CONTENT

CHAPTER PAGE
PARTICULARS
NO NO.
I INTRODUCTION
ABOUT THE STUDY
INDUSTRY PROFILE
COMPANY PROFILE

OBJECTIVES OF THE STUDY

a. SCOPE OF THE STUDY
b. LIMITATION OF THE STUDY
RESEARCH METHODOLOGY
A) RESEARCH DESIGN
B) DATA COLLECTION
C) SAMPLING DESIGN
II REVEIW OF LITERATURE
III DATA ANALYSIS & INTERPRETATION
IV FINDINGS
SUGGESTIONS
CONCLUSION
APPENDIX
BIOBLIOGRAPHY

5
 CHAPTER 1

INTRODUCTION

6
INTRODUCTION

Labour welfare occupies a place of significance in the industrial development and economy.
It is an important facet of industrial relations, the extra dimension, giving satisfaction to the
worker in a way which even a good wage cannot with the growth of industrialization and
mechanization, it has acquired added importance. A happy and contented workforce is an
asset for the industrial prosperity of any nation. Labor welfare is nothing but the
maintenance function of personnel in the sense that it is directed specifically to the
preservation of employee health and attitudes.

Labour welfare work aims at providing such service facilities and amenities
which enable the workers employed in an organization to perform their work in healthy
congenial surrounding conductive to good health and high morale. Labour welfare is a
comprehensive term including various services, benefits and facilities offered by the
employer. Through such generous fringe benefits the employer makes life worth living for
employees. The welfare amenities are extended in additional to normal wages and other
economic rewards available to employees as per the legal provisions. Welfare measures
may also be provided by the government, trade unions and non-government agencies in
addition to the employer. “International Labour Organization efforts to make life worth
living for workers” According to the Oxford dictionary “Welfare is fundamentally an
attitude of mind on the part of management influencing the method by which management
activities are undertaken.

Welfare of employee and his family members is an effective advertising and also a method of
buying the gratitude and loyalty of employees. Employee welfare is a comprehensive term
including various services, benefits and facilities offered by the employer. The basic purpose of
labour welfare is to enrich the life of employees and keep them happy and contented. Welfare
facilities enable workers to have a richer and more satisfying life. It raises the standard of living
of workers by indirectly reducing the burden on their pocket. Welfare means improving, faring
or doing well. It is a comprehensive term, and refers to the physical, mental, moral and
emotional well-being of an individual. Further, the term welfare is a relative concept, relative in
time and space. It therefore, varies from time to time, region to region and from country to
country. Labour welfare is an important aspect in every

7
organization with some added incentives which enable the workers to lead a decent life.
There are several agencies involved in the labour welfare work namely the central
government, employer’s trade union and other social service organization. Welfare services
may broadly be classified into two categories:-1) Intramural 2)Extramural

In order to get the best out of a worker in the matter of production, working condition is
required to be improved to large extent. The work place should provide reasonable
amenities for the worker’s essential need. Today various medical services like hospital,
clinical and dispensary facilities are provided by organizations not only to the employees
but also to their family members. Normally welfare and recreational benefits includes
canteens, housing, transportation, education etc.

The welfare measures have more relevance in the context of poor standard of livings of
the Indian working class. It is, therefore, one major aspect of national programs towards the
promotion of the welfare of people and is as such designed to create a life and work
environment of decent comfort for working class. As stated already, the directive principles
of state policy in our constitution have very significantly highlighted the need for securing
just and humane conditions of work for this vital segment of the community.

8
 INDUSTRY PROFILE
INTRODUCTION
These documents showed how mass surveillance is increasingly made possible through
new technologies developed by private players, often exploiting the framework of nascent
but burgeoning information and communication technologies like the internet and
communication satellites. Moreover, the unregulated and undiscerning nature of the
industry means that it has enabled governments (and also private agencies) across the
world - from repressive dictatorships to governments in western democracies with a
growing track record of privacy and civil liberties infringements – to indulge in secretive,
undemocratic and often illegal surveillance of their citizens. The Spy Files and related
research have revealed how the mass surveillance industry utilizes the rhetoric of national
security and counter-terrorism to couch technologies of surveillance.

‘SECURITY’ AND THE NORMALIZATION OF SURVEILLANCE

New technologies undoubtedly create a potential for both malicious as well as
beneficial use for society. Surveillance technologies are a prime example, having both
enabled improvements in law enforcement and security, but at the same time creating
unresolved implications for privacy and civil liberties. These technologies expose
what Lawrence Lessig describes as ‘latent ambiguities’ in the law – ambiguities that
require us to assess the implications and effects of new technologies and how to
Wikileaks, The Spy Files, available at https://www.wikileaks.org/the-spyfiles.html.
govern them, and most importantly, to choose between conflicting values regarding

the use of technologies, for example, increased security as against decreased privacy.
2

Unfortunately, In India, the ambiguity seems to have been resolved squarely in favour
of surveillance – under the existing regulatory regime, surveillance is either expressly
mandated or unregulated, and requires surveillance capabilities to be built into the
architecture and design of public utilities and spaces like internet and telephone
networks, or even public roads and parks. Most of these regulations or mechanisms
are framed without democratic debate, through executive mechanisms and private
contracts with technology providers, without any public accountability or transparency.

For example, under the telecom licensing regime in India, the ISP and UASL licenses
specifically require lawful interception mechanisms through hardware or software to
be installed by the licensees, for information (Call Data Records, Packet Mirroring,
Call Location) to be provided to ‘law enforcement agencies’, as specified by the
3
Government. Section 69 of the Information Technology Act, the main legislation
governing the Internet in India, read with the rules framed under the Act, makes it
incumbent upon ‘intermediaries’ to provide interception facilities at the behest of

government agencies.
4

Beyond this, Section 69 and 69B of the IT Act empower and create procedure for the
government to intercept and monitor any data on the Internet. The Telegraph Act also
5
permits wiretapping of telephony. The proposed Central Monitoring System by the
Central Government would give state agencies centralized access to all
telecommunications in real time, on telephony or on the Internet. Other surveillance
schemes include the Keyword Tracking system NETRA, as well as several state

Lawrence Lessig, Code V 2.0.

For more information on the licensing regime, see ‘Data Retention in India’,
available at http://cis-india.org/internet-governance/blog/data-retention-in-india.
Rule 13, Information Technology (Procedure and Safeguards for Interception,
Monitoring and Decryption of Information) Rules, 2009.
Section 5, Indian Telegraph Act, 1885.
 6
government proposed comprehensive CCTV-surveillance schemes for cities. Clearly,
therefore, there is a massive market for surveillance technologies in India.

TRACKING THE SURVEILLANCE MARKET

The Mass surveillance industry by its very nature is closed, secretive and without
democratic oversight. Indeed, insights into the prevalence, nature and scope of the
companies that form this industry, or the technologies that are utilized are far and few.
No democratic debate about surveillance can take place in such a paradigm. In this
context, security expos and exhibitions provide critical insight into this industry.
Several of the important revelations about the industry in the past have been from
examinations of large exhibitions in which the various governmental and industry
actors participate, and therefore, such analysis is critical to the debate surrounding
mass surveillance. Such exhibitions are a logical starting point because they are one of
the few publically accessible showcases of surveillance-ware, and are also a
congregation of most major players who are part of this market both as suppliers and
purchasers.

Our research has identified at least 13 exhibitions in India that specifically cater to the
surveillance and security industry. A brief outline of each of these exhibitions is
provided below. For each exhibition we have tried to identify which companies
exhibit technologies

Secutech India (Brochures: 2015 -

http://www.secutechindia.co.in/pdf/secutech%20brochure.pdf)

The Secutech Expo is an exhibition held in Bombay and Delhi since 2011, to
showcase Information Security, Electronic Security and Homeland Security
technologies. Secutech also organizes the Global Digital Surveillance Forum, a
7
conference amongst the stakeholders of digital surveillance industry in India.

Exhibitors for the Expo include: Ivis; Matrix Comsec; Neoteric; Smartlink; Kanoe;
Micro Technologies; Aditya Infrotech; CoreTech Solutions; Merit Lilin; Schneider
Electric; Pash systems; Nettrack Technologies Pvt Ltd.; QNAP; Axxonsoft; Hk Vision
(China); Alhua; Axis; Vivotech (Taiwan); Endroid (USA); Vantge (UK); Pelco (France);
Advik; Hi Focus (UK); ESMS; Keeper (China); Neoteric; Vizor, etc
Visitors: The visitor profile and target audience consists of government and
defense agencies, besides private agencies.

Technologies on display at the Expo include: Digital surveillance, biometrics, CCTV

and RFID are some categories of the technologies which are showcased here.

2. IFSEC India (Brochures: 2013 -

http://www.ifsecindia.com/uploads/IFSEC%20INDIA%20brochure%202013.pd
f; 2014 -
http://www.ubmindia.in/ifsec_india/uploads/IFSEC_INDIA_Brochure_CS5_ne
w_low.pdf.)

IFSEC India, an extension of IFSEC UK, the ‘worlds largest security exhibition’,
proclaims to be South Asia’s largest security exhibition with 15,000 participants in its
latest edition, including a special segment on surveillance. It has been held in either
Bombay or Delhi since 2007.

Exhibitors at the Expo include: Honeywell; Infinova; Radar Vision; QNAP; Ensign;
Winposee; Bosch; Comguard; Verint; ACSG; Ensign etc.

Visitors to the Expo have included: Visitors include government agencies such as
the Central Industrial Security Force, Border Security Force, Department of Internal
Security, Railway Protection Force and the Department of Border Management.

(i)
Information on the Forum is available at http://gdsf-india.com/Global-
Digital-Surveillance-Forum1/images/GDSF-Bengaluru-Conference-
program.pdf.
Technologies on display: RFID, Video Surveillance, Surveillance Drones, IP
Surveillance, Digital Surveillance and Monitoring were some of the categories of
technologies on display.

3. India International Security Expo (Brochures: 2014 -

http://www.indiasecurityexpo.com/images/e_brochure.pdf)

Held in New Delhi since 1996, and organized by the Ministry of Home Affairs, the
expo is described as “India's largest show case of goods and services related to
Homeland Security, Fire Safety, Traffic Management, Industrial Safety and Public
Safety, Hospitality and Reality Security.” With specific reference to the changing
‘modus operandi of crime by using technology’, the Expo focuses on using
surveillance technologies for law enforcement purposes.

Exhibitors to the Expo include: Intellivision (USA); Intex (India); ESC Baz (Israel);
Sparsh Securitech; Source Security (USA); Intellivision (USA); Interchain Solutions;
ESSI; Kritikal; Matrix; Pace Solutions etc.

Visitors to the Expo include: According to the show’s brochure, visitors include
Central & State Police Organisations, Paramilitary Forces, Policy-makers from the
Government, Industrial Establishments, Security Departments of Educational, Retail,
Hospitality, Realty & other sectors, Colonisers, Builders, RWAs, System Integrators
Large business houses and PSU’s.

Technologies on display at the Expo include: Access control systems, surveillance

devices, RFID, traffic surveillance and GPS Tracking.

4. Secure Cities Expo (Brochures: 2013 -

http://securecitiesindia.com/Secure_Cities_2013_Brochure.pdf; 2014 -
http://securecitiesindia.com/images/2014/SC_2014_Brochure.pdf.)

Secure Cities Expo has been organized since 2008, on the platform of providing
homeland security solutions and technologies to government and private sector
participants.
Exhibitors include: Dell; Palo Alto Networks; Motorola; Konnet; Vian Technologies;
Quick Heal; Intergraph, GMR, Tac Technologies, Steria, Teleste, Elcom, Indian Eye
Security; Mirasys; CBC Group; Verint (USA); IBM (USA); Digitals; EyeWatch;
Kanoe; NEC (Japan); ACSG Corporate; ESRI (USA), etc.

Visitors to the Expo include: Visitors include government and law enforcement
agencies including the Ministry of Home Affairs as well as systems integrators and
private firms including telecom firms.
Technologies on display at the Expo include: CCTV, Biometrics, Covert Tracking and
Surveillance Software, Communication Interception, Location and Tracking systems,
and IT Security.

Defexpo India (Brochures: No publically available brochures)

By far India’s largest security exposition, the Ministry of Defense has organized
Defexpo India since 1999, showcasing defense, border, and homeland security
systems from technology providers internationally.

Exhibitors include: Aurora Integrated; Airbus Defence (France); Boeing (USA);

Hacking Team (Italy); Kommlabs (Germany); Smoothwall; Atlas Electronik; Cyint;
Audiotel International; Cobham; Tas-Agt; Verint; Elsira (Elbit) (Israel); IdeaForge;
Comint; Controp; Northrop Gruman; Raytheon; C-DoT; HGH Infrared (Israel);
Okham Solutions (France); Septier (Israel); Speech Technology Centre (Russia);
Aerovironment (USA); Textron; Sagem (France); Amesys (France); Exelis; ITP
Novex (Israel), etc.

Visitors attending the Expo include: The latest edition of the Expo saw participation
from governmental delegations from 58 countries, besides Indian governmental and
law enforcement authorities.

Technologies on display at the Expo include: The entire spectrum of surveillance

and homeland security devices is on display at Defexpo, from Infrared Video to Mass
Data Interception.
 6. Convergence India Expo (Brochures: 2012 -
http://convergenceindia.org/download/CI2012-PSR.pdf; 2014 -
http://www.convergenceindia.org/pdf/CI-2014-Brochure.pdf; 2015 -
http://www.convergenceindia.org/pdf/brochure-2015.pdf.)
Convergence India, being held in New Delhi since 1991, is a platform for interaction
between Information and Communication Technology providers and purchasers in the
market. In recent years, the expo has catered to the niche market for IT surveillance.
Exhibitors: ELT (UK); Comguard; Fastech; Synway (China); Saltriver; Anritsu
(Japan); Cdot; Fastech; Rahul Commerce; Deviser Electronics; RVG Diginet; Blue
Coat (USA); Cyberoam (USA); ZTE (China); Net Optics (USA); Controp; Comint etc.

Visitors to the Expo include: Visitors include Paramilitary Forces, Cable Operators,
Government Ministries and PSU’s and Telecom and Internet Service Providers.
Technologies on Display: Biometrics, Content Filtering, Data Mining, Digital
Forensics, IP-Surveillance, Embedded Softwares, Network Surveillance and Satellite
Monitoring were some of the technologies on display.

7. International Police Expo (Brochures: 2014 -

http://www.nexgengroup.in/exhibition/internationalpoliceexpo/download/Interna

tional_Police_Expo_2014.pdf.)

The International Police Expo held in New Delhi focuses on providing technologies to
police forces across India, with specific focus on IT security and communications
security.

