no association between services linked benefits and the activities of the MRF

employee co-operative thrift and credit society.

H1: There is an association between services linked benefits and the activities of the MRF

employee co-operative thrift and credit society.




59

Chi-Square Tests

400.000a 6 .000

270.487 6 .000

67.003 1 .000

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)



a.


Inference:

Since the calculated value is greater than tabulated value the null hypothesis is rejected. Hence it

is inferred that there is no association between services linked benefits and the activities of the

MRF employee co-operative thrift and credit society.

To find whether there is any relation between job rotation and years of experience.

Job rotation * Years of Experience Crosstabulation

25 50 28 2 105

26.3 44.1 28.9 5.8 105.0

25 34 27 9 95

23.8 39.9 26.1 5.2 95.0

50 84 55 11 200

50.0 84.0 55.0 11.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Highly satisf ied

Satisf ied

Job rotation

Total

Below 5 5-10 10-15 Abov e 15

Years of Experience

Total

Hypothesis

H0: There is no association between job rotation and years of experience.

H1: There is an association between job rotation and years of experience.

Chi-Square Tests

7.038a 3 .071

7.402 3 .060

1.413 1 .235

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)

0 cells (.0%) hav e expected count less than 5. The


a.


Inference:


it is inferred that there is no association between job rotation and years of experience.




60

To find whether there is any relation between Additional increments and years of experience.

Additional increments * Years of Experience Crosstabulation

35 63 42 7 147

36.8 61.7 40.4 8.1 147.0

15 21 13 4 53

13.3 22.3 14.6 2.9 53.0

50 84 55 11 200

50.0 84.0 55.0 11.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Satisf ied

Av erage

Additional increments

Total

Below 5 5-10 10-15 Abov e 15

Years of Experience

Total

Hypothesis

H0: There is no association between Additional increments and years of experience.

H1: There is an association between Additional increments and years of experience.

Chi-Square Tests

1.193a 3 .755

1.156 3 .764

.047 1 .829

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)



a.


Inference:


it is inferred that there is no association between Additional increments and years of experience.

To find whether there is any relation between promotion and years of experience.

Crosstab

25 50 28 2 105

26.3 44.1 28.9 5.8 105.0

6 6 6 2 20

5.0 8.4 5.5 1.1 20.0

17 25 19 5 66

16.5 27.7 18.2 3.6 66.0

2 3 2 2 9

2.3 3.8 2.5 .5 9.0

50 84 55 11 200

50.0 84.0 55.0 11.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Highly satisf ied

Satisf ied

Av erage

Unsatisf ied

Promotion

Total

Below 5 5-10 10-15 Abov e 15

Years of Experience

Total

Hypothesis

H0: There is no association between promotion and years of experience.

H1: There is an association between promotion and years of experience.




61

Chi-Square Tests

10.705a 9 .296

9.405 9 .401

1.676 1 .195

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)



a.


Inference:


it is inferred that there is no association between promotion and years of experience.

To find whether there is any relation between promotion and age. Crosstab

26 50 22 7 105

25.2 45.7 24.7 9.5 105.0

5 6 8 1 20

4.8 8.7 4.7 1.8 20.0

15 28 14 9 66

15.8 28.7 15.5 5.9 66.0

2 3 3 1 9

2.2 3.9 2.1 .8 9.0

48 87 47 18 200

48.0 87.0 47.0 18.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Highly satisf ied

Satisf ied

Av erage

Unsatisf ied

Promotion

Total

20-30 30-40 40-50 above 50

Age

Total

Hypothesis

H0: There is no association between promotion and age.

H1: There is an association between promotion and age.

Chi-Square Tests

7.305a 9 .605

6.894 9 .648

1.679 1 .195

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)



a.


Inference:


it is inferred that there is no association between promotion and age.

To find whether there is any relation between health awareness classes and age.




