HRM Introduction and Deshabhimani Profile

INTRODUCTION
Human resource management (HRM) is concerned with the ‘people’

dimension in management. HRM is the term increasingly used to refer to the
philosophy, policies, procedures and practices relating to the management of
people within organization. Since every organization is made up of people,
acquiring their services, developing their skills, motivating them to higher levels
of performance, and ensuring that they continue to maintain their commitment
to the organization are essential to achieve organizational objectives.
The scope of Human Resource Management (HRM) is indeed vast.

All the major activities in the working life of an employee from time of his
entry into an organization until he leaves the organization comes under the
purview of HRM.
Human Resource Management embraces a very wide field of

activities. The HR manager plays multiple roles like that of a researcher,
counselor, bargainer, mediator, peacemaker, problem solver etc. The functional
areas of HRM are employment, selection and training, employee services,
wages, industrial relations, health, safety and education.
Human Resource Management may be defined as the field of

management which has to do with planning, organizing and controlling the
functions of procuring, developing, maintaining and utilizing a labour force,
such that the: objectives for which the company is established are attained
economically and effectively, objectives of all levels of personnel are served to
the highest possible degree, objectives of society are duly considered and
served.
The objectives of Human Resource Management (HRM) are
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influenced by organizational objectives and individual and social goals. Every
organization has some objectives and every part of it should contribute directly
or indirectly to the attainment of desired objectives. In order to achieve the
organizational objectives, integration of employer’s interest and employee
interests is necessary.
The primary aim of Human Resource Management is the promotion of

effectiveness of the employees with performance of their allotted duties by the
substitution of cooperation in the common task in place of the suspicions and
hostility that have so long been characteristics of relations between employees
and employers.
Deshabhimani is one of the leading Malayalam dailies in Kerala. It is

the mouthpiece of the Kerala State Committee of the Communist Party of India
(Marxist) it is run and published by the CPM of Kerala, the paper acts as a
media through which the roots of the party can be firmly strengthened. It is
enjoying a common table circulation compared to other Malayalam dailies in
the scenario. As the literacy level in Kerala is high, there is good circulation for
all the leading dailies and Deshabhimani has a good position and status in
Kerala.
Deshabhimani has editions at Kozhikode, Kochi, Kannur,

Thiruvanathapuram, Kottayam, Thrissur, Malapuram, Abudhabi and it started
its multi colour edition at Kochi in 1993 and Thiruvanathapuram, Kottayam and
in 1994. Its internet edition started on 1 January of 1998 is another feather on
the cap of Deshabhimani. Deshabhimani is one among the three most circulated
dailies in Kerala. The children's Magazine "Thathamma" a sister Publication is
widely accepted. The first spot magazine in Malayalam"Kalikkalam" brought
out by Deshabhimani.
Employee welfare work aims at providing such service facilities and
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Amenities which enable the workers employed in an organization to perform
their work in healthy congenial surrounding conductive to good health and high
morale. Employee welfare is a comprehensive term including various services,
benefits and facilities offered by the employer.
Employee welfare means activities designed for the promotion of the
economic, social and cultural well being of the employees. It includes statutory
as well as non- statutory activities undertaken by the employers, trade unions
and both the central and state governments for the physical and mental
development of the workers.
Employee welfare enables workers to have richer and more satisfying

life. It raises the standard of living of workers by indirectly reducing the burden
on their pocket. Welfare measures improve the physical and physiological
health of the employees, which in turn enhance their efficiency and
productivity. Employee welfare promotes a sense of belongings among the
workers, preventing them from resorting to unhealthy practices like
absenteeism, employee unrest strike, etc. welfare work improves the relations
between employees and employers.
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STATEMENT OF THE PROBLEM
The project report is prepared based on particular topic that is study

on employee satisfaction towards welfare facilities.
Human resource is an important asset of every company. The skilled
personnel are scarce and are to be attached and sustained in the company. The
employee welfare measures help to counteract the negative effects of the factory
system. These measures enable the employee and his family to lead a good life.
Employee welfare improves the morale and loyalty of workers by
making them happy and satisfied. It also helps to improve the goodwill and
public image to the enterprise.
The various welfare measures provided to the workers will have
immediate impact on the health, physical and mental efficiency, alertness,
morale and overall efficiency of the workers and thereby contributing to the
highest productivity. Hence, the research is to attempt to study and identify the
effectiveness of welfare schemes of Deshabhimani, Cochin.
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OBJECTIVE OF THE STUDY
Primary objective
 The primary objective of the study is to understand the effectiveness of

employee welfare measures among the employees in Deshabhimani.
Secondary objectives
 To identify various welfare measures provided by the company for

the employees
 To see whether employees are satisfied with the various welfare
measures provided by the company.
 To understand whether there is any need of improvement in the
present welfare schemes.
 To find out the level of satisfaction of both the worker and the
managerial staff in the welfare measures taken by the company.
 To study the impact of employee welfare on employee satisfaction in
Deshabhimani, Cochin.
 To recommend few suggestions to improve the satisfactory schemes
adopted by the company, based upon the findings.
 To know about the awareness of statutory welfare measures in the
company.
 To measure Employees satisfaction on Compensation and Benefits.
 To compare the desired satisfaction with the actual one.
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SCOPE OF THE STUDY
The scope of the study is on the welfare measures provided by

Deshabhimani daily. Employee welfare improves the morale and loyalty of
workers by making them happy and satisfied. It also helps to improve the
goodwill and public image to the enterprise. The test of welfare activities is that
it removes directly or indirectly any hindrance, physical and mental of the
worker and restores to the peace and joy of living the welfare work embraces
the worker and his family
The major findings of the study provide valuable information to the
management. This helps the management to take necessary steps to review the
welfare measures provided and can take corrective measures in case of
necessity and thereby improve the satisfaction of the employees towards the
welfare measures.
LIMITATIONS OF THE STUDY
 The sample size chosen for the study were only 50, and so the result
would not be applicable to the whole of Deshabhimani.
 Managers and the staff members from different departments are
constantly engaged in their work to meet deadlines; this caused a
limitation in the collection of data from multiple sources.
 The study has been conducted purely for academic purpose and it is
not an exhaustive one.
 Many of the employees are working in night shifts. This caused a
limitation in collection of data from them.
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INDUSTRY PROFILE
A news paper is regularly scheduled publication containing news,

information and adverting. By 2007, there were 6580 daily newspapers in the
world selling 395 million copies a day. The worldwide recession of 20008,
combined with the rapid growth of web- based alternatives caused a serious
decline in advertising and circulation, as; many papers closed or sharply
retrenched operation. General- interest newspapers typically publish stories on
local and national political events and personalities, crime, business,
entertainment, society and sports. Most traditional papers also feature and
editorial page containing editorials written by an editor and columns that
express the personnel opinion of writers. Other features include display and
classified adverting, comics and inserts from local merchants.
The newspaper is typically funded by paid subscriptions and adverting.

A wide variety of material has been published in newspaper ; include editorial
opinions, criticism, persuasion, obituaries, entertainment features such as
crosswords Sudoku and horoscopes; weather news and forecasts; advice, food
and other columns; reviews of movies, plays and restaurants; classified ads;
display ads, editorial cartoons and comic strips.
When newspapers and magazines are combined, print is the world's

largest advertising medium. An increase in the newspaper sale has been
witnessed in almost all continents including Asia, Europe, Africa and South
America except North America, which registered a decline in the sales. Global
newspaper sales rose 2.3% in 2006, India grew 13 %. Advertising revenues in
paid dailies had been found up 3.77 per cent. China, Japan and India account for
60 of the world’s 100 best-selling dailies while the five largest markets for
newspapers are China, India, Japan, the US and Germany.
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Indian newspaper business
In India, over 150 million individuals read a newspaper each day. One
factor that has resulted in making the print media ever more popular is the fact
India is a country of many diverse languages and more than a thousand different
dialects. In a country of 1.1 billion, there is more room for the newspaper
industry to grow, as the rural areas are largely untapped.
To propel the newspaper growth in India, 26 percent foreign direct

investment was allowed in print media in 2002. Due to a hike in FDI limits in
the newspaper- publishing sector a lot more action is likely to be seen from the
global players wanting to invest in this sector.
Press Council of India

Press council of India (PCI) is a statutory autonomous body established
in 1966 by the parliament on the recommendations of the First Press
Commission for the purpose of preserving the freedom of the press, and of
maintaining and improving the standards of newspapers and news agencies in
India. The Council is headed by a Chairman, who is nominated by a committee
consisting of Chairman of Council of states (Rajya Sabha), the speaker of the
House of the People (Lok Sabha), and a person elected from amongst the
Members of the Press Council cannot be questioned in any court of law.
National Press Day – 16 November- is symbolic of a free and
responsible press in India. The press council of India started functioning on this
day.
Indian Newspaper Society

The Indian and Eastern Newspaper Society, now renamed as The Indian
Newspaper Society, enjoys a unique position as the accredited spokesperson of
the newspaper industry. From newsprint to advertising, from licenses for
machinery to freedom of the Press, INS today is involved in many spheres of
activities.
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Registrar of Newspapers for India
The Office of the Registrar of Newspapers for India, more popularly
known as RNI came into being on 1st July, 1956, on the recommendation of
the First Press Commission in 1953 and by amending the Press and Registration
of Books Act 1867. The Office of the Registrar of Newspapers for India is
headquartered in New Delhi, and has three regional offices at Calcutta,
Mumbai and Chennai to cater to the needs of publishers in all corners of the
country.
RNI compiles and maintains a Register of Newspapers containing

particulars about all the newspapers published. It informs the District
Magistrates about availability of titles to intending publishers for filing
declaration and issues Certificate of Registration to the newspaper. It ensures
that newspapers are published in accordance with the provisions of the Press
and Registration of Books Act 1867.
National Readership Studies Council
It is constituted by Advertising Agencies Association of India, Audit