Exhibitors include: 3G Wireless Communications Pvt Ltd; Motorola Solutions;

Cyint; Matrix Comsec; Cellebrite; Hayagriva; MKU; CP Plus etc.
Visitors: Visitors include State Police, Procurement Department, CISF, CRPF, RAF,
BSF, Customs, GRPF, NDRF, Special Frontier Force, Para Commandos, Special
Action Group, COBRA and PSU’s and educational institutes, stadiums and municipal
corporations, among others.
Technologies on display: Technologies include RFID and surveillance for Internal
Security and Policing, CCTV and Monitoring, Vehicle Identification Systems, GPS,
Surveillance for communications and IT, Biometrics and Network surveillance.

Electronics For You Expo (EFY Expo) (2014 - http://2013.efyexpo.com/wp-

content/uploads/2014/03/efy_PDFisation.pdf; 2015 -
http://india.efyexpo.com//wp-
content/uploads/2014/03/5th%20EFY%20Expo%20India_Brochure.pdf.)
EFY Expo is a electronics expo which showcases technologies across the spectrum of
electronics industry. It has been held since 2010, in New Delhi, and is partnered by
the Ministry of Communications and IT and the Ministry of Electronics and IT.
Exhibitors: Vantage Security; A2z Securetronix; Avancar Security; Digitals security;
Securizen Systems; Vision Security; Mangal Security Systems, etc.

Visitors to the Expo include: The visitors include Government Agencies and
ministries as well as systems integrators and telecom and IT providers.

Technologies on display include: Identification and Tracking Products and Digital

Security Systems are a specific category of the technologies on display.

9. Indesec Expo (Brochures: 2009 -

http://www.ontaero.org/Storage/14/897_INDESEC_Oct11-13_2009.pdf. )
An exhibition focused on homeland security, and sponsored by the Ministry of Home
Affairs, the expo has been held since 2008 in New Delhi, which includes a specific
category for cyber security and counter terrorism.

Exhibitors include: Rohde and Schwarz; Salvation Data; AxxonSoft; KritiKal;

Shyam Networks; Teledyne Dalsa; Honeywell; General Dynamics; Northrop
Grumman; Interchain Solutions, etc.

Visitors include: Visitors include officials of the central government, central police
and paramilitary forces, Ministry of Defence, central government departments,
institutes and colleges, state government and police and ports and shipping companies.
 10. Next Generation Cyber Threats Expo

Held since 2012 in New Delhi and Mumbai, the Next Generation Cyber Threats Expo
focuses on securing cyber infrastructure and networks in India.

Exhibitors at the Expo include: Ixia, CheckPoint, etc.

Visitors include: Visitors include Strategic Planning Specialists, Policy Makers and
Law Enforcement among others.

SmartCards/RFID/e-Security/Biometrics expo (Brochures: 2013 - http://cis-

india.org/internet-governance/blog/brochures-from-expos-in-india-2013; 2015 -
http://www.smartcardsexpo.com/pdf/SmartCards_Expo_2015_Brochure_$.pdf)
These expos are organized by Electronics Today in Delhi or Mumbai since 1999 and
supported by the Ministries of Commerce, Home Affairs and External Affairs. They
showcase various identification solutions, attended by hundreds of domestic and
international exhibitors.

Visitors include: Target audiences include central and local level law enforcement

and government organizations, Colleges and Universities, and defense forces.

Com-IT Expo (Brochure: 2014 - http://www.comitexpo.in/doc/Brochure.pdf)

This expo has been organized by the Trade Association of Information and Technology
in Mumbai since 2008, and focuses on software and hardware Information Technology,
with specific focus on IT security and surveillance.

Visitors include: Visitors include Government Agencies, Airport Authorities, Police

and Law Enforcement, Urban Planners, etc.

Technologies displayed include: CCTV’s, Surveillance Devices and IP Cameras, etc.

 13. GeoIntelligence India (Brochures: 2013 -
http://www.geointelligenceindia.org/2013/Geointelligence%20India%20Brochur
e.pdf; 2014 - http://geointworld.net/Documents/GeoInt_Brochure_2014.pdf.)

It is an exposition held in New Delhi since 2014, organized by Geospatial Media

and Communications Pvt Ltd, and is 'dedicated to showcasing the highest levels of
information exchange and networking within the Asian defense and security sector.’
Exhibitors: ESRI (USA); BAE Systems (UK); Leica (Switzerland); Helyx (UK);
Digital Globe; Intergraph; Trimble (USA); RSI Softech; Silent Falcon etc.
Visitors include: Visitors included the Director General of Information Systems,
CRPF, Manipur, Delhi, Haryana and Nagaland Police, CBI, ITBP, NSDI, SSB,
National Investigation Agency, Signals Intelligence Directorate among others.

SURVEILLANCE WARES IN INDIA :

THE SURVEILLANCE EXHIBITS AND WHAT THEY TELL US ABOUT THE INDIAN
SURVEILLANCE INDUSTRY

An analysis of the above companies and their wares give us some insight into what is
being bought and sold in the surveillance industry, and by whom. Broadly, the
surveillance technologies can be grouped in the following categories:

Video Surveillance and Analysis:

IP Video Surveillance and CCTV are quickly becoming the norm in public spaces.
Emerging video surveillance tools allow for greater networking of cameras, greater
fields of vision, cheaper access and come with a host of tools such as facial
recognition and tracking as well as vehicle tracking. For example, IBM has developed
8
an IP Video Analytics system which couples monitoring with facial recognition.
USA’s Intellivision also offers analytics systems which enable licence plate tracking,
9
facial recognition and object recognition. HGH Infrared’s Spynel system allows

Video surveillance is gradually infiltrating public spaces in most major cities, with
Governments promoting large-scale video surveillance schemes for security, with no
legal sanctions or safeguards for protecting privacy.
Companies showcasing video surveillance include:

3G Wireless Communications Pvt Ltd, Motorola Solutions (USA), Bosch, CP Plus,

Ivis, Aditya Infotech, Micro technologies, Core Tech (Denmark), Merit Lilin ,
Schneider Electric, Shyam Systems, Dalsa, Honeywell, Teleste, Mirasys, CBC Group,
Infinova, Radar Vision, QNAP, Ensign, Winposee, Bosch, Hik Vision (China), Alhua,
Axis Communications, Vivotech (Taiwan), Endroid (USA), Vantge (UK), Pelco
(France), Advik, Hi Focus (UK), ESMS, Keeper (China), Neoteric, Vizor, Verint
(USA), IBM (USA), Digitals Security, Intellivision (USA), Intex, Esc Baz (Israel),
Sparsh Securitech, A2zsecuretronix, Avancar Security, Securizen Systems, Vision
Security, HGH Infrared (Israel).

RFID/Smart Cards/Biometric Identification:

India has begun the implementation of the Unique Identification Programme for its 1.2
billion strong population, combining a host of identification technologies to provide a
unique identification number and Aadhar Card – promoted as an all-purpose ID.
However, this remains without legislative sanction, and continues in the face of severe
privacy concerns. Such centralized, accessible databases of ostensibly private
information present a grave threat to privacy. RFID, Smart Cards and Biometric
Identification technologies (like the Aadhar) all make individual monitoring and
surveillance significantly easier by enabling tracking of individual movements,
consumer habits, attendance, etc.

Companies showcasing Identification Technologies include:AxxonSoft, Matrix

Comsec, Ensign, Hi focus, Intellivision (USA), Interchain solutions, Inttelix, Kanoe,
NEC (Japan), Pace, Realtime, Secugen, Source Security (USA), Spectra, Speech
technology centre (Russia), BioEnable Technologies. (For a more detailed list, see
the Smart Cards Expo Brochures, linked above)

Mass Data Gathering, Monitoring and Analysis:

The age of Big Data has also led to big surveillance. Information and communication
technologies now host significant amounts of individual data, and the surveillance
industry makes all of this data accessible to a surveyor. Government mandated
surveillance means any and all forms of communication and data monitoring are being
implemented in India – there are network taps on telephony and deep packet
inspection on internet lines, which makes telephone calls, SMS, VoIP, Internet
searches and browsing and email all vulnerable to surveillance, constantly monitored
through systems like the Central Monitoring System. Moreover, centralized
information stores enable data mining – extracting and extrapolating data to enable
better surveillance, which is what India’s NATGRID aims to do.

Hacking Team Italy, Blue Coat USA and Amesys France, three of the five companies
identified as ‘enemies of the internet’ for enabling dictatorships to use surveillance to
12
quell dissent and violate human rights, have all presented surveillance solutions at
Defexpo India. Cyberoam USA and ZTE China also market Deep Packet Inspection
13
technology, while ESRI’s Big Data suite allows analysis through mass surveillance

and analysis of social media and publically available sources.

14

Indian companies showcasing mass data monitoring technologies include Cyint, Fastech
15 16
DPI tools, Kommlabs VerbaProbe packet switching probes, and ACSG’s OSINT,
which allows Big Data social media surveillance and Call Data Record analysis.
Companies showcasing Data Gathering and Monitoring technologies include:
Cobham, Comguard, Cyint, ELT (UK), Fastech, Hacking Team (Italy), Smoothwall
(USA), Verint Systems (USA), Cyint technologies, Atlas Electronik (Germany),
Audiotel International (UK), Avancar, Cobham (UK), ELT (UK), Eyewatch,
Kommlabs, Mangal Security Systems, Merit Lilin (Taiwan), Ockham Solutions
(France), Septier (Israel), Synway (China), ACSG Corporate, Amesys (France),
Anritsu (Japan), Axis (Sweden), BAE Systems (UK), Blue Coat (USA), C-dot,
Comint, Cyberoam (USA), Deviser Electronics, Elsira (Elbit) (Israel), Esri (USA),
Exelis, General Dynamics (USA), Helyx (UK), ITP Novex (Israel), Leica
(Switzerland), Net Optics (Ixia) (USA), Northrop Gruman (USA), Rahul Commerce,
Rohde And Schwarz (Germany), RVG Diginet, Tas-Agt, Trueposition (USA), Zte
Technologies (China).

Cell-Phone Location Tracking and Vehicle Monitoring:

A number of technologies enable location tracking through vehicle GPS, GLONASS
or other location technologies. RFID or optical character recognition further enables
Automatic Number Plate Recognition, which can be exploited to enable vehicle
surveillance to track individual movements. Embedded hardware and software on
mobile phones also allows constant transmission of location data, which is exploited
by surveillance agencies to track individual movements and location.

Companies showcasing Cell-Phone Location Tracking technologies include:

Verint, Eyewatch, Septier (Israel), True Position (USA).

Companies showcasing Vehicle Monitoring technologies include: Hi-techpoint

technologies pvt ltd, Axxonsoft, Essi, Fareye, Intellivision (USA), Interchain
Solutions, ITP Novex (Israel), Kaneo, Kritikal, NEC (Japan), Saltriver Infosystems,
Vision Security Systems.

Air/Ground Drones and Satellite Surveillance:

The use of unmanned drones for security purposes is being adopted for law
enforcement and surveillance purposes across the world, and India is no exception,
18
using UAV’s for surveillance in insurgency-hit areas, amongst other uses, while

still having no regulations for their use.

19 Drones, both aerial and ground level, are

capable of large-scale territorial surveillance, often equipped with high-technology

video surveillance that allows for efficient monitoring at the ground level.

Digital Globe offers satellite reconnaissance surveillance coupled with Big Data
20
analysis for predictive monitoring. Controp offers cameras specifically for aerial
surveillance, while Sagem’s Patroller Drone and Sperwer, and Silent Falcon’s Solar
Powered surveillance drone are Unmanned Aerial Vehicles (UAV’s) for aerial video
21
surveillance. Auruora Integrated, and IdeaForge are Indian companies which have
22
developed UAV surveillance drones in collaboration with Indian agencies.

Companies showcasing Drone Surveillance include: Aurora Integrated, Controp

(Israel), Aerovironment (USA), Digital Globe (USA), ESRI (USA), Intergraph (USA),
RSI Softech, Sagem (France), Silent Falcon (UAS), Textron (USA), Trimble (USA),
Northrop Grumman (USA).
Hi-focus Electronics India Private Limited is a Private incorporated on 25 March 2015. It is
classified as Non-govt company and is registered at Registrar of Companies, Chennai. Its
authorized share capital is Rs. 10,000,000 and its paid up capital is Rs. 10,000,000. It is
inolved in Other wholesale [Includes specialized wholesale not covered in any one of the
previous categories and wholesale in a variety of goods without any particular specialization.]

Hi-focus Electronics India Private Limited Annual General Meeting (AGM) was last held on
29 September 2018 and as per records from Ministry of Corporate Affairs (MCA), its
balance sheet was last filed on 31 March 2018.

Directors of Hi-focus Electronics India Private Limited are Mudit Jain, Mukesh Kumar and .

Hi-focus Electronics India Private Limited's Corporate Identification Number is (CIN)

U51909TN2015PTC099815 and its registration number is 99815.
Its Email address is accts.hifocus@gmail.com
its registered address is No. 3 Sunkuvar Agraharam Street Chintadripet Chennai Chennai
TN 600002 IN , -

Current status of Hi-focus Electronics India Private Limited is - Active.

Company Details

CIN U51909TN2015PTC099815

Company Name HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED

Company Status Active

RoC RoC-Chennai
Registration 99815
Number
Company Company limited by Shares
Category
Company Sub Non-govt company
Category
Class of Private
Company
Date of 25 March 2015
Incorporation
Age of 4 years, 10 month, 8 days
Company
Activity Other wholesale [Includes specialized wholesale not covered in any one of
the previous categories and wholesale in a variety of goods without any
particular specialization.]
Click here to see other companies involved in same activity.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-BANGLORE

No.22, Dk&Jk, 2nd Floor,
Ns Iyenger Street,
Seshadripuram ,
Bangalore-560020.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-ERNAKULAM

39/2128-A2,Ground Floor,
Srinivas Bldg,Sadanam Road
Ernakulam,
Kerala – 682016.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-KOLKATA

B-49, Canal South Road, P.S.- Pragathi Maidan,
PO- Dhapa, Under KMC Ward NO.57,
Kolkata-700105.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-JAIPUR

No.211, Shri Mansion Kamla Marg,
C-Scheme,
Jaipur-302001.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-AHMEDABAD

A-196, Jayant Park Society,
Adinathnagar, B/h. Vishramnagar,
Ahmedabad,
Gujarat – 380052.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-DELHI

47, 1st Floor, Lekh Ram Road,
Near Hindi Park,
Daryaganj,
New Delhi – 110002.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-

CHENNAI No-3, Sunguvar Street,
Chintadripet,
Chennai – 600002.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-VIJAYAWADA

29/01/13, 1st Floor FF1 and FF2,
Malladi Vari Street, Governorpet,
Vijayawada, Krishna (District),
Andhra Pradesh – 520002.

HI-FOCUS ELECTRONICS INDIA PVT LTD-

PUNE No.1, 1st Floor, Krishna Chamber,
(Karne Hospital Building),
Opp.Laxminarayan Theatre, Pune-Satara Road, Mukund Nagar, Pune-411 037.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-INDORE

14/2, South Tukoganj,
Behind Hotel Suriya,
Indore,
Madhya Pradesh – 452001.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-

RAJPUR 2nd Floor, Beside Yashoda Children Hospital,
Opposite to Gujrati School,
Devendra Nagar,
Raipur – 492001.

