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EMPLOYEE WELFARE

A STUDY ON
“EMPLOYEE WELFARE”
IN
GALLA FOODS LIMITED.,
@
CHITTOOR

A Project Report
Submitted in Partial fulfillment for the award of the Degree of
“MASTER OF BUSINESS ADMINISTRATION”
S.V. UNIVERSITY, TIRUPATI.

Submitted by
Mr. A.RAJAGANAPATHY
Regd.No. 181098035
Under the Valuable guidance of
Smt. N. MYTHILI, MHRM
Faculty department of Management Studies

SALN COLLEGE OF ENGINEERING AND MANAGEMENT


(AFFLIATED TO S.V. UNIVERSITY, APPROVED BY AICTE)
PALLURU, CHITTOOR DIST. A.P-517132
2009 – 2011

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DECLARATION

I hereby declare that the project titled “EMPLOYEE WELFARE” done at GALLA
FOODS LIMITED, PUTTALAPAT, submitted by me as part of partial fulfillment for the
award of the “Master of Business Administration” at. SALN COLLEGE OF
ENGINEERING AND MANAGEMENT, CHITTOOR. Affiliated to SRI VENKATESWARA
University is a record of bonafied work done by me.

PLACE:
DATE:

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ACKNOWLEDGEMENT

I cordially thank S.V University for giving me the opportunity to undergo my project
work.

I thank the principal Mr. KRISHANAMACHARYULU, for their full fledged support
for having given me the opportunity to study in this Institution.

I thank Mr. S.A. SARAVANA KUMAR, Head of the Department of Management


Studies for his inspiration and providing me all the facilities to do my project work.

I would also like to thank our faculty guide Mrs. N. Mythili, who guided me throughout
the project. Sincere thanks are also to all the staff members of MBA department for their
valuable guidance and support.

I would also like to thank Mr. SANTHARAM.C, HR Manager, and Personnel


Department for permitting me to pursue the project in their esteemed concern and Mr. SAMPAD
KUMAR BISWAL, Assistant Hr, Personnel Department for sparing his valuable time to guide
me during the project work and also to all the employees of GALLA.

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CONTENTS

 INTRODUCTION
 INDUSTRY PROFILE
 COMPANY PROFILE
 PRODUCT PROFILE
 RESEARCH AND METHODOLOGY
 REVIEW AND LITERATURE
 DATA ANALYSIS AND INTERPRETATION
 CHI SQUARE TESTS
 OBJECTIVES OF THE STUDY
 SCOPE OF THE STUDY
 LIMITATIONS OF THE STUDY
 FINDINGS
 SUGGESTIONS
 CONCLUSIONS
 BIBILIOGRAPHY
 GLOSARY
 QUESTIONNARIES

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EXECUTIVE SUMMARY

Thereafter starts the main topic of the study. Employee Welfare is the topic. It provides
information about the concept of labour welfare. After the conceptual study of the topic all the
study is apply to Galla Plant and trying to find real application of aspect to the plant. The concept
of Employee welfare is very wide. It describe that what is the actually welfare of labour. It
covers that what is labour welfare? What are main constituents of labour welfare in the Galla?
Which are main major agencies of Employee welfare in the plant? What are main principles of
labour welfare?

In the research methodology along with the sources of data collection, the limitations and
the constraints which I had to face during my training are also given. At the end analysis is done
of the whole project. Which highlights that what are the actual application various aspects of
labour welfare in the plant. In the end conclusion is done in which application of labour welfare
is judged after taking various factor in consideration. Some observations and suggestions are also
described.

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INTRODUCTION

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EMPLOYEE WELFARE

INTRODUCTION

Employee Welfare is an important facet of industrial relations, the extra dimension,


giving satisfaction to the worker in a way which evens a good wage cannot. With the growth of
industrialization and mechanization, it has acquired added importance. The workers in industry
cannot cope with the pace of modern life with minimum sustenance amenities. He needs an
added stimulus to keep body and soul together. Employers have also realized the importance of
their role in providing these extra amenities. And yet, they are not always able to fulfill workers
demands however reasonable they might be. They are primarily concerned with the viability of
the enterprise. Employee welfare, though it has been proved to contribute to efficiency in
production, is expensive. Each employer depending on his priorities gives varying degrees of
importance to labour welfare.
It is because the government is not sure that all employers are progressive minded and
will provide basic welfare measures that it introduces statutory legislation from time to time to
bring about some measures of uniformity in the basic amenities available to industrial workers.
After employees have been hired, trained and remunerated, they need to be retained and
maintained to serve the organization better. Welfare facilities are designed to take care of the
wellbeing of the employees, they do not generally result in any monetary benefit to the
employees. No rare these facilities provided by employers alone. Governmental and non-
governmental agencies and trade unions too, contribute towards employee welfare.
Employee welfare is a comprehensive term including various services, benefits and
facilities offered to employees by the employer. Through such generous fringe benefits the
employer makes the life worth living for employees. The welfare amenities are extended in
addition to normal wages and other economic rewards available to employees as per the legal
provisions. Welfare measures may also be provided by the government, trade unions and non-
government agencies in addition to the employer. The basic purpose of employee welfare is to
enrich the life of the employees and keep them happy and contended.

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Employee welfare today has become a very controversial topic. It covers a very broad
field. To being with, let us briefly discuss the main concepts or, rather, the general, meaning full
ideas which have been evolved about it so far.

The term welfare suggest many ideas, meanings and connotations, such as the state of
well-belling, health, happiness, prosperity and the development of human resources. The concept
of welfare can be approached from various angles. Welfare has been described as a total concept.
It is a desirable state of existence involving for certain components of welfare, such a health,
food, clothing, and housing, medical assistance, insurance, education, recreation. Job security,
and so on.

The word employee means any productivity activity. In a broader sense, therefore, the
phrase employee welfare means the adoption of measures to promote the physical, social,
psychological and general well being of the working population. Welfare work in any industry
aims, or should aim, at improving the working and living conditions of workers and their
families.

The concept of employee welfare originates in the desire for a humanitarian approach to
the sufferings of the working class. Later, it becomes a utilitarian philosophy which worked as a
motivating force for labor and for those who were interested in it.

Employee welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.

“Efforts to make life worth living for worker”

“The oxford dictionary”

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Concept of Employee welfare

The concept of labour welfare is flexible and elastic and differs widely with time, region,
industry, social values and customs, degree of industrialization, the general socioeconomic
development of the people and the political ideologies prevailing at a particular time . It is also
molded according to the age-groups, socio-cultural background, marital and economic status and
educational level of the workers in various industries In its broad connotation, the term welfare
refers to a state of living of an individual or group in a desirable relationship with total
environment – ecological, economic, and social. Conceptually as well as operationally, labour
welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of
the State which is applicable in the plant. The concept of social welfare, in its narrow contours,
has been equated with economic welfare. As these goals are not always be realized by
individuals through their efforts alone, the government came into the picture and gradually began
to take over the responsibility for the free and full development of human personality of its
population. Labour welfare is an extension of the term Welfare and its application to labour.
During the industrialization process, the stress on labour productivity increased; and brought
about changes in the thinking on labour welfare.

In its broad connotation, the term welfare refers to a state of living of an individual or
group in desirable relationship with total environment – ecological, economic, and social.
Concept dually as well as operationally, labour welfare is a part of social welfare which, in turn,
is closely linked to the concept and the role of the State. The concept of social welfare, in its
narrow contours, has been equated with economic welfare. Pigou defined it as “that part of
general welfare which can be brought directly or indirectly into relations with the measuring rod
of money” (Pigou, 1962). According to Willensky and Labeaux, social welfare alludes to “those
formally organized and socially sponsored institutions, agencies and programmes which function
to maintain or improve the economic conditions, health or interpersonal competence of some
parts or all of a population” (Willensky and Labeaux, 1918). As these goals may not always be
realized by individuals through their efforts alone, the government came into the picture and
gradually began to take over the responsibility for the free and full development of human

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personality of its population. Labour welfare is an extension of the term Welfare and its
application to labour. During the industrialization process, the stress on labour productivity
increased; and brought about changes in the thinking on labour welfare. An early study under the
UN observed as follows “in our opinion most underdeveloped countries are in the situation that
investment in people is likely to prove as productive, in the purely material sense, as any
investment in material resources and in many cases, investment in people would lead to a greater
increase of the flow of goods and services than would follow upon any comparable investment in
material capital”. The theory that welfare expenditure, especially expenditure on health and
education, is productive investment has led to the view that workers could work more
productively if they were given a fair deal both at the work place and in the community. The
concept of labour welfare has received inspiration from the concepts of democracy and welfare
state. Democracy does not simply denote a form of government; it is rather a way of life based
on certain values such as equal rights and privileges for all. The operation of welfare services, in
actual practice, brings to bear on it different reflections representing the broad cultural and social
conditions. In short, labour welfare is the voluntary efforts of the employers to establish, within
the existing industrial system, working and sometimes living and cultural conditions of the
employees beyond what is required by law, the custom of the industry and the conditions of the
market The constituents of labour welfare included working hours, working conditions, safety,
industrial health insurance, workmen’s compensation, provident funds, gratuity, pensions,
protection against indebtedness, industrial housing, restrooms, canteens, crèches, wash places,
toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms, workers’
education, co-operative stores, excursions, playgrounds, and scholarships and other help for
education of employees’ children.

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INDUSTRY PROFILE

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AMARA RAJA GROUPS

Amara Raja Group

Amara Raja Group founded by Mr. Ramachandra N Galla, with a vision to offer Quality
products/solutions to the Power Sector by installing manufacturing facilities in Rural India.

Amara Raja Batteries Ltd

Amara Raja batteries Ltd (ARBL) is the flagship company of the group and has a Joint
Venture with Johnson Controls Inc (USA), UAS 35 billion Fortune 500 Organization. ARBL is a
dominant player in the Indian Ocean Rim market under the renowned “Amaron” Brand, also
offering products in the Industrial segment.

Amara Raja Electronic Ltd

Amara Raja Electronics Ltd (AREL) is located at Diguvamagham near Chittoor, in


Andhra Pradesh. India. AREL manufactures Battery Chargers, Digital Inverters and Trickle
charges and also provides solutions to the parent company by offering its services for assembly
and testing.

Amara Raja Power Systems Ltd

Amara Raja Power Systems (ARPSL), first company to be established in the group offers the
following.

 Design and development of Power Electronic products


 Power electronics Systems Integration and testing
 Magnetic Manufacturing

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Mangal Precision Products Ltd

Mangal Precision Products (MPPL) is situated at Petamitta in Chittoor district in Andhra


Pradesh. India. MPPL manufactures the following products:

Fabrication of advanced sheet metal products and fasteners, plastic component and
compounds with Technological support - Nedschroef, Belgium

MISSION AND HISTORY

Mission, mantra, way of thinking, philosophy, what we live for… call it what you want,
you’ll find it below. Introduce yourself to the way we think.
"To transform our spheres of influence and to improve the quality of life by building
institutions that provide better access to better opportunities, goods and services to more
people…all the time."

Introduce latest generation technologies


Adapt these technologies to suit the operating environment
Develop and manufacture globally competitive, customer-focused products of world-class
quality
Responsibly introduce these products into relevant markets

Achievements and credentials

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Best Telecom equipment Manufacturer Award 2009 by BSNL


Quality Excellence Award for the year 2009 by INDUS Towers
Amaron® is the preferred supplier to Daimler Chrysler, Ford and General Motors
Automotive Product of the year 2000 by Overdrive
Excellence in Environmental Management in 2002 by AP Pollution Control Board
Creative Advertiser of the year '02 by ABBY
Ford "World Excellence Award"
Ford Q1 Award
ISO-9001 in 1997…RWTUV
QS 9000 in 1999…RWTUV
ISO/TS 16949 in 2004…RWTUV
Quality benchmarks
Best Business Practices as per JCI
ISO 14001 in 2002…RWTUV
Part of the world's largest battery manufacturing alliance - Johnson Controls Inc., USA
Largest manufacturer of standby VRLA batteries in South Asia

Pioneered the widely used VRLA batteries for industrial application in India
Largest & dominant market leader of standby batteries in Railways, Telecom, Power
Generating stations in India
One of the largest (designed for producing 3.64million batteries p.a.) and most modern
automotive battery plants in Asia
Highly automated (oxide preparation to finishing; all processes and operations are automated)
Part of Amara Raja's highly integrated battery complex (most components are built in-house)
Industrial Economist Business Excellence Award - 1991 by the Industrial Economist,
Chennai.
Best Entrepreneur of the year 1998 - by Hyderabad Management Association.
Excellence award by institution of Economic Studies(ES), New Delhi.
Udyog Rattan -1999 by Institution of Economic Studies (ES), New Delhi.
Q1 Vendor Status by Ford India Limited - 2003.
World Excellence Silver Award by Ford USA
The spirit of Excellence by Academy of fine arts, Tirupati

Managements

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RAMACHANDRA N GALLA
Chairman
Amara Raja Batteries Ltd.

