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 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 M/S

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-2 Disc Pad

Zone-3 Clutch

Zone-4 CBB

Zone-5 Store

Zone-6 OAD

Zone-7 PED

Sub Zone-4

Zone-1 HR &Add

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

8 occupational hazards. The worker should also be equipped with necessary training and a certain level of general education. 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) extramural. 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

9 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. 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)

10 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) 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.

11

9) Welfare Officers 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.

12

Training and development 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.

13 8) To society has provided encashment of earned leave facilities to the employees.

2.4 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

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

14 applicants' individual career development needs and growth opportunities are a key basis for internal selection decisions. 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.

15 In the same general line of public welfare, I recommend the enactment of laws on the following subjects: 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. 5. To give organized labor the right to select the officers of the State Labor Bureau. 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.

17 2) Notice boards; posters, pictures slogans; information or communication.

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.

18 Watch and ward; security. 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 = Where W Total No. respondents W1 No of respondents X1 rating given by the respondents. _______ W

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
S.NO 1 2 3 4 Age group below 25 26-30 31-35 35&above Total Number of Respondents 5 12 36 51 104 % of Respondents 4.8 11.5 34.6 49.0 100

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
A e o th E p y e g f e m lo e
6 0

5 0

4 0

3 0

Frequency

2 0

1 0

0 b lo 2 e w 5 2 -3 6 0 3 -3 1 5 3 &a o 5 b ve

A e o th E p y e g f e m lo e

24

Table 5.2 Respondents Sex

S.No 1 2 Sex Male Female Total Number of Respondents 101 3 104 % of Respondents 97.1 2.9 100

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

40

Frequency

20 0 Male Female

Sex of the Employee

25

Table No: 5.3 Respondents Education

S.No 1 2 3 4 Education H.S.C I.T.I U.G P.G Total Number of Respondents 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% in H.sc. of the respondents12.5% of the respondents have studied H.SC and 14.4% of the respondents have studied others

Chart 5.3
Qualification of the Employee
50

40

30

20

Frequency

10

0 H.s.c I.T.I U.G P.G

Qualification of the Employee

26

Table 5.4 Respondents Experience

S.No 1 2 3 4 Experience 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

27
Experience of the Employee
above 20yrs Below 5yrs

6 - 10yrs

11 - 20yrs

28

Table: 5.5 Respondents Marital Status

S.No 1 2

Marital status Number of Respondents % of Respondents Married Unmarried Total 48 56 104 46.2 53.8 100

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

Chart 5.5

29

Marital status
60

50

40

30

20

Frequency

10

0 Married Unmarried

Marital status

30

Table 5.6 Respondents Salary

S.No 1 2 3 4 5 Monthly Income below 5000 5001 to 10000 10001 to 15000 15001 to 20000 20001 and above Total No of respondents % of respondents 18 23 16 13 34 104 17.3 22.1 15.4 12.5 32.7 100

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

Chart 5.6

31

Monthly Income of the Employee

below 5000

20001 and above

5001 to 10000

15001 to 20000 10001 to 15000

32

Table 5.7 Respondents Sort of Workers

S.No 1

Sort of workers Permanent

No of respondents 104

% of respondents 100

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

Chart 5.7

33

Sort of Worker
120

100

80

60

40

Frequency

20

0 Permanent

Sort of Worker

Table 5.8 Safety Measures

34 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,
S.NO 1 2 3 4 5 Safety measures Cap, Overcoat & Helmet Cap, Overcoat, Shoes & Gloves Cap, Shoes, Helmet & Eye glass Cap, Shoes, Gloves & Eye glass Cap, Helmet, Overcoat, Shoes , Gloves & Eyeglass Total No of respondents 8 12 15 25 44 104 % of Respondents 7.7 11.5 14.4 24.0 42.3 100

gloves & eyeglass , from the Management.

