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HRD trainig Research

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ACKNOWLEDGEMENT

It is with profound gratitude that express my sincere thanks to the director DR.C SELVARAJ, Institute of Management studies, R.V.S educational Trust, Dindigul. I extend my heartiest gratitude to my guide Mr.K.C.JOHN

SASIKUMAR, faculty of Management studies, R.V.S. education Trust, Dindigul, who help for completing the project successfully. I am highly thankful to all other faculty member for their active support and direction. I am very much grateful to Mr. NOUSHADALI, Personnel Manager T.C.C Ltd who gave me the opportunity to work in the prestigious company .I also wish to thank Mr. ATLEE, HRD Manager of TCC Ltd for his wonderful support and assistance to do my work. Above all, the grate of God led me to complete my project SREEJITH .S

DECLARATION
I SREEJITH.S hereby declare that this project work entitled “A STUDY ON THE LABOUR WELFARE MEASURES PROVIDED BY T.C.C LTD” is a record of work carried out by me under the guidance of Mr.K.C JOHN SASIKUMAR, lecturer, Institute of Management studies, R.V.S Educational Trust, Dindigul in Partial fulfillment of the requirement for the award of degree of Master of Business Administration of Anna University. I also declare that this project work has not been submitted by me fully or partially for the award of any degree, diploma, title or recognition before.

SREEJITH S

LIST OF TABLES N O 1 schemes 2 Table showing the respondents satisfactory level on welfare measures 3 4 Table showing the motivation level of respondents Table showing the Opinion about the working environment of the company 5 6 Table showing the Respondents opinion about work schedule Table showing the Satisfactory level of respondents on grievance handling method 7 8 9 Table showing the Opinion about degree of job security Table showing the Respondents opinion regarding leisure time Table showing the Respondents satisfactory level of canteen facilities 10 11 Table showing the Satisfactory level of medical facilities Table showing the Respondents opinion regarding safety measures 45 47 39 41 43 35 37 31 33 29 Page no: 27

TITLE Table showing the respondents awareness level on the welfare

N O 12 rest room 13

TITLE Table showing the Table showing the respondents opinion regarding

Page no: 49

Table showing the Satisfactory level of respondents on recreational facilities

51

14 15

Table showing the Satisfactory level on vehicle allowance Table showing the Satisfactory level of respondents on traveling facilities

53 55

16 17 18

Table showing the respondents opinion regarding ESI benefits.

57

Table showing the respondents response regarding training programs 59 Table showing the satisfactory level of respondent regarding cleanliness 61

19

Table showing the Satisfactory level of respondents regarding drinking water

63

20

Table showing the satisfactory level of respondent regarding ventilation and temperature

65

LIST OF FIGURES N O 1 schemes TITLE Figure showing the respondents awareness level on the welfare Page no: 28

N O 2 measures 3 4

TITLE Figures showing the respondents satisfactory level on welfare

Page no: 30

Figures showing the motivation level of respondents Figures showing Opinion about the working environment of the company

32 34

5 6

Figures showing Respondents opinion about work schedule Figures showing Satisfactory level of respondents on grievance handling method

36 38

7 8 9 10 11 12 13

Figures showing Opinion about degree of job security Figures showing Respondents opinion regarding leisure time Figures showing Respondents satisfactory level of canteen facilities Figures showing Satisfactory level of medical facilities Figures showing Respondents opinion regarding safety measures Figures showing the respondents opinion regarding rest room Figures showing Satisfactory level of respondents on recreational facilities

40 42 44 46 48 50 52

14

Satisfactory level on vehicle allowance

54

N O 15 16 17

TITLE Satisfactory level of respondents on traveling facilities Table showing the respondents opinion regarding ESI benefits. Statement showing the respondents response regarding training programs

Page no: 56 58 60

18

Table showing the satisfactory level of respondent regarding cleanliness

62

19 20

Satisfactory level of respondents regarding drinking water Table showing the satisfactory level of respondent regarding ventilation and temperature

64 66

CHAPTER 1

INTRODUCTION

INTRODUCTION
The personal function is really all about motivation .It is agreed that unless individuals are motivated to perform effectively. They may not achieve the level of performance that is desired of them managerial people are always falling the problems motivating their subordinates to release their potential more

effectively and these by permit the desired goals or the organization and the needs of employees to be achieved the purpose of motivation is to create conditions in which people are willing to work with zeal, initiative, interest organization are achieved effectively. This project is a general study as labour welfare measure, in T.C.C Ltd. This project studies in details the overall corporate structure, the environment policy and quality policy of T.C.C .Ltd .However the fouls is given the opinion of worker about the labour welfare

1

INDUSTRY PROFILE INDIAN CHEMICAL INDUSTRY
The chemical industry in one of the oldest domestic industries in India , contributing significantly to both the industrial and economic growth of the country since it achieved independent in 1947 the wide and diverse spectrum of

products can be broken down into a number of categories, including inorganic and organic chemicals , drugs and pharmaceuticals , plastics and petro chemical , dyes and pigments , fine and specially chemicals pesticides and agro – chemical and fertilizers. The Indian pesticide industry has advanced significantly in recent years, producing more than 1000 tones of pesticides annually, India is the 13th largest exporter of pesticides and disinfectant in the worked and in terms of volume is the 12th largest producer of chemicals.

INDUSTRIAL POLICY
The items, which require compulsory license, are Hydro cyanic acid and its derivatives, phosgene and its derivatives, Naphtha /gas cracker complexes producing and its ethylene, propylene, aromatic complexes manufacturing benzene, toluene and Xylenes having specific gravity of less than 0.94. Policy for foreign direct investment facilities approval through automatic route. The following categories of FDI proposal are only approved through foreign investment promotion board .All proposals that require industrial license includes , the items requiring an industrial license under IDR Act 1951 , all items which require industrial license in terms if location policy notified by government under the new industrial policy. 2 All proposals related to acquisitions of shares in existing Indian company in favour of a foreign /NIR /OCB investor .All proposals failing outside sectoral policy /caps or under sectors in which FDi is not permitted and /or whenever and investor is chooses to make an application to the FIPB a not to avail of the automatic route.