62

Health awareness classes * Age Crosstabulation

6 13 3 2 24

5.8 10.4 5.6 2.2 24.0

18 32 16 7 73

17.5 31.8 17.2 6.6 73.0

22 39 25 8 94

22.6 40.9 22.1 8.5 94.0

2 3 3 1 9

2.2 3.9 2.1 .8 9.0

48 87 47 18 200

48.0 87.0 47.0 18.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Highly satisf ied

Satisf ied

Av erage

Unsatisf ied

Health

awareness

classes

Total

20-30 30-40 40-50 above 50

Age

Total

Hypothesis

H0: There is no association between health awareness classes and age.

H1: There is an association between health awareness classes and age.

Chi-Square Tests

3.156a 9 .958

3.328 9 .950

.794 1 .373

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)



a.


Inference:


it is inferred that there is no association between health awareness classes and age.

To find whether there is any relation between shift and years of experience. Shifts * Years of Experience Crosstabulation

8 18 10 1 37

9.3 15.5 10.2 2.0 37.0

27 45 32 6 110

27.5 46.2 30.3 6.1 110.0

15 21 13 4 53

13.3 22.3 14.6 2.9 53.0

50 84 55 11 200

50.0 84.0 55.0 11.0 200.0

Count

Expected Count

Count

Expected Count

Count

Expected Count

Count

Expected Count

Highly satisf ied

Satisf ied

Av erage

Shif ts

Total

Below 5 5-10 10-15 Abov e 15

Years of Experience

Total

Hypothesis

H0: There is no association between shift and years of experience.

H1: There is an association between shift and years of experience.




63

Chi-Square Tests

2.106a 6 .910

2.172 6 .903

.000 1 .984

200

Pearson Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asy mp. Sig.

(2-sided)



a.


Inference:


it is inferred that there is no association between shift and years of experience.

Findings

The respondents were asked if they were satisfied with the provisions regarding chairman‟s

award. In this regard 21% of the respondents where highly satisfied and 64% of respondents was

satisfied of it.8% where said it as average.5% of the respondents where unsatisfied and 2%

where highly unsatisfied, about it.

The respondents were asked if they were satisfied with the provisions of the LTA schemes. In

this regard 5% of the respondents where highly satisfied and 25% of respondents was satisfied of

it.40% where said it as average.25% of the respondents where unsatisfied and 5% where highly

unsatisfied, about it.

The respondents were asked if they were satisfied with the provisions death relief fund. In this

regard 20% of the respondents where highly satisfied and 30% of respondents was satisfied of

it.40% where said it as average.5% of the respondents where unsatisfied and 5% where highly


The respondents were asked if they were satisfied with the facilities of library and reading room.

In this regard 10% of the respondents where highly satisfied and 20% of respondents were

satisfied of it.50% where said it as average.15% of the respondents where unsatisfied and 5%

where highly unsatisfied, about it.

The respondents were asked about their satisfaction level on the following in this regard they

responded as 55 of the respondents where highly satisfied and 155 of respondents were satisfied

of it.240 where said it as average.115 of the respondents where unsatisfied and 35 where highly

unsatisfied, about it

1. The respondents were asked if they were satisfied with the following medical facilities. In

this regard 5% of the respondents where highly satisfied and 25% of respondents were




64

satisfied of it.40% where said it as average.25% of the respondents where unsatisfied and

5% where highly unsatisfied, regarding ambulance room service and 10% of the

respondents where highly satisfied and 25% of respondents were satisfied of it.35%

where said it as average.20% of the respondents where unsatisfied and 10% where highly

unsatisfied, regarding the first aid appliances

2. The respondents were asked if they were satisfied with the following medical personnel.

In this regard 20% of the respondents where highly satisfied and 30% of respondents

were satisfied of it.40% where said it as average.5% of the respondents where unsatisfied

and 5% where highly unsatisfied, regarding factory medical officer and 10% of the



unsatisfied, regarding the first aid personnel

3. The respondents were asked if they were satisfied with the government‟s provision for

the provident fund scheme. In this regard 5% of the respondents where highly satisfied

and 35% of respondents was satisfied of it.25% where said it as average.30% of the

respondents where unsatisfied and 5% where highly unsatisfied, about it.

4. The respondents were asked if they were satisfied with the company‟s arrangement of PF

and other loans. In this regard 5% of the respondents where highly satisfied and 40% of

respondents was satisfied of it.27% where said it as average.25% of the respondents

where unsatisfied and 5% where highly unsatisfied, about it.

