hrd trainig research

8/14/2019 HRD trainig Research

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ACKNOWLEDGEMENT

It is with profound gratitude that express my sincere thanks to the director

DR.C SELVARAJ, Institute of Management studies, R.V.S educational Trust,

Dindigul.

I extend my heartiest gratitude to my guide Mr.K.C.JOHN

SASIKUMAR, faculty of Management studies, R.V.S. education Trust,

Dindigul, who help for completing the project successfully. I am highly thankful

to all other faculty member for their active support and direction.

I am very much grateful to Mr. NOUSHADALI, Personnel Manager

T.C.C Ltd who gave me the opportunity to work in the prestigious company .I

also wish to thankMr. ATLEE, HRD Manager of TCC Ltd for his wonderful

support and assistance to do my work.

Above all, the grate ofGod led me to complete my project

SREEJITH .S


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DECLARATION

I SREEJITH.S hereby declare that this project work entitled A STUDY ON

THE LABOUR WELFARE MEASURES PROVIDED BY T.C.C LTDis a

record of work carried out by me under the guidance of Mr.K.C JOHNSASIKUMAR, lecturer, Institute of Management studies, R.V.S Educational

Trust, Dindigul in Partial fulfillment of the requirement for the award of degree

ofMaster of Business Administration of Anna University.

I also declare that this project work has not been submitted by me fully or

partially for the award of any degree, diploma, title or recognition before.

SREEJITH S


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LIST OF TABLES

N

OTITLE Page

no:

1 Table showing the respondents awareness level on the welfare

schemes

27

2 Table showing the respondents satisfactory level on welfare

measures

29

3 Table showing the motivation level of respondents 31

4 Table showing the Opinion about the working environment of the

company

33

5 Table showing the Respondents opinion about work schedule 35

6 Table showing the Satisfactory level of respondents on grievance

handling method

37

7 Table showing the Opinion about degree of job security 39

8 Table showing the Respondents opinion regarding leisure time 41

9 Table showing the Respondents satisfactory level of canteen

facilities

43

10 Table showing the Satisfactory level of medical facilities

Table showing the Respondents opinion regarding safety measures

45

11 47


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N

OTITLE

Page

no:

12 Table showing the Table showing the respondents opinion regarding

rest room

49

13 Table showing the Satisfactory level of respondents on recreational

facilities

51

14 Table showing the Satisfactory level on vehicle allowance 53

15 Table showing the Satisfactory level of respondents on traveling

facilities

55

16 Table showing the respondents opinion regarding ESI benefits. 57

17 Table showing the respondents response regarding training programs 59

18 Table showing the satisfactory level of respondent regarding

cleanliness

61

19 Table showing the Satisfactory level of respondents regarding

drinking water

63

20 Table showing the satisfactory level of respondent regardingventilation and temperature

65


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LIST OF FIGURES

NO

TITLE Pageno:

1 Figure showing the respondents awareness level on the welfare

schemes

28


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N

OTITLE

Page

no:

2 Figures showing the respondents satisfactory level on welfare

measures

30

3 Figures showing the motivation level of respondents 32

4 Figures showing Opinion about the working environment of the

company

34

5 Figures showing Respondents opinion about work schedule 36

6 Figures showing Satisfactory level of respondents on grievance

handling method

38

7 Figures showing Opinion about degree of job security 40

8 Figures showing Respondents opinion regarding leisure time 42

9 Figures showing Respondents satisfactory level of canteen facilities 44

10 Figures showing Satisfactory level of medical facilities 46

11Figures showing Respondents opinion regarding safety measures

Figures showing the respondents opinion regarding rest room

48

12 50

13 Figures showing Satisfactory level of respondents on recreational

facilities

52

14 Satisfactory level on vehicle allowance 54


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INTRODUCTION

INTRODUCTION

The personal function is really all about motivation .It is agreed that

unless individuals are motivated to perform effectively. They may not achieve

the level of performance that is desired of them managerial people are always

falling the problems motivating their subordinates to release their potential more


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effectively and these by permit the desired goals or the organization and the

needs of employees to be achieved the purpose of motivation is to create

conditions in which people are willing to work with zeal, initiative, interest

organization are achieved effectively.

This project is a general study as labour welfare measure, in T.C.C Ltd.

This project studies in details the overall corporate structure, the environment

policy and quality policy of T.C.C .Ltd .However the fouls is given the opinion

of worker about the labour welfare

1

INDUSTRY PROFILE

INDIAN CHEMICAL INDUSTRYThe chemical industry in one of the oldest domestic industries in India ,

contributing significantly to both the industrial and economic growth of the

country since it achieved independent in 1947 the wide and diverse spectrum of


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products can be broken down into a number of categories, including inorganic

and organic chemicals , drugs and pharmaceuticals , plastics and petro chemical ,

dyes and pigments , fine and specially chemicals pesticides and agro chemical

and fertilizers.

The Indian pesticide industry has advanced significantly in recent years,

producing more than 1000 tones of pesticides annually, India is the 13 th largest

exporter of pesticides and disinfectant in the worked and in terms of volume is

the 12th largest producer of chemicals.

INDUSTRIAL POLICY

The items, which require compulsory license, are Hydro cyanic acid and its

derivatives, phosgene and its derivatives, Naphtha /gas cracker complexes

producing and its ethylene, propylene, aromatic complexes manufacturing

benzene, toluene and Xylenes having specific gravity of less than 0.94.