CHEMICAL INDUSTRY IN INDIA AT PRESENT

India’s present share in global trade is 0.6% ie USD45 billion. Chemical and pharmaceutical industry is the most important foreign exchange earner with major value additions through out the value chain .The value chain is added using knowledge, energy and capital.

CURRENT STATUS
 Chemical industry is an important constituent of the economy having approximate US$28 billion dollars turn over which is approx 7% of India’s GDP.
 In terms of volume, it is 12th largest in the world and 3rd largest in Asia.

 Within India

it constitutes about 15% of manufacturing capacity and

20% of the exercise revenue to the Government of India.  The chemical industry has weigh of about 13% in the index of industrial production.  The global chemical industry is valued at about US $ 1.7 trillion of which Indian’s chemical sector accounts for just 2%

3

COMPANY PROFILE ORIGIN AND ESTABLISHMENT OF THE COMPANY
Seshasayee Brothers establish the Travancore Cochin Chemicals in 1952 and commercial production was started in 1954 with a capacity of 20TDP Caustic Soda. This was the first unit to produce Rayon Grade Caustic Soda .The

present capacity is 125 TDP and annual capacity is 41250MT.The Company has been a forefront of adopting latest technologies and innovations in the industry .Accordingly with the expansion the technology was updated to optimize energy consumption of raw material and utilizes better management of effluents. LOCATION The Travancore Cochin Chemicals is a Kerala State Government Public Sector undertaking, which is situated in Udyogamandal in Cochin Industrial Area in Ernakulam District .The factory and its registered office located 21km from Cochin International Airport 16km from Ernakulam railway station. GENERAL INFORMATION INCORPORATION: Year 1951 (Under Indian Companies Act 1913) OWNERSHIP: TCC IS A JOINT Stock company TYPE OF CAPITAL: Equity Shares Mission of the company We are committed to enhance customer satisfaction by providing product & related service complying with a continuously improving quality management system.

4

CORPORATE OBJECTIVE OF TCC
The company states the following as its objectives: To produce and market chemicals such as Caustic Soda, Liquid Chlorine and Hydrochloric acid economically and in an eco friendly manner.

To maintain an optimum level of efficiency and productivity so as to secure optimum returns on investment.

 

To maximize profits from projects taken up from Caustic Soda. To continuously upgrade the quality of human resources of the company statutory pollution standards. To ensure corporate growth by expansion and diversification.    Concerned about the protection of environment. The need for public sector unit to work efficiently and profitably. Believes in healthy industrial relations and human treatment to its employees.  Maintain higher ethical standards with its suppliers and encourages whenever possible, small scale and ancillary industries.  Appreciates the importance of credibility of the financial institutions, the company strives to meet its obligations, to these institutions regarding installments, interest payments.

5

DEPARTMENT PROFILE
PERSONNEL DEPARTMENT
DEPARTMENT CHART

Personnel manger

Deputy Manager (Personnel welfare)

Medical Officer

H.R.D Manager

Security officer

Catering oficer

Functions of Personnel Department  Recruitment – Through professional and executive employment exchanges and PSC.  Manpower planning – Ascertaining the number of vacancies.  Welfare functions – Including statutory and non statutory welfare measures.  Grievance Handling – As per the provisions of Industrial Disputes act and as per factories Act.  Discipline.  Industrial Relations.  Public Relations.  Job description.

6  Training  Staffing  Performance Appraisal

 Wage and salary administration  Administration. Performance Appraisal System The performance appraisal system is being done on time of promotion and increment. For this there is a form passed through the department head to the Personnel Manager. This is done by Simple Rating Method done by immediate supervisor. No promotion and increment are given for leave takers. The job change is as the desertion of the management. Wage Administration It is actually done by accounts department and the overall control is by the Personnel Manager. Salary is computed by taking into account Salary and other Salary benefits, which is as given below: Basic pay+DA+FDA+HRA+CCA

Employee Benefits
Overtime allowances Wages covered under the Factories Act will be given, over time wages accounting to the provisions continued in the Factories Act and the rules framed there after. The overtime wages to administrative staff will be at one-half times of effective wages i.e Basic+DA

7 Shift Allowances Shift allowance given those who are working in shift system.

Shift 8-4 Shift 4-12 shift 12-8 shift Educational Allowance

Allowance Rs.8/shift Rs.8 shift Rs.12/shift

Up to 15 years service Rs.80/month. More than 15 years service Rs.100/months is given. Leave The number of leave/holding in a calendar year is as follows: Privilege leave – 30 days Casual leave – 15 days Sick leave – 15 days (for workmen not covered by ESI scheme) Paid Holidays Holidays The workers are paid Bata according to shift duty. The Bata rates for outside duty at Eloor and for workmen deputed for duty in TCC Colony. For the workers at water treatment plant attending duty for 4 hours or more in shift payment is as follows: 8-4 shift or 4-12 shift-Rs.23 12-8 shift – Rs.10 8 Bonus 1. 2. Production bonus – Paid on the basic of production Attendance bonus – Paid to all permanent workmen on payroll month basis along with wages for each month. In case a workman covered with ESI meets with an accident on time of duty and proceeds on accident leave, he will be paid under: 13 Days (Including 4 compulsory holidays)

PERIOD 1-15 Days

BENEFITS Difference between his effective wages and disablement benefit revived from

16-30 Days Above 30 ATTENDANCE BONUS

ESI corporation. 75% of difference as stated above for entire period. 70% of difference as stated above for entire period.

