1

CHAPTER I

INTRODUCTION
1.1 PROFILE OF THE COMPANY:
The Rane brake linings ltd., plant-III launched Pondicherry. This plant was
made on 02.02.1988. In beginning time 130 employees were working that there plant.
The plant-3 was occupied on 29237 yards. The factory building was situated on 90000
squire bits. In the beginning stages of manufactures, only four types of products are
induced.
It is producing a Auto Mobile products such a particular position of all over the
country. Types of products a disc pad, clutch facing and railway products. The RBL
want to produce the products everything would be satisfied by the customers
requirement. Products are constantly update in turn with evolving customer demands.
Green material policy evolved to ensure products meet stringent Eco-norms.
All the products designed and manufacture the Computer Aided Design (CAD)
and sophisticated technical equipments like full-scale inertia dynamometer, thermo
gravimetric analyses and pyrolysis gas.
The General Manager of RBLs plant - III Pondicherry, R.J.R.FERNADO.
(operation)

Disc pads:
Asbestos
Asbestos free
Railway brake blocks:
K block

Asbestos
Asbestos free

2
L block

Asbestos free

Clutch facings:
Asbestos moulded
Asbestos free moulded
Asbestos free cord wound

RANE GROUP:
The Rane group of companies founded and incorporated on 1929 in Washington
USA, is a privately held the company. Establishment of INDIA in the year year of
1929 the company technical association was made with the collaborator

M/S

NISSHINBO industries in JAPAN of the manufacture of its products.

The company name was selected from an anagram created from of the common
letters of the first and last name of the original founders. This particular anagram was
selected because it was short, easy-to-say and remembers, and they liked the doubleentendre possibilities implying wet-links northwest.
The essential ingredients in Ranes successful philosophy are knowledge, integrity,
pride and commonsense. At Rane, people learn to treat people the way they would want
to be treated, to design & built the products the way they would want their designed
&built and that when something goes wrong, you react quickly and decisively to
correct it. It is an old fashioned, based on the mutual trust and respect.
BRANCHES OF THE RANE GROUPS:
Rane Corporate Center, Chennai.
Rane Regional Office, Chennai, Mumbai.
Rane Regional Office, Delhi.
Rane Brake Linings Ltd., (HO) Channai.
Plants Chennai, Hyderabad, Pondicherry, Trichy

3
Rane (Madras) Ltd.,(HO) Chennai.
(Chennai, Mysure, Pondicherry)
Rane Engine Values Ltd., (HO) Chennai.
(Chennai, Andhra, ponneri, Hyderabad)
Rane TRW Steering Systems Ltd.,(HO) Chennai.
Viralimalai, Guduvancherry, Singaperumal koil,
Kar mobiles ltd., (HO) Banglore.
MISSION AND VALUES:
provide superior products and services to our customer and maintain market
leadership.
Evolve as an institution that serves the best interests of all stakeholders.
Pursue excellence through total quality management.
Ensure the highest standards of ethics and integrity in all our action.
VISION STATEMENT:
To remain market leader INDIA and global player in fraction material composites
through environment friendly technologies and people competence.

OBJECTIVES OF RBL:
establish orderliness in all work place.
Establish visual controls at work place.
Create a safe working conditions.
Reduce retained times and there by eliminate delays.

4
RBLS QUALITY POLITY:
That customer satisfaction is an imperative and this is achieved by supplying
quality products in time at competitive prices.
That quality should be designed engineered and built into the product through
appropriate technology.
In ensuring adequate in-house testing facilities, to create confidence and trust in
customers, on the performance of its products.
In total employee involvement and commitment, by imparting adequate
knowledge and skills to all levels of employees, are the prime objectives of the
company.
In doing things right first time and every time.

AWARDS & RECOGNITIONS:

Award ISO 9001:2000 quality management system, by RWTUV. Germany.

Award ISO 14001 environment management system, by RWTUV, Germany.

DEMING award in the year of 2003-by juse- Japanese unions for scientists and
engineers.

ORGANISATION CHART

PRESIDENT

APEX COMMITTEE
(CHARMAN, PLANT HED)
CHENNAI, HYDRABAD, PONDICHERRY.

PLANT STEERING COMMITTEE

Corporate head, +plant. Head+
Dept. head,

Zone-1
HR &Add
Sub
Zone-4

Zone-2
Disc Pad

Zone-3
Clutch

Zone-4
CBB

Zone-5
Store

Zone-6
OAD

Zone-7
PED

Sub
Zone-5

Sub
Zone-3

Sub
Zone-4

Sub
Zone-3

Sub
Zone-2

Sub
Zone-3

1.2 INTRODUCTION TO STUDY

The study is carried out to find the reasons for conflicts between employers and
workers.

It helps the management to improve the welfare measures facilities and to make
workers participate more effectively towards the work.

The study helps to find the satisfaction level of welfare measure provided.

This study gives a good support for improving the performance of employees.

This study provides me a practical exposure to upgrade my knowledge.

CHAPTER II

REVIEW OF LITERATURE
2.1 DEFINITION OF EMPLOYEE WELFARE
The ILO (International Labour Organization) defined, welfare as a term which is
understood to include such services and amenities as may be established in or the
vicinity of undertaking to perform their work in healthy, congenial surrounding and to
provide them with amenities conductive to good health and high morale.
According to Arthur james Todd, welfare as anything done for the comfort or
improvement and social of the employees over and above the wages paid, which is not
a necessity of the industry.

2.1.1 MEANING OF EMPLOYEE WELFARE

Employee welfare means, such services, facilities and amenities such as canteens,
rest and recreation facilities, arrangement for travel to and for the accommodation of
workers employed at a distance from their home, and such other services, amenities and
facilities including social security measures as contribute to improve the condition
under which workers are employed.
2.1.2 CONCEPT OF EMPLOYEE WELFARE
Employee welfare may be viewed as a total concept, as a social concept and a
relative concept. The total concept is a desirable state of existence involving the
physical, mental, moral and emotional well-being. The social concept of welfare
implies, of man, his family and his community.
The relative concept of welfare implies that welfare is relative in time and place.
Employee welfare implies the setting up of minimum desirable standards and the
provision of facilities like health, food, clothing housing, medical allowance, education,
insurance, job security, such as to safeguard his health and protect him against
occupational hazards. The worker should also be equipped with necessary training and
a certain level of general education.

