CHAPTER – 1

INDUSTRY PROFILE

The Indian textile industry is one of the largest in the world a massive raw materials and
textile manufacturing base Our economics largely dependent on the textile manufacturing
and trade in addition to other major industries. About 27%of the foreign exchange
earnings are on accounts of export of textile and clothing alone.

The textile and clothing’s sectors contribute about 14%of the industries production and
3% of the gross domestic product of the country. Around 8% of the total excise revenue
collection is contributed by the textile industry. So much so, the textile industry accounts
of as large as 21% of the total employments generated in the economy. It is the second
largest employer after the agriculture sector in both rural and urban areas. India has a
large pool of skilled law cost textile workers experienced in technology skills.

Almost all sectors of textile industry have shown significant achievement. The sector has
shown a 3.66% CAGR over the last five years. This industry has poised to meet the
increased global competition in the post 2005 trade regime under WTO.

The textile industry in India has a strong multi-fiber raw materials production base, vast
pool of skilled personnel .entrepreneurial talent good vibrant however about strengths get
substantially diluted due to production process disadvantages in certain area such as
technology and supply chain management deficiencies, Therefore. Corrective measures
were taken to prepare a technology survey industry to meet the challenges.

Textile top 10 Companies in India

 Alok Industries
 Wels pun India
 Garden Silk Mil
 Mudra Lifestyle

1
  Siyaram Silk
 DonearInd
 Orbit Exports
 Ventura Text
 Black Rose Ind
 Tuni Textile

The Indian textile industry is one of the largest in the world a massive raw materials and
textile manufacturing base Our economics largely dependent on the textile manufacturing
and trade in addition to other major industries. About 27%of the foreign exchange
earnings are on accounts of export of textile and clothing alone.

The textile and clothing’s sectors contribute about 14%of the industries production and
3% of the gross domestic product of the country. Around 8% of the total excise revenue
collection is contributed by the textile industry. So much so, the textile industry accounts
of as large as 21% of the total employments generated in the economy. It is the second
largest employer after the agriculture sector in both rural and urban areas. India has a
large pool of skilled law cost textile workers experienced in technology skills.

Almost all sectors of textile industry have shown significant achievement. The sector has
shown a 3.66% CAGR over the last five years. This industry has poised to meet the
increased global competition in the post 2005 trade regime under WTO.

The textile industry in India has a strong multi-fiber raw materials production base, vast
pool of skilled personnel .entrepreneurial talent good vibrant however about strengths get
substantially diluted due to production process disadvantages in certain area such as
technology and supply chain management deficiencies, Therefore. Corrective measures
were taken to prepare a technology survey industry to meet the challenges.

India is the world’s second largest producer of textiles and garments after China and is
the world’s third largest producer of cotton—after China and the USA—and the second
largest cotton consumer after China. The textile and garment industry in India is one of
the oldest manufacturing sectors in the country and is currently it’s largest.

2
The textile and garment industry fulfils a pivotal role in the Indian economy. It is a major
foreign exchange earner and, after agriculture, It is the largest employer with a total
workforce of 35 mn. In 2011 textiles and garments accounted for about 14% of industrial
production and 16% of export earnings.

The industry covers a wide range of activities. These include the production of natural
raw materials such as cotton, jute, silk and wool, as well as synthetic filament and spun
yarn. In addition an extensive range of finished products are made.

The Indian textile industry accounts for about 23% of the world’s spindle capacity,
making it the second highest after China, and around 6% of global rotor capacity. Also, it
has the highest loom capacity—including hand looms—with a 61% share.

India accounts for about 12% of the world’s production of textile fibers and yarns. This
includes jute, of which it is the largest producer. The country is the second largest
producer of silk and cellulose fiber and yarn, and fifth largest of synthetic fiber and yarn.

In India the earliest traces of textile can be found in Rig-Veda, which refers to weaving.
The ancient Indian epics-Ramayana and Mahabharata also speak of a variety of fabrics of
those times. The Ramayana refers to the rich styles worn by the aristocracy on one hand
and the simple clothes worn by the commoners and ascetics.

India has been well known for her textile goods since very ancient times. The traditional
textile industry of India was virtually decayed during the colonial regime. However, the
modern textile industry took birth in India in the early nineteenth century when the first
textile mill in the country was established at fort Gloster near Calcutta in 1818.

The cotton textile industry, however, made its real beginning in Bombay, in 1850s. The
first cotton textile mill of Bombay was established in 1854 by a Parsi cotton merchant
then engaged in overseas and internal trade. Indeed, the vast majority of the early mills
were the handiwork of Parsi merchants engaged in yarn and cloth trade at home and
Chinese and African Markets.
The first cotton mill in Ahmadabad, which was eventually to emerge as a rival centre to
Bombay, was established in 1861. The spread of the textile industry to Ahmadabad was
largely due to the Gujarai trading class. The cotton textile industry made rapid progress in

3
the second half of the nineteenth century and by the end of the century there were 178
cotton textile mills; but during the year 1900 the cotton textile industry was in bad state
due to the great famine and a number of mills of Bombay and Ahmadabad were to be
closed down for long periods.

Man-made fabric

Fabric flexibility introduced by the Government’s textile policy of 1985 has,

Till the early seventies, the Indian man-made fabric textile industry was however, helped
man-made fabrics to grow rapidly in the last two decades. Falling input prices and ease of
maintenance of popularized man-made and blended fabrics among the common masses.
They are also increasingly being used in industrial applications. India’s man-made textile
industry is capable of expansion in terms of raw material base and yarn and fabric
conversion facilities.

Today, it accounts for almost 32 percent of the fabric/yarn base. Given the Indian
advantages of lower production costs, dominance of medium-sized units capable of
catering to a small lot and volume orders, large domestic consumption which could
neutralize adverse effects of overseas demand fluctuations and decline in productions in
the developed countries, the Indian synthetic textile producers have an edge.

4
 COMPANY PROFILE

INTRODUCTION TO COMPANY

Mittal Clothing Pvt. Ltd started in the year 1992 with 20 no. of people in Bangalore.
They are the Manufacturer of Indian Ethnic Wear. Mittal company is one of the
prestigious and conspicuous company providing female fashion solutions. Indian Ethnic
is specialized in ethnic wear collection of Women Wear, Bridal Wear, Ethnic Suits,
Wedding Saris & Lehengas and Suit. The company’s Ethnic Wears are designed as per
the current fashion trends with captivating color schemes, durable fabrics and alluring
patterns. With expert and imaginative designers, they produce the desired quality Women
Wear, Bridal Wear, Ethnic Suits, Wedding Saris & Lehengas and Suit and supply
Women Wear, Bridal Wear, Ethnic Suits, Wedding Saris & Lehengas, and Suit to global
clients.

Supplier of Indian Ethnic Wear in India

The designs manifest the richness of Indian tradition couple with contemporary designs
and style. The fabrics display the ethnicity couple with modernity. Apart from the
conventional and ethnic wear collection; they also have the best of international fashion
women wear of international repute. The company Indian Ethnic has gained a reputation
among all fashion alert generation in the past decade. Nevertheless the company will
reach great heights in coming future and will bring out the most exclusive Women Wear,
Bridal Wear, Ethnic Suits, Wedding Saris & Lehengas and Suit.

BACKGROUND OF THE COMPANY

Company: Mittal Clothing

Services: Manufacturing unit, Dyeing & Finishing, Embroidery

Year of Establishment: February 7, 2014

Floor Space: 3,600 Square feet.

Factory workers: 260 – 270

Production and Office Staff – 25(factory)

5
 Brand – Alena

Contact Details

240/410/2, Opp. Reddy School, Roopena Agrahara,

1st Cross, NGR Layout,

Hosur Road, Bangalore

Karnataka- 560068

Phone: (+91)-8064909012

Email: info@mittalclothing.com

Production Capacity

80,000 to 1 Lakh per month.

Main Customers

Big Bazar, Reliance, Arvind, Max.

PRODUCT RANGE

Vision
The company vision is to provide premium solutions and services to the clients at par
with international standards so as to provide benchmark quality standards and long
lasting performance guarantee assurance. However, care must be taken to keep a price
line within the affordability range of the Indian Market so that people are able to afford
an International Qualitative service at a reasonable price.

6
 Mission
To usher in a Domestic Garment Revolution in India by creating valued customer base
and by partnering with them for longtime.
Target Customers
Age between 20 – 45 years

Quality policy
1. Product – Innovation & Development: With many years’ experience on material
and product development knowledge, Mittal clothing can help to develop them
and provide new solutions.
2. Material - Innovation, Sourcing, and Procurement: We work closely with our
Supply Chain Partners sourcing for the most innovative materials available in the market,
so you don’t have to choose between cost and quality.
3. Manufacturing –MOQ and Speed to multi-markets: We are capable of handling
MOQ and doing stage production to move high quality product faster.

Strength
Run by a well experienced and passionate team Working on ERP (Enterprise Resource
Planning) and lean manufacturing Sustainable manufacturer.
Factory Details
Formation: Mittal Clothing Private Limited founded by Mr. Bimal Kumar Saraogi in the
year 1974.
Operations: India, Bangalore facility spread over 75,000SQFT. The structure houses Raw
Material, Garmenting, Finishing, and Make up Dispatching, Finished Stock and
Administrative blocks.
Products: Women’s wear
Strengths: Modern Technology, String in Ethnic wear, trained man power & strong
supply chain management team.
High Volume: Reliance Trends, MAX, Big Bazaar
High Value: Lifestyle, Arvind Mega mart, Westside

7
 Technical Advantages
Dyeing & Finishing - All fabrics dyed and processed as per Industry standards.
Finishes- Mercerization, Enzyme, Silicon, Carbonized Treatments.
Prints-All over prints in Pigments, Reactive, and Discharge & Digital based.
Accessories Bangalore based vendors Embroidery
In House Embroidery for newest design and constant innovations.
WORKFLOW CHART

Designing

Pattern Making

Sampling

Fabric Department Raw Material Checking

Pattern Department

Cutting Department

Stitching Department

Finishing Department

Shipping

8
 MACHINERY OVERVIEW

HUMAN RESOURCES

90% women workforce.

