Labour Welfare: Chapter - 1

Labour welfare
Chapter 1 Introduction HUMAN RESOURCE MANAGEMENT

Approach to human resource management, which consider people as the key resources. It subscribes to the notion that is important to communicate with employees, to involve them in what is going on and to foster their commitment and identification with the organization. In addition a strategic to the acquisition, motivation of people is heavily emphasized.
In the latter part of the 1800s the concept of welfare personnel developed. Welfare personnel was concerned with the provision of schemes considered progressive at that time, dealing with unemployment, sick pay and subsidized housing of employees. Welfare personnel continued the Second World War.
After the Second World War and up to the 1950s personnel management incorporated a wider range of services, including salary administration, basic training and advice on industrial relations, but the main focus was on the tactical level than the strategic one.
The 1990s and 1970s saw a significant increase in the number of staff engaged in personnel work. The prevalence of ideas and insights derived from behavioural science bought to be acknowledge as having a part to play as well. The 1980s saw personnel management entering to the entrepreneurial phase, adapting itself to the market economy and enterprise culture. This era heralded a preoccupation with the management of change, the development of appropriate corporate culture, the acceptance of Japanese Industrial relations practices, and Japanese management practices in the form of quality circles and total quality management (TQM).
The first fundamental changes to personnel management appeared on the horizon in 1980s. Hunt speculated about the personnel function shifting in its emphasis. It was during this period that the rise is HRM began to attract the attention of personnel practitioners. There was a move away from the traditionally adversarial industrial relation of the 1970s towards an approach, which sought to achieve excellence in the organization through a committed workforce. The current entrepreneurial phase has witnessed the takeover of Human Resource Management over personnel management as the standard bearer.
A.P.S. college of commerce
Labour welfare
Definition Of Human Resource Management
According to Edwin flippo:

It is the planning, organizing, and controlling of the procurement, development, compensation, integration maintenance and separation of human resources to the end such that individual, organizational and societal objectives are achieved.
According to Byars and Rue:

Human Resource Management encompasses those activities designed to provided for and co-ordinate the human resources of an organization Human resources functions refer to those tasks and duties performed in organization to provide for and co-ordinate human resources.
According to Geisler:
HRM is a process of forecasting, development and controlling human resources in an enterprise.
IMPORTANT FEATURES OF HRM

HRM is concerned with the employees both as individuals and as a group in attaining goals. It is also concerned with behaviour, emotional and social aspects of personnel. It is concerned with the development of human resources. There is a view that individual needs and organizational need will not always be the same balance the different types of needs. The uniqueness of the human resources must be organized, and cannot be treated like any other resources. People are creative and responsible and can benefit from involvement in the participate management process.
Labour welfare
A climate of consent features prominently. There is recognition of the role of trade unions in representing the collective interests of employees.
1. To create and utilize an able and motivated workforce, to accomplish the basic organizational goals. 2. To establish and maintain sound organizational structure and desirable Working relationships among all the members of the organization. 3. To secure the integration of individual and groups within the Organization by co-ordination of the individual and group goals with those of the organization.
IMPORTANCE/ SCOPE OF HRM

People in any organization manifest themselves, not only through individual section but also though group interactions. When individuals come to their work place, they come with not only technical skills, knowledge etc.., but also with their personnel feelings, perceptions, desires, motives, values etc. Therefore, employee management in an organization does mean management of not only technical skills but also other factors of the human resources. Thus, the importance of HRM is given below.
1. Good human resources practice can help in attracting and retaining the best People in the organization. Planning alerts the company to the types of people It will need in short, medium and long run. 2. Appropriate recruitment and selection activities identify the best people for .Available jobs and make sure they are placed in suitable positions. 3. Performance appraisal and training develop individuals who need skills, Knowledge and attitudes different from those they currently possess. 4. Good human resources practices can also motivate organizational members to do out standing work.
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FUNCTIONS OF HRM
The functions of HRM can be broadly classified into two categories viz., 1. Managerial Function
2. Operative Functions
Managerial Functions 1. Planning 2. Organizing 3. Directing 4. Controlling
Operative Functions 1. Employment 2. Human Resource Development 3. Compensation 4. Human Relations
1. Managerial Functions
This of personnel management involves planning, organising, direction and controlling. All those influence the operative functions.
a) Planning:Planning is predetermined course of action. Planning is determination of personnel programmes and changes in advance that will contribute to the organizational goals. It includes planning for recruitment, selection, training etc.
b) Organizing:Organization is a structure and a process by which cooperative group of human beings are allocated tasks among its members, identified relationships and integrates its activities towards the common objectives.
Labour welfare
c) Directing:The logical function after completing planning and organizing is the execution of the plan. The motivating, commanding, leading an activating people. The willing and effective co- operation of employees for the attainment of organization goals is possible through proper direction.
d) Controlling:After planning, organizing and directing the various activities of the personnel management, the performance is to be verified in order to know that the personnel functions are performed in conformity with the plans and directions. Controlling also involves checking, verify and comparing of the actual with the plans, identification of deviations if any and correcting of identified deviation.
2. Operative functions:The operative functions of personnel management are related to specific activities of personnel management i.e., employment, development, compensation and relations. All these functions interacted by managerial functions. Further these functions are t be performed in conjunction with the management functions.
a. Employment:It is the first operative function of HRM. Employment is concerned with securing and employing the people possessing required knowledge to achieve organizational goals and objectives. It covers functions such as job analysis, human resources planning, recruitment, selection, placement, induction and internal mobility.
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b. Human resource development:It is the process of improving, moulding and changing the skills, knowledge, creativity, ability, aptitude, values, commitment etc., based on present and future job and organizational requirements. This function includes performance appraisal, Training Management Development, career planning and development etc. It is the process of providing adequate, equitable and fair Remuneration to the employees. It includes job evaluation, wages and Salary administration, incentives, bonus, fringe benefits, social Security measures.
b. Human Relations:Practicing various human resources planning and programmes like employment development and compensation and interaction among employees create a sense of relationship between individual worker and management, among workers and trade unions and management. It is a process of interaction among human beings. A human relation is an area of management in integrating people into work situation in a way that motivates them to work together productively, co operatively and with economic, psychological and social satisfaction.
c. Effectiveness of Human resource Management:Effectiveness of various personnel programmes and practices can measured or evaluated by means of organizational health human resources audit, human resource etc.
Labour welfare
LABOUR WELFARE
INTRODUCTION:
Labour in a broad sense is defined as a many hands and brain work which work which is undertaken for a monetary consideration labour however is manifestly different from other factors of production. Peculiar characteristics of labour give rise to various labour problems in all countries.
Indian employees mostly are migrants from rural areas. Since industries provides better working condition and standard of living people come to industrial towns and settle down in urban areas. As a result majority of them are uneducated and hence they are not aware of the responsibility and duties towards the industry and thereby towards the nation. There fore employee training place and important role in making the works a useful factor of production.
The health of the worker is important not only for themselves but also in relation to the general industrial progress of the country. The health of the worker is adversely affected due to several reasons, such as unhealthy condition in factories. Hence it is absolutely essential that effective steps are taken to improve the health, safety at work and welfare and industrial worker wage and other monitory in sensitive or not the only motivating factor for the workers to improve their efficiency, but the welfare given to them place a dominant role in increasing the essential of the workers increase the productivity.
Therefore labour welfare can be considered as one of the motivating factors to labourers. So it had become desirable to study the effects of labour welfare in MEI.
Labour welfare
DEFINITION:
Labour welfare activities have been defined differently. In order to understand the meaning of welfare activities to definitions are discusses here:-
a) Labour Investigation Committee:Anything done intellectual, physical, moral and economic betterment of the workers , whether by employers, by government or by other agencies, over and above what is laid down by law or what is normally expected on the part of the contractual benefits for which
workers may have bargained. b) Committee of labour welfare:Services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangement for travel to and, for the accommodations of workers employed at distance from their home and such other services, amenities and facilities including social security measures as contributed to conditions under which workers are employed.
FEATURES OF LABOUR WELFARE
A discussion of above mentioned definitions brings out the following features Of labour welfare:a. Welfare activities may be under taken inside the factory it for the benefit of the workers and their families. b. The welfare activities or over and above what workers are receiving under some act are contract the employer. c. The objective of welfare activities is to help over all development of workers. So that they become more useful to the firm, society and nation. The emphasis is to develop, social, psychological, economical, moral, cultural and intellectual aspects. d. Welfare activities may be performed voluntarily by progressive employer or under certain statutory laws. e. Welfare activities are a wider concept converting from social security to recreation facilities. A.P.S. college of commerce
Labour welfare
MEANING OF WELFARE:Welfare is broad concept referring to a state of leaving of an individual or a group in a desirable relationship. Welfare means carrying and doing well. It is comprehensive term and refers to the physical, mental, moral and emotional well being of an individual.
IMPORTANCE OF LABOUR WELFARE
There is no need to emphasize the importance of labour welfare. Everybody knows that workers occupy an important place in society. "Their labour helps to dig and howl from the bowels of the earth, to fetch and refine oil to build Dams and reservoirs, to lay pipes, canals, railway lines and roads. There labour creates and transmits power and through various phases of manufacturing factor, raw materials into finish products of necessity as well as luxury".
The importance of providing welfare facilities may be brought out of the following points:1. Improve industrial relations. 2. Reduce labour turnover and absenteeism. 3. Improved efficiency and productivity. 4. Minimization of the incidence or social events alcoholism and Gambling. 5. A healthy cheerful and confident looking of workers in the factory.
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NEED FOR EMPLOYEE WORKER
While the need for employee welfare may be motivated by a humanitarian concern it is increasingly felt it has become necessary for the employers own interest.
Some of the reason are given below:* Welfare work being beneficial for the worker influences their sentiments and in their conductive to the promotion of industrial peace. * Welfare measures like better housing co-operative societies, canteen, sickness and maternity benefits provident fund, gratuity and pension, educational benefits etc., tend to create a feeling of owners with the industry and contribute to motivation and morale. * Helps in checking employee turnover. * Welfare work is indicative of a changed and positive outlook on the part of the employees. * There are various other social advantages as well as results from the improvement of health and mental being of the workers.
WELFARE ACTIVITIES AND THEIR TYPES