5. The respondents were asked if they were satisfied with the government‟s provision for

gratuity. In this regard 5% of the respondents where highly satisfied and 23% of



6. The respondents were asked to rate the following allowances in this regard they

responded as follows 50 of the respondents where highly satisfied and 125 of respondents

were satisfied of it.155 where said it as average.50 of the respondents where unsatisfied

and 20 where highly unsatisfied, about it.

7. The respondents were asked if they were satisfied with the following incentives. In this

regard 5% of the respondents where highly satisfied and 30% of respondents were


10% where highly unsatisfied, regarding planned bonus and 5% of the respondents where

highly satisfied and 35% of respondents were satisfied of it.30% where said it as

average.20% of the respondents where unsatisfied and 10% where highly unsatisfied,

regarding uninterrupted production bonus.

8. The respondents were asked to rate the following benefits. In this regard 5% of the






65

unsatisfied, regarding service linked benefits and 15% of the respondents where highly

satisfied and 25% of respondents were satisfied of it.20% where said it as average.30% of

the respondents where unsatisfied and 10% where highly unsatisfied, regarding

retirement benefits.

9. The respondents were asked to compare the company‟s provision of transport to one‟s

own conveyance. In this regard 5% of the respondents where highly satisfied and 30% of

respondents were satisfied of it.35% where said it as average.40% of the respondents

where unsatisfied and 10% where highly unsatisfied, regarding average cost, and 15% of

the respondents where highly satisfied and 35% of respondents were satisfied of it.25%


unsatisfied, regarding accessibility or reach.

10. The respondents were asked if they were satisfied with the subsidized rates of the

transport facilities. In this regard 10% of the respondents where highly satisfied and 25%

of respondents was satisfied of it.35% where said it as average.20% of the respondents


11. The respondents were asked if the schedule is maintained by the transport facilities. In

this regard 10% of the respondents where highly satisfied and 30% of respondents was


10% where highly unsatisfied, about it.

12. The respondents were asked if they were satisfied with the boarding points. In this regard

40% of the respondents where highly satisfied and 30% of respondents was satisfied of

it.20% where said it as average.10% of the respondents where unsatisfied and 0% where

highly unsatisfied, about it.

13. The respondents were asked about their comfort ability in the transport facility. In this

regard 30% of the respondents where highly satisfied and 30% of respondents was



14. The respondents were asked to rate the present menu in the canteen. In this regard 15% of

the respondents where highly satisfied and 25% of respondents was satisfied of it.30%



15. The respondents were asked to rate the quality of service in the canteen. In this regard




16. The respondents were asked how they find the subsidized rate of the canteen facilities. In







66

17. The respondents were asked to rate the cleanliness of the canteen. In this regard 30% of

the respondents where highly satisfied and 30% of respondents was satisfied of it.30%



18. The respondents were asked if they were happy with the time provided for having food.

In this regard 20% of the respondents where highly satisfied and 20% of respondents was



19. The respondents were asked if they were satisfied with the availability and

approachability of the welfare officer. In this regard 10% of the respondents where highly

satisfied and 20% of respondents was satisfied of it.30% where said it as average.30% of

the respondents where unsatisfied and 10% where highly unsatisfied, about it.

20. The respondents were asked if they were happy with the sports activities conducted. In




21. The respondents were asked how they find the facilities and activities at the recreation

clubs. In this regard 5% of the respondents where highly satisfied and 10% of



22. The respondents were asked to rate the activities of the MRF employee co-operative thrift

and credit society. In this regard 10% of the respondents where highly satisfied and 20%

of respondents was satisfied of it.30% where said it as average.30% of the respondents


23. The respondents were asked to rate the income generating programs held by the

company. In this regard 5% of the respondents where highly satisfied and 25% of



24. The respondents were asked how they find the provision for scholarship of employee

children. In this regard 10% of the respondents where highly satisfied and 25% of



25. The respondents were asked to rate the provision of education allowance. In this regard







67

26. The respondents were asked how they find the training programmes conducted. In this




27. The respondents were asked if they were satisfied with the travel allowance given. In this




28. The respondents were asked if they were satisfied with the activities undertaken by the

Shristi School. In this regard 20% of the respondents where highly satisfied and 25% of



Suggestion

These are the few suggestions that I feel and those which I got directly from the respondents.

