Employee welfare

INTRODUCTION:

Employee welfare work aims at providing such service facilities and Amenities which enable the workers employed in an organization to perform Their work in healthy congenial surrounding conductive to good health and High morale. Employee welfare is a comprehensive term including various services, Benefits and facilities offered by the employer. Through such generous fringe Benefits the employer makes life worth living for employees. The welfare Amenities are extended in additional to normal wages and other economic Rewards available to employees as per the legal provisions.

MEANING OF EMPLOYEE WELFARE:

The term is derived from the French word “WELFARE”. The of this French word is “well being or happiness or prosperity of individuals’’ Welfare means faring or doing well. It is a comprehensive term and refers The physical, mental, moral and emotional well being of individual

DEFINITION OF EMPLOYEE WELEARE:

Welfare measures may also be provided by the government, trade unions And non-government agencies in addition to the employer. “International Employee Organization efforts to make life worth living for workers” According To the Oxford dictionary “Welfare is fundamentally an attitude of mind on the Part of management influencing the method by which management activities Are undertake

Employee Welfare as a term which is understood to include such services, facilities and amenities as may be established in the vicinity of undertaking to enable the persons employed in them to perform their work in healthy, congenial surrounding to provide them amenities conductive to good and healthy and high moral. -INTERNATIONAL EMPLOYEE ORGANIZATION AT ASIAN RAGIONAL COFERENCE ARTHUR JAMES TODD {1933} point welfare is “Anything” done for the comfort and improvement, intellectual and social of the employees over and above the wage paid, which is not necessary for the industry. PROUD E.S. defines the welfare work as voluntary efforts on the part of employers to improve the existing industrial system the condition of employment in their own factories.
Objectives of employee welfare activities:-

Following are the objectives of the voluntary employee welfare services by Employer1) To win over employees loyalty and increase their morale. 2) To develop efficiency and productivity among workers. 3) To reduce of threat of future government intervention. 4) To make recruitment more effective. 5) To earn goodwill and enhance public image. 6) To build up stable Employee force to reduce Employee turnover and absenteeism.
Importance of employee welfare activities:-

Employee welfare in India has a special significance as the constitution Provides for the promotion of welfare of the employee for human conditions of Work and securing to all workers. The various welfare measures provided by the employee will have Immediate impact on the health, physical and mental efficiency, alertness, Morale and overall efficiency of the workers and thereby contributing to the highest productivity. Social security measure provided by employer will act as a protection to The workers.

Employee welfare means activities designed for the promotion of

New welfare measures are added to the existing ones from time to time. government. 4. economic betterment and social status. . which in turn enhance their efficiency and productivity. The basic features of employee welfare measures are as follows: 1. efficiency. social and cultural well being of the employees. Employee unrest strike. etc. Includes both statutory as well as non-statutory activities undertaken by the Employers. welfare work improves the relations between Employees and employers. It raises the standard of living of workers by indirectly reducing the burden on their pocket. Employee welfare includes various facilities. Welfare measures may be introduced by the employers. Welfare measures improve the physical and physiological health Of the employees. Preventing them from resorting to unhealthy practices like absenteeism. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining 3. Employee welfare enables workers to have richer and more satisfying life. trade unions and both the central and state governments for the Physical and mental development of the workers. Employee welfare promotes a sense of belongings among the workers. employees or by any social or charitable agency. services and amenities provided to workers for improving their health. Employee welfare schemes are flexible and ever-changing. 2.The economic.

. mention the following points and benefits of welfare facilities 1. social Institution. degree of industrialization and general level of social and economic development. Reduction in absenteeism 3. Reduction in employee dispute 5. It is partly humanistic to enable the workers to enjoy a fuller and richer life. Increases the efficiency of the workers 7.Memoria (1966) points out the following aims of Labour Welfare Work. 1.B.BENEFITS OF WELFARE FACILITIES: DRINKER PAGER. Create a sense of belongingness 4. Even with one country its context may be different from region to region. Reduction in employee turnover 2. AIM OF LABOUR WELFARE WORK: C. Immunity from civil effect of industrialization CONCEPT OF LABOUR WELFARE: The National Commission on Labour has observed that the concept of “welfare” is necessary dynamic bearing a different interpretation from country to country and from time to time and even in the same country according to the value system. Balanced development of employees 6.

It was realized from the beginning that Labour Welfare had a positive role in increasing productivity and reducing industrial tensions. the Government of India enacted the factories act in 1922. to keep up the moral of workers and also to increase their productivity. for one thing. the massive investments in industry during various plans increased in number of workmen. In general. welfare measure are aimed at enabled the welfare to lead a more satisfactory life. The aim of partly civic develop a sense of responsibility and dignity among the workers and thus to make them worthy citizen of the nation. Considering the suggestions given by the International Labour Organization. 3. Based on the recommendation of the International Labour Conference in 1870 held in Berlin. regarding the welfare of the workers. the Government of India modified the factories act in 1881. At this State Government enacted various legislations. After the Independence the amendment of factories act in 1948. It is partly economic to improve the efficiency of the workers. to increase its availability where it is scarce and keep him contended so as to minimize the inducement to form or join unions and to resort to strikes. . the Government of India launched scheme of Labour Welfare in their ordnance ammunition and other factories in war production.2. which set up in the year 1919. the Labour Welfare movement acquired new dimension. THE HISTORY OF LABOUR WELFARE : The history of Labour Welfare in India started with the abolition of slavery system in 1833.

1948. 9. Health and Medical Services. Bank. 1962. Markets. 3. 1. 1952. 7. Employees State Insurance Act. material. Welfare measure inside the work place : Condition of the Work Environment. Plantation Labour Act. Conveniences. 1972. 1957. Community Leadership Development. 2. 3. Women and Child Welfare. Factories Act. 1952. Welfare Activities of the Government of India : . Recreation. 10. 1947. 1923. 2.Payment of Gratuity Act. Employee’s Provident Fund and Miscellineous Provision Act.1. Security. Play Grounds.. Coal Mines Labour Welfare Fund Act. Work Health Services. Communication. 6. social and cultural levels to adjust to better life”. Social security measures : Welfare Services are “render to workers and their families by an individual enterprise with the proposes of raising their morale. Welfare measure inside the work place : Housing. Workmen compensation Act. Employment Follow-up Economic Services. Waste Dioposal. 4. Worker’s Recreation. 1948. Maternity benefits Act. Payment of Bonus Act. Water. 8. Schools. Road. Mines Act. 5. Sanitation. Transport. 1965. The study team study appointment by the Government of India in 1959 to examine Labour Welfare activities then existing divided the entire of these activities in to THREE groups viz.

economic and political. These principles also refer to taking of the steps to secure the participation of workers in the management of industries. In its specific application to the working class. which impliedly includes those of workers. Article 45 also deals with provision of free and compulsory education for children. social. “security and human condition of work” has been highlighted with a view to ensure them provision of a decent standard of life and full employment to leisure and social and culture opportunities (Article 43).The directive principles of state policy in the Indian Constitution refer generally to the promotion of the welfare of people when lay down that the “state shall strive to promote the welfare of the people by securing and protecting as effectively as it may. . shall inform all the institution of natural”. a social order in which justice.

Company profile: GRASIM INDUSTRIES LTD [BIRLA WHITE CEMENT DIVISION] .

