Chapter -1

INTRODUCTION

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 EMPLOYEE WELFARE

The industrial progress of a country depends to a great extent on a contended Employee

force. An in different, even if not frustrates and bitter, worker is not only a stigma upon
the society, but also a stumbling block to harmonious industrial functioning resulting in
strained industrial relations, excessive rate of Employee turnover, absenteeism & low
Employee productivity and it hampers the economic growth of the country.

A contended worker is the backbone of the prosperous industrial society.

The importance of Employee Welfare was recognized as early as 1931, where Royal
Commission on Employee stated that the benefits, which go under this nomenclature, are
great. Importance of the worker who is unable to secure by himself 20 yrs. Later, the
planning commission realized the importance of Employee Welfare, that “in order to get
best out of worker in the matter of production, working conditions need to be improved a
lot. The working conditions should be such as to safeguard his health and to protect
against occupational hazards. Despite phenomenal rise in wages there is still lack of
stabilized work force. Employee Welfare is a flexible concept and part of social welfare,
conceptually & operationally.
It connotes a state of well-being, happiness, satisfaction, conservation dev. of human
resources.
Welfare
Welfare means faring or doing well. It is a comprehensive term & refers to the
physical, mental, moral & emotional well being of a person.
WELFARE

Total Concept Social Concept Relative Concept PositiveConcept

1. Total Concept: It is a desirable state of existence involving physical, mental,

moral & emotional well-being.

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 2. Social Concept: Implies the welfare of man, his family & his community each
aspect serving as ends and means.
3. Relative Concept: Welfare is related to time and space.
4. Positive Concept: The positive nature calls for the setting up of the minimum
disable standards necessary for certain components of welfare.

EMPLOYEE WELFARE
The word Employee means any productive activity.

The Oxford Dictionary defines Employee Welfare as betterment of work for employees
relates to taking care of the well being of employees by employer’s trade union govt. and
non-govt. agencies. The concept of Employee Welfare cannot be concisely defined b’coz
of the relativity of the concept. However, efforts have been taken by the expert bodies to
do each his own way.

Employee Welfare has tremendous potentialities for fostering good Industrial Relations
in India. Hence, we might use scientific procedure for Employee Welfare and
Organization and Employee force must be directed in right channels in our fast
developing technological machinery.

In the coming years, the Employee small be made mightier than the machine with
which he works, more fruitful than dust on which he trades and richer than the
earth into which he digs.

Historical Development Of Employee Welfare

1. Employee Welfare was largely influenced by humanitarianly principles and legislation.
2. Before the introduction of Employee Welfare, cond. of employees was miserable exp. of
child Employee, long hrs of work, bad sanitation, absence of safety measures were the
regular features.

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BEFORE INDEPENDENCE: -
To improve the working conditions stated with the 1st Indian Factory Act, 1881, in which
not less than 100 persons were employed.

MANY ACT LIKE: -

1. The factory amendment act, 1891.

2. The Amalgamated society of Railway servants of Indian and Burma, 1897.

3. The printer union Calcutta 1905.

4. The Bombay postal union 1907.

Introduced Many Benefits.

The 1st world war in 1914 led to-no. of new development.

Factory Act 1934 was also introduced.

Another milestone in the field of Employee Welfare was the introduction of
Employee inv. Com. in 1944.

The 2nd world war – brought about far reaching consequences in all

A no. of legislations for the welfare of working classes well also enacted.

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 PRINCIPLES OF EMPLOYEE WELFARE

Employee Welfare is dependent on certain basic principle, which must be kept in mind and
properly followed to achieve a successful implementation of welfare programmes.

1) Principle Of Adequacy Of Wages

Employee Welfare measures cannot be a substitute for wages. Employees have a right to
adequate wages. But high wages rate alone cannot create a healthy atmosphere, for bringing a
sense of commitment on the part of employees a combination of social welfare; emotional
welfare and economic welfare together would achieve good results.
2) Principle Of Social Responsibility Of Industry
Acc. To this principle, industry has an obligation or duty towards its employees to look
after their welfare.
3) Principle Of Efficiency
It is based on the relationship between welfare and efficiency, though it is difficult to
measure the relationship. Whether one accepts the social responsibility for implementing such
Employee Welfare measure as would increase efficiency.
4) Principle Of Re-Personalization
The development of the human personality is given here as the goal of industrial welfare
which acc. To this principle, should counter-act benefits effects of the industrial system.
5) Principle Of Totality Of Welfare
Employees at all levels must accept this total concept of Employee Welfare because
without this acceptance, Employee Welfare programmes will never really get-off the ground.
6) Principle Of Co-ordination Or Integration
A co-coordinated approach will promote a healthy development of the employees; in his
work, home and community.
7) Principle Of Association Or Democratic Values
This principle is based on the assumption that the worker is “a mature and rational
individual”. Industrial democracy is the driving force here employees also develop a sense of
pride when they are made to feel that Employee Welfare programmes are created by them and
for them.
8) Principle Of Responsibility
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 When responsibility is shared by different groups (Employers, Employees and Trade
Unions), Employee Welfare work becomes simple and lazier.
9) Principle Of Accountability
This may also be called the principle of evaluation. Here, one responsible person gives an
assessment or evaluation of existing welfare services on a periodical basis to a higher authority.
This is very necessary, for them one can judge and analyse the success of Employee Welfare
programmes.
10) Principle Of Timeliness
The timeliness of any service helps in its success. To identify the Employee problem and
to discover what kind of help is necessary to solve it and to provide the help is very necessary in
planning Employee Welfare programmes.
11) Principle Of Self-Help
Employee Welfare must aim at helping employees to help themselves in the long run.
This helps them to become more responsible and more efficient.

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 OBJECTIVES OF EMPLOYEE WELFARE

The aim or objectives of welfare activities is three field:

Humanitarian– to enable employees to enjoy a future and riches life.

Economic– to improve the efficiency of the employees.

Civic– to develop among the employees a sense of responsibility and dignity and thus
make them worthy citizens of the nation.
In total, we can say that following could be the objectives of the Employee Welfare activities:

To create and improve sound industrial relations.

To win over employee’s loyalty and increase their morale.

To combat trade unionism and socialists ideas.

To build up stable Employee force, to reduce Employee turnover and absenteeism.

To motivate the employees by identifying and satisfying their unsatisfied needs.

To develop efficiency and productivity among employees.

To save oneself from heavy taxes on surplus profits.

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 EMPLOYEE WELFARE SCHEME
Employee Welfare scheme are generally divided include to broad category:

EXTRA-MURAL
Those welfare activities, which are
undertaken outside the vicinity of the
undertaking. For e.g. Facility of transport to
& from the place of work, good
accommodation, maternity benefit, medical
benefit, PF etc.
INTRA-MURAL
The welfare activity which are
undertaken inside the premises of factory
For e.g. canteen, rest room, first aid
equipment, proper rent & sanitation etc.

BENEFITS PROVIDED TO EMPLOYEES :

Educational Facilities

Sickness & Maternity Benefit

Provident Fund & Pension

Compensation Facility

Leave Facility

Canteen Facility

Drinking Water Facility

Various Allowances
These benefits if provided to worker reduces the rate of :

Absenteeism

Strengthening of cordial relationship

Increases mental efficiency & economic productivity

Developing sense of belongingness

Minimizing industrial strike

Better management & employees relationship

Thus, we can say that the overall objective of Employee Welfare activities is to win over
the employee’s loyalty, to increase productivity, reduce absenteeism and turnover. Promote
better relationships with the employees and to enhance the image or create goodwill between
Employee and mgt. and mgt. and public.