 If attended to normal duty for a minimum period of 24 days wages extra in a payroll month.  If attended to normal duty for a period of 22/23 days wages extra.  If attended to normal duty for a period of 20/21 days wage extra 9 Uniform Cloth for stitching uniforms will be issued every year. Washing Allowance Workmen who are given uniforms will paid Rs.50/month Foot wears

-

2

days

- 1 ½ days 1 day

All permanent workmen will be provided with a pair of safety shoes every year. All female workers are given a foot ear allowance of Rs50/month. Welfare activities

1.

Statutory – This includes canteen, crèche, drinking water, storing and sitting, bathroom, rest shed, gratuity, ambulance, dispensary, medical allowance and bonus.

2.

Non-Statutory – This includes recreation club, Transport subsidy, nursery school, and leave for part time course, library, living quarters, and accident benefits.

Various Incentive Schemes          Interest subsidy. Higher education loan-Maximum limit Rs. 5000/year Scooter allowance – 112.5/month Bus subsidy – 75% of actual fare Tool allowance –Rs 75/month Special allowance Conveyance allowance Acting allowance Privilege allowance-It can be accumulated to 300 days and sick leave to 120 days.  House rent allowance – At the rate of basic pay 10

INTRODUCTION TO THE TOPIC
Organizations exist for people .They are made of people and by the people and then effectiveness depends on the behavior and performance of the people constituting them There was a time when people were considered a liability, Now, they are mostly considered as a resource and an asset .The transformation in the attitude and outlook towards people in organizations, variously called employees, human

resources etc. has been made possible by the evolution in the field of personnel management the function with responsibility for managing human resources in any organization Pay and benefits constitute an important element in human resource management .A number of considerations like theoretical, public policy and legal frame work company objectives, labour market situation, pressure from unions and competition etc. Impinge upon policies and programs concerning pay and benefit programs .Historically ,employees benefits and welfare began on the voluntary note at employers instance .Today in voluntarism has set in its place ,with many benefits becoming entitlements either because of legislation or wage settlements , competitive pressures and the need to attract and retain the right people .Originations are searching for means to find innovative approaches which give the desired flexibility and provide a measure of harmonization that contributes to positive attitudes and better performance .This induces many firms to take up voluntarily as series of welfare programs considered beneficial to both the management and employees . Welfare refers to labour welfare .The report of the committee on labour Welfare set up by the Government of India in 1969 refers to welfare as a broad concept , condition of well being .It speaks of measures which promote , “ the 11 physical, psychological and general well being of the working population “.Welfare converts the families f workers, especially in India, where because of strong family ties, workers well being encompasses that of their families .In India welfare is of the statutory and the non statutory kinds .At present the chief agencies of labour welfare are central government state government, Employers or their organizations, workers organizations and statutory welfare funds.

Welfare can be observed, experienced and enjoyed, but effectiveness may be more different to measure .it is a corporate attitude or commitment reflected in the expressed care for employees at all levels. Welfare is not easily implemented because it requires the co operations of all the major parties involved with the entire management employees, trade unions, shareholders and government. The general corporate objectives for offering welfare programs to employees are discharges their social responsibility, raise the employees morale effective use of the work before reduce labour turnover the absenteeism etc. Unions would like to secure several benefits to maintain their image from the viewpoint of workers welfare must eliminate risk and insecurity (It should provide good working conditions and maintain good relations inside the environment .The specific objectives of each welfare scheme are related to the nature of each benefit the employees need Overall the reasons for instituting and expanding the list if employee – welfare program are several , Paternalistic or humanistic considerations , statutory requirements concern for security , hazards of industrial life , tax considerations , utilization of leisure time and completive consideration are some of them. Many of the organizations in India as well as outside provide statutory and non – statutory welfare activities but they are at varying degrees .Non statutory measures are move difficult to budget than salary .They often turn out to be more 12 expensive than visualized because the management have to consider the cost involved , the benefit of implementation, motivational effect of such activities elicit are the most difficult to predict .hence administration of welfare programs should be separate , adequate and acceptable .Organizations becomes extremely critical of this activity and hence a study on this aspect should be given due importance .

MORE ABOUT EMPLOYEE WELFARE
In ‘The Practice of Management’ Peter F. Drucker rightly observes. “…… The resources capable of enlargement are only human resources”. That is why most organization aver, People are our most important asset. The hope for a rise in the productive capacities of industrial units can rightly be pinned on the manpower. At work employees expect to enjoy the basic rights and it is within this frame work that welfare has a place in the management of human resources. These rights fall in to three categories:  The right to enjoy health and safely-to be free the risk of injury to body and mind and to be granted basic facilities in health and safety.  The right to enjoy information and communication-to communicate freely with the other employees on matters of interest; to be given information concerning major factors affecting individual work.  The right to be managed fairly-not to be treated arbitrarily and to be able to participate. Welfare is a broad concept referring to a state of living of an individual or a group in a desirable relationship with the total environment – economic, ecological and social. Labour welfare includes both the social and economic 13 contents of welfare. Labour welfare is a part of social welfare conceptually and operationally. It covers a broad field and connotes a state of well-being. happiness, satisfaction, conservation and development of human resources.The Encyclopedia of Social Sciences defines Labour welfare as “the voluntary efforts of the employers to establish, within the existing industrial system, working and sometimes living and cultural conditions of the employees

beyond what is required by law, the customs of the industry and the conditions of the market”. In the word of R.R. Hopkins, “Welfare is fundamentally an attitude of mind on the part of management, influencing the method of which management activities are undertaken”. The Report of the Committee on Labour Welfare, Government of India, (1969) includes under it,”…..such services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangement for travel to and from work and for the accommodation of workers employed at a distance from their homes and such other services, amenities and facilities including social security measures as contribute to improve the conditions under which workers are employed”. CONCEPT: Labour welfare may be viewed as a total concept, as a social concept and as a relative concept. The total concept is a desirable state of existence involving the physical, mental, moral and emotional well-being. these four elements together constitute the structure of welfare, on which its totality is based. The social concept of welfare implied the welfare of man, his family and his community. All these three aspects are inter-related and work together in a three dimensional approach. The relative concept of welfare implies that welfare is relative in time and place. WHY WELFARE? The aim of object of welfare activities is partly humanitarian – to enable workers to enjoy a fuller and richer life-and partly economic-to improve the efficiency of the workers-and also partly civic-to develop a month them a sense of responsibility and dignity and thus make them worthy citizens of the nation. 14