Policy for foreign direct investment facilities approval through automatic

route. The following categories of FDI proposal are only approved through

foreign investment promotion board .All proposals that require industrial license

includes , the items requiring an industrial license under IDR Act 1951 , all items

which require industrial license in terms if location policy notified by

government under the new industrial policy.

2

All proposals related to acquisitions of shares in existing Indian company

in favour of a foreign /NIR /OCB investor .All proposals failing outside sectoral

policy /caps or under sectors in which FDi is not permitted and /or whenever and

investor is chooses to make an application to the FIPB a not to avail of the

automatic route.

CHEMICAL INDUSTRY IN INDIA AT PRESENT


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Indias present share in global trade is 0.6% ie USD45 billion. Chemical

and pharmaceutical industry is the most important foreign exchange earner with

major value additions through out the value chain .The value chain is added

using knowledge, energy and capital.

CURRENT STATUS

Chemical industry is an important constituent of the economy having

approximate US$28 billion dollars turn over which is approx 7% of

Indias GDP.

In terms of volume, it is 12th largest in the world and 3rd largest in Asia.

Within India it constitutes about 15% of manufacturing capacity and

20% of the exercise revenue to the Government of India.

The chemical industry has weigh of about 13% in the index of industrial

production.

The global chemical industry is valued at about US $ 1.7 trillion of which

Indians chemical sector accounts for just 2%

3

COMPANY PROFILE

ORIGIN AND ESTABLISHMENT OF THE COMPANY

Seshasayee Brothers establish the Travancore Cochin Chemicals in

1952 and commercial production was started in 1954 with a capacity of 20TDP

Caustic Soda. This was the first unit to produce Rayon Grade Caustic Soda .The


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present capacity is 125 TDP and annual capacity is 41250MT.The Company has

been a forefront of adopting latest technologies and innovations in the

industry .Accordingly with the expansion the technology was updated to

optimize energy consumption of raw material and utilizes better management of

effluents.

LOCATION

The Travancore Cochin Chemicals is a Kerala State Government Public

Sector undertaking, which is situated in Udyogamandal in Cochin Industrial Area

in Ernakulam District .The factory and its registered office located 21km from

Cochin International Airport 16km from Ernakulam railway station.

GENERAL INFORMATION

INCORPORATION: Year 1951 (Under Indian Companies Act 1913)

OWNERSHIP: TCC IS A JOINT Stock company

TYPE OF CAPITAL: Equity Shares

Mission of the company

We are committed to enhance customer satisfaction by providing product &

related service complying with a continuously improving quality management

system.

4

CORPORATE OBJECTIVE OF TCC

The company states the following as its objectives:-

To produce and market chemicals such as Caustic Soda, Liquid Chlorine

and Hydrochloric acid economically and in an eco friendly manner.


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To maintain an optimum level of efficiency and productivity so as to

secure optimum returns on investment.

To maximize profits from projects taken up from Caustic Soda.

To continuously upgrade the quality of human resources of the company

statutory pollution standards.

To ensure corporate growth by expansion and diversification.

Concerned about the protection of environment.

The need for public sector unit to work efficiently and profitably.

Believes in healthy industrial relations and human treatment to itsemployees.

Maintain higher ethical standards with its suppliers and encourages

whenever possible, small scale and ancillary industries.

Appreciates the importance of credibility of the financial institutions, the

company strives to meet its obligations, to these institutions regarding

installments, interest payments.

5

DEPARTMENT PROFILE

PERSONNEL DEPARTMENT

DEPARTMENT CHART


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Functions of Personnel Department

Recruitment Through professional and executive employment

exchanges and PSC.

Manpower planning Ascertaining the number of vacancies.

Welfare functions Including statutory and non statutory welfare

measures.

Grievance Handling As per the provisions of Industrial Disputes act and

as per factories Act.

Discipline.

Industrial Relations.

Public Relations.

Job description.

6

Training

Staffing

Performance Appraisal

Personnelmanger

DeputyManager

(Personnelwelfare)

MedicalOfficer

H.R.DManager

Securityofficer

Cateringoficer


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Wage and salary administration

Administration.

Performance Appraisal System

The performance appraisal system is being done on time of promotion and

increment. For this there is a form passed through the department head to the

Personnel Manager. This is done by Simple Rating Method done by immediate

supervisor. No promotion and increment are given for leave takers. The job

change is as the desertion of the management.

Wage Administration

It is actually done by accounts department and the overall control is by the

Personnel Manager. Salary is computed by taking into account Salary and other

Salary benefits, which is as given below:

Basic pay+DA+FDA+HRA+CCA

Employee Benefits

Overtime allowances

Wages covered under the Factories Act will be given, over time wages

accounting to the provisions continued in the Factories Act and the rules framed

there after. The overtime wages to administrative staff will be at one-half times

of effective wages i.e Basic+DA

7

Shift Allowances

Shift allowance given those who are working in shift system.


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Shift Allowance

8-4 Shift Rs.8/shift

4-12 shift Rs.8 shift

12-8 shift Rs.12/shift

Educational Allowance

Up to 15 years service Rs.80/month. More than 15 years service Rs.100/months

is given.

Leave

The number of leave/holding in a calendar year is as follows:

Privilege leave 30 days

Casual leave 15 days

Sick leave 15 days (for workmen not covered by ESI scheme)

Paid Holidays - 13 Days (Including 4 compulsory holidays)

Holidays

The workers are paid Bata according to shift duty. The Bata rates for outside

duty at Eloor and for workmen deputed for duty in TCC Colony. For the workers

at water treatment plant attending duty for 4 hours or more in shift payment is as

follows:

8-4 shift or 4-12 shift-Rs.23

12-8 shift Rs.10

8

Bonus

1. Production bonus Paid on the basic of production

2. Attendance bonus Paid to all permanent workmen on payroll month

basis along with wages for each month.