9
 Basic / Multi skill training, Innovation based production

Social Standards - Transparent wage systems,

About 330+ employees working at current facility.

Goals

 To be one among the top 3 manufacturer in India.

 To increase our manufacturing units from 5 to 10 in the next 5 years.
 Developing new Customers and new categories of existing Customer Smooth
Execution of Orders to provide improved services to Buyers.
 Upholding highest standards of ethical values at all levels, Institutionalizing
systems- approach in all functions of the management.
 Creating an environment for talent to blossom.
 Forging long-term relationships with all the stakeholders.
OWNERSHIP PATTERN

Mr. Bimal Kumar Saraogi Chairman

Mr. Vineet Saraogi Managing Director

Mittal Clothing Pvt. Ltd.

General trading – manufacturer and exporter

Bangalore

COMPANY PROFILE

10
 Company: Mittal Clothing

Services: Manufacturing unit, Dyeing & Finishing, Embroidery

Year of Establishment: February 7, 2014

Floor Space: 3,600 Square feet.

Factory workers: 260 – 270

Production and Office Staff – 25(factory)

Brand – Alena

Contact Details

240/410/2, Opp. Reddy School, Roopena Agrahara,

1st Cross, NGR Layout,

Hosur Road, Bangalore

Karnataka- 560068

Phone: (+91)-8064909012

Email: info@mittalclothing.com

Production Capacity

80,000 to 1 Lakh per month.

Main Customers – Explain in a para about each

Big Bazar, Reliance, Arvind, Max.

PRODUCT RANGE

11
12
 ORGANISATIONAL FLOWCHART

13
 Structure

C.E.O

Sr.Executive Assistant

Sr. Chief Retail Chief of

Sr. H.R. Brand Chief Chief of
Head of Finance Manager and Marketing
Manager Managers Technical Logistics
IM Distribution and VM

 Structure Of Production Department

CHIEF -
TECHNICAL

MANAGER
PRIL FOB DEPUTY
MANAGER -
TEAM MANAGER
TECHNICAL

JR JR EXECUTIVE ASSI., JR JR
EXECUTIVE
EXECUTIVE EXECUTIVE QC MANAGER EXECUTIVE EXECUTIVE

JR JR
EXECUTIVE
EXECUTIVE EXECUTIVE

Process flow of Merchandising Department

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 TECH PACK FROM BUYER

INITIAL SAMPLING AND COSTING

GET ORDER FROM THE BUYER

ORDER CONFORMATION

BUDGETING

SAMPLE DEVELOPMENT

SAMPLE APPROVAL

SHIPMENT

INSPECTION AND FINAL SHIPPING

SWOT ANALYSIS

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 Strengths:

 Good relation between management and workers. Skilled and efficient work
force.
 MITTAL CLOTHING has computerized embroidery machines which are capable
of producing 10,000 Pieces per day Special medical facilities, visiting doctor,
fulltime nurse on premises, on call ambulance day care center, need based loans,
education opportunities for the families of workers etc.
 Complying wish ISO 9001 parameters using Eco friendly products and process.
Having advanced processing plant in the country. The process does not use any
dyes, chemicals or auxiliaries which contains banned amines (azo group dyes) i.e.
those which leave traces of carcinogenic allergic or toxic elements in the final
product.
 BIOMETRIC SYSTEM is adopted. All employees are required to compulsorily
register the finger print while coming in and going out to ensure their attendance
for the day. Largest manufacturers of knitted garments. Wide marketing net work.
 One time delivery of goods to the buyers Quality packing with safety instructions.
Company always adapts new technology; Company has the ability to compete in a
dynamic environment. The company has a strong research and development
deportment for the product, Company brand image is good and Being
multinational company it has the ability to attract more customers than local
companies

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  Company is vertically integrated with in house dyeing, finishing; laundry,
printing, embroidery and stitching facilities under one roof. Company factories
are fully compliant – WRAP and BSCI certified. Companies have a full-fledged
design and development department to service clients with latest fashion trends.
The design department has access to WGSN and is supported with designers
based in Europe.
 Company has a full-fledged dedicated factory to make new developments and
salesman samples. Company specialize in 100% viscose; viscose spandex fabrics,
100% modal and low weight cotton jersey fabrics.
 Company can give quick deliveries from 45 days – 60 days onwards for specific
styles.
 Company is GOTS certified to produce 100% organic cotton garments. Company
is also EU Flower certified.
 Company has an integrated ERP system linking all offices and factories to track
any order at all times.
 Video conferencing facility connecting all factories and communicating with
overseas customers is in place for quick response time.

Weaknesses:

 Idle capacity of the machines. Labour problem, Wastrel floor area and No
participation of lower level works in the process of strategic planning building of
vision statement, fixing of goals and objectives.
 Not able to meet the market demand fully because of fast change in trends and
technologies. Communication between company and end users is not satisfactory.
 Mittal is highly dependent on cotton, Lower productivity in various segments due
to lack of skilled employees, decline in raw material in production , Lack of
enhanced technological development in garment manufacturing.
 Unfavorable labour laws, Higher indirect taxes, Power and interest rates, High
attrition rates, Lack of proper water supply channels.

17
  Sewage disposal problems due to the high toxic chemical contents in it. More heat
is generated by the machines and it is highly difficult to reduce temperature of the
entire unit.
Opportunities.

 Mittal Clothing has the opportunity to expend its marketing net work to another
countries of the world.
 It can widely expand its business by manufacturing fashion woven fabrics in large
and it having latest technology. Opportunity to tap the untapped domestic market
and local market. Needs to increase the focus on product development. Never
specialized fabric, smart fabrics and specialized treatment etc
 Increased use of CAD to develop designing capacity in the organization and
developing greater options. Global expansion would give more opportunity for
brand to grow The company is a market leader in textiles sector in India ,as a
powerful brand Raymond
 As the population increases the demand of product will increase The company
need to increase focus on product development like ne specialized fabric Large,
potential domestic and international market. Product development and
diversification to cater global needs.
 Elimination of quota restrictions leads to greater market development. Market is
gradually shifting towards branded ready garment. Increased disposable income
and purchasing power of Indian customer opens new market development.
 Emerging retail industry provides huge opportunities for the apparel, Handicrafts
and other segments of the industry. Greater investment and FDI opportunities are
available.
Threats:

 As most of the raw materials are imported, their prices and supply depends upon a
international market conditions.
 In this industry technology as well as trends changes very rapidly as a result today
news and advanced machines will become obsolete in very short period, so there
will be high sunk cost.

18
  Regional trade blocks ply a significant role in the global garment industry with
countries enjoying concessional tariffs by virtue of being members of such
blocks/alliances.
 Several competitions from similar companies, Competition from other developing
countries especially China. Changing customer preferences and buying habits.
Continuous quality improvement is needed as there is different demand patterns
all over the world.
 Elimination of quota system will lead to fluctuation in export demand threat from
power loom and handloom products are forcing them for product diversification.
 Changing international and national trade policies. International labour and
environmental laws. To balance between price and quality. Recession affecting
the global economic policy.

ACHIEVEMENTS

 Mittal clothing’s achievements have been recognized by various government and non-
government organizations.
 Trophy for Outstanding Export Performance in the field of Hosiery and Knitted Garments
from 1987 to 1992 was awarded to Mittal clothing by the Apparel Export Promotion
Council.
 Award for Best Export Performance by Small Scale Industry for the year 1987-88 to
1991-92 awarded by the Government of Maharashtra.
 Trophy awarded by the Clothing Manufacturers Association of India, from 1990-91 to
1992-93.

FUTURE GROWTH AND PROSPECTS:

MITTAL CLOTHING always strives to achieve greater heights.

 Further plans include.

 Back ward integration into knitting and spinning of yarn

19
 Domestic foray a small start through opening of their first shop Sam and sully.
 Almost doubling of capacity from 20000 per day to 40000 pcs per day.
 Home textile.
 JV’s for specialized clothing like Industrial clothing, Lingerie, swim wear.

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 CHAPTER-2

CONCEPTUAL BACKGROUND AND REVIEW LITERATURE

INTRODUCTION TO HRM

Human Resource Management (HRM) is a management in any organization of people

relatively new method. People who are considered key resources of this approach. It is
people who care about the level of management in organizations. Since the organization
is a person, their acquisition, development skills, higher levels of achievement
motivation, and ensuring that the level of commitment to maintain them is an important
activity.

These activities belong to the field of human resources management. Human resource
management is a process, including the acquisition, development, maintenance and
human resource power of four main activities. Scott, Clothier and Spriegel human
resources management is defined as the responsibility of the management staff,
employees and focus on the main business focus on employee management and employee
relations, individuals and groups. Human resources departments in the organization
responsible for maintaining good relationships.

It is also concerned about personal development, integrate organizational goals and

individual goals. Northcott that human resource management is an extension of general
management, stimulate each employee for the purpose of the enterprise to make the
greatest contribution. Human resources management is not separate from the basic
management functions. It is the main component of a broader management functions.
France Wende Seoul would "Human resources management" is defined as the
organization of human resources recruitment, selection, development, utilization,
compensation and motivation.