The meaning of labour welfare may be clear by listing the activities and facilities which are refused to as welfare measures. Under the Factories Act 1948, welfare measures include facilities for washing, storing and drying, cloths, sitting, first aid, canteens, rest and lunchrooms and crches according to KIMBAL.
WELFARE ACTIVITIES INCLUDES

1. Housing and home making assistance. 2. Provision for rest and recreation. 3. Educational assistance other than vocational and 4. Financial betterment.
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A comprehensive list of welfare activities is divided into two groups Namely:1. Welfare measures inside the workplace. 2. Welfare measures outside the workplace. 1. Welfare measures inside the workplace Condition of the work environment. * Conveniences * Workers health services * Women and child welfare * Workers recreation
Condition of the work environment:1. Neighbourhood safety and cleanliness: attention to approaches. 2. Housekeeping, up keeping of promises- compound wall, lawns, garden etc., aggress and passages, and doors, white washing of walls and flow maintenance. 3. Control and flow maintenance. 4. Convenience and comfort during work i.e. operatives, posture and sitting arrangements. 5. Workmen's safety measures i.e. maintenance of machine and total fencing the machines guards, helmets, aprons, goggles and first aid equipments.
Conveniences:1. Urinals and basins, bathrooms, provision for waste disposal. 2. Provision and care of drinking water, water coolers. 3. Canteens services, full meal, mobile canteen.
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2. Welfare measures outside the work place:1. Housing:- Bachelor's quarters, family residences according to types and rooms. 2. Water, sanitation, waste disposal. 3. Roads, lightings, parks, recreation play grounds. 4. Schools- nursery, primary, secondary and high school. 5. Market, co-operatives, consumers and credit societies. 6. Banks. 7. Transport. 8. Communication:- Post, telegraph and telephone. 9. Health and medical services.
The welfare activities mentioned above the theoretical, it is useful in this context, to know which employee services have been provided by industrial establishment. Such knowledge is necessary to our understanding of the extent of the implementation of the measures listed above. Besides, it indicates whether the owners of factories have provided additional if any.
LABOUR WELFARE PROGRAM IN INDIA
Labour welfare has been a neglected aspect in India since long. The workers have been working for long hours and under unhygienic conditions. There were no educational and medical facilities for the workers or their families. The reasons for the lack of welfare activities were illiteracy of workers, short-sight ness of the employer, carelessness of the state.
Labour welfare in India are: * Central Government
* State Government
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1. Central Government:The central government paid attention to labour welfare only after second world war. A coal mines labour welfare fund was constituted in 1994 for providing medical, recreational, educational, and housing facilities for coal mines.
Factories Act of 1948, Mines Act or 1952, Plantation Labour Act 1951 were passes which contain provisions for welfare of workers, welfare funds of coal, mines, iron ore, manganese, limestone and dolomite mine workers have been created under various acts. These funds are created by:a. A cess on the production of iron ore. b. A cess on limestone an solo mite consumed by iron and steel mills, separate welfare funds also have been created for specified services like post and telegraph, railways etc., the government has been providing funds for labour welfare under five year plans. c. A cess on the coke and cola. d. A cess in case of mica exports
3. State Government:-
In order to provide welfare activities all the state government and union territories have been established welfare funds under various acts. The facilities such as games, recreation library, reading rooms, workers education and training, health and hygienic programmes, nursery schools, vocational training etc., are provided at welfare centres.
C0NCLUSIONS
Workers hold key position in the society because their devotion to duty and toil determined large scale, production and material progress of a country. Hence welfare measures have become an industrial tradition and need. They are treated as the psychological caused of friction and discontent among worker harmony may be achieved and industrial peace be maintained welfare activities will provide a chance to the workers to cultivate which are recognized as basic condition for providing efficiency and self realization welfare program should be adopted in a comprehensive manner for the fulfilment of company's pledge of vast programmes of industrialization for achieving the targeted increase in production, which is need for company's economy.
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RESEARCH DESIGN
TITLE OF THE STUDY