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 EMPLOYEE WELFARE MEASURES IN INDIA

The importance of Employee Welfare activities in has been recognized very recently by the
employers by the government and by the other agencies through the progress in this direction is
very slow. The Employee Welfare activities organized in India by:

The government of India.

The employers.

The trade unions.

WELFARE ACTIVITIES ORGANISED BY GOVERNMENT OF INDIA

Till Second World War the government of India did very little in the field of Employee Welfare .
in 1922 an all India welfare conference was held at Bombay and it discussed certain important
and interesting problem and recommended the coordination of the entire welfare work. It was
during the Second World War that the government of India for the first time launched schemes
for Employee Welfare in their ordinance ammunition and other war industries to increase the
productivity of the employees. State began to form out union to protect the weaker section of
society.

The union was like INTUC formed in 1947 HMS 1948 UTUC in 1949. At the same time
Factories Act,1948 was also passed . in 1956, Employee Housing Scheme was passed to make
available loan facilities to employees for construction of houses. In 1960, Employees State
Insurance Scheme was enacted. Committee On Employee Welfare,1966 was also set-up by Govt.
to examine the working of statutory welfare funds created for certain minerals to examine for
introducing welfare schemes for agricultural Employee. In 1965, Payment Of Bonus At was
passed. In 1971, Employees Family Pension Scheme was introduced. Another significant step
taken by the 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.

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EMPLOYEE WELFARE ACTIVITIES BY EMPLOYERS
At present the welfare activities are brought more and more under legislation rather than being
left to the good sense of the employers. The government has made certain facilities obligatory on
the part of the employers under legislation. Some enlightened employers on their own initiative
have been doing a bit in the direction of welfare. They have provided medical aids hospitals and
dispensary facilities, canteen fair price shops cooperative societies recreation club etc. These
facilities are apart from their liability under various central or state legislations. In Ahemdabad in
1915 calico mills started providing medical services, crèches, canteens and other services. In
1918 Tata’s started a medical unit. In 1920 Delhi cloth mill started providing housing facilities.
In cotton textile industry there was a Bombay Mill Owners Association in 1980. it started
providing with the facilities like crèches rest colonies educational facilities etc. in 1982 about 14
mill owners of the association started providing the employees with housing facilities at very
nominal rate.

EMPLOYEE WELFARE ACTIVITIES BY TRADE UNIONS

The welfare work undertaken by the trade union agencies are negligible of lack of organisation.
And financial stringently only a few union like Ahmedabad textile Employee association the
Mazdoor Sabha of Kanpur Indore Mill Mazdoor Sangh and bank employees associations have
devoted themselves to welfare work. The Ahmedabad textile Employee associations spends
nearly 70% of its income on welfare activities. The activities generally provided by these unions
are libraries and reading rooms educational institutions including day and night schools, cultural
and social center gymnastic etc. however in general trade union have not taken much interested
in welfare work of lack of proper leadership and funds.
The development of harmonious relations will lead to develop healthy relationship
between the two groups of industry and paves the way for industrial peace.
Various Laws Aiming At Welfare Of Employee Class
A) Factory Act, 1948
The state leg. of working conditions in factory in India started only in 1881 when the 1st
Indian factory act was passed. The factory act was quit-1st step to safeguard int. of employees. It
was subsequently amended in 1891, 1911, 1922, 1923, 1926 & in 1931.

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Objective of Act
The Act is a social piece of leg. and it aims at providing projection to employees against
the ind. Occupational hazards. It imposes certain obligations upon the owner to provide such
condition as are conducive to health and safety of employees.
Scope & Coverage
The act applies to factories all over India including the state of J&K.
Provision Of Act
According to factories act 1948 Employee Welfare includes in sec. 42 to sec. 50.
The need for adoption of welfare measures as a means to increase the employees
productive efficiency to keep up their morale & for the maintenances of industrial peace. It has
been realized by all sections of society.
Provisions relating to welfare of factory employees have been made in section 42-50 in
ch. 5 to factories act 1948 which are: -
1. Washing Facilities Sec.42
2. Facilities for Storing & Drying Clothes Sec.43
3. Facilities for Sitting Sec.44
4. First-aid appliances Sec.45
5. Canteen Sec.46
6. Shelters, Rest room Lunch room Sec.47
7. Crèches Sec.48
8. Welfare Officers Sec.49
B) The Workmen’s Compensation Act, 1923
This Act marked the beginning of social security system in India. The main object of the
Act, is to impose an obligation upon employers to pay compensation to employees for accidents
arising out of and in the course of employment.
Coverage
The Act covers all employees employed in factories, mines, plantations, transport
undertakings construction works, railways, ships and other hazardous occupations specified in
Schedule II of the Act.

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Administration
State Governments have appointed commissioners for administering the Act.

Benefits

The employer is liable to pay compensation to a workman for all personal injuries caused
to him by accident arising out of and in the course of employment which disable him for
more than 3 days.

The Act provides that if a workman contracts any occupational disease specified in the III
Schedule it shall ordinarily be deemed as an employment injury.

The amount of compensation depends upon the wages, age and the type of injury of the
workman.
Employer’s Liability

The employer is not liable to pay compensation in the following cases :

Where the injury does not result in total or partial disablement for a period exceeding 3
days.

The willful disobedience of the workman to an order or rule.

The willful removal or disregard by the workman of any safety guard or other safety
devices which he knew to have been provided for the purpose of securing the safety of
employees.

C) The Employees State Insurance Act, 1948

The ind. Worker is exposed to various kind of risk and dangers. These risk are such that
an industries Of small means cannot effectively provide for them by his own ability. It was in
1931 that the royal com on lab. It raised the need for health of industrial worker. It came into
force from 19th April, 1948.
The ESI Act is a major step
Grant of cash benefits to employees in contingence of sickness, mat., Rmp., Injury,
Medical benefit in kind to the employee & their family.
To water co-op., constitute fund, reduce medical care.

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Benefit
 Sickness
 Maternity
 Disablement & Dependent
Scope & Coverage
All non-seasonal factory operation with power employ in 10 persons or more and non
power using factory provisional employees to 20 or more employees.
D) Employees Provident Fund & Misc. Provision Act, 1953
This Act provides for retirement benefits in the form of Provident Fund, Family Pension
& Deposit Linked Insurance.
Objective : substantial measure of the sec. 4 timely monetary assistance.
Scope: whole of India except J& K.
Benefits
 Provident Fund Scheme
 Employees Family Pension Scheme, 1971
 Employees Deposit Linked Insurance Scheme, 1976
E) Payment of Gratuity Act, 1972
Gratuity is kind of reward given to employees for his good, efficiently faithful service.
Provision for old age kind of this help to employees in his age of second dependency.
Objective: object benefit to workmen who have rendered long & blemished service to
employees.
Scope: whole of India, every famine, of field plantation, post railway.
Main provision of Act
As per the provision of Act employees is the person who claims salary not exceeding Rs.
2500 PM. It includes such powers who employed in administrative of managerial capacities.
After the elimination of service the vacuity is payable to all those employees who have
completed 5yrs. of continuous service in the establishment.
F) The Maternity Benefit Act, 1961
Aims
The main purposes of this Act are :

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To regulate the employment of women in certain establishments for certain specified
periods before and after child-birth,

To provide for the payment of maternity benefits to women employees.

To provide for certain benefits in case of mis-carriage, premature birth or illness arising
out of pregnancy.
Coverage
The Act is applicable to all establishments not covered under the Employees State
Insurance Act.
Benefits
Under this Act, a women worker can get maternity leave upto 12 weeks & is entitled to
full wage/salary. Out of this 6 weeks must be prior to the delivery of the child and 6 weeks
immediately thereafter. In addition, a medical bonus of Rs. 25/day is given if the employer
provides no free medical care.