MEANING OF HUMAN RESOURCE MGT: - ―The process of accomplishing

organizational objectives by acquiring, Terminating, Developing and properly using
human resources. In the organisation.‖

21
DEFINITION: - ―It is that phase of management which deals with the effective control
and use of man power as distinguished from other sources of power.‖

1.2 IMPORTANCE OF HRM:-

The available human resources are to be fully utilized by the organizations cannot afford
to have even one idle employee therefore the importance of HRP lies in the effective
utilization of human resources in the organizations.

 Hire the right person for job.

 Maintain low absenteeism and turnover.
 Have people doing their best.
 Not to waste time with useless interviews.
 Prevent the company taken to court for unsafe practices discrimination etc,.
 Provide training to increase efficiency & effectiveness of the department.

OBJECTIVES OF HRM:-

HRM has several objectives. Its main objective is to make the organisation ―people
oriented‖ and to have number of ―people programs the objectives are as follows.

 To make the organisation people to acquire power to perform the different types
of work that may come in their way at present on its future.
 To develop the inner hidden talent of individual workers which may be used for
the development of the organisation.

 To develop team work among the workers and an organisation culture which
helps the organisation to grow & make the individual workers to be dynamic.
Human resources should become the pride possession of the organisation.
 To train new employee to the level required by the organisation to perform their
task effectively.
 The existing employees will also be trained to take up more responsibilities.

22
  The main objective of HRM is training & development of employees of an
organisation.
The key element of good interpersonal relations: -

 Six most important words - " I acknowledge I made a mistake "

 The most important words - " You did not wrong "

 The four most important words - " What is your opinion"(Consultation)

 The most important words - " Please"(Ritual section)

 The two most important words - " thank you"(Gratitude)

 A negative word - I (self-containment)

Human resource management functions

 Work analysis.

 Planning labor needs and recruiting candidates.

 Choose job seekers

 Orientation training for new employees.

 Management wages and salaries.

 Provide incentives and benefits.

 Evaluate performance.

 motivation.

 Training and Development Manager.

 Employee Of the welfare.

 Employee Of health and safety.

 Handling complaints and industrial / labor relations.

Human resources management principles:-

23
  Personal development of creative thinking - In order to provide full and equal
opportunities for every employee to realize his / her full potential.

 SCIENTIFIC choose - to choose the right person for the right job.

 Free of charge circulation - keep communication channels open, to encourage

the upper and lower down, horizontal, formal and informal communication.

 Participation – to be associated with employee representatives at all levels of

decision-making.

 Return on equity - fair and equitable wages and salaries paid commensurate with
the work.

 Incentives - to recognize and reward good performance.

 Labor dignity - treatment with dignity and respect every certificates.

 Labor management cooperation - promote cordial industrial / labor relations.

 Teamwork - promoting cooperation and team spirit among employees.

 Contribution to the country's prospects - provide work of a higher goal, and

prosperity to all employees and the promotion of the country.

LABOR WELFARE

Due to improve the working conditions of the working class in India, the Indian trade
union movement emerged.

Since the state intervention needs to improve working conditions, trade union
movement began in India. Privatization, liberalization, austerity measures based
economic reform package, can be seen as providing some favorable environment for
public sector trade unions, engage in more industrial disputes, but observed that an
increasing number of differences, Trade union movement internal division. Although
the trade union movement was needed to improve the working conditions of the
working class in India, trade union activities had declined over the years. Union "wage
earners" sustainability is required in order to maintain or improve working conditions.

24
Political and ideological motives influenced the Indian trade union movement, but also
influenced by their powerful forces. Dual color analysis of the political aspects, industrial
negotiate labor and ideological orientation of the Indian trade union movement. He
scanned the various aspects of the trade unions in the context of a broader anti-
imperialist nationalism by imperial struggle.

The current study is theoretical understanding of enterprise view of the trade union
movement, public sector organizations sector units, against privatization in India.
Collective bargaining framework and behavior problems have been studied in the
literature included. Comparative analysis of historical comparison method in the history
of Indian trade unions began to compare the activities of trade unions of various
countries in India, even more so, because the state government and trade unions have
different political relations. Trade union movement itself there are differences and
divisions at the same time.

Labor in India

Considering the extent of organized and unorganized labor sector, we can better
understand the level and complexity of the Indian problem. The latest National Security
Committee 1999--2000 annual survey, which is a huge difference between the two
sectors attracted attention. The conclusion of these conclusions is that the growth of the
organized sector is only about one million, while the growth of the unorganized sector is
about 55 million.

There are parts of the organization, including major institutions in 1948"Factory Act",
national commercial and business establishments Act,"1946"industrial employment
Procedure Act" and covered. The department has a structure that extends the social
security benefits to the workers covered by these legislation.

On the other hand, the unorganized sector is characterized by a lack of labor law
coverage, seasonal and temporary occupation, high labor mobility, decentralized labor,
labor labor, lack of organizational support, low bargaining power. Which is vulnerable to
social and economic difficulties. In rural areas, the landless agricultural laborers, small

25
and remote farmers, peasants, farmers, fishermen, gardening, beekeeping, pick
pocketing, forest workers, rural workers, etc., of which the major urban areas, including
construction, carpentry, trade, transport, communications Such as handmade workers,
but also street vendors, hawkers, first-time workers, pebbles, tin craftsmen, clothing
manufacturers and so on.

India's 487 million workers, about people, is China's second largest after labor. There are
organizations, including government departments, state-owned enterprises and private
sector employment. In 2008, organized sector employs 2750 people, including 1730
people work for all government or government entities.

Labor welfare

Benefits include anything for comfort and improve employee and do, and provides more
than wages. Welfare helps to keep the morale and motivation of employees, to keep the
duration of employees. Welfare measures are not necessarily just in monetary terms, but
in any way or form. Employee benefits include monitoring working conditions,
establishing industrial harmony through health infrastructure, industrial relations and
disease-related insurance, accidents and unemployment for workers and their families.
Labor benefits include all activities of the employer, with the aim of providing
employees with certain facilities and services other than wages or salaries.

Labor benefits have the following objectives:

 For workers to provide a better life and health

 So that the staff happy and satisfied
 Less light industry people fatigue, improve intellectual, cultural and material
living conditions of workers.

The basic characteristics of labor welfare measures are as follows:

 Labor benefits include a variety of facilities, services and facilities to improve the
health, efficiency, economy and social status of workers provided.
 Welfare measures in addition to law and collective bargaining because of normal
wages for workers and other economic benefits.

26
  The labor welfare program is flexible and constantly changing. The new welfare
measures do not add to the existing welfare measures in time.
 Employer, government, employees, or any social welfare or charitable
organizations can take action.
 The purpose of labor welfare is to make the overall quality of workers to develop,
so that the labor force better. The logic behind providing welfare plan is to create
an effective, healthy, loyal and satisfied workforce for the organization. The
purpose is to provide such facilities to make their work better, improve their
standard of living.

An important advantage of welfare measures can be summarized as follows:

1. They provide workers with better physical and mental health, so as to promote a
healthy working environment and facilities, such as housing programs, medical
benefits, and workers family Educational and recreational facilities, To improve
their standard of living help. This allows workers to pay more attention to work,
thereby increasing productivity.
2. Employer welfare facilities by providing a stable workforce. Workers active
interest in the work, and to participate and feel involved in the work.
3. Employee welfare measures to improve organizational productivity and promote
healthy labor relations, thereby maintaining industrial peace. Evil ugly social
phenomenon prevailing labor, such as substance abuse, etc. Reduced from
welfare policies to a greater extent.
4. The organization provides employees with welfare facilities to keep their motives
high. Employee benefit plans can be divided into two categories. Statutory and
non-statutory benefit plans. Statutory scheme is planned to comply with laws
relating to employee health and safety regulations provided by the organization.
These include industrial activities, such as "Factory Act of
1948","1986Actboatstaff people (safety, health and welfare),""1962Mining Act"
and other industrial behavior. Non-statutory programs vary from industry to
industry due to organizational differences.

5. Statutory benefits plan:

27
 6. Statutory benefits plan includes the following provisions

Statutory benefits plan

1. Drinking water Health and safety of drinking water should be provided at all
workplaces.
2. For care facilities: In every organization, especially factories, appropriate seating
arrangements will be provided.
3. First aid equipment: First aid equipment should be readily assessable and should
be set so that in case any small incidents initial medication can be provided to
employees in need.
4. Toilets and urinals: Toilets and urinals are provided with a sufficient number of
offices and factories and maintained in a clean and tidy state.
5. Canteen facilities: Cafeteria or canteen is provided by an employer to provide
health and nutritious food to employees.
6. Spittoon: In every workplace, such as sanitary ware houses, local shops, and
office space in the Docklands spittoon is to provide a convenient place, and the
same is maintained in a sanitary condition.
7. Illumination: Appropriate and adequate lighting will be provided to employees so
they can work in safety during the night shift.
8. Washing place: Where appropriate cleaning, such as bathrooms, wash bats into
tap and riser provided near the harbor in the workplace.
9. Locker room: Enough dressing room to provide workers to change their cloth in
the factory area and office space. But also to the workers to provide enough
lockers to save clothing and items.
10. Lounge: Lounges provide a sufficient number of workers to the provision of
water supply, wash basin, toilet and bathroom.