Our Values • • • • • Integrity Commitment Passion Seamlessness Speed Grasim Industries Limited: Grasim Industries was incorporated on 25 August 1947. cement and chemicals Aditya Birla Group is the world's largest producer of VSF The . Our Mission To deliver superior value to our customers. shareholders. Grasim has successfully diversified into VSF.GRASIM INDUSTRIES LTD [BIRLA WHITE CEMENT DIVISION] Our Vision To be a premium global conglomerate with a clear focus on each business. exactly 10 days after India achieved independence Originally a textile manufacturer. employees and society at large.

Grasim Industries Limited is the brightest feather in the cap of the Aditya Birla Group which one of the biggest private sector companies in India. Within a very short span of time. Grasim Industries was set up with the sole purpose of textiles manufacturing in the year 1948 but the company has entered into several commercial activities at a steady rate. The divisions of Grasim Industries: • Viscose staple fiber: This division of the Aditya Birla Group is the biggest producer of viscose staple fiber worldwide. ○ White cement products  Birla White GRC     Birla White Kool N Seal Birla White Textura Birla White Wallcare Putty Birla White Levelplast . It is further divided into two grey cement and white cement. It fulfills the demand of the domestic market for the viscose staple fiber. In order to enter the Indian cement industry. Grasim industries. 4 bulk terminals. 11 composite plants. which was merged with the Larsen and Toubro Cement Company in 2004. the company was able to penetrate a big portion of the market in India. • Cement: This division is ranked 11th in the international arena and 7th in Asia. and 10 ready mix concrete units. including its subsidiaries.Aditya Birla Group is the 11th largest cement producer in the world and the seventh largest in Asia \Second largest producer of caustic soda in India Grasim and Graviera range of fabrics signify the 'power of fashion. Grasim Industries is numero uno in many of the sectors where it operates. operates 7 split grinding units. Grasim Industries took over a big chunk of the total shares and also the control of the management of the UltraTech Cement Limited.

ranks among India's largest private sector companies.975 tpa has a global market share of 12 per cent. Grasim acquired a majority stake and management control in UltraTech Cement Limited. • The Aditya Birla Group is the world’s largest producer of VSF. Viscose staple fibre Grasim is India's pioneer in viscose staple fibre (VSF). today Grasim's businesses comprise viscose staple fibre (VSF). Cement Grasim has grown to become a leading cement player in India. a flagship company of the Aditya Birla Group. It is also the second largest producer of caustic soda (which is used in the production of VSF) in India.184 billion and a consolidated net profit of Rs. Starting as a textiles manufacturer in 1948. with consolidated net turnover of Rs. cement. Its core businesses are VSF and cement. chemicals and textiles. • In cement.22 billion (FY2009). which contribute to over 90 per cent of its revenues and operating profits. One of the largest of its kind in the cement sector. commanding a 23 per cent global market share. Grasim.○ Grey cement products   Rajashree Cement Vikram Cement  Grasim Cement  Aditya Cement • Grasim Industries Limited. . this acquisition catapulted the Aditya Birla Group to the top of the league in India. with an aggregate capacity of 333. has a capacity of 45. Grasim along with its subsidiary UltraTech Cement Ltd.7 million tpa as on 30 June 2009 and is a leading cement player in India. In July 2004.

Grasim is one of its flagship companies and It is the world’s second largest producer of Viscose Rayon Fiber with about 21% market share. Thai Sulphites and Chemicals Company Limited (1995) to form Aditya Birla Chemicals Ltd. textiles. this was the second company in Thailand. Textile Aditya Birla Group operates over 40 companies in 12 countries across 4 continents. Thai Rayon incorporated in 1974. Elegant Textiles in 1973 in Indonesia. composites. Century Textiles Co. is taken over by Aditya Birla Group in 1974. started operations in 1970. operating in Viscose Rayon Staple Fiber. Thai Polyphosphates and Chemicals was started in 1984 in Thailand to produce Sodium Phosphates. leather. PT Sunrise Bumi Textiles incorporated in 1979. it produces yarn exported over 30 countries in 6 continents. this was Aditya Birla Group’s first foray into international venture. plastics and automobiles. presently merged with Thai Epoxy and Allied Products Company Limited (1992). P. this company is a weaving and dyeing plant manufacturing and exporting variety of synthetic fabrics. Aditya Birla Group incorporated P.T. PT Indo Liberty Textiles was incorporated in 1995 to manufacture synthetic spun yarn. Textile and related products contributes to 15% of the group turnover.T Indo Bharat Rayon incorporated in 1980 produces Viscose Staple Fiber in Indonesia to become a dominant player in the domestic market as well as export markets. This company supplies to sectors such as food. In 2004. Ltd. the Staple Fibre Division of Grasim Industries Ltd was presented with the Stockholm Industry Water Award for the company's efforts to reduce water usage and improve their overall environmental impact. electrical and electronics.chemicals Grasim has India's second largest caustic soda unit Textiles Grasim has strong nation-wide retail network and also caters to international fashion houses in USA and UK. Global footsteps Indo-Thai Synthetics Company Ltd was incorporated in 1969 in Thailand.[citation needed] .

Aditya Birla Group and Tembec. • • Rapidly enhance existing capacities Acquire and Build Garment brands for local and international markets Jayashree textiles was acquired by Aditya Birla Nuvo (formerly Indian Rayon). Joint ventures Thai Rayon . as a further step to integrate.. China. Grasim industries Ltd. will further notch up the Group's VSF production from 566 ktpa to 727 ktpa and entail an investment close to US$ 260 million. Together. which produces dissolving pulp. in Indonesia by 37 ktpa. established operations in 1998 to produce softwood and hardwood pulp for the purpose of internal consumption among different units of the Group. the focus was the textile business because of the end of Multi-Fiber Arrangement (MFA) which opened a host of opportunities to Indian exporters. At each of these locations. a joint venture between Aditya Birla Group and Tembec. Peter England. slated to be completed by the second quarter of 2008. which also oversees its Chinese operations at Birla Jingwei Fibres. Has brands such as Louis Philippe. Allen Solly. is a leading producer and exporter of yarns and fabrics to 50 countries with a turnover of $413 million. Grasim wants to follow a strategy of backward integration. Canada have acquired AV Nackawic Inc.. It acquired Madura Garments in 2000 to enter the branded garments business. right from plantation stage to the final VSF stage. India and China. is a leading player in the Viscose Staple Fiber (VSP). The Group's VSF business operates through its three companies — Grasim Industries in India. Van Heusen. The Aditya Birla Group's VSF manufacturing plants straddle Thailand. in India by 64 ktpa and in China by 30 ktpa. SF Jeans among others and also a global supplier to global buyers such as Marks & Spencer’s. Thai Rayon Corporation in Thailand and Indo Bharat Rayon in Indonesia. Aditya Birla Group took a three route strategy for growth. Polo etc. These brownfield expansions. In this period. Canada. Indonesia.Focus of Growth Post MFA In late 1990’s and later. • Vertical integration to get cost advantage AV Cell Inc. further capacity expansions are under way — in Thailand by 31 ktpa.