8
2.1.3 WORKERS EDUCATION
Reading room, circulating library, visual education; literary classes, adult
education, social education; daily news review; factory news bulletin; cooperation with
workers in education services.
Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural.
2.1.4 INTRA-MURAL FACILITIES
Intra-mural activities consist of facilities provided within the factories and
include medical facilities, compensation for accidents, provision of safety measures,
activities relating to improving of employment, and the like.

2.1.5 EXTRA-MURAL FACILITIES

Extra-mural activities cover the services and facilities provided outside the
factory such as housing accommodation, indoor and outdoor recreational facilities,
amusement and sports, educational facilities for adults and children and the like.
It may be stated that the welfare activities may be provided by the employer, the
government, non-government organizations and the trade unions. What employers
provided will be stated later, the activities undertaken by other agencies are mentioned
here.

2.1.6 WELFARE FACILITIES BY THE GOVERNMENT

With a view to making it mandatory for employers, to provide certain welfare
for their employees, the government of India has enacted several laws from time. These
laws are the factories act, 1948; the mines act, 1952; the plantation labour act 1951; the
bid and cigar workers (conditions of employment) act 1966; and the contract labour
(regulation and abolition) act, 1970. another significant step taken by the central
government has been established in coal ,mica, iron-ore, limestone and dolomite mines.
The welfare activities covered by these funds include housing, medical, educational
and recreational facilities for employees and their dependents.

9
2.1.7 WELFARE ACTIVITIES BY THE TRADE UNION
Labour union have contributed their share for the betterment of the employees.
Mention may be made here of the textile labour association of headband and the
railway mens union and the mazdoor sabha of kanpur, which have rendered invaluable
services in the field of labour welfare. The welfare activities of the textile labour
association. Ahmedabad,are worth nothing.

2.1.8 WELFARE WORK BY VOLUNTARY AGENCIES

Many voluntary social-service agencies have been doing useful labour-welfare
work. Mention may be made of the Bombay social service league, the seva sadan
society, the maternity and infant welfare association, the YMCA, the depressed classes
mission society and the womens institute of Bengal. The welfare activities of these
organization of recreation and sports for the working class.

STATUTORY AND NON-STATUTORY

Welfare activities may also be classified into (i) statutory and (ii) nonstatutory provision.

2.2 STATUTORY EMPLOYEE WELFARE FACILITIES

Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of
the workers.
1) Washing Facilities (Sec.42)
According to sec. 42 every factory shall provide adequate and suitable washing
facilities, separately screened for male and female workers, conveniently accessible
and clean
2) Storing and Drying Cloth (Sec.43)
According to sec. 43, every factory shall provided a place for keeping the
clothes which are not worn during working hours and drying of wet clothes.
3) Sitting Facilities (Sec. 44)

10
Every factory shall provide for suitable arrangements for sitting for all workers
obliged to work in a standing position.
4) First Aid Facilities (Sec.45)
For every 150 workers, there must be readily accessible and well equipped first
aid box. This box must contain the prescribed contents and it must be in charge of a
responsible person who holds a certificate in first aid. Where more than 500 workers
are employed an ambulance room shall be provided and maintained.
5) Canteen (sec. 46)
Every factory where 250 workers are employed, the occupier has to maintain
a canteen for the use of workers.
6) Shelter, Rest and Lunch Rooms (Sec.47)
In every factory where in 150 workers are employers are employed, the
occupier shall provide shelter, rest rooms and lunch rooms.
7) Lighting sec(17)
The RBL must be employed in located things is sight. In every part of a
manufacturing process where workers are working or passing, there provided and
maintained sufficient and suitable light, natural artificial both.
8) Drinking water (sec18)
The RBL working place is so hard, employees are need to emphasize the
important of providing liberals supply of cool and pure water. The lay down that in
every places effective arrangement must be made to provide and main at suitable
place conveniently situated for all workers employed there in a sufficient supply of
drinking water. The water pumps are situating for five places in factory.

9) Welfare Officers

11
The occupier of every factory employing 500 or more workers shall employee
the prescribed number of welfare officer.

2.3 NON STATUTORY EMPLOYEE WELFARE FACILITIES

1) Educational Facilities
Educational facilities are important that the children of the workers should be
provided with educational facilities.
2) Medical Facilities
Employers, whether in private or in public sectors have been providing medical
facilities for their workers and their families. Besides general medical treatment and
health-care, separate arrangements for specialist treatment for diseases like T.B. cancer,
leprosy, and mental disease.
3) Transport Facilities
Transport facilities to workers residing at a long distance are essential to relieve
them from strain and anxiety. Such facilities also provide greater opportunity for
relaxation and recreation and help in reducing the rater of absenteeism.
4) Recreation Facilities
Recreation facilities afford the worker an opportunity to develop his sense of
physical and mental discipline. It has an important bearing on the individuals
personality as well as his capacity to contribute to social development.
5) Housing Facilities
Some of the industrial employers both in public and private sector have
provided housing facilities to their employees. The company also renders assistance to
the co-operative housing societies formed by its employees.

Training and development

12
The RBLs various employee improvement conducts the various places
and various programmers. This main motive is improving the employee moral,
knowledge and skill also to get g his work.
DISPENSARY
With the premises of the mill, they provided, first- aid facility in dispensary.
They are providing 24 hours service with duty doctors, pharmacy, bed facilities and
ambulance van in case of emergency. This provided for the workers and his family
members.

The manner of execution of subsiding programmers welfare measure

1) Distribution of 1 kg sweets to each of the employees / staff on the occasion of
Deepavali.
2) Provisions of educations allowance of 250% per child per annum and maximum of
Rs 500% to each of the employees.
3) Provision of medical allowance of Rs 100 per month for the employees who are
not covered under ESI scheme.
4) Provision of tea allowance of Rs 2.50 pasie per month to all the employees of the
society.
5) The society has maintained a trust for the employees group gratuity fund.
6) The society has provided house building advance facilities to the employees.
7) The society has provided motor conveyance advance facilities to the employees.
8) To society has provided encashment of earned leave facilities to the employees.