The title of the research is study on employees satisfaction towards welfare measures, to study at MEI in Mysore Electrical Industry, Bangalore city
Purpose of study:The main purpose of the work is
1.To study the welfare and society amenities provided to worker of MEI and to find out as well as suggest the remedial measures. 2.To understand the factors which influence the satisfactory level of employers. 3.To understand practical difficulties in implementing personnel policies in an organisation. 4.To understand the problem of the employees and to improve the welfare measures provided by the organisation. The company can consider the suggestion to increase the work life and employees there by achieving Better HRM.
Statement of the problems:This study aimed at identifying the factors which has influenced welfare system in MEI.
This project is an attempt to know employee satisfaction regarding safety and welfare amenities provided by the company. To study the degree of employee satisfaction with the existing labour welfare in Mysore Electrical Industry.
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OBJECTIVES OF THE STUDY:
1. To understand the impact of labour welfare facilities on production.
2. To understand the role of union in providing welfare facilities to the Labourers.
3. To understand the relationship between welfare facilities and production. 4. To know about welfare measures and welfare facilities provided to Employees. 5. To analyze the employees level of satisfaction regarding wages and salary provided. 6. To the present working condition that contributes towards the increased morale of the employees. 7. To know the employees level of satisfaction towards their job. 8. To trace out whether the workers are fully aware of the existing welfare facilities. 9. To know they make use of the facilities provided by the company. 10. To study whether they are satisfied with the provided facilities. 11. To know the opinion of the workers regarding the facilities they need and any changes or improvement.
SCOPE OF THE STUDY:

The study of this is very important for the management, because it can understand problems in both administration and labour attitude towards the the organisation in right prospective.
Welfare measures are important factors to be considered by every organization, because these welfare measures will enrich the relation between employee and employers and also increase the workers satisfaction towards their jobs, moral towards the organization. Labour welfare and employee to enable the work in healthy and congenial surroundings.
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Research Methodology:
It is a specific detailed systematic research for certain information on specific topic.
Field study:
Selection of field. Data collection. Data compilation. Data tabulation and presentation. Data analysis Presenting of final reports Finding, suggestion and conclusions
Data collection:The employees were interviewed during the working hours the respondents were assured the matter would be kept confidential and that investigation has nothing to do with management.
RESEARCH: The term research is generally defined as follows:R Rational way of thinking
E Expert S Seeker of solution E Exactness A Analysis of data R Relationship of facts C Critical observation H Honey of work
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According to Caldas Research is to execute new knowledge or aims to increase the existing fund of knowledge may be through observation or by smoother is called research.
Clores and basely the process of systematically obtaining accurate answer to significant and patent question by the use of scientific method gathering and interpreting information.
1. Name of the study:-
A study on labour welfare measures of Mysore Electrical Industries Limited. 2. Aim of the study:The purpose of the study is highlight on the importance of the safety and welfare facilities given to the workers in the factory for increasingly the production. Further it is also the aim of the study to find out the extent to which the welfare facilities provided for safety of the workers. The study aims at finding the reasons for either increasing or reducing the potentially of the workers by the welfare facilities in the process of production.
3. Methods of data collection:-
In the words of Thomas Carson Macaronics, the schedule is nothing more than a list of questions which it seems necessary to the hypothesis. Questionnaire is used or tool of data collected or deleted questionnaire is constructed for the items in the questionnaire elicited and required information derived from the objectives of the study. A questionnaire consists of questions types(printed) in a definite form.
The data collection drawn from primary and secondary sources. * Primary data * Secondary data
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1) Primary data:- It draws from in depth discussion with employees and Survey has been gone through questionnaire and interview.
2) Secondary data:- Secondary data are those collected from,
* Books * Company records * Internet
Tools of data collection: * Questionnaire