Philippines. which helps to generate the desired homogeneous particle size distribution.06 million tpa. Some of the prestigious awards won by this unit include: :: Aditya Limestone Mines wins the following awards at the Mines Safety Week 2004. More than 50 per cent of Thai Rayon's VSF throughput is directly exported to more than 20 countries worldwide. Turkey. The plant is also an ISO 14001. Rajasthan. The VSF meets the stringent quality expectations of customers in USA.50 million tpa. Bangladesh and Sri Lanka. Pakistan. South Korea. The company's strong focus on environmental protection is reflected through its investments in a sophisticated state-of-the-art waste-water treatment plant and scientific waste disposal systems Grasim Cement Grasim Cement was set up as a greenfield cement plant at Raipur.0 mtpa plant in 1995 in Shambupura. and IQRS L-5 certified unit. The plant’s unique features include: :: Asia’s first gamma ray belt analyser from Gamma Matrix (USA) ensuring the highest standards in online quality control. Australia. its current capacity is about 1. Canada. in 1995. ISO 9001. Aditya Cement Commissioned in a record time of 22 months as a Greenfield 1. Chhatisgarh. the company produces a wide range of VSF in engineered specifications for textiles and non-woven applications. Israel. PT Indo Bharat Rayon Marketed under the brand name of 'Birla Cellulose'. Based on the most advanced technologies. :: India’s first polycom (blast furnace slag grinder) with a dynamic air separator from Krupp Polysius Germany.Promoted in 1974 by the Aditya Birla Group. this plant has an annual installed capacity of 2. Thai Rayon is the sole manufacturer of Viscose Rayon Staple Fibre (VSF) in Thailand. :: One of the few single kiln cement plants producing more than eight varieties of cement. :: Its captive power generation ensures a reliable power supply. . Indonesia. Europe. Mexico.

and Best Energy Efficient Unit Award by CII for the year 2000 :: IQRS level rating from DNV. UltraTech Cement (formerly Birla Plus) for mass concrete laying and nonstructural applications.Udaipur: • • • • Mines machinery and maintenance: first Safety. Netherlands. Netherlands. occupational health and VTC: first Mine working: second Environment protection. publicity.S (sleeper grade cement) Some of the awards won by this unit are: . 2001 :: Cement varieties catering to different segments: Rajashree Cement for residential and commercial construction. Tokyo 2001 Rajashree and Birla Super cement Commissioned in 1984. 2001 :: TPM Excellence Award – first category by JIPM. dams and bridges. The salient facts about Rajashree Cement are: :: Coal-based thermal power plant with a 38. propaganda and housekeeping: second • Overall performance: second :: Best Productivity Award by National Productivity Council for 1999 :: The National Energy Conservation Award by Ministry of Power. Birla Coastal for foundation work and for use in coastal areas as well as sugar and fertiliser plants. Germany.5 MW capacity :: Modern dry process technology from KhD. Birla Super Cement for multi-storeyed buildings. Netherlands. in the year 2000 :: First in India to achieve Certification ISO 9001:2000 by DNV.20 million tpa. and OPC 53 . with a state-of-the-art process control system :: The only cement plant in India with a captive coal washery :: First in India to achieve Certification ISO 9001:2000 by DNV. Government of India. Rajashree Cement has a capacity of 4.

was commissioned at Reddipalayam. Grasim ventured into cement production in the mid 1980s. Tamil Nadu. Branded as "Birla White". RMC business is in a rapid growth phase. Tamil Nadu. Leveraging the strong equity and goodwill of the house mark. In April 2000. with a capacity of 560. the company has a strong national brand UltraTech cement under the Aditya Birla Group logo. Grasim’s cement operations today span the length and breadth of India. All units use state-of-the-art equipment and technology and are certified with ISO 9001 for quality systems and ISO 14001 for environment management systems.000 tpa as on 30 June 2009.31 million cubic meters with the network of 64 plants as on 30 June 2009. setting up its first cement cement player in India. among the most modern in Asia.16 million tpa. for the year 2000-01 :: IMC Ramakrishna Bajaj National Quality Award (certificate of merit) in 1999 :: Jamnalal Bajaj Uchit Vyavahar Puraskar for Fair Business Practices in 1995 :: Rajiv Gandhi National Quality Award in 1993 Grasim South Grasim acquired Dharani Cements (since merged with the company) in April 1998. The company has a cement plant at Ariyalur. This unit now has a capacity of 1. It has applications in floorings and exterior wall finishes. apart from other innovative uses. Grasim is also the largest producer of white cement in India. The division also manufactures value added . white cement division manufactures world-class white cement in a variety of textures and finishes. with 11 composite plants. Grasim is also nurturing some regional brands like Vikram Cement and Rajashree Cement. The company has consolidated capacity of 11. four bulk terminals and 64 ready-mix concrete plants as on 30 June 2009. 11 split grinding units. Grasim is one of the largest ready mix concrete (RMC) players in India. a state-of-the-art cement plant. All the plants are located close to sizeable limestone mines and are fully automated to ensure consistent quality.:: National Award for ‘Quality Excellence in the Indian Cement Industry’ by the National Council for Cement and Building Materials.

Harihar Polyfibres 2007 : IMC Ramakrishna Bajaj National Quality Special : Award for performance excellence 2007 in the manufacturing category Grasim. Reddipalayam Ready-mix concrete (35 plants) UltraTech Cement Ltd. Khangar Capacity (as on 30 June 2009) 22. Location of units Grey cement: Grasim Composite plants: Jawad. Rawan.products like putty.55 million tpa 6. Rakesh Jha from the Aditya : Birla Group 2005 . GRC etc. Awarpur.10 million tpa 4. Composite plants: Pipava. Shambhupura.7 million cubic metres 23. Hirmi.000 GRASIM INDUSTRIES MILESTONES: Grasim. Jafrabad Ready-mix concrete (29 plants) White cement Kharia.6 million cubic metres 560. Ravi Uppal from the : Aditya Birla Group : Young Achiever Award to Mr. which are used in wall finishing and various architectural applications. Tadpatri. Nagda 2006 : Greentech Environmental Excellence Award by Greentech : Foundation : Distinguished Achiever Award to Mr. Malkhed.

: Environmental and Ecological Gold Award by Greenland : Society : Golden Peacock Eco-Innovation Award by IOD : : Safety awards for longest accident-free period (Membrane : Cell) and lowest average frequency rate (CSA plant) by the Government of India : CII National Energy Management Award for the most : energy efficient unit : Certificate for Strong Commitment to Excel CII-Exim : Bank Award for business excellence : Rajiv Ratna National Award — Best Chief Executive Gold : Award by Greenland Society : Greentech Environment Excellence Award by the : Greentech Foundation : Rajiv Ratna National Award – Best Pollution Control : Implementation Gold Award by Greenland Society : Greentech Safety Gold Award by the Greentech : Foundation : National Safety Award by the Government of India : : Indira Gandhi Memorial National Award by the Greenland : Society : Vishkarma National Award by the Government of India : 2004 : Grasim. Nagda received the FICCI Annual Award 2003: 2004 in recognition of corporate initiative in rural development Vikram Cement : The first Indian unit to win the coveted TPM award from .

The Netherlands : The first cement unit in India to be certified ISO 14001 : (1997) and OHSA 18001 (certifications from DNV. propaganda and housekeeping: second • Overall performance: second 1999 : Best productivity award by the National Productivity : Council 2000 : National energy conservation award by Ministry of Power. publicity. in 2001) : SA 8000 certification achieved : Aditya Cement 2004 : Aditya Limestone Mines wins the following awards at the : Mines Safety Week 2004. occupational health and VTC: first Mine working: second Environment protection. Rotterdam. The Netherlands : 2001 . in 1995 : The Ramakrishna Bajaj National Quality award in 1998 : : The first cement unit in the world to receive IQRS level 5 : rating from DNV. : Government of India : Best energy efficient unit award by CII : : IQRS level 6 rating from DNV. Tokyo.: the Japan Institute of Plant Maintenance. Udaipur: • • • • Mines machinery and maintenance: first Safety. The Netherlands.