In case a workman covered with ESI meets with an accident on time of

duty and proceeds on accident leave, he will be paid under:


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PERIOD BENEFITS

1-15 Days Difference between his effective wages

and disablement benefit revived from

ESI corporation.

16-30 Days 75% of difference as stated above for

entire period.

Above 30 70% of difference as stated above for

entire period.

ATTENDANCE BONUS

If attended to normal duty for a minimum period of 24 days - 2 days

wages extra in a payroll month.

If attended to normal duty for a period of 22/23 days - 1 days

wages extra.

If attended to normal duty for a period of 20/21 days - 1 day

wage extra

9

Uniform

Cloth for stitching uniforms will be issued every year.

Washing Allowance

Workmen who are given uniforms will paid Rs.50/month

Foot wearsAll permanent workmen will be provided with a pair of safety shoes every year.

All female workers are given a foot ear allowance of Rs50/month.

Welfare activities


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1. Statutory This includes canteen, crche, drinking water, storing and

sitting, bathroom, rest shed, gratuity, ambulance, dispensary, medical

allowance and bonus.

2. Non-Statutory This includes recreation club, Transport subsidy,

nursery school, and leave for part time course, library, living quarters,

and accident benefits.

Various Incentive Schemes

Interest subsidy.

Higher education loan-Maximum limit Rs. 5000/year

Scooter allowance 112.5/month

Bus subsidy 75% of actual fare

Tool allowance Rs 75/month

Special allowance

Conveyance allowance

Acting allowance

Privilege allowance-It can be accumulated to 300 days and sick leave

to 120 days.

House rent allowance At the rate of basic pay

10

INTRODUCTION TO THE TOPIC

Organizations exist for people .They are made of people and by the people

and then effectiveness depends on the behavior and performance of the people

constituting them

There was a time when people were considered a liability, Now, they are

mostly considered as a resource and an asset .The transformation in the attitude

and outlook towards people in organizations, variously called employees, human


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resources etc. has been made possible by the evolution in the field of personnel

management the function with responsibility for managing human resources in

any organization

Pay and benefits constitute an important element in human resource

management .A number of considerations like theoretical, public policy and legal

frame work company objectives, labour market situation, pressure from unions

and competition etc. Impinge upon policies and programs concerning pay and

benefit programs .Historically ,employees benefits and welfare began on the

voluntary note at employers instance .Today in voluntarism has set in its place

,with many benefits becoming entitlements either because of legislation or wage

settlements , competitive pressures and the need to attract and retain the right

people .Originations are searching for means to find innovative approaches

which give the desired flexibility and provide a measure of harmonization that

contributes to positive attitudes and better performance .This induces many firms

to take up voluntarily as series of welfare programs considered beneficial to both

the management and employees .

Welfare refers to labour welfare .The report of the committee on labour

Welfare set up by the Government of India in 1969 refers to welfare as a broad

concept , condition of well being .It speaks of measures which promote , the

11

physical, psychological and general well being of the working population

.Welfare converts the families f workers, especially in India, where because of

strong family ties, workers well being encompasses that of their families .In India

welfare is of the statutory and the non statutory kinds .At present the chief

agencies of labour welfare are central government state government, Employers

or their organizations, workers organizations and statutory welfare funds.


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Welfare can be observed, experienced and enjoyed, but effectiveness may

be more different to measure .it is a corporate attitude or commitment reflected in

the expressed care for employees at all levels. Welfare is not easily implemented

because it requires the co operations of all the major parties involved with the

entire management employees, trade unions, shareholders and government.

The general corporate objectives for offering welfare programs to

employees are discharges their social responsibility, raise the employees morale

effective use of the work before reduce labour turnover the absenteeism etc.

Unions would like to secure several benefits to maintain their image from the

viewpoint of workers welfare must eliminate risk and insecurity (It should

provide good working conditions and maintain good relations inside the

environment .The specific objectives of each welfare scheme are related to the

nature of each benefit the employees need Overall the reasons for instituting and

expanding the list if employee welfare program are several , Paternalistic or

humanistic considerations , statutory requirements concern for security , hazards

of industrial life , tax considerations , utilization of leisure time and completive

consideration are some of them.

Many of the organizations in India as well as outside provide statutory and

non statutory welfare activities but they are at varying degrees .Non statutory

measures are move difficult to budget than salary .They often turn out to be more

12

expensive than visualized because the management have to consider the

cost involved , the benefit of implementation, motivational effect of such

activities elicit are the most difficult to predict .hence administration of welfare

programs should be separate , adequate and acceptable .Organizations becomes

extremely critical of this activity and hence a study on this aspect should be

given due importance .


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MORE ABOUT EMPLOYEE WELFARE

In The Practice of Management Peter F. Drucker rightly observes.

The resources capable of enlargement are only human resources. That is why

most organization aver, People are our most important asset. The hope for a rise

in the productive capacities of industrial units can rightly be pinned on the man-

power.

At work employees expect to enjoy the basic rights and it is within this

frame work that welfare has a place in the management of human resources.

These rights fall in to three categories:

The right to enjoy health and safely-to be free the risk of injury to

body and mind and to be granted basic facilities in health and safety.

The right to enjoy information and communication-to communicate

freely with the other employees on matters of interest; to be given

information concerning major factors affecting individual work.

The right to be managed fairly-not to be treated arbitrarily and to be

able to participate.