HI-FOCUS ELECTRONICS INDIA PRIVATE LIMITED-LUDHIANA

#3682/1-A, Ground Floor,
Model Gram Extension,
Near Kocher Market,
Ludhiana – 141002.

HI-FOCUS ELECTRONICS INDIA PVT LTD-JAMMU&KASHMIR

251/A,Ground Floor,
Behind Apsara Multiplex,
Gandhi Nagar,
Jammu-180004

Hi-Focus aims to bring you the most sophisticated and branded CCTV surveillance systems that can
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our head office located in Wales, London.
OBJECTIVES OF THE STUDY

The primary objectives of the study are as follows:

To study and understand employees satisfaction levels towards the welfare measures
at hi-focus Electronics India Private Limited.

To ascertain whether the welfare measures are being implemented effectively.

To analyse the effect of welfare measures in improving productivity of the employees.

To suggest appropriate welfare measures to improve the employee productivity at hi-focus

Electronics India Private Limited.

9
PURPOSE AND SIGNIFICANCE OF STUDY:

The key determination is to study the effectiveness of welfare measures at hi-focus Electronics
India Private Limited.The various welfare measures provided by the employee will have
immediate impact on the health, physical and mental efficiency, alertness, morale and overall
efficiency of the workers and thereby contributing to the highest productivity. Labour welfare
means activities designed for the promotion of the economic, social and cultural wellbeing of
the employees.

Labour welfare includes both 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. Labour 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. Labour welfare
promotes a sense of belongings among the workers, preventing them from resorting to
unhealthy practices like absenteeism, labour unrest strike, etc. welfare work improves the
relations between employees and employers. It promotes a realchange of heart and a change
of outlook of the part of both the employers and employees.

Labour welfare in India has a special significance as the constitution provides for the promotion
of welfare of the labour for human conditions of work and securing to all workers. The various
welfare measures provided by the employee will have immediate impact on the health, physical
and mental efficiency, alertness, morale and overall efficiency of the workers and thereby
contributing to the highest productivity. Social security measure provided by employer will act
as a protection to the workers. Labour welfare means activities designed for the promotion of
the economic, social and cultural well being of the employees.

Labour welfare includes both 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. Labour 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. Labour welfare promotes

10
a sense of belongings among the workers, preventing them from resorting to unhealthy
practices like absenteeism, labour unrest strike, etc. welfare work improves the relations
between employees and employers. It promotes a real change of heart and a change of
outlook of the part of both the employers and employees.

11
NEED OF STUDY

Of the 5 m's management man, machine, material, methods and money. Out of these
resources man power is an asset to the organization. It also called knowledge capital. As the
management Guru Peter F.Drucker rightly says "knowledge is the only meaningful resource
today" for access to other resources is no longer limited. Capital freely flows across the
borders, seeking out the companies that need it. Today the human resources is very
demanding and they are look at jobs to test their own knowledge, organization are also
realizing the importance of people resources in this liberalized, globalized and privatized
economy.

Labor securities and welfare can be statistically proved is directly co related to customer
satisfaction. Every organization should determine whether the employees working are
satisfied with the facility provided by the organization. This is the need of the labor because
satisfied employees will ensure satisfied customers.

In order to make them happy,feel satisfied and retain them, organization plan retention
strategies. To make this possible one has to determine whether the present employees
perceived satisfaction towards the labor securities and welfare facilities. The survey on
employee satisfaction will help the organization to evaluate its return on investment in the
important area like labor securities and welfare measures.

Hence, in this study I propose the need to understand the impact of different employee
labour welfare measures on employee performance and satisfaction at hi-focus Electronics
India Private Limited.

12
LIMITATIONS OF THE STUDY:

The study is limited to only some employees of Ganapati Sugar Industries limited,
therefore the result cannot be generalized to whole organization.

As time was constraint, and the size of the population of Ganapati Sugar Industries
limited is large, it is not possible together full information.

The data has been collected during general shift i.e. between 9:00 Am to 5:30 PM
hence it is not possible to gather full information

The data is collected only from the permanent employees and hence the opinion of
casual and contract employee is not collected.
The Company is not ready to expose full information about welfare activities.

13
METHODOLOGY:

The first and foremost step in the research process consists of problem identification.
Once the problem is defined, the next step is the research design becomes easier. The research
design is the basic framework, which provides guide line for the rest of the research process.
The research designs the methods of collection of data collection and analysis.

SCOPE OF THE STUDY

The Scope of the study is to find out how far the existing welfare schemes cater to
the requirement of the employees of Ganapati Sugar Industries limited, Fasalwadi. The study
will be able to throw light on the dark spots where it need some sort of improvement in the
welfare scheme that has been implemented. The purpose of the study is to measure the
employee’s attitude regarding the welfare measures provide in the company.

SAMPLING DESIGN
The technique that is used is questionnaire method. Through the percentage graphs
are prepared
The survey is done on employees of Ganapati Sugar Industries limited.

Total production of workmen = 415

The sample size for the proposed study = 100

SOURCES OF DATA COLLECTION

Both primary and secondary data has-been collected for the study. Following are few ways
in which the data was collected.

Primary data:
Primary data are those collected specifically by or the data user. Primary data for the study
is only from the internal sources were approached. The data was collected through
questionnaires.

14
Secondary data:
The secondary data is another source for the collection of data from various books, previous
office records, through internet from different ways such as yahoo, Google etc

TOOLS AND TECHNIQUES APPLIED FOR THE JUSTIFICATION OF

THE STUDY

The tools used for the purpose of collecting the primary data are a questionnaire with about
20 questions.

CHAPTARIZATION:
First chapter deals with introduction of the welfare activities which include need,
objectives, Limitations and methodology.
Second chapter deals with literature review.

Third chapter deals with industry profile and company

profile Fourth chapter deal with analysis and interpretation.
Fifth chapter deals with Findings,suggestions and conclusion.

15
 CHAPTER 2

LITERATURE REVIEW

16
INTRODUCTION

‘Welfare’ is a broad concept referring to a state of living of an individual or a group, in a

desirable relationship with the total environment-ecological, economic and social. The term
‘welfare’ includes both the social and economic contents of welfare.

Social welfare is primarily concerned with the solution of various problems of the weaker
sections of society like prevention of destitution and poverty. It aims at social development
by such means as social legislation, social reform, social service, social work, and social
action.

The goal of social welfare is to fulfil the social, financial, health, and recreational
requirements of all individuals in a society. Friedlander defines social welfare as “the
organized system of social services and institutions designed to aid individuals and groups
to attain satisfying standards of life and health, and personal and social relationships which
permit them to develop their full capacities and to promote their well-being in harmony
with the needs of their families and the community.

The object of economic welfare is to promote economic development by increasing

production and productivity and through equitable distribution.

Pigou defined economic welfare as “that part of social welfare that can be brought directly or
indirectly into relation with the measuring rod of money” According to him, “the economic
welfare of a community of a given size is likely to be greater, the larger is the share that accrues
to the poor,” he admitted that economic welfare was not the index of total welfare.

Labour welfare is a part of social welfare, conceptually and operationally. It covers a broad
field and connotes a state of well-being happiness, satisfaction, conservation and
development of human resources.

Concept of labour welfare:

Labour welfare may be viewed as a total concept, as asocial concept and a relative concept.
The total concept is a desirable state of existence involving the physical, mental, moral and
emotional well-being. These four elements together constitute the structure of welfare, on
which its totality is based. The social concept of welfare implies the welfare of man, his
family and his community. All these three aspects are inter-related and work together in a

17
three-dimensional approach. The relative concept of welfare implies that welfare is relative in
time and place. It is a dynamic and flexible concept and hence its meaning and content differ
from time to time, region to region, industry to industry, and country to country, depending
upon the value system, level of education, social customs, political system, and degree of
industrialization and general standards of the socio-economic development of the people.

Labour welfare implies the setting up of minimum desirable standards and the provision
facilities like health, food, clothing, medical, assistance, education, insurance, job security,
recreation, and so on. Such facilities enable the worker and his family to lead good work
life, family life and social life. Labour welfare also operates to neutralize the harmful
effects of large-scale industrialization and urbanization.

Definition:

The oxford dictionary defines labour welfare as “efforts to make life worth living for
workman” chambers dictionary defines welfare as a state of faring or doing well:
freedom from calamity, enjoyment of health and prosperity.

The encyclopaedia of social sciences defines it as “the voluntary efforts of the employers
to establish beyond what is required by law, the customs of the industry and the
conditions of market.”

In the words of R.R.Hopkins, “welfare is fundamentally an attitude of mind on the part

of management, influencing the method by which management activities are
undertaken.” Obviously the emphasis here is on the “attitude of mind.”

Arthur James Todd defines welfare work as “anything done for the comfort and
improvement, intellectual and social, of the employees over and above the wages paid,
which is not a necessity of the industry.”

E.S.Proud defines welfare work as “voluntary efforts on the part of the employers to improve
the existing industrial system and the conditions of employment in their own factories.”

In the Report II of the ILO Asian Regional conference, it has been stated that worker’s
welfare may be understood to mean “such services, facilities and amenities, which may be
established outside or in the vicinity of undertakings, to enable the persons employed there
in to perform their work in healthy and congenial surroundings and to provide them with
the amenities conducive to good health and high morale.”
18
The Labour Investigation Committee (1944-46) includes under labour welfare activities
anything done for the intellectual, physical, moral and economical betterment of the
workers, whether by employers by government or by other agencies, over and above what
is laid down by law or what is normally expected as part of the contractual benefits for
which the workers may have bargained.”

The Report of the committee on Labour welfare (1969) includes under it “such services,
facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and
medical facilities, arrangements for travel to and from work and for the accommodation of
workers employed at a distance from their homes, and such other services, amenities and
facilities including social security measures as contribute to improve the conditions under
which workers are employed.’ The whole field of welfare is said to be one “in which much
can be done to combat the sense of frustration of the industrial workers, to relieve them of
personal and family worries to improve their health, to afford them means of self-
expression, to offer them some sphere in which they can excel others and to help them to a
wider conception of life.’’ It promotes the well-being of workers in a variety of ways.

According to N.M.Joshi, welfare work “covers all the efforts which employers make for
the benefit of their employees over and above the minimum standards of working
conditions fixed by the factories Act and over and above the provision of the social
legislations providing against accident, old age, unemployment and sickness.”

Scope:

It is somewhat difficult to accurately lay down the scope of labour welfare work, especially
because of the fact that labour is composed of dynamic individuals with complex needs. Its
scope has been described by writers and institutions of different ways. The scope of labour
welfare can be interpreted in different countries, with varying stages of economic
development, political outlook and social philosophy.

While expressing its interpretation regarding the scope of labour welfare, the ILO has
observed: “the term is one which lends itself of various interpretations and it has not always
the same significance in different countries. Sometimes the concept is a very wide one and
is more or less synonymous conditions of work as a whole. It may include not only the
minimum standard of hygiene and safety laid down in general labour legislation, but also
such aspects of working life as social insurance schemes, measures for the protection of

19
women and young workers, limitation of hours of work, and paid vacations. In other cases,
the definition is much more limited, and welfare, in addition to general physical working
conditions, is mainly concerned with the day-to-day problems of the workers and the social
relationships at the place of work. In some countries the use of welfare facilities provided is
confined to the workers employed in the undertaking concerned, while in others, the
workers’ families are allowed to share in many of the benefits which are made available.’’

As the subject of welfare facilities is a very broad one covering a wide field of
amenities and activities, limits cannot be rigidly laid down regarding its scope for all
industries and for all times. In the final analysis labour welfare survive should include all
extra-mural and intra-mural welfare work, statutory and non-statutory welfare facilities
undertaken by the employers,

Government, trade unions or voluntary organization and also social security measures
which contribute to worker’ welfare such as industrial health, insurance, provident fund,
gratuity, maternity benefits, workmen’s compensation, retirement benefits, and so on. More
specifically, we may examine the ways in which labour welfare is classified in order to
obtain a clearer understanding of its scope.

Labour welfare work can be broadly into two categories:

(ii) Statutory, and

(iii) Non-statutory or voluntary.

Statutory measures:

This refers to those provisions which are desired from the coercive power of the
government and their observance in any industry is binding on the employer by law
(factories act of 1948)

canteen facilities(sec46)
working facilities(sec42)
first aid appliances(sec45)
facilities for sitting (sec44)

shelters rest rooms and lunch rooms(sec47)

crèches(sec18)
drinking water facilities(sec18)

20
 lighting(sec19)
urinals(sec19)
spittoons(sec20)

welfare officers(maternity benefit)(sec49)

Family pension schemes
Gratuity

Provident fund
schemes E.S.I schemes

Non-statutory measures:

There are activities which are under taken by the employees for their workers. are
philanthropic Such welfare activates are philanthropic but in the long run they
increase efficiency of worker and reduce of conflict between employees and worker.
• Housing Facilities
• Transport Facilities
• Medical facilities
• Cultural activities
• Recreation
• Consumer co-operation
• Loan and various advances
• Leave Traveling Concession
• Worker education
• School for the employees children
• Uniform
• Labor welfare fund
• Libraries
Vehicles stand for parking

Statutory welfare consists of those provisions of welfare work which depend for their
implementation on the coercive power of the government. The government enacts certain
rules of labour welfare to enforce the minimum standards of health and safety of workers.
The employers are required by law to fulfill their statutory obligations on welfare. Every
country is increasing gradually its statutory control over labour welfare. Non-statutory

21
welfare measures include all those activities which employers undertake for the welfare of
their workers on voluntary basis. There are some social welfare organizations which
undertake voluntary welfare work for the benefit of their members.

The Committee of experts on welfare facilities for Industrial workers constituted by

the ILO in 1963 had divided the welfare services in two groups:

(a) Welfare amenities within the precincts of the establishment (intra-mural) : latrines
and urinals, washing and bathing facilities, crèches, rest shelters and canteens,
arrangements for drinking water, arrangement for prevention of fatigue, health
services including occupational safety, administrative arrangements within a plant to
look after the welfare, uniforms and protective clothing, and shift allowance;
(b) Welfare amenities outside the establishment (extra-mural): maternity benefit, social
insurance measures including sports, cultural activities, library and reading room,
holiday homes and leave travel facilities, workers’ cooperatives including
consumers’ cooperative stores, fair price shops and co-operative thrift and credit
societies, vocational training for dependants of workers, other programmes for the
welfare of women, youth and children, and transport to and from the place of work.
Thus, labour welfare is very comprehensive and embraces a multitude of activities
of employers, state, trade unions and other agencies to help workers and their
families in the context of their industrial life.

22
Aims and Objectives:

The aim or object of welfare activities is partly humanitarian-to enable workers to enjoy
a fuller and richer life-and partly economic- to improve of the workers- and also partly
civic-to develop among them a sense of responsibility and dignity and thus make them
worthy citizens of the nation. Another object of labour welfare is to fulfil the future needs
and aspirations of labour.