The : Netherlands (2001) : TPM Excellence award.: First in India to be certified ISO 9001:2000. by DNV. first category. by JIPM. Tokyo : Rajashree Cement 2004 : Birla Super Cement received the Environment Excellence : Award under the silver category by GreenTech Foundation : Birla Super Cement certified with the OHSAS 18001:1999 : for their occupational health and safety management system by Det Norske Veritas (DNV) 2001 : National award for 'Quality excellence in the Indian : Cement Industry' from the National Council for Cement and Building Materials 1999 : IMC Ramakrishna Bajaj National Quality award : (certificates of merit) 1995 : Jamnalal Bajaj Uchit Vyavahar Puraskar for fair business : practices 1993 : Rajiv Gandhi National Quality award : Viscose Staple Fibre 2004 : The 2004 Stockholm Industry Water award : 2003 : Deming Quality Control award .

9001 certification : : ISO .14001 certification : 2001 : Rajiv Gandhi National Quality award — commendation : certificate : Corporate Citizen award for excellent contribution in the : area of social development 2000 : Chairman's Silver award for manufacturing excellence : : Rajiv Gandhi National Quality award — commendation : certificate Board of Directors of Grasim Industries: • Mr. Chairman . Kumar Mangalam Birla.: : IMC Ramkrishna Bajaj National Quality award : : IMC Ramkrishna Bajaj National Quality award — : commendation certificate for Grasilene Division : CII Exim Bank award — commendation for business : excellence : Greentech Gold award for environmental excellence : 2002 : Chairman's Gold award for manufacturing excellence : : CII Exim Bank award — commendation for commitment : of TQM : Rajiv Gandhi National Quality award — best of all : : ISO .

Rajashree Birla Mr. Viscose Staple Fiber Mr. Apte Mr. R. Jain Mr. Cyril Shroff Mr. C. Company Secretary Community services by Grasim Industries: • • • • • • • • Adult education Non-formal education Medical camps Mobile clinics Health training and awareness Irrigation Check dam Land developmen . Jain. Chief Financial Officer Mr. Bhargava Mr. S. Mathur Mr. D. Shailendra K. Subhrahmanyan Mr. K. Saurabh Misra. Maheshwari. B. K. Ashok Malu. Sponge iron Mr. M. L. Rathi Business Heads at Grasim Industries: • • • • • • • Mr. V. Cement Mr. Ravi Kastia. D. Textiles Mr. Rathi. D. G. S. Shailendra K. Vikram Rao. Chemicals Mr. B. D.• • • • • • • • • Mrs. Bhargava Mr.

equitable system of compensation. standard of living and various welfare facilities. recreational facilities. There were no rest hours and workman in klin was made to work even in the advanced stage of pregnancy. toilets and other facilities. latrines and rest rooms shelters and crèches were in neglected condition (1979). canteens.  NATIONAL COMMISSION (1972) In conjunction with the passage of 1970 of the occupational Safety and Health Act Congress established a National Commission undertake a compensation laws in order to determine if such provide an adequate.  A series of study carried out by the labour bureau of India in a variety of industries showed a large of women working in Menes did not have separate arrangements. . prompt. transportation.REVIEW OF LITERATURE  The OXFORD dictionary defines labour welfare an effort to make life worth living for work man. housing. Legislative measures available to protect their interest level of workers earnings.  PRASAD (1984) pointed out that in many mines in Bihar workers were provided with facilities for drinking water.  CHANDRA and SING (1983) found that the condition under which brick kiln workers live subhuman. provisions.  NATIONAL COMMISSION (1969) The report of this commission was appointed in 1966 had reviewed many aspects of labour welfare in India such as existing conditions of labour. crèches.

social. That the citizen. That the ownership and control of the material resource are so distributed so as to sub serve the common good. The state shall strive to promote the welfare of the people by securing and protecting as effectively as it may a social order in which. The strategic forum for construction has taken up research in industries and have concluded that unsafe. MANTRA has undertake research on such areas as pollution control. c). direct its policy towards security. Justice. EMPLOYEE WELFARE IN INDIA : The chapter on the directive principles of state policy first our constitution expresses the need for labour welfare thus : Article 38. . have the rights to an adequate means of livelihood. b).  PETER ROGERS Chairman. Some of the on-going projects and effluent treatment and cleanliness of drinking water. disorganized and dirty organizations lead to poor standards and settling for a compromise in the needs mean risking of lives. mechanical and wet processing. That the operation of the economic system does not result in the concentration of wealth and means of protection to the common determine. economic and political shall inform all the institution of the national life. in particular. Article 39. men and women equally. The state shall. a).

• To find out the expectations of workers with regard to welfare facilities. The State shall make provision for securing just and human condition for work and for maternity relief. • To analyze the extent of utilizations of welfare facilities. That there is equal work for both men and women.d). OBJECTIVES OF STUDY: • To study the welfare facilities provided to employees by GRASIM INDUSTRIES. and Article 42. . • To make constructive suggestion to improve the welfare.LTD Chennai. • To study how the organization motivate the employees by identifying and satisfying their unsatisfied needs.

• • • Relationship between blue color and white color employees. • Motivation level of the workers with respect to welfare facilities. LIMITATION OF THE STUDY:  The sample size was limited to BIRLA WHITE. Chennai and the researcher analyze this topic on the following criteria’s. Relationship between employer’s and employee’s The statutory welfare facilities Provided to the employees.SCOPE OF THE STUDY: The study mainly focused on Employee welfare measures at Grasim Industries Ltd. • Time factor is a major limitation • The result depends on the answers received from respondent which may be biased .

Research problems would result in certain conclusions by means of logical . Research methodology is a way to systematically solve the research problem. Thus. backed by collection. Research may develop hypothesis and test it.RESEARCH METHODOLOGY INTRODUCTION: Research is the process of systematic and in-depth study or search for any Particular topic. Compilation. Research must be based on fact observable data forms a sound basis for Research inductive investigation lead better support to research finding for Analyzing facts a scientific methodology of analysis must be developed and Result interpreted logically. It may be understood as a science of studying how research is done Scientifically. It is necessary for the researcher to know not only the research method or techniques but also the methodology. subject or area of investigation. when we talk of research Methodology we not only talk of the research methods but also consider the Logic behind the methods we use in the context of our research study and Explain why we are using a particular method or technique and why we are Not using others so that research results are capable of being evaluated Either by the researcher himself or by others. In it we study the various Steps that are generally adopted by the researcher in studying his research Problem along with the logic behind them. presentation and interpretation of relevant details or data.

I have obtained Information by the HODof the HR Department and some of the Employees of the organization & also from annual reports of company.Analysis which the decision-maker may use for his action or solution. Here the researcher used Simple Random Sampling. magazines and websites. SAMPLING DESIGN: Sampling is the process of selecting a sufficient number of elements from the population. . The research of my project is descriptive study. Descriptive research design: It provides description of something. Preparation of research design involves selection of means of Obtaining information. RESEARCH DESIGN: After formulating the problem the research design has to be Prepared. Newspapers. It is undertaken in order to ascertain and describe the characteristics of variables of interest in a particular situation. The way of selecting a sample is known as the sample design. so that a study of the sample and an understanding of its properties or characteristics would make it possible for us to generalize such properties or characteristics to the population elements. It is a preplanned and structure design ‘Descriptive research design is used in this project’ SAMPLING TECHNIQUES: The sampling technique used for carrying out this study is RANDOM Sampling technique. time available for research and selection of Method of tabulation & presentation of data.