* Observation
* Interview
* Study of employees
LIMITATIONS:
The research project is aimed at analyzing the employees satisfaction regarding the labour welfare facilities provided only to MEI.
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COMPONY PROFILE The company was established in the year 1945, and was taken over by Government of Karnataka in the year 1979. MEI is in the business of manufacturing high quality Switch gear, Motor control Gears and Solid State Electronic relays and allied switch gear equipment I.e., Instrument Transformers used in switch gear and other industrial applications.
The companys aim to create value by providing integrated solutions and superior knowledge based products and services in the domain of power generation and distribution of electrical energy. To become the company of choice for switchgear industry in the global market by leveraging technology and productivity through a highly empowered and engaged team.
In the year 1946 the company entered into a collaboration with the British Company M/s.J.G.statters and company, for the manufacture of LT oil Circuit breaker up to800Amps.
IN the year 1956 this agreement was extended to cover Bulk Oil Circuit Breaker up to 12KV, 350MVA and 800Amps, 12KV Oil Fuse Switches and 12Kv On- Load Oil Immersed Isolators. The company entered into an agreement with M/s. Stark Storm of West Germany for the manufacturing of 10Amps and 25Amps LV Air- Break AC contractors.
In 1995 the company negotiated an agreement with M/s Grady, S.A., Geneva , Switzerland, for the manufacturing of their H.T and E>H>T Minimum Oil content Circuit Breakers. The company has diversified its activities by designing and development Solid State Relays within the Company for Power System Protection and Industrial Applications.
In the year 1986 the company entered into collaboration with M/s. E.B.I, S.A., Belgium, for manufacturing sophisticated Vacuum Circuit Breakers up to 24Kv, 40KA and up current rating of 3000amps.
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All the products have been successfully launched in the market and MEI has retained its reputation for quality products ever since its inceptions. The company is supplying to almost all leading Electricity Boards and undertakings and industrial users throughout the country.
The company is self contained in respect of infrastructure and manufacturing facilities backed up by established Research and Development Division including Computer Circuit Breaker Analyzer, Computer Aided Center, and Computer Aided Planning Well equipped testing division and a reputed Tool Room.
In the year 1992 the companys R&D has successfully developed porcelain clad Vacuum Circuit Breaker of electrical rating 12Kv, @5KA and 1250Amps and successfully launched this product into market.
MEIs product line today, compromises a wide range of Low Voltage and High Voltage circuit breakers, high voltage metal clad switchgears, power and control contractors, stator rotor starters, Direct-On-Line and Star-Delta starters and array of static protective relays and control devices, to name a few.
MEIs strong point according to independent industry observes Wide range of contemporary equipment with extensive area of application. All MEI products carry the hallmark of independent certification from foreign collaborators and CPRIs at Bhopal and Bangalore.
The glow of health on all MEI products is ensured by rigorous quality control. A number of environment testing chambers, metallurgical and chemical analysis laboratories, high voltage [300KV] and High current [3000Amps] to testing bays are some of the standard and rare facilities available to MEI for quality Control. At MEI, we believe that any business conduct
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can be ethical only when it rests on the value of performance, excellence, leading edge knowledge, Nurturance, Customer orientation and Intellectual honesty.
The essence of these commitments is that each employee conducts business with integrity , incompliance with applicable laws, and in a manner that excludes considerations of personnel advantage. Our product ideology is to produce an innovative product that focuses on the ever growing needs of the discerning customers. When it comes to MEI product the sun never sets.
Our company focuses on innovations to ensure guaranteed products through collective resources of experienced employees, processes and sales and services support. Today, after more than 60 years later, MEIs products span the globe; Australia, Singapore, Kenya, Kuwait, Ceylon, Burma, Bahrain, Sudan, UAE, Cyprus and many other countries. The brief specifications of the vacuum Circuit Breaker(VCB) that are being manufactured in Mysore Electrical Industries. Are as follows: 1) 11Kv 800A, 1250A, 1600A, 2000A, 25KA and 40KA VCBs in Horizontal version. 2) 11Kv 800A, 350MVA, 20KA in vertical Isolation version. 3) 11Kv 800A, 1250A, 20KA porcelain Lad Vacuum Circuit Breakers. 4) Compact version of Ring Main Unit. Our current series of VCBs are in technical collaboration with EIB, Sa- Belgium an associate of AEG group Germany.
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RAW MATERIALS USED AND SOURCE OF RAW MATERIALS Major Raw Materials & Bought Out Items Flats, Rounds, Extrusion, Castings, Strips, Squares, Tubes, PVC insulated, D.C.C. Wire etc. i) Mild Steel:- Sheets, Angles, Channel, Rounds, Flats, Pipes, etc., STEEL ii) Special Steel:- Case Hardening, Stainless, Spring Steel and Castings. BRASS ALUMINUM GUNMETAL FASTENERS Flats, Rounds, Square, Extrusion, Castings, Tubes etc. Flats, Rounds, Strips, Sheets, Tubes, Castings etc Castings Steel & Brass Molding Powder, Araldite Resin, Hardener, Fiber Glass Cloth, Fiber INSULATING MATERIALS Glass Mat, Silica Flour, Varnish, Bakelite Sheets & Tubes, Leatheroid Sheet, Paraplast Compound ,Tapes, Gaskets, Rubber, Porcelain etc. Meters, Relays, Switches, Fuse Cutouts, Alarm Bell, Indicating Lamps, Cable Glands & Terminals, Paints, Plating Materials etc. Enamel Wire,
COPPER
MISCELLANEOUS
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MANUFACTURING PROCESS
The Raw Materials and bought out Items are procured directly from the manufacturers to assure genuineness of the items. All items procured are inspected and tested as per the relevant standards.
The various materials undergo in-house manufacturing process on various machines. In order to achieve the desired quality, all items undergo inspection at all stages of manufacturing.
Finally 100% Inspection / Tests are carried out before sending them to assembly lines. Fabricated parts and tanks are neatly welded and all oil tanks are of leak proof welding. Oil tanks are pressure tested to examine leakage, if any, before they are sent to assembly lines.
All parts which undergo painting degreased and hot phosphates to avoid corrosion, by 7 Hot Tank treatment before it is finally painted. Even parts which undergo plating are degreased and plated.
Painting consists of one coat of Red Oxide Primer and 2 coats of finish paint (as per the customers requirement). Every stage of sub-assembly is subjected to strict inspection and testing Care is being taken to achieve inter-changeability. All fasteners are tightened using torque wrenches and oil leads are tightened to optimum levels. All mechanisms are inspected and tested both mechanically and electrically before effecting dispatch to ensure trouble free service in the field.
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Painting Procedure:All MS items undergo pre-treatment for rust removal and phosphating in a specially created 7 tank plant. The 7 tank plant contains alcohol bath, water bath, acid bath, water bath, phosphating and passivation. The strength of the both acid and phosphating solution are periodically checked in the laboratory and depending upon the strength of the acid, advice is given to replenish / replace the acid / phosphating solution. Further all these items are coated with zinc primer red-oxide for prevention of rust and then 2 to 3 coats of finished painting is applied before dispatching the same. Stove enamel painting facility is also available. The fabricated items and castings which are filled with oil etc. will be subject to leak prevention test by conducting pressure test on the same. also all the tanks of the Circuit Breakers are subject to pressure testing.
TOOL ROOM FACILITIES