The following motives and considerations have prompted employers to provide welfare
measures:

(1) Some of the early philanthropic employers tried to ameliorate the working and living
conditions of their workers by providing various welfare measures.
(2) Some of them took recourse to welfare work to win over their employees’ loyalty and to
combat trade unionism and socialist ideas. The devotion to welfare work by many
American employers during the twenties could be attributed to their anti-unionism.
However, such a motive did not succeed in checking the spread of trade unionism.

(3) Some employers provided labour welfare services to build up a stable labour force,
to reduce labour turnover and absenteeism and to promote better relations. With
their employees.
(4) At present, labour welfare has been conceived of by some employers as an incentive
and good investment to secure, preserve and develop greater efficiency and output
from workers. Anyhow, there is no direct relationship between welfare work on the
one hand and efficiency and productivity on the other. Apart from this, it is very
difficult to quantify the additional contribution of welfare measures to the increased
productivity. However, some studies have shown a positive link between labour
welfare and productivity.
(5) One of the objects for provision of welfare activities in recent times by certain
employers is to save themselves from heavy taxes on surplus.
(6) The purpose behind provision of welfare amenities by some companies is to enhance
their image and to create an atmosphere of goodwill between labour and
management and also between management and the public.

23
Principles:

The following are some of the principles to be kept in mind for successful implementations
of any welfare programme in an organization:

(1) The labour welfare activities should pervade the entire hierarchy of an organization.
Management should be welfare-oriented at every level.
(2) The employer should not bargain labour welfare as a substitute for wages or
monetary incentives. In other words, the workers have a right to adequate wages in
addition to welfare measures.
(3) The employer should look after the welfare of his employees as a matter of social
obligation. The constitution of India, in its directive principles of state policy, also
emphasizes this aspect of labour welfare.
(4) Labour welfare must aim at helping employees to help themselves in the long run.
This principle of self-help will enable them to become more responsible and more
efficient.
(5) There should be proper co-ordination, harmony and integration if all labour welfare
services in an undertaking.
(6) The labour welfare work of an organization must be administratively viable and
essentially development oriented.
(7) The management should ensure co-operation and active participation of unions and
workers in formulating and implementing labour welfare programmes.
(8) There should be periodical assessment or evaluation of welfare measures and
necessary timely improvements on the basis of feedback.

24
The Factories Act, 1948:

Section 42 to 48 of the India factories act, 1948, contains specific provisions relating to the
welfare of labour in factories.

1. Washing facilities

According to sec.42, every factory

Adequate and suitable facilities for washing shall be provided and maintained for
the use of the workers there in.

Separate and adequately screened facilities shall be provided for the use of male and
female workers.

Such facilities shall be conveniently accessible and shall be kept clean.

2. Facilities for storing and drinking clothing

Under sec 43, the state government may in respect of any factory make rules requiring the
provisions therein of suitable place for keeping clothing not worn during working hours and for the
drying of wet clothing.

3. Facilities for sitting

According to sec.44, in every factory, suitable arrangements for sitting shall be provided and
maintained for all workers.

4. First aid appliances

Under sec.45, these shall in every factory be provided and maintained so as to be readily accessible
during all working hours. First aid boxes or cupboards to be provided and maintained shall not be less
than one for every one hundred and fifty workers ordinarily employed at any one time in the factory.

25
5. Canteens
under sec.46, the state government may make rules requiring that in any specified factory where in
more than two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be
provided and maintained by the occupied for the use of the workers.
6. Shelters, rest rooms and lunch rooms
According to sec.47, in every factory where as more than one hundred and fifty workers are
ordinarily employed adequate and suitable shelters, rest rooms and a suitable lunch room which
provision for drinking water, shall be provided and maintained for the use of the workers.
7. Crèches

According to sec.48, in every factory where more than 30 women workers are ordinarily employed,
there shall be provided and maintained a suitable room for the use of children under the age of 6
years of such women. Such room shall provide adequate accommodation, shall be adequately
lighted and ventilated and shall be maintained.

8. Welfare officers

In every factory where in five hundred or more workers are ordinarily employed, the occupier shall
employ in the factory, such number of welfare officers as may be prescribed. The state government
may prescribe the duties, qualifications and conditions of service of welfare officers appointed under
the provisions of the factories act.

The mines Act, 1952 and the Mines Rules:

The main obligations of the mine owners regarding health and welfare of their workers are
as follows:

(a) Maintenance of crèches where 50 women workers are employed;

(b) Provision of shelters for taking food and rest if 150 or more persons are employed:
(c) Provision of a canteen in mines employing 250 or more workers;
(d) Maintenance of first-aid boxes and first-aid rooms in mines employing more than
150 workers;
(e) Provision in coal mines of (i) pit head baths equipped with shower baths; (ii)
sanitary latrines and (iii) lockers, separately for men and women workers;
(f) Appointment of a welfare officer in mines employing more than 500 or more
persons to look after the matters relating to the welfare of the workers.

26
The Plantations Labour, 1951:

The fallowing welfare measures are to be provided to the plantation workers:

a) Canteen in plantation employing 150 are more workers (S. 11)

b) Crèches in plantation employing 50 or more women workers (S. 12).
c) Recreational facilities in the workers and their children (S. 13).
d) Educational facilities in the estate for the children of workers, where there are 25
workers’ children between the age of 6 and 12 (S. 14).
e) Housing facilities for every worker and his family residing in the plantation. The
standard and specification of the accommodation, procedure for allotment and rent
chargeable from workers, are to be prescribed in the Rules by the state governments
(S. 15 AND 16).
f) The state government may make rules requiring every plantation employer to provide
the workers with such number and type of umbrellas, blankets, raincoats or other like
amenities for the protection of workers from rain or cold as may be prescribed (S. 17).

g) Appointment of a welfare officer in plantation employing 300 or more workers (S.

18).

The exact standards of these facilities have been prescribed under the rules framed by the
state government.

The Motor Transport Warders Act, 1961:

The Motor Transport Undertakings are required to provide certain welfare and health
measures as given below:

a) Canteen of prescribed standard, if employing 100 or more workers (S.8).

b) Clean, ventilated well-lighted and comfortable rest rooms at every place wherein
motor transport workers are required to halt at night (S.9).
c) Uniforms, raincoats to drivers, conductors and line checking staff for protection
against rain and cold. A prescribed amount of washing allowance is to be given to
the above mentioned categories of staff (S.10).
d) Medical facilities Are to be provided to the motor transport workers at the operating
centres and at halting stations as may be prescribed by the state government (S.11).

27
 e) First-aid facilities equipped with the prescribed contents are to be provided in every
transport vehicle (S.12).

The Contract Labour (Regulation and Abolition) Act, 1970:

The following welfare and health measures are to be provided to the contract workers by
the contractor:

(a) A canteen in every establishment employing 100 or more workers (S.16).

(b) Rest rooms or other suitable alternative accommodation where the contract labour is
required to halt at night in connection with work of an establishment (S.17).

(c) Provision for a sufficient supply of wholesome drinking water, sufficient number
of latrines and urinals of prescribed types and washing facilities (S.18).
(d) Provision for first-aid box equipped with the prescribed contents (S.19).

The Act imposes liability on the principal employer to provide the above amenities to the
contract labour employed in his establishment, if the contractor fails to do so.

The Merchant Shipping Act, 1958:

Provision in the Act relating to health and welfare cover:

a) Crew accommodation;
b) Supply of sufficient drinking water;
c) Supply of necessities like beddings, towels, mess utensils;
d) Supply of medicines, medical stores, and provision of surgical and medical advice;
e) Maintenance of proper weights and measures on board; and grant of relief to
distressed seamen aboard a ship;
f) Every foreign-going ship carrying more than the prescribed number of persons,
including the crew, is required to have on board as part of her complement a
qualified medical officer;
g) Appointment of a Seamen’s welfare Officer at such ports in or outside India as the
government may consider necessary;
h) Establishment of hostels, clubs, canteens, and libraries;
28
 i) Provision of medical treatment and hospitals;
j) Provision of educational facilities

The government has been authorized to frame rules, inter alia, for the levy of fees payable
by owners of ships at prescribed rates for the purpose of providing amenities to seamen and
for taking other measures for their welfare.

Dock Workers (Safety, Health and Welfare) Scheme, 1961:

A comprehensive Dock Workers (Safety, Health and Welfare) Scheme, 1961, has been
framed for all major ports and is administered by the Chief Advisor, Factories (Factory
Advice Services and Labour Institutes). It is framed under the Dock Workers (Regulation
of Employment) Act, 1948. Amenities provide in the port premises include provision of:

a) Urinals and latrines;

b) Drinking water;
c) Washing facilities;
d) Bathing facilities;
e) Canteens;
f) Rest shelters;
g) Call stands; and
h) First-aid arrangements.

Other welfare measures provided are:

a) Housing;
b) Schools;
c) Educational facilities;
d) Grant of scholarships;
e) Libraries;
f) Sports and recreation;
g) Fair price shops; and
h) Cooperative societies.

29
Inter-State Migrant Workmen (Regulation of employment and Conditions
of Service) Act, 1979:

Section 16 of the Act stipulates that every contractor employing inter-state migrant
workmen in connection with the work of an establishment to which this Act applies will
have to provide the following facilities:

a) To ensure regular payment of wages to such workmen (at least minimum wages
have to be paid as fixed under the minimum Wages Act, 1948).
b) To ensure equal pay for equal work irrespective of sex;
c) To ensure suitable conditions of work to such workmen having regard to the fact
that they are required to work in a state different from their own state;
d) To provide and maintain suitable residential accommodation to such workers
working during the period of their employment;
e) To provide the prescribed medical facilities to the workmen, free of charge;
f) To provide such protective clothing to the workmen as may be prescribed; and

In case of fatal accident or serious bodily injury to any such workman, to report to the
specified authorities of both the states and also the next of kin of the workmen.

30
ARTICLES

Measuring legal effectiveness: lessons from Tanzania 1

Sangheon Lee Deirdre McCann International School of Law Geneva Aberdeen

University lees@ilo.org

d.mccann@abdn.ac.uk

INTRODUCTION

The efforts made in recent years to develop indicators that quantify and compare labour Market
knowledge on the role of regulations in improving the quality of working life, advancing
productivity etc. They also have the potential to offer policy actors a research‐based and systematic
existing been labour laws (Lee and McCann 2008); their flawed capture of domestic regulatory
measures (Berg and Cazes 2007; Lee and McCann 2008) and the assumptions on the historical
evolution

This note reviews the authors’ recent work, which has criticised the existing indicators by examining
the extent to which they capture the actual or de facto influence of labour market regulations. This
work has sought to measure statutory regulations in a way that takes into account both their
substantive and de facto strength. It has also encompassed empirical work in a developing country –
Tanzania – aimed at exploring workers’ awareness of legal standards. This research has centred on
regulatory frameworks that govern conditions of work and has had a particular focus on wages,
working hours and holidays, and maternity protection.

EFFECTIVENESS AND THE ERI

In an assumption, which might be characterised as ‘formalist,’ that the application of labour

regulations is both comprehensive (the relevant regulations protect all workers who fall within their
scope) and complete (these workers are entitled to the full array of legal protections guaranteed by
the legal texts to the maximum extent possible) (Lee and McCann 2009). Where such assumptions
are not made, efforts such as those of Botero et al (2004) to capture the relationship between the de
jure and de facto application of legal regulations have so far been under‐developed (see Lee and
McCann 2008 for a critique). The relationship of legal provisions and actual working conditions,
however, cannot be assumed, impact of regulations can only be speculative. Moreover, the evidence
from industrialized countries is of a varying influence of legal standards within different institutional
regimes Presentation to the
IIRA 2009 Study Group on Labour Market Regulations, Sydney, 24 August 2009. (Lee 2004). To
respond to this limitation in the existing indicators, the authors have Developed of regulations
on working time and to compare different countries at a range of income levels constructed
by averaging the normalized values of statutory weekly hours limits and “observance more per more
detail the reasons that working time and other laws appear to be more influential in some Legal The
recent expansion of the European Working Conditions Survey to include questions relevant to other
regions offers an opportunity to explore certain of the empirical questions derived
survey questionnaire for the Global Working Conditions Survey contains a number of questions An
working conditions (including on wages/incomes, working time and work

31
organization, physical work environment, work and family, maternity protection, health and safety,
job satisfaction). The Survey was pilot‐tested in Tanzania during 2009, generating results that offer
revealing insights for the debates on the impact of labour regulations in low‐income settings.

First, the survey confirmed the presence of significant “observance gaps” (actual working
conditions v the primary legal standards), of around 30‐40%. Given the extent of these gaps, Then,
the relevance of common statistical exercises that regress the indicators of labour regulations on
Labour market variables become questionable; and the conventional indicators, in particular the
World Bank’s “Employing Workers Index,” are revealed to overestimate the constraints that labour
laws place on employers (Lee and McCann 2009).

Secondly, the survey has generated data relevant to assessing practices of observance of labour
market regulations. In the economic literature, the intensity of labour inspection and magnitude of
penalties for violation of the law are often taken to account for the observance of legal norms (e.g.
Squire and Suthiwart‐Narueput 1997). Yet the picture is far more complex. As many studies have
highlighted, for example, the role of the judiciary is often critical in determining the scope and
application of statutory norms (e.g. Bertola and Cazes 2000; Bhattacharjea 2006); and the impact of
labour regulations can also differ according to the response of individual enterprises (e.g. Edwards et
al 2004).

One critical element broadly missing from the literature, however, is the response of workers to
legal regulations. The exception is the research that has examined workers’ awareness of legal
standards (e.g. Meager et al 2002), which has so far been confined to industrialised Survey offers an
opportunity to explore the extent and role of legal awareness in low‐ income settings,their working
conditions entitlements on minimum wages, working time and maternity leave The Tanzanian
survey indicated a level of awareness of the primary standards (around 60%) although a substantial
number of workers (around 30%) are not aware of their legal entitlements. The results of the survey
also indicate that awareness is of substantial importance this relationship in a rigorous manner, a
series of logistic regressions controlling for standard demographic variables was undertaken, which
indicated that there is a very strong correlation between awareness of legal standards and actual
conditions.

To explain the channelling mechanisms through which awareness translates into actual
improvements in work environments is a complex endeavour that needs to take into consideration
satisfaction and workers’ behavioural patterns in response to non‐compliance with the law.

The results indicated that (1) workers’ dissatisfaction with their working conditions increases with
their levels of awareness of statutory standards, once their actual conditions are controlled for; and
(2) workers were not passive when they recognized the gaps between their legal entitlements and
actual conditions of work, most being likely to take action, most often by complaining directly to the
employer. It appears then that legal awareness may tend to lead to corrective action, although such
efforts may not always be successful (see Lee and McCann 2009 for further details).