Another object of labour welfare is to fulfill the future needs and aspirations of labour. Mainly,  Labour welfare services help to build up a stable labour force, to reduce labour turn over and absenteeism.  Labour welfare activities can provide personal safety to workers and also create congenial atmosphere to work better.  Welfare has been conceived by management as an incentive and good investment to secure, preserve and develop greater efficiency and output from workers.  Welfare benefits can increase employee morale and loyalty to management.  It can attract, retain and motivate competent personnel.  Welfare helps to build a positive image between labour and management.  It can maintain goodwill between management and public.  Recently, it is used as an instrument by certain employees to save themselves from heavy taxes on surplus.  Good welfare schemes help to compete in the labour market.  Overall organizational effectiveness can be ensured through welfare programs.

15  The reasons for instituting and expanding the list of welfare programs are several. Paternalistic or humanistic considerations, statutory requirements, concern for security, hazards of industrial life, tax considerations,

utilization of leisure time, and competitive considerations are some of them. REGULATORY ENVIRONMENT: Employers in India are statutorily required to comply with the provisions of various welfare amenities under different labour legislations. The earliest legislative approach would be traced back to the passing of the Apprentice Act of 1850. this Act was enacted with the objective of helping poor and orphaned children to learn various trade and crafts. After Indian independence, several Acts was passed with the aim of providing labour welfare. The Factories Act, 1948, the Industrial Disputes Act, 1947, Plantations Labour Act, 1951, Mines Act, 1952, Motor Transport Workers Act, 1951, Contract Labour (Regulation and Abolition) Act, 1970, Employees State Insurance Act, 1948 and Workmen’s Compensation Act, 1923 were passed to ensure a fair deal to employees in various aspects of their jobs.  The chief agencies of labour welfare in India are:  Central Government  State Government  Employees or their Organization  Workers Organization  Statutory Welfare Funds

16 The International Labour Organization did much to improve working and living conditions of labour throughout the world. It has greatly influenced labour

legislation labour welfare, trade unionism and industrial relations of our country through international labour conventions. Apart from all these regulatory bodies, the employers or the organizations have certain responsibilities and obligations towards their employees. All these have contributed towards the promotion of labour welfare in Indian industry. CLASSIFICATION: The Committee of Experts on Welfare Facilities for industrial workers constituted by the ILO in 1963 has divided the welfare services in to two classes: Welfare amenities within the precincts of the establishment-Intramurals: Latrines and Urinals, Washing and Bathing facilities, Creches, rest shelters and canteens, arrangements for drinking water, arrangements for prevention of fatigue health services including occupational safety, administrative arrangements within plant to look after welfare, uniforms and protective clothing and shift allowance. Welfare amenities outside the establishment-Extramural: Maternity benefit, social insurance measures including sports, cultural activities, liberty and reading room, holiday homes and leave travel facilities, workers’ co-operative including consumer co-operative stores, fair price shops and co-operative thrift and credit societies, vocational training for departments of workers, other programs for the welfare can also be broadly divided into two categories:Statutory welfare activities and Non-statutory or Voluntary Welfare activities.

17  Statutory welfare consists of those provision of welfare work which depend for their implementation on the coercive power of the

government. The government enacts certain rules of labour welfare to enforce the minimum standards of health and safety of workers.  Non-Statutory Welfare or Voluntary Welfare activities include all those activities which employers voluntarily undertake for the welfare and betterment of their workers.  Thus labour welfare is very comprehensive and embraces a multitude of activities of employers, state, trade unions and other agencies to help workers and their families in the context of their industrial life. PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION: Any welfare program needs to be successfully implemented. The welfare schemes introduced should be specific, adequate and acceptable to the employees. Welfare programs are not easily implemented because it requires the co-operation of all the major parties involved with the enterprise: management, employees, trade implementation of any welfare program are:  The labour welfare activities should pervade the entire hierarchy of an organization. Management should be welfare-oriented at every level.  The employer should not bargain labour welfare as a substitute for wages or monetary incentives.  There should be proper co-ordination, harmony and integration of all labors welfare activities in an undertaking.  The labour welfare work of an organization must be administratively viable and essentially development oriented. 18

 The management should ensure co-operation and active participation of unions and workers in formulating and implementing labour welfare programs.  There should be periodical assessment or evaluation of welfare measures and necessary timely improvements on the basis of feed – back.  Above all, the implementation of various welfare programs should be properly communicated to all employees.

NECESSITY: The need for social and industrial welfare in India in all sectors is clearly enunciated in the Articles 38,39,41,42,43 of the Indian Constitution. The necessity of labour welfare is felt all the more in our country because of its developing economy aimed at rapid economic and social development. The high rate of labour absenteeism in Indian industries in indicative of the lack of commitment on the part of the workers. Provision of welfare amenities enable the workers to live a richer and more satisfactory life and contributes to the productively of labour efficiency of the enterprise and helps in maintaining industrial peace. Employee welfare schemes has come to stay as an accepted feature of employment conditions and is bound to made rapid progress in the years to come, especially when the Indian republic is wedded to the ideal of a welfare state with socialistic objectives.