11. Statutory plan:

12. Many non-statutory benefits programs may include the following plans

Statutory plan

28
  Personal health Automotive E (periodic physical examination):Some companies
offer a wide range of health screening facilities
 Flexible working hours: The main purpose of the flexible working system policy
is to provide an opportunity for employees to work flexibly with a timetable.
Flexible work schedule approved by the employee initiated by management to
meet business commitments, while supporting personal life needs of employees
 Employee Assistance Program: Various auxiliary programs arrangements, such
as an external advisory services, or employees
 Their immediate family can get counseling on various issues.
 Harassment policy: In order to prevent any form of harassment of employees,
provide appropriate action guides as well as to protect the injured employees.
 Pregnant women dress & adoption leave: Employees can use fertile or adopted
leaves. Maternity leave is also introduced by companies.
 MEDI- requires insurance plans: The insurance plan provides employees with
appropriate insurance related hospitalization due to illness, illness or injury or
pregnancy expenses.
 Employee recommendation plan: In some employee referral program to be
implemented in order to encourage employees to refer friends and relatives
organized employment.

Introduction Labor Welfare: -

Labor benefits are a comprehensive term that includes a variety of services. By law,
employer-provided benefits and facilities provided in addition to the normal remuneration
of employees, but also can prolong labor welfare facilities. Labor welfare work is based
on labor legislation, raising the health, safety and overall well-being and efficiency of
workers to work beyond the minimum standards. In addition to employers, government
unions and non-governmental organizations can also provide welfare measures.

Meaning welfare measures were accepted in early1931.When the Royal Commission on

Labor said. The benefits are very important for workers who can not be guaranteed by
themselves. The labor welfare program may be seen as a wise investment, as this will
lead to more efficient return on profits.

29
The concept of labor welfare is flexible and flexible, advancing with the times, the social
values of industrial countries and the degree of industrialization and the level of social
and economic development of the masses are very different.

Labor welfare measures EFFECTIVENVCES: -

 Enable workers to be able to live a richer and better life.

 For the enterprises labor productivity and efficiency to contribute.

 By indirectly reduce the burden on their wallets, and improve the living standards
of workers.

NEED FOR Labor Welfare: -

Objectives and principles of labor benefits included.

 Industrial systems essential

 The key role of economic development

 1931Rural Labor Commission to take seriously the demand.

 Increase staff belonging to the ward organization.

 Encourage healthy and friendly relationship.

Types of employee benefits: -

School - these organizations, canteens, toilets, nurseries within,

Uniform.

School-This is the organization outside the provision, housing, education, child welfare,
vacation tourism facilities, workers cooperatives stores and career guidance,

Labor welfare and industrial hygiene

The origin of the concept of...

 First World War1914-18.

 India, as a founding Member one The

 India since1919 following the International Labor Organization (ILO).

30
  Most labor legislation It has been introduced by the Central and State
Governments.

 Also appointed a variety of agents and mediators.

Labor welfare needs

The objectives and principles of labor welfare include:

 Industrial Prerequisites

 Rural and agriculture to urban and industrial.

 The key role of economic development

 The Royal Commission on Labor in1931seriously this need.

 Increase staff belong organs.

 Encourage healthy and friendly relationship.

Social welfare goals

 Staff improvement and development

 High standards of work, in addition to other labor legislation.

 Improve the quality of work life (QWL).

 Complete industrial system and working conditions.

 Strengthen sense of belonging, a sense of responsibility and dignity

Employees.

Labor welfare principle

 Car Reed all levels in the organization.

 Proper coordination and cooperation

 Treatment by the government.

 Regular inspection, quality control.

 I believe the psychological, physical, emotional and moral well-being of

employees.

 Benefits not only employees, but also their families.

31
  Respect for the concept of value, beliefs and traditions.

Definitions

 The basic meaning of well-being - health, healthy, joy, friendly relations and
prosperity.

 This is an ideal state of existence, involving physical, spiritual, moral and

emotional stability.

 Labor welfare Yes Voluntary efforts by the management of the department.

 Industrial / labor welfare work is carried out to improve the statutory and
voluntary efforts.

 Some common interest at the following blessing

Treatment of welfare measures:

Intra – Mural activities Extra – Mural activities

1. Drinking Water. 1. Health and medical benefits.

2. Toilets/ Spittoons. 2. Maternity benefits.

3. Washing facilities. 3. Insurance.

4. Occupational Safety. 4. Gratuity, P.F.

5. Day – automobile centre. 5. Educational benefits.

Labor welfare scope

 Industrial Establishments.
 Factory Workers.
 Organize employees.
 Family welfare.
 Medical Benefits.
 Insurance.
Labor welfare Approaches

32
  Labor welfare law and order theory.

 On the religious rationale.

 Paternalistic Theory.
 Placating Theory.
 Public relationship.
 Functional Theory.
 Social Theory.
Labor Welfare Officer

 Description: - Labor Welfare Officer was appointed in any group or any

institution 500 more workers were employed - 12 months before the day.

 His intention behind. It is to minimize the work system in bad practices.

 The appointment was based on the 1948"Factory Act."

 Approved by the National Labor Director.

LW qualifications of officials

 Min Qualified University Master's degree

 The Obtain a degree or diploma in the social sciences or social work or social
welfare of an authorized institution.

 It is important to understand the local language.

Or most of the working class said.

 According to the legislation, he must be a person in charge of the organization

department.

 If service is terminated, the government needs special permission.

 He should live examination by the Commissioner for Labor, and automatically

report listed a list of workers who read the Commissioner for Labor.

 Wan-year-old - the sound of the tests include: -general knowledge, about labor
issues in Maharashtra state.

33
  The test is on a quarterly basis The open head in January, April, July and October
get on The

LW Officer functions/responsibilities

 Maintain the discipline of the Organization.

 Maintain safety and medical management.

 Maintain salary management.

 Legislation related to employee relationship.

(Labor safety / welfare)

 Health, safety, supervision wealth plan.

 In personal, family and work environment consulting staff.

 Recommendation Management - apprentices, welfare, and staff education.

 Maintenance of industrial health and safety, industry and peaceful settlement of

disputes.

 Interest arrangement, complaint resolution and so on

 Appropriate analysis to improve productivity and overall benefits of growth.

 Engage in various acts related to environmental, social, planting and social

responsibility.

The relationship between welfare and productivity of.

 Labor welfare is a very important concept in labor welfare and human resource
management.

 After the industrialization process, has made very important achievements.

 The success of labor welfare measures can introduce more welfare policies.

 Depending on the capabilities of the organization and management, labor welfare

measures can be taken.

34
  Labor Was being Considered to be the most active factor in production, and
therefore must be maintained and maintained in a proper manner.

 Therefore, not only encourage employees to labor welfare, but also to encourage
employees, staff, family and social life,

 Labor welfare supports the psychological, physical, emotional intelligence and

moral conditions of the staff.

 The Labor Welfare Board supports employees and employees in the process.

 Labor benefits can be considered from two perspectives

1] Negative

2] Positive.

 Negative aspects:- But also on the manufacturing / production department

employees / workers.

 It requires long-term investment, and management to which employers may not

be possible.

 The prediction of the results can not be entirely dependent on the workers'
perceptions.

Positive view:

 Increase employee motivation.

 Resulting in high morale / employee morale.

 Employees enjoy work and start working enthusiastically.

 Also caused a healthy communication between the upper level and lower level.

 Minimize conflict, indifference and disputes between employees.

 The Labor Welfare Bureau combines humanitarian methods with pragmatists.

 Welfare policy so that staff It combined with the organization.

 Thus, higher yields, high production efficiency, a virtually continuous high

profits.

Statutory welfare facilities....

35
  In the1946survey report submitted by the Committee, the proposed statutory
provisions relating to labor welfare facilities.

 Clean and healthy environment for the plant is now considered basic welfare
facilities.

 There are also a variety of welfare facilities, such as pure drinking water,

 Medical welfare / health checks of employees and their families.

 Scholarship / Staff Of the children Education welfare

 The Canteen and cafeteria facilities.

Review of Literature
1. Co-operative unionism and employee welfare by Michael R.White [ university of
Westminster-policy studies institute].I industrial relations journals
,vol,36,No,5,pp,348-366 September 2005.

2. Mr. Robert [2006] According his study Employee Welfare means this are the
benefits that an employee must receive from his/ her company. Like allowances,
housing for those companies who provides transportation, medical insurance,
food and some other facilities where the employee has right to demand.
3. S.KUMAR (1993), ―A study on the Labour welfare measures in AFT Ltd
Pondy‖. The author concluded the objective of the study is to find out the welfare
facilities provided on the AFT and the employee’s suggestion and opinion about
welfare measures by using structure questionnaire and by concluding personal
simple random sample for a sample of 100. The study revealed the welfare
measure provided by the company was adequate except for a few systems like
housing scheme and pension scheme.
4. JOHRIC.K AND SHARMA D.I, Year2011. ―Financing and administration of
labour welfare‖ Sri Ram centers for industrial relation 1968, New Delhi. Analysis
on the lines of important aspect to be much more deficient is considered as a favor

36
 by the employer to employee in terms of providing facilities like having education
and recreation.
5. K.Srikanth – July 2004. ―The productivity of an organization is dependent on
occupational health and employee well-being‖. concluded the research addressing
occupational health and employee well-being concentrates on 4 major areas in
organizational psychology, job insecurity, work hours, control at work and
managerial style. The heightened pressure can impact their behavior towards
employees.
6. S.K.SRIVASTRA (2004) in a study on ―Impact of labour welfare on employee
attitudes and job satisfaction‖, found that, if the management goes on working for
welfare of labourers, the labourers feel satisfied with their job and the get the
motivation towards their work. For the study two hundred workers were selected
from private and public sector with the help of incidental sampling method and
both the sectors have been taken from Kanpur city. Further the result of the study
indicated that welfare activities/facilities affect the workers attitude towards
management and job satisfaction in both sectors.
6. According to Pedalina and Gamboa (1987) A study on the effectiveness of the
safety and welfare measures in BHEL in the analysis the author traces that,
providing proper safety and welfare measures to the employees will increase the
efficiency in their working environment and also helps in betterment of the
organizations in terms of Profit gain and increase in Productivity.
7. According to Ritiesh (1995) The safety and welfare measures in a large
manufacturing plant in India form the leading college in Coimbatore city.
Organization provides various safety and welfare measures to the employees.
Studies were conducted to identify the satisfaction level of the employees were
not fully satisfied with the facilities provided.
8. According to Singh and Singh (1998) A study on the satisfaction of the
employees towards the safety and welfare measures in correlation with
absenteeism of the employees and they conducted that there is a less frequency of
absenteeism with the employees who feel satisfied with the facilities provided and
vice versa.