Dr. Dr. Ramachandra N. Galla is the Patriarch of an illustrious business family of Andhra
Pradesh, Gallas, who have established a name for themselves by successfully setting up Amara
Raja Batteries. Born in 1938, Dr. Ramachandra Galla is an Electrical Engineer from S.V.
University, Tirupati and has to his credit Masters degrees in Applied Electronics, Roorkee, India
and Systems Sciences, Michigan State University, USA.

Dr. Galla started his career as an Electrical Engineer in US Steel Corporation, USA
moved on to Sargent & Lundy, USA as a Consulting Engineer for the Designing of Nuclear &
Coal Fired Power Plant. He initiated various projects in these corporations & mastered the ropes
of this competitive business in a very short time. However, he soon discovered that his natural
inclination was serving his country and as a logical sequel he gravitated towards Chittoor his
native place in India. Dr. Galla laid the foundation of Amara Raja batteries in 1985 in Chittoor.

In his capacity as the Chairman, Dr. Ramachandra Galla has promoted and established
the following companies from the conceptual stage which are now well established and profit
making:

  Amara Raja Batteries Ltd


  Amara Raja Power System Ltd
  Mangal Precisions Products Ltd
  Amara Raja Electronics Ltd
  Galla Foods Ltd
  Amara Raja Infra (P) Ltd
  Amaron Batteries (P) Ltd
  Amara Raja Industrial Services (P) Ltd

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Dr Galla’s fines hour as a business man came in 1998 when he was presented “BEST
ENTERPRENEUR OF THE YEAR 1998” – by Hyderabad Management Association,
Hyderabad. He has been bestowed with honorary doctorate degrees from Jawaharlal Nehru
Technical University in 2008 at Hyderabad & Sri Venkateswara University in 2007 at Tirupati.
He has also been conferred with “THE SPIRIT OF EXCELLENCE” award by Academy of Fine
Arts, Tirupati, and various other prestigious awards.

He is passionate about a corporate’s responsibility to society as well as championing eco-


friendly business practices. Dr. Galla has established various charitable trusts like Krishna
Devaraya Educational & Cultural Association (KECA), Rajanna Trust, Mangamma & Gangul
Naidu Memorial Trust. He is dedicated to rural development and improving the economic
conditions of the farmers in Chittoor District, Andhra Pradesh, India. KECA which was
established in 1975 provides scholarship to the poor and needy students to pursue their higher
education. While Rajanna Trust that was established in 1999 to construct check dams and
deepening the tanks to improve the ground water levels. MANGAL TRUST was established in
2003 to provide drinking water facilities, constructing check dams & providing infrastructure
facilities to Pentameter and surrounding areas.

A committed family man with wife, two children & grand children, he loves spending
time with his family and participating in society development project.

JAYADEVGALLA
ManagingDirector
AmaraRajaBatteriesLtd.

Jayadev Galla (Jay) is the Managing Director of Amara Raja Batteries Limited (ARBL), a
leading manufacturer of Advanced Lead Acid batteries for Industrial and Automotive
applications. ARBL is a joint venture between Amara Raja group and US based Johnson
Controls Inc. (JCI). JCI is a USD 35 billion conglomerate and the global leader in building
efficiency, automotive interior experience and automotive power solutions. The company owns
the brand name “Amaron” which is the second largest selling automotive battery brand in India

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today. ARBL is a widely held public limited company listed on the National Stock Exchange of
India Limited and the Bombay Stock Exchange Limited. The gross revenue for the year ending
31 March 2009 is more than USD 300 mn.

Achievements

 Spearheading ARBL’s automotive batteries (Amaron) venture


 Striking a partnership with JCI, U.S.A. for the automotive battery business
 Winning the prestigious Ford World Excellence Award in 2004 achieved by meeting
global delivery standards. ARBL is the 3rd supplier from India to be given this award.

Posts and Responsibilities

 Confederation of Indian Industry


o Young Indians National Branding Chair
o Young Indian’s National Immediate Past Chairman
o Young Indians Immediate Past Chairman - District Chapter Initiatives
 Amara Raja Group of Companies
o Managing Director, Galla Foods Limited.
o Director, Amara Raja Power Systems Ltd.
o Director, Amara Raja Electronics Ltd.
o Director, Mangal Precision Products Ltd.
o Director, Amara Infra (P) Ltd.
o Director, Amaron Batteries (P) Ltd.
o Director, Amara Raja Industrial Services (P) Ltd.
 Permanent Trustee of the Rajanna Trust
o The Trust was established in 1999 and is dedicated to rural development and to
improve the economic conditions of the farmers in Chittoor District, Andhra
Pradesh. Among other things, Rajanna Trust has executed micro irrigation
projects valued to a tune of 1 million US dollars which has benefited over 2000
agricultural families

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 Advisory Member
o Wockhardt Foundation

Jay holds a bachelors’ degree in Political Science and Economics from the University of Illinois
at Urbana Champaign, USA. As an avid sports lover, he has played chess and tennis at a
competitive level. He also enjoys golf, motor sports, diving, travel and pop culture in general.
Married with two children; in his leisure time he loves spending time with his family and
participating in community development initiatives.

Corporate social responsibility


A company is known by the society it keeps.

We believe in taking responsibility for whatever we do; within and without the company.
It’s what responsible leaders are expected to do. Our vision is to create communities that are
economically and socially vibrant enough to stimulate growth and self-reliance; within and
without the company

In keeping with this commitment, we’ve committed ourselves to social activities in the following
four areas:

>Education

>Infrastructure

>Village Development

>Environment

Education
To ensure our people have a better quality of life we provide primary schooling facilities for
the children of our employees. We also provide our employees with facilities in the form of free
memberships to education enhancement trusts and organizations like the library for employees
on site, the Rajanna Trust for intellectual enhancement, the Krishna Deva Raya Trust and
Cultural Association, Vinayashramam, Thapovanam and the Rashtriya Seva Samithi.

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Infrastructure

Some of the infrastructure requirements for daily living that we take responsibility for include
a bank for employees and the public, residential complexes for employees, medical and other
facilities like a post office, subsidized transportation and recreational clubs for everyone who
works with us.

Village Development
India lives in her villages. It’s why we focus a great deal on developing the same by helping
in the building of roads, street lighting, rainwater storage plants and check dams. Under the
banner of ‘Grameena Vikasam’ we’re proud to have invested time and resources on all ongoing
and long-term initiatives.

Environment
Respect for environment is a core business value that is reflected in all the comprehensive,
proactive environment programmes like the development of green belts, energy conservation and
water harvesting, to name a few.

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COMPANY PROFILE

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COMPANY PROFILE
GALLA FOODS

Galla Foods is part of the USD207 million Amara Raja Group, makers of internationally
acclaimed Amaron Batteries.

Situated at Chittoor in Andhra Pradesh, the mango belt in India, Galla Foods  (GFPL), is
a 100% Export Oriented Unit (EOU) processing Tropical Fruit Purees, Concentrates and fresh
fruits.

Galla Foods was started keeping in mind the local farming community wealth. The
farming community is an integral part and forms the backbone of the organization. In its effort to
be a forerunner in the chosen areas of business in terms of best practices in quality and
technology, GFPL plans to benefit farmers, the industry and the nation in a phased manner.

Galla Foods believes in empowering farmers by providing technical assistance from


research institutes in the food industry to support the farmers in achieving better quality and
higher yields by developing the gardening and harvesting techniques. Further to educating
farmers with latest horticultural techniques, Galla Foods is encouraging farmers to mobilize the

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fruits directly to the factory, thereby minimizing the fruit handling damages and high value
realizations.

The first phase has been completed, by setting up of state-of-the-art fruit processing plant
to produce natural tropical fruit puree and concentrates.

CHAIRMAN:

Dr. Ramachandra N. Galla is the Patriarch of an illustrious business family of Andhra


Pradesh, Gallas, who have established a name for themselves by successfully setting up Amara
Raja Batteries. Born in 1938, Dr. Ramachandra Galla is an Electrical Engineer from S.V.
University, Tirupati and has to his credit Masters degrees in Applied Electronics, Roorkee, India
and system sciences, Michigan State University, USA.

Dr. Galla started his career as an Electrical Engineer in US Steel Corporation, USA moved on to
Sargent & Lundy, USA as a Consulting Engineer for the Designing of Nuclear & Coal Fired
Power Plant. He initiated various projects in these corporations & mastered the ropes of this
competitive business in a very short time. However, he soon discovered that his natural
inclination was serving his country and as a logical sequel he gravitated towards Chittoor his
native place in India. Dr. Galla laid the foundation of Amara Raja batteries in 1985 in Chittoor.
With his intense zeal and highly focused approach, he propelled Amara Raja Batteries in the top
league of battery companies in India.

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In his capacity as the Chairman, Dr. Ramachandra Galla has promoted and established the
following companies from the conceptual stage which are now well established and profit
making:

 Amara Raja Batteries Ltd.


 Amara Raja Power System Ltd
 Mangal Precisions Products Ltd
 Amara Raja Electronics Ltd
 Galla Foods Ltd
 Amara Raja Infra Pvt. Ltd.
 Amaron Batteries Pvt. Ltd.
 Amara Raja Industrial Services Pvt. Ltd.

Dr Galla’s finest hour as a businessman came in 1998 when he was presented BEST
ENTERPRENEUR OF THE YEAR 1998 “ – by Hyderabad Management Association,
Hyderabad. He has been best owed with honorary doctorate degrees from Jawaharlal Nehru
Technical University in 2008 at Hyderabad & Sri Venkateswara University in 2007 at Tirupati.
He has also been conferred with “THE SPIRIT OF EXCELLENCE” award by Academy of Fine
Arts, Tirupati, and various other prestigious awards.

He is passionate about a corporate’s responsibility to society as well as championing eco-


friendly business practices. Dr. Galla has established various charitable trusts like Krishna
Devaraya Educational & Cultural Association (KECA), Rajanna Trust, Mangamma & Gangul
Naidu Memorial Trust. He is dedicated to rural development and improving the economic
conditions of the farmers in Chittoor District, Andhra Pradesh, India. KECA which was
established in 1975 provides scholarship to the poor and needy students to pursue their higher
education. While Rajanna Trust that was established in 1999 to construct check dams and
deepening the tanks to improve the ground water levels. MANGAL TRUST was established in

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2003 to provide drinking water facilities, constructing check dams & providing infrastructure
facilities to Pentameter and surrounding villages.

A committed family man with wife, two children & grand children, he loves spending time
with his family and participating in society development project.

MANAGING DIRECTOR

Jayadev Galla (Jay) is the Managing Director of Amara Raja Batteries Limited (ARBL),
a leading manufacturer of Advanced Lead Acid batteries for Industrial and Automotive
applications. ARBL is a joint venture between Amara Raja group and US based Johnson
Controls Inc. (JCI). JCI is a USD 35 billion conglomerate and the global leader in building
efficiency, automotive interior experience and automotive power solutions. The company owns
the brand name “Amaron” which is the second largest selling automotive battery brand in India
today. ARBL is a widely held public limited company listed on the National Stock Exchange of
India Limited and the Bombay Stock Exchange Limited. The gross revenue for the year ending
31 March 2009 is more than USD 300 mn.

Achievements:

Spearheading ARBL’s automotive batteries (Amaron) venture


Striking a partnership with JCI, U.S.A. for the automotive battery business
Winning the prestigious Ford World Excellence Award in 2004 achieved by meeting global
delivery standards. ARBL is the 3rd supplier from India to be given this award.

Posts and Responsibilities

Confederation of Indian Industry

 Young Indians National Branding Chair


 Young Indian’s National Immediate Past Chairman

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 Young Indians Immediate Past Chairman - District Chapter Initiatives

Amara Raja Group of Companies

 Managing Director, Galla Foods Limited,


 Director, Amara Raja Power Systems Ltd.
 Director, Amara Raja Electronics Ltd.
 Director, Mangal Precision Products Ltd.
 Director, Amara Infra Pvt. Ltd.
 Director, Amaron Batteries Pvt. Ltd.
 Director, Amara Raja Industrial Services Pvt. Ltd.