19

EXISTING SYSTEM OF EMPLOYEE WELFARE AT T.C.C. LTD. T.C.C provides all the statutory welfare activities to all the employees as prescribed by the legislations. In addition to it there are various other voluntary welfare schemes also provided by the management. The existing system of employees welfare includes  Heavily subsidized canteen facility to all employees.  Occupational health centre  Medical checkup to all employees once in an year  Company provide 24 hours ambulance service  Personal accident insurance scheme are provided to all employees  A group insurance scheme are provided to all the employees  Company maintain individual medical record for all the employees  Emergency medicines is available in the health centre  Breathing apparatus is available in the company to be used during emergency situation.  Vehicle allowance is given to all employees  Safety gadgets are given to all plant employees  A well functioned recreation club  Vitamin tablets are given to employees from the health center as per the prescription given by the medical officer.

20

NEED FOR THE STUDY

Welfare programmes are aimed at promoting the physical, psychological and general well-being of the working population. It is a corporate attitude or commitment reflected in the expressed care for employees at all levels. Welfare can be observed, experienced but its effectiveness may be more difficult to measure. The present study is a critical analysis of the effectiveness of the employee welfare programme and thus serves as an effective feedback to the management .It also serves as an opening for the workers to come out with their perception about the scheme and the satisfactions level.

21

OBJECTIVES
OBJECTIVES OF THE STUDY

• To analyze the various welfare measures adopted by the management. • To find out the awareness of welfare schemes.

• To find out the level of satisfaction of employees working in T.C.C Ltd. • To garnage employee perception of the scheme.

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

22

SCOPE OF THE STUDY

The present study is a critical analysis of the effectiveness of the employee welfare programme and thus serves as an effective feedback to the management .It also serves as an opening for the workers to come out with their perception about the scheme and the satisfactions level.

23

LIMITATIONS
• Due to busy work schedule of the employees of T.C.C Ltd., all the employees were not included for the study. • Though comparisons with other similar organizations are possible, the study was limited to T.C.C Ltd. • The survey is purely based on the opinion of the employees, which may be biased.

24

CHAPTER 2 RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research Methodology is a science of studying how research is done systematically solve the research problem. Sample Technique Simple Random sampling is the sampling technique used for data collections. For this study sample has been drawn by using lottery method. The unrestricted simple random sample is the simplest form of probability sampling. The selected respondents constitute sample and the selection process is called sampling technique. A survey so conducted is known as ‘sample survey’ Sample size A sample is composed and some fraction or part of the total number of elements in a defined population Data were collected from 50 customers Method of Data Collection In case of data collection the two data’s are 1. Primary Data 2. Secondary Data In case of descriptive type surveys are conducted together the primary data. Primary data is obtained either through questionnaire or interview method For this study the primary data collection is made through questionnaire and interview schedule method. A structured questionnaire was prepared and distributed to respondents

Secondary data are collected from the books, websites, journals and reports. 25 Analytical tools used Data collected were processed and analyzed with the help of statistical tools such as percentage analysis, ranking method and chi square test Percentage Analysis The percentage analysis is calculated as follows Number of respondents Total No of respondents X 100

26

Chapter III Analysis and Interpretation

TABLE 3.1 STATEMENT SHOWING THE RESPONDENTS AWARENESS LEVEL ON THE WELFARE SCHEMES Awareness Level Highly aware Aware Some what aware Not aware Highly Unaware Total Interpretation From the table it is inferred that 90% of respondents are highly aware of the welfare facilities and 10% of the employees are just aware of welfare facilities. No of respondent 45 5 0 0 0 50 Percentage 90 10 0 0 0 100

27

FIG 3.1 FIG SHOWING THE RESPONDENTS AWARENESS LEVEL ON THE WELFARE SCHEMES

90 80 70 60 50 40 30 20 10 0

Highly Aware

Aware

Somewhat Aware

Not Aware

Highly Unaware

28 TABLE 3.2 TABLE SHOWING THE RESPONDENTS SATISFACTORY LEVEL ON WELFARE MEASURES

Satisfactory Level Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

No of respondent 10 35 0 5 0 50

Percentage 20 70 0 10 0 100

From the table it is inferred that 20 % of the employees are highly satisfied and 70% of the employees are satisfied with welfare measures.10% of the employees are not satisfied with welfare measures.

29 FIG 3.2 RESPONDENTS SATISFACTORY LEVEL ON WELFARE MEASURES

70 60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

30 TABLE 3.3 TABLE SHOWING THE MOTIVATION LEVEL OF RESPONDENTS

Motivation level Highly motivate Motivate Neutral Not motivate Highly de motivate Total Interpretation

No of respondent 13 31 0 6 0 50

Percentage 26 62 0 12 0 100

From the table it is inferred that26% of respondents are highly motivated by the current performance related benefit and welfare schemes and 62% of the respondents are motivated by the current performance related benefits and welfare schemes.12% of respondents are not motivated by the current performance related benefits and welfare schemes.

31 FIG 3.3

MOTIVATION LEVEL OF RESPONDENTS

70 60 50 40 30 20 10 0
Highly Motivate Motivate Neutral Not motivate Highly demotivate

32 TABLE 3.4

OPINION ABOUT THE WORKING ENVIRONMENT OF THE COMPANY

Degree Excellent Good Moderate Poor Very poor Total Interpretation

No of respondent 8 28 14 0 0 50

Percentage 16 56 28 0 0 100

16 % of the employees feel working environment of the company as excellent and 56% feel it as good, where as 28%feel it as moderate.

33 FIG 3.4 WORKING ENVIRONMENT OF THE COMPANY

60 50 40 30 20 10 0
Excellent Good Moderate poor Very poor

34 TABLE 3.5 RESPONDENTS OPINION ABOUT WORK SCHEDULE

Degree Excellent Good Moderate Poor Very poor Total Interpretation

No of respondent 7 26 17 0 0 50

Percentage 14 52 34 0 0 100

From the above table it is inferred that 52% of employees are in the opinion that work schedule is good, 14% of employees feel it as excellent.34% of the employees says work schedule is moderate.