37
 9. According to Prathik (2001) A survey on the expectations of the employees
towards the welfare facilities provided to them with reference to PKM
constructions. From the research it is defined that the welfare facilities provided
has a high impact on the productivity of the organization. University of Nebraska
Medical Center (2002).
10. Alison Earle and Jody Heymans (2006) in their study entitled ―A
Comparative Analysis of Paid Leave for the Health Needs of Workers and their
Families around the World‖ state that the ability of workers to take time off
work when they are ill, and when their children or adult family members are
ill, is critical to the health of workers and their families. They find that 145
nations from around the globe provide paid sick leave for working adults, 33
for care of children and 16 for care of adult family members’ needs, and find
no evidence of a negative relationship between paid leave for personal or
family health needs and macro-economic status.
11. Jeff Dominitz and Charles F. Manski (2006) have studied the impact of
public and private pension plans on individual decision making. In so doing,
they highlight the additional information that is extracted using our
probabilistic elicitation method as opposed to more traditional methods that
only seek point forecasts. They document striking uncertainty and
heterogeneity of beliefs about the long-term existence of the social security
system and about the level of benefits should the system survive.
12. Franklin A. Michelle and William F Ford (2006) identified and analyzed an
inherent conflict between some U.S social security reform measures, which
would encourage delayed retirement decisions, and the objective of minimizing
the economy’s unemployment rate. They conclude that measures to encourage
older workers would relieve labour market pressures if and only if
unemployment is persistently near the non-accelerating inflation rate of
unemployment.
13. Paul Harris (2006) It is found that continuing frustration with service quality
and a growing realization that outsourcing alone cannot transform the HR
function. in his paper states that besides being probably the largest outsourcing

38
 contract ever signed DuPont pay $1.1 billion to Convergys over 13 years, the
partnership is a trial blazing effort to go beyond reducing HR benefits
administration costs and improving employee service to increasing productivity
throughout the worldwide company. The firm’s second annual study of HRO
effectiveness and satisfaction has found that while HR outsourcing is
delivering results from a cost perspective, success in meeting other key
objectives remains elusive.
14. Courtney Coile and Jonathan Gruber (2014) have explained that a critical
question for social security policy is how program incentives affect retirement
behavior. They have implemented forward looking models whereby individuals
consider the incentives to work in all future years. It is also found that private
pension incentives have roughly similar effects. They have found that forward
looking incentive measures for social security are significant determinants of
retirement. They suggest that social security policies that increase the
incentives to work at older ages can significantly reduce the labour force exit
rate of older workers.
15. Alberto Chaia, Antonio Martinez and Luis Enrique Rodriguez (2007) in
their paper have stated that in Latin America, pension reform and privatization
have delivered benefits, shrinking deficits and greater transparency, but
systems need to boost their returns and attract more workers. The most urgent
challenge is to increase replacement rates. Innovative strategies to attract
unaffiliated people are needed to bring the system’s benefits to a larger share
of the population. The measures have been closely watched in the developed
world, where aging populations are straining publicly funded pension systems.
16. Marie Gottschalk (2014) in his paper titled ―Back to the Future? Health
Benefits, Organized Labour, and Universal Health Care‖ states that the
umbrella of employment based health benefits is growing increasingly
threadbare. Some labour leaders advocate a bottom-up mobilization in support
of a single-payer solution that would dismantle the system of job based
benefits rooted in private insurance. Moreover, a dramatic ideological schism
in the labour movement about its future direction vexes its stance on health

39
 care reform.
17. Michael Gerfin and Robert E Leo (2017) have stated that income support for
working low income families is on top of the political agenda in Switzerland.
Based on a structural labour supply model, this paper provides micro-
simulation results of the effects of introducing different schemes of in-work
benefits. The current social assistance system is considered inadequate to
support working poor households. Several European countries have introduced
in-work benefits in order to make work pay. One-third of expected costs can be
attributed to behavioral changes in labour supply. It turns out that adding a
minimum hours, requirement to the current social assistance system is the most
cost effective reform.
18. Jay Wiggin (2017) in his article has outlined that the creation of the
Department for Work and Pensions and the new delivery agency Job centre
Plus is a significant reorganization of the administration of employment and
social security policy. The organization and objectives of the Employment
Service and Benefits Agency that labour inherited hinder moves to promote
joined- Drawing on regulation theory, the article argues that reform is
structurally driven by the need to ensure delivery mechanisms aligned with
labour’s vision of an ―employment first‖ welfare state.
19. Joachim Ragnitz and Marcel Thum (2016) have stated in their paper that the
possible introduction of a minimum wage in Germany has led to significant
controversy over the economic effects of such a change. This article presents
an estimate of how large the group of persons affected by a minimum wage in
Germany would actually be and how many jobs might be lost. The warning of
possible job losses from a minimum wage must not be understood as a call for
the withdrawal of the welfare state. The percentage of persons that would be
affected by a minimum wage law can be determined by using the data from the
survey on the salary and wage structure in the manufacturing and service
sectors. The state’s responsibility to ensure that as many citizens as possible
can earn a sufficient income from their own labour is certainly justifiable.
20. Robert J Lemke, Robert Witt and Ann Dryden Witte (2017) considered

40
 how the market for child care services, child care vouchers, and welfare
reforms affect the transition of welfare recipients from welfare to work.
Although their data prevent them from observing the earnings of single
mothers after they have made the transition from public assistance, they are
able to analyze the effect child care vouchers and welfare reforms have on the
decisions of single mothers when deciding to pursue work or education in
preparation for exiting the welfare system.
21. Padhi (2017) It is a desirable state of existence involving the mental, physical,
moral and emotional factor of a person. In his book titled ―Labour and
Industrial Law‖ explains that the term welfare refers to the state of well being
and implies wholesomeness of the human being.
22. Lea Henriksson (2016) examined the reconfiguration of professional groups
in welfare service work through the lens of gendered inequalities in order to
develop an inclusive research horizon that extends to the middle grade of care
workers. The author identifies the special vulnerability of the practical nurses
institutionally embedded ―in-between‖ the upper and lower grades, the social
and health sector, and the union traditions. This analysis of welfare service
work provides insight into social and cultural transformations related to
workforce change in a segmented and culturally diverse labour force and offers
reflections on the changing nature of craft unionism.
23. Alok Kumar (2015) states that often an increase in the minimum wage is
accompanied by a reduction in the capital tax. The analysis was done in an
inter-temporal search model in which firms post wages. A minimum wage
provides a lower support for the distribution of wages. He analyzed the effects
of interactions between the minimum wage and the capital tax in the general
equilibrium framework. He has found that the interaction of these two policy
instruments significantly modifies labour market outcomes and welfare cost. In
the presence of a binding minimum wage, a decrease in the capital tax leads to
an increase in wage dispersion. It also enhances the welfare cost of capital tax.
24. Rick Csiernik (2013) in his article explores labour welfare in Canada across
three distinct periods of occupational assistance: and the employee assistance

41
 programming era with the introduction of the broad-brush approach to
workplace-based assistance that also witnessed organized labour in Canada
provide fundamental supports to workers that were originally introduced by
workplace owners during the welfare capitalism period, welfare capitalism that
began with the Industrial Revolution and persisted through the depression of
the 1930s; occupational alcoholism programming that emerged during World
War II and the typically unreported domestic labour strife of the 1940s, lasting
through the postwar economic boom into the 1960s; though now to benefit
workers rather than to control them.
25. Randhir Kumar Singh (2018) studied the welfare measures and its impact on
manpower productivity. He has found that there is a correlation between the
welfare measures and manpower productivity i.e. if the proper welfare
measures are taken then the productivity of the employees will increase and
ultimately the profit of the organization will increase. He states that there is a
difficulty in arriving at the homogeneity concerning labour due to difference in
scale, energy, training, environment, incentive, rates of pay etc. The welfare
measures increases the productivity of the organization as well as it enhances
the morale and motivation of the employees which gives a positive impact on
the efficiency level of the organization.
26. Venugopal, Bhaskar and Usha (2016) explain that human resources play a
very important role in the development of the business. The study was
conducted with the main objective of evaluating the effectiveness of welfare
measures in industrial sector and to suggest measures to make existing welfare
measures much more effective and comprehensive so that the benefits of the
employees will be increased. It is for the management to see that whether the
workers get economic, social and individual satisfaction and employee welfare
activities.
27. Swapna (2016) addresses social responsibility of the business in light of
labour welfare with special reference to Singareni Collieries Company
Limited. Conceptually as well as operationally, labour welfare can achieve
through social responsibility, which in turn is closely linked to the concept of