Permanent Trustee of the Rajanna Trust

 The Trust was established in 1999 and is dedicated to rural development and to improve
the economic conditions of the farmers in Chittoor District, Andhra Pradesh. Among
other things, Rajanna Trust has executed micro irrigation projects valued to a tune of 1
million US dollars which has benefited over 2000 agricultural families

Advisory Member:

 Wockhardt Foundation

Jay holds a bachelors’ degree in Political Science and Economics from the University of Illinois
at Urbana Champaign, USA. As an avid sports lover, he has played chess and tennis at a
competitive level. He also enjoys golf, motor sports, diving, travel and pop culture in general.
Married with two children; in his leisure time he loves spending time with his family and
participating in community development initiatives.

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FACILITY

Galla Foods processing facility is located in Chittoor, spread over an area of 150 acres. This
place has been earmarked to host a Integrated Food Complex of International standards. The
facility currently has a tropical fruit Puree / Concentrate processing plant and the pack house for
preparing the Fresh Fruits & Vegetables

CUTTING EDGE TECHNOLOGY

Galla Foods plant is equipped with state-of-the-art fruit puree processing aseptic filling line of
SIG- Manzini, Italy to produce natural fruit pulps & concentrates. The plant has one of the
India's single largest fruit processing line -10 TPH ripen fruit processing with Aseptic Packaging.

Galla Foods' technology initiatives span the following disciplines

 PLC operated equipments for better control over monitoring and operations with
supervisory units.
 Two stage washing of fruits to ensure HACCP quality requirement.
 Two-stage sterilization to retain the natural flavor and aroma.
 High speed advanced Mono block aseptic filling machine supplied by SIG Manzini.
 Integrated Enterprise Resources Planning system is in place to automate business
processes and provide data for analysis and reporting, allowing a closer control on quality
and operations.

Efficient Plant Layout

 Minimal drop in power and steam transfer.


 Straight-line process flow design to maintain the hygiene• and control in respective areas.

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 Special food grade self-leveling epoxy flooring to maintain optimum hygienic conditions.
 Curved corners and food grade epoxy painted walls to avoid dust accumulation and to
facilitate easy washing.
 Advanced high raise insulated roofing with double layer GI Sheeting with air extractors
to maintain temperature inside the plant.
 Utility lines are routed outside the plant to keep the interiors free from dust accumulation

Valuable Industrial Expertise

Galla Foods is backed with strong support and service from its team of highly qualified
technical personnel and domain experts with perceptive knowledge and skill. Powered by
priceless hands-on experience these professionals are upgrading themselves continuously to
identify and introduce improved and innovative product offerings that would delight customers
worldwide and comply with the leading global quality standards. 

Puree & Concentrate Facility


The fruit processing aseptic line is from SIG-Manzini of Italy. The line has a capacity to
process 10 metric ton per hour ripened fruits. the processing line is fully integrated and
controlled by PLC.

Pack House

Galla Foods has a set up a Fresh fruit and Vegetable processing facility from Greefa,
Spain. Fresh fruits including mangoes, bananas are processed along with tropical vegetables like
Okra, Egg plant, Lemon, Bitter gourd etc. The facility also holds ripening chambers, pre cooling
chambers and cold storage to handle fresh fruits and vegetables

Vapour Heat Treatment (VHT)

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To enable Fresh Mango exports to countries like Japan and Korea, Galla Foods has
commissioned the VHT facility. This ensures irradiation of the fruit flies in the fresh fruit. Galla
foods are the first private organization to set up this facility in the country.

Certifications

INTERNATIONAL QUALITY STANDARDS

GFPL's quality and business objectives are designed to challenge the organization
through continual improvement and a zeal for results.

At GFPL quality determines not only the end product but processes and operations at all
levels. The company's laboratory is equipped with the latest testing facilities to perform all
necessary tests. Frequent & stringent quality checks are carried out for Physical, Chemical,
Organoleptic & Microbial parameters and immediate corrective measures are carried out on
detection of variance in parameters, assuring a high quality end product. As a mandatory
procedure, all finished products are analyzed with extreme care before clearance by GFPL's
quality assurance staff.

Our certifications include

1. HACCP (Food Safety Certification) by TUV, Germany


2. ISO 9001:2000 (Quality Management System) by TUV, Germany
3. KOSHER by Star-K, USA
4. Sure Global Fair (SGF)
5. Halal Certification

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PRODUCT PROFILE

PRODUCT PROFILE

Puree / Pulp

      Galla Foods offers finest tropical fruit purees including Mango puree, Guava puree, Papaya
puree, Tomato puree etc. Fruits are carefully graded, sorted and are directly sourced from the
farmers to a large percentage. We ensure direct interaction with the farmers and share knowledge
on pre & post harvesting practices, resulting in better quality, better yield and highest
satisfaction.    
   
Mango Puree

Alphonso Mango

Totapuri Mango
   

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Guava Puree

White Guava |

Pink Guava
   

   
Papaya Puree

Yellow Papaya |

Red Papaya
   

   
Tomato Puree

Tomato
   

   
Banana Puree

Acidified Banana Pure

CONCENTRATES    
Galla Foods offers finest tropical fruit concentrates including Mango concentrates, Guava
concentrates, Papaya concentrates etc. Fruits are carefully graded, sorted and are directly sourced
from the farmers to a large percentage. We ensure direct interaction with the farmers and share
knowledge on pre & post harvesting practices, resulting in better quality, better yield and highest
satisfaction.  
    
Mango Concentrates

Totapuri Mango |

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Neelam Mango
   

   
Guava Concentrates

White Guava |

Pink Guava
   

   
Papaya Concentrates

Yellow Papaya

| Red Papaya

   
BEVERAGES FRUIT DRINKS

  
Classical Mango and Apple-Litchi

Galla Foods has entered the popular fruit drinks segment with the launch
of Galla Fruit Drinks in two flavors – Classical Mango and an exotic
blend of Apple-Litchi..

    Fruit Nectars    

   

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Galla Thick Mango   Galla Thick Mango Cocktail

Galla Thick Mango - the Pure, true and unmatched …


thickest, juiciest mangoes, Galla thick mango cocktail is a
bottled just for you! Made from sumptuous blend of exotic
the fattest and juiciest mangoes; fruits with the quintessential
Galla Thick Mango is a king of fruits...
delicious treat for your ...

  
Galla Thick Mango Magic

Experience true magic rush in your mouth with the inimitable blend of
Galla thick mango with apple or orange. Add to this the multiple benefits
of these exotic fruits...

Fresh Fruits

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Tropical Fresh Fruits processing at


Integrated Pack House Facility

Galla Foods has a set up a Fresh fruit and


Vegetable processing Pack House in addition
to the state of the art Fruit Puree &
Concentrate processing.

Fresh fruits including Mangoes, Bananas are


processed along with tropical vegetables like
Okra, Egg plant, Lemon, Bitter gourd etc. The
facility also holds ripening chambers, pre
cooling chambers and cold storage to handle
fresh fruits and vegetables.

Fresh Fruits          

Mangoes: Located in Mango belt of India, Galla Foods has access to variety of fresh Mangoes
like Alphonso, Banganapalli, Neelam, Rumani etc. The fresh mangoes are handpicked, processed
in the pack house as per international standards for Domestic and Global markets.

Bananas: The pack house handles variety of bananas which undergo Controlled Artificial
Ripening resulting in uniform ripening with fine texture.

Others: The facility also can process fresh fruits like Papaya, Pineapple, Guava, Pomegranates
etc based on the need and availability.

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Fresh Vegetables  

Tropical Fresh Vegetables processing at


Integrated Pack House Facility

Galla Foods has a set up a Fresh fruit and


Vegetable processing Pack House in addition
to the state of the art Fruit Puree &
Concentrate processing.

FRESHVEGETABLES
Farms around the facility grow tropical
vegetables like Okra, Egg plant, Cluster beans,
Ridge Gourd, Bitter Gourd and leafy
vegetables. Galla Foods has entered into
contract farming with the farmers to ensure
quality produce. Galla Foods also enriches the
farming community by sharing with farmers
Pre & Post Harvesting techniques.

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ENVIRONMENT

WATER MANAGEMENT

Water is an essential & precious natural resource. It is a nature’s gift. Without water there is no
life on the earth. It is as important to the fruit processing industry as to the living being. But,
water is becoming scarce year by year due to increase n its consumption in industries &
agriculture sectors & indiscriminate use /wastage by human beings, therefore, it needs a
integrated& scientific approach for its management to use it so that undesirable wastage is
avoided which helps us to save water for right utilization .

Keeping the importance of water in mind, we take care at every stage of use of water to the best
effect in our factory.

Our main source of water is bore wells. The water is potable. Water from all bore wells is
collected in a sump. From there it is pumped to over head tank to supply to various locations of
use. To manage appropriately & conserve the water, we are taking following steps at various
locations of its use:

Fruit washing: the water is re-circulated after filtration up to it becomes dirty. This water is
chl0rinated to control the contamination by continuous dosing of chlorine in the washing tub.

Steam generation
Water for boiler feeding is treated in water softener to reduce the hardness. The steam
condensate of evaporator is recycled to boiler to save water & energy as condensate will have
high temperature.
1. Steam condensate from other heating equipments & Vapour condensate from pulp
concentration is collected in a tank to use in crate & floor cleaning.
2. Floor & equipments are cleaned by compressed water jet to conserve the water.
3. Treated effluent is used for civil construction & gardening.

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4. Flow meters are installed at location of major use to have control over water
utilization.
5. UV sterilizer is installed on main line of water, which feed to processing to sanitize the
water.
6. The water to be used for blending in product is treated in r o plant.
7. Drinking water is passed through zero-b filter.

WASTE MANAGEMENT

Effluent treatment

Our factory is equipped with aerobic effluent treatment plant of 250 kl capacity.
Effluent from all locations of water use is collected through inter connected drains in ET plant. It
is aerated here & transferred to settlement tank for sedimentation of solid particles. The treated
effluent is sent to oxidation pond. From pond, water is used for gardening & civil construction.

The sludge is transferred to drying bed. The dried sludge is used as manure in our garden.
The main feature of our company is that no effluent treated or untreated is released in public
drains & therefore, does not pose any danger to surrounding environment & public.

Solid waste management

The solid waste consists of followings

 Seeds of fruits
 Stem ends & skin/peel of fruits & vegetables
 Pomace-consists of fibers & embedded pulp.
 Spoiled fruits & vegetables

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The seeds & peels of good fruits are passed second time through a pulper to remove the
remaining pulpy portion. The pulp extracted so & Pomace are mixed & given an enzymatic
treatment & centrifuge to remove the extraneous materials so that pulp can be used for making
concentrate. This helps in improving the recovery out of fruits.
Then, seeds & peels are dried in sun to be used as cattle feeds and fuel in small-scale industries.
Spoiled fruits & damaged portion of peels are used for manuring by vermiculture &
composting in pits.
The manure is used for gardening & helps to maintain good environment in & around our
working area.
To maintain good environment, we are planting lot of trees in our premises, which are
nourished by in-house made manure & treated effluent.

Fruit washing: the water is re-circulated after filtrations up to it becomes

GROUP COMPANIES

A group is known by the companies it keeps

Galla Foods:

    

 Inaugurated on 4th May, 2005 at Chittoor, in AP

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 Investment of US$ 4.6 million


 100% Export Oriented Unit

Amara Raja Electronics Ltd:

    
 PCB Assembly (Through hole and SMT)
 Located at Diguvamagham near Chittoor, in AP
 Electronic products Assembly and Testing
 Currently manufacturing Battery chargers, Digital inverters and
trickle chargers

Amara Raja Power Systems Limited:

 Design and development of Power Electronic products


 Power electronics Systems Integration and testing
 Magnetics Manufacturing

Mangal Precision Products Limited:

 Situated at Petamitta in Chittoor district in AP


 Fabrication of advanced sheet metal products and fasteners, plastic
component and compounds
 Technological support - Nedschroef, Belgium

DEPARTMENT PROFILE

The Department in Galla Foods Limited and the employees in all departments have been
classified under three categories which comes as three grades

1. Management Grade
2. Staff Grade
3. Workmen Grade

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MANAGEMENT GRADE

The Management grade employee’s hierarch starts with the executive engineers
designation. The company has ranked the employees accordingly who are in their respective
position as given. The Management grade employees are experts who hold qualification like PG
in Management, B-tech and Msc.
M9 - Engineer/ Executive
M8 - Senior Engineer/ Senior Executive
M7 - Assistant Manager
M6 - Manager
M5 - Senior Manager
M4 - DGM (Deputy General Manager)
M3 - GM (General Manager)
M2 - Managing Director/Vice President
M1 - Chairman

STAFF GRADE

The Staff Grade employees are those who work in the department under management
grade employees. These Staff Grade employees who are qualified as from Bsc, B.com &
diploma engineer who are specialized in technical field.