. SAMPLE SIZE: A Sample of 100 was taken from the workers. HYPOTHESIS: Employees of GRASIM INDUSTRIES.LTD are found to be satisfied with the Welfare facilities provided by their organization.SIMPLE RANDOM SAMPLING :{ meaning]: Simple Random Sampling is the foundation of probability sampling. SAMPLING METHOD: The statistical tools used such percentage. A smallest non-divisible part of the population is called a unit. A finite subset of a population is a sample and the number of units in a sample is called its sample size.LTD in Chennai. diagrams. Simple random sampling also makes the selection of every possible combination of the desired number of units likesly. Chi-square test& one way ANOVA ‘F’ test have been used. A unit should be well defined and should not be ambiguous. TARGET POPULATION: The total population is 200 in GRASIM INDUSTRIES.sampling may be done with or without replacement SAMPLE UNIT: Worker in GRASIM INDUSTRIES .LTD at Chennai. It’s a special case of probability sampling in which every unit in the population has an equal chance of being included in a sample.

One-Way ANOVA’F’Test: The t test is commonly used to test the equality of two population means when the data are composed of two random samples. If Oi (I = 1. = µ r H1 : at least two means are not equal Where µ j .. test the significance of association between two attributes and test the homogeneity or the significance of popular varience.CHI – SQUARE TEST : The Chi – square test amongst the several tests of significance developed by statisticians..2. It enables us to find it the deviation of the experiment from theory is just by chance (or) is it really due to inadequacy of the theory to fit the observed data. r is the mean of the jth population. We wish to extend this procedure so that the equality of population means can be tested using r independent samples. Thus the hypothesis and the r≥2 alternative are H 0 : µ1 = µ2 = .. 2.3…) is the corresponding set of expected [theoretical or hypothetical] frequencies then Karl Pearson’s Chi – square given by X2=i=0n[Oi-EiEi] The Chi – square is applicable in large number of problems. Karl Pearson in the year 1990 and is known as “Chi-square test of goodness of fit ”. The test is in fact a technique through the use of researchers to test the goodness of fit. j = 1. . A very powerful testing the significance of the discrepancy between theory and experiment is given by Prof.2.3…n) is a set of observed [experimental / frequencies] and E (I = 1....

2 Distribution of the respondents and their educational qualification Educational qualification UG No. For this reason.1.1 Distribution of the respondents and their age No.no 1 .1. Table No – 4. 21 percent of the respondents were in 33 to 40yrs and remaining 12 percent of the respondents were in 41 to 50yrs.no 1 2 3 4 Age (n=100) 18 to 25yrs 26 to 32yrs 33 to 40yrs 41 to 50yrs 33 34 21 12 (100%) 33 34 21 12 Percentage The above table shows that one third (34percent) of the respondents were in 26 to 32yrs age. of respondents Sl.In designing an experiment for a one-way classification. units are assigned at random to any one of the r treatments under investigation. Frequency Age of the respondents Table No – 4.of respondents (n=100) 51 Percentage (100%) 51 Sl. 33 percent of the respondents were in 18 to 25yrs. the one-way classification is sometimes referred to as a completely randomized design.

2 PG 49 49 The above table indicates that half (51 percent) of the respondents were in under graduates and remaining 49percent of the respondents were in PG. Frequency Educational qualification of respondents .

Table No – 4.1.3 Distribution of the respondents and their salary No.of respondents Sl.no 1 2 Salary (n=100) Rs.10000 Above Rs.10000 43 57 (100%) 43 57 Percentage

The above table indicates that more than half (57 percent) of the respondents were in above Rs.10000 and remaining 43 percent of the respondents were in Rs.10000.

Frequency

Income of the respondents

Table No – 4.1.4 Distribution of the respondents and their experience No.of respondents Sl.no 1 Experience (n=100) Below 5yrs 54 (100%) 54 Percentage

2

Above 5yrs

46

46

The above table indicates that more than half (54 percent) of the respondents were in below 5yrs experience and remaining 46 percent of the respondents were in above 5yrs.

Frequency

Experience of the respondents

Table No – 4.1.5 Distribution of the respondents and their level of job satisfaction Job satisfaction Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied No.of respondents (n=100) 47 32 11 5 5 Percentage (100%) 47 32 11 5 5

Sl.no 1 2 3 4 5

The above table reveals that nearly half (47 percent) of the respondents were in highly satisfy for the job satisfaction, 32 percent of the respondents were in satisfied, 11 percent of the respondents were in neutral and remaining equally 5 percent of the respondents were in dissatisfied and highly dissatisfied.

Frequency

Job satisfaction of the respondents Table No – 4.1.6 Distribution of the respondents and their satisfaction with regard to company No.of respondents Sl.no 1 Company satisfaction (n=100) Highly satisfied 17 (100%) 17 Percentage

2 3 4 5 Satisfied Neutral Dissatisfied Strongly dissatisfied 50 23 8 2 50 23 8 2 The above table reveals that half (50 percent) of the respondents were in satisfy for the company satisfaction.no 1 2 3 4 5 Relevant job (n=100) Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied 30 37 15 13 5 (100%) 30 37 15 13 5 Percentage The above table reveals that one third (37 percent) of the respondents were in satisfy for the relevant job.7 Distribution of the respondents and their relevancy of job for graduation No. 17 percent of the respondents were in highly satisfied.of respondents Sl. 23 percent of the respondents were in neutral.1. 8 percent of the respondents were in dissatisfied and remaining 2 percent of the respondents were in strongly dissatisfied. Frequency Company satisfaction of the respondents Table No – 4. 15 percent of the respondents . 30 percent of the respondents were in highly satisfied.

25 percent of the respondents were in neutral. 13 percent of the respondents were in dissatisfied and remaining 9 percent of the respondents were in strongly dissatisfied.1. 20 percent of the respondents were in highly satisfied.were in neutral. Frequency Company offer good salary to respondents . Frequency Job Relevant of the respondents Table No – 4.8 Distribution of the respondents about salary No.of respondents Sl. 13 percent of the respondents were in dissatisfied and remaining 5 percent of the respondents were in strongly dissatisfied.no 1 2 3 4 5 Good salary (n=100) Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied 20 33 25 13 9 (100%) 20 33 25 13 9 Percentage The above table reveals that one third (33 percent) of the respondents were in satisfy for the offer good salary.

no 1 2 Allowances (n=100) Bonus Vehicle 24 32 (100%) 24 32 Percentage .9 Distribution of the respondents and their convenient duty time No.Table No – 4.of respondents Sl. Frequency Convenient duty time of the respondents Table No – 4.1. 27 percent of the respondents were in neutral.10 Distribution of the respondents and their allowances No.no 1 2 3 4 5 Convenient duty time (n=100) Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied 16 43 27 9 5 (100%) 16 43 27 9 5 Percentage The above table shows that nearly half (43 percent) of the respondents were in satisfy for the convenient duty time.1. 9 percent of the respondents were in dissatisfied and remaining 5 percent of the respondents were in strongly dissatisfied. 16 percent of the respondents were in highly satisfied.of respondents Sl.