Classification Of Employee Welfare Work

Classification of Employee Welfare is based on individual industrial welfare working
into three cateogaries.
CLASSIFICATION

STATUTORY VOLUNTARY MUTUAL

STATUTORY
The welfare work is statutory when such activities has to be undertaken in furtherance of
the legislation enacted by the government i.e. it compromises of those provision whose
observance is binding on the employers under law. In order to maintain a minimum standard
of health and safety etc. of the employees, the govt. of a country enacts certain rules under
various acts or ordinances which have to be abided by the employees in respect of their
employees. Such rules may relate to certain essential working condition, like hours of work,
sanitation etc. Such state intervention in providing statutory provisions for employees welfare is
increasing day-to-day in every country.

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VOLUNTARY
Voluntary welfare includes all those activities, which employers undertake for the
welfare of their employees on Voluntary basis. The idea is apparently philanthropic (man’s love
for mankind i.e. he strives to remove the suffering of others and promote their well-being), but if
we go deep into the matter, then we find that it is a sound investment also because the various
welfare activities of employers not only increases the efficiency of the employees but also reduce
the chances of conflicts. There are some social organizations which also undertake voluntary
welfare work; for instance, the Y.M.C.A.
MUTUAL
Mutual welfare is a “corporate enterprises” undertaken by the employees themselves so
as to bring about the social and economic uplift of the employees. Trade unions for this purpose
undertake many provisions for the welfare of the employees.
Committee of expert for welfare facilities divided Employee Welfare service into two
groups for industrial employees converted by the ILO in 1963. They are:
1. Intra-mural activities
2. Extra-mural activities
Intra-mural activity consist of such welfare schemes provide written the factories such
as medical facilities, washing & bathing facilities, urinals, crèches, rest rooms, shelters drinking
water facilities, health services, etc.
Extra-mural activity covers the services & facilities provided outside the factory such as
housing accommodation, indoor & outdoor recreation facilities, amusement & sports,
educational facilities, provision of library & reading room etc.

NECESSITY OF EMPLOYEE WELFARE WORK IN INDIA

The necessity of Employee Welfare work in India can easily be realized if look
into the working condition of the Employee classes in Indian industries. India, an
industrially backward country is in its developing stages. The working conditions in
Indian industries are not satisfactory. The employees have to work for long hours under
unhealthy surroundings & have no means to remove the drudgery of their lives. A

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contended, stable & efficient Employee force cannot be built up without an improvement
in two conditions of their life and works in industrial centers. It is axiomatic that in all
pursuits a high standards of efficiency can be expected only from persons who are
properly housed, fed & clothed if the Employeeers are properly treated & certain
amenities are supplied, they feel satisfied & find no scope for resentments against
employers. This need was emphasized in free India by the constitution.

Welfare Activities In Indian Organisation

Organisation Facilities / Activities

COTTON MILLS Canteen, cretches, ambulance, rooms, grain shops,

Sports , cooperative credit societies.

JUTE MILLS Welfare centers, sports and cultural activities.

TISCO Community centers, sports activities.

IISCO Community centers, welfare of harijans and advasis,

cooperative credit societies, cooperative stores,
educational inst. Welfare centers and com. Center
death benefit scheme.

BOKARO, ROURKELA & Hospitals, consumer co-operative stores “credit

BHILAI STEEL PLANTS. societies, holiday homes received facilities, school,
com. centers.

PORT (Bombay) Dispensaries and hospitals co-operate stores,

educational allowances and scholarship rest shelters,
centers, sports.

BHEL Common fund, eg. club, blood donation, sickness

cases, festival loan, death cases, vehicle facility,
retirement benefits, cycle loan was uniform facility,
scholarship, family planning, medical fund,
accommodation.

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 COMPANY PROFILE

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 B.H.E.L – OVERVIEW

BHEL is country’s premier engineering organization and one of the NAVARATNA

PSUs(PUBLIC SECTOR UNDETAKINGS).
BHEL was established more than 50 years ago when its first plant was set up in Bhopal
ushering in the indigenous heavy electrical equipment industry in India , a dream that has
been more than realized with well-recognized track record of performance. It has been
earning profit continuously since 1971-72 and achieved the financial turnover during the year
2010-2015 was Rs.40,000 Crores and Current Order Book is of around Rs.1,20,000 Crores.
BHEL plans to be a Rs.45,000 Crores Company by 2015-16 and a Rs.90,000 Crores Company
by 2016-17. BHEL is the only PSU among the 12 Indian Companies to figure in “Forbes Asian
Fabulous 50” list.
BHEL caters to core sectors of the Indian Economy viz., Power Generation and
Transmission, Industry, Transportation, Telecommunication, Renewable Energy, Defense etc.
The wide network of BHEL'S 14 manufacturing divisions, 4 Power Sector regional
centers, 15 regional offices and 100 number of projects sites spread all over India and
abroad and enables the company to promptly serve its customers and provide then with
suitable products, systems and services-efficiently and at competitive prices. BHEL has
already attained ISO 9000 and all the major units/divisions of BHEL have been upgraded
to the latest ISO-9001: 2000 version quality certification for quality management. BHEL
has secured ISO-14001 certification for environmental management systems and OHSAS-
18001 certification for occupational health and safety management system for its major
units/divisions.

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POWER GENERATION
Power Generation Sector comprises of thermal , gas , hydro and nuclear power plant
business. As of 31.3.2003 , BHEL – supplied sets account for nearly 68 , 854 MW or
65% of the total installed capacity of 1,06,216 MW in the country , as against Nil till
1969 – 70.

BHEL has proven turnkey capabilities for executing power projects from concept to
commissioning. It possesses the technology and capability to produce thermal sets with
super critical parameters up to 1000 MW unit rating and gas turbine - generator sets of
up two 250 MW unit rating. Co- generation and combined cycle plants have been
introduced to achieve higher plant efficiencies. To make the efficient use of the high- ash –
content coal available in India , BHEL also supplies circulating fluidized bed
combustion boilers for thermal plants.

The company manufactures 220 / 235 / 500 MW nuclear turbine - generator sets.
Custom – made hydro sets of Francis ; Pelton and Kaplan types for different head-
discharge combinations are also engineered and manufactured by BHEL.
In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear
have been placed on the company as on date. The power plant equipment
manufactured by BHEL is based on contemporary technology comparability with.
In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear have
been placed on the company as on date. The power plant equipment manufactured by
BHEL is based on contemporary technology comparable with the best in the world , and
is also internationally competitive.

The company has proven expertise in plant performance improvement through renovation ,
modernization and up rating of variety of power plant equipment , besides specialized
know – how of residual life assessment , health diagnostics and life extension of plants.

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TRANSMISSION & DISTRIBUTION (T&D)
BHEL offers wide – ranging products and systems for T & D applications. Products
manufactured include : power transformers , dry type transformers , series & shunt –
reactors , capacitor banks , vacuum & SF6 circuit breakers gas - insulated switchgears ,
energy meters , SCADA systems and insulators.
A strong engineering base enables the company to undertake turkey delivery of
substations up to 400 kV level , series compensation system ( for increasing power
transfer capability of transmission lines and improving system stability and voltage
regulation ) , shunt compensation systems ( for power factor and voltage improvement )
and HDVC system ( for economic transfer of bulk power ) BHEL has indigenously
developed the state – of – the - art controlled shunt reactor ( for reactive power
management on long transmission lines ). Presently , a 400 kV FACTS ( flexible AC
Transmission system ) project is under execution. The company undertakes comprehensive
projects to reduce ATC losses in distribution systems.