Welfare is a broad concept referring to a state of living of an individual

or a group in a desirable relationship with the total environment economic,

ecological and social. Labour welfare includes both the social and economic

13

contents of welfare. Labour welfare is a part of social welfare

conceptually and operationally. It covers a broad field and connotes a state of

well-being. happiness, satisfaction, conservation and development of humanresources.The Encyclopedia of Social Sciences defines Labour welfare as the

voluntary efforts of the employers to establish, within the existing industrial

system, working and sometimes living and cultural conditions of the employees


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beyond what is required by law, the customs of the industry and the conditions of

the market.

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

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

activities are undertaken.

The Report of the Committee on Labour Welfare, Government of India,

(1969) includes under it,..such services, facilities and amenities as adequate

canteens, rest and recreation facilities, sanitary and medical facilities,

arrangement for travel to and from work and for the accommodation of workers

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

facilities including social security measures as contribute to improve the

conditions under which workers are employed.

CONCEPT:

Labour welfare may be viewed as a total concept, as a social concept and

as a relative concept. The total concept is a desirable state of existence involving

the physical, mental, moral and emotional well-being. these four elements

together constitute the structure of welfare, on which its totality is based. The

social concept of welfare implied the welfare of man, his family and his

community. All these three aspects are inter-related and work together in a three

dimensional approach. The relative concept of welfare implies that welfare is

relative in time and place. 14

WHY WELFARE?

The aim of object of welfare activities is partly humanitarian to enable

workers to enjoy a fuller and richer life-and partly economic-to improve the

efficiency of the workers-and also partly civic-to develop a month them a sense

of responsibility and dignity and thus make them worthy citizens of the nation.


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Another object of labour welfare is to fulfill the future needs and aspirations of

labour. Mainly,

Labour welfare services help to build up a stable labour force, to reduce

labour turn over and absenteeism.

Labour welfare activities can provide personal safety to workers and also

create congenial atmosphere to work better.

Welfare has been conceived by management as an incentive and good

investment to secure, preserve and develop greater efficiency and output

from workers.

Welfare benefits can increase employee morale and loyalty to

management.

It can attract, retain and motivate competent personnel.

Welfare helps to build a positive image between labour and management.

It can maintain goodwill between management and public.

Recently, it is used as an instrument by certain employees to save

themselves from heavy taxes on surplus.

Good welfare schemes help to compete in the labour market.

Overall organizational effectiveness can be ensured through welfare

programs.

15

The reasons for instituting and expanding the list of welfare programs are

several. Paternalistic or humanistic considerations, statutory requirements,

concern for security, hazards of industrial life, tax considerations,


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utilization of leisure time, and competitive considerations are some of

them.

REGULATORY ENVIRONMENT:

Employers in India are statutorily required to comply with the provisions

of various welfare amenities under different labour legislations. The earliest

legislative approach would be traced back to the passing of the Apprentice Act of

1850. this Act was enacted with the objective of helping poor and orphaned

children to learn various trade and crafts. After Indian independence, several

Acts was passed with the aim of providing labour welfare. The Factories Act,

1948, the Industrial Disputes Act, 1947, Plantations Labour Act, 1951, Mines

Act, 1952, Motor Transport Workers Act, 1951, Contract Labour (Regulation

and Abolition) Act, 1970, Employees State Insurance Act, 1948 and Workmens

Compensation Act, 1923 were passed to ensure a fair deal to employees in

various aspects of their jobs.

The chief agencies of labour welfare in India are:

Central Government

State Government

Employees or their Organization

Workers Organization

Statutory Welfare Funds

16

The International Labour Organization did much to improve working and

living conditions of labour throughout the world. It has greatly influenced labour


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legislation labour welfare, trade unionism and industrial relations of our country

through international labour conventions.

Apart from all these regulatory bodies, the employers or the organizations

have certain responsibilities and obligations towards their employees. All these

have contributed towards the promotion of labour welfare in Indian industry.

CLASSIFICATION:

The Committee of Experts on Welfare Facilities for industrial workers

constituted by the ILO in 1963 has divided the welfare services in to two classes:

Welfare amenities within the precincts of the establishment-Intramurals:

Latrines and Urinals, Washing and Bathing facilities, Creches, rest shelters and

canteens, arrangements for drinking water, arrangements for prevention of

fatigue health services including occupational safety, administrative

arrangements within plant to look after welfare, uniforms and protective clothing

and shift allowance.

Welfare amenities outside the establishment-Extramural: Maternity

benefit, social insurance measures including sports, cultural activities, liberty and

reading room, holiday homes and leave travel facilities, workers co-operative

including consumer co-operative stores, fair price shops and co-operative thrift

and credit societies, vocational training for departments of workers, other

programs for the welfare can also be broadly divided into two categories:-

Statutory welfare activities and Non-statutory or Voluntary Welfare activities.

17

Statutory welfare consists of those provision of welfare work which

depend for their implementation on the coercive power of the


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government. The government enacts certain rules of labour welfare to

enforce the minimum standards of health and safety of workers.

Non-Statutory Welfare or Voluntary Welfare activities include all those

activities which employers voluntarily undertake for the welfare and

betterment of their workers.

Thus labour welfare is very comprehensive and embraces a multitude of

activities of employers, state, trade unions and other agencies to help

workers and their families in the context of their industrial life.

PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION:

Any welfare program needs to be successfully implemented. The welfare

schemes introduced should be specific, adequate and acceptable to the

employees. Welfare programs are not easily implemented because it requires the

co-operation of all the major parties involved with the enterprise: management,

employees, trade implementation of any welfare program are:

The labour welfare activities should pervade the entire hierarchy of an

organization. Management should be welfare-oriented at every level.