Chart 5.8
Safety Equipment given by Organization
50

40

30

20

Frequency

10

0 Cap, Overcoat & Helm Cap,Shoes, Helment & Cap,Helment,Overcoat Cap,Overcoat,Shoes & Cap,Shoes,Gloves & E

Safety Equipment given by Organization

Table 5.9 Family Welfare Facility

35
% of Respondents 3.8 13.5 4.8 12.5

S.NO 1 2 3 4

Family welfare facility EPF Education allowance & EPF Insurance, EPF, housing loans Vehicle loans, holiday compensation & EPF Insurance, EPF, Vehicle loans &Education allowance Total

No of respondents 4 14 5 13

68 104

65.4 100

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

36
Family Welfare Facility Provided organization
EF P E ducation Allowance

Insurance, E F,Housi P

Vehicle loans,Holida Insurance ,E F,Vehic P

Table 5.10 Medical Facility

S. No 1 2 3 4 5 6 7 8 9 10 First aid Ambulance Treatment charges Other specify First aid & ambulance First aid & Treatment Charges Ambulance & treatment Charges Ambulance & other specify First aid, ambulance & Treatment charges First aid, ambulance, Treatment charges &other specify Total Medical facility No of respondents 12 10 20 6 5 10 10 1 28 2 104 % of respondents 11.5 9.6 19.2 5.8 4.8 9.6 9.6 1.0 26.9 1.9 100

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

37

Medical Facilities
first aid,ambulance, First aid

First aid, Ambulance

Ambulance

Ambulance & Other sp Ambulance & Treatmen

Treatment Charges

first aid & atreatme

Other Specify First aid & Ambulanc

Table 5.11 Respondents opinion on Treatment

S.NO 1 2 3 4 Treatment No of respondents % of respondents Good Normal Poor No opinion Total 35 48 9 12 104 33.7 46.2 8.7 11.5 100

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

38

Feel about Treatment

60

50

40

30

20

Frequency

10

0 Good normal Poor No Opinion

Feel about Treatment

39

Table 5.12 Environment Condition

S. No 1 2 3 4 Environment condition Pleasant condition Proper Ventilation Fresh air All Total No of respondents 14 8 34 48 104 % of respondents 13.5 7.7 32.7 46.2 100

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

40

Table 5.13 Wearing Uniform system

S.No 1 2 3 4

Wearing Uniform System No. of respondents % of respondents No difference is identified Maintain equality among all Provide social security No opinion Total 14 33 45 12 104 13.5 31.7 43.3 11.5 100

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

41

Type of feeling with wearing uniform

50

40

30

20

Frequency

10

0 No difference is Ide Provide Social Secur No oOpinion Maintain Equality am

Type of feeling with wearing uniform

42

Table 5.14 Transport Facility

S.No 1 2 3 4 5 Transport facility No of respondents % of respondents Highly satisfied Satisfied Dissatisfied Highly dis satisfied No opinion Total 11 33 25 15 20 104 10.6 31.7 24.0 14.4 19.2 100

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

43

Satisfied with Transport facilities

Highly Satisfied No opinion

Highly Dis Satisfied

Satisfied

Dis Satisfied

Table 5.15 Education Facilities

S.No 1 2 3 4 5 Library Free computer training Reading room & daily news review Library & free computer train Library, Computer train& daily news review Total Education facilities No of Respondents 19 26 15 16 28 104 % of Respondents 18.3 25.0 14.4 15.4 26.9 100

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.

44

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

Free Computer Traini Liabray & Free Compu

Reading room & daily

45

Table 5.16 Supportive Activities Programs

No of respondents 28 16 23 21 16 104 % of respondents 26.9 15.4 22.1 20.2 15.4 100.0

S. No 1 2 3 4 5

Supportive Activities Programs Personality development programs Social competency programs Safety and environment classes Product and process classes Quality classes 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

10

Frequency

0 Personality Developm Safety and Environme Quality classes Social Competency Pr Product and Process

Supportive Activities Programs

46

Table 5.17 Respondents bonus

S.NO 1 2 3 4 Bonus below 5000 5001 to 10000 10001 to 15000 15000 and above Total No of respondents 18 25 27 34 104 % of respondents 17.3 24.0 26.0 32.7 100

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

47

Bonus amount on Last Year

below 5000

15000 and above

5001 to 10000

10001 to 15000

48

Table 5.18 Monetary Benefits

S.NO 1 2 3 Monetary benefits Monetary reward for the continuous improvement Monetary reward for problem solving Others Total No of respondents % of respondents 37 38 29 104 35.6 36.5 27.9 100.0