35 FIG 3.5 FIG SHOWING RESPONDENTS OPINION ABOUT WORK SCHEDULE.

60 50 40 30 20 10 0
Excellent Good Moderate poor Very poor

36 TABLE 3.6 SATISFACTORY LEVEL OF RESPONDENTS ON GRIEVANCE HANDLING METHOD

Satisfactory level

No of respondent

Percentage

Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

20 24 0 6 0 50

40 48 0 12 0 100

From the above table it is inferred that about 40% of the employees are highly satisfied and about 48 % of the employees are satisfied on grievance handling method.12% of the employees are not satisfied with grievance handling method.

37 FIG. 3.6 SATISFACTORY LEVEL OF RESPONDENTS ON GRIEVANCE HANDLING METHOD.

50 45 40 35 30 25 20 15 10 5 0

Highly Satisfied

Satisfied

Neutral

Not satisfied

Highly dissatisfied

38 TABLE 3.7 OPINION ABOUT DEGREE OF JOB SECURITY No of respondents 10 Percentage 20

Highly Agree

Agree Some what agree Disagree Highly disagree Total Interpretation

28 2 10 0 50

56 4 20 0 100

About 56% of the respondents agreed in their opinion. While 20% highly agree. Another 20% of the respondents disagreed in their opinion about degree of job security.

39

FIG. 3.7 FIGURE SHOWING THE JOB SECURITY IN THE ORGANIZATION

60 50 40 30 20 10 0
Highly Agree Agree Some Whatagree Disagree Highly disagree

40 TABLE 3.8 RESPONDENTS OPINION REGARDING LEISURE TIME

Satisfactory level Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

No of respondents 31 10 9 0 0 50

percentage 62 20 18 0 0 100

From the above table it is inferred that about 62% of the employees are highly satisfied and about 20 % of the employees are satisfied on leisure time method. 18 % of the employees are neutral on leisure time

41 FIG 3.8 RESPONDENTS OPINION REGARDING LEISURE TIME

70 60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

42

TABLE 3.9 RESPONDENTS SATISFACTORY LEVEL OF CANTEEN FACILITIES

Satisfactory level Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total . Interpretation

No of respondents 16 34 0 0 0 50

Percentage 32 68 0 0 0 100

From the above table it is inferred that about 32% of the employees are highly satisfied with canteen facilities and about 68% of the employees are satisfied with canteen facilities.

43 FIG. 3.9 SATISFACTORY LEVEL OF CANTEEN FACILITIES

70 60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

32

44 TABLE 3.10 SATISFACTORY LEVEL OF MEDICAL FACILITIES

Satisfactory level Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied Interpretation

No of respondent 24 26 0 0 0

Percentage 48 52 0 0 0

From the above table it is inferred that about 48% of the employees are highly satisfied with medical facilities and about 52 % of the employees are satisfied with medical facilities.

45

FIG 3.10 SATISFACTORY LEVEL OF MEDICAL FACILITIES

60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

46 TABLE 3.11 RESPONDENTS OPINION REGARDING SAFETY MEASURES

Satisfactory level Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied Interpretation

No of respondent 0 30 6 14 0

Percentage 0 60 12 28 0

From the above table it is inferred that about 60% of the employees are satisfied with safety measures and about 28 % of the employees are not satisfied with safety measures.

47 FIG 3.11 RESPONDENTS OPINION REGARDING SAFETY MEASURES

60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

48 TABLE 3.12 TABLE SHOWING THE RESPONDENTS OPINION REGARDING REST ROOM FACILITIES

Satisfactory level Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

No of respondent 6 24 0 6 14 50

Percentage 12 48 0 12 28 100

From the above table it is inferred that about 12% of the employees are highly satisfied with rest room facilities and about 48 % of the employees are satisfied with rest room facilities.28% of the employees are highly dissatisfied with rest room facilities.

49 FIG. 3.12 FIG SHOWING THE RESPONDENTS OPINION REGARDING REST ROOM

50 45 40 35 30 25 20 15 10 5 0

Highly Satisfied

Satisfied

Neutral

Not satisfied

Highly dissatisfied

50

TABLE 3.13 SATISFACTORY LEVEL OF RESPONDENTS ON RECREATIONAL FACILITIES

Satisfactory level

No of respondent

Percentage

Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

8 22 3 14 3 50

16 44 6 28 6 100

From the above table it is inferred that about 16% of the employees are highly satisfied with recreational facilities, about 44% of the employees are satisfied with recreational facilities, about 28% are not satisfied.6% of the employees are highly dissatisfied with recreational facilities.

51

FIG 3.13 SATISFACTORY LEVEL ON RECREATIONAL FACILITIES

45 40 35 30 25 20 15 10 5 0

Highly Satisfied

Satisfied

Neutral

Not satisfied

Highly dissatisfied

52 TABLE 3.14 SATISFACTORY LEVEL ON VEHICLE ALLOWANCE

Satisfactory level Highly satisfied Satisfied Neutral Not satisfied

No of respondent 11 26 6 7

Percentage 22 52 12 14

Highly dissatisfied Total Interpretation

0 50

0 100

From the above table it is inferred that about 22% of the employees are highly satisfied with vehicle allowance and about 52 % of the employees are satisfied with vehicle allowance and 14% of the employees are highly dissatisfied with vehicle allowance.

53 FIG 3.14 SATISFACTORY LEVEL OF RESPONDENT ON VEHICLE ALLOWANCE

60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

54 TABLE 3.15 SATISFACTORY LEVEL OF RESPONDENTS ON TRAVELING FACILITIES

Satisfactory level Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

No of respondent 6 27 3 5 9 50

Percentage 12 54 6 10 18 100

From the table it is inferred that 54% of respondent are satisfied with the traveling facilities, 10% of respondents are not satisfied with the traveling facilities and 18% are highly dissatisfied with traveling facility.