The employer should not bargain labour welfare as a substitute for wages

or monetary incentives.

There should be proper co-ordination, harmony and integration of all

labors welfare activities in an undertaking.

The labour welfare work of an organization must be administratively

viable and essentially development oriented.18


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The management should ensure co-operation and active participation of

unions and workers in formulating and implementing labour welfare

programs.

There should be periodical assessment or evaluation of welfare measures

and necessary timely improvements on the basis of feed back.

Above all, the implementation of various welfare programs should be

properly communicated to all employees.

NECESSITY:

The need for social and industrial welfare in India in all sectors is clearly

enunciated in the Articles 38,39,41,42,43 of the Indian Constitution. The

necessity of labour welfare is felt all the more in our country because of its

developing economy aimed at rapid economic and social development. The high

rate of labour absenteeism in Indian industries in indicative of the lack of

commitment on the part of the workers. Provision of welfare amenities enable

the workers to live a richer and more satisfactory life and contributes to the

productively of labour efficiency of the enterprise and helps in maintaining

industrial peace. Employee welfare schemes has come to stay as an accepted

feature of employment conditions and is bound to made rapid progress in the

years to come, especially when the Indian republic is wedded to the ideal of a

welfare state with socialistic objectives.

19


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EXISTING SYSTEM OF EMPLOYEE WELFARE AT T.C.C. LTD.

T.C.C provides all the statutory welfare activities to all the employees as

prescribed by the legislations. In addition to it there are various other voluntary

welfare schemes also provided by the management.

The existing system of employees welfare includes

Heavily subsidized canteen facility to all employees.

Occupational health centre

Medical checkup to all employees once in an year

Company provide 24 hours ambulance service

Personal accident insurance scheme are provided to all employees

A group insurance scheme are provided to all the employees

Company maintain individual medical record for all the employees

Emergency medicines is available in the health centre

Breathing apparatus is available in the company to be used during

emergency situation.

Vehicle allowance is given to all employees

Safety gadgets are given to all plant employees

A well functioned recreation club

Vitamin tablets are given to employees from the health center as per the

prescription given by the medical officer.


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21

OBJECTIVES

OBJECTIVES OF THE STUDY

To analyze the various welfare measures adopted by the management.

To find out the awareness of welfare schemes.

To find out the level of satisfaction of employees working in T.C.C

Ltd.

To garnage employee perception of the scheme.

To collect suggestion, if any, from the employees for the betterment of

the scheme.


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22

SCOPE OF THE STUDY

The present study is a critical analysis of the effectiveness of the employee

welfare programme and thus serves as an effective feedback to the

management .It also serves as an opening for the workers to come out with their

perception about the scheme and the satisfactions level.


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23

LIMITATIONS

Due to busy work schedule of the employees of T.C.C Ltd., all the

employees were not included for the study.

Though comparisons with other similar organizations are possible,

the study was limited to T.C.C Ltd.

The survey is purely based on the opinion of the employees, which

may be biased.


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RESEARCH METHODOLOGY

Research Methodology is a science of studying how research is done

systematically solve the research problem.

Sample Technique

Simple Random sampling is the sampling technique used for data

collections. For this study sample has been drawn by using lottery method. The

unrestricted simple random sample is the simplest form of probability sampling.

The selected respondents constitute sample and the selection process is called

sampling technique. A survey so conducted is known as sample survey

Sample size

A sample is composed and some fraction or part of the total number of elements

in a defined population

Data were collected from 50 customers

Method of Data Collection

In case of data collection the two datas are

1. Primary Data

2. Secondary Data

In case of descriptive type surveys are conducted together the primary data.

Primary data is obtained either through questionnaire or interview methodFor this study the primary data collection is made through questionnaire

and interview schedule method. A structured questionnaire was prepared and

distributed to respondents


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Secondary data are collected from the books, websites, journals and

reports.

25

Analytical tools used

Data collected were processed and analyzed with the help of statistical tools such

as percentage analysis, ranking method and chi square test

Percentage Analysis

The percentage analysis is calculated as follows

Number of respondents X 100

Total No of respondents


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26

Chapter III

Analysis and Interpretation


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TABLE 3.1

STATEMENT SHOWING THE RESPONDENTS AWARENESS LEVEL

ON THE WELFARE SCHEMES

Awareness Level No of respondent Percentage

Highly aware

Aware

Some what aware

Not aware

Highly Unaware

45

5

0

0

0

90

10

0

0

0

Total 50 100

Interpretation

From the table it is inferred that 90% of respondents are highly aware of

the welfare facilities and 10% of the employees are just aware of welfare

facilities.


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27

FIG 3.1

FIG SHOWING THE RESPONDENTS AWARENESS LEVEL ON THE

WELFARE SCHEMES

0

10

20

30

40

50

60

70

80

90

HighlyAware

Aware SomewhatAware

Not Aware HighlyUnaware


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28

TABLE 3.2

TABLE SHOWING THE RESPONDENTS SATISFACTORY LEVEL

ON WELFARE MEASURES

Satisfactory Level No of respondent Percentage

Highly satisfied 10 20

Satisfied 35 70Neutral 0 0

Not satisfied 5 10

Highly dissatisfied 0 0

Total 50 100

Interpretation

From the table it is inferred that 20 % of the employees are highly satisfied

and 70% of the employees are satisfied with welfare measures.10% of the

employees are not satisfied with welfare measures.