1. equally 19 percent of the respondents were in highly satisfied and neutral. 17 . 24 percent of the respondents were in bonus. 17 percent of the respondents were in loan.of respondents Sl.no 1 2 3 4 5 Promotion policy (n=100) Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied 19 38 19 17 7 (100%) 19 38 19 17 7 Percentage The above table shows that one third (38 percent) of the respondents were in satisfied promotional policy.3 4 5 Mobile Medical Loans 13 14 17 13 14 17 The above table shows that one third (32 percent) of the respondents were in vehicle allowances. Mobile Frequency Allowances of the respondents Table No – 4.11 Distribution of the respondents and their promotional policy No. 14 percent of the respondents were in medical and remaining 13 percent of the respondents were in.

24 percent of the respondents were in 1to2 weeks.of respondents Sl. Frequency Promotional policy of the respondents Table No – 4.percent of the respondents were in dissatisfied and remaining 7 percent of the respondents were in strongly dissatisfied.1. 19 percent of the respondents were in 3 to 4 weeks. Frequency Sanction time of the respondent .no 1 2 3 4 5 Sanction time (n=100) 1-2weeks 2-3weeks 3-4weeks 4-5weeks 5-6weeks 24 31 19 17 9 (100%) 24 31 19 17 9 Percentage The above table reveals that one third (31 percent) of the respondents were in 2 to 3 weeks take time for sanction welfare facility. 17 percent of the respondents were in 4 to 5 weeks and remaining 9 percent of the respondents were in 5 to 6 weeks.12 Distribution of the respondents and their welfare facility duration of prescribed time No.

Table No – 4.1.1. 29 percent of the respondents were in neutral.no 1 2 Work place cleanliness (n=100) Highly satisfied Satisfied 26 38 (100%) 26 38 Percentage .of respondents (n=100) 17 40 29 4 10 Percentage (100%) 17 40 29 4 10 Sl. Frequency Ventilation good environment Table No – 4.of respondents Sl.no 1 2 3 4 5 The above table shows that one third (40 percent) of the respondents were in satisfied for good environment.14 Distribution of the respondents and their work place cleanliness No.13 Distribution of the respondents and their ventilation. 17 percent of the respondents were in highly satisfied. 10 percent of the respondents were in strongly dissatisfied and remaining 4 percent of the respondents were in dissatisfied. Ventilation for good environment Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied No.

3 4 5 Neutral Dissatisfied Strongly dissatisfied 23 8 5 23 8 5 The above table shows that one third (38 percent) of the respondents were in satisfied for work place cleanliness. 8 percent of the respondents were in dissatisfied and remaining 5 percent of the respondents were in strongly dissatisfied. Frequency Cleanliness facility . 26 percent of the respondents were in highly satisfied. 23 percent of the respondents were in neutral.

18 percent of the respondents were in highly satisfied.no 1 Job security (n=100) Highly satisfied 20 (100%) 20 Percentage .1. Frequency Welfare facility Table No – 4. 11 percent of the respondents were in dissatisfied and remaining 9 percent of the respondents were in strongly dissatisfied.no 1 2 3 4 5 Provide welfare facility (n=100) Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied 18 42 20 11 9 (100%) 18 42 20 11 9 Percentage The above table reveals that more than half (42 percent) of the respondents were in satisfied for provision for welfare facilities.16 Distribution of the respondents and their job security No.15 Distribution of the respondents and their welfare facility No. 20 percent of the respondents were in neutral.1.of respondents Sl.Table No – 4.of respondents Sl.

Frequency Job security of the respondents . 20 percent of the respondents were in highly satisfied and remaining 12 percent of the respondents were in dissatisfied. 25 percent of the respondents were in neutral.2 3 4 5 Satisfied Neutral Dissatisfied Strongly dissatisfied 43 25 12 0 43 25 12 0 The above table reveals that more than half (43 percent) of the respondents were in satisfied for our job security.

no 1 Assured insurance (n=100) Highly satisfied 24 (100%) 24 Percentage .of respondents (n=100) 20 40 23 16 1 Percentage (100%) 20 40 23 16 1 Sl.18 Distribution of the respondents and their assured insurance No.17 Distribution of the respondents and their top management relationship Top management relationship Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied No. 16 percent of the respondents were in dissatisfied and remaining 1 percent of the respondents were in highly dissatisfied.Table No – 4.1. 20 percent of the respondents were in highly satisfied.1.of respondents Sl. Frequency Top management relationship Table No – 4.no 1 2 3 4 5 The above table reveals that more than half (40 percent) of the respondents were in satisfied for the top level management relationship. 23 percent of the respondents were in neutral.

2 3 4 5 Satisfied Neutral Dissatisfied Strongly dissatisfied 37 28 7 4 37 28 7 4 The above table reveals that one third (37 percent) of the respondents were in satisfied for the assured insurance. 7 percent of the respondents were in dissatisfied and remaining 4 percent of the respondents were in highly dissatisfied. 28 percent of the respondents were in neutral. Frequency Insurance assured of the respondents . 24 percent of the respondents were in highly satisfied.

no 1 2 3 4 5 The above table reveals that one third (35 percent) of the respondents were in satisfied for company provide time to spent your family.of respondents (n=100) 26 35 30 8 1 Percentage (100%) 26 35 30 8 1 Sl.20 Distribution of the respondents and their PF withdrawal facility No.19 Distribution of the respondents and their time to spend with their family Gives time to spent family Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied No. 26 percent of the respondents were in highly satisfied.1. Frequency Time to spent family Table No – 4. 30 percent of the respondents were in neutral.Table No – 4.no 1 2 PF withdrawal facility (n=100) Highly satisfied Satisfied 19 44 (100%) 19 44 Percentage .1. 8 percent of the respondents were in dissatisfied and remaining 1 percent of the respondents were in highly dissatisfied.of respondents Sl.

23 percent of the respondents were in neutral. 19 percent of the respondents were in highly satisfied. 10 percent of the respondents were in dissatisfied and remaining 4 percent of the respondents were in highly dissatisfied. Frequency PF withdrawal facility .3 4 5 Neutral Dissatisfied Strongly dissatisfied 23 10 4 23 10 4 The above table reveals that nearly half (44 percent) of the respondents were in satisfied for provident fund with drawl facility.

31 percent of the respondents were in never.Table No – 4. No.22 Distribution of the respondents and their leave facility No.1. 21 percent of the respondents were in always and remaining 14 percent of the respondents were in no opinion.of respondents Sl.no 1 2 3 4 Help to problem solving (n=100) Always Sometimes Never No opinion 21 34 31 14 (100%) 21 34 31 14 Percentage The above table reveals that one third (34 percent) of the respondents were in sometimes to help their help to problem solving.of respondents Sl. Frequency Problem solving of the respondents Table No – 4.1.no 1 2 Leave facility (n=100) Highly satisfied Satisfied 31 38 (100%) 31 38 Percentage .21 Distribution of the respondents and top management commitment to solve the problems.

13 percent of the respondents were in dissatisfied and remaining 4 percent of the respondents were in highly dissatisfied.1.23 Distribution of the respondents and their time to spent BIRLA WHITE Time to spent BIRLA WHITE Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied No. . 31 percent of the respondents were in highly satisfied. Frequency Leave facility Table No – 4.of respondents (n=100) 25 42 16 13 4 Percentage (100%) 25 42 16 13 4 Sl. 25 percent of the respondents were in highly satisfied. 16 percent of the respondents were in neutral.3 4 5 Neutral Dissatisfied Strongly dissatisfied 20 7 4 20 7 4 The above table reveals that one third (38 percent) of the respondents were in satisfied for leave facility for festival and family functions.no 1 2 3 4 5 The above table reveals that nearly half (42 percent) of the respondents were in satisfied for time to spent Birla white. 20 percent of the respondents were in neutral. 7 percent of the respondents were in dissatisfied and remaining 4 percent of the respondents were in highly dissatisfied.