MEI Tool Room has the necessary technology & facilities for the manufacture of various type of Press Tools, Maudling Tools, Jigs & Fixtures required for various types of components. With a highly skilled work force since 5 decades the Tool Room has the reputation of having manufactured thousands of these tools for various products being manufactured. MEI Tool Room is self contained in respect of design, manufacture & inspection of tools. The tools manufactured has proved performance and close accuracies called for in quality components. Among the machines Jig-Boring, Spark Erosion., special types of Milling Machines, Surface & Cylindrical Grinding Machines are worth mentioning. Our Tool Room has the required expertise for project tooling. Of late all the tooling requirements for Vacuum Breaker project has been successfully met within time bound schedules of 5 - 6 months, in addition to regular day to day affairs.
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We have successfully developed in-house moulding tools in particular for Automatic injection Maudling Process. Among the press tools multistage progressive and compound tools have been developed.
CONSOLIDATED LIST OF MACHINERY INSTALLED IN MEI
SL. NO. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
PARTICULARS Shearing Machines Cutting Machine Press Breaks Punching Presses Hydraulic Presses Bench Grinding Machines Grinding Machines Welding Transformers Shaping Machine Emery Machine Bench Drilling Machine Center Lathes Capstan Lathes Milling Machines Tapping Machines Miscellaneous Machines
QTY NOS. 17 5 3 16 17 17. 12 21 5 5 40 24 18 17 37 21
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COMPANY HISTORY
MEI, the mysore electrical industries Limited, is the oldest switchgear manufacturing company in the country; initially it was a private sector. The company was established in the year 1945 February 13th by Late N.G.Iyengar and later it was taken 1978 and the Government of Karnataka in the year 1978 and 1979, MEI has been making a significant contribution as a manufacturing of high quality, low and medium voltage switchgear for five decades.
MEI has produced 3.3Kv through 33Kv oil content circuit breakers in technical collaboration with international electrical giants like Gordy, S.A., Switzerland and S.G.Statters Limited, U.K. the company has a country full of satisfied customers and the list is growing.
MEI with its pioneering efforts for the past 50years in the field of design development and manufacture of AC motor control gear HT & CT switchgear and power systemic protective relays. Now adds another new concept to its existing products in the MV range.
The remain inform front amongst the manufacture of highly reliable switchgears, MEI has brought out alter modern indoor suitable vacuum circuit breakers of type VB5 series in technical collaboration with EIB S.A. of Belgium. To keep pace with the latest technological development in the world. MEI is bringing out new range of products, VIB, 11Kv 25KA/ KA. Vacuum circuit breakers of type PBS series which is porcelain clad version. The porcelain clad vacuum circuit breakers type PBS gave successfully all the qualifying tests at Control Power Research Institute, Bangalore. Alter having brought out a highly acclaimed and successful design of vacuum circuit breakers of horizontal isolation and horizontal draw out type VRS 20/08 vacuum circuit breakers of vertical isolation and horizontal out type with additional advantages.
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LOCATION:
In early it was set up in three different parts of Karnataka, Peenya Industrial Estate [South Asias Largest Industrial Estate] Okalipuram, and Jai Bharathi Industrial Estate. It occur the losses. Then Government of Karnataka centralized all these units and made in one and established MEI at Yeshwanthpur, Tumkur Road in Bangalore. The company has got 14.5 area prime lands with highly structured building and fully fledged workshop with all facilities in house required for a switchgear manufacturing company.
COLLAOBRATION DETAILS:
In order to implement the latest technological advancements MEI got into collaboration with the impact company in the same field. They are as follows The company manufactures bulk oil circuit breakers, oil fuse, oil switches was manufactured in collaboration with m/s. J.G. salter with M/S Society Francis Gardy, Geneva. The vacuum circuit breakers are being manufactured in collaboration with M/s. EIB Belgium who has established as one among the 10 leading manufacturers of VCBs in the world.
Areas of Operation:The registered office and the workers of MEI are situated at Tumkur Road, Yeswanthpur, Bangalore- 22. This is only production unit of MEI, it caters to needs of all the state electricity boards from Bangalore through the dealers in the respective states.
Ownership pattern:The Mysore Electrical Industries Ltd., is a Government of Karnataka undertaking. The paid up capital of the company is 9.42 crores. The Government of Karnataka holds 81.3% of the share capital and the rest by financial institutions as below.
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Infrastructure Facilities:MEI is situated at 10kms from the centre of the city, adjacent to the BangaloreMumbai National Highway accessible to road and railways. Peenya Industrial Area which is considered as one of the biggest industrial centre in Asia is about 2kms from the company. The company is located at 14.5 areas, if freehold hands in a prime location with well established and supportive out sourcing facilities. It has highly structured building and fully fledge workshop with all facilities in house required for engineering division and for a switchgear manufacturing company.
Growth & Development of the Company:It was established in the year 1945 and has sustained till today technological advances were made and wide range of products were introduced. But it includes huge loss in 1970. Then the Government of Karnataka under took the company in 1978-1979 in 1992 vacuum circuit breakers (vcb) was introduced in 2000 the company got ISO 9001 certified for the miniatures of the VCB
MANAGEMENT PROFILE:MEI has well qualified and experienced management team:Mr. Abdul Bari Nawab, Managing Director Mr. V.V. Rama Prakash, A.M.I.E, DGM (Technical Services) Mr. N. Yoga Narasimha, A.M.I.E, Manager, (Personnel & Industrial Relations) Mr. Chandrashekariah, Manager (Financial & Accounts) Mr. Mallikarjun, Manager (Personnel) Mr. A.S. Ijeri, Manager (Marketing) Mr. T.S. Harikrishna, Manager (Purchase) Mr. V. Manohor, Manager (Tool Room) Mr. K. Srinivas, Manager Works ( Fabrication)
Companys Department:1. Planning 2. Production

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Labour welfare
3. Finance 4. Personnel 5. Marketing
Companys Competitors:1. 2. 3. 4. 5. L&T ABB (Asian Brown Breviaries) Cutter & Hammer Jyothi Electrical ( Major competitor) Siemens
Companys Customers:Scientific establishment like BARC & ISRO, Indian Railways, Defence Establishments:- BHEL, BEL and Software giants like Infosys, WIPRO. The customers list extends to five Star Hotels, Cement and Paper Mills, Multistoreyed and Residential Complex and OEMs like Kirloskar pneumatics. Ingersoll Rand and Voltas, Water Supply Boards and Agriculture Sector. The Customer base has spread to all over the globe and both Urban and Rural parts of our Country.
All Electricity Boards:1. 2. 3. 4. 5. 6. Karnataka Power Transmission Corporation Ltd., Ahmadabad Electricity Board. Gujarat Electricity Board. Haryana State Electricity Board. Tamilnadu Electricity Board. Rajasthan Electricity Board.
Bankers:
29
Labour welfare
CANARA Bank UCO Bank They are the subscribers of the organization. As per the company rule 60% is subscribed by the Canara Bank and 40% by UCO Bank. Since the organization was running under the loss, it has hypothecated to these two banks for the loan that the organization has taken from them. But last from five to six decades the company as earning the profit, so the company has not taken the loan from the banks.
Suppliers to the Company:1. BEL 2. Compton Graves 3. A bond Stands 4. Ultra Steel 5. Jindal aluminium 6. G/C/ Technology 7. Ahee Technology 8. SH Enterprises 9. Shashwathi Enterprises 10.Creative manufacturers
VISION:MEI is working towards achieving annual turnover of Rs.100 Corers by 2010 main thrust is given for the activities to keep ahead of time in technological changes and market requirements. We continue to keep quality standards high by which reputation of MEI products is well known since six decades. We are with our render base who are all ISO certified. This is, to be competitive in the market and for timely delivers quality policy is To achieve total customers satisfaction by continues improvement in product, corrective preventive action on customer complaints and regular management reviews. And world-class innovative, Competitive regular and profitable engineering enterprise providing total business solution.
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Labour welfare
MISSION:The company shall achieve business leadership by increasing market share of our product and services in the national and international markets directly and through strategic alliances. * Using right manufacturing facilities, business process and quality system. * Reducing cost through volumes, randomization, productivity * Being a learning organization. * Effectively using information technology to improve quality of decision making. The mission approach is designed to cut across the boundaries of government department and all the participants to gether for meaning full action is a unified directory.
CORE VALUE:
1. 2. 3. 4. 5. 6. Customer satisfaction Commitment to total quality Lost the time consciousness Innovation and creativity Respect for the individual Integrity
SHARED VALUES:
1. 2. 3. 4. 5. Man power is greater is the greatest assets Team work and team spirit Mutual trust building Co-operative work culture Total customer satisfaction
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Labour welfare
Companys Objectives:
1. Discharging obligation to customers, owners, suppliers, employees, government and society. 2. Disciplined and systematic working. 3. Treating customers needs as supreme. 4. Encouraging positive and innovative thinking. Assuring human dignity, mutual respect and professional ethics, team work, empowerment of employees participative management to provide the quality products which gives customer satisfaction.
Environment Management System:

MEI is highly environment conscious and taken many proactive measures it growing vegetables for canteen. Not only natured environment, working environment of human relation is also good. There is well to co-ordination project based people are well co-operated in each and every department.
ACHIEVEMENTS:
1. The company has obtained ISO 9001- 2000 version in the year 2003 2. The company has undertaken retro fitting of various types of switchgears of other manufacturers. Such as NGEF, Kirloskar, ABB, Siemens. Has successfully completed the job for various customers. The company is presently retrofitting a number of panels for BESCOM. 3. The company successfully completed the 60th year of establishment and 25th years of Government takeover in the year 2004.
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Labour welfare
Future growth and Prospectus:

MEI with a high brand equity and infrastructure facility is good postnuptial to continue serving the customers as the electricity distribution plays pivotal role in the economic development of the country.
WELFARE MEASURES IN MEI:

Statutory Welfare Measures: It refers to measures refers to provision which are deserved from the coercive power of the government. The provision is mandated according to the factory act of 1948. Following are some of the statutory welfare facilities provided by MEI for their labourers as per the statutory.
1. Provident fund:- It was introduced in act 1995. According to MEI both employees and employer contribute 12% to PF and also provide 8.33% up to 40% to P.F. with his personnel interest. Provident trust is in charge of PF which consists of 6 members out of which 32 are nominated by the management and rest 3 are elected from the employees.
2. Employees deposit linked insurance Scheme:- According to their when in service his family shall be credited to the saving bank account of the nominee of the deceased employees (with reference to PF).
3. Death Relief Fund:- In the event of death of an employees while in service the managing director a sum of Rs. 1000 towards grant to cover the funeral expenses of the deceased employees amount specified above shall be paid to nominee or his representative.
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Labour welfare
4. Gratuity: The minimum eligibility for quality is 5 years 15days salary is taken from every year for gratuity. 240days attendance is the minimum, average days taken for calculating gratuity is 26days.
5. Compensation for accidents:- The employees of MEI are covered under the workman compensation scheme all the provision under the scheme are applicable to the employees in case of disablement as the employees from a part of ESI the entire medical expenditure is looked by the ESI. 6. Canteen facility:- It is based on the statutory provision the management is providing space for running canteens, water facility. Canteen is run by the committee. Food is provided at reasonable rates.
7. Bonus payment:- Every employees shall be eligible for payment of minimum bonus as per payment bonus act of 1965 as amended by GOI from him to line.
8. Conveyance allowances:- It is given to employees who are coming by bus 300% per month and employees coming in two wheeler 600% per month and four wheeler Rs.2000/-p.m.
9. Health benefits:- The company provides various medical services like hospital, clinical and dispensary facilities not only to employees but also to their family members.
34
Labour welfare
10. Old age and retirement benefits:- Industrial life generally breaks the family system. The saying capacity of the employees is very low due to lower wages, high cost of living and increasing aspirations of the employees and his families . As such, the company provides some benefits to the employees, after retirement and during old age with a view to create a filling of security about the old age. The benefits provided to create a filling of security about the old are called old age and retirement benefits. These includes a. b. c. d. Provident fund Pension Gratuity Medical benefits
11. Employment security:- Physical and job security to the employees is also provided by the company with a view of promoting security to the employee and his family members, the benefits of confirmation of the employee on the job create the sense of job security. Further a minimum and continues wage or salary gives a sense of security to the life.
12. More facilities to workers:a. Planting and painting section workers are getting milk, vitamin tablets, glows, shoes, medical check-up with free of cost. b. For veil ding section the companys providing goggles and shield for protection and leather hand glows, milk, vitamins tablets, shoes.
35
Labour welfare SAFETY MEASURES PROVIDED FOR EMPLOYEES: 1. Protection of Eyes:- Goggles provided by the company for the safety 2. 3.
of the eyes of the workers. Corrode ointment is provided for workers in epoxy section as it avoids itching. A goggle, wielding shelf, shoe, hand gloves, vitamin tablets are provided to the workers in wielding sections to safeguard them from the working environment. Respirator, gumboot, rubber hand gloves, vitamin tablets are provided to the workers in painting section to be safe from the chemicals used while painting. In electroplating section aprons are provided to keep workers clean. Floors, steps, stairs are mean of access. Suitable striking gear are provided , maintained and used to more driving belts and from and loose pulleys which from part of transmission of machinery. First Aid Appliances are provided to all section in the factory. Aprons, Medical checkups in every six months or for a year are provided to keep the canteen clean and workers healthy.
4.
5. 6. 7.
8. 9.
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Labour welfare SWOT ANALYSIS

Strengths:1. Company is producing high quality goods it has got and ISO 9001-2000 certificate. 2. It has good infrastructure facility and skilled and qualified human resources. 3. It has well knot in all Indian dealer networks for marketing the products. 4. It has capacity with proven track record in absorbing technology. 5. Service is provided of the right time and at the right place. 6. It has capacity to meet higher demand.
Weakness:-
1. Sometimes it is difficult to take immediate decision, since it is a

government undertaking and it has to wait for government permission. 2. It has less number of own workers when compare to its apprentice. 3. Due to VRS introduction of many experienced workers left the company. 4. There is a ban on recruitment of employees by the company.
Opportunities:1. Now a days modern electrical, electronics and telecom and IT industries are growing at a faster they requires huge quality of electrical products. 2. It is earnings good profit it can invest those on modern machineries produce the improved and quality products. 3. Now it is producing limited type of electrical, it can widen its products range. 4. Globalization.
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Labour welfare Threats:1. 2. 3. 4. Stiff competition from the multinational company like ABBetc., Threats from the globalization and liberalization. Ever changing consumer needs and wants. Rapidly changing technology.
CONCLUSION
MEI is proud to an outstanding example of an organization , which is constantly better industrial relations consequent to total commitment and complete identify of the employees, which the company policies, programs amd management system. The study was attempted to understand welfare measures @ MEI. All the satisfactory welfare measures are provided to the employees as per the statutory and voluntary like uniforms, canteen facility, medical benefits and transport facilities, leave facilities, safety equipment, provident fund, gratuity are provided facilities are provided to employees. Besides this, utmost care had taken to improve the financial status of the workmen by providing bonus and loans to improve the skills of the workmen into their respective jobs. Statutory and non-statutory, both welfare measures have been implemented in MEI. The welfare schemes extended to motive the workmen should result in the increase of out put level and performance of employees. A safety and welfare facilities should be implemented in an effective way it has found from the study that proper welfare facilities provided to the workers might enhance their motivation towards job. Thus, it will lead to healthy industrial environment.
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Labour welfare
DATA ANALYSIS AND INTERPRETATION