S5 - Assistant 1
S4 - Technician

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S3 - Assistant 2
S2 - Supervisor
S1 - Junior Officer

WORKMEN GRADE
These employees from working employees in production and management aspect in the
company. The hierarchy of these Workmen Grade employees is as follows

GW1 - Workmen Grade 1


GW2 - Workmen Grade 2
GW3 - Workmen Grade 3
GW4 - Workmen Grade 4
GW5 - Workmen Grade 5

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RESEARCH AND
METHODOLOGY

RESEARCH METHODOLOGY

Research is to see what everybody has seen and thinking what nobody has thought”
Albert Szent – Gyorgyi

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This is a systematic way to solve the research problem and it is an important component
for the study without which researcher may not be able to obtain the facts and figures from the
employees.

The methodology adopted for the study is as follows:

STATEMENT OF THE PROBLEMS

 To the study the extent to which the respondents need to have training programmes.
 To study the reaction of respondents to the existing work environment.
 To find out the factors affecting training programme.
 To suggest the ways for the improvement of training programmes

SOURCE OF DATA

Data was collected based on two sources:


 Primary data
 Secondary data

PRIMARY DATA:

The primary data is collected with the help of questionnaires. The questionnaires are
chosen because of its simplicity and reliability researchers can expect a straight answer, which is
directly related to the questions.
SECONDARY DATA:

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Secondary data is collected through the document provided by the HR department such
as policy decisions, reports regarding suggestion scheme etc. Books from various authors of
HRD, magazines, journals and annual reports of the company, feedback reports file of training
department, brochures and company personal manual.

SAMPLING UNIT:
Sampling unit for the study is Executives, senior executives, and Graduates, of GFL.

SAMPLING SIZE:
The sample size consists of 100 respondents.

RESEARCH DESIGN:

“Research” as the “Systematic investigation into and the study of materials and sources in
order to establish facts and reach new conclusion”

 A research design involves the completes process of planning and operation of the
research.
 A research design is an instrument. Which helps in achieving scientific accuracy of the
study under consideration?
 How many observations should be made one of each unit in the study?
 The researcher has covered all the levels of the employees.
SAMPLING TECHNIQUE:
Sampling can be broadly classified into probability sampling and non probability
sampling. But the study is conducted by non-random convenient sampling techniques for the
purpose of assuring the sample size.
CONVENIENCE SAMPLING:

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The type of sampling depends upon the convenience of the researcher.

RANDOM SAMPLING:
This type of sampling can be choosing on the basis of random.

QUANTITATIVE ANALYSIS:

The data is collected through questionnaire regarding the purpose of approval and
positive and negative aspects of existing system were analyzed quantitatively and qualitatively
and inferences were summarized.

STATISTICAL TOOL USED:


Sampling percentage method:

Percentage method is used in making comparison between two or more series of data.
This method used to describe relationship.
No. Of respondents = No. of respondents X 100
Total respondents

The data is specified in tabulation form. It is very useful to understanding the clear
information.

Chi-square Test:

The chi-square test is one of the simplest and most widely used non-parametric tests in
statistical work. The χ2 are the Greet letter chi the chi-square (χ2) test was first used by Karl

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Pearson in the year 1990. The quantity chi-square describes the magnitude of the discrepancy
between theory and observation. It is defined as:

Chi-Square = Σ(O-E)2 / E
Where O = Observed frequency
E = Expected frequency
To determine the value of chi-square, the steps required are:
1. Calculated the expected frequencies
Total no. of Respondents
E = ---------------------------------------
Different types of respondents
2. take the difference between observed and expected frequencies and obtain the squares
of these differences i.e.,
(O-E) 2
3. Divide the values of (O-E)2 with respective expected frequency and obtain the total
i.e.,
Σ (O-E) 2 / E
Degree of Freedom is (n-1).

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REVIEW OF LITERATURE

Definition of Employee Welfare

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Labor welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.

“Efforts to make life worth living for worker”

“The oxford dictionary”

“The voluntary effort of the employers to establish, within the existing industrial system,
working and sometimes living and cultural conditions of the employees beyond what is required
by law, the customs of the industry and the conditions of the market”
“According to Encyclopedia of social sciences”

Some of the social scientists have noted that the problems of our contemporary
civilization are most marked in highly industrialized societies. It influences on the humans social
and psychological distress’s to avoid the distress. Some of the framers introduced the welfare
programmers and the activities must be necessary to human to make him happy. This welfare
approach has become necessary because of the social problems that have emerged as a result of
industrialization in capitalistic settings. After the abolition of slavery in 1833 the British colonies
started importing Indian labor. Labor welfare activity was largely controlled by legislation, the
earliest act being the apprentices Act of 1850, the next act was fatal accidents act of 1853,
provide compensation to the workmen families who lost their lives as a result of any actionable
wrong. And the merchant shipping act 1859 providing health, accommodation and protection to
the employment of the seamen. To improving the working conditions of the labor they enact the
workmen’s breach of contract act, 1859 and the employers’ and workmen’s (disputes) act 1868.
The first Indian factories act was set up in 1881, which mark the beginning of a series of labor
laws which brought about the improvement in the working conditions of the workers who works
in the Bombay textile mills. The recommendations of the international labor conference in 1890,
held in Berlin, exercise a considerable influence on labor legislation in India. Under pressure
from labor, the Bombay textile mill owners decided to declare Sunday a day of rest. To make
development and implement the mentioned below, the government of India, on the advice of a

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special commission, passed the Indian factories act of 1891, which was a being advance over the
act of 1891. Its main provisions were:

1) It applied to all factories employing 50 persons or more. It could he extended to


factories employing 20 persons.

2) A mid –day break of half an hour was made compulsory.

3) A weekly off –day was prescribed.

4) Women were allowed to work for maximum of 11 hours with a break of 1 ½ hours.

5) The lower and higher age limit of children employed in factories was respectively
raised to 9 and 14. They were allowed to work only in the day –time and for not more the 7 hours
a day.

6) Local governments were empowered to make rules regarding sanitation and other
amenities for workers

7) Provision was made for inspection and penalties for breach of any provision of factory
act.

At the time first world war, in1919 International Labour Organization (ILO) was set up. In
the year of 1934 the Royal Commission gave priority to the labors safety, health and ventilation.

At the time of Second World War in 1939 the total number of workers in India in 1,75,000
members. The government actively promoted welfare activities like providing the minimum
wages, crèches, ambulance rooms, canteens etc., started making their appearance on the
industrial sense.

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After independence the factories act 1947 replaced all the provisions which are i)provisions
regarding safety-guarding of machines, ii) drinking water, iii) provisions regarding health and
cleanliness, iv) washing and latrine facilities, v) lunch rooms and rest rooms, vi) sitting
arrangements vii) first aid and dispensary facilities in all factories employing more than 500
workmen, viii) crèches where more than 50 more women are employed, ix) welfare officer
where more than 500 workmen are employed, x) provision of spittoons, xi) holidays with wages
at the rate of one day for every 20 days worked, xii)weekly hours – 48 for adults and 27 for
younger persons, xiii) regulations regarding young persons, xiv) rate of payment for overtime
work, xv) rest for half an hour maximum of 5 hours of work, xvi) number of hours work and
xvii) weekly holidays.

In our country also introduced some of the welfare amenities had been provided to the
industrial labor through the Indian constitution. Concomitantly labor welfare in India has gained
in importance.

Employee welfare defines as “efforts to make life worth living for workmen”.  These
efforts have their origin either in some statute formed by the state or in some local custom or in
collective agreement or in the employer’s own initiative.

OBJECTIVES

 To give expression to philanthropic and paternalistic feelings.


 To win over employee’s loyalty and increase their morale.
 To combat trade unionism and socialist ideas.

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 To build up stable labour force, to reduce labour turnover and absenteeism.


 To develop efficiency and productivity among workers.
 To save oneself from heavy taxes on surplus profits.
 To earn goodwill and enhance public image.
 To reduce the threat of further government intervention.
 To make recruitment more effective (because these benefits add to job appeal).

Employee relations. An organization's director of industrial relations forms labor policy,


oversees industrial labor relations, negotiates collective bargaining agreements, and coordinates
grievance procedures to handle complaints resulting from management disputes with employees.
The director of industrial relations also advises and collaborates with the director of human
resources, other managers, and members of their staffs, because all aspects of human resources
policy—such as wages, benefits, pensions, and work practices—may be involved in drawing up
a new or revised work rules that comply with a union contract.

Labor relations managers and their staffs implement industrial labor relations programs.
Labor relations specialists prepare information for management to use during collective
bargaining agreement negotiations, a process that requires the specialist to be familiar with
economic and wage data and to have extensive knowledge of labor law and collective bargaining
procedures. The labor relations staff interprets and administers the contract with respect to
grievances, wages and salaries, employee welfare, healthcare, pensions, union and management
practices, and other contractual stipulations. In the absence of a union, industrial relations
personnel may work with employees individually or with employee association representatives.

Dispute resolution—attaining tacit or contractual agreements—has become increasingly


significant as parties to a dispute attempt to avoid costly litigation, strikes, or other disruptions.
Dispute resolution also has become more complex, involving employees, management, unions,
other firms, and government agencies. Specialists involved in dispute resolution must be highly
knowledgeable and experienced, and often report to the director of industrial relations.
Mediator’s advice and counsel labor and management to prevent and, when necessary, resolve
disputes over labor agreements or other labor relations issues. Arbitrators, occasionally called

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umpires or referees, decide disputes that bind both labor and management to specific terms and
conditions of labor contracts. Labor relations specialists who work for unions perform many of
the same functions on behalf of the union and its members.

Other emerging specialties in human resources include international human resources


managers, who handle human resources issues related to a company's overseas operations and
human resources information system specialists, who develop and apply computer programs to
process human resources information, match jobseekers with job openings, and handle other
human resources matters; and total compensation or total rewards specialists, who determine an
appropriate mix of compensation, benefits, and incentives. Work environment. Human resources
personnel usually work in clean, pleasant, and comfortable office settings. Arbitrators and
mediators many of whom work independently may work out of home offices. Although most
human resources, training, and labor relations managers and specialists work in the office, some
travel extensively. For example, recruiters regularly attend professional meetings, participate in
job fairs, and visit college campuses to interview prospective employees. Arbitrators and
mediators often must travel to the site chosen for negotiations. Trainers and other specialists may
travel to regional, satellite, or international offices of a company to meet with employees who
work outside of the main corporate office.

Many human resources, training, and labor relations managers and specialists work a
standard 40-hour week. However, longer hours might be necessary for some workers—for
example, labor relations managers and specialists, arbitrators, and mediators—when contract
agreements or dispute resolutions are being negotiated.

FEATURES OF EMPLOYEE WELFARE

The features of employee welfare are: -

* Employee welfare is a comprehensive term including various services, facilities and amenities

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provided to employees for their betterment.

* The basic purpose in to improve the lot of the working class.

* Employee welfare is a dynamic concept.

* Employee welfare measures are also known as fringe benefits and services.

* Welfare measures may be both voluntary and statutory.

Principles of Employee Welfare Service

            Following are generally given as the principles to be followed in setting up a employee
welfare service:

 The service should satisfy real needs of the workers.  This means that the manager must
first determine what the employee’s real needs are with the active participation of
workers.
 The service should such as can be handled by cafeteria approach.  Due to the difference
in Sex, age, marital status, number of children, type of job and the income level of
employees there are large differences in their choice of a particular benefit.  This is
known as the cafeteria approach.  Such an approach individualizes the benefit system
though it may be difficult to operate and administer.
 The employer should not assume a benevolent posture.
 The cost of the service should be calculated and its financing established on a sound
basis.
 There should be periodical assessment or evaluation of the service and necessary timely
on the basis of feedback.