42
 social welfare and the role of the state. The linkages and the ethical
considerations involved in employee welfare have been addressed with
implications for labour welfare.
28. Vijay a Bane and Ashifa (2017) throws light on welfare measures followed in
public sector transport corporation. It highlights the perception and levels of
satisfaction of the labours regarding the various welfare measures and the
methods to improve the welfare schemes in public sector transport corporation.
This study analyses the various dimensions of labour welfare measures that are
perceived to the labours.
29. Poongavanam (2017) explains that India’s labour force exhibits extremes
ranging from large numbers of illiterate workers unaccustomed to machinery or
routine, to a sizable pool of highly educated scientists, technicians and
engineers, capable of working anywhere in the world. The concept of labour
welfare varies from time to time, region to region, industry to industry and
country to country, depending upon various factors such as educational level,
social customs, degree of industrialization and the general standard of socio-
economic development.
30. Rama Satyanarayana and Jayaprakash Reddy (2018) carried out a research
to know the satisfaction levels of employees about labour welfare measures in
KCP Limited (Cement Division). A questionnaire was used to collect primary
data. The results of the research reveal that majority of the employees are
satisfied with all the welfare measures provided by the organization. The
overall satisfaction level of employees about welfare measures cover under
study is satisfactory. Therefore it is suggested that the existing welfare
measures may be improved further. Such welfare measures enrich the
employees’ standard of living and their satisfaction levels. These studies have
not covered the entire measures of labour welfare measures. Selection of
limited samples and lack of studying the relationship between demographic
variables

43
 CHAPTER-3

RESEARCH DESIGN

DESIGN OF THE STUDY

The design of the study is the conceptual structural structure with in which the prospect
work is conducted; it constitutes the blue print for the collection, measurement analysis
and interpretation of data.

TITLE OF THE STUDY:

A STUDY ON “EMPLOYEE WELFARE AT MITTAL CLOTHING PVT. LTD”,

BAGEPALLI

STATEMENT OF THE PROBLEM:

The most productive research of an Mittal Clothing Pvt. Ltd is their personnel from
a HR prospective, the management has to pay due attention to safety measures to see
that workers are protected from individual accidents this enhances work productive of
the employee, so provision have to be made to have appropriates safety programs in the
Mittal Clothing Pvt. Ltd of personnel policy.

NEED FOR THE STUDY

This study is intended on the Employee Welfare programs conducted by the company. In
that what type of Employee Welfare measures adopted in the Mittal Clothing Pvt. Ltd,
this approach intends to understand and upgrade their measures

The problem may arises in the Mittal Clothing Pvt. Ltd if the conditions of work are of
satisfactory of certain Mittal Clothing Pvt. Ltd which are including the safety activities
are

 To understand the facilities available for employees by Mittal clothing Pvt. Ltd
 Employee satisfaction towards the benefits provided by Mittal clothing Pvt. Ltd
 To understand the problems faced by employees.

44
OBJECTIVES OF THE STUDY:-

 To study the Welfare measures at Mittal Clothing Pvt. Ltd

 To study the health facilities provided by the Mittal clothing Pvt. Ltd
 To study the factors influencing the employee in relation to welfare measures.
 To understand the employee safety programs of the Mittal Clothing Pvt. Ltd
 To provide suggestions for the enhancement of safety measures in the Mittal
clothing Pvt. Ltd

SCOPE OF THE STUDY:-

The study on the responses of the labour to words Welfare measures and health is
conducted taking into consideration of labour random sampling is alone with the help of
questioner for the survey the study helps to express their ideas about the labour opinions
and it helps management to alter the system it feels necessary, this study covers only
selected Welfare measures provided by the Mittal Clothing Pvt. Ltd.

RESEARCH METHODOLOGY:-

The study was based on primary data, the studies consist of analysis about welfare and
health of labour picked up and their views solicited on different parameters.

Personnel interviews and internal discussion were held with employee further applying a
simple the statistical technics as processed the data collected.

Methodology
The proposed dissertation work will resort to Descriptive and Survey methods of
research. The total employee strength is about 800 at Bagepalli Unit, Bagepalli which
forms universe of the study. Employee health and wellness performances and impact on
workforce performances at different levels will be best captured by employing

45
convenient sampling method. It is proposed to include 100 employees across levels and
department of MITTAL CLOTHING Private Limited, Bagepalli.

SOURCES OF DATA COLLECTION:

The data has been collected from two sources:

PRIMARY DATA
The primary data collection is one of the key tools used by the researcher for data
collection, For the purpose of primary data collects from respondents directly. Primary
data is collects through observation and communication. Primary data was collect
through discussion with the manager, questionnaire and by interaction with the
employees of the at MITTAL CLOTHING Private Limited, Bagepalli
.
Desiring to collect the primary data by the administering the structured questionnaires to
the selected 100 employees of the company.

SECONDARY DATA
The secondary data will be collected from books, articles, reports, journals, magazines,
newspapers, news bulletins and web resources

Tools for Data Collection

It is proposed to use questionnaire, schedule and interviewing schedule for the purpose of
data collection.

Plan of Analysis
The collected data will be analyzed with the help of statistical tools and techniques such
as averages, percentages, standard deviation, chi square and the like. Wherever necessary,
tables, charts and diagrams will be made use of.

46
SAMPLING AND SAMPLE SIZE
About 600 workers in the sample factory constitute universe of the study. Out of which
100 employees from different departments has chosen to constitute the sample size
stratifies random sampling technique will be used to draw the sample units from the
universe.

Sampling Unit:

Sampling unit refers to process of defining the target population that will be sample.
Hence for the present study, data was collected by means of questionnaire from the
employees.

Sample Size:

Sample size plays a critical role, because the generalizability of the conclusion
depends on sample size. Sample size for the present study is 100.

Sampling Method:

Sample means representative of universe selected for the study Sampling means the
method of selecting a sample from a given universe with a view to draw conclusions.

PLAN OF ANALYSIS:
The collected data will be analyzed with the help of statistical tools and techniques such
as averages, percentages, standard deviation, chi square and the like. Wherever necessary,
tables, charts and diagrams will be made use of.

LIMITATION OF THE STUDY:

 Due to the time resources constraints the project is not comprehensive in its coverage.
 As the information is based on the responses given by the employer information
cannot be accurate.

47
 CHAPTER NO-4
ANALYSES AND INTERPRETATION

1) Table showing Number of year of service of employees

Table No 1

No of year of service No of respondents Percentage (%)

Less than 5 years 34 34%

5-10 years 32 32%

10-15 years 08 08%

15 and above 26 26%

TOTAL 100 100%

ANALYSIS:

The above table shows complete information about number of year of service
rendering by employees. Under this table clearly shows 34% of the respondents rendering
service from last 5 years, 32% of the respondents have the service of 5-10 years, 8% of
the respondents have the service of 10-15 years and 26% of the respondents have the
service of above 15 years.

48
 Graph No-01

1 The Graph showing number of year of service of employees

40

35 34 34%
32 32%

30
26 26%
25

20 No of respondents
Percentage
15

10 8 8%

0
Less than 5 years 5-10 Years 10-15 Years 15 & Above

INFERENCE:

Out of 100 samples 34 respondents have service of less than 5 years,32

respondents have 5-10 years of service,8 respondents have 10-15 years of service and 26
respondents have 15 & above years of service.

49
2) Table showing employee satisfaction towards security measures, loans and
advances

Options No of respondents Percentage (%)

Highly satisfied 08 08%

Satisfied 56 56%

Not satisfied 36 36%

TOTAL 100 100%

ANALYSIS:

From the above table we can observe that 8% of the respondents are highly
satisfied, 56% of the respondents are satisfied with the security measures, loans and
advances and 36% respondents are not satisfied with this scheme of the company.

50
 Graph No –02

2) The graph showing employee satisfaction toward security measures loans and
advances

60 56 56%

50

40 36 36%

30 No of respondents
percentage
20

10 8 8%

0
Highly satisfied satisfied Not satisfied

INFERENCE:

From above graph we can observe that 8 respondents are highly satisfied, 56
respondents are satisfied with loans and advance scheme and 36 respondents are not
satisfied.

51
 3) Table showing regarding regular increments

Options No of respondents Percentage (%)

Yes 100 100%

No 00 00%

TOTAL 100 100%

ANALYSIS:

From the above table it is clear that all the respondents are agree that the
company providing regular increments for all the employees.

52
 Graph No -03

3) The graph showing regarding regular increments

120

100 100%
100

80

60 No of respondents
percentage
40

20

0
Yes No

INFERENCE:

The above graph clearly shows the Mittal Clothing Pvt. Ltd providing
regular increments for all the employees in the organization.

53
4) Table showing the employee satisfaction towards fringe benefits

Options No of respondents Percentage (%)

Highly satisfied 02 02

Satisfied 58 58

Not satisfied 40 40

TOTAL 100 100%

ANALYSIS:

The above table shows that 2% of respondents highly satisfied, 58% of

respondents are satisfied towards company fringe benefits and 40% of the respondents
are not satisfied with this benefit.

54
 Graph No-04

4) Table showing employee satisfaction towards fringe benefits

70

60 58 58%

50

40 40%
40
No of respondents
30 percentage

20

10
2 2%
0
Highly satisfied Satisfied Not satisfied

INFERENCE:

The graph inferred that out of 100 respondents 58 respondents satisfied, 2

respondents are highly satisfied and 40 respondents are not satisfied with the fringe
benefits provided by the company.