2.4 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

13
1) EMPLOYEE WELFARE
By Regina bare
Employee welfare program is based on the management policy which is aimed
shaping perfect employees. There fore the concept of employee welfare includes to
aspects namely physical &mental welfare.
1. applications of merit system or work performance system as the basis for
employee rewarding.
2. providing the retired employees with the old age allowance.
3. employee insurance program to provide the employee with better security.
4. improvement in health security for the employees and their families so that
they can work confidently and productively.
2) EMPLOYEES WELFARE MEASURES
By Ann Davis, Lucy Gibson
Describes a process through which organizations might seek to implement
interventions relating to employee wellbeing. Emphasizes the importance of a
comprehensive needs assessment both in obtaining the breadth of information needed
to design appropriate interventions and also in providing baseline information against
which to evaluate programme effectiveness. Discusses factors which influence the type
of intervention appropriate for a particular situation and highlights their design
implications. Finally, provides guidance on programme implementation and evaluation,
and discusses some of the advantages and disadvantages of different approaches to
tertiary welfare provision.
3) EMERALD GROUP PUBLISHING LIMITED
By J. Bruce Prince
Purpose The employee selection process has generally focused on the nearterm performance potential of internal candidates in filling vacant positions. This
research addresses the potential influence of adding a career development emphasis to
the employee transfer decision process. In a career-focused transfer process the
applicants' individual career development needs and growth opportunities are a key
basis for internal selection decisions.

14
Design/methodology/approach Using web-based survey methodology, a US
financial services firm is used to evaluate the relationship between the use of careerfocused employee transfer criteria and key employee attitudes.
Findings The study finds that the use of career-focused processes are
positively related to employees' developmental opportunity satisfaction and perceived
support for career development. Regression analyses finds that these two attitudes
mediate the positive relationship between the use of career-focused transfer criteria and
perceived organization support (POS). Other research efforts (e.g. Allen and Shore)
have linked POS to a variety of positive outcomes, including lower employee turnover.
Past research, however, has not considered how specific human resource practices can
be the basis for the development of key attitudes.
Research limitations/implications This research while limited due to it
cross-sectional methodology builds on that stream of research by focuses on the
design of the employee transfer process and how it can be a key practice for achieving a
developmental focus and associated benefits.
Originality/value The results suggest that focusing on performance potential
of applicants and career-focused criteria are not necessarily antagonistic but can be
used jointly to make internal selection decisions.
4) NEEDED WELFARE MEASURES
By ARTHUR CAPPER, Governor
To promote a higher type of citizenship, to insure to every child born in Kansas a
record of birth, an equal share in the paternal care of the government and a recognition
of its potential worth as a future citizen, I recommend the establishment of a division of
child hygiene as a part of the State Board of Health. This new division should take into
account the circularizing of the expectant mother who applies for information, the care
of the new-born babe, and the well-being, health and nurture of the growing child.
In the same general line of public welfare, I recommend the enactment of laws on
the following subjects:

15
1.

To assist needy and worthy mothers by a compensation which shall enable them to
care for dependent minor children at home instead of their being cared for in
institutions.

2.

To designate certain existing officials to comprise and act as an industrial welfare

committee, with power to establish and enforce wage schedules and to regulate the
hours of women and minors in industry.

3.

To provide for the paying of convicts' earnings to their department families, after a
sufficient sum is deducted for the convict's maintenance.

4.

To give organized labor the right to select the officers of the State Labor Bureau.

5.

To help solve the problem of the unemployed by extending the activities of the
free employment bureau.

6.

To strengthen the workmen's compensation act for the better protection of the
workers.

7.

To promote the safety and safeguard the interests of railroad men and the traveling
public.

8.

To compel employers to report promptly to the labor department all accidents

occurring in factories or mines.

9. To make child desertion by either father or mother a crime.

10. To broaden the $200 tax exemption law by removing the discrimination against
certain classes of women.
11. To authorize cities of the first and second class to establish public loan institutions,
that the loan shark evil may be abated.

16
2.5 TYPES OF WELFARE ACTIVITIES
The meaning of labour welfare may be made more clear more by listing the
activities which are referred to as welfare measures.
A comprehensive list of welfare activities is given by moorthy in his monumental
work on labour welfare. He divides welfare measures into two broad groups, namely.
1. Welfare measures inside the work place and
2. Welfare measures outside the work place
Each group includes several activities.
I Welfare measures inside the work place
1. condition of the work environment

Neighborhood safety and cleanliness; attention to approaches.

Housekeeping; up-keeping of premises-compound wall, lawns, gardens, and so

forth, egress and ingress, passages and doors; white-washing of walls and floor
maintenance.

Workshop

(room)

sanitation and cleanliness;

temperature,

humidity,

ventilation, lighting, elimination of dust, smoke, fumes, gases.

Control of effluents.

Convenience and comfort during work. That is, operatives posture, seating
arrangements.

Distribution of work hours and provision for rest hours, meal times and breaks.

Workmens safety measures, that is maintenance of machines and tools fencing

of machines, providing guards, helmets, aprons, goggles, and firest-aid
equipment.

Supply of necessary beverages and p-ills and tables, that is salt tablets, milk,
soda.

Notice boards; posters, pictures slogans; information or communication.

17

2)

Conveniences:

Urinals and lavatories, wash basin, bathrooms, provision for spittoons, waste
disposal.

Provision of drinking water; water coolers.

Canteen services: full meal mobile canteen.

Management of workers cloak rooms, rest rooms, reading rooms, reading

room and library.

II Welfare measures outside the work place

Housing; bachelors quarters; family residences according to types and

rooms.

Water, sanitation, waste disposal.

Roads, lights, parks, recreation, playgrounds.

Schools, nursery, primary, secondary and high school.

Markets, co-operatives, consumer and credit societies.

Bank.

Transport.

Communication; post, telegram and telephone.

Health and medical services, dispensary, emergency ward, out-patient and

inpatient care, family visiting; family planning.

Recreation: games; clubs; craft centers; cultural programmers, that is, music
clubs; interest and hobby circles; festival celebrations; study circles, reading
room and library; open air theatre; swimming pool; athletics, gymnasia.

Watch and ward; security.

18

Community services and problems; child, youth and womens clubs.