INDUSTRIES
BHEL is a major contributor of equipment and systems to industries : cement , sugar ,
fertilizer , refineries , petrochemicals , papers , oil and gas , metallurgical and other process
industries. The range of systems & equipment supplied includes : captive power plants , co
- generation plants , DG power plants , industrial steam turbines , heat exchangers and
pressure vessels , centrifugal compressors , electrical machines , pumps , valves , seamless
steel tubes , electrostatic precipitators , fabric filters , reactors , fluidized bed combustion
boilers , chemical recovery boilers , process controls and material handling systems.

The company is a major producer of large – size thirstier devices. It also supplies digital
distributed control systems for process industries and control & instrumentation systems for
power plant and industrial applications. BHEL is the only company in India with the
capability to make simulators for power plants , defense and other applications.

The company has commenced manufacture of large desalination plants to help augment
the supply of drinking water to people.

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TRANSPORTATION
BHEL involved in the development design , engineering , marketing , production ,
installation , and maintenance and after - sales service of rolling stock and traction
propulsion systems. In the area of rolling stock , BHEL manufactures electric locomotives
up to 5000 HP , diesel electric locomotives from 350 HP to 3100 HP both for mainline
and shunting duty application. BHEL is also producing rolling stock for special
application viz ., overhead equipment cars , special well wagons , Rail – cum – road vehicle
etc. Besides traction propulsion systems for in – house use , BHEL manufactures traction
propulsion systems for other rolling stock producers of electric locomotives , diesel -
electric locomotives , electrical multiple units and metro cars. The electric and diesel
traction equipment on Indian railways are largely powered by electrical propulsion
systems produced by BHEL. BHEL also undertakes retrofitting and overhauling of rolling
stock. In the area of urban transportation systems , BHEL is geared up to turkey execution
of electric trolley bus systems , light rail systems , etc. BHEL is also diversifying in the
area of port handling equipment and pipelines transportation systems.

TELECOMMUNICATION
BHEL also caters to telecommunication sector by way of small , medium and large
switching systems.

RENEWABLE ENERGY
Technologies that can be offered by BHEL for exploiting non - conventional and
renewable resources of energy include ; wind electric generators solar photovoltaic systems
, stand - alone and grid – interactive solar power plants , solar heating systems , solar
lanterns and battery - powered road vehicles. The company has taken up R & D efforts for
development of multi - junction amorphous silicon solar cells and fuel cells based systems.
OIL & GAS
BHEL is a major contributor to the oil and gas sector industry in the country. BHEL'S
product range includes deep drilling oil rigs , mobile rigs , work over rigs, well heads
and X – Mas trees ( of up to 10,000 psi ratings ) , choke and kill manifolds , full bore

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gate valves , mud valves , mud line suspension system , casing support system , sub - sea
well heads , block valves , seamless pipes , motors, compressors , heat exchangers , etc.
BHEL is the single largest supplier of well heads , X – Mas tress and oil rigs to ONGC &
OIL.

INTERNATIONAL OPERATIONS
BHEL has, over the years, established its references in 70 countries across all inhabited
continents of the world. These references encompass almost the entire range of BHEL products
and services, covering Thermal Hydro and Gas-based turnkey power projects, substation
projects, Rehabilitation projects, besides a wide variety of products like Transformers,
compressors, Valves, Oil field equipment, Electrostatic Precipitators, Photovoltaic equipments,
insulators, heat Exchangers, Switchgears, Castings and Forgings etc. Some of the major
successes achieved by BHEL have been in Gas-based power projects in Oman, Libya, Malaysia,
Saudi Arabia, Iraq, Bangladesh, Sri Lanka, China, Kazakhstan; Thermal Power Projects in
Cyprus, Malta, Libya, Egypt, Indonesia, Thailand, Malaysia; Hydro power plants in New
Zealand, Malaysia, Azerbaijan, Bhutan, Nepal, Taiwan and Substation projects & equipment in
various countries. Execution of these overseas projects has also provided BHEL the experience
of working with world-renowned Consulting Organizations and Inspection Agencies. The
Company has been successful in meeting demanding requirements International markets, in
terms of complexity of the works as well as technological, quality and other requirements viz.
HSE requirement, financing package, associated O&M services to name a few. BHEL has
proved its capability to undertake projects on fast-track basis. BHEL has also established its
versatility to successfully meet the other varying needs of various sectors, be it captive power,
utility power generation or for the oil flexibility to exhibited adaptability by manufacturing and
supplying intermediate products.

 REGIONAL OFFICES (POWER SECTORS)

1. NEW DELHI (NORTHERN REGION)
2. CALCUTTA (EASTERN REGION)
3. NAGPUR (WESTERN REGION)
4. CHENNAI (SOUTHERN REGION)

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BUSSINESS OFFICES
1. BANGLORE
2. BARODA
3. BHUBANESHWAR
4. MUMBAI
5. CALCUTTA
6. CHANDIGARH
7. GUWAHATI
8. JABALPUR
9. JAIPUR

MANUFACTURING UNIT
1. HEAVY ELECTRICAL EQUIPMENT PLANT, HARDWAR
2. CENTRAL FOUNDRY FORGE PLANT, HARDWAR
3. HEAVY POWER EQUIPMENT PLANT, HYDERABAD
4. HIGH PRESSURE BOILER PLANT, TRICHY
5. HEAVY ELECTRICALS PLANT, BHOPAL
6. TRANSFORMER PLANT, JHANSI
7. ELECTRONICS DIVISION, BANGALORE
8. BOILER AUXILIARIES PLANT, RANIPET
9. INDUSTRIAL VALVES PLANT, GOINDWAL
10. ELECTRO-PORCELAINS DIVISION, BANGALORE
11. INSULATOR PLANT, JAGDISHPUR
12. COMPONENT FABRICATION PLANT, RUDRAPUR
13. HEAVY EQUIPMENT REPAIR PLANT, VARANASI
14. ELECTRICAL MACHINE REPAIR PLANT, MUMBAI

TECHNOLOGY UPGRADATION, RESEARCH & DEVELOPMEMT

To remain competitive and to meet customer's expectations , BHEL lays great emphasis
on the continuous up gradation of the products and related technologies , and development
of new products. The company has upgraded its products to contemporary levels through

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Manminder Kaur
continuous in – house efforts as well as through acquisition of new technologies from
leading engineering organization of the world. BHEL'S investment in R & D is amongst
the largest in the corporate sector in India. Products developed in - house during the last
five years contributed over 7% to the revenues in 2004 - 05.

BHEL has introduced , in the recent past , several state - of – the – art products ; low -
NOx oil / gas burners , large capacity atmospheric fluidized bed combustion boilers , high
- efficiency pelton hydro turbines , petroleum deport automation systems , 36 KV gas -
insulated sub – station , controlled shunt reactors ( CSR ) and performance analysis ,
diagnostics and optimization ( PADO ) package for power plants , etc. The company has
also transferred a few technologies developed in - house to other Indian company for
commercialization.
The company is also engaged in research in futuristic areas , such as applications of
super conducting materials in power generation and industry , and fuel cells
distributed , environment – friendly power generation.