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29

FIG 3.2

RESPONDENTS SATISFACTORY LEVEL ON WELFARE

MEASURES

0

10

20

30

40

50

60

70

Highly

Satisfied

Satisfied Neutral Not satisfied Highly

dissatisfied


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30

TABLE 3.3

TABLE SHOWING THE MOTIVATION LEVEL OF RESPONDENTS

Motivation level No of respondent Percentage

Highly motivate 13 26Motivate 31 62

Neutral 0 0

Not motivate 6 12

Highly de motivate 0 0

Total 50 100

Interpretation

From the table it is inferred that26% of respondents are highly motivated by

the current performance related benefit and welfare schemes and 62% of the

respondents are motivated by the current performance related benefits and

welfare schemes.12% of respondents are not motivated by the current

performance related benefits and welfare schemes.

31

FIG 3.3


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MOTIVATION LEVEL OF RESPONDENTS

0

10

20

30

40

50

60

70

Highly

Motivate

Motivate Neutral Not motivate Highly

demotivate

32

TABLE 3.4


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OPINION ABOUT THE WORKING ENVIRONMENT OF THE

COMPANY

Degree No of respondent Percentage

Excellent 8 16

Good 28 56

Moderate 14 28

Poor 0 0

Very poor 0 0

Total 50 100

Interpretation

16 % of the employees feel working environment of the company as excellent

and 56% feel it as good, where as 28%feel it as moderate.

33

FIG 3.4

WORKING ENVIRONMENT OF THE COMPANY


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0

10

20

30

40

50

60

Excellent Good Moderate poor Very poor

34

TABLE 3.5

RESPONDENTS OPINION ABOUT WORK SCHEDULE


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Degree No of respondent Percentage

Excellent 7 14

Good 26 52

Moderate 17 34Poor 0 0

Very poor 0 0

Total 50 100

Interpretation

From the above table it is inferred that 52% of employees are in the opinion that

work schedule is good, 14% of employees feel it as excellent.34% of the

employees says work schedule is moderate.

35

FIG 3.5

FIG SHOWING RESPONDENTS OPINION ABOUT WORK

SCHEDULE.


46/92

0

10

20

30

40

50

60

Excellent Good Moderate poor Very poor

36

TABLE 3.6

SATISFACTORY LEVEL OF RESPONDENTS ON GRIEVANCEHANDLING METHOD

Satisfactory level No of respondent Percentage


47/92


48/92

0

5

10

15

20

25

30

35

40

45

50

Highly

Satisfied


dissatisfied

38

TABLE 3.7

OPINION ABOUT DEGREE OF JOB SECURITY

No of respondents Percentage

Highly Agree 10 20


49/92

Agree 28 56

Some what agree 2 4

Disagree 10 20

Highly disagree 0 0Total 50 100

Interpretation

About 56% of the respondents agreed in their opinion. While 20% highly agree.

Another 20% of the respondents disagreed in their opinion about degree of job

security.

39

FIG. 3.7

FIGURE SHOWING THE JOB SECURITY IN THE ORGANIZATION


50/92

0

10

20

30

40

50

60

Highly Agree Agree Some

Whatagree

Disagree Highly

disagree

40

TABLE 3.8

RESPONDENTS OPINION REGARDING LEISURE TIME


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Satisfactory level No of respondents percentage


Satisfied 10 20Neutral 9 18

Not satisfied 0 0


Total 50 100

Interpretation

From the above table it is inferred that about 62% of the employees are highly

satisfied and about 20 % of the employees are satisfied on leisure time method.

18 % of the employees are neutral on leisure time

41

FIG 3.8

RESPONDENTS OPINION REGARDING LEISURE TIME


52/92

0

10

20

30

40

50

60

70

Highly

Satisfied


dissatisfied

42

TABLE 3.9

RESPONDENTS SATISFACTORY LEVEL OF CANTEEN FACILITIES


53/92


54/92

32

0

10

20

30

40

50

60

70

Highly

Satisfied


dissatisfied

44

TABLE 3.10

SATISFACTORY LEVEL OF MEDICAL FACILITIES


55/92


Highly Satisfied 24 48

Satisfied 26 52

Neutral 0 0Not satisfied 0 0


Interpretation


satisfied with medical facilities and about 52 % of the employees are satisfied

with medical facilities.

45

FIG 3.10

SATISFACTORY LEVEL OF MEDICAL FACILITIES


56/92

0

10

20

30

40

50

60

Highly

Satisfied


dissatisfied

46

TABLE 3.11

RESPONDENTS OPINION REGARDING SAFETY MEASURES


57/92


58/92

0

10

20

30

40

50

60

Highly

Satisfied


dissatisfied

48

TABLE 3.12

TABLE SHOWING THE RESPONDENTS OPINION REGARDING REST

ROOM FACILITIES


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Satisfactory level No of respondent PercentageHighly satisfied 6 12

Satisfied 24 48

Neutral 0 0

Not satisfied 6 12


Total 50 100

Interpretation


satisfied with rest room facilities and about 48 % of the employees are satisfied

with rest room facilities.28% of the employees are highly dissatisfied with rest

room facilities.

49

FIG. 3.12

FIG SHOWING THE RESPONDENTS OPINION REGARDING REST

ROOM


60/92

0

5

10

15

20

25

30

35

40

45

50

Highly

Satisfied


dissatisfied

50

TABLE 3.13

SATISFACTORY LEVEL OF RESPONDENTS ON RECREATIONALFACILITIES



61/92


Satisfied 22 44

Neutral 3 6

Not satisfied 14 28Highly dissatisfied 3 6

Total 50 100

Interpretation


satisfied with recreational facilities, about 44% of the employees are satisfied

with recreational facilities, about 28% are not satisfied.6% of the employees are

highly dissatisfied with recreational facilities.