23 percent of the respondents were in highly satisfied.no 1 2 3 4 5 The above table reveals that on third (32 percent) of the respondents were in satisfied for present gratuity method. Frequency Method of calculation Table No – 4.24 Distribution of the respondents and their gratuity present method of calculation Gratuity present method Highly satisfied Satisfied Neutral Dissatisfied Strongly dissatisfied No.Frequency Respondents Time to spent BIRLA WHITE Table No – 4. 28 percent of the respondents were in neutral. 15 percent of the respondents were in dissatisfied and remaining 2 percent of the respondents were in highly dissatisfied.25 Association between age of the respondents and their job satisfaction Sl.1.1.of respondents (n=100) 23 32 28 15 2 Percentage (100%) 23 32 28 15 2 Sl.n Age Job satisfaction Statistic .

026) Research hypothesis There is a significant association between age of the respondents and their job satisfaction.3%) 0 0 The above table shows that there is no significant association between age of the respondents and their job satisfaction.3%) 4 (19%) 1 (4. .9%) 1 (2.1%) 3 (9. (Table value = 21.346 17 (50%) 11 (32.8%) Not Significan t 5 (41.4%) 3 (8.Highly o satisfie d (n=47) 18 to 1 25yr s 26 to 2 32yr s 33 to 3 40yr s 41 to 4 50yr s 6 (50%) 16 (48.05 8 (38.3%) 3 (9.8%) 1 (4.8%) 2 (5. the calculated value greater than table value. Hence.1%) 7 (33. So the research hypothesis rejected and the null hypothesis accepted.9%) Df = 12 P > 0. Null hypothesis There is no significant association between age of the respondents and their job satisfaction.1%) X2 = 5.5%) Satisfie d (n=32) Neutra l (n=11) Dissatisfi ed (n=5) Strongly dissatisfi ed (n=5) al inferenc e 9 (27.1%) 2 (6. the calculated value greater than table value. Statistical test Chi-square test was used the above hypothesis Findings The above table shows that there is no significant association between age of the respondents and their job satisfaction. Hence.7%) 1 (8.

Hence.26 Association between gender of the respondents and their welfare measures help to solve the problem Welfare measures help to solve the problem Sl.7%) Not Significant The above table shows that there is no significant association between gender of the respondents and their welfare measures help to solve the problem. Statistical test Chi-square test was used the above hypothesis Findings Statistical inference 1 Male 8 (16.2%) X2=4.05 8 (15.3%) 15 (30.5%) 19 (37.6%) . the calculated value greater than table value.Table No – 4.8%) No opinion (n=14) 6 (12.n o Gende r Always (n=21) Sometimes (n=34) Never (n=31) 20 (40.521 Df = 3 P > 0.6%) 2 Female 13 (25.815) Research hypothesis There is a significant association between gender of the respondents and their welfare measures help to solve the problem.1. (Table value = 7.3%) 11 (21. Null hypothesis There is no significant association between gender of the respondents and their welfare measures help to solve the problem.

Hence. . the calculated value greater than table value. So the research hypothesis rejected and the null hypothesis accepted.The above table shows that there is no significant association between gender of the respondents and their welfare measures help to solve the problem.

488) Research hypothesis There is a significant association between educational qualification of the respondents and their relevant job. Null hypothesis There is no significant association between educational qualification of the respondents and their relevant job.3 %) 7 (14.1%) Not Significa nt The above table shows that there is no significant association between educational qualification of the respondents and their relevant job.1. Hence.3% ) 11 2 PG (22.3%) Satisfi ed (n=37) Neutr al (n=15 ) 7 (13. Statistical test Chi-square test was used the above hypothesis Findings 6 (11.Table No – 4.9%) Statistic Dissatisfi ed (n=13) Strongly dissatisfi ed (n=5) al inferenc e X2=2.8%) 2 (3.8%) .05 20 (40.681 Df = 4 P > 0. (Table value = 9.3%) 3 (6.7 %) 8 (16. the calculated value greater than table value.4% ) 17 (33.n o Education qualificati on Highly satisfi ed (n=30 ) 19 1 UG (37.26 Association between educational qualification of the respondents and their relevant job Relevant job Sl.

the calculated value greater than table value.The above table shows that there is no significant association between educational qualification of the respondents and their relevant job. So the research hypothesis rejected and the null hypothesis accepted. Hence. .

no Highly Salary satisfi ed (n=20) Rs. the calculated value greater than table value. Null hypothesis There is no significant association between salary of the respondents and their company offering good salary.05 1 6 (14%) 14 (32.6%) 19 (33.6%) Above 2 Rs. the calculated value greater than table value. Statistical test Chi-square test was used the above hypothesis Findings The above table shows that there is no significant association between salary of the respondents and their company offering good salary. So the research hypothesis rejected and the null hypothesis accepted.1% ) 7 (12.2% ) 12 (21. 6 (14%) 4 (9.270 Df = 4 P > 0.1000 0 14 (24.Table No – 4.3%) . Hence.3%) 5 (8.1.27 Association between salary of the respondents and their company offering good salary Company offering good salary Sl.488) Research hypothesis There is a significant association between salary of the respondents and their company offering good salary. (Table value = 9.8%) Not Significa nt The above table shows that there is no significant association between salary of the respondents and their company offering good salary.3%) Dissatisf ied (n=13) Strongly dissatisfi ed (n=9) Statistic al inferenc e X2=2.1000 0 Satisfi ed (n=33) Neutr al (n=25 ) 13 (30. Hence.

3% ) 18 (31. Hence.05 1 23 (53.Table No – 4. (Table value = 7.5%) 0 6 (14%) 0 Dissatisf ied (n=12) Strongly dissatisfi ed (n=0) Statistic al inferenc e X2=4.6% ) 6 (10.1%) Not Significa nt The above table shows that there is no significant association between salary of the respondents and their job security.987 Df = 3 P > 0.1.1000 0 13 (22.3%) Satisfi ed (n=43) Neutr al (n=25 ) 7 (16. Statistical test Chi-square test was used the above hypothesis Findings .8%) 20 (35. no Highly Salary satisfi ed (n=20) Rs.28 Association between salary of the respondents and their job security Job security Sl.1000 0 7 (16.5%) Above 2 Rs. Null hypothesis There is no significant association between salary of the respondents and their job security.815) Research hypothesis There is a significant association between salary of the respondents and their job security. the calculated value greater than table value.

. So the research hypothesis rejected and the null hypothesis accepted. Hence.The above table shows that there is no significant association between salary of the respondents and their job security. the calculated value greater than table value.

4%) 3 (6.05 1 24 (44. the calculated value greater than table value.9%) Dissatisf ied (n=13) Strongly dissatisfi ed (n=4) Statistic al inferenc e X2=7.3%) Satisfi ed (n=42) Neutr al (n=16 ) 6 (11.1%) Not Significa nt The above table shows that there is no significant association between experience of the respondents and their time to spent BIRLA WHITE.3%) 1 (1. Statistical test Chi-square test was used the above hypothesis Findings .Table No – 4.7% ) 8 (17.2%) 18 (39. Null hypothesis There is no significant association between experience of the respondents and their time to spent BIRLA WHITE. Hence. no Experie nce Highly satisfie d (n=25) Below 5yrs 18 (33.29 Association between experience of the respondents and their time to spent BIRLA WHITE Time to spent BIRLA WHITE Sl.5%) 5 (9. (Table value = 7.4%) 2 Above 5yrs 7 (15.799 Df = 4 P > 0.815) Research hypothesis There is a significant association between experience of the respondents and their time to spent BIRLA WHITE.1% ) 10 (21.1.