HUMAN RESOURCE DEVELOPMENT INSTITUTE

BHEL has envisioned becoming "A World Class Engineering Enterprise committed to
enhancing stakeholder value". Force behind realization of this vision and the source of our
competitive advantage is the energy and ideas of our 44,000 strong highly skilled and motivated
people. The Human Resource Development Institute situated in NOIDA, a corner-stone of
BHEL learning infrastructure, along with Advanced Technical Education Center (ATEC) in
Hyderabad and the Human Resource Development Center at the manufacturing Units, through
various organizational developmental efforts ensure that the prime resource of the organization –
the Human Capital is “Always in a state of Readiness”, to meet the dynamic challenges posed by
a fast changing environment. It is their constant endeavor to take the HRD activities to the
strategic level of becoming active partner to the (organizational) pursuits of achieving the
organizational goals.

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Manminder Kaur
HEALTH , SAFETY & ENVIRONMENT MANAGEMENT
BHEL , as an integral part of business performance and in its endeavor of becoming a
world - class organization and sharing the growing global concern on issues related to
environment , occupational health and safety is committed to protecting environment in
and around its own establishment and to providing safe and healthy working environment
to all its employees.
For fulfilling this obligation , corporate policies have been formulated as

Environmental Policy

Compliance with applicable environmental legislation / regulation;

Continual improvement in environment management systems to protect our natural
environment and control pollution;

Promotion of activities for conservation of resources by environmental management;

Enhancement of environmental awareness amongst employees , customers and
suppliers.

BHEL will also assist and co-operate with the concerned government agencies and regulatory
bodies engaged in environmental activities, offering the company's capabilities in this field.
Occupational Health and Safety Policy

Compliance with applicable legislation and regulations;

Setting objectives and targets to eliminate / control / minimize risks due to
occupational and safety hazards;

Appropriate structured training of employees on occupational health and safety
(OH&S) aspects;

Formulation and maintenance of OH&S management programs for continual
improvement;

Periodic review of OH&S management system to ensure its continuing suitability ,
adequacy and effectiveness.

Communication of OH&S policy to all employees and interested parties.

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Manminder Kaur
The major units of BHEL have already earned international recognition by implementation
of ISO 14001 Environmental Management System and OHSAS 18001 occupational health
and safety management system.

In pursuit of these policy requirements , BHEL will continuously strive to improve work
practices in the light of advances made in technology and new understanding in
occupational health , safety and environmental science.

Principles of the “Global Compact”

Human Rights
1. Business should support and respect the protection of internationally proclaimed
human rights; and
2. Make sure they are not complicit in human rights abuses.

Labor Standards
1. Business should uphold the freedom of association and the effective recognition
of the to collective bargaining;
2. The elimination of all forms of forces and compulsory labor;
3. The effective abolition of child labor; and
4. Eliminate discrimination.

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Manminder Kaur
 27
Manminder Kaur
 ENVIRONMENT POLICY
The Environment policy our commitment and will serve as a guideline for all our manufacturing
sites.
We reaffirm our commitment to prevention of pollution by minimizing the adverse
impact of our activities and operations on the environment.
Pursuant to this goal, we shall:

Continually improve the environmental performance by setting sound environmental
objectives and targets of the manufacturing unit and reviewing at the top management
level as essential elements of corporate management.

Install, maintain and operate control facilities to comply with all applicable
environmental laws and other regulations pertaining to the unit.

Promote form forestry for sustainable availability of fibrous raw material.

Conserve natural resources and energy by constant endeavor to reduce consumption and
wastage.

Introduce cleaner and energy efficient process in a phased manner to replace pollution –
prone process.

Create awareness amongst all employees to work in a manner to ensure protection of the
environment.

Make available the policy to the concerned and agencies demand

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Manminder Kaur
 ENVIRONMENT AND SAFETY
The Unit is committed to preserve its environment and safety of its employees. The company has
installed full-fledged Effluent Treatment Plant and State Pollution Board well below those
specifies norms achieved. BHEL also have installed Electrostatic Precipitator on our 3 no. High
Pressure Coal Fired Boilers, One no. Medium Pressure Boiler and 2 no. Chemical Recovery
Boiler. During the year 2014-15 we have successfully commissioned Lime Sludge burning Kiln
along with ESP at an investment of Rs. 300.00 Lacs, which will reduce quantity of solid waste to
be disposed from 100 TPD to 10 TPD only. During the year 2014-15, following are lined up for
commissioning.
a. New Electroststic Precipitator from Thermax at a cost of Rs. 150.00 Lacs for ABL Recovery
Boiler to bring down air emission from 150 mg/NM3 to 100 mg/NM3.
b. Up gradation of JMW Recovery Boiler ESP to bring down air emission to 150 mg/
NM3 in first phase and to 100 mg/NM3 in second phase.
Above three amply illustrates commitment towards environment by minimizing solid,
liquid and gaseous wastages. SGU has separate environmental cell of qualified engineers and
scientists. Environmental Management System under ISO 14001 has been initiated and process
of ISO14001 certification is under implementation stage. Company has also full-fledged safety
department to look after the safety of plants and the employees. To ensure participation from all
quarters regular training programmes, slogan and sketches competition are conducted, safety day
is celebrated with great enthusiasm. Safety committee meeting conducted every month.
For ensuring safety company has a committee which takes following measures on regular basis:
 Safety Audit.
 Health checks of employees.
 Monitoring of Work Permit System
 On site emergency plans.
 Drill and demonstrations.
 House keeping and safety.

Safety meetings are held once a fortnight with members covering all process &
engineering functions taking active parts.

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 CHAPTER - 2
LITRACTURE REVIEW

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 LITERATURE REVIEW
“As a society , we have been moving from old to the new. And we are still in motion. Caught
between eras, we experience turbulence.”

Very few Studies has been Conducted on the Topic An Exploratory Research on
Employee Perception Regarding Employee Welfare Measure undertaken by Govt. Group
Companies - A Case Study Of Bharat Heavy Electrical Ltd.(BHEL) , Haridwar Some of
important Researches in this area are as follows :

Saiyadain Mirza (2012)
This book told me about the importance of human resource in the organization and how a
work life balance is required to ensure the smooth running of the organization. Employee
Welfare has tremendous potentialities for fostering good Industrial Relations in India.
Hence, we might use scientific procedure for Employee Welfare and Organization and
Employee force must be directed in right channels in our fast developing technological
machinery.

Tripathi P.C. (2011)
It told me about quality of work life attributes and what features can be adopted by the
organization to maintain adequate balance between personal and professional life of
employees leading to their job satisfaction, inturn loyalty towards the organization.
Voluntary welfare includes all those activities, which employers undertake for the
welfare of their employees on Voluntary basis. The idea is apparently philanthropic
(man’s love for mankind i.e. he strives to remove the suffering of others and promote their
well-being), but if we go deep into the matter, then we find that it is a sound investment
also because the various welfare activities of employers not only increases the efficiency
of the employees but also reduce the chances of conflicts. There are some social
organizations which also undertake voluntary welfare work; for instance, the Y.M.C.A.

Ashwathappa K. (2011)
It revealed out the important quality of life parameters necessary for organization to
provide adequate working environment to employees. Several policy measures have been
initiated in recent years to remove the bottlenecks of availability of raw materials and

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 infrastructure development. To bridge the gap of short supply of raw materials, duty on
pulp and waste paper and wood logs/chips have been reduced. The capacity utilization of
the industry is low at 60%. About 194 paper mills, particularly small mills, are sick and
/or lying closed. Several policy measures have been initiated in recent years.

Kothari C.R, (2010)
It told me about the kind of research design, which are prevailing. It guided about
formation of questionnaire and research methodology application. The government has
made certain facilities obligatory on the part of the employers under legislation. Some
enlightened employers on their own initiative have been doing a bit in the direction of
welfare. They have provided medical aids hospitals and dispensary facilities, canteen fair
price shops cooperative societies recreation club etc.