After an employee has been assigned a particular job, it‟s necessary to follow up his

performance to ascertain whether he has been placed on the right job or not.

There should be effective two-way communication between the manager and the

employees. Employees should be kept informal about organizational policy and

programmes and they should be allowed to comment over these.

In order to motivate the employee the company should provide awards/rewards to the

employees for their performance. This will increase the moral of the employees.

The management should encourage group activities for the employees which will boost

up interaction between the employees.

There should be training and development programme continuously when ever possible.

There should be quality circles and participative managements.

Higher implementation of TPM/TQM.

There should be good interaction with other industries and their work force in order to

understand and compare with the method used.

Monthly employee conference may be held to discuss the problems of the previous

month and programmes of the previous month.




68

The employees should be well motivated to clarify their doubts.

Since majority of the workers are not satisfied with the work load, the Organization can

show some consideration on those aspects.

Few labors feel that though they had enough qualification and experience, there were not

provided with promotions; hence the organization can give more concentration on this

aspect which will motivate the other labors to undergo some studies in order to gain

qualifications.

The formalities for availing leave can be minimized to certain extent

The organization can give some concentration on other allowances such as

transportation and should ensure that the expenses are given in time.

CONCLUSION

The organizational study done at the manufacturing company in Arkonam Chennai has helped to

acquire a practical knowledge about the management practices. The various functions of

different departments of the organization were studied. The company has a very quick response

mechanism to track the market needs and has been very agile in launching new products to

satisfy the challenging customers‟ needs and preferences. With focus on quality, the company‟s

products continue to enjoy strong customers‟ preferences across all the tyre segments. The

company is always in the forefront of absorbing and adapting the latest in product and

manufacturing technology to maintain its leadership in the industry and this could help them to

achieve the goal of being one of the noteworthy global players in tyre industry.

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. Employee group health and associated welfare benefits are critical to attracting and

retaining a quality workforce. While most businesses understand the importance of a cost-

effective welfare benefits package, the development of a successful program is often a difficult

task. Many organizations may not have the time or resources to build a program on their own.

No nation can flourish without literacy, universal education and particularly without technical

education. Since there is always a room for improvement, new ideas, fresh knowledge and above

all the wish for a continuous research to ponder over the mysteries of nature. The present effort is

also a ring of this chain.

With the co-operation of the plant HRM, the study was completed successfully with the

application of statistical tools and sampling plans. The recommendations have been discussed

with the management and they have agreed to implement the suggestions to improve the welfare

measures in the organization.




69

Bibliography

P.Subha Rao, Essentials of Human Resource management and Industrial Relations.IIIrd Edition,

(Himalaya publication house, Mumbai, 1996).

C.R.kothari, research methodology, IInd edition (wishwa prakashan, k.k.guptha of new age

international pvt.ltd, newdelhi, 2003)

Wendell l.french, human resource management.IIIrd edition (all India publishers and

distributors, Chennai)

C.B.mamoria, Personnel management, (Himalaya publications, Mumbai, 1996)

T.N Chabbra (2004) “ Principles and Practice of Management”, Dhanpat Rai

& Co.(P) Ltd.

Koontz & Heinz (1998) “Essentials of Management”, Tata Mc Graw

Hill Publishing Company.

Venkatesh D. N, P.Jothi, human resource management, (oxford publications, 2006)

Web Resources

www.mrftyres.com

www.mrf-exports.com

www.mrf.com

http://www.domain-b.com/industry/tyres/200012_tyre_industry.html

http://www.thehindubusinessline.com

http://www.blonnet.com/iw/2002/10/13/stories/2002101300791300.htm

http://www.mindbranch.com/products/R642-0011.html

Journals

1. Annual report 2006



study on welfare measures for employees in a manufacturing company

Documents