51

FIG 3.13

SATISFACTORY LEVEL ON RECREATIONAL

FACILITIES


62/92

0

5

10

15

20

25

30

35

40

45

Highly

Satisfied


dissatisfied

52

TABLE 3.14

SATISFACTORY LEVEL ON VEHICLE ALLOWANCE



Satisfied 26 52

Neutral 6 12

Not satisfied 7 14


63/92


Total 50 100

Interpretation


satisfied with vehicle allowance and about 52 % of the employees are satisfied

with vehicle allowance and 14% of the employees are highly dissatisfied with

vehicle allowance.

53

FIG 3.14

SATISFACTORY LEVEL OF RESPONDENT ON VEHICLEALLOWANCE


64/92


65/92



Satisfied 27 54



Total 50 100

Interpretation

From the table it is inferred that 54% of respondent are satisfied with the

traveling facilities, 10% of respondents are not satisfied with the traveling

facilities and 18% are highly dissatisfied with traveling facility.

55

FIG 3.15

SATISFACTORY LEVEL OF RESPONDENTS ON TRAVELING

FACILITIES.


66/92

0

10

20

30

40

50

60

Highly

Satisfied


dissatisfied

56

TABLE 3.16

TABLE SHOWING THE RESPONDENTS OPINION REGARDING ESIBENEFITS.



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Satisfied 32 64

Neutral 6 12

Not satisfied 6 12Highly dissatisfied

Total 50 100

Interpretation

From the above table it is inferred that 64% of respondents are satisfied with ESI

benefit. About 12% of the respondents are highly satisfied with ESI benefit

and12% of the respondents are not satisfied with ESI benefit

57

FIG 3.16

FIG SHOWING THE SATISFACTORY LEVEL ON ESI

BENEFIT


68/92

0

10

20

30

40

50

60

70

Highly

Satisfied


dissatisfied

58

TABLE 3.17

STATEMENT SHOWING THE RESPONDENTS RESPONSEREGARDING TRAINING PROGRAMS



69/92


70/92

0

5

10

15

20

25

30

35

40

45

50

Highly

Satisfied


dissatisfied

60

TABLE 3.18

TABLE SHOWING THE SATISFACTORY LEVEL OF RESPONDENT

REGARDING CLEANLINESS


71/92



Satisfied 29 58



Total 50 100

Interpretation

From the above table it is inferred that about 58% of the employees are satisfied

with cleanliness and about 12 % of the employees are not satisfied with

cleanliness and 22% of the employees are highly dissatisfied with cleanliness.

61

FIG 3.18

SATISFACTORY LEVEL OF RESPONDENTS REGARDING

CLEANLINESS


72/92

0

10

20

30

40

50

60

Highly

Satisfied


dissatisfied

62

TABLE 3.19

SATISFACTORY LEVEL OF RESPONDENTS REGARDING

DRINKING WATER


73/92



Satisfied 31 62

Neutral 0 0

Not satisfied 6 12


Total 50 100

Interpretation


satisfied with drinking water facilities, about 62 % of the employees are satisfied

with drinking water facilities and 12 % of the employees are not satisfied with

drinking water facilities.

63

FIG 3.19

FIG SHOWING THE SATISFACTORY LEVEL OF RESPONDENT

REGARDING DRINKING WATER


74/92

0

10

20

30

40

50

60

70

Highly

Satisfied


dissatisfied

64

TABLE 3.20

TABLE SHOWING THE SATISFACTORY LEVEL OF RESPONDENTREGARDING VENTILATION AND TEMPERATURE



75/92


Satisfied 18 36

Neutral 0 0

Not satisfied 13 26Highly dissatisfied 12 24

Total 50 100

Interpretation


satisfied with ventilation and temp, about 36 % of the employees are satisfied

with ventilation and temp and 26 % of the employees are not satisfied with

ventilation and temp. About 24% of the employees are highly dissatisfied with

ventilation and temp.

65

FIG 3.20

FIG SHOWING THE SATISFACTORY LEVEL OF RESPONDENT

REGARDING VENTILATION AND TEMPERATURE


76/92

0

5

10

15

20

25

30

35

40

Highly

Satisfied


dissatisfied

66


77/92

CHAPTER 4

FINDINGS AND SUGGESTION

FINDINGS

The preliminary and the secondary data obtained were systematically and

scientifically analyzed to arrive at certain conclusion.

From the questionnaire analysis, the suggestion and opinion of the

employees at T.C.C. Ltd are as follows

1. From the employee response, it is derived that there is a very good

awareness cultivates among the employees, about the benefit and welfare


78/92

schemes at T.C.C. Ltd i.e. 90% of the respondents are highly aware on

welfare measures.

2. 70% employees are satisfied with the welfare measures.

3. 62% of the employees agree that the performance relates benefit and

welfare schemes motivate them to perform better.

4. It is found that the working environment of the company is good.

5. 52% of employees agree that work schedule is good.

6. 48% of respondents are satisfied with grievance handling method.

7. The employees strongly feel secured in their job.

8. 62% of respondents are satisfied with leisure time.

9. 68% of respondents are satisfied with canteen facilities.

10. 52% of respondents are satisfied with medical facilities

11. 60% of respondents are satisfied with safety measures.

12. 28% of respondents are highly dissatisfied with rest room facilities.