32
CONCLUSIONS

It critical to the design of indicators that accurately reflect the influence of legal norms and
therefore to balanced policy debates on the role of labour regulations. Above all, “observance gaps”
should be measured and taken into account in estimating the labour market impacts of legal
regulations. The research discussed above has also demonstrated that the massive problems with
implementation in a number of countries could be associated the channelling mechanism through
which awareness translates into actual improvements in work environments.

The empirical research in Tanzania suggests strong potential for improving working conditions by
increasing workers’ legal awareness, without the need for significant institutional awareness‐raising
supports the contention in the literature that, at least in developing countries, regulation,” but centred
rather on how these countries can best design, promote and implement labour laws and policies (or
“how to regulate”) (Fenwick et al. 2007; Lee, McCann, and Torm 2008). In this way, countries can
avoid the wasteful process of engaging in evaluate the impacts of the reforms, an approach that has
in recent years overwhelmed the governments of many Asian and African countries under pressure
from the international financial organizations.

REFERENCES

Berg, J and Cazes, S 2007 The Doing Business Indicators: measurement issues and political
implications Geneva ILOBertola,International Labour Review 129(1), pp. 57‐72

Bhattacharjea,empirical evidence”, Indian Journal of Labour Economics 49(2), pp. 211‐232

Botero, Quarterly Journal of Economics 119(4), pp. 1339‐1382 Deakin,regimes” International

Labour Review 146, pp. 133‐162.

Edwards, P., Monder, R., and Black, J. 2004 “Why Does Employment Legislation Not Damage
Small Firms?”

Journal of Law and Society 31(2), pp. 245‐65 Fenwick, C., Howe, J. Marshall, S. and Landau, I.
2007. “Labour and Labour‐related Laws in Micro and Small Enterprises: innovative regulatory
approaches”, ILO SEED Working Paper No. 81. Geneva

Lee 2004 “Working Hours Gap: trends and issues” in J Messenger (ed) Working Time and
Workers’ Preferences in Lee, S. and McCann, D. 2008. “Measuring Labour Market Institutions:
conceptual and methodological questions

Institutions: Cultivating Justice in the Developing World. Geneva and London: ILO and Palgrave

Lee,developing country” (Paper for the Regulating for Decent Work Conference Geneva 8‐10
July 2009

Lee,a review of recent evidence” in International Labour Review 147(4), pp. 416‐432.

Squire, L. and Suthiwart‐Narueput, S. 1997. “The Impact of Labour Market Regulations” World
Bank Economic Review 11(1), pp. 119‐143.

33
“A STUDY OF AWARENESS OF LABOUR WELFARE MEASURES IN A.G. I. O.
PAPER AND INDURTRIES LTD.

DHEKHA, BILASPUR (C.G.)”

*Dr. K. K. Singh**Ku. Anita Pathak,

1. CONCEPT OF LABOUR WELFARE :-

Labour welfare concept is basically based on human values, where each citizen has a right to work
in a congenial environment with no hazards to his health on reasonable wages and other terms and
conditions of employment. The days are over when labour was considered to be a commodity. The
policy was purely a master, Servant relationship. After the independence our constitution, I. L. O.
and planning commission have big contributed to labour welfare programme. The importance of
labour welfare measures were accepted long back. Way back in 1931, the royal commission on
labour stressed the need of labour welfare primarily because of the harsh treatment meted out to the
workers.

Article 41 provides that state shall, within the limit of its economics capacity and development,
make effective provision of securing the right to work to education and to public assistance in cases
of unemployment, old age, sickness and disablement and in other cases of underserved provision.
Article 42 provides the state shall make provision for securing just and humane conditions of work
and for maternity relief. Article 43 provides that the state shall Endeavour to secure by suitable
legislations and economic organization or in any other way to all workers, agricultural, industrial or
otherwise work a living wage, condition of work ensuring decent standard of life and full enjoyment
of leisure and social and cultural opportunities and in particular the state shall Endeavour to promote
cottage industries on an individual or co‐operativebasis in rural areas.

Article 43 A provides that the state shall take steps by suitable legislation or in any other way to secure
the participation of workers in the management of undertakings, establishments or other organizations
engaged in any industry. The Committee on a labour welfare (1969) defined the phase to mean, “ Such
facilities and amenities as a adequate canteen, rest and recreation facilities, sanitary and medical facilities,
arrangements for travel to and from and for accommodation of workers employed at a distance from their
homes and such other services, amenities and facilitiesincluding social security measures as contributed
to condition under which workers are employed”.

The second report of the I. L. O. refers with regards to labour welfare as such services and amenities
which may be established in or in the vicinity of undertaking to enable the person employed in them
to perform their work in healthy congenial surroundings and such amenities conductive to good
health and high morale. After the condition so many Industrial Act have been constituted such as the
Workman compensation Act 1923, Maternity benefit Act 1961, Factory act 1948, Contract labour
Act 1970, Bonded labour act 1976, Equal remuneration act 1976, Interstate migration act 1979,
Child labour act 1986, Minimum wages act 1948, Payment of wages act 1936, Bedi& Cigar workers
act 1966, Buildings And other constructions workers act 1996, The payment of bonus act 1965, The
payment of gratuity act 1972 and Industrial dispute act 1948.

34
1.1 IMPORTANCE PROVISIONS OF FACTORY ACT 1948:-

The chief of characteristic of labour welfare work may be summarized to include the work which is
usually undertaken within the premises or in the vicinity of the industrial undertakings for the
benefit of the employees and the members of their family and this generally includes those items of
welfare which are over and above what is the provided‐ by statutory provisions and what the
employees expect as a result of contract of employment from the employers. The welfare provisions
section 42 to 50 under the factory act 1948 has been provided the facilities of washing, storing &
drying clothing, sitting , first aid appliances, ambulance room cell, canteen, rest room /shelter room,
crèche, appointment of welfare officer.

1.2 NON STATUTORY LABOUR WELFARE MEASURES:-

The main Non Statutory measures are education for worker’s children, residential, medical,
consumer store, entertainment, transportation, education & training, health & hygiene, safety etc.
facilities.

2. IMPORTANCE AND NEED OF STUDY:-

No scientific and systematic effort has been made in recent past study the status of implementation
of welfare measures under the factory act 1948 and other non‐statutory welfare measures conducted
as part of a scheme under second five year plan in certain specified industries conducted by labour
bureau in need 60s. But now the Situation have changed and a lot of new industries have come up
with new technology and dramatically changed the definition of labour welfare. On this basis it was
felt and it would therefore industry to know as to in the changed industrial scenario, how for the
objectives of factory act 1948 are really being translated in action and how the act being
implemented.

3. OBJECTIVE OF THE STUDY:-

1. To study the awareness of statutory& voluntary labour welfare measures in A.G.I.O. Paper
& Industries Ltd. Dhekha, Bilaspur (C.G.)

2.To find out the implementations of various labour welfare measures in A.G.I.O. Paper &
Industries Ltd. Dhekha, Bilaspur (C.G.)

4. AREA OF STUDY:-

The study essentially focuses on awareness and implementation status of the statutory welfare
measures under the factory act 1948 and Non statutory welfare measures in A.G.I.O. Paper &
Industries Ltd. Dhekha, Bilaspur (C.G.). The area of study is A. G. I. O. Paper & Industries Ltd.
Dhekha,Bilaspur (C.G.) is only single unit of paper mill in Bilaspur District (C.G.). 13 Officers,
174 company workers, 350 contract workers are serving in this unit. The study year is 2008‐09.

5. METHODOLOGY OF STUDY:-

The research is based on primary data, collected through structured interview schedule which has been
supplemented by a detailed review of secondary information and discussion. The primary data has been
collected through a multistage sampling procedure. At the first stage 50 company workers

35
out of 174 have been selected for interview Secondary sources of data were the information & data
of A. G. I. O. paper and industries, Ltd. Dhekha, Bilaspur, Published magazines, journals and few
books. The method of data collection for the study was the structured interview of the respondents,
the primary data collection has been found out. The structured interview and its schedule were
designed for collection data from the respondents (Labours) interview schedule were designed. To
find out the status of awareness and implementation towards the Labour welfare measures used
median, mean, average, geometric method.

6. PROFILE OF THE ORGANIZATION:-

Kanoi paper &Industries Limited is a paper manufacturing plant, manufacturing about 11,000 tons
of paper per year. The major raw material for manufacturing of paper is agricultural waste‐ paddy
straw which is available locally in plenty. The mill was commissioned in the year 1981 M/s. Brook
Bond India Limited and then sold to Kanoi Group in the year 1990. Kanoi were running the mill
from 1990 to 2002. Due to various problems, the mill had become sick in the year 2002 and was
taken over by Jalans in February 2003. Since then the mill is under the management of Jalans.
Jalans group has been able to turn around the mill by improving production, quality and quantity
and diversification of the product mix. Through the mill has come out of red, the size of the plant is
too small to remain economical in the long run. Now this units is known as A. G. I. O. Paper &
Industries, Dhekha, Bilaspur (C.G.) Location : The unit is situated at Village Dhekha, Bilaspur
(C.G.)at a distance of approx. 8 kms from BilaspurDistt. (C.G.).The unit is approachable by
National Highway connecting Bilaspur to Champa. Major raw material for the unit is straw which is
easily & abundantly available in the nearly areas. The location is well connected by road & rail
transport enabling timely procurement of the raw material at economical costs.

7. EMPIRICAL FIDINGS :-

Now we present the collected date concerning the person information of sampled workers of A. S. I.
O. paper & industries Ltd, Dhekha, Bilaspur. 50 workers is selected for sample from company,
thereafter we examine and study the awareness & implementation status of various Labour welfare
provisions / amenities provided under factory act 1948 such as washing facility , facility for storage
and drying of cloths, sitting facility, first aid facility, canteen facility, facility for rest/ shelter/dining
room, facility for recruitment of welfare officer and also the non statutory welfare measures such as
facility of education for worker’s children, residential, medical, consumer store, entertainment,
transportation, education & training, health & hygiene, safety etc. facilities arrangement for
workers. Now me highlights the important

observation& collected data as given below:-

7.1 Personal Information:-

I. 34 % of the sampled workers are unskilled, 45 % of them are semiskilled and 20 % sampled
of workers are skilled workers

.II. All sampled worker all male, so gender distribution of workers is not necessary.

36
BI.The appromixmately 50% of sampled workers are in the age group 31‐40 years, 28 % of them
are in the age group of 40‐50 years, this ndicates that almost 66 % of the workers are having their
age in the age group 31‐50 years.

IV. 82 % of sampled workers have their level of education as primary or higher secondary.

V. 78 % of sampled workers are married.

VI. Approximately 63 % of sampled workers have their monthly income less than Rs.‐4000/‐.

VII. Approximately 69 % of sampled workers have less then 20 years services.

VIII. 58 % of sampled workers belongs nuclear family.

7.2 AWARENESS ABOUT STATUTORYWELFARE MEASURES:-

To know awareness of various statutory Labour welfare measures 50 sampled workers selected
under study and discussion, held with the responsible representatives of employer, workers and
employees. The awareness about facilities about among workers and representatives of employers
play a vital roll in implementation.

7.3 STATUS OF IMPLEMENTATION OF VAIRIOUS WELFARE PROVISIONS UNDER

FACTORY ACT
1948:-

The welfare provisions under the factory act 1948 is intended for benefit and welfare of the workers. It
aims to protecting the workers employed in factories and for ensuring their welfare at the place of work
by implementing the various provisions under the Act, in this part we evaluate and assess of the
implementation of various provisions in A.G.I.O paper & industries Ltd. Dhekha, Bilaspur (C.G.).

7.4 AVEVILABILTIY ON NON STATUTORYWELFARE MEASURES:-

An effort was also made as part of the study to know whether the workers employed in A. G. I. O. paper
& Industries Dhekha, Bilaspur (C.G.) selected for study or being extended any other form of Non
tatutory welfare facilities such as Education for worker’s children, Residential, Medical, Consumer
store,Entertainment, Transportation, Education & training for workers, Health & Hygiene facilities by
employers ways of asking question from respondents, as well as through group discussion held with
other group of workers representatives of employers. In this part we evaluate and assess of
implementation of non statutory welfare measure in A. G. I. O. paper & Industries Ltd. DhekhaBilaspur
(C.G.) The table indicates that A. G. I. O. paper & industries was not providing education for workers
children, consumer store, entertainment, transportation, education and training for workers. Further only
Health & Hygiene, Safety Facilities were providing by employers.

8 CONCLUSSION:‐

The level of awareness among the workers engaged in A. G. I. O. paper & industries Ltd. Dhekha,
Bilaspur (C.G.) Studied and found that above 60 % workers were aware about statutory welfare measures
except rest /shelter/ retiring room & crèche facilities. Maximum statutory welfare facilities were being
provided & implemented but Non statutory facilities were not being provided and

37
implemented by employer. Only House Rents & conveniences allowances were being given
to sampled workers in place of residential & transportation facilities respectively.

REFERENCES:

1.Moorti M. B. “Principal of Laour Welfare, Gupta Brothers” Vishakhapattanam. A.P.

2.K. N. Vaid, “Labur welfare in India”, Shri Ram centre for industrial relation”. New Delhi.

3. I. L. O. S Second Report on Asia Regional Conference 1947.

4. The committee on labour welfare (C. L. W.), “Concept and scope of Labour welfare”,
Ministry, Employment & Rehabilitation”, New Delhi. (1969).

5. Upadhyaya Sanjay “Status of Labour Welfare Measures of Noida: A case study of Garment
and Hosiery Industry”. V.V. Giri National Labour Institute, Noida (U.P.)

38
Employee welfare in hi-focus Electronics India Private Limited

hi-focus Electronics India Private Limited is one of the good organization which pay better
fit salaries than many other companies.

• Provides group health insurance plan to its employees.

• Every month company will provide 5kgs of subsidized sugar to employees.
• Provides accommodation facilities to managerial employees.
• Provides 40% salary to the seasonal employees on their resting period.
• Provides transport facility to schools to the employees children.
• Providers most of the statutory measures like
- Drinking water facility
- Toilets
- Washing and bathing facility
- Rest shelters
- Uniforms
- Canteen
- Recreational facilities
- Subsidized food
- Medical aid
• Provides non-statutory measures like
- Housing
- Educational facility
- Transportation facility
- Social insurance
54
 CHAPTER 4

DATA ANALYSIS AND

INFERENCES

55
 5. ANALYSIS OF DATA

1. Table showing the opinion of the Employees regarding working conditions:

a. Table showing the opinion of the Employees regarding space and

ventilation. Table 5.1

S.NO OPINION PERCENTAGE

1 Highly satisfied 54
2 Satisfied 20
3 Neutral 18
4 Dissatisfied 6
5 Highly dissatisfied 2
Total 100

Source: Through primary data

PERCENTAGE
Highly dissatisfied 2

Dissatisfied 6

Neutral 18

Satisfied 20

Highly
satisfied 54

0 10 20 30 40 50 60

Interpretation:

The satisfaction levels of the employees are responding positively towards welfare amenities in the
organization. It is observed that the majority of respondents are highly satisfied and the above
analysis shows 18% employs are neutral and 2 percent are highly dissatisfied.