Bernardi John H. (2008)
It highlighted the need of maintaining adequate balance in quality of work life being
provided to the employees so as to maintain the efficiency of organization and employees
as well leading to adequate working environment

Beardwell Inn & Holden Len (2007)
It revealed out the attributes necessary to build up adequate working environment for the
employees in the organization that lead to enhanced performance and efficiency of
employees helpful in achieving integrated goals of organization and individual altogether.

Dixon and Bruening (2007) found, work interfered with family more than family
interfered with work. The conflict between, these multiple roles is due to limited amount
of time and energy individuals have to spend, on each of the roles that exacts a cost,
normally psychological distress, poor health, decreased marital or job satisfaction reduced
job performance and intent to leave one’s profession. “Culturally we tend to honor hard
work and most people feel that it pays off. But in the end, if it replaces the more important
things in life, like relationships, you end up with les.” Goldsmith 2006.

Stoddard and Madsen (2006) found employees perceive a positive connection between
work and family, however the family provides more resources to enrich work, than that
does work provide for enriching family. Verschoor 2007 cites a study of 1000 employees
adults which revealed, 91% of the participant’s agrees, “employees are more likely to

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Manminder Kaur
 behave ethically at work, when they have a good balance between, their job and their
personal life.”

Thomas Jefferson, the 3rd president (2005) of US was a rare head of a state who
entertained strong views in support of the need for adequate attention to be given by a
man to his family as against his vocational demands. Even the supreme catholic Pontiff
pope reported that there is indeed, such a need for every member of the work force to set
apart appropriate time for his mind, family and social needs. So employees should go for
break after a long work, as it would refresh and re-energies a work man.

Providing scope for employees to balance their work with the responsibilities and interests
they have outside work. It enables them to reconcile the competing claims of work and
home by meeting own needs as well as those of their employers.

Jim Bird, the founder and CEO (2004) of www.worklifebalance.com has given an
interesting approach in matter of work life balance called, “two legs of the work life
strategy” in which left leg consists of approach adopted by employers and approach
adopted by employee as the right leg”. He even said work life balance is more an
individual issue that affects the organization then it is an, organizational issue that affects
the individual.

As Kods Et Al (2002) explain , the principle of work life balance is that “ there should be
a balance between an individual’s work and his life outside work and that this balance
should be healthy.” As defined by the work foundation (2003), the concept of work life
balance is about employees achieving a satisfactory equilibrium between work and non
work activities (i.e., parental responsibilities and wider caring duties, as well as other
activities and interests)
Earlene Huck Leberry, a professional life and executive coach in Lexington USA says-
“to achieve fulfillment and success at home and work, leisure and personal time, must
compliment one’s job passion and work responsibilities. The key to achieving work life
balance is to understand what is causing the imbalance and to do something about it”.

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 CHAPTER - 3
OBJECTIVE OF THE STUDY

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Manminder Kaur
 OBJECTIVES

1. To study Employee Welfare activities undertaken by BHEL.

2. To study Employee Perception Regarding Employee Welfare Activities Undertaken

by BHEL , Haridwar.

3. To study the effect of Employee Welfare meaures on satisfaction of employees.

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 RESEARCH METHODOLOGY

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Manminder Kaur
 RESEARCH METHODOLOGY

A. RESEARCH DESIGN
I have used Exploratory Research as a tool to study Employee Welfare
measures of employees.

B. DATA COLLECTION

Both Primary Data and secondary Data has been used .primar y Data is

collected through Questionnaire and secondary Data has been collected through

compny Annual report , , brouchers etc.

In order to collect the information for the research study I used the

questionnaire which had both open-ended and close-ended questions. The

questionnaire was filled by the investigator herself because most of the

employees were not able to go through the questionnaire. The questions were

explained to them in Hindi and the replies were sought. So filling-up of the

questionnaire was followed with the brief interview with the worker.

Personal observations are also obtained by visiting work place, canteen,

workmen shelters and colony of employees.

DATA ANALYSIS

After the data collection, various parameters have been used for the purpose of

data analysis & the information collected has been presented in different tables &

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Manminder Kaur
 on the basis of these tables analysis & interpretation has been made & the same

has been presented in the form of Bar Diagrams, Doughnuts & Pie-Diagrams.

SAMPLING DESIGN
A sample design is a definite plan for obtaining a sample from a given

population. There are many sample design from which a researcher can choose.

Researchers must prepare /select a sample design which should be reliable and

appropriate for their research only.

Sample Size
This refers to the organizations surveyed. Although large samples are more

reliable but due to shortage of time and money this organization has been

selected.

Sample Size : 100

Type Of Question : Close-ended & Open-ended

Instrument Used : Questionnaire, Personal

Interviews

Area covered : Haridwar

Type Of Universe : Finite

Sampling Technique
This refers to procedure by which the organizations have been chosen. This is :

Non-Random Sampling : Convenience Sampling

Judgement Sampling

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 LIMITATIONS

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Manminder Kaur
 LIMITATIONS
In spites of the hurdles research period was a good time for learning experience and exposure

to industrials atmosphere and culture but there are certain limitations that every researcher

have to face during the research period. I had find

The size of the sample was very small due to shortage of time and resources.

Respondents may be biased in favour of management.

Due to pressure of management, respondents were reluctant in communicating.

Difficulty was faced in getting the responses to various questions because respondents

could not devote enough time to me.

Since this is an opinion survey, personal bias may have crept in, due to the

respondent’s tendency to rationalize their views.

Biasness of data is their because of data collecet at their work place and in the

presence of seniors.

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Manminder Kaur
 CHAPTER - 4
DATA ANALYSIS AND
INTERPRETATION OF DATA

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Manminder Kaur
 DATA ANALYSIS & INTERPRETATIONS

Table No. 1
NUTRITION CONDITIONS IN FACTORY CANTEEN PREMISES

Nutrition Conditions Yes No

Existence of canteen 100 --

Facilities Provided 70 30
Canteen Committee 20 80
Service on duty 14 86
Moderate rates 90 10
Hygiene checking 24 76

The graphical representation and table reveals that all respondents i.e. 100%
and 90% are happy with existence of canteen and moderate prices respectively but a of
86% and 76% were not satisfied with service and hygiene checking due to non-
availability of committee.

Fig.-1 Nutrition Conditions In Factory Canteen Premises

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 Table No. 2
SHELTERS AND REST FACILITIES

Level of Satisfaction No. Of Respondents

Excellent 10

Satisfactory 84

Un-Satisfactory 6

Total 100

Respondent’s attitude towards Shelter & Rest Facilities depicts that upto 84% employees
surveyed are satisfied with the shelter and rest-room facilities whereas 6% are not satisfied
with these facilities.

Shelter & Rest Facilities

50

40
No. of Respondents

30

20

10

0
Excellent Satisfactory Unsatisfactory
Level of Satisfaction
No. of Workers
Fig. 2 -SHELTERS AND REST FACILITIES

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 T able No. 3
DRINKING WATER FACILITY

Level of Satisfaction No. of Respondents

Satisfied 96

Un-satisfied 04

Total 100

Graphical representation points out that 96% of the employees were satisfied

and only 4% were unsatisfied and felt that it was a distance from their place of duty.

Some persons wanted that there should be adequate number of glasses at an

appropriate place.

Drinking Water Facility to Respondents

4%

Satisfied
Un-satisfied

96%

Fig-. 3 DRINKING WATER FACILITY

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 Table No. 4
STORING AND DRYING FACILITY

Level of Satisfaction No. of Respondents

Excellent 50

Satisfactory 30

Unsatisfactory 20

Total 100

Here, most of the employees are more than satisfied (40) with the storing
facilities while nobody is found to be unsatisfied with these facilities.