1. Table and Graph showing the general impression of employees Particular Good Bad Neutral Total Respondents 27 0 3 30 Percentage 90% 0% 10% 100%
Analysis: Above the shows that 90% of respondents are having good impression and 10% of respondents are having neutral impression regarding the company.
30
25
20 Series 2 Series 1 10
15
0 GOOD BAD NEUTRAL
Inference:- From the above analysis it is clear that the employee have
good impression over the company
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Labour welfare
2. Table and Graph showing the work provided to labour is sufficient
Particulars Yes No TOTAL
Respondents 29 1 30
Percentage 97% 3% 100%
Yes NO
Inference:
From the above analysis it is clear that the company has sufficient labours to handle the work.
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Labour welfare
3. Table showing the wages and salaries provided to labours are satisfied
Particulars Fully satisfied Partly satisfied Not satisfied TOTAL
Respondents 20 9 1 30
Percentage 67% 30% 3% 100%
Analysis: Above the table shows that 67% of respondents are fully satisfied
with the wages and salaries provided to labour and 30% of respondents are partly satisfied and 3% of respondents are not satisfied with the wages and salaries to labour.
Percentage Respondents
fully satisfied Partly satisfied Not satisfied
Inference: The employees are fully satisfied with the wages and salary structure.
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Labour welfare
4. Table showing whether the welfare measures like pension, gratuity, death relief fund. Are been provided to labour are satisfied.
Particulars Satisfied Not satisfied Very much satisfied TOTAL
Percentage 93% 0% 7% 100%
Analysis:- Above the table shows that 93% of the respondents are satisfied with the welfare measures like pension, gratuity, death relief fund etc., provided to the labour and 7% of the respondents are very much satisfied.
30 25 20 Series 1 15 10 5 0 satisfied not satisfied very much satisfied Series 2
Inference:- From the above analysis it is found that the welfare measures are satisfactory opinion from the employees.
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Labour welfare
5. Table & Graph showing the aware of the welfare facilities extended by the company.
Particular Yes No Total
Respondents 28 2 30
Analysis: Above the tables shows that 93% of the respondents say yes, employees are aware of the welfare facilities extended by the company and 7% say no, they are not aware of the welfare facilities.
35 30 25 20 Series 2 15 10 5 0 Yes No Series 1
Inference: In the above analysis it is clear that majority of the people are aware about the welfare facilities offered by the organization.
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Labour welfare
6. Table and Graph showing the feel about the welfare facilities provided by the company. Particular Excellent Good Very Good Can be better TOTAL Respondents 7 18 1 4 30 Percentage 24% 60% 3% 13% 100%
Analysis: Above table shows that 24% of the respondents feel that the welfare facilities provided by the company is excellent and 60% of the respondents feel that good and 3% of the respondents feel that very good and 13% of the respondents feel that can be improved, the welfare facilities provided by the company.
20 18 16 14 12 10 8 6 4 2 0 Excellent good very good can be improved Series 1 Series 2
Inference: From the above analysis it is clear that the employees feel about the welfare facilities provided by the company is good and also can be improved.
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Labour welfare
7. Table and Graph showing feel about the quality of food provided in the canteen. Particulars Highly satisfied Satisfied Neither satisfied Dissatisfied TOTAL Respondents 3 25 2 0 30 Percentage 10% 83% 7% 0% 100%
Analysis: Above the tables shows that 10% of the respondents are highly satisfied and 7% of the respondents are neither satisfied, 83% of respondents are satisfied, with a quality of food provided in the canteen.
Series 1
Highly satisfied satisfied neither satisfied dissatisfied
Inference: From the above analysis it quotes that food provided by the company is satisfactory.
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Labour welfare
8. Table and Graph showing whether that rates charged by the canteen are reasonable. Particulars Reasonable Expensive TOTAL Respondents 30 0 30 Percentage 100% 0% 100%
Analysis: MEI is providing at reasonable rates to its employees, 100% of respondents are satisfied with rate fixed by the company.
35 30 25 20 Series 1 15 10 5 0 reasonable expensive Series 2
Inference: From the above analysis we infer that the rates charges are reasonable to the great extent.
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Labour welfare
9. Table and Graph showing whether the uniform and stitching charges provided to employees are satisfied.
Particulars To large extent To some extent Marginally Total
Percentage 50% 40% 3% 100%
Analysis: Above the tables shows that 57% 0f respondents are satisfied to large extent with the policy of the uniform and sticthing charges provided by the company, 40% are satisfied to some extent and 3% of rspondents are satisfied marginally with policy of uniform and stitching charges provided by the company.
respondents
to large extent to some extent marginally
Inference: From the above table analysis majority of them state that the uniform and stitching charges are agreeable to some extent.
47
Labour welfare
10. Table and Graph showing whether the training programme organized to labour are satisfied. Particulars Satisfied Not satisfied Very much satisfied TOTAL Respondents 29 0 1 30 Percentage 97% 0% 3% 100%
Analysis: Above table shows that 97% of the respondents are satisfied and 3% of the respondents are very much satisfied with the training programme organized to labour.
responsibility
satisfied not satisfied Very much satisfied
Inference: From the above analysis it is found that the training programme has been benefitting the employees to great extent.
48
Labour welfare
11. Table and Graph showing the recreation facilities provided to employees are satisfied.
Percentage 73% 27% 0% 100%
Analysis: Above table shows that 73% of the respondents are satisfied with the recreation facilities provided by the company and 27% of the respondents are not satisfied.
Respondents
Satisfied Not satisfied Very much satisfied
Inference: From the above analysis indicates that recreation facilities are an satisfactory event.
49
Labour welfare
12. Table and Graph showing the conveyance allowances provided by the company
Particular Sufficient Not sufficient Total
Respondents 22 8 30
Analysis: Above the table shows that 73% of the respondents feel that the conveyance provided by the company is sufficient, and 27% of the respondents feel that conveyance allowance provided by the company is not sufficient.
Sales
sufficient Not sufficien t
Inference: From the above analysis it is clear that the conveyance provided by the company has become an ideal facility.
50
Labour welfare
13. Table and Graph showing whether preventive steps are taken in respect to occupational diseases.
Respondents 27 3 30
Analysis: Above the table shows that 90% of the respondents say yes and 10% say no with preventive steps are taken in respect to occupational diseases.
respondents
yes no
Inference: the above analysis shows that the organization takes great concern in taking preventive actions with respect to occupational diseases.
51
Labour welfare
14. Table and Graph showing the safety provided by the company.
Particulars Very good Good Bad TOTAL
Percentage 37% 63% 0% 100%
Analysis: Above the tables shows that 37% of the respondents feel very good about the safety measures provided by the company and 63% respondents feel good.
respondents
very good good bad
Inference: From the above analysis it indicates that the employees are driven through safety measures taken by the company.
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Labour welfare
15. Table and Graph showing is labour encouraged to express his/her thoughts and innovative ideas in organization.
Respondents 29 1 30
Analysis: Above table shows that 97% of the respondents says yes. That they are encouraged to express his/her thoughts and innovative ideas in organization and 3% of the respondents say no.
respondents
yes no
Inference: From the above analysis it is found that labour are given freedom to express their thoughts and innovative ideas.
53
Labour welfare
16. Table and Graph showing the medical facility provided by the company.
Particulars Very good Good Bad TOTAL
Percentage 23% 77% 0% 100%
Analysis: Above the tables shows that 23% of the respondents opinion is very good and 77% of the respondents opinion is good with the medical facility provided by the company.
respondents
very good good bad
Inference: From the above analysis it is clear that the employee are benefitting from medical facility.
54
Labour welfare
17. Table and Graph showing the welfare meeting to improve the team spirit.
Particulars Weekly Monthly Yearly TOTAL
Percentage 13% 23% 64% 100%
Analysis: Above the table shows that 13% of the respondents say weekly, 23% of the respondents say monthly, 64% of the respondents say yearly.
20 18 16 14 12 10 8 6 4 2 0 weekly monthly yearly respondents percentage
Inference: From the above analysis the labour suggests that the team spirit meetings to be held at least once in the year.
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Labour welfare
18. Table and Graph showing the relationship between higher authority, supervisor and employees. Particulars Good Very good ok TOTAL Respondents 21 8 1 30 Percentage 70% 27% 3% 100%
Analysis: Above tables shows that 70% of the respondents say good and 27% of the respondents say very good and 3% of the respondents say ok with the relationship between higher authority, supervisor and employees.
respondents
good very good ok
Inference: From the above analysis it is clear that there is a good relationship between management and operational employees
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Labour welfare
19. Table and Graph showing if the benefits are extended will there be an improvement in the performance.
Respondents 30 10 30
Analysis: Above the table shows that 100% of the respondents says that the existing benefits are to expand then there will be a improvement in the performance of the employees.
35 30 25 20 Respondents 15 10 5 0 Yes No Percentage
Inference: From the above analysis it is found that the employees state that monitory and non monitory benefits to be expanded to the greater extent in order to enhance their performance.
57
Labour welfare
20. Table and Graph showing the insurance policy provided by the company.
Percentage 96% 7% 7% 100%
Analysis: Above the table shows that 86% of the respondents are satisfied with the insurance policy and 7% are not satisfied and 7% are much more satisfied.
respondents
satisfied not satisfied very much satisfied
Inference: It is clear that employees are satisfied the insurance benefits provided by the company.
58
Labour welfare SUMMARY OF FINDINGS & CONCLUTIONS:

1. Majority of the people are in the age of 20 to 59. 2. Majority of the employees are having good experience about the company. 3. Majority of them that is 97% of them are fully satisfied with the work provided by the company. 4. Majority of the employees are satisfied with benefits provided by the company. 5. Majority of the employees that is 93% of them are satisfied with welfare measures provided by the company. 6. Most of the employees have a good relationship with higher authority. 7. Majority of the employees are satisfied with measures provided to increase the skills and ability. 8. Majority of the employees are satisfied with team spirit in the company. 9. Majority of the employees that 83% of them satisfied with quality of food provided by the company. 10. 100% of them said that safety measures provided by the company, they are protecting the accidents. 11. Majority of the employees 99% of them said that company is recognizing their ideas and thoughts. 12. Most of the employees are satisfied with the insurance policy(GSLI) provided by the company. 13. 100% of the employees are said that the rates charged by the canteen are reasonable. 14. 99% of the employees are satisfied with the training programme organized by the company. 15. The company is provided with following welfare facilities. They are Cleanness, proper ventilation, lighting, drinking water, washing facility, canteen etc.,
59
Labour welfare RECOMMENDATIONS & SUGGESTIONS:

1. The company has to adopt a high collaborative culture and environment. 2. Management has to introduce effective career planning and development program. 3. As the employees are not fully satisfied with welfare facilities therefore the management should take some important steps for the improve their efficiency. 4. The management should improve transportation facilities in order to enable the employees to attend the work well in time and be regular. 5. Effective training and development programs has to be developed in order to promote effective quality to work life. 6. Management can still improve the recreation facilities to the employees. 7. Management must maintain a good relationship with all the employees. The company for this purpose should set up suggestion boxes in the factory and also in the office good suggestions should be rewarded. 8. The employees should be encouraged by the management by giving sociopsychological support to increase production. 9. Attraction incentives are to be for the quality of work life. 10. Management should introduce the new and modern technology. 11. Training should be conducted at regular. 12. Company should take initiatives in providing safety at work conditions. 13. Organization should provide transport facilities to employees. 14. Introduce the computerization in all the department to improve the effectiveness of the work. 15. Rest room facilities, sitting place to be provided. 16. Labour welfare and security measures have to increase. 17. The canteen and other refreshment facilities have to be increased.
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Labour welfare
APPENDICES AND ANNEXTURE: Questionnaire for analysis of the labour welfare:
1. What are the measures introduced by the company to enhance employee skills and Efficiency? On job training In House training External training
2. How do you feel about the welfare measures provided by the company?
Excellent Good
Can be improved
3. How do feel about the quality of food provided in the canteen? Highly satisfied Satisfied Not satisfied
4. Give your opinion towards the safety measures provided by the company?
Very good Good Bad
5. Whether the employees is encouraged & invited to express His/Her thoughts &
innovative ideas to protect the intent of the company?

Yes No
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Labour welfare
6. How often should an Organization conduct labour welfare meetings to improve the
team spirit in the company? Weekly Monthly Yearly
7. Are you happy with salaries & other perks provided to you by the company?
Fully satisfied Not satisfied Partially satisfied
8. What are the welfare facilities provided by the company to the employee? Canteen facility Travel allowance P.F. Medical facility
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Labour welfare
BIBILOGRAPHY
1. Human Resource Management Nair, Banarjee, Agarwal ,pragathi
2. Human Resource Management

Reddy and Appannaiah 3. Website: www.meiswitchgears.com
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Labour welfare

Chapter 1 Introduction HUMAN RESOURCE MANAGEMENT

A.P.S. college of commerce

Definition Of Human Resource Management

According to Edwin flippo:

According to Byars and Rue:

IMPORTANT FEATURES OF HRM

A.P.S. college of commerce

IMPORTANCE/ SCOPE OF HRM

A.P.S. college of commerce

Managerial Functions 1. Planning 2. Organizing 3. Directing 4. Controlling

Operative Functions 1. Employment 2. Human Resource Development 3. Compensation 4. Human Relations

A.P.S. college of commerce

A.P.S. college of commerce

A.P.S. college of commerce

A.P.S. college of commerce

FEATURES OF LABOUR WELFARE

IMPORTANCE OF LABOUR WELFARE

A.P.S. college of commerce

WELFARE ACTIVITIES AND THEIR TYPES

WELFARE ACTIVITIES INCLUDES

A.P.S. college of commerce

A.P.S. college of commerce

LABOUR WELFARE PROGRAM IN INDIA

Labour welfare in India are: * Central Government

A.P.S. college of commerce

A.P.S. college of commerce

TITLE OF THE STUDY

Purpose of study:The main purpose of the work is

A.P.S. college of commerce

2. To understand the role of union in providing welfare facilities to the Labourers.

SCOPE OF THE STUDY:

A.P.S. college of commerce

A.P.S. college of commerce

1. Name of the study:-

3. Methods of data collection:-

A.P.S. college of commerce

2) Secondary data:- Secondary data are those collected from,

* Books * Company records * Internet

Tools of data collection: * Questionnaire

A.P.S. college of commerce

A.P.S. college of commerce

A.P.S. college of commerce

A.P.S. college of commerce

A.P.S. college of commerce

A.P.S. college of commerce

TOOL ROOM FACILITIES

A.P.S. college of commerce

CONSOLIDATED LIST OF MACHINERY INSTALLED IN MEI

QTY NOS. 17 5 3 16 17 17. 12 21 5 5 40 24 18 17 37 21

A.P.S. college of commerce

A.P.S. college of commerce

A.P.S. college of commerce

Companys Department:1. Planning 2. Production

A.P.S. college of commerce

A.P.S. college of commerce

Environment Management System:

A.P.S. college of commerce

Future growth and Prospectus:

WELFARE MEASURES IN MEI:

A.P.S. college of commerce

A.P.S. college of commerce

A.P.S. college of commerce