Bureau of Circulations & Indian Newspaper Society. The National Readership
Study 2006 (NRS 2006) in India is the largest survey of its kind in the world,
with a sample size of 2,84,373 house-to-house interviews to measure the media
exposure and consumer product penetration in both urban and rural India – and
of course the estimated readership of publications. The study covers 535
publications of which 230 are dailies and 305 are magazines.
News paper business in Kerala
Kerala has a rate of newspaper readership that is among the highest in the
world. In Kerala, there are approximately 1576 newspapers in circulation! Among
these, only a few newspapers are widely circulated with a good number of readers.
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List of Leading Malayalam Language Newspapers
Malayala Manorama First appeared on 14th March 1890, as a weekly,

currently has a readership of over 15 million, with a circulation base of over 7.4
million copies. Manorama is Kerala's largest selling and most widely read
newspaper.
Mathrubhumi: The first copy of Mathrubhumi went to press on 18th of

March 1923. Mathrubhumi today is the second most circulated newspaper in
Kerala. It is published from Calicut, Thiruvananthapuram, Kottayam,
Ernakulam, Thrissur, Kannur, Palakkad, Malappuram and Kollam besides from
Chennai, Bangalore, Mumbai and New Delhi It has a circulation of over 13
lakhs and its readership is around 75 lakhs.
Deshabhimani is a Malayalam newspaper run by Communist Party of

India (Marxist). Started as a weekly in 1942 and converted to a daily in
1946. Deshabhimani now has six different editions: Kozhikode, Kochi,
Thiruvananthapuram, Kannur, Kottayam and Trichur.
Kerala Kaumudi is a popular Malayalam newspaper, founded in 1911.

Published from Thiruvananthapuram, Kollam, Alappuzha, Kochi, Kozhikode,
Kannur in Kerala and Bangalore, Kerala Kaumudi is the fourth most circulated
Malayalam daily. The paper has online editions in Malayalam and English that
are updated twice daily.
Deepika is one of the oldest newspapers published in India. The first

issue came out on 1887 April 15. Deepika publishes editions from Kottayam,
Kochi, Kannur, Thrissur, Thiruvananthapuram and Kozhikode.
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News Paper in the 20th Century
The 18th century saw the rise of the news paper as the preferred media for
communication of vast amounts of information over a large geographical area,
the 18th century also witnessed a wide array of inventions and progress in the
field of communication, such as the telephone, radio and telegraph, though this
helped in improving the reporting and the overall effectiveness of the
newspaper, it also proved to be a better alternative to the newspaper.
In the 1920’s, the radio gained widespread acceptance due to its
simplicity and availability, a single FM radio station the capability to cover an
area of approximately 130km’s, providing information live and to the minute,
this made it ideal for following sports events, progressing news topics such as
elections, live weather and hazard updates. A radio receiver, even though more
expensive than a newspaper was only a one time investment and radio
broadcasts were free of charge, this made the radio a stiff competitor to the
newspaper.
Further decline in the newspaper readership came from the
television; this was similar to the radio in utility but offered video in addition to
the information. TV and radio both provided up to the minute information on a
wide variety of topics which the newspaper could only present in the next day,
this made the public in general to opt towards these media for news updates
rather than the newspaper hence causing a decline in readership, demand and
revenue.
By the beginning of 1990, the Internet was born which was an even
bigger threat as the people could access information on demand on any topic or
news story. The Internet was considered a threat to the radio and television due
to its versatility, accessibility and affordability and hence newspaper readership
declined even further.
The newspapers realized this rising trend and had taken measures to
counter the competition by providing more specialized in depth analysis of
events and happenings from around the world. Along with providing editorials
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and columns on important topics with views that are generally different from
those of the other media, most newspaper publishers now even have their own
websites where there are live updates and articles similar to what is printed.
Newspaper Industry- Global Perspective
According to the New York Times, there are around 6700 daily
newspapers in 215 countries around the world today that sell over 400 million
copies daily. Out of these China, Japan and India are the countries that have the
largest circulation of newspapers.
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The following is a list of the 10 top selling newspapers in the world
today as published by the World Association of Newspapers on the World Press
Trends, 2008.
No Country Print
Newspaper Circulation Language
Name
1 Yomiuiri 14,067,000 Japan Japanese
Shim bun
2 Asahi Shim 12,121,000 Japan Japanese
bun
3 Mainichi 5,587,000 Japan Japanese
Shim bun
4 Nihon Keizai 4,635,000 Japan Japanese
Shim bun
5 Chunichi 4,512,000 Japan Japanese
Shim bun
6 Bild 3,548,000 Germany German
7 Reference 3,183,000 China Chinese
News
8 The Times Of 3,146,000 India English
India
9 The Sun 2,986,000 United English
Kingdom
10 People’s 2,808,000 China Chinese
Daily
Modern newspapers, in the quest of generating maximum revenue in the

face of stiff competition from alternative media like television and radio, now
feature stories which are aimed at catering to the needs of a much wider variety
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of readers than before, covering focus groups, interests of readers based on
geographical areas and other more specific classification of readers.
Based on these forms of classification, the following categories of
newspapers are available across the world.
 Daily
 Weekly
 National Newspaper
 International Newspaper
Newspaper Industry- Indian Perspective
The Indian print industry came into being in 1780 with the
publication of the Bengal Gazette, based in Calcutta, which was India’s first
printed newspaper created by James Augustus Hickey who is also known as the
“Father of the Indian Press”. Later in 1789, the Bombay Herald was introduced,
followed by the Bombay Courier, which was amalgamated with the Times of
India in 1861.
As per the latest Newspaper Readership Surveys, the Indian
language papers have more readers than the English press; this is due to the
mother tongue of the people. The people in general found it easier to read their
papers printed in their mother tongue rather than English papers; along with this
local language papers have more editions that cater to the particular
geographical area. This makes it more relevant and up to date in covering a
wide variety of news from different parts or the places of origin. This makes
people prefer it to English Language papers, hence increasing readership.
The growth of the press in India is not limited and the expansion of
Newspapers within the country are measured in two different ways, because of
circulation and based on readership.
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The following are the top 10 newspapers in India based on circulation.
Rank Newspaper Language Circulation
1 Dainik Jagran Hindi 159,50,000
2 Dainik Bhaskar Hindi 134,88,000
3 Hindusthan Dainik Hindi 108,39,000
4 Malayala Manorama Malayalam 99,27,000
5 Amar Ujala Hindi 85,83,000
6 Lokmat Hindi 78,09,000
7 The Times Of India English 72,54,000
8 Dina Thanthi Tamil 72,45,000
9 Rajasthan Patrika Hindi 72,17,000
10 Enadu Telegu 71,05,000
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COMPANY PROFILE
Deshabhimani is one of the leading Malayalam dailies in Kerala. It is

the mouthpiece of the Kerala State Committee of the Communist Party of India
(Marxist) it is run and published by the CPM of Kerala, the paper acts as a
media through which the roots of the party can be firmly strengthened. It is
enjoying a common table circulation compared to other Malayalam dailies in
the scenario. As the literacy level in Kerala is high, there is good circulation for
all the leading dailies and Deshabhimani has a good positions and status in
Kerala.
Deshabhimani has editions at Kozhikode, Kochi, Kannur,
Thiruvanathapuram, Kottayam, Thrissur, Malapuram, Abudhabi and it started
its multi colour edition at Kochi in 1993 and Thiruvanathapuram, Kottayam and
in 1994. Its internet edition started on 1 January of 1998 is another feather on
the cap of Deshabhimani. Deshabhimani is one among the three most circulated
dailies in Kerala. The children's Magazine "Thathamma" a sister Publication is
widely accepted. The first spot magazine in Malayalam"Kalikkalam" brought
out by Deshabhimani.
HISTORY OF THE COMPANY