The factory act:

The act was first conceived in 1881 when a legislation was enacted to protect
children and to provide health and safety measure. Later, hours of work were sought to
be regulated and were, therefore, incorporated in the act in 1911. the act was amended
and enlarged in 1934 following the recommendations of the royal commissions of
labour. A more comprehensive legislations to regulated and were, therefore,
incorporated in the act in 1948.
Arguments against labour welfare are obvious. Welfare implies do-Gooding.
The personnel management fraternities have spent many years trying to shake off their
association with what they, and others, like to think of as, at best peripheral and
redundant welfare activities. Welfare is provided for by the state services. Why should
not be the concern of their employers. It is selfish to maintain large playing fields and
erect huge sports pavilions if they are going to be used by a minute proportion of staff
for a very limited period of welfare services increases the loyalty and motivation of
employees has long been exploded. If welfare services are used at all, they are taken for
granted. Gratitude is not a prime motivating factor. In fact, gratitude is a thing of the
past remembered for a short time and forgotten soon after.

19

CHAPTER III

OBJECTIVES OF THE STUDY

To identify the various welfare measures in the organization.

To analyze the employees view on the provided welfare measures.

To find out the ways to improve the welfare measures.

To adopt suitable measures for the improvement of employee performance.

To give suggestions and recommendation for the promotion of welfare

measures.

20

CHAPTER IV

RESEARCH METHODOLOGY
4.1 Research
The advanced learners dictionary of current English as a careful investigation or
inquiry especially through search for new facts in any branch of knowledge
Redman and more define research as a systematized efforts to gain new
knowledge

Research design:
A plan of proposed study prepared by a researcher stating the research activities
to be performed in this proposed study before he undertakes his research work is called
Research Design.

Defining the population:

The total employees working in the organization is 304.

Sampling plan:
Out of 304 employees this study was carried out taking into the account of only
104 employees.
.

4.2 Data used:

Both primary data and secondary are used in this study.

4.3 Data collection method:

A survey method is used to collect the data Questionnaire.

Type of question:
The following are the type of questions which are used in this research.

21

1. Dichotomous question
Dichotomous question are type of question normally, two option such as
yes/no.

2. Multiple choice questions:

This type of questions more than two options to express the employees view.

Filed-work
The field work of study was done at RANE BRAKE LININGS LIMITED
PUDUCHERRY.

Period of survey:
The period of survey was nearly 1 month.

4.4 Description of statistical tool used:

According to this project, there are two statistical tools used. They are

1) Percentage analysis:
The percentage method was extensively used for analysis and interpretation. It
can be generally calculated as follows
Number of respondents favorable
_______________________________
Total No. of respondents

X 100

22

2) Weighted average method:

Weighted arithmetic mean analysis was done to find out the relative importance
of certain, job, rating to trainer
W1x1
X =

_______
W

Where
W Total No. respondents
W1 No of respondents
X1 rating given by the respondents.

3) CHI-SQUARE TEST:
Chi-square test to compare the relationship between the two variables.
Formula
2
= (O-E)
_______
E
O- Observed value
E- Expected value
There are many situations in which it is not possible to make any rigid
assumption about the distribution of the population from which samples are being
drawn.

23

CHAPTER V
DATA ANALYSIS AND INTERPRETATION
Table No: 5.1
Age Group
Number of
Respondents
5

S.NO

Age group

% of Respondents

below 25

26-30

12

11.5

31-35

36

34.6

35&above

51

49.0

Total

104

100

4.8

Inference:
In industrial sector workers are working in different age group starting from
20to58 years. So, the age factor of workers determine their involvement, concentration
and performance. The above table points out that, most of the respondents 49% are in
age group of 35 &above, 34.6% of respondents are in the age of 31-35 years.11.5% of
respondents are in age group of 26-30years.4.8%of respondents are in age group of
below 25 years.

Chart 5.1
Age of the Employee
60

50

40

Frequency

30

20

10

0
below 25

Age of the Employee

26 - 30

31 - 35

35 & above

24

Table 5.2
Respondents Sex
Sex

Number of
Respondents

% of Respondents

Male

101

97.1

Female

2.9

Total

104

100

S.No
1
2

Inference :
Most of the respondents (97.1%) are in sex group of male.(2.9%) of respondents
are in sex group of female.

Chart 5.2

Sex of the Employee

120

100

80

60

Frequency

40

20

0
Male

Sex of the Employee

Female

25

Table No: 5.3

Respondents Education
S.No
1
2
3
4

Education

Number of Respondents

H.S.C
I.T.I
U.G
P.G
Total

13
15
31
45
104

% of
Respondents
12.5
14.4
29.8
43.3
100

Inference:
The above table shows that, most of the respondents (43.3) P.G, have studied
U.G, 29.8% of the respondents have studied I.TI, 14.4%

of the respondents12.5% of

the respondents have studied H.SC and 14.4% of the respondents have studied others
in H.sc.

Chart 5.3

Qualification of the Employee

50

40

30

Frequency

20

10

0
H.s.c

I.T.I

Qualification of the Employee

U.G

P.G

26

Table 5.4
Respondents Experience
S.No

Experience

1
2
3
4

below 5yrs
6-10yrs
11-20yrs
above20yrs
Total

Number of
respondents
15
25
23
41
104

% of
Respondents
14.4
24.0
22.1
39.4
100

Inference:
The above table shows that, most of the respondents (39.4%)have experienced
above 20yrs, 24.0% of the respondents have experienced 6-10yrs, 22.1% of the
respondents have experienced 11-20yrs and 14.4% of the respondents have experienced
5-15 yrs.

Chart 5.4

Experience of the Employee

above 20yrs
Below 5yrs

6 - 10yrs

11 - 20yrs

27

Table: 5.5
Respondents Marital Status

S.No
1
2

Marital status Number of Respondents % of Respondents

Married

48

46.2

Unmarried

56

53.8

104

100

Total

Inference:
The above table shows that, most of the respondents (53.8%) have unmarried,
(46.2%) of the respondents are married.

Chart 5.5

Marital status
60

50

40

30

Frequency

20

10

0
Married

Marital status

Unmarried

28

Table 5.6
Respondents Salary
S.No
1

Monthly Income
below 5000

18

17.3

5001 to 10000

23

22.1

10001 to 15000

16

15.4

15001 to 20000

13

12.5

20001 and above

34

32.7

104

100

2
3
4
5

No of respondents % of respondents

Total

Inference:
From the above table it is observed that salary level of 20001 and above
32.7% of the respondents.

Chart 5.6

Monthly Income of the Employee

below 5000

20001 and above

5001 to 10000

15001 to 20000
10001 to 15000

29

Table 5.7
Respondents Sort of Workers

S.No

Sort of workers

No of respondents

% of respondents

Permanent

104

100

Inference:
The above table shows sort of workers most of the respondents (100%) got
permanent.