TYPES OF WELFARE SERVICES

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The types of welfare services are as follows: -

* Intramural: - These are provided within the organization like:

1. Canteen,
2. Rest rooms,
3. Crèches,
4. Uniform etc.

* Extramural: - These are provided outside the organization, like: -

1. Housing,
2. Education,
3. Child welfare,
4. Leave travel facilities,
5. Interest free loans,
6. Workers cooperative stores,
7. Vocational guidance etc.

EMPLOYEE PROTECTION AND WELFARE

STATUTORY WELFARE MEASURES:

The preamble to our Indian Constitution promises justice - social, economic and political.
It also stresses Equality of status and of opportunity. Article 23 of the Constitution prohibits

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traffic inhuman beings and forced labour. Article 24 prohibits employment of children in
factories. The article 38 and 39 spelt under Directive Principles of State Policy are now
enforceable as per the dictums laid by our Supreme Court.

Constitution of India, Article 38: State to secure a social order for the promotion of welfare of
the people:
 The State shall strive to promote the welfare of the people by securing and protecting
as effectively as it may a social order in which justice, social, economic and political, shall
inform all the institutions of the national life.
 The State shall, in particular, strive to minimize the inequalities in income, and
endeavor to eliminate inequalities in status, facilities and opportunities, not only amongst
individuals but also amongst groups of people residing in different areas or engaged in different
vocations.

Constitution of India, Article 39: Certain principles of policy to be followed by the State. - The
State shall, in particular, direct its policy towards securing –

 That the citizens, men and women equally, have the right to an adequate means to
livelihood;
 That the ownership and control of the material resources of the community are so
distributed as best to sub serve the common good;
 That the operation of the economic system does not result in the concentration of
Wealth and means of production to the common detriment ;
 That there is equal pay for equal work for both men and women;
 That the health and strength of workers, men and women, and the tender age of
Children are not abused and that citizens are not forced by economic necessity to enter
avocations unsuited to their age or strength
 Those children are given opportunities and facilities to develop in a healthy manner and
in conditions of freedom and dignity and that childhood and youth are protected against
exploitation and against moral and material abandonment.

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Non Statutory Measures


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.

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.

Employee Referral Scheme: In several companies employee referral scheme is implemented to


encourage employees to refer friends and relatives for employment in the organization.

Through social security and social justice are spelt in our Constitution, they are never put into
practice thanks to our Executives who only pretend to implement the programmes of the State.
Some of the important Statutory Welfare measures given by the government are as follows:

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(i) The Factories Act of 1948


(ii) The Employees State Insurance Act 1948
(iii) The payment of Wages Act 1936
(iv) The Workmen's Compensation Act 1923
(v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952.
(vi) The Payment of Gratuity Act, 1962
(vii) The Maternity Benefit Act, 1961

FACTORIES ACT OF 1948

Purpose of this Act: An act to consolidate and amend the law regulating labour in factories.

The Factories Act is meant to provide protection to the workers from being exploited by
the greedy business employments and provides for the improvement of working conditions
within the factory premises. The main function of this act is to look after the welfare of the
workers, to protect the workers from exploitations and unhygienic working conditions, to
provide safety measures and to ensure social justice.

Sections 11 to 20 of the Factories Act deal about Health.

HEALTH

Section 11: Cleanliness


Section 12: Disposal of wastes and effluents
Section 13: Providing proper ventilation and maintaining proper temperature

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Section 14: Removal of Dust and fume


Section 15: Providing artificial humidification
Section 16: No Overcrowding
Section 17: Proper Lighting
Section 18: Providing pure Drinking water
Section 19: Providing Latrines and urinals
Section 20: Providing Spittoon

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. Toilet Facilities: 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.

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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.
11. Fire Extinguishers: Company should provide sufficient number of extinguishers to safe
guard the employees

SAFETY

Section 21: Proper Fencing of machinery


Section 22: Precautions - Work on or near machinery in motion
Section 23: No Employment of young person’s on dangerous machines
Section 24: Providing Striking gear and devices for cutting off power
Section 25: Precautions near Self-acting machines
Section 26: Casing of new machinery

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Section 27: Prohibition of employment of women and children near cotton openers
Section 28: Providing Hoists and lifts
Section 29: Provision for Lifting machines, chains, ropes and lifting tackles
Section 30: Protection near revolving machinery
Section 31: Protection near Pressure plant
Section 32: Provision for Floors, stairs and means of access
Section 33: Providing and precautions near Pits, sumps openings in floors, etc.
Section 34: No Excessive weights
Section 35: Protection of eyes
Section 36: Precautions against dangerous fumes, gases, etc
Section 36A: Precautions regarding the use of portable electric light
Section 37: Explosive or inflammable dust, gas etc.
Section 38: Precautions in case of fire
Section 39: Power to require specifications of defective parts or tests of stability
Section 40: Safety of buildings and machinery.
Section 40A: Maintenance of buildings
Section 40B: Appointment of Safety Officers

Safety of Employees

 Fencing of machinery:  All dangerous and moving parts of machinery shall be securely
fenced.  Screws, bolts and teeth shall be completely encased to prevent danger.
 Work on or near machinery in motion:  Lubrication or other adjusting operation on
moving machinery shall be done only by a specially trained adult male worker.
 Employment of young person’s on dangerous machines:   No young person shall be
allowed to work on any dangerous machine (so prescribed by the state government)

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unless he is sufficiently trained or is working under the supervision of knowledgeable


person.
 Device for cutting off power:  Suitable device for cutting of power in emergencies shall
be provided.
 Hoists and lifts:  These shall be made of good material and strength, thoroughly
examined at least once in every six months and suitably protected to prevent any person
or thing from being trapped.

WELFARE

Section 42: Providing Washing facilities


Section 43: Providing Facilities for storing and drying clothing
Section 44: Providing Facilities for sitting
Section 45: First-aid appliances to be kept.
Section 46: Canteens at subsidized rates.
Section 47: Shelters, rest rooms and lunch rooms for workmen.
Section 48: Crèches for babies of working women.
Section 49: Appointment of Welfare officers.

It is the duty of the Chief Inspector of Factories to ensure enforcement of all the above
Provisions of the Factories Act in respect of safety, health and welfare of employees.

Employee Welfare Officer

            Section 49 of the factories act provides that in every factory wherein 500 or more
workers are ordinarily employed the employer shall appoint at least one welfare officer.

            The welfare officer should possess; (i) a university degree; (ii) degree or diploma in
social service or social work or social welfare from a recognized institution; and (iii) adequate

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knowledge of the language spoken by the majority of the workers in the area where the factory is
situated.

¯     Supervision

¯     Counseling workers

¯     Advising management

¯     Establishing liaison with workers

¯     working with management and workers to improve productivity.

¯     working with outside public to secure proper enforcement of various acts.

Welfare of Employee

            Chapter V of the factories Act contains provisions about the welfare of employees. 
These are as follows:

 There shall be separate and adequately screened washing facilities for the use of male and
female employees.
 There shall be suitable places provided for clothing not worn during working hours and
for the dying of wet clothing.
 There shall be suitable arrangement for all workers to sit for taking rest if they are
obliged to work in a standing position.
 There shall be provided the required number of first-aid boxes or cupboard (at the rate of
one for every 150 workers) equipped with the prescribed contents readily available
during the working hours of the factory.
 The State Government may make rules requiring that in any specified factory employing
more than 250 employees a canteen shall be provided and maintained by the occupier for
the use of the employee.

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 There shall be provided sufficiently lighted and ventilated lunch room if the number of
employees ordinarily employed is more than 150.

THE WORKMEN'S COMPENSATION ACT 1923

Purpose of the Act: An Act to provide for the payment of certain classes of employers to their
workmen of compensation for injury by accident. The workmen's compensation Act1923 is one
of the earliest pieces of labour legislation. This act encompasses all cases of accidents arising out
of and in course of employment. The rate of Compensation to be paid in a lump sum is
determined by a schedule provided in the act proportionate to the extent of injury and the loss of
earning capacity. The younger the age of he worker and higher the wage the greater is the
compensation. The Act provides the formula for calculating the compensation. The injured
person can claim compensation and in the case of death, the compensation is claimed by
dependents of the deceased. This law applies to the organized as well as unorganized sectors that
are not covered by the E.S.I. scheme. The following definitions and the sections of law are
presented for the students to take note of them.

Administration: The act is administered by the State Governments which appoint


Commissioners for this purpose under Sec.20 of the Act.

Benefits: Under the Act, compensation is payable by the employer to workman for all personal
injuries caused to him by accident arising out of and in the course of his employment which
disable him for more than 3 days. If the workman dies, the compensation is to be paid to his
dependants. The Act distinguishes among three types of injuries: permanent total disablement,
permanent partial disablement and temporary disablement. The amount of compensation to be
paid on the death or disablement of workman is given in Fourth Schedule of the Act and varies
according to his wages, the type of injury and age. It is an obligation upon the employer to make
the payment of compensation within one month from the date on which it falls due.

Sources of Funds: All compensation under the act is payable by the employer.

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THE PAYMENT OF WAGES ACT:


The Payment of Wages Act was enacted as early as 1936 during the colonial rule. The
purpose of this act is to regulate payment of wages. This insists on the payment of wages by the
seventh day or the tenth day of the succeeding month and in case of weekly payment the last day
of the week.

Section 3: Responsibility for payment of wages. - Every employer shall be responsible for the
payment to person employed by him of all wages required to be paid under this Act. Provided
that, in the case of persons employed (otherwise than by a contractor) –

 In factories, if a person has been named as the manager of the factory under Clause of
sub-section (1) of section 7 of the Factories Act, 1948 (63 of 1948)

 In industrial or other establishments, if there is a person responsible to the Employer for


the supervision and control of the industrial or other establishments

 Upon railways (otherwise that in factories), if the employer is the railway administration
and the railway administration has nominated a person in this behalf for the local area
concerned, the person so named, the person so responsible to the employer, or the person
so nominated, as the case may be (shall also be responsible) for such payment.

Section 4: Fixation of wage-periods:


> Every person responsible for the payment of wages under section 3 shall fix periods (in
this Act referred to as wage-periods) in respect of which such wages shall be payable.
> No wage-period shall exceed one month.

Section 5: Time of payment of wages. –

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(1) The wages of every person employed upon or in


 Any railway, factory or {industrial or other establishment} upon or in which less than one
thousand persons are employed, shall be paid before the expiry of the seventh day.
 Any other railway, factory or {industrial or other establishment}, shall be paid before the
expiry of the tenth day, after the last day of the wage-period in respect of which the
wages are payable:
(2) Where the employment of any person is terminated by or on behalf of the employer, the
wages, earned by him shall be paid before the expiry of the second working day from the day on
which his employment is terminated.
(3) The State Government may, by general or special order, exempt, to such extent and subject to
such conditions as may be specified in the order, the person responsible for the payment of
wages to persons employed upon any railway (otherwise than in a factory) from the operation of
this section in respect of the wages of any such persons or class of such persons.
(4) Save as otherwise provided in sub-section (2), all payments of wages shall be
made on a working day.

THE EMPLOYEES’ PROVIDENT FUND ACT 1952

The purpose of this Act: An Act to provide for the institution of Provident Funds, pension
funds and deposit linked fund for employees in factories and other establishments. Contributions
of 10% of the wages are paid by the employer and another 10% by the employees. This amount
is deposited with the government which pays an interest. This Act also now has provisions for
pension scheme.

Administration: The employees Provident Funds, Pension and Insurance Schemes framed under
the Act are administered by a tripartite Central Board of trustee, consisting of representatives of
employers and employees and persons nominated by the Central and State Governments.

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Benefits: The act has made schemes for 3 types of benefits, provident fund, family pension and
deposit linked insurance. Family pension is payable to the widow or widower up to the date of
death or re-marriage whichever is earlier. In the absence of the widow or the widower it is
payable to the eldest surviving unmarried daughter until she attains the age of 21 years or marries
whichever is earlier. The dependents of the employee also receive an additional amount known
as the deposit linked insurance which is equivalent to the average balance lying to the credit of
the employee on his provident fund during the preceding 3 years, subject to a maximum of Rs
10000 provided that such employee has kept a minimum average balance of Rs. 1000 in the
provident fund.

Source of Funds: Here both the employer and the employee are required to contribute the
provident fund every month at 8.33% of the basic wages, dearness allowance and retaining
allowance. An employee can make a larger contribution up to 10% but there is no compulsion
for the employer to make a matching contribution.