Deshabhimani was started as `Prabhatam' (The dawn) on 9 January
1935 at Shornur near Trichur under the editorship of EMS Namboodirippad is
considered to be the harbinger of newspaper. When the party started functioning
openly in 1942, it took initiative to have its own mouthpiece and that was how
Deshabhimani was born at Kozhikode. It started as a weekly on September 6,
1942. The fund collected by AKG sustained it initially. EMS disposed of his
ancestral property and donated the entire amount (Rs 50,000/- a big sum in
those days) to the paper.
Deshabhimani editorial "The Call of Gallows" in connection with the
Kayyar martyrs infuriated the British imperialists. The government took
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revenge and ordered-the paper to security of Rs. 1000.But they raised this
amount within days. Four years later, despite all onslaughts, Deshabhimani
changed to four-stage morning daily on January 18, 1946.The proletarian
perspective and progressive view of these papers were so irritating to the
erstwhile princely rulers that the papers were banned once by the Cochin
Government and twice by the Divan of Travancore during 1942-1946. But, by
then, Deshabhimani had become an instrument of fight for the struggling
people. It took up issues and lent its voice to many struggles. The agitation of
toddy tappers of Anthikkad (Thrissur) and the strikes of Cochin harbor,
Sitharam Mill (Trichur) and Aaron Mill (Kannur) were some of the outstanding
struggles among them. Not only had the mass agitations in different parts of the
state, but the struggles in other states also reverberated in Deshabhimani pages.
To improve the quality and meet the growing demand, the need to
replace the double dummy cylinder press by a speedier modern rotary press was
felt in 1947. Again, when the workers approached the people for fund, the
response was fantastic. The experience of Chombala village near Kozhikode at
that time is etched in people's memory forever. Here, palora Matha, an illiterate,
impoverished rural women who had nothing else to part with, donated her only
calf to the party, telling the comrades to sell the calf and utilize the money for
Deshabhimani What a gesture! Is anything more needed to prove the common
people's love for the paper?
SUBSEQUENT EDITIONS
The span of time between the second and subsequent editions was
not as long as it was between Kozhikode and Kochi editions. The growth was
rapid, reflecting the party's increasing popularity in the state. The third edition
of Deshabhimani was started from Thiruvananthapuram on January 4, 1989. For
it, the party has decided to collect Rs. 25 lakhs but the response was much
greater. In just one day of bucket collection, people generously donated Rs. 45
lakhs.
The next edition has started at Kannur on January 30, 1994, a
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stronghold of the communist movement. One day collection throughout the
state for this edition was Rs. 42 lakhs. Apart from this, Rs. One crore were
collected from Kannur and Kasargode districts only, by way of 12 years
subscriptions. In 1997, the fifth edition started from Kottayam. For it two days
of bucket, collection brought Rs. 75 Lakhs. Besides Rs. 1.4, crore were
collected through annual subscription from the districts within the limits of this
edition alone.
Within a month, about Rs.1.05 crore were collected for the sixth
edition from Thrissur district alone. People from all occupations contributed to
the fund. All most all workers, peasants etc, contributed. The edition came out
on August 31, 2000. The paper started its multi color edition at Kochi in 1993,
and Thiruvanathapuram and Kozhikode in 1994. Kannur and Kottayam editions
started with the color printing installations right from the beginning. The
internet edition started on January 1, 1998 another feature in the pape’s cap. All
the printing and publishing companies that bring out these editions are named
after party stalwarts like P Krishna Pillai, AKG, C H and E M S.
OBJECTIVES AND VISION

Its main objectives have always been acting as the eloquent
mouthpiece of the progressive forces with clear political vision on national and
international issues.
Their vision is to make Deshabhimani the largest circulated daily.
OTHER PUBLICATIONS (PRODUCT LINE)

 Deshabhimani Weekly
 Sthree Shabdham(Women's Magazine)
 Thathamma (Children's magazine)
 Deshabhimani Diary(Annual diary from Deshabhimani)
 Deshabhimani Calendar
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FUTURE PROSPECTS & GROWTH
The main future scope of the Deshabhimani is extension of
circulation. By the extension of the circulation, they will get more reputation. In
addition, their plan will be starting a new edition from Malapuram and eighth
edition starts from Abudhabi.
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DEPARTMENTAL PROFILE
There are eight departments in the company apart from the editorial department.
They are:
1. Production department
2. Purchase department
3. Personnel department
4. Administration department
5. HR department
6. Marketing department
7. Circulation department
8. Advertising department
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PRODUCT PROFILE
SUPPLEMENTS
 Deshabhimani Varanthappathippu
 Aksharamuttam
 Sthree
 Kilivathil
PUBLICATIONS
 Deshabhimani Varika (weekly)
 Thathamma (children publication)
Thathamma
Thathamma is a fortnightly comic magazine in Malayalam. It is
published by Balasangam state committee Kerala. The magazine, which
features stories, cartoons, and comics, emphasizes moral values and aims at
enhancing knowledge through humor and hobbies.
Deshabhimani Daily
Deshabhimani is a prestigious daily newspaper in Kerala, and the
organ of the Kerala State Committee of the Communist Party of India (Marxist).
It is one of the most prominent newspapers in Kerala. It is run and published by
CPM of Kerala, the paper helping to strengthen the roots of Party in Kerala,
indisputably. It is published in six different editions, in Kochi,
Thiruvananthapuram, Kottayam, Trichur, Kannur and Kozhikode. It is an
undeniable fact that the newspaper holds a special position in the households of
Kerala. The publishing history started in early 1942s, where it was converted
into a daily in 1946. At present, V. V. Dakshinamoorthi, secretariat member of
the CPI (M), is the Chief Editor of the paper and P. Jayarajan the G M.
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REVIEW OF LITERATURE
EMPLOYEE WELFARE
Employee welfare facilities enable workers to live a richer and more

satisfactory life. After employees have been hired, trained and remunerated,
they need to be retained and maintained to serve the organization better.
Welfare facilities are designed to take care of the well- being of the employees
they do not generally result in any monetary benefit to the employees. Nor are
these facilities provided by employers alone. Governmental and non-
governmental agencies and trade unions too, contribute towards employee
welfare.
Labour plays a very important role in the industrial production of the
country. The human resource managers are concerned with the management of
people at work. It is necessary to secure the co-operation of labour force in
order to increase the production and to earn higher profits. The co-operation of
labour force is possible only when they are fully satisfied with their employer
and the working conditions on the job. In the past, industrialists and the
employers believed that their only duty towards their employees was to pay
them satisfactory wages and salaries. In course of time, with the introduction the
concept of HRM, psychological researches convinced them that the workers
required something more important. In addition to providing monetary benefits,
human treatment given to employees plays a very important role in seeking their
co-operation. Labour or employee welfare activities benefit not only the
workers but also the management in the form of greater industrial efficiency.
The HR managers realize that the welfare activities pay a good dividend in the
long run, because they contribute a lot towards the health and efficiency of the
workers and towards a high morale. It should be noted that expenditure on
labour welfare is a profitable investment in the end as it motivates the workers
for higher productivity.
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MEANING OF EMPLOYEE WELFARE
The term is derived from the French word "welfare". The meaning of
this French word is "well being or happiness or prosperity of individuals".
Welfare means faring or doing well. It is a comprehensive term and refers the
physical, mental, moral and emotional well being of individual.
According to the ILO report,

"Workers Welfare should be understood as including such services,
amenities and facilities which may be established in or in the immediate vicinity
of undertakings to enable the persons employed in them to perform their work
in healthy and peaceful surroundings and to avail of facilities which improve
their health and bring high morale"
OBJECTIVES OF EMPLOYEE WELFARE ACTIVITIES
Following are the objectives of the voluntary employee welfare services by

employer-
 To win over employees loyalty and increase their morale.
 To develop efficiency and productivity among workers.
 To reduce the threat of future government intervention.
 To make recruitment more effective.
 To earn goodwill and enhance public image.
 To build up stable Employee force to reduce Employee turnover and
absenteeism.
FEATURES OF EMPLOYEE WELFARE

 Employee welfare is a comprehensive term including various services,
facilities and amenities provided to workers for improving their health,
efficiency, economic betterment and social status.
 Welfare measures are in addition to regular wages and other economic
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benefits available to workers under legal provision and collective
bargaining.
 Employee welfare is dynamic in nature varying from country to country,
region to region and organization to organization.
 Employee welfare is a flexible and ever changing concept as new welfare
measures are added from time to time to the existing measures.
 Welfare measures may be introduced by the employers, government,
employees or by any social or charitable agency.
 The basic purpose of employee welfare is to improve the lot of working
class, bring about the development of the whole personality of the
worker to make him a good worker and a good citizen.
SIGNIFICANCE OF EMPLOYEE WELFARE
The basic objective of employee welfare is to enable workers to live

a richer and more satisfactory life. Employee welfare is in the interest of the
labour, the employer and the society as a whole. The main benefits of employee
welfare service are given below.
1. Benefits to the workers
 Welfare facilities provide better physical and mental health to the

workers and make them happy.
 Welfare facilities like housing, medical benefits, education and
recreation facilities for the workers families help to create contended
workers.
 Improvement in material intellectual and cultural condition of life
protects workers from social evils like drinking, gambling etc.
welfare facilities tend to make the worker happy, cheerful and
confident looking.
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2. Benefits to organization
 Employer welfare facilities help to increase employee productivity or

efficiency by improving their physical and mental health.
 Welfare facilities, besides removing dissatisfaction help to develop
loyalty in workers towards the organization.
 Welfare facilities help to motivate and retain employees.
 Welfare measures help to improve the goodwill and public image of the
enterprise
 Welfare services serve to maintain some peace with improve industrial
relations and industrial peace
 Employee’s turnover is reduced due to the provision of Welfare
facilities. Employees take active interest in their jobs and work with a
feeling of involvement and satisfaction.
3. Benefits to the Society

Labour welfare is also in the interest of the larger society because the
health, efficiency and happiness of each individual represent the general well
being of all. Well housed, well fed and well looked after labour is only an asset
to the employer but serves to raise the standards of industry and labour in the
country.
Agencies of Labour welfare in India

Labour welfare activities in India are urgently needed because India
is an industrially backward country and the working conditions are not
satisfactory in Indian industries. The workers are poor, illiterate, and generally
blamed for being irresponsible and lazy. Labour welfare activities are necessary
for improving their working conditions and their economic standards. The
employers have recognized the importance of labour welfare activities in India
very recently, by the government and by other agencies.
25
The main agencies engaged in labour welfare in India include:
1. Central Govt.
2. State Government
3. Employers
4. Worker's organizations
5. Other agencies.
Types of Welfare activities
The meaning of employee welfare may be made clearer by listing the
activities and facilities that are referred to as welfare measures. Welfare
measures can be divided in to two broad groups; namely:
 Welfare measures inside the work place.
 Welfare measures outside the work place
I. Welfare measures inside the work place
1) Condition of the work environment