55
5) Table showing over time allowances offered by the company

Options No of respondents Percentage (%)

Highly satisfied 00 00%

Satisfied 20 20%

Not satisfied 80 80%

TOTAL 100% 100%

ANALYSIS:

From the table portrays the overtime allowances provided by the

company, 20% respondents are satisfied and 80% respondents are not satisfied with
overtime allowances provided by the company.

56
 Graph No-05

5) The table showing overtime allowances offered by the company

90
80 80%
80

70

60

50
No of respondents
40 percentage
30
20 20%
20

10
0 0
0
Highly satisfied satisfied Not satisfied

INFERENCE:

Out of 100 respondents 20 respondents are satisfied, remaining 80

respondents are not satisfied with the over time allowance provided by the company.

57
6) Table showing employee satisfaction towards payment of bonus

Options No of respondents Percentage (%)

Highly satisfied 02 02%

Satisfied 80 80%

Not satisfied 18 18%

TOTAL 100 100%

ANALYSIS:

The above table shows payment of bonus, 80% of respondents satisfied, 2%

of respondents highly satisfied and 18% of respondents are not satisfied with bonus
provided by the Mittal Clothing Pvt. Ltd.

58
 Graph No-06

6) The graph showing employee satisfaction towards payment of Bonus

80 80%

No of respondents
Percentage

18 18%

2 2%

Highly satisfied Satisfied Not satisfied

INFERENCE:

The above graph indicates that 80 respondents satisfied,2 respondents

highly satisfied, and 18 respondents are not satisfied with bonus provided by the
company.

59
7) Table showing maternity leave provided by the company

Options No of respondents Percentage (%)

Yes 98 98%

No 02 02%

TOTAL 100 100%

ANALYSIS:

The above table clearly shows that 98% of respondents are satisfied
with maternity provided by the company to women employees, 2% of the
respondents not satisfied with benefit.

60
 Graph No-07

7) The graph showing maternity leave provided by the company

120

98 98%
100

80

60 No of respondents
Percentage
40

20

2 2%
0
Yes No

INFERENCE:

Out of 100 respondents 98 respondents agree that the company provide

sufficient maternity leave to women employees and 2 respondents are not agree for this,

61
8) Table showing HRA facility provided by the company

Options No of respondents Percentage (%)

Highly satisfied 00 00%

Satisfied 44 44%

Not satisfied 56 56%

TOTAL 100 100%

ANALYSIS:

The above table indicates HRA facility, 44% of respondents satisfied and
56% of respondents not satisfied with the HRA facility provided by the Mittal Clothing
Pvt. Ltd.

62
 Graph No-08

8) The graph showing HRA facility provided by the company

60 56 56%

50
44 44%

40

30 No of responded
Percentage
20

10

0 0
0
Highly satisfied Satisfied Not satisfied

INFERENCE:

The above graph clearly shows out of 100 respondents 44 respondents

are satisfied with HRA and 56 respondents are not satisfied with HRA facility provided
by the company.

63
9) Table showing educational facility provided by the company to employee
children’s

Option No of respondents Percentage (%)

Yes 10 10%

No 90 90%

TOTAL 100 100%

ANALYSIS:

The above table shows 10% respondents are satisfied and 90% respondents
are not satisfied with educational facility provided by the organization to the employee’s
children’s

64
 Graph No-09

9) The graph showing educational facility provided by the company to employee

children’s

100
90 90%
90

80

70

60

50 No of respondents
percentage
40

30

20
10 10%
10

0
Yes NO

INFERENCE:

Out of 100 respondents 10 respondents agree about educational facility

provided by the company to the employees children’s and 90 respondents disagree with
this.

65
10) Table showing recreational facility provided by the company

Option No of respondents Percentage (%)

Yes 16 16%

No 84 84%

TOTAL 100 100%

ANALYSIS:

From the above table portrays the recreational facility, 16% respondents are
satisfied and 84% of respondents are not satisfied with recreational facility provided by
the company.

66
 Graph NO -10

10) The graph showing recreational facility provided by the company

90 84 84%
80

70

60

50
No of respondents
40 percentage
30

20 16 16%

10

0
Yes No

INFERENCE:

The above graph shows 16 respondents responded as satisfied and 84

respondents responded as not satisfied with recreational facility provided by the
company.

67
11) Table showing employee satisfaction towards PF scheme of the company

Option No of respondents Percentage

Yes 90 90%

No 10 10%

TOTAL 100 100%

ANALYSIS:

The above table shows PF scheme of the company,90% respondents satisfied

with PF scheme of the company and 10% of respondents not satisfied with this scheme.

68
 Graph No-11

11) The graph showing employee satisfaction towards PF scheme of the company

100
90 90%
90

80

70

60

50 No of respondents
percentage
40

30

20
10 10%
10

0
Yes NO

INFERENCE:

The above graph reveals that 90 respondents are satisfied and 10

respondents are not satisfied with PF scheme of the company.

69
12) Table showing employee satisfaction towards transportation facility

Option No of respondents Percentage

Yes 94 94

No 6 6

TOTAL 100 100%

ANALYSIS:

From the above table we can observe that, 94 % of the respondents are
satisfied regarding transportation facility provided by the company, and remaining 6%
respondents are not satisfied.

70
 Graph No-12

12) The graph showing employee satisfaction towards transportation facility

100 94 94%
90

80

70

60

50 No of respondents
Percentage
40

30

20

10 6 6%

0
Yes No

INFERENCE:

The above graph shows that, 94 respondents are satisfied with the
company transportation and 6 respondents responded as not satisfied.

71
13) Table showing employee opinion towards incentives structure of the company

Options No of respondents Percentage (%)

Sufficient 36 36%

Not sufficient 44 44%

To be increased 20 20%

TOTAL 100 100%

ANALYSIS:

The above table clearly explain that 36% respondents feel sufficient about
incentives provided by the company, for 44% respondents incentives is not sufficient and
20% of the respondents wants increase the incentives.

72
 Graph No-13

13) The graph showing employee opinion towards incentives structure of the
company

50
44 44%
45

40
36 36%
35

30

25 No of respondents
20 20% Percentage
20

15

10

0
Sufficient Not sufficient To be increased

INFERENCE:

The above graph indicates incentives structure, 36 respondents feel

sufficient about incentives provided by the company, and 44 respondents responded as
not sufficient and other 20 respondents wants to increase the incentives.

73
14) Table showing hand wash facility provided by the company

Option No of respondents Percentage (%)

Yes 84 84%

No 16 16%

TOTAL 100% 100%

ANALYSIS:

From the above table, 84 % respondents responded as satisfied with hand

wash facility provided by the company and 16% of respondents are not satisfied with this
benefit.

74
 Graph No-14

14) The graph showing hand wash facility provided by the company

90 84 84%
80

70

60

50
No of respondents
40 Percentage
30

20 16 16%

10

0
Yes No

INFERENACE:

Above graph explain that 84 respondents satisfied and 16 respondents

are not satisfied with the hand wash facility provided by the organization.

75
15) Table showing employee satisfaction towards medical facility provided by the
company

Options No of respondents Percentage

Highly satisfied 02 02%

Satisfied 74 74%

Not satisfied 24 24%

TOTAL 100 100%

ANALYSIS:

The above table explains employee satisfaction about medical facility provided by the
company. 74% respondents are satisfied. 2% respondents highly satisfied and 24% of
respondents are not satisfied with medical facility provide by the company.

76
 Graph No-15

15) The graph showing employee satisfaction towards medical facility provided by
the company

80
74 74%

70

60

50

40 No of respondents
Percentage
30
24 24%

20

10
2 2%
0
Highly satisfied Satisfied Not satisfied

INFERENCE:

The above graph shows 74 respondents are satisfied, 2 respondents are

highly satisfied and 24 respondents are not satisfied with medical benefit provided by the
company.

77
16) Table showing employee opinion about welfare facilities

Options No of respondents Percentage

Very good 04 04%

Good 62 62%

Fair 20 20%

poor 14 14%

TOTAL 100 100%

ANALYSIS:

The above table shows 62% respondents feel good about welfare
facilities,4% of respondents feel very good and 20% of respondents said fair,14% of
respondents feel poor about welfare activities of the company.

78
 Graph No-16

16) The graph showing employee opinion about welfare facilities

70
62 62%
60

50

40
No of respondents
30 Percentage

20 20%
20
14 14%

10
4 4%

0
Very good Good Fair Poor

INFERENCE:

Out of 100 respondents 4 respondents feel very good,62 respondents feel

good and 10 respondents feel fair,14 respondents responded as poor about welfare facility
provided by the company.

79
17) Table showing grievance facility provided by the company

Option No of respondents Percentage

Yes 36 36%

No 64 64%

TOTAL 100 100%

ANALYSIS:

From the above table came to know that 36% of the respondents satisfied and
64% of respondents not satisfied with the grievance facility provided by the company.

80
 Graph No-17

17) The graph showing grievance facility provided by the company

70
64 64%

60

50

40 36 36%
No of respondents
30 Percentage

20

10

0
Yes No

INFERENCE:

The above graph exhibits that 36 respondents responded as satisfied and

64 respondents are not satisfied with grievance facility.

81
18) Table showing regarding training program provided by the company

Option No of respondents Percentage

Yes 56 56%

No 44 44%

TOTAL 100 100%

ANALYSIS:

From the above table 56% of the employees are satisfied regarding training
programmes provided by the company and 44% respondents are not satisfied with
trainings.