13. 28% of respondents are highly dissatisfied with recreational facilities.

14. 60% of respondents are satisfied with vehicle allowances.

15. 60% of respondents are satisfied with traveling facilities.

67

16. 60% of respondents are satisfied with ESI benefits.

17. 24% of respondents are not satisfied with training programs.

18. 22% of respondents are highly dissatisfied with cleanliness.

19. 62% of respondents are satisfied with drinking water facilities.

20. 24% of respondents are highly dissatisfied ventilation and temperature.

A very effective communication system is found within the T.C.C.Ltd.

Especially regarding the welfare schemes. Notices and circulars play a


79/92

leading role in making the employees aware of availing the welfare

schemes.

68

SUGGESTION

T.C.C Ltd. Provide all the statutory welfare activities to all the employees. Inaddition to it; various voluntary welfare schemes are also ensure for the

betterment of the working group. It has been inferred that the existing benefit and

welfare system is highly effective among the employees. This system enables the

workers to enjoy better working condition within the premises of the firm and


80/92

also to lead a fuller and richer life. Through this program the management as

well as the employees were able to meet their needs and fulfill their aspirations

through ways like

Personal safety of the workers

Creation of congenial atmosphere to work better

Increase employee morale and commitment

Ensure loyalty to the management

Motivation of employees to perform better and improve their efficiency

Build upon a stable labour force to reduce labour turnover and

absenteeism

69

T.C.C Ltd has been found successful in the benefits and welfare programmes for

the employees. Almost all the employees are satisfied as is evident from the

personnel observation; interview. They feel that the various schemes are of high

value and immense benefits.

The scope for expansion can be traced to the following areas:


81/92

Leave travel facilities for all employees

More restroom for women employees

Provision for cooled drinking water facilities at appropriate places.

Safety gadgets may be made compulsory during working hours.

70


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CHAPTER 5

CONCLUSION

CONCLUSION


83/92

Employees are the main assets for an organization and they play a vital role in

the development. An employee will perform better when they find they are well

satisfied with there work. According to the datas I collected for my project

studies in T.C.C Ltd have been doing reasonably well in satisfying the needs of

employees. Employees were satisfied but a few suggestions for improvement

were also put forward. It would be concluded that employee welfare measures

has great impact on productivity, which results in the success of the organization.

71


84/92

REFERENCE

Kothari C.R., Research Methodology, Wishwa Praksham, Second

Edition: New Delhi, 2001.

S.C SRIVASTAVA., Indiatrial Relations and Labour Laws.

P.C. Tripathi and Pattanayak, Human Resource Management.

Afarwal, Labour& Industrial Laws.

WEBSITE REFERENCE

www.tcckerala.com

ANNEXURE QUESTIONNAIRE

Personal Data (Tick whichever is appropriate)

Name :

Department :

Designation :

Age : 18-30 31-40


85/92

41-50 Above 50

Sex : Male Female

Education : Below SSLC SSLC

Pre-Degree Graduate

PG

Marital status : Married Single

No of years of experience : 1-10 11-20

21-30 Above30

1. Are you aware about the welfare facilities provided by TCC Ltd?

Highly Aware Aware Somewhat Aware

Not Aware Highly Unaware

2. Are you satisfied with the welfare measures provided by the company?

Highly satisfied Satisfied Neutral


86/92

Partly satisfied Not satisfied

3. The current performance related benefits and welfare schemes motivate

me to perform better?

Highly motivate Motivate Neutral

Not motivate Highly Demotivate.

4. Working environment provided by the company is.

Excellent Good Moderate

Poor Very poor

5. Are you satisfied with grievance handling mechanism adopted inthe company ?


Not satisfied Highly dissatisfied

6. Job security in the organization is satisfactory:

Highly Agree Agree Some what agree

Disagree Highly Disagree

7. Give your opinion regarding work schedule?

Excellent Good Moderate

Poor Very poor

8. Are you satisfied with leisure time?



87/92


9. Are you satisfied with canteen facility?



10.Are you satisfied with medical facility?



11.Are you satisfied with safety measures provided by the company?



12.Are you satisfied with rest room facilities?



13.Are you satisfied with recreational facilities ?



14.Are you satisfied with vehicle allowances?



88/92

Not satisfied highly dissatisfied

15.Are you satisfied with traveling facilities?



16.Are you satisfied with ESI benefit?



17.Are you satisfied with training programmes?



18.Are you satisfied with cleanliness?



19.Are you satisfied with drinking water facilities?



20.Are you satisfied with ventilation and temperature?




89/92


90/92


91/92

INTRODUCTION TO THE TOPIC

OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

LIMITATIONS OF STUDY

CHAPTER -2

RESEARCH METHODOLOGY

CHAPTER -3

ANALYSES AND INTREPRETATION

CHAPTER -4

FINDINGS AND SUGGETIONS

CHAPTER -5CONCLUSION

A STUDY ON LABOUR WELFARE MEASURES PROVIDED

BY THE TRAVANCORE - COCHIN CHEMICALS LTD

AT

COCHIN, KERALA


92/92

By

SREEJITH.S

Reg. No. 91305631046

Under the Guidance of

Mr.K.C.JOHN SASIKUMAR

PROJECT REPORT

Submitted to

FACULTY OF MECHANICAL ENGINEERING

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD

OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

INSTITUTE OF MANAGEMENT STUDIES

R.V.S. COLLEGE OF ENGINEERING & TECHNOLOGY

DINDIGUL, TAMILNADU

ANNA UNIVERSITYCHENNAIMAY 2007

hrd trainig research

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