 Neighborhood safety and cleanliness; attention to approaches.
 Housekeeping; keeping of premises- Compound wall, lawns, gardens
and so forth; white - washing of wall and floor maintenance.
 Workshop (room) sanitation and cleanliness; temperature, humidity,
ventilation, lighting, elimination of dust, smoke, fumes, gases.
 Control of effluents.
 Workmen's safety measures i.e. maintenance of machines and tools,
providing helmets, aprons, goggles and first - aid equipment.
 Notice boards; posters, pictures, slogans; information or
communication.
2) Conveniences
 Wash basins, bathrooms, waste disposal.
 Provision for drinking water.
26
 Canteen services; full meal, mobile canteen.
 Management of worker's cloak rooms, rest rooms, reading room and
library.
3) Workers health services

 Factory health centre: dispensary, ambulance, emergency aid
 Medical examination for workers; health education, health research;
family planning services.
4) Women and child Welfare
 Antenatal and postnatal care, maternity aid, crèche and childcare;
women's general education.
 Separate service for women workers i.e. lunch rooms, urinals, rest
rooms.
 Women’s recreation (indoor); family planning services.
5) Worker's recreation
 Indoor games,
 Strenuous games to be avoided during intervals of work.
6) Employment follow-up
 Progress of the operative in his/ her work.
 His/ her adjustment problems with regard to machines and workload.
 Supervisors and colleagues.
 Industrial counselling.
7) Economic Service
 Co-operatives, loans, financial grants
 Thrift and saving schemes
 Budget knowledge
 Health insurance
 Profit-sharing and bonus schemes
27
 Transport services,
 Provident fund
 Gratuity and pensions
 Rewards and incentives
 Workmen's compensation for injury
 Family assistance in times of need.
8) Labour- Management Participation

 Formation and working of various committees i.e. works committee,
safety committee, canteen committee etc.
 Workers’ arbitration council.
 Research bureau.
9) Workers' Education
 Reading room
 Library
 Visual education
 Literary classes,
 Adult education and social education
 Daily news review
 Factory news bulletin
 Co-operation with workers in education services.
II. Welfare measures outside the workplace

 Housing: bachelor’s quarters, family residences according to types
and rooms.
 Water sanitation, waste disposal
 Roads, lighting, parks, recreation, play grounds.
 School, nursery, primary, secondary and high school.
28
 Markets, co-operatives, consumer and credit societies.
 Bank
 Transport
 Communication: post, telegraph and telephone
 Security.
Employee Welfare Benefits and Principles
Employee welfare defines as “efforts to make life worth living for

workmen”. “Employee welfare is a comprehensive term including various
services, benefits and facilities offered to employees and by the employers.
Through such generous fringe benefits the employer makes life worth living for
employees”.
Welfare includes anything that is done for the comfort and improvement
of employees and is provided over and above the wages. Welfare helps in
keeping the morale and motivation of the employees high so as to retain the
employees for longer duration. The welfare measures need not be in monetary
terms only but in any kind/forms. Employee welfare included monitoring of
working conditions, creation of industrial harmony through infrastructure for
health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families.
Employee welfare entails all those activities of employer which are
directed towards providing the employees with certain facilities and services in
addition to wages or salaries.
WELFARE SCHEMES
Organizations provide welfare facilities to their employees to keep
their motivation levels high. The employee welfare schemes can be classified
into two categories.
1) Statutory welfare schemes
2) Non-statutory welfare schemes
29
Statutory and Non- Statutory Welfare
In India, welfare is of the statutory and the none — statutory kinds.
Though statutory welfare ensures a bare minimum of facilities and reasonably
good working conditions, employers are free to provide, or not to provide, non-
statutory welfare. However, practically all organizations in India provide non-
statutory measures in varying degrees.
Statutory Welfare
After Independence, the Govt. of India passed several acts. The
statutory schemes are those schemes that are compulsory to provide by an
organization as compliance to the laws governing employee health and safety.
e.g.:- the Factories Act, the Employees' State Insurance Act, the
Minimum Wages Act, the payment of Wages Act, and the Industrial Dispute
Act, to ensure a fair deal to employees in various aspects of their jobs
NON-STATUTORY WELFARE SCHEMES

The non-statutory schemes differ from organization to organization
and from industry to industry. Many non-statutory welfare schemes may include
the following schemes:
EMPLOYEE SATISFACTION
The needs and priorities of creative employees seem to differ
dramatically from those of workers in older, less innovative industries. With the
right environmental factors, for example, an employee producing widgets of
some kind can be productive and happy for years while doing a repetitive daily
task. However, a cell biologist who has to run the same assay for more than a
week will be screaming for relief. Satisfied employees tend to be more
productive, creative and committed to their employers.
Definition
Academicians and the executives commonly use the term job
30
satisfaction. In the words of Feldman and Arnold “Job satisfaction is the amount
of overall positive effect or feelings that individuals have towards their jobs.”
Job satisfaction is the amount of pleasure or contentment associated with
a job. If we like our job intensely, we will experience high job satisfaction.
Kinds of Job Satisfaction

There are different kinds of job satisfaction. Overall job satisfaction is
actually a combination of intrinsic and extrinsic job satisfaction:
 Intrinsic job satisfaction is when employees consider only the kind of
job they do, the tasks that make up the job.
 Extrinsic job satisfaction is when employees consider the conditions
of job, such as their pay, co-workers etc.
These two types of satisfaction are different, and it helps to look at jobs
from both points of view. For example, if an employee is dissatisfied with the
current job, two questions can be asked to him:-“to what extend is due to the
kind of work he is doing?” and “To what extend is it due to the conditions of his
work?” If it is primarily the kind of work he is doing, it is intrinsic job
dissatisfaction
Dimensions
The level of job satisfaction is effected by a wide range of variables
relating to individuals, social, cultural, organizational and environmental factors
relating as stated below:-
Individual factors
Personality, education, intelligence, age, abilities, marital status,
orientation to work etc are some of the individual factors to job satisfaction.
Social factors
Some of social factors are relationships with co-workers, group working
and norms, opportunities for interaction, informal relations etc.
31
Cultural factors
Cultural factors are those factors, which are related to attitudes, beliefs
and values.
Organizational factors
Nature and size, formal structure, personnel policies and procedures,
industrial relations, nature of work, technology and work organizations,
supervision, leadership, management systems, working conditions etc.
Environmental factors
Economic, social, technical and government influences are some of the
environmental factors to job satisfaction.
Determination of job satisfaction

The following are the determinants of job satisfaction
Nature of the job

Job satisfaction is related to the aptitude of the employee. If the
employee is given a work for which he has no aptitude, the job will provide no
attraction to him.
Nature of supervision
The employee-centered supervisory style enhances job satisfaction as the
leader looks after sub-ordinates carefully, displays friendship, respect etc
towards them.
Working conditions
The work will be more attractive if working conditions are congenial to
the task a worker proposes to accomplish. Good working conditions involve
32
adequate light, comfortable temperature, attractive salary etc.
Rewards
Economic rewards play a significant role in influencing job satisfaction
for two reasons. First, money is an important instrument to fulfill one’s needs;
and secondly, employees often see pay as a reflection of management’s concern
for them.
Opportunities for promotion

The desire for promotion is generally strong among higher-level
employees as it involves change in job content, pay, responsibility, autonomy,
status and the like.
Employee morale
The workers will be loyal to the organization if their morale is higher.
The rates of absenteeism and labour turnover will also be low because of
psychological satisfaction from the job.
33
RESEARCH METHODOLOGY
Definition of Research Methodology

In the words of renowned researcher Clifford Woody, ”research
involves defining and redefining problems; formulating suggested solutions or
hypothesis; collecting, evaluating and organizing data, reaching conclusions and
making deductions and carefully testing the conclusions to find out if they fit
the formulating hypothesis or not” Redman and Mory defined research as “a
systematized effort to gain knowledge”
Universe
In any statistical investigation we are interested in studying various
characteristics of individuals (or items) of a particular group. This group of
individuals under study is known as population or Universe. The universe of
this study comprises of all the employees working in Deshabhimani.
Meaning of Research Design

The term design means drawing an outline, planning, or arranging
details. It is a process of making decision before the situation arises in which the
decision has to be carried out.
Research design is planning a strategy conducting research. It plans
as to what is to be observed, how it is to be observed, how to record
observation, how to analyze or interpret observations and how to generalize.
Research design is, thus a detailed plan of how the goals of research will be
achieved.
Types of Research Design

1) Descriptive Research
2) Explanatory Research
3) Exploratory Research
34
In this particular project, the researcher has used descriptive research design.
Descriptive Research Design
The major goal of a descriptive research is to describe events,
phenomena and situation. Since description is made based on scientific
observation. It is expected to be more accurate and precise than casual.
Sample Design
A sample deign is apportion of people drawn from a larger population. It
will be representative of the population only if it has same basic
characteristics of the population.
Sampling
The method of selecting a sample from the population is known as
sampling.
Types of Sampling
There are two types of sampling.
A. Probability Sampling
Probability sampling is one in which every unit of the population has
equal probability of being selected for the sample. It offers high degree of
representatives. However, this method is expensive, time – consuming and
relatively complicated since it requires a large sample size and the units
selected are usually widely scattered.
B. Non- Probability Sampling