Respondents's Attitude towards Storing &

Drying Facilities

20%
Excellent
Satisfactory
Unsatisfactory
50%

30%

Fig. 4 - STORING AND DRYING FACILITY

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Manminder Kaur
 Table No. 5
MEDICAL FACILITIES

Level of Satisfaction No. of Respondents

Excellent 70

Satisfactory 26

Unsatisfactory 04

Total 100

The table shows that up to 70 % employees surveyed find the medical facilities are
excellent and only 4% are not satisfied.

Medical Facilities
4%
26%

70%
Excellent
Satisfactory
Unsatisfactory

Fig. 5 -MEDICAL FACILITIES

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 Table No. 6
RECREATIONAL FACILITIES

Responses Yes No

Provision for employees Club 100 --

Facilities Provided 24 76
Maintenance on Facilities 20 80
Rest House Provision 10 90
Games and Sports Facilities 70 30

The respondents admire the availability of worker’s club but only few i.e. that is
24%,20%,10%employees were satisfied with these facilities such as maintenance and
rest house facility where as games & sports facilities were very much praised by 70%
employees.

Recreational Facilities
120

100
No. of Respondents

80

60

40

20

0
Provision for Facilities Maintainence Rest House Games &
Worker's Club Provided on Facilities Provision Sports
Facilities

Responses
Yes No
Fig. 6 -RECREATIONAL FACILITIES

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 Table No. 7
SANITARY CONDITIONS

Sanitary Conditions No. of Respondents

Hygienic 24

Semi hygienic 64

Unhygienic 12

Total 100

Table and graph shows that according to 64% of the employees sanitary
condition of the canteen were semi hygienic and 24% felt that it was hygienic. 12%
called it as un hygienic.

Sanitary Conditions Acc. to Workers

12%
24%

Hygenic
Semi-Hygenic
Un-Hygenic

64%

Fig. 7 -SANITARY CONDITIONS

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 Table No. 8
HOUSING FACILITIES

Level of Satisfaction No. Of Respondents

Excellent 36

Satisfactory 50

Unsatisfactory 14

Total 100

The above table reveals that half of the respondents i.e. 50% are satisfied with housing
facilities, 36% says that they are excellent & 14% are not satisfied with these
facilities.

Housing Facilities

14%

36%
Excellent
Satisfactory
Unsatisfactory

50%

T
Fig. 8 - HOUSING FACILITIES

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 Table No. 9
HEALTH CARE FACILITIES

Level Of Satisfaction No. of Respondents

Excellent 80
Satisfactory 20
Unsatisfactory -
Total 100

From among the 50 employees surveyed 40 says health care facilities are
excellent and 10 employees says that they are satisfied. No one was found unsatisfied.

Worker's Attitude Towards Health Care Facilities

50
No. of Respondents

40

30

20

10

0
Excellent Satisfactory Unsatisfactory

Level of Satisfaction
No. of Respondents

Fig. 9 -HEALTH CARE FACILITIES

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 Table No. 10
SATISFACTION LEVEL WITH REGARD TO EMPLOYEE WELFARE
MEASURES

Responses No of Respondents
Inadequate Wages 50
Poor working Conditions 20
Lesser Opportunities 30

Total 100

Employees responses reveals that 50% employees were not satisfied with
present management because they were inadequately paid and lesser opportunities
available to grow which was the concern of 30% employees and 20% were not
satisfied with working conditions.

Satisfaction Level With Regard to Labour

Welfare Measures
50
No. of Respondents

40
No. of
30 Respondents

20

10

0
Inadequate Poor Working Lesser
Wages Conditions Opportunities

Responses

Fig. 10 –
SATISFACTION LEVEL WITH REGARD TO EMPLOYEE WELFARE
MEASURES

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 Table No. 11
RELATIONS BETWEEN RESPONDENTS AND EMPLOYER

Responses No. Of Respondents

Co-operative 68

Un-co-operative 32

Total 100

The above table shows that according to the employees 68% employees relation
between worker and supervisor is co-operative and 32% employees according to
relation between worker and supervisor is un-co-operative.

Relation between Respondents & Employer

32%

68%

Co-operative
Un-co-operative

Fig. 11 -RELATIONS BETWEEN RESPONDENTS AND EMPLOYER

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 Table No. 12
RELATIONS BETWEEN RESPONDENTS AND EMPLOYER

Strongly Disagre 0
Disagree 6
Can’t Say 4
Agree 84
Strongly Agree 6
Total 100

The above table shows that according to the 54% employees are agree with the
statement and 6% are strongaly agree where as 6% are strongly disagree and 4%
depics neutral opinions about the statement

Fig. 12 –Openion of Repondents

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 CHAPTER - 5
FINDINGS

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Manminder Kaur
 FINDINGS

The major conclusion emerging from the study may be summarized as follows :

The organization is very conscious about the welfare of the employees working at

various levels & takes every step to provide more & more facilities to the employees.

So, we can say that most of the employees are quite satisfied.

There is a statutory liability on the part of employer to provide canteen facilities to

employees. After analyzing the collected data , we can find from the responses of

employees which reveals that canteen facility is working effectively. Various eatables

are provided to employees on cheap rates. Canteen is working on no profit no loss.

It is very common that a person cannot work continuously for long period of time,

after a certain period of time he feels need for rest. And it has been found better results

can be obtained as it not only removes the fatigue but also eliminate the element of

monotony and burden. Therefore, majority of the employees were found to be satisfied

with the Shelter and Rest Room Facilities.

Drinking water facility is a pre-requisite of a organization and after interpreting the

data, we can easily find that most of the employees were satisfied and only little

percentage was found to be un-satisfied.

Employees provide their responses positively because most of the employees were

more than satisfied with the storing facilities while nobody is found to be un-satisfied

with these facilities, as company has made rules for the provision of suitable places for

keeping clothing not worn during working hours and for the drying of wet clothing.

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Manminder Kaur

In the organization, first-aid & medical facilities provided to the employees are

excellent. There are well-equipped dispensaries where proper treatment is provided to

employees and their family members.

As for recreational facilities are concerned, there are various types of recreational

facilities which are provided to the employees in the organization like worker’s club,

rest house, sports ground etc.

Majority of the employees were satisfied with the sanitary conditions facilities

provided but some were dissatisfied also as they did not considered the facilities up to

the mark.

Most of them were satisfied with the accommodation they were being provided

according to some of them it was excellent but there are some sections of the

employees who are dis-satisfied with the housing facilities they are getting.

We can find from the responses that the company takes every step essential for

safeguarding the health of employees. There are proper provisions for the proper

disposal of wastes and effluents and arrangement of adequate temperature and

ventilation in the factory premises. However, arrangement of cleanliness is not as

good as it should be.

After analyzing the data, we can find that employees were dissatisfied with regard to

various parameters. Some were having the problem that they were inadequately paid,

some were not satisfied with working conditions being provided and other considered

future prospects were not brighter & there are lesser opportunities to grow.

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Regarding relationship between worker and employer, there was a atmosphere of good

harmonious relations which was shared by most of the employees and some were not

sharing good vibes with their superiors.

Thus, we can say that only a contended Employee force can prove a right

hand to the employee in achieving organizational activities. And this contended

Employee force can be built only when steps are taken for their welfare in every

sphere of life. Now company is aware of this fact and i.e. why it is taking every

necessary step which is essential for the welfare of its employees.