THE PAYMENT OF GRATUITY ACT, 1972

Purpose of the Act: An act to provide for scheme for the payment of gratuity to employees
engaged in factories, mines, oil fields, plantations, ports, railway companies, shops or other
establishments and matters connected therewith or incidental thereto. Gratuity shall be payable to
an employee on the termination of his employment after he has rendered continuous service for
not less than five years.
(a) On his superannuation
(b) On his retirement or resignation
(c) On his death or disablement
For every completed year of service or part thereof in excess of six months the employer shall
pay gratuity to an employee at the rate of 15 days’ wages based on the rate of wages last drawn
by the employee concerned.

Section 4: Payment of gratuity

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(1) Gratuity shall be payable to an employee on the termination of his employment after he has
rendered continuous service for not less than five years:
(a) On his superannuation, or
(b) On his retirement or resignation, or
(c) On his death or disablement due to accident or disease;
Provided that the completion of continuous service of five years shall not be necessary where the
termination of the employment of any employee is due to death or disablement; provided further
that in the case of death of the employee, gratuity payable to him shall be paid to his nominee or,
if no nomination has been made, to his heirs, and where any such nominees or heirs is a minor,
the share of such minor, shall be deposited with the controlling authority who shall invest the
same for the benefit of such minor in such bank or other financial institution, as may be
prescribed, until such minor attains majority.
(2) For every completed year of service or part thereof in excess of six months, the employer
shall pay gratuity to an employee at the rate of fifteen days' wages based on the rate of wages last
drawn by the employee concerned; provided that in the case of a piece-rated employee, daily
wages shall be computed on the average of the total wages received by him for a period of three
months immediately preceding the termination of his employment, and, for the purpose, the
wages paid for any overtime work shall not be taken into account; provided further that that in
the case of {an employee who is employed in a seasonal establishment and who is not so
employed throughout the
Year} the employer shall pay the gratuity at the rate of seven days' wages for each season.
(3) The amount of gratuity payable to an employee shall not exceed {three lakhs and fifty
thousand} rupees.
(4) For the purpose of computing the gratuity payable to an employee who is employed, after his
disablement, on reduced wages, his wages for the period preceding his disablement shall be
taken to be the wages received by him during that period, and his wages for the period
subsequent to his disablement shall be taken to be the wages as so reduced.
(5) Nothing in this section shall affect the right of an employee to receive better terms of gratuity
under any award or agreement or contract with the employer.

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(6) Notwithstanding anything contained in sub-section


(a) The gratuity of an employee, whose services have been terminated for any act, willful
omission or negligence causing any damage or loss to, or destruction of, property belonging to
the employer 'shall be forfeited to the extent of the damage or loss so caused.
(b) The gratuity payable to an employee {may be wholly or partially forfeited} -
(i) If the services of such employee have been terminated for his riotous or disorderly conduct or
any other act of violence on his part, or
(ii) If the services of such employee have been terminated for any act which constitutes an
offence involving moral turpitude, provided that such offence is committed by him in the course
of his employment.

THE MATERNITY BENEFIT ACT, 1961

Purpose of the Act: An Act to regulate the employment of women in certain establishments for
certain period before and after child-birth and to provide for maternity benefit and certain other
benefits.

Section 4: Employment of or work by, women, prohibited during certain periods

(1) No employer shall knowingly employ a woman in any establishment during the six weeks
immediately following the day of her delivery, (miscarriage or medical termination of
pregnancy).
(2) No women shall work in any establishment during the six weeks immediately following the
day of her delivery (miscarriage or medical termination of pregnancy). (3) Without prejudice
to the provisions of section 6, no pregnant women hall, on a request being made by her in his
behalf, is required by her employer to do during the period specified in subsection
(4) Any work which is of an arduous nature or which involves long hours of standing, or which
in any way is likely to interfere with her pregnancy or the normal development of the foetus, or
is likely to cause her miscarriage or otherwise to adversely after her health.
(4) The period referred to in sub-section (3) shall be -

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(a) The period of one month immediately proceeding the period of six weeks, before the date of
here expected delivery;
(b) Any period during the said period of six weeks for which the pregnant woman does not avail
of leave of absence under section 6.

Section 5: Right to payment of maternity benefits:


(1) Subject to the provisions of this Act, every woman shall be entitled to, and her employer shall
be liable for, the payment of maternity benefit at the rate of the average daily wage for the period
of her actual absence, that is to say, the period immediately preceding the day of her delivery, the
actual day of her delivery and any period immediately following that day.
(2) No woman shall be entitled to maternity benefit unless she has actually worked in an
Establishment of the employer from whom she claims maternity benefit, for a period of not less
than{eighty days} in the twelve months immediately preceding the date of her expected delivery.
Provided that the qualifying period of {eighty days} aforesaid shall not apply to a woman who
has immigrated into the State of Assam and was pregnant at the time of the immigration.
(3) The maximum period for which any woman shall be entitled to maternity benefit shall be
twelve weeks of which not more than six weeks shall precede the date of her expected delivery.
Provided that where a woman dies during this period, the maternity benefit shall be payable only
for the days up to and including the day of her death ; Provided further that where a woman,
having been delivered of a child, dies during her delivery or during the period immediately
following the date other delivery for which she is entitled for the maternity benefit, leaving
behind in either case the child, the employer shall be liable for the maternity benefit for that
entire period but if the child also
Dies during the said period, then, for the days up to and including the date of the death of the
child.

EMPLOYEES STATE INSURANCE ACT 1948

Purpose of the Act: This Act covers all workers whose wages do not exceed Rs 1600 per month
and who are working in factories, other than seasonal factories, run with power and employing

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20 or more workers. The coverage can be extended by the State Government with the approval
of the Central Government.

Administration: The Act is administered by the E.S.I Corporation, an autonomous body


consisting of representatives of the Central and State Governments, employers, employees,
medical profession and Parliament.

Benefits: The Act, which provides for a system of compulsory insurance, is a landmark in the
history of social security legislation in India. An insured person is entitled to receive the
following types of benefits:

 Medical Benefit
 Sickness Benefit
 Maternity Benefit
 Disablement benefit
 Dependant’s Benefit
 Funeral benefit

Sources of Funds: the Act provides for the setting up of the Employees State Insurance fund
from the contributors received from employers and employees and various grants, donations and
gifts received from Central or State Governments, local authorities and individuals. The rate of
employer’s contribution is 5% of the wage bill and that of the employee’s contribution is 2.25%.

VOLUNTARY WELFARE MEASURES:


These are some of the voluntary welfare measures given by the employer to the
employees.
They are as follows:

 Housing facilities

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 Transportation facilities
 Medical facilities
 Cultural facilities
 Recreation facilities
 Consumers co-operative society
 Loans and various advances
 Leave travel concession
 Gifts to the employees holiday games
 Labour welfare fund
 Vehicle stand for parking
 Libraries
 Cafeterias

Voluntary Benefits

Benefits are also given voluntarily to workers by some progressive employers.  These
include loans for purchasing houses and for educating children, leave travel concession, fair
price shops for essential commodities and loans to buy personal conveyance.

Machinery Connected with Employee Welfare Work

1.      Chief inspector of Factories: It is the duty of the Chief inspector of factories (who
generally works under the administrative control of the labour commissioner in each state) to
ensure enforcement of various provisions of Factories Act i8n respect of safety, health and
welfare of workers.

2.      Central Labour Institute:

The institute was set up in Bombay in 1966 to facilitate the proper implementation of the
Factories Act, 1948; to provide a centre of information for inspectors, employers, workers and
others concerned with the well being of industrial labour and to stimulate interest in the
application of the principles of industrial safety, health and welfare.

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3.      National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the
Union Ministry of Labour and Rehabilitation, Government of India, as an autonomous national
body with the objective of generating developing and sustaining an movement of safety
awareness at the national level.

4.      Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952.  He inspects electrical
installation and machinery provided in the mines and determines the thickness of barriers of 2
adjacent mines in order to prevent spread of fire and danger of inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare provisions of the
Factories Act has been the quantitative and qualitative inadequacy of the inspection staff.
2. at present, a labour welfare officer is not able to enforce laws independently because he
has to work under the pressure of management.
3. Women workers do not make use of the crèche facilities either because they are
dissuaded by the management to bring their children with them or because they have to
face transport difficulties.

 National Commission on Employee Recommendations

1. The statutory provisions on safety are adequate for the time being effective enforcement
is the current need.
2. Every fatal accident should thoroughly be enquired into and given wide publicity among
workers.
3. Employers should play a more concerted role in safety and accident prevention
programmes and in arousing safety consciousness.

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4. Safety should become a habit with the employers and workers instead of remaining a
mere ritual as at present.
5. Unions should take at least as much interest in safety promotion as they take in claims for
higher wages.

SOCIAL SECURITY

            The connotation of the term “Social Security” varies from country to country with
different political ideologies.  In socialist countries, the avowed goal is complete protection to
every citizen form the cradle to the grave.

There are some components of Social Security:

 Medical care
 Sickness benefit
 Unemployment benefit
 Old-age benefit
 Employment injury benefit
 Family benefit
 Maternity benefit
 Invalidity benefit and Survivor’s benefit

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TABLE - 1

1. What is your opinion about canteen facilities?

Responses No. of respondents Percentage

Excellent 65 65

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Satisfy 22 22

Not satisfy 13 13

Total 100 100

CANTEEN FACILITIES

70
60
50
40 Excellent

30 Satisfy
Not Satisfy
20
10
0
Percentage

Inference:
The table 1 and diagram reveal that 65% of the workers are excellent on the canteen
facilities, such as maintain clean in the canteen and with a well furniture of 20 chair and two fans
(conditioned) and proper ventilation and lighting etc., apart from this they provide the news
Maxine’s and television with a (21” monitor colored and dish connected) and phone connection,
connected with internal to all the departments etc. The remaining respondents will aware these
facilities in course of their service at the factory.

TABLE - 2

2. What is your opinion about drinking water facilities in factory?

Responses No. of respondents Percentage


satisfy 85 85

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better 15 15
not satisfy 0 0
Total 100 100

DRINKING WATER FACILITIES

15
Satisfy
Better
Not Satisfy

85

Inference:
Table 2 and diagram shows the drinking water facilities available in the factory which
was provided by the company. The company was put the water drums with a distance of the 500
meters. In the campus and put a water drum in the each and every department office with a
purifier filters. And arrange the sign boards on the above of the drum as a “DRINKING
WATER”
TABLE - 3

3. How far you satisfied with clean, lighting and ventilation provided by company?

Opinion No. of Respondents Percentage


Satisfy 62 62

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Better 28 28
Some extent 10 10
Total 100 100

Ligthing & Ventilation & Clean

10
Satisfy
28 Better
Some Extent
62

Inference:
Table 3 and diagram focus on the specific induction programme related to the health &
safety aspects of the workers in the factory unit. This table also springs surprise that seminar type
is marginally ahead of practical demo and interaction. It is generally believed that practical
orientation will help in a long way in improving the performance levels as well as safeguarding
the health & safety aspects of the workers. Whatever may be the induction programme the
ultimate result should lead to increase the productivity levels of the workers without detrimental
to their health and safety.

TABLE - 4

4. What is your opinion about shift allowances provided by company?

Opinion No. of Respondents Percentage


Good 47 47

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Better 33 33
Not satisfy 20 20
total 100 100

SHIFT ALLOWANCES

20
Satisfy
47 Better
Not Satisfy
33

Inference:
The table 4 and diagram relate to the shift allowance which was provided by the company
to the employee. Most of the employees are expressing their opinions as satisfy. “Night Shift
Allowance is being paid to all the workmen to manager cadre of employee’s.”

TABLE - 5

5. How did you feel about the administrative arrangements within a plant for welfare
provided by company?

Opinion No. of Respondents Percentage

Comfort & satisfy 69 69

Partly satisfy 15 15

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Not satisfy 16 16

total 100 100

ADMINISTRATIVE ARRANGEMENTS

16 Comfort &
Satisfy
15 Partly Satisfy

69 Not Satisfy

Inference:
The table 5 and diagram deal administrative arrangements implemented within the plant
location. The Human resource department and the security department and some other
departments are inside. In that the employee who are in that departments are mostly satisfied
with the administrative arrangements which are provided by the company.