Non- probability sampling makes no claim for representatives, as no
unit gets the chance of being selected. The researcher decides which sample
units should be chosen.
35
DATA COLLECTION METHOD
Data collection method is divided into two. That is primary data and
secondary data.
Primary data
Primary data is the information collected during the course of an
experiment in experimental research. It can also be obtained through
observation or through direct communication with the person associated with
the selected subject by conducting survey and interviews.
Secondary Data
Secondary data is the data, which has already been collected and
examined earlier by other investigators. While making use of secondary data the
investigators has to first determine the source from where the secondary data
can be obtained. In this method, the researcher is not at all aware of the
problems related to how the data was originally collected. In this study the
secondary data sources comprises of company manuals, reports, magazines etc.
Sampling Period
Sampling period is the duration taken for conducting a particular
research. In this particular project, the researcher has taken 60 days to complete
the project.
Sampling Extent
Defining the population of interest for business research is the first
step in sampling process. In general, target population is defined in terms of
elements, sampling unit, extent and period. The definition should be in line with
the objectives of the research study.
This project was conducted at Deshabhimani, Cochin.
36
Sampling Frame
The sample is drawn of the complete list. In this study, the sampling
frame comprises of employee register of Deshabhimani.
Sampling Size
The sample size plays a crucial role in the sampling process. It is the
number of respondents taken in to consideration for the research process. In this
process, the researcher has taken 100 respondents as the sample size.
37
STATISTICAL TOOLS
A. Chi- square
A chi- square test or χ2 test, is any statistical hypothesis test in
which the sampling distribution of the test statistics a chi- squared distribution
when the null hypothesis is true, meaning that the sampling distribution (if null
hypothesis is true) can be made to approximate a chi- squared distribution as
closely as desired by making the sample size large enough.
The formula for chi- square is-
χ² = ∑ (Oij -Eij) ²
Eij
B. Correlation
The word correlation refers to the mutual relationship or co
variation or association between two (or more) variables. Either correlation can
be positive or it can be negative. The linear relationship or association between
two series. X and Y are measured by calculating a coefficient, which is called
the coefficient of correlation, usually by the symbol ∂.
r = 𝒏∑𝒙𝒚 − (∑𝒙 − ∑𝒚)

√𝒏∑𝒙2(∑𝒙)2−√𝒏∑𝒚2− (∑y) 2
C. Regression
Regression relationship is an average relationship between a
dependent and independent variable. The regression coefficient indicates
change in the dependent variable for a unit change in the independent variable.
̅ =bxy(𝒚 − 𝒚
Regression equation of x on y is 𝒙 − 𝒙 ̅)
Where bxy = 𝒏 𝚺𝒙𝒚 − (𝚺𝒙 × 𝚺𝒚)
𝒏𝚺𝒚² − (𝚺𝒚)²
38
Regression equation of y on x is ̅ = bxy (𝒙 − 𝒙̅ )
𝒚−𝒚
𝒏𝚺𝒙² − (𝚺𝒙)²
ANALYSIS OF FINDINGS
The primary data of the study are based on the responses of group of
non-managerial employees. The opinion of this respondent was gathered using
structured questionnaire, the findings are based on the responses received from
fifty respondents. All the responses collected were tabulated and analyzed.
Statistical tools used for analysis are simple percentage analysis method,
weighted average method and Chi-square test.
39
Table no: 1
Age group of the employees
Ages Number of Percentage of

respondents respondents
25- 35 20 20
36- 45 32 32
46- 55 28 28
56-65 20 20
Total 100 100
Source: primary data

Chart No: 1
Age group of the respondents
35
30
25
20 NO OF RESPONDENTS
15 PERCENTAGE OF
RESPONDENTS
10
0
25-35 35-45 45-55 55-65
Interpretation
The table and chart shows that majority of the respondents belongs to the
group of 36-45 .i.e. around 32%. Next category is 46-55 which constitutes
around 28%. Below 35 years of age, there are only 20 employees. These
constitute good number of aged workers in the organization.
40
Table no: 2
Qualification of employees
Qualification Number of Percentage of

SSLC 20 20
Pre- Degree 10 10
Graduation 46 46
Post- 24 24
Graduation
Total 100 100

Chart No: 2
Qualification of respondents
SSLC
PRE-DEGREE
GRADUATION
POST-GRADUATION
Interpretation
The table shows that out of 100 employees who participated in the survey 24%
of them were postgraduates, 46% of them were graduates and 10% have pre-
degree. 20 % of them were SSLC.
41
Table no: 3
Income of respondents
Income Number of Percentage of

10000- 15000 40 40
15000- 20000 0 0
20000- 25000 42 42
25000- 30000 9 9
Total 100 100

Chart No: 3
Income of respondents
10000-15000
15000-20000
20000-25000
25000-30000
Interpretation
From the above chart and table, it is derived that 40% of the respondents get the
wages between 10000 and 15000. 42% of the respondents get the wages
between 20000 and 25000 and 9% of them were get the wages between 25000
and 30000.
42
Table no: 4
Experience of the employees
Experience Number of Percentage of

1- 10 32 32
11- 20 12 12
21- 30 42 42
31- 40 14 14
Total 100 100

Chart No: 4
Experience of the employees
45
40
35
30
25 NUMBER OF
RESPONDENTS
20
PERCENTAGE OF
15 RESPONDENTS
10
0
1 to 10 11 to 20 21 to 30 31 to 40
Interpretation
The above table and the chart shows that out of 100 employees who participated
in the survey 14% of the employees have an experience of more than 30 years.
In addition, 42% of employees have more than 20 years of experience .12% of
employees have experience between 11- 20 years. Moreover, 32% of employees
have only below 10 years of service.
43
Table No: 5
Working environment of the organization
Particulars Number of Percentage of
Highly satisfactory 10 10
Satisfactory 68 68
Needs 22 22
improvement
Dissatisfactory 0 0
Total 100 100

Chart No: 5
Working environment of the organization
80
70
60
50
40
30 NO: OF
20 RESPONDENTS
10
% OF
0 RESPONDENTS
Interpretation
The above table and chart shows that out of 100 employees who participated
in the survey 10% of employees are highly satisfied with the working
environment. 68% are just satisfied, 22% of the employees needs
improvement.
44
Table No: 6
Medical benefits provided by the organization
Particulars Number of Percentage

respondents of
respondents
Highly 0 0
satisfactory
satisfactory 78 78
Needs 14 14
improvement
dissatisfactory 8 8
Total 100 100

Chart No: 6
Medical benefits provided by the organization
180
160
140
120
100
80
60 % OF RESPONDENTS
40
20
0
NO . OF
RESPONDENTS
Interpretation
There is no one highly satisfied with the medical benefit provided by the
organization.78 % of the employees are just satisfied with the medical
benefits, 14% of the employees need improvement and 8% of the employees
are dissatisfied.
45
Table No: 7
Working hours of the organization

Satisfactory 70 70
Needs 8 8
improvement
Dissatisfactory 0 0
Total 100 100

Chart No: 7
Working hours of the organization
160
140
120
100
80
60
% of respondents
40
No of respondents
20
0
Interpretation
The table shows that 22% of the employees are highly satisfied with the
working hours. 70% of the employees are just satisfied, 8 % needs improvement
46
Table No: 8
General ambiance of the organization

Highly 36 36
satisfactory
Satisfactory 48 48
Needs 16 16
improvement
Dissatisfactory 0 0
Total 100 100

Chart No: 8
General ambiance of the organization
highly satisfactory
satisfactory
need improvement
dissatified
Interpretation
The table shows that majority of the employees are satisfied with the general
ambiance provided by the company.36 percentage of the employees are highly
satisfied. 48% of the employees are satisfied and 16% of the employees need
improvement.
47
Table No: 9
Conveyance allowance offered by the organization

Satisfactory 70 70
Needs 12 12
improvement
Dissatisfactory 8 8
Total 100 100

Chart No: 9
Conveyance allowance offered by the organization
Highly Satisfactory
Satisfactory
Needs Improvement
Dissatisfactory
Interpretation
Table shows that 10 % of the employees are highly satisfied with the
conveyance allowance provided by the organization. 70% are just satisfied, 12%
of the employees need improvement and only 8% of them are dissatisfied.
48
Table No: 10
Regular increments

Yes 100 100
No _ _
Total 100 100

Chart No: 10
Regular increments
200
150
% of respondents
100
No.of respondents
50
0
Yes No
Interpretation
Table shows that 100% of the employees are agreed with the regular
increments.
49
Table No: 11
Leave policy of the organization

Highly 14 14
satisfactory
Satisfactory 64 64
Needs 18 18
improvement
Dissatisfactory 4 4
Total 100 100

Chart No: 11
Leave policy of the organization
70
60
50
40
30
20
No.of respondents
10
0 % of respondents
Interpretation
From the table 14% of the employees are highly satisfied with the leave policy
provided by the organization. 64% of the employees are satisfied with the leave
policy, 18% of employees need improvement and 4% are dissatisfied.
50
Table No: 12
Relation between trade union and the employees

Satisfactory 66 66
Needs 10 10
improvement
Dissatisfactory 10 10
Total 100 100

Chart No: 12
Relation between trade union and the employees
140
120
100
80
60
40 % of
respondents
20
0 No.of
respondents
Interpretation
From the table 14% of the employees are highly satisfied with the relationship
of trade union with the employees. 66% are just satisfied and 20% of employees
need improvement and 10 % dissatisfied.
51
Table No: 13
Canteen service provided by the organization