Chart 5.7

Sort of Worker
120

100

80

60

Frequency

40

20

0
Permanent

Sort of Worker

30

Table 5.8
Safety Measures
S.NO

Safety measures

No of respondents

% of
Respondents

Cap, Overcoat & Helmet

7.7

Cap, Overcoat, Shoes &

Gloves

12

11.5

Cap, Shoes, Helmet & Eye

glass

15

14.4

Cap, Shoes, Gloves & Eye

glass

25

24.0

Cap, Helmet, Overcoat,

Shoes , Gloves & Eyeglass

44

42.3

Total

104

100

Inference:
From the above table it is found that 44 respondents are expecting cap, helmet,
over coat. Shoes, eye glass & gloves and 25 respondents are expecting cap shoes,
gloves & eyeglass , from the Management.

Chart 5.8
Safety Equipment given by Organization
50

40

30

Frequency

20

10

0
Cap, Overcoat & Helm

Cap,Shoes, Helment &

Cap,Overcoat,Shoes &

Cap,Helment,Overcoat

Cap,Shoes,Gloves & E

Safety Equipment given by Organization

Table 5.9

31

Family Welfare Facility

Family welfare facility

No of respondents

% of
Respondents

EPF

3.8

Education allowance & EPF

14

13.5

Insurance, EPF, housing loans

4.8

Vehicle loans, holiday compensation

& EPF

13

12.5

Insurance, EPF, Vehicle loans

&Education allowance

68

65.4

Total

104

100

S.NO
1
2
3
4

Inference:
From the above table it is found that 68 respondents are satisfied with Insurance,
EPF, Vehicle loan & Education allowance and 14 respondents are satisfied with
Education allowance & EPF accepted.

Chart 5.9
Family Welfare Facility Provided organization
EPF
Education Allow ance

Insurance, EPF,Housi

Vehicle loans,Holida
Insurance ,EPF,Vehic

Table 5.10

32

Medical Facility
S. No

Medical facility

No of
respondents

% of
respondents

First aid

12

11.5

Ambulance

10

9.6

Treatment charges

20

19.2

Other specify

5.8

First aid & ambulance

4.8

First aid & Treatment Charges

10

9.6

Ambulance & treatment Charges

10

9.6

Ambulance & other specify

1.0

First aid, ambulance & Treatment charges

28

26.9

1.9

104

100

10

First aid, ambulance, Treatment charges

&other specify
Total

Inference:
From the above table it is found that 28 respondents are expecting first aid,
ambulance & treatment charges and 20 respondents are expecting treatment charges
from the management.

Chart 5.10

Medical Facilities
first aid,ambulance,

First aid

First aid, Ambulance

Ambulance

Ambulance & Other sp

Treatment Charges

Ambulance & Treatmen

Other Specify

first aid & atreatme

First aid & Ambulanc

Table 5.11
Respondents opinion on Treatment

33

S.NO

Treatment No of respondents % of respondents

Good

35

33.7

Normal

48

46.2

Poor

8.7

No opinion

12

11.5

Total

104

100

Inference:
The above table shows that the respondents (46.2%) says that, the treatment is
normal, 33.7% of respondents says that it is good. 11.5% of respondents says that they
had no opinion and 8.7% of respondents say that it is poor.

Chart 5.11

Feel about Treatment

60

50

40

30

Frequency

20

10
0
Good

normal

Feel about Treatment

Poor

No Opinion

34

Table 5.12
Environment Condition
S. No

Environment condition

No of respondents

% of respondents

Pleasant condition

14

13.5

Proper Ventilation

7.7

Fresh air

34

32.7

All

48

46.2

Total

104

100

Inference:
Most of the respondents are satisfied with working environment condition.

Chart 5.12

Type of Environment Condition

All
Pleasant Environment

Proper Ventilation

Fresh Air

Table 5.13

35

Wearing Uniform system

S.No

Wearing Uniform System No. of respondents % of respondents

No difference is identified

14

13.5

Maintain equality among

all

33

31.7

Provide social security

45

43.3

No opinion

12

11.5

Total

104

100

Inference:
The above table explain that, the respondents (13.5%) says that they feel no
difference is identified on wearing the uniform, 31.7% says that they maintain equality
among all. 43.3% of respondents says that they provide social security and 11.5% says
that they have no opinion.

Chart 5.13

Type of feeling with wearing uniform

50

40

30

Frequency

20

10

0
No difference is Ide

Provide Social Secur

Maintain Equality am

Type of feeling with wearing uniform

No oOpinion

36

Table 5.14
Transport Facility
S.No

Transport facility No of respondents % of respondents

1
2
3
4

Highly satisfied

11

10.6

Satisfied

33

31.7

Dissatisfied

25

24.0

15

14.4

No opinion

20

19.2

Total

104

100

Highly dis satisfied

Inference:
From the above table it shows that, respondents(10.6%) says that, they are
highly satisfied with transport facility, 31.7% of respondents says that they are satisfied,
24.0% of respondents says that they are dissatisfied, 14.4% of respondents says that,
they are highly dissatisfied, 19.2% of respondents says that they are no opinion.

Chart 5.14

Satisfied with Transport facilities

Highly Satisfied
No opinion

Highly Dis Satisfied

Satisfied

Dis Satisfied

Table 5.15

37

Education Facilities
S.No

Education facilities

No of
Respondents

% of
Respondents

Library

19

18.3

Free computer training

26

25.0

Reading room & daily news review

15

14.4

Library & free computer train

16

15.4

Library, Computer train& daily news

review

28

26.9

Total

104

100

Inference:
From the above table it is found that 26.9% of respondents are satisfied with
library, computer train & daily news review and 25.0 % of respondents are satisfied
with free computer training.

Chart 5.15
Education Facilities given by Organization
Liabrary
Liabrary, Computer T

Free Computer Traini

Liabray & Free Compu

Reading room & daily

38

Table 5.16
Supportive Activities Programs

S. No

Supportive Activities Programs

No of
respondents

% of
respondents

Personality development programs

28

26.9

Social competency programs

16

15.4

Safety and environment classes

23

22.1

Product and process classes

21

20.2

Quality classes

16

15.4

104

100.0

Total

Inference:
From the above table it shows that, most of the respondents (26.9%) says
that the personality development programs, 22.1% of respondents say that is safety and
environment classes, 20.1% of respondents say that product and process classes.