TABLE - 6

6. What is your opinion about health services and occupational safety provided by
company?

Opinion No. of Respondents Percentage


Satisfy 68 68
Partly satisfy 18 18
Some extent 16 16

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total 100 100

HEALTH SERVICES

14
Satisfy
18 Partly Satisfy
Some Extent
68

Inference:
Table 6 and diagram focus on the specific induction programme related to the health &
safety aspects of the workers in the factory unit. This table also springs surprise that seminar type
is marginally ahead of practical demo and interaction. It is generally believed that practical
orientation will help in a long way in improving the performance levels as well as safeguarding
the health & safety aspects of the workers. Whatever may be the induction programme the
ultimate result should lead to increase the productivity levels of the workers without detrimental
to their health and safety.
TABLE - 7

7. What is your opinion about Toilet facilities in the factory?

Opinion No. of Respondents Percentage


Satisfy 61 61
Better 25 25
Some extent 14 14

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total 100 100

TOILET FACILITIES

70
60
50
40 Satisfy

30 Better
Some Extent
20
10
0
Percentage

Inference:
The table 7 and diagram reveal that the majority of the workers are satisfied with the
maintenance of the clean and ventilated, with a sufficient water facility in that. The company is
provided the detergents for the washing.

TABLE - 8

8. Are you satisfied about arrangements for the prevention of fatigue?

Opinion No. of Respondents Percentage


Satisfy 68 68
Better 22 22
Some extent 10 10
total 100 100

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ARRANGEMENTS FOR PREVENTION

70
60
50
Satisfy
40
30 Better
20 Some Extent
10
0
Percentage

Inference:

The table 8 and diagram reveal that majority of the respondents give their opinion on
measures taken by the company for prevention of the fatigue in the factory.

TABLE - 9

9. Are you satisfying the working conditions in the company?

Opinion No. of Respondents percentage


satisfy 59 59
Partly satisfy 28 28
Not satisfy 16 16
total 100 100

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EMPLOYEE WELFARE

WORKING CONDITIONS

16
Satisfy
Partly Satisfy
25 59 Not Satisfy

Inference:
The table 9 and diagram pertain to the working conditions of the workers in the
organization. As per the workers the conditions such as work timings are comfortable. In the
sense shift timings and the break hours such as for breakfast, lunches, refreshing between the
works are satisfiable. The response of the majority of workers are positive towards the
management such that they won’t give stress to worker about the production and the dignity of
labour will be exist So that workers express cheer and happy about the working conditions.
TABLE - 10

10. Response on provision for social insurance measures provided by company.

opinion No. of respondents Percentage


Yes 67 67
To some extent 19 19
No 14 14
Total 100 100

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SOCIAL INSURANCE

14 Yes

19 To Some
Extent
67
No

Inference:
The table 10 and diagram relative to the provisions for social Insurance measures which
provided by company mostly the 67% employees are satisfied well and 19% of employees are
partly satisfied but 14% of employees are not satisfied with the social insurance measures which
the company has provided to them.
TABLE - 11

11. Are you able manage your work pressure, tension, Stress?

Opinion No. of Respondents Percentage


Yes 56 56
No 26 26
To Some Extent 18 18
total 100 100

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EMPLOYEE WELFARE

WORKING CONDITIONS

18
Yes
No
56 To some extent
26

Inferen
ce:
The table 11 and diagram relate to the successful management and control of health
&stress level by the workers in the company. They are about only 56%of the respondents could
manage both health & stress level without any major problem. Though this is satisfactory still
there is a scope for increasing the percentage levels. They are about 26% respondents unable to
manage both health &work stress due to the work pressures and other tensions.

TABLE - 12

12. Are you satisfied with health check up camp conduct by the management
every year?

Opinion No. of Respondents Percentage


Strongly agree 86 86
Agree 14 14
Avg.agree 00 00
total 100 100

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HEALTH CHECKUP CONDUCT BY MANAGEMENT

Strongly agree
Agree
Avg.Agree

Inference:
From the above table it can be inferred that all of the respondents are agree with master
health checkup group conducted by the management every year.

TABLE 13

13. Do you satisfy with the first aid boxes provided by the management in case of any accident
on emergency period?

Opinion No. of Respondents Percentage


Yes 100 100
No 00 14
total 100 100

FIRST AID BOXES PROVIDED BY THE MANAGEMENT

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EMPLOYEE WELFARE

100
90
80
70
60
50 Yes
40 No
30
20
10 No
0
No. of Respondents Yes
Percentage

INFERENCE
From the above table and chart shows that all of the respondents are 100% satisfied with
First Aid boxed provided by the company

TABLE 14
14. Are you satisfied with uniforms and shoes issued by the company?

Opinion No. of Respondents Percentage


Satisfied 96 96
Dissatisfied 04 04
total 100 100

UNIFORM AND SHOE FACILITES

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100
90
80
70
60
50 No. of Respondents
40 Percentage
30
20
10
0
Satisfied Dissatisfied total

INFERENCE
From the above table it can be inferred that 96% employees are satisfied with uniform
and shoes issued by the company remaining 4% employees are not satisfied with those facilities
provided by the company.

TABLE 15

15. Are you satisfied by the direction, guidance and support provided by superiors?

Opinion No. of Respondents Percentage


Highly satisfied 23 23
Satisfied 45 45
Dissatisfied 02 02
Neither 30 30
satisfied nor
dissatisfied
total 100 100

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Direction, Guidance and Support provided by the superiors

No. of Respondents

Highly satisfied

Satisfied

Dissatisfied

Neither satisfied nor


dissatisfied

INFERENCE
From the above table and chart it can be inferred that 23% are highly satisfied and 45%
are satisfied and 02% are dissatisfied and remaining 30% are neither satisfied nor dissatisfied by
the direction, guidance and support provided by the superiors in the factory.

TABLE 16

16. How often you interact with your colleagues in your work-place (only job related
interactions)?

Opinion No. of Respondents Percentage


Very often 12 12
Often 40 40
Rarely 35 35
Very rarely 13 13
total 100 100

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Interact with colleagues in work-place

45
40
35
30
25 No. of Respondents
20 Percentage
15
10
5
0
Very Often Rarely Very
often rarely

INFERENCE
The table and diagram shows that often workers are interact with their colleagues in the
work-place

TABLE 17

17. How often do you seek cooperation from your boss?

Opinion No. of Respondents Percentage


Yes 88 88
No 12 12
total 100 100

Cooperation from boss in the factory

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EMPLOYEE WELFARE

120

100

80

60 No. of Respondents
Percentage
40

20

0
Yes No total

INFERENCE
From the table and chart shows that 88% are satisfied with their cooperation from their
boss and remaining 12% are not satisfied.

TABLE 18

18. Are you satisfied with recreation facilities (trips and games) provided by the company?

Opinion No. of Respondents Percentage


Satisfied 87 87
Dissatisfied 13 13
total 100 100

RECREATIONAL FACILITIES PROVIDED BY THE COMPANY

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EMPLOYEE WELFARE

100
90
80
70
60
50
40 No. of Respondents
30 Percentage
20
10
0
No. of Respondents
ed d al
tisfi sfie tot
Sa ssati
Di

INFERENCE
From the above table and chart it can be inferred that maximum employees are satisfied
with the recreational facilities provided by the company.

TABLE 19

19. Do you feel free to offer comment and suggestion in your factory?

Opinion No. of Respondents Percentage


Yes 82 82
No 18 18
total 100 100

Working hours of the job

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EMPLOYEE WELFARE

100
90
80
70
60
50 No. of Respondents
40 Percentage
30
20
10
0
Yes No total

INFERENCE
From the table it can be inferred that 82% of respondents are satisfied with their working
hours of the job and remaining 18% are not satisfied with their working hours.

TABLE 20

20. How motivating is the work environment?

Opinion No. of Respondents Percentage


Extremely 42 42
motivating
Fairly 25 25
motivating
Demotivating 03 03
Neither 30 30
motivating nor

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EMPLOYEE WELFARE

Demotivating
Total 100 100

Motivating in the work environment


120
80
40
0 No. of
Respondents
Percentage

INFERENCE
From the above table and chart shows that 42% extremely motivating, 25%fairly
motivating, 03% Demotivating and 30% neither motivating nor Demotivating in the work
environment.
CHI SQUARE TESTS
1. TO TEST THE RESPONDENT’S RESPONSE ON CANTEEN FACILITIES PROVIDED
BY COMPANY?
Dimensions EXCELLENT SATISFY NOT SATISFY TOTAL
Respondents 65 22 13 100
Null Hypothesis:
Ho: More number of the respondents that the canteen & shelter provided by the company is not
excellent.
Observed frequency:
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY
(Oi)
(Ei)
65 33.3 31.7 1004.89 971.59
22 33.3 -11.33 127.69 94.34
13 33.3 -20.3 412.09 378.79

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Total 1444.72
Expected frequency:
Ei =100/3
= 33.33
Calculated value:
X2 = (Oi-Ei) 2/Ei
= 1444.72
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
1444.72 > 3.96
Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents
that the canteen & shelter provided by the company is excellent.
2. TO TEST THE RESPONDENT’S RESPONSE OPINION ABOUT DRINKING
WATER FACILITIES IN COMPANY?
Dimensions SATISFY BETTER NOT SATISFY TOTAL
Respondents 85 15 0 100
Null Hypothesis:
Ho: More number of the respondents that the drinking water facility in company is not satisfies.
Observed frequency:
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
85 33.3 51.7 2672.89 80.26
15 33.3 -18.3 334.89 10.84
00 33.3 -33.3 1108.89 33.3
Total 124.43
Expected frequency:
Ei =100/3
= 33.33

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Calculated value:
X2 = (Oi-Ei) 2/Ei
= 124.43

Tabulated value = Degree of freedom = (n-1) = (3-1) =2


5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
124.43 > 3.96

Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents
that the drinking water facility in company is satisfies.

3. TO TEST THE RESPONDENT’S RESPONSE ON SATISFIED WITH CLEAN


LIGHTING &VENTILATION PROVIDED BY COMPANY?
Dimensions SATISFY BETTER SOME EXTENT TOTAL
Respondents 62 28 10 100
Null Hypothesis:
Ho: More number of the respondents that the clean, lighting & ventilation provided by company
is not satisfies.
Observed frequency:
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
62 33.3 28.7 823.69 24.73
28 33.3 -5.3 28.09 0.84
10 33.3 -23.3 542.89 16.30
Total 41.87
Expected frequency:
Ei =100/3
= 33.33

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Calculated value:
X2 = (Oi-Ei) 2/Ei
= 41.87
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
41.87 > 3.96

Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents
that the clean, lighting & ventilation provided by company is satisfies.

4. TO TEST THE RESPONDENT’S RESPONSE ON OPINION ABOUT SHIFT


ALLOWENCES PROVIDED BY COMPANY?
Dimensions GOOD BETTER NOT SATISFY TOTAL
Respondents 47 33 20 100
Null Hypothesis:
Ho: More number of the respondents that the shift allowance provided by company is not good.
Observed frequency:
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
47 33.3 13.7 187.69 5.63
33 33.3 -0.3 0.09 0.002
20 33.3 -13.3 176.89 5.31
Total 10.94

Expected frequency:
Ei =100/3
= 33.33
Calculated value:

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X2 = (Oi-Ei) 2/Ei
= 10.94
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
10.94 > 3.96

Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents
that the shift allowance provided by company is good.