Highly 18 18
satisfactory
Satisfactory 64 64
Needs 18 18
improvement
Dissatisfactory _ _
Total 100 100

Chart No: 13
Canteen service provided by the organization
Highly Satisfactory
Satisfactory
Needs improvement
Dissatisfactory
Interpretation
Table shows that majority of the employees are satisfied with the canteen
service provided by the company. 18% of employees are highly satisfied and
only 18% of employees need improvement.
52
Table No: 14
Organization take care of the employees working in night shift

Yes 100 100
No _ _
Total 100 100

Chart No: 14
Organization take care of the employees working in night shift
100
80
60 Yes
40 No
20
0
No. of respondents % of respondents
Interpretation
From the table 100% of the employees are agreeing with the statement.
53
Table No: 15
Job security

Highly 18 18
satisfactory
Satisfactory 60 60
Needs 10 10
improvement
Total 100 100

Chart No: 15
Job security
70
60
50
40
30
20 No.of Respondents
10
0 % of respondents
Interpretation
From the table majority of the employees are satisfied with the job security.
18% of the employees are highly satisfied.10percentage of the employees need
improvement and 12% of the employees are dissatisfied
54
Table No: 16
Safety measures taken by the company

Highly 12 12
satisfactory
Satisfactory 68 68
Needs 12 12
improvement
Dissatisfactory 8 8
Total 100 100

Chart No: 16
Safety measures taken by the company
160
140
120
100
80
60
40 % of respondents
20
0 No. of respondents
Interpretation
From the table and chart, it shows that 12% of employees are highly satisfied
with the safety measures provided by the company. 68% of employees are
satisfied. 12% of employees need improvement and only 8% of employees are
dissatisfied with the safety measures provided by the company.
55
Table No: 17
Retirement benefits

Highly 12 12
satisfactory
Satisfactory 72 72
Needs 12 12
improvement
Dissatisfactory 4 4
Total 100 100

Chart No: 17
Retirement benefits
80
70
60
50
40
30
20 No. of respondents
10 % of respondents
0
Interpretation
Table shows that 72% of employees are satisfied with the retirement benefits
provided by the company. 12% of employees are highly satisfied, 12% of
employees need improvement, and only 4% of employees are dissatisfied.
56
Table No: 18
Designation with respect to experience

Satisfactory 66 66
Needs 12 12
improvement
Dissatisfactory _ _
Total 100 100

Chart No: 18
Designation with respect to experience
70
60
50
40
30
20
10 No.of respondents
0
% of respondents
Interpretation
From the table 22% of employees are highly satisfied with their designation
level. 66% of employees are just satisfied and only 12% of employees need
improvement.
57
Table No: 19
Hygienic conditions in latrines and urinals

Above average 36 36
Average 64 64
Below average _ _
Total 100 100

Chart No: 19
Hygienic conditions in latrines and urinals
70
60
50
40
No.of repondents
30
% of respondents
20
10
0
Above Average Below
average average
Interpretation
From the table 36% of the employees value the hygienic condition maintained
in the latrines and urinals as above average. 64% of the employees value it as
average.
58
Table No: 20
Recreational activities provided by the company

Satisfactory 40 40
Needs improvement 48 48
Dissatisfactory _ _
Total 100 100

Chart No: 20
Recreational activities provided by the company
Highly Satisfactory
Satisfactory
Needs improvement
Dissatisfactory
Interpretation
From the table 40% of the employees are satisfied with the recreational
activities provided by the company.12percentage of employees highly satisfied,
and 48% of employees need improvement.
59
Table No: 21
HRA allowances provided by the company

Satisfactory 56 56
Dissatisfactory 2 2
Total 100 100

Chart No: 21
HRA allowances provided by the company
Highly Satisfactory
Satisfactory
Needs improvement
Dissatisfactory
Interpretation
From the table 18% of employees are highly satisfied with the HRA allowances
provided by the company. 56% of employees are just satisfied, 24% of
employees need improvement and 2% of employees are dissatisfied.
60
Table No: 22
Transportation facility

Satisfactory 54 54
Total 100 100

Chart No: 22
Transportation facility
60
50
40
30
no:of responents
20
10 percentage of
respondents
0
Interpretation
From the table 23% of employees are highly satisfied with the transportation
facility provided by the company. 54% of employees are just satisfied, 13% of
employees need improvement and 10%of employees are dissatisfied with the
facilities.
61
Table No: 23
Loan facilities provided by the company

Satisfactory 54 54
Needs 17 17
improvement
Total 100 100

Chart No: 23
Loan facilities provided by the company
60
50
40
30
no:of responents
20
10 percentage of
respondents
0
Interpretation
Table shows that only 19% of employees are highly satisfied with the loan
facility provided by the company. 54% of employees are just satisfied, 17% of
employees need improvement and 10% of employees are dissatisfied.
62
Table No: 24
Educational allowance provided by the company

Satisfactory 48 48
Total 100 100

Chart No: 24
Educational allowance provided by the company
Highly Satisfactory
Satisfactory
Needs
improvement
Dissatisfactory
Interpretation
From the table 12% of the employees are highly satisfied with the educational
allowances provided by the company. 48% are satisfied, 24% of the employees
need improvement and 16 % of employees are dissatisfied.
63
Table No: 25
Drinking water facility provided by the company

Satisfactory 36 36
Dissatisfactory _ _
Total 100 100

Chart No: 25
Drinking water facility provided by the company
90
80
70
60
50
40
30 % of
20
10 respondents
0
No. of
respondents
Interpretation
From the table 42% of the employees are highly satisfied with the drinking
water facility provided by the company. 36% are satisfied 22% of the
employees need improvement.
64
Table No: 26
Stress at work place

Yes 60 60
No 40 40
Total 100 100

Chart No: 26
Stress at work place
60
50
40
Yes
30
No
20
10
0
Interpretation
Table shows that 60% of the employees agree with that they are suffering stress
at work place and 40% of the employees disagree.
65
Table No: 27
Overall satisfaction with the employee welfare activities

Excellent 16 16
Good 50 50
Average 34 34
Poor _ _
Total 100 100
Chart No: 27
Overall satisfaction with the employee welfare activities
Highly Excellent
Good
Average
Poor
Interpretation
Table shows that 16% of the employees are excellent with the overall
satisfaction of the welfare facilities provided by the company. 50% are good,
34% of the employees are average in welfare activities.
66
Table No: 28
Maternity leave provided by the company

Yes 94 94
No 6 6
Total 100 100
Chart No: 28
Maternity benefits provided by the company
100
80
60 Yes
No
40
20
0
Interpretation
The table shows that 94% of the employees are agreeing with the maternity
benefits provided by the company and. 6% are disagreeing.
67
Table No: 29
Stress control programmes

Yes 38 38
No 62 62
Total 100 100
Chart No: 29
Stress control programmes
70
60
50
40 Yes
30 No
20
10
0
Interpretation
The table shows that 38% of the employees are agreeing with the stress control
programmes provided by the company and 62% are disagreeing.
68
FORMING HYPOTHESIS
HYPOTHESIS 1
To analyze, if there is a relationship between working environment and
overall satisfaction of the organization.
HYPOTHESIS 2
To analyze, if there is a relationship between Satisfaction of employees
regarding conveyance allowance and transportation facilities provided by the
organization.
HYPOTHESIS 3
To analyze, if there is a relationship between stress and programmes for
reduce stress provide by the organization.
TESTING TOOLS
1. Chi-Square Test
2. Correlation
3. Regression
69
CHI-SQUARE TEST
Hypothesis 1:
To analyze, if there is a relationship between working environment and
overall satisfaction of the organization.
Null Hypothesis H0 :
There is no relationship between working environment and overall
satisfaction of the organization.
OBSERVED FREQUENCY TABLE (O)
Excellent Good Average Poor Total

Highly 8 2 _ _ 10
satisfied
Satisfactory 8 44 16 _ 68
Need _ 4 18 _ 22
improvement
Dissatisfied _ _ _ _ 0
Total 16 50 34 _ 100
Source: Primary data
70
EXPECTED FREQUENCY TABLE (E)
Excellent Good Average Poor Total

Highly 1.6 5 3.4 0 10
satisfied
Satisfactory 10.88 34 23.12 0 68
Need 3.52 11 7.48 0 22
improvement
Dissatisfied 0 0 0 0 0
Total 16 50 34 0 100
Expected Frequency (Eij) = Row total * column total

Grand Total
71
CHI-SQUARE TABLE
Oij Eij (Oij- Eij)² (Oij- Eij)²/ Eij

8 1.6 40.96 25.6
8 10.88 8.2944 0.7623
0 3.52 12.3904 3.52
0 0 0 1.8
2 5 9 2.9411
44 34 100 4.4545
4 11 49 3.4
0 0 0 2.1926
0 3.4 11.56 14.7955
16 23.12 50.6944 0
0 7.48 110.6704 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
∑Oij = 100 ∑Eij = 100 ∑(Oij- Eij)² ∑(Oij- Eij)²/ Eij
= 392.5696 = 59.466
We have, χ² = ∑ [(Oij- Eij) ² = 59.466 (Calculated value)

Eij
72
Degrees of freedom (U) = (C- 1) (R- 1)
= (4- 1) (4- 1)
=9
Level of significance = 5%
Table value = 16.919