Chart 5.16

Supportive Activities Programs

30

20

Frequency

10

0
Personality Developm

Safety and Environme

Social Competency Pr

Supportive Activities Programs

Table 5.17

Quality classes

Product and Process

39

Respondents bonus
S.NO

Bonus

No of respondents

% of respondents

below 5000

18

17.3

5001 to 10000

25

24.0

10001 to 15000

27

26.0

15000 and above

34

32.7

Total

104

100

Inference:
The above table shows that, most of the respondents (32.7%) have bonus 26.0%
0f the respondents have bonus and 24.0% of respondents have last year bonus.

Chart 5.17

Bonus amount on Last Year

below 5000

15000 and above

5001 to 10000

10001 to 15000

40

Table 5.18
Monetary Benefits
S.NO
1

Monetary benefits
Monetary reward for the continuous
improvement

No of respondents % of respondents
37

35.6

Monetary reward for problem solving

38

36.5

Others

29

27.9

104

100.0

Total

Inference:
The above table show that, most of the respondents says that monetary reward
for problem solving, 35.6% of the respondents says that it is monetary reward for the
continuous improvement and 27.9% of the respondents says that other monetary
benefit.

Chart 5.18

Monetary benefits fron Organization

40

30

Frequency

20

10

0
Monetary rew ard f or

Others
Monetary rew ard for

Monetary benefits fron Organization

Table 5.19

41

Extra Curricular Activities

S.NO

Extra curricular activities

No of
respondents

% of
respondents

Sports

26

25.0

Company seminar

18

17.3

Sports & athletic

26

25.0

Sports & Company seminar

16

15.4

Sports, athletic, company seminar

18

17.3

104

100

3
4
5

Total

Inference:
From the above table it shows that, respondents is common in 25% says that
sports, sports & athletic, 17.3% of respondents says that they have company seminar,
sports & Athletic.

Chart 5.19

Extra Curricular activites by the Organization

Sports, athletic, Co
Sports

Sports & Company sem

Company seminor

Sports & athletic

42

Table 5.20
Expected Rest Hour
S.NO
1
2

Rest hour

No of respondents

% of
respondents

2 hour once

84

80.8

4 hour once

20

19.2

Total

104

100

Inference:
From the above table it is found that 80.8% of respondents are expecting 2hour once
and 19.2% respondents are expecting 4 hours once rest hour.

Chart 5.20

Expected Rest hour in the Organization

100

80

60

Frequency

40

20

0
2 hour once

4 hour once

Expected Rest hour in the Organization

43

Table 5.21
Allotment of Various Shift System

S.NO

Various shift
system

yes

79

76.0

No

25

24.0

Total

104

100

No of respondents % of respondents

Inference:
The above table explains that, most of the respondents (76%) says that they
comfortable in allotment of various shift system and 24% of respondents says that they
are comfortable in allotment of various shift system.

Chart 5.21

Comfotable with Shift System

100

80

60

Frequency

40

20

0
Yes

Comfotable with Shift System

No

44

Table 5.22
Level of satisfaction working in night shift
S.NO

Working in night No. of respondents

% of respondents
shift

Satisfied

30

28.8

Dissatisfied

39

37.5

Highly dissatisfied

14

13.5

No opinion

21

20.2

Total

104

100

Inference:
The above table shows that, most of the respondents 37.5 says that they are
dissatisfied while working in night shift and only 28.8% respondents are satisfied.

Chart 5.22

Level of Satisfaction With Night Shift

No opinon
Satisfied

Highly dis satisfied

Dis satisfied

45

Table 5.23
Level of satisfaction with the Drinking Water
S.NO

Drinking water

No respondents

% of
respondents

Highly satisfied

6.7

Satisfied

42

40.4

Dissatisfied

23

22.1

Highly dis

2.9

No opinion

29

27.9

Total

104

100

Satisfied

Inference:
From the table it infers that 40.4% of respondents are satisfied with the drinking
water facility while 27.9% of the respondents have no opinion about the facility.

Chart 5.23

Satisfied With Drinking Water Facilities

50

40

30

Frequency

20

10

0
Highly satisfied

Dis satisfied
Satisfied

No opinion

Highly Dis satisfied

Satisfied With Drinking Water Facilities

46

Table 5.24
Quality of Food
S.NO

Quality of food No of respondents % of respondents

Good

12

11.5

Normal

33

31.7

Poor

42

40.4

None

17

16.3

Total

104

100

Inference:
From the table it infers that 31.7% of the respondents are normal with the quality
of food while 40.4% of the respondents have poor about the quality of food.

Chart 5.24

Opinion on Quality of Food

50

40

30

Frequency

20

10

0
Good

Normal

Opinion on Quality of Food

Table 5.25

Poor

None

47

Cleanliness of canteen
S.NO

Cleanliness of canteen

No of
respondents

% of respondents

Highly satisfied

2.9

Satisfied

20

19.2

Dissatisfied

42

40.4

Highly Dissatisfied

16

15.4

No opinion

23

22.1

Total

104

100

Inference:
From the table it infers that 19.2%of the respondents is satisfied with the
cleanliness of canteen facility while 58.5% of respondents have dissatisfied with the
canteen facility.

Table 5.25
Satisfaction of Cleanliness
50

40

30

Frequency

20

10

0
Highly satisfied

Dissatisfied
Satisfied

Satisfaction of Cleanliness

Table 5.26

Highly Dissatisfied

No opinion

48

Price of canteen
S.NO

No of respondents

% of respondents

Highly satisfied

24

23.1

Satisfied

46

44.2

Dissatisfied

20

19.2

Highly Dissatisfied

1.9

No opinion

12

11.5

104

100

Total

Inference:
44.2% of the respondents is satisfied with the price of canteen.

Chart 5.26

Satisfaction of Price
50

40

30

Frequency

20

10

0
Highly satisfied

Dissatisfied
Satisfied

Highly Dissatisfied

Satisfaction of Price

Table 5.27

No opinion

49

Availability of Adequate Space

S.NO

Availability of adequate space

No of
respondents

% of respondents

Highly satisfied

2.9

Satisfied

28

26.9

Dissatisfied

21

20.2

Highly Dissatisfied

18

17.3

No opinion

34

32.7

Total

104

100

Inference:
Most of the respondents dissatisfied with the availability of adequate space in
canteen.