55 FIG 3.15 SATISFACTORY LEVEL OF RESPONDENTS ON TRAVELING FACILITIES.

60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

56 TABLE 3.16 TABLE SHOWING THE RESPONDENTS OPINION REGARDING ESI BENEFITS.

Satisfactory level

No of respondent

Percentage

Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

6 32 6 6 50

12 64 12 12 100

From the above table it is inferred that 64% of respondents are satisfied with ESI benefit. About 12% of the respondents are highly satisfied with ESI benefit and12% of the respondents are not satisfied with ESI benefit

57

FIG 3.16 FIG SHOWING THE SATISFACTORY LEVEL ON ESI BENEFIT

70 60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

58 TABLE 3.17 STATEMENT SHOWING THE RESPONDENTS RESPONSE REGARDING TRAINING PROGRAMS

Satisfactory level

No of respondent

Percentage

Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

0 23 8 12 7 50

0 46 16 24 14 100

From the table it is inferred that 46% of employees are satisfied with training program. While 24% are not satisfied with training programs. About 14% of the respondents are highly dissatisfied with training programs.

59 FIG. 3.17 RESPONDENTS RESPONSE REGARDING TRAINING PROGRAMS

50 45 40 35 30 25 20 15 10 5 0

Highly Satisfied

Satisfied

Neutral

Not satisfied

Highly dissatisfied

60 TABLE 3.18 TABLE SHOWING THE SATISFACTORY LEVEL OF RESPONDENT REGARDING CLEANLINESS

Satisfactory level Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total Interpretation

No of respondent 0 29 4 6 11 50

Percentage 0 58 8 12 22 100

From the above table it is inferred that about 58% of the employees are satisfied with cleanliness and about 12 % of the employees are not satisfied with cleanliness and 22% of the employees are highly dissatisfied with cleanliness.

61 FIG 3.18 SATISFACTORY LEVEL OF RESPONDENTS REGARDING CLEANLINESS

60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

62 TABLE 3.19 SATISFACTORY LEVEL OF RESPONDENTS REGARDING DRINKING WATER

Satisfactory level Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total

No of respondent 11 31 0 6 2 50

Percentage 22 62 0 12 4 100

Interpretation
From the above table it is inferred that about 22% of the employees are highly satisfied with drinking water facilities, about 62 % of the employees are satisfied with drinking water facilities and 12 % of the employees are not satisfied with drinking water facilities.

63 FIG 3.19 FIG SHOWING THE SATISFACTORY LEVEL OF RESPONDENT REGARDING DRINKING WATER

70 60 50 40 30 20 10 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

64 TABLE 3.20 TABLE SHOWING THE SATISFACTORY LEVEL OF RESPONDENT REGARDING VENTILATION AND TEMPERATURE

Satisfactory level

No of respondent

Percentage

Highly satisfied Satisfied Neutral Not satisfied Highly dissatisfied Total

7 18 0 13 12 50

14 36 0 26 24 100

Interpretation
From the above table it is inferred that about 14% of the employees are highly satisfied with ventilation and temp, about 36 % of the employees are satisfied with ventilation and temp and 26 % of the employees are not satisfied with ventilation and temp. About 24% of the employees are highly dissatisfied with ventilation and temp.

65 FIG 3.20 FIG SHOWING THE SATISFACTORY LEVEL OF RESPONDENT REGARDING VENTILATION AND TEMPERATURE

40 35 30 25 20 15 10 5 0
Highly Satisfied Satisfied Neutral Not satisfied Highly dissatisfied

66

CHAPTER 4 FINDINGS AND SUGGESTION

FINDINGS
The preliminary and the secondary data obtained were systematically and scientifically analyzed to arrive at certain conclusion. From the questionnaire analysis, the suggestion and opinion of the employees at T.C.C. Ltd are as follows 1. From the employee response, it is derived that there is a very good awareness cultivates among the employees, about the benefit and welfare

schemes at T.C.C. Ltd i.e. 90% of the respondents are highly aware on welfare measures. 2. 70% employees are satisfied with the welfare measures. 3. 62% of the employees agree that the performance relates benefit and welfare schemes motivate them to perform better. 4. It is found that the working environment of the company is good. 5. 52% of employees agree that work schedule is good. 6. 48% of respondents are satisfied with grievance handling method. 7. The employees strongly feel secured in their job. 8. 62% of respondents are satisfied with leisure time. 9. 68% of respondents are satisfied with canteen facilities. 10. 52% of respondents are satisfied with medical facilities 11. 60% of respondents are satisfied with safety measures. 12. 28% of respondents are highly dissatisfied with rest room facilities. 13. 28% of respondents are highly dissatisfied with recreational facilities. 14. 60% of respondents are satisfied with vehicle allowances. 15. 60% of respondents are satisfied with traveling facilities. 67 16. 60% of respondents are satisfied with ESI benefits. 17. 24% of respondents are not satisfied with training programs. 18. 22% of respondents are highly dissatisfied with cleanliness. 19. 62% of respondents are satisfied with drinking water facilities. 20. 24% of respondents are highly dissatisfied ventilation and temperature.  A very effective communication system is found within the T.C.C.Ltd. Especially regarding the welfare schemes. Notices and circulars play a

leading role in making the employees aware of availing the welfare schemes.