Computed χ² value = 59.466
Table χ² value =16.919
Since the calculated value is greater than the table value, reject the null
hypothesis. Therefore, the hypothesis 1 is accepted and we accept the
hypothesis 1 i.e.
Hence,
There is relationship between working environment and overall
satisfaction with employee welfare activities of the organization.
73
CORRELATION ANALYSIS
HYPOTHESIS 2
To analyze, if there is a relation between satisfaction of employees
regarding conveyance allowance and transportation facilities provided by the
organization.
Null Hypothesis H0
There is no relationship between conveyance allowance and
transportation facilities.
Conveyance Allowance (dependent variable) and Transportation

facilities (independent variable)
x 10 70 12 8
y 23 54 13 10
x y xy x² y²
10 23 230 100 529
70 54 3780 4900 2916
12 13 156 144 169
8 10 80 64 100
∑x = 100 ∑y = 100 ∑xy = 4246 ∑x² = 5208 ∑y² = 3714
r = 𝒏∑𝒙𝒚 − (∑𝒙 − ∑𝒚)

√𝒏∑𝒙2(∑𝒙)2−√𝒏∑𝒚2− (∑y) 2
= 0.96309
74
Here r value is positively correlated.
This value of r shows that there exist appositive correlation between x variable
and y variable which means that they are directly proportional to each other i.e. when x
variable i.e. (transportation facilities) increases more satisfaction of employees
regarding conveyance allowance also increases
T-TEST
T= r 𝒏−𝟐
𝟏 − 𝒓2
= 0.96309 4- 2
1 – (.96309)2
= 60.19(Calculated value)
Degree of Freedom = (r – 1) (c -1)
= (2 – 1) (4 – 1)
= 1×3
=3
Table value for 3 degree of freedom at 5% level of significance = 2.353

Since the calculated value is greater than the table value, null hypothesis is
rejected
i.e. There is relationship with conveyance allowance and transportation facilities.
75
CORRELATION ANALYSIS
HYPOTHESIS 2
To analyze, if there is a relationship between job security and overall
Null Hypothesis H0
There is no relationship between job security and overall satisfaction of
the organization.
Job Security (dependent variable) and Overall Satisfaction of the
Organization (independent variable)
x 16 50 34 0
y 18 60 10 12
x y x² y² xy
16 18 256 324 288
50 60 2500 3600 3000
34 10 1156 100 340
0 12 0 144 0
∑x = 100 ∑y = 100 ∑ x² = 3912 ∑ y² = 4168 ∑ xy =3628
r = 𝒏∑𝒙𝒚 − (∑𝒙 − ∑𝒚)

√𝒏∑𝒙2(∑𝒙)2−√𝒏∑𝒚2− (∑y) 2
= 0.735
Here, r is positively correlated
The value of r shows that there exist positive correlation between x
variable and y variable which means that they are directly proportional to each
76
other i.e. when x variable (overall satisfaction of the organization) increases. If
more job security are also increases.
T-TEST
T= r 𝒏−𝟐
𝟏 − 𝒓2
= 0.735 4- 2
1 – (0.735)2
= 1.52
Degree of Freedom = (r – 1) (c -1)
= (2 – 1) (4 – 1)
= 1×3
=3
Table value for 3 degree of freedom at 5% level of significance = 2.353

Since the calculated value is greater than the table value, null hypothesis is
rejected
i.e. There is relationship with job security and overall satisfaction of the
organization.
77
REGRESSION ANALYSIS
HYPOTHESIS 3
To analyze, if there is a relationship between job security and overall
Null Hypothesis H0
There is no relationship between job security and overall satisfaction of
the organization.
Job Security (dependent variable) and Overall Satisfaction of the

Organization (independent variable)
x 16 50 34 0
y 18 60 10 12
x y x² y² xy
16 18 256 324 288
50 60 2500 3600 3000
34 10 1156 100 340
0 12 0 144 0
∑x = 100 ∑y = 100 ∑ x² = 3912 ∑ y² = 4168 ∑ xy =3628
REGRESSION X on Y
Regression equation x on y is
𝒙−𝒙 ̅)
𝒏𝚺𝒚² − (𝚺𝒚)²
= 4×3628−10000
4× 4168−10000
78
= 0.676
𝒙̅ = 100 ÷ 4 = 25
̅ = 100 ÷ 4 = 25
𝒚
𝒙−𝒙 ̅)
x- 25 = 0.676(y-25)
x- 25 = 0.676y -16.9
x- 25 = 0.676 y – 16.9 + 25
x = 0.676y + 8.1
Therefore, the regression equation x on y is

x = 0.676y + 8.1
REGRESSION Y on X
Regression equation of y on x is
̅ = bxy (𝒙 − 𝒙̅ )
𝒚−𝒚
𝒏𝚺𝒙² − (𝚺𝒙)²
= 4 × 3628– 10000
4× 3912 – 10000
= 0.798
𝒙̅ = 100 ÷ 4 = 25
̅ = 100 ÷ 4 = 25
𝒚
̅ = bxy (𝒙 − 𝒙̅ )
𝒚−𝒚
y- 25 = 0.798(x-25)
y- 25 = 0.798x -
y- 25 = 0.798x– 19.95 + 25
y = 0.798 x +5.05
79
Therefore, the regression equation x on y is
y =0.798x +5.05
70
60 50, 60
50
40
Y Axis
30
y
20
16, 18
10 0, 12 34, 10
0
0 10 20 30 40 50 60
X Axis
Above graph shows value of x and y and extent of correlation between

variable x and variable y
80
FINDINGS
The analysis and interpretation of the data with reference to the study has
revealed the following facts.
 32% of the respondents belongs to the group of 36- 45. Next category
is 46- 55 which constitutes around 28%. Below 35 years of age, there
are only 20 employees. These constitute good number of young
workers in the organization.
 24% of the employees were postgraduates, 46% of them were
graduates and 10% have pre- degree. 20% of them were SSLC.
 40% of the respondents get the wages between 10000 and 15000. Only
9% of the respondents get the wages between 25000 and 30000 and
42% of the respondents get wages between 20000 and 25000.
 Out of 100 employees who participated in the survey, 14% of the
employees have an experience of more than 30 years. Moreover, 42%
of employees have more than 20 years of experience .12% of
employees have experience between 11- 20 years. In addition, 32% of
employees have only below 10 years of service.
 10% of employees are highly satisfied with the working environment.
68% are just satisfied, 22% of the employees need improvement with
the working environment.
 78% of the employees are just satisfied with the medical benefits, 14%
of the employees need improvement and 8% of the employees are
dissatisfied.
 22% of the employees are highly satisfied with the working hours. 70% of
the employees are just satisfied, 8% needs improvement with the working
hours.
 48% of the employees are satisfied with the general ambiance provided by
the company. 36% of the employees are highly satisfied and 16% of the
81
 10% of the employees are highly satisfied with the conveyance allowance
provided by the organization. 70% are just satisfied, 12% of the employees
need improvement and only 8% of them are dissatisfied.
 100% of the employees are agreeing with the regular increments.
 14% of the employees are highly satisfied with the leave policy provided
by the organization.64% of the employees are satisfied with the leave
policy, 18% of employees need improvement and 4% are dissatisfied.
 14% of the employees are highly satisfied with the relationship of trade
union with the employees. 66% are just satisfied and 10% each of
employees need improvement and dissatisfied.
 64% of the employees are satisfied with the canteen service provided by
the company. 18% of employees are highly satisfied and only 18% of
 100% of the employees are agreeing with the statement organization take
care of the employees in night shift.
 60% of the employees are satisfied with the job security. 18% of the
employees are highly satisfied and only 10% of the employees need
improvement and 12% of the employees are dissatisfied with the job
security provided by the company.
 12% of employees are highly satisfied with the safety measures provided
by the company. 68% of employees are just satisfied, 12% of employees
need improvement and only 8% of employees are dissatisfied with the
safety measures provided by the company.
 72% of employees are satisfied with the retirement benefits provided by
the company. 12% of employees are highly satisfied 12% of employees
need improvement and only 4% of employees are dissatisfied with the
retirement benefits.
 22% of employees are highly satisfied with their designation level. 66% of
employees are just satisfied and only 12% of employees need
improvement.
 36% of the employees are value the hygienic condition maintained in the
82
latrines and urinals as above average. 64% of the employees value it as
average.
 40% of the employees are satisfied with the recreational activities provided
by the company. 12% of employees highly satisfied, and 48% of
 18% of employees are highly satisfied with the HRA allowances provided
by the company. 56% of employees are just satisfied, 24% of employees
need improvement and 2% of employees are dissatisfied.
 23% of employees are highly satisfied with the transportation facility
provided by the company. 54% of employees are just satisfied .13% of
employees need improvement and 10% 0f employees are dissatisfied.
 18% of employees are highly satisfied with the loan facility provided by
the company. 54% of employees are just satisfied, 17% of employees need
improvement and 10% of employees are dissatisfied.
 12% of the employees are highly satisfied with the educational allowances
provided by the company. 48% are satisfied, 24% of the employees need
improvement and 16 % of employees are dissatisfied.
 42% of the employees are highly satisfied with the drinking water facility
provided by the company. 36% are satisfied, 22% of the employees need
improvement.
 60% of the employees are agreeing with that they were suffering stress at
work place and 40% of the employees are disagreeing.
 16% of the employees have rated excellent, 50% have rated good and the
rest 34% have rated average for the overall satisfaction with employee
welfare.
 94% of the employees agree that their company provides them maternity
benefits. While the rest 6% are of the opinion that they do not get any
maternity benefit.
 38% of the employees agree that their company provides stress control
programmes.
83
By doing the test it is found that,
1. There is relationship between working environment and overall satisfaction
with employee welfare activities of the organization.
2. There is relationship with conveyance allowance and transportation
facilities.
3. There is relationship between job security and overall satisfaction of the
organization.
84
SUGGESTIONS
From the study on the impact of employee welfare on employee

satisfaction, giving the following suggestions and hope that it will help the
organization to increase the satisfaction of the employees and thus become more
productive.
Working hours
Company has to make sure that the working hours and working
conditions are giving satisfaction to their employees.
Transportation facilities
Company has to take care into consideration about the transportation
facilities of their employees.
Night shift allowance