56
1. b Table showing employees opinion regarding Lighting facilities in the organization.

Table: 1.b

S.NO OPINION PERCENTAGE

1 Highly satisfied 30
2 Satisfied 36
3 Neutral 22
4 Dissatisfied 10
5 Highly dissatisfied 2
Total 100

Source: Through primary data

PERCENTAG
E
Highly dissatisfied 2

Dissatisfied 10

Neutral 22

Satisfied 36

Highly satisfied 30

0 5 10 15 20 25 30 35 40

Interpretation:

In total responds 12% of the employees are not satisfied with lighting facilities. And 36%
are fully satisfied. the satisfaction level of the employees responding positively towards
lighting facilities in the organisation.

57
1. c Table showing employees opinion regarding cleanliness facilities

Table: 1.C

S.NO OPINION PERCENTAGE

1 Highly satisfied 14
2 Satisfied 16
3 Neutral 20
4 Dissatisfied 30
5 Highly dissatisfied 20
Total 100

Source: Through primary data

PERCENTA
GE
Highly dissatisfied 20

Dissatisfied 30

Neutral 20

Satisfied 16

Highly satisfied 14

0 5 10 15 20 25 30 35

Interpretation:

The satisfaction levels of the employees are responding negatively towards cleanliness
facilities in the organization. It is observed that the majority of respondents are not satisfied.
And the above analysis shows 20% employs are neutral and 20% employs are satisfied.

58
1.DTable showing employees opinion regarding Toilet facilities

Table: 1.D

S.NO OPINION PERCENTAGE

1 Highly satisfied 32
2 Satisfied 20
3 Neutral 20
4 Dissatisfied 10
5 Highly dissatisfied 18
Total 100

Source: Through primary data

PERCENTA
GE
Highly dissatisfied 18

Dissatisfied 10

Neutral 20

Satisfied 20

Highly satisfied 32

0 5 10 15 20 25 30 35

Interpretation:

Maximum employess are satisfied with Toilet facilities in the organisation. 52% of the people
respond satisfied and 20% of the people respond neutral ,28% of people respond Not satisfied

59
2.a Table showing the opinion of the employees regarding Welfare measures

a. Table showing the opinion of the employees regarding canteen facilities

Table 5:

S.NO OPINION PERCENTAGE

1 Highly satisfied 20
2 Satisfied 60
3 Neutral 10
4 Dissatisfied 06
5 Highly dissatisfied 04
Total 100

Source: Through questioners

PERCENTAGE

Highly dissatisfied 4

Dissatisfied 6

Neutral 10

Satisfied 60
Highly
satisfied 20

0 10 20 30 40 50 60 70

Interpretation:

The satisfaction levels of the employees are responding positively towards Canteen facilities in the
organization. It is observed that the majority of respondents are highly satisfied and the above
analysis shows 10% employs are neutral and 10% are not satisfied with the canteen facilities
provided by organization .

60
2.B Table showing the opinion of the employees regarding Drinking facilities.

Table 2.b

S.NO OPINION PERCENTAGE

1 Highly satisfied 22
2 Satisfied 50
3 Neutral 10
4 Dissatisfied 10
5 Highly dissatisfied 8
Total 100

Source: Through primary data

PERCENTAGE
Highly dissatisfied 8

Dissatisfied 10

Neutral 10

Satisfied 50
Highly
satisfied 22

0 10 20 30 40 50 60

Interpretation:

The satisfaction levels of the employees are responding positively towards drinking water facilities
in the organization. It is observed that the majority of respondents are highly satisfied and the
above analysis shows 10% employs are neutral and 18 % are not dissatisfied .

61
 2.c Table showing the opinion of employees regarding Recreational facilities in the
organisation

Table:2.c

S.NO OPINION PERCENTAGE

1 Highly satisfied 10
2 Satisfied 30
3 Neutral 20
4 Dissatisfied 30
5 Highly dissatisfied 10
Total 100

Source: Through primary data

PERCENTAGE

Highly dissatisfied 10

Dissatisfied 30

Neutral 20

Satisfied 30

Highly satisfied 10

0 5 10 15 20 25 30 35

Interpretation:

It is observed that the 40% of respondents are satisfied and the above analysis shows 20%
employs are neutral and 40 percent are not satisfied.

62
2.d Table showing the opinion of employees regarding uniform and shoes facilities

Table: 2.d

S.NO OPINION PERCENTAGE

1 Highly satisfied 60
2 Satisfied 24
3 Neutral 10
4 Dissatisfied 4
5 Highly dissatisfied 2
Total 100

source: Through primary data

PERCENTAGE

Highly dissatisfied 2

Dissatisfied 4

Neutral 10

Satisfied 24
Highly
satisfied 60

0 10 20 30 40 50 60 70

Interpretation:

The satisfaction levels of the employees are responding positively towards uniforms & shoes facilities
provided by the organization. It is observed that the majority 60% of respondents are highly satisfied and
the above analysis shows 10% employs are neutral and 6 percent are not satisfied .

63
2.E Table showing opinion of employees ragarding frequency of medical checkup

Table: 2.E

S.NO OPINION PERCENTAGE

1 Highly satisfied 20
2 Satisfied 40
3 Neutral 16
4 Dissatisfied 20
5 Highly dissatisfied 4
Total 100

Source: Through primary data

PERCENTAG
E
Highly dissatisfied 4

Dissatisfied 20

Neutral 16

Satisfied 40

Highly satisfied 20

0 5 10 15 20 25 30 35 40 45

Interpretation:

The satisfaction levels of the employees are responding positively towards frequency of medical
checkup provided by the organization. It is observed that the majority 60% of respondents is
satisfied and the above analysis shows 16% employs are neutral and 26 % are not satisfied.

64
3. Table showing the opinion of employees Regarding other welfare amenities.

3.a Table showing the opinion of employees regarding transport facilities.

Table 3.a:

S.NO OPINION PERCENTAGE

1 Highly satisfied 60
2 Satisfied 10
3 Neutral 18
4 Dissatisfied 8
5 Highly dissatisfied 4
Total 100

source: Through questioners

PERCENTAGE

Highly dissatisfied 4

Dissatisfied 8

Neutral 18

Satisfied 10

Highly
satisfied 60

0 10 20 30 40 50 60 70

Interpretation:

The satisfaction levels of the employees are responding positively towards transport facilities
provided by the organization. It is observed that the majority 70% of respondents are satisfied and
the above analysis shows 18% employs are neutral and 12% are not satisfied .

65
3.BTable showing the employees opinion regarding washing facilities

Table:3.b

S.NO OPINION PERCENTAGE

1 Highly satisfied 58
2 Satisfied 12
3 Neutral 10
4 Dissatisfied 10
5 Highly dissatisfied 10
Total 100

Source: Through Questioners.

PERCENTAGE

Highly dissatisfied 10

Dissatisfied 10

Neutral 10

Satisfied 12

Highly
satisfied 58

0 10 20 30 40 50 60 70

Interpretation:

From the above table it is inferred that 70% of employees are satisfied with the washing facilities
provided by the organization and 10% are neutral and 20% of the respondents are not satisfied.
This shows most of the employees are positive towards it.

66
3.c Table showing opinion of employees regarding Sitting facilities.

Table: 3.c

S.NO OPINION PERCENTAGE

1 Highly satisfied 30
2 Satisfied 24
3 Neutral 26
4 Dissatisfied 10
5 Highly dissatisfied 10
Total 100

Source: Through Questionnaire

PERCENTAG
E
Highly dissatisfied 10

Dissatisfied 10

Neutral 26

Satisfied 24

Highly satisfied 30

0 5 10 15 20 25 30 35

Interpretation:

The satisfaction levels of the employees are responding positively towards sitting facilities
provided by the organization. It is observed that the majority 54% of respondents are satisfied and
the above analysis shows 26% employs are neutral and 20% are not satisfied .

67
3. D Table showing employees opinion regarding Shelters, rest rooms.

Table: 3.d

S.NO OPINION PERCENTAGE

1 Highly satisfied 30
2 Satisfied 24
3 Neutral 26
4 Dissatisfied 10
5 Highly dissatisfied 10
Total 100

Source: Through Questionnaire

PERCENTA
GE
Highly dissatisfied 10

Dissatisfied 10

Neutral 26

Satisfied 24

Highly satisfied 30

0 5 10 15 20 25 30 35

Interpretation:

The satisfaction levels of the employees are responding positively towards shelters and rest rooms
provided by the organization. It is observed that the majority 56% of respondents are satisfied and
the above analysis shows 26% employs are neutral and 20% are not satisfied .

68
3. E Table showing employees opinion regarding Education facilities

Table: 3. E

S.NO OPINION PERCENTAGE

1 Highly satisfied 30
2 Satisfied 26
3 Neutral 14
4 Dissatisfied 20
5 Highly dissatisfied 10
Total 100

Source: Through Questionnaire

PERCENTA
GE
Highly dissatisfied 10

Dissatisfied 20

Neutral 14

Satisfied 26

Highly satisfied 30

0 5 10 15 20 25 30 35

Interpretation:

The satisfaction levels of the employees are responding positively towards education facilities
provided by the organization. It is observed that the majority 56% of respondents are satisfied and
the above analysis shows 14% employs are neutral and 30% are not satisfied .

69
3.F Table showing employees opinion Regarding housing facilities.

Table:3.f

S.NO OPINION PERCENTAGE

1 Highly satisfied 34
2 Satisfied 22
3 Neutral 20
4 Dissatisfied 20
5 Highly dissatisfied 04
Total 100

Source: Through Questionnaire.

PERCENTAG
E
Highly dissatisfied 4

Dissatisfied 20

Neutral 20

Satisfied 22

Highly satisfied 34

0 5 10 15 20 25 30 35 40

Interpretation:

The satisfaction levels of the employees are responding positively towards housingfacilities
provided by the organization. It is observed that the majority 56% of respondents are satisfied and
the above analysis shows 20% employs are neutral and 24% are not satisfied .

70
 4. Table showing the opinion of the employees regarding Post retirement

benefit. Table : 4

S.NO OPINION PERCENTAGE

1 To great extent 62

2 To some extent 14

3 Neutral 8

4 Not at all 10

5 Cannot say 6

TOTAL 100

Source: Through Questioners.

PERCENTAGE
Cannot say 6

Not at all 10

Neutral 8

To some extent 14

To great extent 62

0 10 20 30 40 50 60 70

Interpretation:

The satisfaction levels of the employees are responding positively towards post retirement benefits
provided by the organization. It is observed that the majority 62% of respondents are satisfied to great
extent and 14% of respondents are satisfied to some extent and the above analysis shows 8 percent
employs are to extent and 10% are not satisfied and 6 percent are undecided

71
.5. Table showing the opinion of employees regarding satisfaction level toward the
provided leave plans.

Table: 5

S.NO OPINION PERCENTAGE(%)

1 To great extent 58

2 To some extent 18

3 Neutral 14

4 Not at all 8

5 Cannot say 2

TOTAL 100

Source: ThroughQuestionnaire

PERCENTA
GE
Cannot say 2

Not at all 8

Extent 14

To some extent 18

To great extent 58

0 10 20 30 40 50 60 70

Interpretation:

The satisfaction levels of the employees are responding positively towards leave plans provided by
the organization. It is observed that the majority 58% of respondents are satisfied to great extent and
18% of respondents are satisfied to some extent and the above analysis shows 14% employs are
Neutral and8 percent are not satisfied and 2 percent are undecided

72
6 Table showing the opinion of the employees regarding “welfare measures that are
provided by the company affect the motivation and commitment of employees.

Table: 6

S.NO OPINION PERCENTAGE(%)

1 To great extent 82
2 To some extent 10
3 Neutral 4
4 Not at all 4
5 Cannot say 0
TOTAL 100

Source: Through Questionnaire

PERCENTAGE
Cannot say 0
Not at all 4
Neutral 4
To some extent 10
To great extent 82

0 20 40 60 80 100

Interpretation:

From above table it is inferred that the Satisfaction levels of employees regarding welfare measures
that are provided by the company affect the motivation and commitment of employees to a great
extent and 10% percent of responded that it affects to some extent and 4 percent of people
responded “Not at all”.

73
 7. Table showing the opinion of the employees regarding “welfare measures will
be helpful in increase in productivity.
Table: 7

S.NO OPINION PERCENTAGE

1 To great extent 80

2 To some extent 10

3 Neutral 8

4 Not at all 0

5 Cannot say 2

TOTAL 100

Source: Through Questionnaire

PERCENTAGE
Cannot say 2
Not at all 0
Neutral 8
To some extent 10
To great extent 80

0 20 40 60 80 100

Interpretation:

Maximum of employees responded that the welfare measures provided by company will be helpful in
increase in productivity. 2 percent of them responded as “ cannot say” .

74
8. Table showing the opinion of the employees regarding the gratuity facilities in
industry.

Table: 8

S.NO OPINION PERCENTAGE(%)

1 To great extent 16
2 To some extent 58
3 Neutral 22
4 Not at all 4
5 Cannot say 0
TOTAL 100

Source: Through Questionnaire

PERCENTA
GE
Cannot say 0
Not at all 4
Neutral 22
To some extent 58
To great extent 16

0 10 20 30 40 50 60 70

Interpretation:

From the above table it is inferred that74% of respondents feels that gratuity facilities provided
by organization are satisfied and 22% of respondents feels that they are satisfied Neutrally& 4
percent responded “Not at all”.

75
9. Table showing the opinion of employees regarding food subsidy facility in canteen.

S.NO OPINION PERCENTAGE

1 Highly satisfied 20

2 Satisfied 30

3 Neutral 28

4 Dissatisfied 16

5 Highly dissatisfied 6

TOTAL 100

Table: 9

source: Through Questionnaire

PERCENTAG
E
Highly dissatisfied 6
Dissatisfied 16
Neutral 28
Satisfied 30
Highly satisfied 20

0 5 10 15 20 25 30 35

Interpretation:

From the above table it is inferred that 50% of respondents feel that the food subsidy
provided by company is satisfied, and 28% are responded “neutral” & 22% of respondents
are not satisfied with the food subsidy provided by company in canteen.

76
10 . Table showing employees opinion regarding the stitching charges issued by
company.

Table: 10

S.NO OPINION PERCENTAGE

1 Highly satisfied 90

2 Satisfied 8

3 Neutral 2

4 Dissatisfied 0

5 Highly dissatisfied 0

TOTAL 100

Source: Through Questionnaire.

PERCENTAGE
Highly dissatisfied 0
Dissatisfied 0

Neutral 2

Satisfied 8
Highly
satisfied 90

0 10 20 30 40 50 60 70 80 90 100

Interpretation:

All of the employees in the organization are satisfied with the stitching charges provided by the
organization only 2 percent of respondents responded “Neutral”.

77
11. Table showing the opinion of employees regarding shift hours allotted by industry.