82
 Graph-18

18) The graph showing regarding training program provided by the company

60 56 56%

50
44 44%

40

30 No of respondents
Percentage
20

10

0
yes No

INFERENCE:

Out of 100 respondents 56 respondents are satisfied with the training

programmes and 44 respondents not satisfied.

83
19) Table showing leave policy of the company

Options No of respondents Percentage

Very good 14 14%

Good 76 76%

Fair 06 06%

poor 04 04%

TOTAL 100 100%

ANALYSIS:

The above table indicates the leave police of the Mittal Clothing Pvt. Ltd, 76%
respondents responded as good, 14% respondents as very good and 6% of employees
responded as fair, 4% of the respondents feel as poor.

84
 Graph No-19

19) The graph showing leaves policy of the company

80 76 76%

70

60

50

40 No of respondents
Percentage
30

20
14 14%

10 6 6%
4 4%

0
Very good Good Fair Poor

INFERENCE:

Out of 100 respondents 76 respondents responded as good,14 as very good

and 6 respondents feel as fair and 4 respondents feel poor about leave policy of the
company.

85
20) Table showing regarding gratuity scheme of the company

Option No of respondents Percentage

Yes 94 94%

No 06 06%

TOTAL 100 100%

ANALYSIS:

From the above outset it is clear that 94% of respondents are satisfied and
6% respondents are not satisfied with gratuity scheme of the company.

86
 Graph No-20

20) The table showing regarding gratuity scheme of the company

100 94 94%
90

80

70

60

50 No of respondents
Percentage
40

30

20

10 6 6%

0
Yes No

INFERENCE:

The above graph shows that 94 respondents are satisfied with gratuity
scheme of the company and 6 respondents are not satisfied with this scheme.

87
 21) Table showing employee satisfaction towards canteen facility provided by the
company

Option No of respondents Percentage

Yes 92 92%

No 08 08%

TOTAL 100 100%

ANALYSIS:

It is clear from the above table that 92% of respondents are

satisfied with canteen facility provided by the company, 8% of respondents are not
satisfied with this facility.

88
 Graph No-21

21) The graph showing employee satisfaction towards canteen facility provided by
the company

100
92 92%
90

80

70

60

50 No of respondents
Percentage
40

30

20
8 8%
10

0
Yes No

INFERENCE:

Out of 100 respondents 92 respondents are satisfied and 8 respondents are

not satisfied with the canteen facility provided by the company.

89
 Table 4. 22

Table Showing Satisfied With the House Keeping Of the Workers

House keeping of No of respondents Percentage

workers
Yes 90 90%

No 10 10%

Total 100 100%

ANALYSIS
The above tables showing the satisfied with the house keeping of the workers are
organized in that 90 respondents are satisfied with the house keeping of the workers and
10 respondents are not satisfied of the house keeping facility.

90
 Chart 4. 22
Chart Showing Satisfied With the House Keeping Of the Workers
100
90
90

80

70

60

50

40

30

20
10
10

0
Yes No

INFERENCE:
The majority of the respondents the house keeping facility are workers.

91
 Table 4. 23
Table Showing Company provided the Medical Checkup

Medial facility No of respondents Percentage

Yes 80 80%

No 20 20%

Total 100 100%

ANALYSIS
The above tables the medical checkup facilities in the organization in that survey of 80
respondents are company provided of medical check up, and 20 respondents company is
not provided the medical check up

92
 Chart 4. 23
Chart Showing Company provided the Medical Checkup
90
80
80

70

60

50

40

30
20
20

10

0
Yes No

INFERENCE:
The majority of Respondents Company provided the medical check up.

93
Table 4. 24
Table Showing Ways of Employees Its Impact on the Performance of Employees

Ways No of respondents Percentage

Knowledge 20 20%

Skill 20 20%

Experience 30 30%

Qualification 25 25%

Any other 5 5%

Total 100 100%

ANALYSIS
The above table shows the ways of employees. Their impacts on the performance of
employees in those survey 20 respondents are about knowledge. 20 respondents are about
skill. 30 respondents are saying about the qualification and 5 members are any other of
these.

94
 Chart 4. 24
Chart Showing Ways of Employees Its Impact on the Performance of Employees

30

20 Knowledge
Skill

25 Experience
20 Qualification
5 Any other

INFERENCE:
The majority of the respondents are experience of its impact on the performance of
employees.

95
 Table 4. 25
Table Showing Participate the Cultural and Sports Activity

Sports and culture No of respondents Percentage

Yes 90 90%

No 10 10%

Total 100 100%

ANALYSIS
The above table showing the opportunity to participate in cultural and sports activity in
that organization survey of 90% respondents are participate in the sports and cultural
activities and 10% respondents are not participate in the cultural activity.

96
 Char 25
Chart Showing Participate the Cultural and Sports Activity
100
90
90

80

70

60

50

40

30

20
10
10

0
Yes No

INFERENCE:
The majority of the respondents are participate in the sports and cultural activity.

97
 CHAPTER NO-5

FINDINGS, SUGGESTIONS AND CONCLUSION FINDINGS

 Mittal Clothing pvt. Ltd is the one of most reputed organization in Spare parts
production. 34% of the respondents are rendering service from last 5 years
 Only 56% of the respondents are satisfied with loans and advance scheme of the
company. 100% respondents getting regular increments
 Out of 100% only 58% of the respondents getting other/ fringe benefits along
with the salary
 Only 20% respondents are satisfied with over time allowances provided by the
company 80% of the respondents are satisfied with bonus provided by the
company 56% of the respondents are not satisfied with HRA facility provided by
the company
 90% respondents are not satisfied with the educational facility provided e by the
company to the employee children’s. 90% of the respondents are satisfied with
provident fund scheme of the company
 94% of the respondents use transportation facility provided by the company. 64%
of the respondents feel good about welfare facility provided by the company. 76%
of the respondents are with leave policy of the company
 92% of the respondents are satisfied with canteen food. Some employees felt that
working condition is unsatisfactory. Company has provided good transport
facilities to employees and they were satisfied with traveling.
 Almost 50% of the employees were satisfied with uniform. Some employees felt
that the boss is never considering to the problem of employees. The employees
also felt that work is monotonous. There is no separate department for employee
welfare programme in the organization.
 When compared to other companies the wages and salary policy of the company
is average. The recruitment and selection procedure is satisfied to some extent.
Some times the top level decision will be communicated to employees.

98
  The supervisor should have co operation with subordinates until the firm gets
closed. The canteen facilities are satisfied to some extent.

Suggestions

 The company should introduce new loans and advances schemes with less interest
rate it helps to reduce the financial risk of on employees. The company as to
motivate the employees by providing Rewards, Recognition and other benefits
along with the salary The company should provide the allowances based on
number of hours worked , skills and knowledge. The company should provide the
educational facility for employee children’s
 The company as to develop the welfare activities in the organization ,it helps to
improve the employee interest towards work. The organization should conduct
training programmes to the employees as per the requirements in order to get
specialized in particular field of work it results in excellence in work. The
company as to conduct recreational programmes it helps to employees work in
effective way and make them committed and loyal to the job
 The company as provide the sickness benefits and injury benefits along with the
medical facility. The company should increase HRA or the company arrange for
quarters/housing facility` It is advisable to improvement labour welfare facilities
due to the increasing in standard of living.
 The company should provide facilities to employees children’s. They should
focus on arranging more training programmes to help the employees productivity
and efficiency. They are advised put of process in the warehouse. Factories to
ensure the accident do not occur. They are advised to organize more cultural
programs like singing, dancing for the workers. Since the female strength is more
in the company, better to involve them in the cultural activities. Group discussion,
case study, presentation should be conducted. During the practical session
instruction must be given to guide the trainees.
 Many employees feel that latest presentation methods like LCD projects with
power point presentations, graphical effects etc must be used in order to grab the

99
 attention of employees. Make the T&D programme more effective. The
management should take suitable measures to create awareness among the
employees about the importance of attending in T & D programs. The company
advised to provide T&D programs according to changing technology.

Conclusion

The conclusion that could be drawn from the study on ―employee welfare measures
at Mittal Clothing Pvt. Ltd,‖ Bagepalli from the analysis of data I can conclude that
Mittal Clothing Pvt. Ltd playing on efficient role in meeting on employee satisfaction,
employee satisfaction leads towards organization success and growth. Human resource
plays on important role in all the organizations, without this source the organization is not
able to complete any work in an effective way.

organization consists of heterogeneous people, their values and attitude are different
from one employee to another, some employees will give preference for economic
welfare facilities, some will give importance for recreational facilities and some will
prefer only facilitative welfare activites.The company should study the attitude of the
workers based on their needs the company should try to satisfy the workers needs as far
as possible.

From the study it is clear that some of the workers were not fully satisfied with welfare
facilities provided by the Mittal Clothing Pvt. Ltd, Bagepalli. So the organization should
make efforts to satisfy the workers to a great extent, but it is not possible to satisfy the
employees only through the company along with the company employees should also co-
operate with the company and its welfare activities then only smooth flow of work will
be achieved.

The Mittal Clothing Pvt. Ltd is fulfilling the expectation of the employees by
providing various types of facilities& benefits like Bata allowance, retirement benefit,
special allowance etc. And it is very difficult to get clear picture about the fulfillment of
employee’s expectation because some employees shows positive reaction and some
employees shows negative reaction about their satisfaction.

100
 According to the study majority of the employees are satisfied with their jobs.
The company recognizes their ambition; provide more amnesties to their employees.
Monitory benefit is more important for management as well as for employees.

101