68

SUGGESTION
T.C.C Ltd. Provide all the statutory welfare activities to all the employees. In addition to it; various voluntary welfare schemes are also ensure for the betterment of the working group. It has been inferred that the existing benefit and welfare system is highly effective among the employees. This system enables the workers to enjoy better working condition within the premises of the firm and

also to lead a fuller and richer life. Through this program the management as well as the employees were able to meet their needs and fulfill their aspirations through ways like • Personal safety of the workers • Creation of congenial atmosphere to work better • Increase employee morale and commitment • Ensure loyalty to the management • Motivation of employees to perform better and improve their efficiency • Build upon a stable labour force to reduce labour turnover and absenteeism

69 T.C.C Ltd has been found successful in the benefits and welfare programmes for the employees. Almost all the employees are satisfied as is evident from the personnel observation; interview. They feel that the various schemes are of high value and immense benefits. The scope for expansion can be traced to the following areas:

• Leave travel facilities for all employees • More restroom for women employees • Provision for cooled drinking water facilities at appropriate places.

• Safety gadgets may be made compulsory during working hours.

70

CHAPTER 5 CONCLUSION

CONCLUSION

Employees are the main assets for an organization and they play a vital role in the development. An employee will perform better when they find they are well satisfied with there work. According to the data’s I collected for my project studies in T.C.C Ltd have been doing reasonably well in satisfying the needs of employees. Employees were satisfied but a few suggestions for improvement were also put forward. It would be concluded that employee welfare measures has great impact on productivity, which results in the success of the organization.

71

REFERENCE

• Kothari C.R., “Research Methodology’, Wishwa Praksham, Second Edition: New Delhi, 2001. • • • S.C SRIVASTAVA., “ Indiatrial Relations and Labour Laws”. P.C. Tripathi and Pattanayak, “Human Resource Management”. Afarwal, “Labour& Industrial Laws”.

WEBSITE REFERENCE www.tcckerala.com

ANNEXURE
QUESTIONNAIRE Personal Data (Tick whichever is appropriate) Name Department Designation Age : : : : 18-30 31-40

41-50 Sex Education : : Male Below SSLC

Above 50 Female SSLC

Pre-Degree PG Marital status : Married

Graduate

Single

No of years of experience

:

1-10 21-30

11-20 Above30

1. Are you aware about the welfare facilities provided by TCC Ltd? Highly Aware Not Aware Aware Highly Unaware Somewhat Aware

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

Partly satisfied

Not satisfied

3. The current performance related benefits and welfare schemes motivate me to perform better? Highly motivate Not motivate . 4. Working environment provided by the company is. Excellent Poor Good Moderate Very poor Motivate Neutral Highly Demotivate

5. Are you satisfied with grievance handling mechanism adopted in the company ? Highly satisfied Not satisfied 6. Job security in the organization is satisfactory: Highly Agree Disagree Agree Some what agree Highly Disagree Satisfied Neutral Highly dissatisfied

7. Give your opinion regarding work schedule? Excellent Poor 8. Are you satisfied with leisure time? Highly satisfied Satisfied Neutral Good Moderate Very poor

Not satisfied 9. Are you satisfied with canteen facility? Highly satisfied Not satisfied 10. Are you satisfied with medical facility? Highly satisfied Not satisfied Satisfied Satisfied

Highly dissatisfied

Neutral Highly dissatisfied

Neutral Highly dissatisfied

11. Are you satisfied with safety measures provided by the company? Highly satisfied Not satisfied 12. Are you satisfied with rest room facilities? Highly satisfied Not satisfied Satisfied Neutral Highly dissatisfied Satisfied Neutral Highly dissatisfied

13. Are you satisfied with recreational facilities ? Highly satisfied Not satisfied 14. Are you satisfied with vehicle allowances? Highly satisfied Satisfied Neutral Satisfied Neutral Highly dissatisfied

Not satisfied 15. Are you satisfied with traveling facilities? Highly satisfied Not satisfied 16. Are you satisfied with ESI benefit? Highly satisfied Not satisfied 17. Are you satisfied with training programmes? Highly satisfied Not satisfied 18. Are you satisfied with cleanliness? Highly satisfied Not satisfied Satisfied Satisfied Satisfied Satisfied

highly dissatisfied

Neutral Highly dissatisfied

Neutral Highly dissatisfied

Neutral Highly dissatisfied

Neutral Highly dissatisfied

19. Are you satisfied with drinking water facilities? Highly satisfied Not satisfied 20. Are you satisfied with ventilation and temperature? Highly satisfied Not satisfied Satisfied Neutral Highly dissatisfied Satisfied Neutral Highly dissatisfied

BONAFIDE CERTIFICATE
This is to certify that the project work entitled “A STUDY ON THE LABOUR WELFARE MEASURES PROVIDED BY

TRAVANCORE COCHIN CHEMICALS LTD” is a bonafide record

done by Mr.S.SREEJITH (91305631046) submitted in the partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION OF ANNA UNIVERSITYCHENNAI

Mr. K.C. JOHN SASIKUMAR

Dr.C.SELVARAJ

Faculty guide

H.O.D

Place: Date:

CONTENTS
CHAPTER -1 INTRODUCTION • INDUSTRIAL PROFILE • COMPANY PROFILLE • DEPARTEMENT PROFILE

• INTRODUCTION TO THE TOPIC • OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

• LIMITATIONS OF STUDY CHAPTER -2 RESEARCH METHODOLOGY CHAPTER -3 ANALYSES AND INTREPRETATION CHAPTER -4 FINDINGS AND SUGGETIONS CHAPTER -5 CONCLUSION

A STUDY ON LABOUR WELFARE MEASURES PROVIDED BY THE TRAVANCORE - COCHIN CHEMICALS LTD
AT COCHIN, KERALA

By

SREEJITH.S
Reg. No. 91305631046

Under the Guidance of Mr.K.C.JOHN SASIKUMAR
PROJECT REPORT Submitted to FACULTY OF MECHANICAL ENGINEERING IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION INSTITUTE OF MANAGEMENT STUDIES R.V.S. COLLEGE OF ENGINEERING & TECHNOLOGY DINDIGUL, TAMILNADU

ANNA UNIVERSITY CHENNAI MAY 2007

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