Table:11

S.NO OPINION PERCENTAGE(%)

1 To great extent 30

2 To some extent 34

3 Neutral 28

4 Not at all 8

5 Cannot say 0

TOTAL 100

Source: Through Questionnaire

PERCENTA
GE
Cannot say 0
Not at all 8
Neutral 28
To some extent 34
To great extent 30

0 5 10 15 20 25 30 35 40

Interpretation:

From the above table it is inferred that64% of respondents feels that shift hours allotted by
organization are satisfied and 28% of respondents feels that they are satisfied to Neutral& 8
percent responded “Not at all”.

78
12. Table showing the opinion of employees regarding Medi claim policy provided by
company.

Table: 12

S.NO OPINION PERCENTAGE(%)

1 To great extent 60

2 To some extent 30

3 Neutral 8

4 Not at all 2

5 Cannot say 0

TOTAL 100

Source: Through Questionnaire

PERCENTA
GE
Cannot say 0

Not at all 2

Neutral 8

To some extent 30

To great extent 60

0 10 20 30 40 50 60 70

Interpretation:

From the above table it is inferred that90% of respondents feels that medi claim policy provided
by organization are satisfied and 8 percent of respondents feels that they are satisfied to an
Neutral& 2 percent responded “Not at all”.

79
13. Table showing the opinion of employees on levy prized sugar provided by company.

Table: 13

S.NO OPINION PERCENTAGE

1 To great extent 80

2 To some extent 14

3 Neutral 6

4 Not at all 0

5 Cannot say 0

TOTAL 100

Source: Through Questionnaire.

PERCENTAGE
Cannot say 0
Not at all 0
Neutral 6
To some extent 14
To great extent 80

0 20 40 60 80 100

Interpretation:

From the above table it is inferred that94% of respondents feels that levy prized sugar provided
by organization are satisfied and 6percent of respondents feels that they are satisfied
neutrally.

80
14. Table showing the opinion of employees regarding effect of welfare measures on
performance of employees.

Table: 14

S.NO OPINION PERCENTAGE

1 To great extent 70

2 To some extent 10

3 Neutral 4

4 Not at all 6

5 Cannot say 10

TOTAL 100

Source: Through Questionnaire.

PERCENTA
GE
Cannot say 10
Not at all 6
Neutral 4
To some extent 10
To great extent 70

0 10 20 30 40 50 60 70 80

Interpretation

From the above table it is inferred that the most of the employees responded that there will be an
effect of welfare measures on performance of employees, 4 percent responded “Neutral” and
percent responded “Not at all” and 10 percent of respondents responded as it is undecided.

81
15. Table showing the opinion of employees regarding the provided protective
material to avoid employment injury.

Table: 15

S.NO OPINION PERCENTAGE

1 To great extent 72

2 To some extent 14

3 Neutral 10

4 Not at all 4

5 Cannot say 0

TOTAL 100

Source: Through Questionnaire

PERCENTAG
E
Cannot say 0
Not at all 4
Neutral 10
To some extent 14
To great extent 72

0 10 20 30 40 50 60 70 80

Interpretation:

Most of the employees are satisfied with the protective material provided by organization and 10%
responded as “Neutral” and 4 percent responded “Not at all”.

82
16. Table showing the opinion of employees regarding the overall work environment
of the industry.

Table: 16

S.NO OPINION PERCENTAGE

1 To great extent 70

2 To some extent 12

3 Neutral 10

4 Not at all 8

5 Cannot say 0

TOTAL 100

Source: Through Questionnaire

PERCENTAGE
Cannot say 0
Not at all 8
Neutral 10
To some extent 12
To great extent 70
5
0 10 20 30 40 0 60 70 80

Interpretation:

Maximum of the employees are satisfied with the protective material provided by organization and
10% responded as “Neutral” and 8 percent responded “Not at all”.

83
17. Table showing the employees opinion regarding the loans and advances provided
by company.

Table: 17

S.NO OPINION PERCENTAGE

1 To great extent 60

2 To some extent 20

3 Neutral 20

4 Not at all 0

5 Cannot say 0

TOTAL 100

Source: Through Questionnaire

PERCENTA
GE
Cannot say 0

Not at all 0

Neutral 20

To some extent 20

To great extent 60

0 10 20 30 40 50 60 70

Interpretation

Maximum of employees responded i.e. 80% of the respondents feels that they are satisfied and rest
of the employees are satisfied neutrally.

84
18.Table showing the opinion of employees regarding the Payment of annual bonus to
employees.

Table: 18

S.NO OPINION PERCENTAGE

1 To great extent 28
2 To some extent 30
3 Neutral 42
4 Not at all 0
5 Cannot say 0
TOTAL 100

Source: Through Questionnaire

PERCENTAGE
Cannot say 0

Not at all 0

Neutral 42

To some extent 30

To great extent 28

0 10 20 30 40 50

Interpretation:

Maximum of employees responded i.e 58% of the respondents feels that they are satisfied and rest
of the employees are satisfied neutrally.

85
19. Table showing the opinion of employees regarding grievances affects
employee performance

Table :19

S.NO OPINION PERCENTAGE(%)

1 To great extent 60
2 To some extent 20
3 Neutral 10
4 Not at all 8
5 Cannot say 2
TOTAL 100

Source: Through Questionnaire

PERCENTA
GE
Cannot say 2

Not at all 8

Neutral 10

To some extent 20

To great extent 60

0 10 20 30 40 50 60 70

Interpretation: Maximum of the employees feel that they are fully satisfied with the grievance
affect the performance i.e.60% of the employees are satisfied to great extent with it. 20% of the
employees are responding that are satisfied to some extent. 8 percent of employees responded that
thay are not at all satisfied towards grievance affect the performance and remaining 2 percent of
employees are unable to say.

86
20 Table showing employee’s opinion regarding the Grievance handling by company.

Table 20

No. of
S.NO Satisfaction level
Respondents

1 highly satisfied 54

2 Satisfied 20

3 Neutral 18

4 Dissatisfied 06

5 Highly dissatisfied 02

Total 100

Source: Through Questionnaire

PERCENTAGE
Highly dissatisfied 2

Dissatisfied 6

Neutral 18

Satisfied 20

Highly
satisfied 54

0 10 20 30 40 50 60

Interpretation:

Maximum of the employees feel that they are fully satisfied with the grievance handling procedure
i.e.54% of the employees are fully satisfied, 20% of the employees are responds that they are
satisfied.18 percent of employees responded that they are neutral towards grievance handling
procedure within organization and remaining 8 percent of employees are not satisfied.

87
ANALYSISI OF OPINION OF RANKING GIVEN BY RESPONDENTS
REGARDING SATISFACTION OF WORKING CONDITIONS.

(USING WEIGHTED AVERAGE METHOD)

OPINION Highly Satisfied Neutral Dissatisfied Highly

satisfied Dissatisfied

Space & 54 20 18 6 2
Ventilation

Lighting 30 36 22 10 2

Cleanliness 14 16 20 30 20

Toilets 32 20 20 10 18

WEIGHTED AVERAGE TABLE

Rank weight Factor

Space &
Lighting cleanliness Toilets
ventilation
X W X1 WX1 X2 WX2 X3 WX3 X4 WX5
1 5 54 270 30 150 14 70 32 160
2 4 20 80 36 144 16 64 20 80
3 3 18 54 22 66 20 60 20 60
4 2 6 12 10 20 30 60 10 20
5 1 2 2 2 2 20 20 18 18
Total 100 418 100 382 100 274 100 338
calculated value 4.18 3.82 2.74 3.38
Rank 1 2 4 3

CW (Calculated weight) = ∑WXn/∑Xn

Interpretation: From the above table it is inferred that Employee ranks Space & ventilation
followed by lighting, toilets and cleanliness.

88
 ANALYSISI OF OPINION OF RANKING GIVEN BY RESPONDENTS
REGARDING SATISFACTION OF WELFARE MEASURES.

(USING WEIGHTED AVERAGE METHOD)

OPINION Highly Satisfied Neutral Dissatisfied Highly

satisfied Dissatisfied

Canteen 20 60 10 6 4

Drinking 22 50 10 10 8

Recreational 10 30 20 30 10

Uniform 60 24 10 4 2

Medical 20 40 16 20 4
checkup

WEIGHTED AVERAGE TABLE

Rank weight Factor

Medical
canteen Drinking Recreational uniform
checkup
X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5
1 5 20 100 22 110 10 50 60 300 20 100
2 4 60 240 50 200 30 120 24 96 40 160
3 3 10 30 10 30 20 60 10 30 16 48
4 2 6 12 10 20 30 60 4 8 20 40
5 1 4 4 8 8 10 10 2 2 4 4
Total 100 386 100 368 100 300 100 436 100 352
calculated
3.86 3.68 3 4.36 3.52
value
Rank 2 3 5 1 4

CW (Calculated weight) = ∑WXn/∑Xn

Interpretation: From the above table it is inferred that Employee ranks uniform followed by
canteen, drinking, and medical check-up & recreational.

89
ANALYSISI OF OPINION OF RANKING GIVEN BY RESPONDENTS
REGARDING SATISFACTION OF OTHER WELFARE MEASURES
PROVIDED BY hi-focus Electronics India Private Limited.

(USING WEIGHTED AVERAGE METHOD)

OPINION Highly Satisfied Neutral Dissatisfied Highly Total

satisfied Dissatisfied
Transportation 60 10 18 8 4 100
washing 58 12 10 10 10 100
Sitting 30 24 26 10 10 100
Shelter, rest 32 24 26 10 8 100
rooms
Education 30 26 14 20 10 100
Housing 34 22 20 20 4 100

Ran
weight Factor
k
Transportatio Shelters/
Washing Sitting Education Housing
n Rest rooms
WX WX WX WX WX
X W X1 WX1 X2 X3 X4 X5 X6
2 3 4 5 6
1 5 60 300 58 290 30 150 32 160 30 150 34 170
2 4 10 40 12 48 24 96 24 96 26 104 22 88
3 3 18 54 10 30 26 78 26 78 14 42 20 60
4 2 8 16 10 20 10 20 10 20 20 40 20 40
5 1 4 4 10 16 10 10 8 8 10 10 4 4
10 10 10 10
Total 100 414 100 404 354 362 346 362
0 0 0 0
calculated
4.14 4.04 3.54 3.62 3.46 3.62
value
Rank 1 2 4 3 5 3

CW (Calculated weight) = ∑WXn/∑Xn

Interpretation:From the above table it is inferred that Employee ranks Transport followed
by Washing, Shelters and restrooms, Housing, and Sitting & Education.

90
THE FOLLOWING CHI SQUARE TEST REPRESENTS THE
RELATIONSHIP BETWEEN CANTEEN FACILITIES AND EMPLOYEE
SATISFACTION AS WELFARE MEASURES AT hi-focus Electronics India
Private Limited.

Observed Count
primary
hardwar hardwar
Opinion Engineering manufacturing e e Total
Highly 10 6 0 4 20
Satisfied
Satisfied 22 18 14 6 60
Neutral 6 4 0 0 10
Dissatisfied 2 2 2 0 6
Highly 0 0 4 0 4
dissatisfied
Total 40 30 20 10 100

Expected Count

primary
hardwar hardwar
Opinion Engineering manufacturing e e Total
Highly 8 6 4 2 20
Satisfied
Satisfied 24 18 12 6 60
Neutral 4 3 2 1 10
Dissatisfied 2.4 1.8 1.2 0.6 6
Highly 1.6 1.2 0.8 0.4 4
dissatisfied
Total 40 30 20 10 100

Null Hypothesis:

H0 : There is no relation between the canteen facilities and employee

satisfaction as a welfare measures in hi-focus Electronics India
Private Limited.
H1: There is relation between the canteen facilities and employee
satisfaction as a welfare measures in hi-focus Electronics India
Private Limited.
O E (O-E)2 (O-
E)2/E
10 8 4 0.5
6 6 0 0
0 4 16 4
4 2 4 2
22 24 4 0.167
18 18 0 0
14 12 4 0.33
6 6 0 0
6 4 4 1
4 3 1 0.33
0 2 4 2
0 1 4 1
2 2.4 0.16 0.07
2 1.8 0.04 0.02
2 1.2 0.64 0.53
0 0.6 0.36 0.6
0 1.6 2.56 1.6
0 1.2 1.44 1.2
4 0.8 10.24 12.8
0 0.4 0.16 0.4
28.547

Cw = ∑(O-E)2/E =28.547

Degree of freedom = (5-1)(4-1) =4*3 = 12

Tabulated Value of 12 degree of freedom at 5% level of significance is 21.03

Interpretation: The calculated value is greater than the Tabulated value H0 is rejected.

There is relation between the canteen facilities and employee satisfaction as a welfare measures
in hi-focus Electronics India Private Limited.

92
THE FOLLOWING CHI SQUARE TEST REPRESENTS THE
RELATIONSHIP BETWEEN DRINKING FACILITIES AND EMPLOYEE
SATISFACTION AS WELFARE MEASURES AT hi-focus Electronics India
Private Limited.

Observed count

primary
hardwar hardwar
Opinion Enggineering manufacturing e e Total
Highly 10 8 2 2 22
Satisfied
Satisfied 20 10 14 6 50
Neutral 4 4 2 0 10
Dissatisfied 4 4 2 0 10
Highly 2 4 0 2 8
dissatisfied
Total 40 30 20 10 100

Expected count

primary
hardwar hardwar
Opinion Enggineering manufacturing e e Total
Highly 8.8 6.6 4.4 2.2 22
Satisfied
Satisfied 20 15 10 5 50
Neutral 4 3 2 1 10
Dissatisfied 4 3 2 1 10
Highly 3.2 2.4 1.6 0.8 8
dissatisfied
Total 40 30 20 10 100

Null Hypothesis:

H0 : There is no relation between the canteen facilities and employee satisfaction as

a welfare measures in hi-focus Electronics India Private Limited.
H1: There is relation between the canteen facilities and employee satisfaction as a
welfare measures in hi-focus Electronics India Private Limited.

93
O E (O-E)2 (O-E)2/E
10 8.8 1.44 0.163
8 6.6 1.96 0.297
2 4.4 5.76 1.309
2 2.2 0.04 0.018
20 20 0 0
10 15 25 1.67
14 10 16 1.6
6 5 1 0.2
4 4 0 0
4 3 1 0.33
2 2 0 0
0 1 1 1
4 4 0 0
4 3 1 0.33
2 2 0 0
0 1 1 1
2 3.2 1.44 0.45
4 2.4 2.56 1.07
0 1.6 2.56 1.6
2 0.8 1.44 1.64
12.677

Cw = ∑(O-E)2/E =16.677

Degree of freedom = (5-1)(4-1) =4*3 = 12

Tabulated Value of 12 degree of freedom at 5% level of significance is 21.03

Interpretation: The calculated value is less than the Tabulated value hence H0 is accepted.

There is no relation between the drinking facilities and employee satisfaction as a welfare
measures in hi-focus Electronics India Private Limited.