Chart 5.27
Satisfaction of the Availability Space
40

30

Frequency

20

10

0
Highly satisfied

Dissatisfied
Satisfied

Highly Dissatisfied

Satisfaction of the Availability Space

Table 5.28

No opinion

50

Labour Officer

S.NO

Labour Officer

No of
respondents

% of
respondents

Yes

67

64.4

No

37

35.6

Total

104

100

Inference:
64.4% of the respondents is satisfied and 35.6% of the respondents is not
satisfied with the labour officer.

Chart 5.28

Do you Need a Labour Officer

70
60
50
40
30

Frequency

20
10
0
Yes

Do you Need a Labour Officer

Table 5.29.1

No

51

TITLE: WEIGHTED AVERAGE FOR RANK THE WELFARE

FACILITIES PROVIDED IN THE ORGANIZATION
NO

No. of
respondents
15
13
21
8
12
14
11
10

FACILITY

1
2
3
4
5
6
7
8

Safety measures
Medical facility
Uniform facility
Transport facility
Education facility
Rest room
Drinking water
Canteen facility

Formula:
X

= WX/W

W = number of respondents
X = rating given by the respondent

Table 5.29.2
RANK

WEIGHT

X1

WX1

RANK

15

120

13

91

21

126

40

12

48

14

42

11

22

10

10

104

499

4.79807

TOTAL
Inference:

From the above table most of the respondents are satisfied with welfare facilities
given by organization

Table 5.30.1

52

Title: WEIGHTED AVERAGE FOR RANK THE WELFARE

FACILITIES PROVIDED IN THE ORGANIZATION IN CANTEEN
FACILITY

H.S

D.S

H.D

Cleanliness

20

42

16

no. of
respondents
23

Serving

39

26

23

104

Hygienic

38

17

16

24

104

Price

24

46

20

12

104

Light
Availability of
adequate
space

20

43

18

17

104

28

21

18

34

104

Interpretation:
Weighted average for rank the canteen facilities provided in the organization.
Formula:
X=

W1x1
________
W

Where:
W- Total No. respondents
W1- NO of respondents
X1- rating given by the respondents

Table 5.30.2

Total
104

53

X1

WX1

X2

WX2

X3

WX3

X4

WX4

X5

WX5

X6

15

35

45

24

120

20

100

20

80

39

156

38

152

46

184

43

172

28

42

126

26

78

17

51

20

60

18

54

21

16

32

18

16

32

12

18

23

23

23

23

24

24

12

12

17

17

34

Total

104

176

104

310

1104

304

104

380

104

355

104

2.653

2.9807

2.923

3.653

3.413

2.346

RANK

III

IV

II

VI

Inference:
From the above table most of the respondents are satisfied canteen price
provided organization.

54

ANALYSIS OF QUALIFICATION OF THE EMPLOYEES & DO

YOU NEED A LABOUR OFFICER
USING CHI-SQUARE TEST
HO: There is no significant difference between Qualification for the Employees & need a
Labuor Officer.
H1: There is significant difference between Qualification for the Employees & need a Labuor
Officer.

OBSERVED FREQUENCY:

TABLE 5.31.1
Do you Need a
Labour Officer
Qualification of
the Employee

Total

Yes

No

H.s.c

13

I.T.I

15

U.G

17

14

31

P.G

33

12

45

67

37

104

Total
EXPECTED FREQUENCY:

TABLE 5.31.2
Do you Need a
Labour Officer

Qualification of
the Employee

Total

Total

Yes

No

H.s.c

8.4

4.6

13.0

I.T.I

9.7

5.3

15.0

U.G

20.0

11.0

31.0

P.G

29.0

16.0

45.0

67.0

37.0

104.0

55

CHI-SQUARE TEST
FORMULA:
= ( 0-E)2 /E
O observed value
E Expected value

TABLE 5.31.3
O

(0-E)2

(0-E)2/E

8.4

0.36

0.042

9.7

2.89

0.297

17

20.0

0.45

33

29.0

16

0.55

4.6

0.36

0.078

5.3

2.89

0.545

14
12

11.0
16.0

9
16

0.818
1

TOTAL

3.78

Calculated value:3.78
Degree of freedom = (C-1) (R-1)
= (4-1) (2-1)
= 3X1
=3
Table value: 7.815

Ho accepted:
Since calculated value 3.78 for degree of freedom at 5 % level of significant is lesser
than the table value 7.815 there fore the hypothesis is accepted.

56

CHAPTER VI
FINDINGS OF THE STUDY

49% of the respondents are belonging to the age group of 35 & above.

97.1% of the respondents are female.

43.3% of the respondents are studied P.G.

39.4% of the respondents are having above 20 years of experience.

53.8% of the respondents are unmarried.

most of the respondents are having 5000 and above of monthly salary.

All the respondents are permanent.

95.2% of respondents are satisfied the safety equipment facilities and 4.8% of
respondents are not satisfied.

65.4% of workers are expecting family welfare facilities on insurance, EPF,

Vehicle loans & education allowance.

26.9% of respondents are expecting medical facilities on first aid, ambulance &
treatment charges.

46.2% of the respondents said that treatment provided in dispensary is normal.

Most of the respondents are satisfied with working environment condition.

43.3% of the respondents said that, it provides social security on wearing uniform
system.

31.7% of the respondents said that , they are satisfied of their transport facility.

26.9% of the respondents are expecting education facilities on library, computer

train & daily news review.

26.9% of the respondents are satisfied with the supportive activities on

personality development programs.

most of the respondents are having 5000 and above bonus.

36.5% of the respondents are satisfied with monetary reward for problem solving.

85.6% of respondents are satisfied with the extra curricular activities 15.4% of
respondents are not satisfied.

Most of the respondents are satisfied with the rest hour.

76% of the respondents are comfortable in allotment of various shift system.

37.5% of the respondents says that, they are dissatisfied working in night shift.

40.4% of the respondents says that , they are satisfied drinking water.

Most of the respondents are not satisfied with the quality of food.

40.4% of the respondents are not satisfied with the canteen cleanliness.

44.2% of the respondents is satisfied with the canteen price.

57

32.7% of the respondents are no opinion of availability of adequate space in

canteen.