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 SUGGESTIONS

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Manminder Kaur
 SUGGESTIONS

The canteen standards should be increased in-terms of quality of snacks, lunch and

adequate no. of glasses, furniture and sitting arrangements.

The working conditions are not free from dust & heat The company should install

Dust-boxes and some additional measures should also be taken to cool the

environment.

The company should also consider that after death of any person, his dependent must

also be provided with the job.

The transport facility to employees who are not living in the colony should be

provided.

A special cell should also be framed in the personnel department to establish and fill

the communication gap between mgt. and employees shall try to reduce grievances as-

well-as various problems.

Companies should provide benefits to children of employees to higher education.

The employees should use the facilities properly and in the productive ways.

Companies should motivate their employees to get fringe benefits.

Companies should try to satisfy their employees from fringe benefits.

Because the fringe benefits are helpful to increase productivity and also increase the

satisfaction level of employee so companies should provide more and more fringe

benefits to their employees.

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 CONCLUSION

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 CONCLUSION

Relevance of Employee Welfare in post liberalization era, the project has been a
valuable experience for me. What I conclude is that Employee Welfare is an important tool
for development of the employees.
Due care is taken that the employees are provided with basic welfare benefits of leave
& allowances, canteen, medical facility etc. and the employees feel quite motivated &
satisfied by the type of amenities provided to them. Employee Welfare in post-liberalisation
era is concerned with activities that leads to:

Improved morale and loyalty of employees.

Improves the goodwill and public image of the enterprise.

Reduce the threat of Govt. intervention.

Improvement in material, intellectual and cultural conditions of employees life.
In the present scenario of liberalization implementation of Employee laws is the need
of the hour & for this various Employee reforms have been enacted but there is an urgent for
the proper implementation of Employee reforms in the contemporary context of Human
Resource Management.
Hence, it can be said that this had been a source of knowledge & experience and gave
me lot of exposure which is valuable for my bright future.
The necessity of Employee Welfare work in India can easily be realized if look into the
working condition of the Employee classes in Indian industries. India, an industrially
backward country is in its developing stages. The working conditions in Indian industries are
not satisfactory. The employees have to work for long hours under unhealthy surroundings &
have no means to remove the drudgery of their lives. A contended, stable & efficient
Employee force cannot be built up without an improvement in two conditions of their life and
works in industrial centers. It is axiomatic that in all pursuits a high standards of efficiency
can be expected only from persons who are properly housed, fed & clothed if the
Employeeers are properly treated & certain amenities are supplied, they feel satisfied & find
no scope for resentments against employers. This need was emphasized in free India by the
constitution.

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 BIBLIOGRAPHY
BOOKS:

1. Kothari C.R. (2nd Revised Edition ), “Research Methodology Methods and

Techniques”, New Delhi, New Age International (P) Limited, pp 45- 49, 301-306,
236-243
2. Ashwathappa K (5th Edition), “Human Resource Management”, New Delhi, Tata
McGraw Hill Publishing companies limited, pp 103-135
3. T.N. Chhabra (5th Edition Revised), “Human Resource Management”, Dhanpat Rai
and Co.(P) Ltd, pp 295-307
4. C.S. Venkata Ratnam & B.K. Srivastava “Personnel Management and Human
Resources”, New Delhi, Tata McGraw Hill Publishing companies limited, Dhanpat
Rai and Co.(P) Ltd, pp 28-44
5. Dr. S.S.Khanka “Human Resource Management” S. Chand & Company Ltd., pp 39-
52
JOURNALS:
6. Baldev r.sharma&mamta mohaptra ( jan.2009), “personal &situation factor as
predictor of managerial motivation”, Indian Journal of Industrial Relations, Vol.
39,No. 4, pp 426 440
7. Ravindar jain,rajatand sarita jain (1July 2010), “motivation climate in selected
institution”, Indian Journal of Industrial Relations, Vol. 43, No. 1, pp 51-66
8. Srinivasan M.S. (2008), “Motivation and human Growth: A Developmental
Perspective”, Journal of Human Values, Vol. 14, No.1, pp 63-71
9. Anu sing lather (July 2004), “motivation needs”, Indian Journal of Industrial
Relations, Vol. 2, No. 1, pp 31-36
10. Baldev r Sharma (Oct 2000), “determinates of managerial motivationA strategic
Process for Turnaround”, Indian Journal of Industrial Relations, Vol. 39, No.2, pp 64-
71
MAGZINES
11. Theogaraj Laurainne (Dec 2007), “From Strategy to Business Results: It’s All about
Employee Engagement”, HRM Review, pp 21-22

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 Questionnaire
Personal Profile

Name : ____________________________

Department : ____________________________

Welfare Measures For employees

A) Statutory Welfare Facilities

1. Do you have adequate canteen facility in organization ?

Yes ( ) No( )

2. Are you provided with the facilities of:

a) Shelter ( )

b) Rest Room ( )

c) Lunch Room ( )

3. Do you have facility of drinking water at the place of work ?

Yes ( ) No( )

4. Is there any facility for washing, storing & drying clothes ?

Yes ( ) No( )

5. Are there any facility for sitting in the factory ?

Yes ( ) No( )

6. Are you provided with first-aid & medical facility ?

Yes ( ) No( )

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Manminder Kaur
7. Do you receive the following benefits :

a) Provident Fund ( )

b) Sickness Benefits ( )

c) Leave Encashment/Holiday with pay ( )

d) Disabled benefits ( )

e) Employment to dependents ( )

8. Is there any welfare officer in the organisation?

Yes ( ) No ( )

9. What are your views regarding these facilities:

a) Excellent ( )

b) Satisfactory ( )

c) Un-satisfactory ( )

10. Statutory welfare measures leads to increase satisfaction levels:

a) Strongly Disagree ( )

b) Disagree ( )

c) Can’t Say ( )

d) Agree ( )

e) Strongly Agree ( )

B) Voluntary Welfare Facilities

1. Are you provided with recreation facilities?

Yes ( ) No( )

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Manminder Kaur
 If yes, what kind of these facilities are:

a) Sports ( )

b) Cultural ( )

c) Dance, Music, Cinema ( )

2. Are the sanitary conditions in the organization satisfactory?

Yes ( ) No( )

3. Does company provides accommodation to you?

Yes ( ) No( )

If yes, then of what type :

a) Furnished ( )

b) Unfurnished ( )

If no, then :

a) Own house ( )

b) Rented house ( )

4. Are your children provided with any education allowance?

Yes ( ) No( )

5. Is there any scheme for employees education & training?

Yes ( ) No( )

6. Is it true that Employee Welfare scheme are more helpful in maintaining industrial

relations?

Yes ( ) No( )

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Manminder Kaur
7. What are your views regarding these facilities:

a) Excellent ( )

b) Satisfactory ( )

c) Un-satisfactory ( )

8. Are you satisfied with the health care facilities?

Yes ( ) No( )

9. Are you provided transportation facility to & from the place of work?

Yes ( ) No( )

10. Do you think your relations with your employer are:

a) Co-operative ( )

b) Un co-operative ( )

11. Are you contended with your present job?

Yes ( ) No( )

If not, what are your main problems?

a) Wages & salaries are not adequately paid. ( )

b) Working and living conditions are not satisfactory. ( )

c) Future prospects are not brighter. ( )

d) Any other reason, please specify :

___________________________________________________________________

______________________

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Manminder Kaur
12. Voluntory welfare measures leads to increase satisfaction levels:

a) Strongly Disagree ( )

b) Disagree ( )

c) Can’t Say ( )

d) Agree ( )

e) Strongly Agree ( )

Suggestions if any to improve Employee Welfare measures?

_________________________________________________

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Manminder Kaur