. Hence. the calculated value greater than table value. So the research hypothesis rejected and the null hypothesis accepted.The above table shows that there is no significant association between experience of the respondents and their time to spent BIRLA WHITE.

Null hypothesis There is no significant difference between age of the respondents and their promotional policy. Statistical test One way ANOVA ‘f’ test was used the above hypothesis Findings .419 2.43 2 G1 = 18 to 25yrs/ G2 = 26 to 32yrs/ G3 = 33 to 40yrs/ G4 = 41 to 50yrs The above table shows that there is no significant difference between age of the respondents and their promotional policy. Research hypothesis There is a significant difference between age of the respondents and their promotional policy. Hence.n o 1 Promotional policy Between Groups G1 (n=33) Mea n S.Table No – 4.05 Not Significant G3 (n=21) 2.12 9 1.15 5 1.258 1.61 G2 (n=34) 2.1. the calculated value greater than table value.08 4 137.32 1 1.30 Difference between age of the respondents and their promotional policy Sl.33 G4 (n=12) 2 2.D SS Df MS Statistical inference 1.58 Within Groups 96 1.49 2 3 .293 P > 0.62 F = .

. Hence.The above table shows that there is no significant difference between age of the respondents and their promotional policy. So the research hypothesis rejected and the null hypothesis accepted. the calculated value greater than table value.

1) 2.2) 3.3) 4. Hence the null hypothesis is to be accepted. 54% of the respondents are in the 5 yrs experience (Table 4. Hence the null hypothesis is to be accepted. The finding reveals that there is no significant between re3spondent experience and job security.000 (Table 4. 2. 6. 10. The finding reveals that there is no significant between respondent educational qualification and relevant job. The finding reveals that there is no significant between respondent salary and company offering good salary. The finding reveals that there is no significant between respondents gender and welfare measure help to solve the problem. 5. Hence the null hypothesis is to be accepted.4) I. Hence the null hypothesis is to be accepted. 57% of the respondents are in the Income group of Rs.I. 51% of the respondents are in the under graduates (Table 4. Hence the null hypothesis is to be accepted. I. GENERAL FINDINGS : 1. 3. The finding reveals that there is no significant between respondents age and promotional policy. FINDING RELATED TO HYPOTHESIS : FINDINGS: 1. The finding reveals that there is no significant between respondents age and job satisfactions. 4. 32% of the respondents are in the age group of 26%32 yrs (Table 4. FINDING RELATED TO MAJOR SOCIO – DEMOGRAPHIC FACTORS : 1. Majority of the respondents are extremely satisfied with the welfare facilities (42%). Hence the null hypothesis is to be accepted. .

Majority of the respondents are satisfied with Provident Fund withdrawal facility (44%). 4. . Majority of the respondents are satisfied relationship with top management (40%). Majority of the respondents are satisfied with spend time to Birla White (42%). 3.2.

Suggestion:  Need to provide more welfare facilities. .  New facilities should be added to the existing ones by early action taken by management. environment with cleanliness  Sanctioning time of special welfare facility should be reduced.

With available information the researcher suggest that the company should further. Welfare facilities to employees not only to increase productivity but also increase the standard of the living of the employees. Most of the employees are satisfied with the welfare facilities and most of the employee are well aware with the measures activity. to reduce the bad opinion’s about the facilities provided. According to the factories act 1948. The company takes good care of its employees. The researcher hope that the company must considered the suggestion and pay more attention for further improvement. . It is located at Chennai.CONCLUSION: Grasim Industries Ltd is the largest cement manufacturing company in India. are fulfilled in welfare activities. The researcher has found after visiting the spots and places related with welfare facilities the statutory conditions.

(1997).R.MAMORIA.KOTHARI. (1993) “LABOUR WELFARE ADMINISTRATION IN INDIA” FIRST EDITION. (1994). SEWA SINGH CHAUHAN. (2009). (2004) “DYNAMICS OF INDUSTRIAL RELATIONS” 14th EDITION . UMA SEKAREN. ARUN MONAPPA. C. “INDUSTRIAL RELATIONS” 8th EDITION. “RESEARCH METHODOLOGY.MAMORIA.METHODS AND TECHNIQUES” 2nd EDITION. AJAY GARG. (1995) “LABOUR LAWS” 8th REVISED EDITION.”RESEARCH METHODS FOR BUSINESS”4thEDITION .BIBLIOGRAPHY MAMORIA.

000 [ ] above10. II M. My project area is EMPLOYEE WELFARE MEASURES. I.A STUDY ON EMPLOYEE WELFARE MEASURE IN GRASIM INDSUTRIES. I wish you free and frank answer to exhibit the views to help in getting useful results and ensure that the project for academic purpose and identify will be strictly confidential.V. I’m intend to do the project in HUMAN RESOURSE MANEGEMENT.B. CHENNAI QUESTIONNAIRE I introduce myself as SRINATH.A student from JJ College of Engineering&Technology affiliated to ANNA UNIVERSITY.R.LTD.S.000 [ ] : below 5yrs [ ] above 5yrs [ ] . PERSONAL INFORMATION: • • • • • • Name [optional ] Age Education Sex Salary Work Experience : : 18-25 [ ] 26-32 [ ] 33-40 [ ] 41-50[ ] : UG[ ] : MALE [ ] PG[ ] FEMALE [ ] : 10.

Is the job relevant to your graduation Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 4. Are you satisfied with the company Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 3. WELFARE: 1. Is the company offering you good salary Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 5. The duty time in BIRLA WHITE is very convenient Strongly Agree [ ] Disagree Highly [ ] Agree [ ] No opinion [ ] Dissatisfied [ ] .I. Are you satisfied with the job Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 2.

Are you satisfied with the promotion policy in your organization Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 8. How much time it will take for sanctioning special welfare facility? 1-2 week [ ] 4-5week [ ] 2-3 week [ ] 5-6 week [ ] 3-4 week [ ] 9.6. What are the allowances paid by your company? Bonus [ ] Medical [ ] Vehicle [ ] Loans [ ] Mobile [ ] 7.Is the work place regularly cleaned? Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 11. Is there suitable ventilation and good environment in the work place? Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 10.Does welfare benefits provided by the organization plays a Motivational factor? .

Are you satisfied with the time that Birla White gives. Are you satisfied with the withdrawal facilities in the employee provident fund Scheme? Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] .Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 12.Are you satisfied with the job security in BIRLA WHITE Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 13.The top management interest with you Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 14. to spend with your family at home? Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 16.Are you satisfied with the Insurance assured in BIRLA WHITE Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 15.

Do the welfare measures help in solving the problems faced by employees? Always [ ] Sometimes [ ] Never [ ] No opinion [ ] 18. Are you satisfied with the festival or family function to provide leave in BIRLA WHITE? Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 19. Are you satisfied with the present method of calculation of gratuity Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] THANKS FOR YOUR CO-OPERATION . How would you rate the time spent in BIRLA WHITE Highly satisfied [ ] Dissatisfied [ ] Satisfied [ ] Neutral [ ] Highly Dissatisfied [ ] 20.17.

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