64.4% of the respondents are satisfied with labour officer.

CHAPTER VI
SUGGESTIONS AND RECOMMENDATIONS

The researcher listed out the following suggestion after analyzing the main
findings of this research study.

The employees felt that the transport facility is inadequate. The company can
arrange additional transport facility so that the employees will be able to come
to the company without much strain.

The manager can adopt various motivation technique to motivate the

employees working in night shift.

Regarding canteen facility better quality of food, and adequate space, should be
provided by the management. the canteen cleanliness must be maintained
properly.

58

CHAPTER VII
CONCLUSION

This study was carried out by us to determine the level of employee welfare
practices in RANE BRAKE LININGS LIMITED, PUDUCHERRY.
The objective of this study is achieved in findings the satisfactory level and
workers opinion towards the management attitude.
From the critical analysis it was found that the employees were dissatisfied
with transport facility, working in night shift and canteen facilities. The employees
were satisfied work with the safety measures adopted during work facilities regarding
uniform drinking water and health care provided by the organization was satisfactory.

59

CHAPTER VIII
LIMITATIONS OF THE STUDY

The respondents had the fear that the questionnaire may be shown to the
management.

The data obtained is qualitative but not quantitative and it is subjected to human
error.

Due to time limit the study is restricted to 30 days only.

Few employees refused to answer the question.

60

CHAPTER VIII
SCOPE FOR FURTHER STUDY

The study has been conducted with a view to bring out simple measuring tool
for understanding the effectiveness of welfare measures facilities and
satisfaction level of employees regarding the facilities.
This study will be helpful to the human resource department

for the

organization growth.
The project throws light on the need for welfare measures among the employees
in the organization.
This can be referred as a base for future oriented projects.

61

QUESTIONNAIRE
A STUDY ON EMPLOYEES WELFARE MEASURES WITH
SPECIAL REFFRENCE TO RANE BRAKE LININGS LIMITED,
PUDUCHERRY.

PERSONAL DATA:
1)

Workers name

: ________________________

2) Age

below 25

3) Sex

Male

26-30

H.s.c

5) Experience

below 5yrs

6) Marital status

Married

Diploma

I.T.I

6-10 yrs

U.G

11-20 yrs

P.G

above20 yrs

Unmarried

below 5000

5001 to 10000

15001 to 20000
8)What sort of worker you are :

35& above

Female

4) Qualification

7) Monthly income :

31-35

Temporary

10001 to 15000

20001 and above

Permanent

SAFTEY MEASURES:
9) What are the safety equipment given by the organization?
[a] Cap

[b] Helmet

[c] Over coat [d] Shoes [e] Gloves [f] Eye glass

10) What are the family welfare facilities provided by the organization?

62
[a] Education allowance [b] Family group Insurance [c] EPF
[d] Holiday compensation [e] Vehicle loans [f] Housing loan
MEDICAL FACILITY:
11) What kind of medical facilities do you are expect?
[a] First aid

[b] Ambulance [c] Treatment charges [d] Other specify

12) How do you feel about treatment?

[a] Good

[b] Normal

[c] Poor [d] No opinion

WORKING ENVIRONMENT:
13) What type of environment condition you prefer for better performance
[a] Pleasant environment

[b] proper ventilation

[d] Guidance from superiors

[c] Fresh air

[e] All

UNIFORM FACILITIES:
14) What type of feeling do you have on wearing uniform
[a]
[b]
[c]
[d]

No difference is identified
Maintain equality among all
Provide social security
No opinion

TRANSPORT FACILITIES:
15) Are you satisfied with the transport facilities provided by the organization
Highly
satisfied

Satisfied

Dissatisfied

Highly satisfied

EDUCATION FACILITY:
16) Education facilities given by the organization
[a] Library [b] Free computer training
[d] Daily news review

[c] Reading room

No opinion

63

EMPLOYEE IMPROVEMENT
17) What are the supportive activities / enhancement programs conducted by
management in this liberalized economic period to the employee
[a]
[b]
[c]
[d]
[e]

Personality development programs

Social competency programs
Safety and environment classes
Product and process classes
Quality classes

18) What is your bonus amount on last year?

[a] below 5000

[b] 5001 to 10000 [c] 10001 to 15000 [d] 15000 and above

19) Is there any other monetary benefits from the organization

[a] Monetary reward for the continuous improvement
[b] Monetary reward for problem solving
[c] Others
20) Extra curricular activities by the organization
[a] Sports

[b] Athletic

[c] Company seminar

[d] No opinion

WORKING HOURS & SHIFT SYSTEM :

21) Your expected rest hour in the organization
[a] 2 hour once

[b] 4 hour once [c] 6 hour once

22) Are you comfortable with shift system ?

[a] Yes

[b] No

23) What level of satisfaction do you have working in night shift

Satisfied

Dissatisfied

Highly dis
satisfied

No opinion

64

DRINKING WATER:

24) Are you satisfied with the drinking water facilities provided by the organization
Highly
satisfied

Satisfied

Dissatisfied

Highly dis
satisfied

No
opinion

CANTEEN FACILITY :
25) What is your opinion on quality of food?
[a] Good

[b] normal

[c] poor

[d] none

26) Are you satisfied with the canteen facility

Highly
satisfied

Satisfied

Cleanliness
Serving
Hygienic
Price
Light
Availability of
adequate space

LABOUR OFFICER
27) Do you need a labour officer?
[a]Yes

[b] No

Dissatisfied

Highly dis
satisfied

No
opinion

65

EMPLOYEE WELFARE FACILITY PROVIDED BY

RANE BRAKE LININGS LIMITED

28) Rank the welfare facilities provided in the organization

NO

FACILITY

Safety measures

Medical facility

Uniform facility

Transport facility

Education facility

Rest room

Drinking water

Canteen facility

RANK

29) Do you suggest any new welfare facilities required to the employees ,
Please mention ___________________

66

2. BIBLIOGRAPHY

Books:

1.

C.R. Kothari

Research Methodology New age international (p) Ltd.,

2nd edition, 1985.

2.

S.P Gupta

statistical method Sultan chant & Sons Publishers, New

Delhi, thirty fourth editions, 2005

3.

Aswathapa

Human resource and personnel management. Tata mc

graw -hill publishing-New Delhi second reprint 2002

4. R.C.Saxena

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5 . Web site

www.rane.co.in

www.childcareaction.org