5. TO TEST THE RESPONDENT’S RESPONSE ON FEEL ABOUT ADMINISTRATIVE


ARRANGEMENT WITH IN PLANT FOR WELFARE PROVIDED BY COMPANY?
Dimensions SATISFY PARTLYSATISFY NOT SATISFY TOTAL
Respondents 69 15 16 100
Null Hypothesis:
Ho: More number of the respondents that the administrative arrangements with in a plant for
welfare provided by company is not comfort &satisfy.
Observed frequency:
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
69 33.3 35.7 1274 38.27
15 33.3 -18.3 334.89 10.05
16 33.3 -17.3 229.29 06.88
Total 55.30

Expected frequency:
Ei =100/3
= 33.33
Calculated value:

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X2 = (Oi-Ei) 2/Ei
= 55.30
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
55.30 > 3.96
Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents
that the administrative arrangements with in a plant for welfare provided by company is not
comfort &satisfy.
6. TO TEST THE RESPONDENT’S RESPONSE ON OPINION ABOUT HEALTH
SERVICE OCCUPATIONAL SAFETY PROVIDED BY COMPANY?
Dimensions SATISFY PARTLYSATISFY SOME EXTENT TOTAL
Respondents 68 18 16 100
Null Hypothesis:
Ho: More number of the respondents that the health service &occupational safety provided by
company is not satisfy.
Observed frequency:
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
68 33.3 34.7 1204.94 36.15
18 33.3 -15.3 234.89 07.02
16 33.3 -17.3 229.29 06.88
Total 50.05

Expected frequency:
Ei =100/3
= 33.33
Calculated value:
X2 = (Oi-Ei) 2/Ei

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= 50.05
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
50.05 > 3.96

Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents
that the health service &occupational safety provided by company is satisfy.
7. TO TEST THE RESPONDENT’S RESPONSE ABOUT TOILET FACILITIES IN
COMPANY?
Dimensions SATISFY BETTER SOME EXTENT TOTAL
Respondents 61 25 14 100
Null Hypothesis:
Ho: More number of the respondents on toilet facilities in factory is not satisfied.
Observed frequency
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
61 33.3 27.7 767.29 23.04
25 33.3 -13.3 176.89 05.31
14 33.3 -19.3 372.49 11.18
Total 39.53

Expected frequency:
Ei =100/3
= 33.33
Calculated value:
X2 = (Oi-Ei) 2/Ei
= 39.53
Tabulated value = Degree of freedom = (n-1) = (3-1) =2

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5% significance level for 2 degree of freedom at = 3.96


Calculated value > table value
39.53 > 3.96

Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents on
toilet facilities in factory is satisfied.

8. TO TEST THE RESPONDENT’S RESPONSE ABOUT ARRANGEMENTS FOR THE


PREVENTION OF FATIGUE?
Dimensions SATISFY BETTER SOME EXTENT TOTAL
Respondents 68 22 10 100
Null Hypothesis:
Ho: More number of the respondents on arrangements for the prevention of fatigue is not
satisfied.
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
68 33.33 -34.67 1202.00 36.06
22 33.33 11.33 128.36 3.85
10 33.33 23.33 544.28 16.33
TOTAL 56.24

Expected frequency:
Ei =100/3
= 33.33
Calculated value:
X2 = (Oi-Ei) 2/Ei
= 56.24
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96

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Calculated value > table value


56.24 > 3.96

Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents on
arrangements for the prevention of fatigue in the factory is satisfied.

9. TO TEST THE RESPONDENT’S RESPONSE ABOUT WORKING CONDITIONS IN


THE FACTORY?
Dimensions SATISFY PARTLY NOT SATISFY TOTAL
SATISFY
Respondents 59 28 16 100
Null Hypothesis:
Ho: More number of the respondents on working conditions in the factory is not satisfied.
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
59 33.33 25.67 658.94 19.77
28 33.33 -5.33 28.40 0.85
16 33.33 -17.33 300.32 9.01
TOTAL 29.63

Expected frequency:
Ei =100/3
= 33.33
Calculated value:
X2 = (Oi-Ei) 2/Ei
= 29.63
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value

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29.63 > 3.96

Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents on
working conditions in the factory is satisfied.

10. TO TEST THE RESPONDENT’S RESPONSE ABOUT SOCIAL INSURANCE


MEASURES PROVIDED BY THE COMPANY?
Dimensions YES TO SOME NO TOTAL
EXTENT
Respondents 67 19 14 100
Null Hypothesis:
Ho: More number of the respondents on working conditions in the factory is not satisfied.
OBSERVED EXPERIMENTAL Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei
FREQUENCY FREQUENCY(Ei)
(Oi)
67 33.33 33.67 1133.66 34.01
19 33.33 -14.33 205.34 6.16
14 33.33 -19.33 373.64 11.21
TOTAL 50.38

Expected frequency:
Ei =100/3
= 33.33
Calculated value:
X2 = (Oi-Ei) 2/Ei
= 50.38
Tabulated value = Degree of freedom = (n-1) = (3-1) =2
5% significance level for 2 degree of freedom at = 3.96
Calculated value > table value
50.38 > 3.96

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Conclusion:
It is significant hence we reject the null hypothesis. More number of the respondents on
social insurance measures provided by the company is satisfied.

OBJECTIVES OF THE
STUDY

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EMPLOYEE WELFARE

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

1. To know about the Employee welfare measures being implemented in GALLA FOODS
LIMITED.

SECONDARY OBJECTIVE:

1. To know about the awareness of statutory welfare measures in company.


2. To know about the workers expectations on welfare measures.
3. To know about the satisfaction level of workers on welfare measures.

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SCOPE OF THE STUDY

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EMPLOYEE WELFARE

SCOPE OF THE STUDY

The study covers 100 respondents of workers. The study of Employee welfare covers
weather the company providing welfare schemes to the workers, the hygienic is maintained by
the company and weather the company maintaining the safety precautions or not. The focus of
the study is confined to one organization GALLA FOODS LIMITED. It help to understand the
workers atmosphere at the work place and helps the company to check if the existing schemes
are providing good facilities to workers or not.

Employee welfare is by its very nature must necessarily be elastic, bearing a somewhat
interpretation in their company according to the different social customers, the degree of
industrialization and the education development of the workers. The management has to be
elastic prerequisites of the life, and the minimum basic amenities.

It may include not only minimum basic standard of hygienic and safety but also laid
down in general labour legislation

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EMPLOYEE WELFARE

LIMITATIONS OF THE
STUDY

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EMPLOYEE WELFARE

LIMITATION OF THE STUDY

 My study confines to welfare, Health and safety aspects of Galla Foods.

 Efforts are made to collect the true information as far as possible without
resorting to any guess work.

 In case of sensitive information in nature, direct personal interviews are


conducted in order to glue as much information as possible.

 Few of the employees were a little bit hesitant to answer the questions this might
have deviated the findings at least to some extent.

 Due to time constraints study was limited to a part of the employees, which in
turn may reflect the overall attitude of the employees.

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BIBLIOGRAPHY

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EMPLOYEE WELFARE

BIBLIOGRAPHY

WEB SITES:

www.gallafoods.com
www.amararaja.co.in
www.Scribd.com
www.citehr.com
www.google.com
www.allprojectreports.com
www.mbaguys.net
www.docstoc.com

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GLOSARY

GFL - Galla Foods Limited

ESI - Employees State Insurances

GPF - Group Provident Fund

WC - Workmen Compensation

LTA - Leave Travel Allowance

FPF - Family Pension Fund

ILO - International Labour Organization

WHO - Worker Health Organization

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EMPLOYEE WELFARE

FINDINGS

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EMPLOYEE WELFARE

FINDINGS

The following are the major findings from the Survey and Analysis on Employee welfare,

health and safety measures at GALLA FOODS.

 65% of respondents have expressed their satisfaction regarding the welfare facilities

provided by the company such as canteen & rest shelter.

 85% of respondents agreed that the pure drinking water is facilitated in the company.

 62% of respondents satisfy with clean, lighting & ventilation provided by company.

 47% of respondents have expressed that the shift allowances provided by company.

 69% of respondents are comfort & satisfy about the administrative arrangement with in a

plant for welfare provided by the company.

 68% of respondents satisfy with the health service and occupational safety provided by

the company for every year.

 61% of respondents have expressed their satisfaction towards Toilet facilities provided.

 68% of respondents satisfied about arrangement for the prevention of fatigue.

 59% of respondents satisfying the working conditions in the company.

 85% of respondents are fairer to buy the products available in company operative stores.

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EMPLOYEE WELFARE

 67% of respondents are satisfied of the social insurance measurers.

 They are about only 56% of respondents can manage the work pressure, tension, and

stress.

 86% of respondents consider medical facilities of the company are outstanding.

 100% of respondents are satisfied on first-aid boxes provided by the factory.

 96% of workers are satisfied with uniform and shoes provided by the company.

SUGGESTIONS

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EMPLOYEE WELFARE

SUGGESTIONS

 Welfare facilities like canteen & rest shelter has to be provided to the employees as a
whole.
 Only half of the respondents said that a shift allowance provided by the company is good,
so that satisfy more respondents certain change should be taken in shift allowances.
 Only 60% of the respondents are satisfied with cleaning &ventilation, so for more
respondents satisfaction with cleaning &ventilation should be more effective.
 The working condition in the company is implemented in such a way that it should
satisfied more number of respondents.
 Welfare measures regarding recreational facilities should be properly implemented by
company.
 The social insurance measures provided to the respondents should be taken necessary
steps.
 The satisfaction facilities must be properly implemented in the company for more
respondents’ comfort ability.
 The company should maintain good relationship with the workers and superiors.
 The work pressure, tension& stress should not be implemented more towards the
respondents for more increase of productivity in the company.

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CONCLUSIONS

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CONCLUSIONS

It is matter of great satisfaction that majority of the respondents observe that welfare
measures are good. There is always scope for improving health and safety measures for the
workers. It argues well for the company that majority of the respondents have expressed their
satisfaction with regard to training in their area of job operations.

The pleasant surprise is that the company provides training for the workers
according to their most preferred choice. This motivates the workers in a long way in achieving
both organizational and individual goals. Workers are able to manage work and family life
without any major problem shows again that stress levels are manageable at Galla.

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QUESTIONNARIES

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EMPLOYEE WELFARE

A STUDY ON “EMPLOYEE WELFARE” IN GALLA FOODS

QUESTIONNARIES

DEPARTM ENT :
QUALIFICATION :
MARITAL STATUS :

1. What is your opinion about canteen facilities?

a) Excellent ( ) b) satisfy ( ) c) not satisfy ( )

2. What is your opinion about drinking water facilities in factory?

a) Satisfy ( ) b) better ( ) c) not satisfy ( )

3. How far you satisfied with lighting and ventilation provided by company?

a) Satisfy ( ) b) better ( ) c) some extent ( )

4. What is your opinion about shift allowances provided by company?

a) Good ( ) b) better ( ) c) not satisfy ( )

5. How did you feel about the administrative arrangements within a plant for
welfare provided by company?

a) Comfort satisfy ( ) b) partly satisfy ( ) c) not satisfy ( )

6. What is your opinion about health services and occupational safety provided by
Company?

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a) Satisfy ( ) b) partly satisfy ( ) c) some extent ( )

7. What is your opinion about toilet facilities in the factory?

a) Satisfy ( ) b) better ( ) c) some extent ( )

8. Are you satisfied about arrangements for the prevention of fatigue?

a) Satisfy ( ) b) better ( ) c) some extent ( )

9. Are you satisfying working conditions in the company?

a) Satisfy ( ) b) partly satisfy ( ) c) not satisfy ( )

10. Response on provision for social insurance measures provided by the company?

a) Satisfy ( ) b) partly satisfy ( ) c) not satisfy

11. Are you able managing your work pressure, tension, Stress?

a) Yes ( ) b) No ( ) c) To some extent ( )

12. Are you satisfied with health check up camp conduct by the management
every year?

a) Strongly agree ( ) b) Agree ( ) c) Ave. agree ( )

13. Do you satisfy with the first aid boxes provided by the management in case of any accident
or emergency period?

Very Satisfied ( ) Satisfied ( )


Uncertain ( ) Dissatisfied ( )

14.. Are you satisfied with uniforms and shoes issued by the company?

Very Satisfied ( ) Satisfied ( )

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EMPLOYEE WELFARE

Uncertain ( ) Dissatisfied ( )

15. Are you satisfied by the direction, guidance and support provided by superiors?

Highly Satisfied ( ) Satisfied ( )


Dissatisfied ( ) neither Satisfied nor Dissatisfied ( )

16. How often you interact with your colleagues in your work-place (only job related
interactions)?

Very often ( ) Often ( )


Rarely ( ) Very rarely ( )

17. How often do you seek cooperation from your boss?

Very often ( ) Often ( )


Rarely ( ) Very rarely ( )

18. Are you satisfied with recreation facilities (trips and games) provided by the company?

a) Satisfied ( ) b) Uncertain ( ) c) Dissatisfied ( )

19. Do you feel free to offer comments and suggestions?

Yes ( ) No ( )

20. How motivating is the work environment?

Extremely motivating ( ) fairly motivating ( )


Demotivating ( ) neither motivating nor Demotivating ( )

21. What are the critical challenges and the areas of the improvement in the organization, also
suggest ways to achieve them.

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THANKS FOR YOUR PARTICIPATION

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EMPLOYEE WELFARE

SALN College Of Engineering And ManagementPage 123

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