A fair night shift allowance should be maintained by the organization
that may motivate them to work.
Recreational facilities
Since majority of the employees are dissatisfied with the recreational
facilities company must provide more emphasis for such activities. It will help
to make a sense of participation and belongings in the employees and finally
boost their performance.
Compensation
Giving satisfactory and fair amount of compensation can probably
eliminate most of the labour disputes.
Medical benefits
Sickness benefit is useful to an employee who is unable to work due to
85
illness. In order to provide social security during illness, long term hazards or
any other health hazards allowance should be given.
Life insurance
Insurance should be provided to cover for the risks on the lives of a
number of individual’s less than one contract. This must be given to the
employees who work with an employer without evidence of insurability.
Drinking water
Effective arrangements shall be made to provide and maintain at points
conveniently situated for all workers employed therein, a sufficient supply of
drinking water should be provided in the premises.
Spittoons
There shall be provided a sufficient number of spittoons at convenient
places and they shall be maintained in a clean and hygienic condition.
Pay and promotion

Higher pay and better opportunities for promotion lead to higher job
satisfaction.
Experience
Job satisfaction tends to go up with increasing years of experience.
Nevertheless, it may decrease after about twenty years especially if employees
do not realize their job expectations.
Grievance
Effective grievance management is an important and integral part of
human resource management. Company should take care of employee’s
grievance otherwise, they will become collective disputes.
86
Knowledge of rules
The employees must be informed clearly about what constitutes good
behavior and the rewards that may emanate from it.
Employee satisfaction
Level of satisfaction of majority respondents is clustered in the
satisfactory region. The management may take steps to convert satisfaction
level from satisfactory is highly satisfactory.
87
CONCLUSION
Welfare measures are those, which are directed towards the workers,
which is more than an added advantage for the company. It is very necessary to
seek the co-operation of the labour force in order to increase the production and
to earn high profit. The cooperation of the workers is possible only when they
are fully satisfied with their work and added advantage like labour health, safety
and welfare activities.
After conducting the study, it has noticed some loop holes in the
welfare policies of the company, which have been mentioned in the suggestions.
If the company works out on these suggestions then it will definitely improve
the welfare activities of the company and its overall effect will increase
satisfaction level of employees. This will result in increase in production and
profitability of the company.
It has attempted to link two variables namely Welfare measures Vs

Employee satisfaction. In the analysis, a few factors of welfare measures came
out, which have linkage with employee satisfaction. The research study has
given me immense opportunity to learn about the implementation of health,
safety and welfare measures. It has a practical exposure to various aspects
learned through theory classes. Above all, I had the real feel of a corporate
world.
88
BIBLIOGRAPHY
 Moser .C. A. and G. Kalton. . Survey Methods in Social Investigation.
London: William Heinemann Ltd. 2nd edition 1958, P69- 74
 Goode, William J. and Paul K. Hatt.Metkods in Social Research. New
York: McGraw- Hill.3rd edition 1988, P31- 40
 Individual Department Manuals and Documents.
 www.deshabhimani.com
 www.wikipedia.com
89
Topic: A study on the “Employee Satisfaction towards Welfare
Facilities”
In Deshabhimani, Cochin
NAME :
AGE :
SEX :
QUALIFICATION: SSLC Pre- Degree Graduation Post-
Graduation
INCOME : 10000- 15000 15000- 20000 20000-
25000 More than 25000
1) From how many years you are working with this organization.
a) 1- 10 years b) 11- 20 years c) 21- 30 years d) 31- 40
2) How do you rate the working environment of the organization?

a) Highly satisfactory b) Satisfactory c) Needs improvement
d) Dissatisfactory
3) How do you rate the medical benefits provided by the organization for the
employees and their families?
d) Dissatisfactory
4) How do you rate the working hours of the organization?

d) Dissatisfactory
5) How do you rate the general ambiance of the organization?

d) Dissatisfactory
90
6) How do you rate the conveyance allowance offered by the organization?
d) Dissatisfactory
7) Do you get regular increments?

a) Yes b) No
8) How do you rate the leave policy of the organization?

d) Dissatisfactory
9) How do you rate the relation between trade union and the employees?
A) Highly satisfactory b) Satisfactory c) Needs improvement
d) Dissatisfactory
10) How do you rate the canteen service provided by the organization?
d) Dissatisfactory
11) Does the organization take care of the employees working in night shift?
a) Yes b) No
12) How secure do you feel in your job?

d) Dissatisfactory
13) How do you rate the safety measures taken by the company for employee
safety?
d) Dissatisfactory
91
14) How do you rate the retirement benefits given to the employees?
d) Dissatisfactory
15) How do you rate your designation with respect to the experience?
d) Dissatisfactory
16) How hygienic are latrines and urinals?

a) Above average b) average c) below average
17) Are the recreational activities arranged by the company satisfactory?

d) Dissatisfactory
18) Is the HRA allowance provided by the company satisfactory?

d) Dissatisfactory
19) How do you rate the transportation facility provided by the company for the
employees?
d) Dissatisfactory
20) How do you rate the loan facilities made available to the employees?
d) Dissatisfactory
21) Is the educational allowance provided by the company satisfactory?
d) Dissatisfactory
92
22) Are you satisfied with the drinking water facilities provided?
d) Dissatisfactory
23) Do you come across stress at your workplace?

a) Yes b) No
24) Rate the overall satisfaction with employee welfare activities of the
organization?
a) Excellent b) Good c) Average
d) Poor
25) Does the company provide maternity leave to female employees?

a) Yes b) No
26) Does the company provide any programmes to reduce stress?

a) Yes b) No
93

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INTRODUCTION

Human resource management (HRM) is concerned with the ‘people’

The scope of Human Resource Management (HRM) is indeed vast.

Human Resource Management embraces a very wide field of

Human Resource Management may be defined as the field of

The objectives of Human Resource Management (HRM) are

The primary aim of Human Resource Management is the promotion of

Deshabhimani is one of the leading Malayalam dailies in Kerala. It is

Deshabhimani has editions at Kozhikode, Kochi, Kannur,

Employee welfare work aims at providing such service facilities and

Employee welfare enables workers to have richer and more satisfying

The project report is prepared based on particular topic that is study

 The primary objective of the study is to understand the effectiveness of

 To identify various welfare measures provided by the company for

The scope of the study is on the welfare measures provided by

LIMITATIONS OF THE STUDY

A news paper is regularly scheduled publication containing news,

The newspaper is typically funded by paid subscriptions and adverting.

When newspapers and magazines are combined, print is the world's

To propel the newspaper growth in India, 26 percent foreign direct

Press Council of India

Indian Newspaper Society

RNI compiles and maintains a Register of Newspapers containing

National Readership Studies Council

It is constituted by Advertising Agencies Association of India, Audit

News paper business in Kerala

Malayala Manorama First appeared on 14th March 1890, as a weekly,

Mathrubhumi: The first copy of Mathrubhumi went to press on 18th of

Deshabhimani is a Malayalam newspaper run by Communist Party of

Kerala Kaumudi is a popular Malayalam newspaper, founded in 1911.

Deepika is one of the oldest newspapers published in India. The first

Newspaper Industry- Global Perspective

Modern newspapers, in the quest of generating maximum revenue in the

Newspaper Industry- Indian Perspective

Rank Newspaper Language Circulation

1 Dainik Jagran Hindi 159,50,000

2 Dainik Bhaskar Hindi 134,88,000

3 Hindusthan Dainik Hindi 108,39,000

4 Malayala Manorama Malayalam 99,27,000

5 Amar Ujala Hindi 85,83,000

6 Lokmat Hindi 78,09,000

7 The Times Of India English 72,54,000

8 Dina Thanthi Tamil 72,45,000

9 Rajasthan Patrika Hindi 72,17,000

10 Enadu Telegu 71,05,000

Deshabhimani is one of the leading Malayalam dailies in Kerala. It is

HISTORY OF THE COMPANY

OBJECTIVES AND VISION

OTHER PUBLICATIONS (PRODUCT LINE)

Employee welfare facilities enable workers to live a richer and more

According to the ILO report,

OBJECTIVES OF EMPLOYEE WELFARE ACTIVITIES

Following are the objectives of the voluntary employee welfare services by

FEATURES OF EMPLOYEE WELFARE

SIGNIFICANCE OF EMPLOYEE WELFARE

The basic objective of employee welfare is to enable workers to live

1. Benefits to the workers

 Welfare facilities provide better physical and mental health to the

 Employer welfare facilities help to increase employee productivity or

3. Benefits to the Society

Agencies of Labour welfare in India

I. Welfare measures inside the work place

1) Condition of the work environment