94
IN THE FOLLOWING CHI SQUARE TEST REPRESENTS THE
RELATIONSHIP BETWEEN RECREATIONAL FACILITIES AND EMPLOYEE
SATISFACTION AS WELFARE MEASURES AT hi-focus Electronics India
Private Limited.

Observed count

primary
hardwar hardwar
Opinion Engineering manufacturing e e Total
Highly 2 0 4 4 10
Satisfied
Satisfied 8 12 6 4 30
Neutral 8 6 4 2 20
Dissatisfied 18 6 6 0 30
Highly 4 6 0 0 10
dissatisfied
Total 40 30 20 10 100

Expected count

primary
hardwar hardwar
Opinion Engineering manufacturing e e Total
Highly 4 3 2 1 10
Satisfied
Satisfied 12 9 6 3 30
Neutral 8 6 4 2 20
Dissatisfied 12 9 6 3 30
Highly 4 3 2 1 10
dissatisfied
Total 40 30 20 10 100

Null Hypothesis:

H0 : There is no relation between the canteen facilities and employee satisfaction as a

welfare measures in hi-focus Electronics India Private Limited.

H1: There is relation between the canteen facilities and employee satisfaction as a welfare
measures in hi-focus Electronics India Private Limited.
95
O E (O-E)2 (O-E)2/E
2 4 4 2
0 3 9 3
4 2 2 1
4 1 9 9
8 12 16 1.33
12 9 9 1
6 6 0 0
4 3 1 0.33
8 8 0 0
6 6 0 0
4 4 0 0
2 2 0 0
18 12 36 3
6 9 9 1
6 6 0 0
0 3 9 3
4 4 0 0
6 3 9 3
0 2 4 2
0 1 1 1
30.66

Calculated weight = ∑(O-E)2/E = 30.66

Degree of freedom = (5-1)(4-1) =4*3 = 12

Tabulated Value of 12 degree of freedom at 5% level of significance is 21.03

Interpretation: The calculated value is less than the Tabulated value H0 is accepted.

There is no relation between the Recreational facilities and employee satisfaction as a

welfare measures in hi-focus Electronics India Private Limited.

96
THE FOLLOWING CHI SQUARE TEST REPRESENTS THE RELATIONSHIP
BETWEEN UNIFORM AND SHOES FACILITIES AND EMPLOYEE SATISFACTION AS
WELFARE MEASURES AT hi-focus Electronics India Private Limited.

Observed count

primary
hardwar hardwar
Opinion Engineering manufacturing e e Total
Highly 22 20 14 4 60
Satisfied
Satisfied 10 8 4 2 24
Neutral 6 0 0 4 10
Dissatisfied 2 0 2 0 4
Highly 0 2 0 0 2
dissatisfied
Total 40 30 20 10 100

Expected count

primary
hardwar hardwar
Opinion Enggineering manufacturing e e Total
Highly 24 18 12 6 60
Satisfied
Satisfied 9.6 7.2 4.8 2.4 24
Neutral 4 3 2 1 10
Dissatisfied 1.6 1.2 0.8 0.4 4
Highly 0.8 0.6 0.4 0.2 2
dissatisfied
Total 40 30 20 10 100

Null Hypothesis:

H0 : There is no relation between the canteen facilities and employee satisfaction as a

welfare measures in hi-focus Electronics India Private Limited.

H1: There is relation between the canteen facilities and employee satisfaction as a welfare
measures in hi-focus Electronics India Private Limited.
O E (O-E)2 (O-E)2/E
22 24 4 0.167
20 18 4 0.22
14 12 4 0.33
4 6 4 0.37
10 9.6 0.16 0.17
8 7.2 0.64 0.09
4 4.8 0.64 0.13
2 2.4 0.16 0.07
6 4 4 1
0 3 9 3
0 2 4 2
4 1 9 9
2 1.6 0.16 0.1
0 1.2 1.44 1.2
2 0.8 1.44 1.8
0 0.4 0.16 1.4
0 0.8 0.64 0.8
2 0.6 1.96 3.27
0 0.4 0.16 0.4
0 0.2 0.04 0.2
25.717

Cw = ∑(O-E)2/E = 25.717

Degree of freedom = (5-1)(4-1) =4*3 = 12

Tabulated Value of 12 degree of freedom at 5% level of significance is 21.03

Interpretation: The calculated value is greater than the Tabulated value H0 is rejected.

There is relation between the drinking facilities and employee satisfaction as a welfare measures
in hi-focus Electronics India Private Limited.

98
The following chi square test represents the relationship between Frequency of medical
check up Facilities and Employee satisfaction as Welfare measures at hi-focus Electronics
India Private Limited.

Observed count

primary
hardwar hardwar
Opinion Engineering manufacturing e e Total
Highly 8 8 2 2 20
Satisfied
Satisfied 18 10 6 6 40
Neutral 6 2 6 2 16
Dissatisfied 8 8 4 0 20
Highly 0 2 2 0 4
dissatisfied
Total 40 30 20 10 100

Expected count

primary
hardwar hardwar
Opinion Engineering manufacturing e e Total
Highly 8 6 4 2 20
Satisfied
Satisfied 16 12 8 4 40
Neutral 6.4 4.8 3.2 1.6 16
Dissatisfied 8 6 4 2 20
Highly 1.6 1.2 0.8 0.4 4
dissatisfied
Total 40 30 20 10 100

Null Hypothesis:

H0 : There is no relation between the canteen facilities and employee satisfaction as a

welfare measures in hi-focus Electronics India Private Limited.

H1: There is relation between the canteen facilities and employee satisfaction as a welfare
measures in hi-focus Electronics India Private Limited.
 E (O-E)2 (O-E)2/E
8 8 0 0
8 6 4 0.7
2 4 4 1
2 2 0 0
18 16 4 0.25
10 12 4 0.33
6 8 4 0.5
6 4 4 1
6 6.4 0.16 0.025
2 4.8 7.84 1.63
6 3.2 7.84 2.45
2 1.6 0.16 0.1
8 8 0 0
8 6 4 0.7
4 4 0 0
0 2 4 2
0 1.6 2.56 1.6
2 1.2 0.64 0.53
2 0.8 1.44 1.8
0 0.4 0.16 0.4
15.015

Cw = ∑(O-E)2/E = 15.015

Degree of freedom = (5-1)(4-1) =4*3 = 12

Tabulated Value of 12 degree of freedom at 5% level of significance is 21.03

Interpretation: The calculated value is less than the Tabulated value H0 is accepted.

There is no relation between the Frequencies of medical check upFacilities and employee
satisfaction as a welfare measures in hi-focus Electronics India Private Limited.

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 CHAPTER 5

FINDING, SUGGESTIONS
AND SUMMERY

101
Findings of study

1. Most of the employees in the industry are male.

2. Most of the employees are satisfied with the preventive activities and safety measures.

3. Employees have responded very positively towards the Welfare measures.

4. The company has been successfully providing stitching charges for uniforms to
employees.

5. The company has been successfully providing levy prized sugar to employees.

6. Most of the employees are responded to greater extent satisfied with the post-
Retirement benefits available in industry.

7. Most of the employees are responded to great extent satisfied with the leave plans.

8. The company has been successfully providing protective material to avoid

employment injury.

9. Most of the employees Responded to great extent that the welfare measures will
affect the motivation and commitment of the employees.

10. Most of the respondents are satisfied with the shift hours allotted by industry.

11. Most of the respondents feel that welfare measures will be helpful in increase the
productivity.

12. Maximum numbers of respondents are satisfied with the overall environment
atmosphere in industry.

13. Most of them respondents feel that the gratuity facility in industry is satisfactory.

14. Company has been successfully providing the med claim policy and loans &
advances facility to employees in industry.

15. Most of the respondents to great extent think there will be an effect of welfare
measures on performance of employees.

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16. Most of the respondents feel that grievances affects employee performance to great
extent.

17. Company has been successful in grievances handling.

18. Space & ventilation ranked as No.1, lighting ranked as No.2,Toilets Ranked as
No.3,and cleanliness Ranked as No.4.

19. Uniform facility Ranked as No.1,canteed facility Ranked as No.2,Drinking water

facility Ranked as No.3, Frequency of medical check-up facility Ranked as
No.4,recreational facility Ranked as No.5.

20. Transport facility Ranked as No.1,washing facility Ranked as No.2,shelters and

restrooms facility Ranked as No.3,Housing facility Ranked as No.4,sitting facility
Ranked as No.5,education facility Ranked as No.6.

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SUGGESTION:

Company can improve the quality of work life.

Maintenance of Urinals is comparatively not good than other statutory

welfare measures provided by the company. It has to be implemented.

Recreation is not given due priority, it can be implemented.

The Problems in welfare facilities should be solved

Maintenance of housing, education, washing and sitting facilities can be implemented.

New facilities should be added to existing ones by early action taken by management.

The management has provided the gratuity for which the employees are not
fully satisfied. So gratuity must be certifiable manner

Sanitation facilities must be improved by considering hygienic conditions at the

work place.

The house rent allowance provided by the organization is distributed among all the
level from a complete extent.

Medical facilities should be improved.

Activities like sports should be improved for employees.

Working environment should be improved to attract the man power.

Annual and festival bonus has to be increased.

Loans and advances has to be improved which helps the employee for satisfying
financial needs.

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Conclusion:

The Welfare measures are more important for every employee, without welfare

measures employee cannot work effectively in the organization. Majority of employees

are satisfied with welfare measures. They should take necessary steps to solve problems

in those measures; So that the Employee can do his job more effectively. The company

can concentrate on the other Non-statutory measures to boost the Employee morale.

hi-focus Electronics India Private Limited is one of the largest producers of the sugar

as well as power generation in private sector. Operating efficiency of the company is

satisfactory. The company maintains good industrial relationships with the employees

and continues to be the market leader in the Andhra Pradesh.

Hence the management is making it possible to make a better place to work. Every

organization has to take make a better place to work every organisation has to take effort to

find out what the employees want and what the drawbacks are this can be done formal

procedures likes third party intervention then only this precision and esteemed organization

can reach to the world top. The central aim of the personal department is to keep its

employees satisfied with welfare measures and healthy working atmosphere. Sincerely hope

that the suggestions provided by improve useful in the employee Welfare measures.

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QUESTIONNAIRE

PERSONAL:

Name :

Address :

Designation :

Department :

1. Are you satisfied with the working condition in the Industry?

Highly satisfied Neutral dissatisfied highly

satisfied issatisfied
A. Space and Ventilation
B. Lighting
C. Cleanliness
D. Toilets

2 .Are you satisfied by the following welfare measures provided by the Company?

Highly satisfied Neutral dissatisfied highly

satisfied issatisfied
a. Canteen facilities
b. drinking Water Facilities
c. Recreational
d. Uniform & shoes
e. frequency of
medical check-up

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3. Are you satisfied by the other facilities provided by hi-focus Electronics India Private Limited?

Highly satisfied Neutral dissatisfied highly

satisfied issatisfied
A. Transportation
B. Washing Facilities
C. Sitting Facilities
D. Shelters, rest rooms
E. Educational facilities
F. Housing facilities

4. To what extent are you satisfied with post-retirement benefits available in your industry?
(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

5. To what extent are you satisfied with your leave plans?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

6. Do you think the welfare measures that are provided by the company affect the motivation and
commitment of the employee?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

7. Do you feel that welfare measures will be helpful in increasing the productivity?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

8. How are the Gratuity Facilities in your industry?

(a) Outstanding (b) Good (c) Satisfactory (d) Average (e) poor

9. Do company provided food Subsidy to you? If yes how do you feel?

(a) Fully satisfied (b) satisfied (c) Neutral (d) dis satisfied (e) highly dissatisfied

10. Do company Provide Stitching Charges for uniform to employers? If yes, are Stitching
charges satisfactory?

(a) Fully satisfied (b) satisfied (c) Neutral (d) dis satisfied (e) highly dissatisfied
107
11. Are you satisfied with the shift working hours allotted by hi-focus Electronics India Private
Limited?
(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

12. Do hi-focus Electronics India Private Limited provide any Medi Claim policy? If Yes to
what extent are you satisfied with the Medi claim policy?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

13. To what extent are you satisfied with the levy prized sugar issued by the company?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

14. Do welfare measures affect your performance?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

15. Whether the company provides protective material to avoid employment injury?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

16. Are you satisfied with the overall environment atmosphere of hi-focus Electronics India Private
Limited?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

17. How extent, are you satisfied with the loans and advances facilities?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

18. How extent, are you satisfied with the payment of bonus?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

19. Do you agree that the grievances affect your performance?

(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Can’t say

20. How is the grievance handling procedure in the company?

(a) Fully satisfied (b) Seldom Satisfied (c) satisfied (d) dis satisfied (e) Highly dissatisfied

108
Master sheet

S.N TYPE OF A B C D E TOTAL NUMBER OF

O QUESTION RESPONDENTS
1 a Multiple 54 20 18 6 2 100
b Multiple 30 36 22 10 2 100
c Multiple 14 16 20 30 20 100
d Multiple 32 20 20 10 18 100
2 a Multiple 20 60 10 6 4 100
b Multiple 22 50 10 10 8 100
c Multiple 10 30 20 30 10 100
d Multiple 60 24 10 4 2 100
e Multiple 20 40 16 20 4 100
3 a Multiple 60 10 18 8 4 100
b Multiple 58 12 10 10 10 100
c Multiple 30 24 26 10 10 100
d Multiple 32 24 26 10 8 100
e Multiple 30 26 14 20 10 100
f Multiple 34 22 20 20 4 100
4 Multiple 62 14 8 10 6 100
5 Multiple 58 18 14 8 2 100
6 Multiple 82 10 4 4 0 100
7 Multiple 80 10 8 0 2 100
8 Multiple 16 58 22 4 0 100
9 Multiple 20 30 28 16 6 100
10 Multiple 90 8 2 0 0 100
11 Multiple 30 34 28 8 0 100
12 Multiple 60 30 8 2 0 100
13 Multiple 80 14 6 0 0 100
14 Multiple 70 10 4 6 10 100
15 Multiple 72 14 10 4 0 100
16 Multiple 70 12 10 8 0 100
17 Multiple 60 20 20 0 0 100
18 Multiple 28 30 42 0 0 100
19 Multiple 60 20 10 8 2 100
20 Multiple 54 30 16 0 0 100

109
Bibliography:

1. Ashwatappa.k,Humanrecourses and personnel management,

TataMcGraw Hill,1999,New delhi
2. Gary Dessler,HRMprentice hall,10th Edition 2004,New Delhi.
3. Sarma A.M Aspests of labor welfare & social security,Himalya publishing House,
10th edition,2008,Mumbai.
4. Kothari,researchmethodology,TataMc.graw hill publishing company limited
13th edition 1982.

5. HRM By VSP Roa published by excel books (2000).

Web sites:

http://www.google.com
http://indistrialrelations.naukrihb.com
http://projectsera.blogspop.com
http://citehr.com
http://www.scribd.com

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