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

20

Frequency

10

0 Monetary rew ard for Monetary rew ard for Others

Monetary benefits fron Organization

49

Table 5.19 Extra Curricular Activities

S.NO 1 2 3 4 5 Extra curricular activities Sports Company seminar Sports & athletic Sports & Company seminar Sports, athletic, company seminar Total No of respondents 26 18 26 16 18 104 % of respondents 25.0 17.3 25.0 15.4 17.3 100

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

50

Extra Curricular activites by the Organization

Sports, athletic, Co Sports

Sports & Company sem

Company seminor

Sports & athletic

51

Table 5.20 Expected Rest Hour

S.NO 1 2 Rest hour 2 hour once 4 hour once Total No of respondents 84 20 104 % of respondents 80.8 19.2 100

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

40

Frequency

20

0 2 hour once 4 hour once

Expected Rest hour in the Organization

52

Table 5.21 Allotment of Various Shift System

S.NO 1 2

Various shift system yes No Total

No of respondents % of respondents 79 25 104 76.0 24.0 100

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

53

Comfotable with Shift System

100

80

60

40

Frequency

20

0 Yes No

Comfotable with Shift System

Table 5.22 Level of satisfaction working in night shift

54

S.NO 1 2 3 4

Working in night No. of respondents % of respondents shift Satisfied Dissatisfied Highly dissatisfied No opinion Total 30 39 14 21 104 28.8 37.5 13.5 20.2 100

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

55

Level of Satisfaction With Night Shift

No opinon Satisfied

Highly dis satisfied

Dis satisfied

56

Table 5.23 Level of satisfaction with the Drinking Water

S.NO 1 2 3 4 5 Drinking water Highly satisfied Satisfied Dissatisfied Highly dis No opinion Total Satisfied No respondents 7 42 23 3 29 104 % of respondents 6.7 40.4 22.1 2.9 27.9 100

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

57

Satisfied With Drinking Water Facilities

50

40

30

20

Frequency

10

0 Highly satisfied Satisf ied Dis satisfied No opinion Highly Dis satisfied

Satisfied With Drinking Water Facilities

Table 5.24 Quality of Food

S.NO 1 2 3 4 Quality of food No of respondents % of respondents Good Normal Poor None Total 12 33 42 17 104 11.5 31.7 40.4 16.3 100

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

58
Opinion on Quality of Food
50

40

30

20

Frequency

10

0 G ood N al orm P oor N one

Opinion on Quality of Food

Table 5.25 Cleanliness of canteen

S.NO 1 2 3 4 5 Cleanliness of canteen Highly satisfied Satisfied Dissatisfied Highly Dissatisfied No opinion Total No of respondents 3 20 42 16 23 104 % of respondents 2.9 19.2 40.4 15.4 22.1 100

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

59

Satisfaction of Cleanliness
50

40

30

20

Frequency

10

0 Highly satisfied Satisfied Dissatisfied Highly Dissatisfied No opinion

Satisfaction of Cleanliness

Table 5.26 Price of canteen

S.NO 1 2 3 4 5 Highly satisfied Satisfied Dissatisfied Highly Dissatisfied No opinion Total No of respondents 24 46 20 2 12 104 % of respondents 23.1 44.2 19.2 1.9 11.5 100

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

Chart 5.26

60

Satisfaction of Price
50

40

30

20

Frequency

10

0 Highly satisfied Satisfied Dissatisfied Highly Dissatisfied No opinion

Satisfaction of Price

Table 5.27 Availability of Adequate Space

S.NO 1 2 3 4 5 Availability of adequate space Highly satisfied Satisfied Dissatisfied Highly Dissatisfied No opinion Total No of respondents 3 28 21 18 34 104 % of respondents 2.9 26.9 20.2 17.3 32.7 100

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

Chart 5.27

61

Satisfaction of the Availability Space

40

30

20

Frequency

10

0 Highly satisfied Satisfied Dissatisfied Highly Dissatisfied No opinion

Satisfaction of the Availability Space

Table 5.28 Labour Officer

S.NO 1 2

Labour Officer Yes No Total

No of respondents 67 37 104

% of respondents 64.4 35.6 100

Inference:

62 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 20

Frequency

10 0 Yes No

Do you Need a Labour Officer

Table 5.29.1 TITLE: WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION
NO 1 2 3 4 5 6 7 8 FACILITY Safety measures Medical facility Uniform facility Transport facility Education facility Rest room Drinking water Canteen facility No. of respondents 15 13 21 8 12 14 11 10

63

Formula: X = WX/W W = number of respondents X = rating given by the respondent

Table 5.29.2
RANK 1 2 3 4 5 6 7 8 TOTAL WEIGHT 8 7 6 5 4 3 2 1 X1 15 13 21 8 12 14 11 10 104 WX1 120 91 126 40 48 42 22 10 499 RANK 2 4 1 8 5 3 6 7 4.79807

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

Table 5.30.1

64

Title: WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION IN CANTEEN FACILITY

H.S Cleanliness Serving Hygienic Price Light Availability of adequate space Interpretation: 3 7 9 24 20 3

S 20 39 38 46 43 28

D.S 42 26 17 20 18 21

H.D 16 9 16 2 6 18

no. of respondents 23 23 24 12 17 34

Total 104 104 104 104 104 104

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

65

X 1 2 3 4 5 Total W RANK

W 5 4 3 2 1

X1 3 20 42 16 23 104 2.653 V

WX1 15 80 126 32 23 176

X2 7 39 26 9 23 104

WX2 35 156 78 18 23 310

X3 9 38 17 16 24 1104

WX3 45 152 51 32 24 304

X4 24 46 20 2 12 104

WX4 120 184 60 4 12 380

X5 20 43 18 6 17 104

WX5 100 172 54 12 17 355

X6 3 28 21 18 34 104

WX6 15 112 63 20 43 244

2.9807 III

2.923 IV

3.653 I

3.413 II

2.346 VI

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

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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 Yes Qualification of the Employee H.s.c I.T.I U.G P.G Total EXPECTED FREQUENCY: 9 8 17 33 67 No 4 7 14 12 37 13 15 31 45 104

Total

TABLE 5.31.2
Do you Need a Labour Officer Yes Qualification of the Employee H.s.c I.T.I U.G P.G Total 8.4 9.7 20.0 29.0 67.0 No 4.6 5.3 11.0 16.0 37.0 13.0 15.0 31.0 45.0 104.0 Total

67

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

TABLE 5.31.3
O 9 8 17 33 4 7 14 12 TOTAL E 8.4 9.7 20.0 29.0 4.6 5.3 11.0 16.0 (0-E)2 0.36 2.89 9 16 0.36 2.89 9 16 (0-E)2/E 0.042 0.297 0.45 0.55 0.078 0.545 0.818 1 3.78

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

68 =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.

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.

69 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. 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.

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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.

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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.

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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 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. for the

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

PERSONAL DATA: 1) Workers name : ________________________ : : : : below 25 Male H.s.c below 5yrs 26-30 Female Diploma 6-10 yrs I.T.I 11-20 yrs U.G P.G 31-35 35& above

2) Age 3) Sex 4) Qualification 5) Experience yrs 6) Marital status

above20

Married below 5000 15001 to 20000

Unmarried 5001 to 10000 10001 to 15000

7) Monthly income :

20001 and above

74 8)What sort of worker you are : 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 Temporary Permanent

10) What are the family welfare facilities provided by the organization? [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 [e] All [c] Fresh air

[d] Guidance from superiors 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 No opinion

75

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

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

76 23) What level of satisfaction do you have working in night shift Satisfied Dissatisfied Highly dis satisfied No opinion

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 Cleanliness Serving Hygienic Price Light Satisfied Dissatisfied Highly dis satisfied No opinion

77 Availability of adequate space

LABOUR OFFICER 27) Do you need a labour officer? [a]Yes [b] No

EMPLOYEE WELFARE FACILITY PROVIDED BY RANE BRAKE LININGS LIMITED

28) Rank the welfare facilities provided in the organization NO 1 2 3 4 5 6 7 8 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 ___________________

78

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 5 . Web site

Labor problems and social welfare K.Nath&co.meeract-2 www.rane.co.in

www.childcareaction.org

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