INTERNSHIP REPORT ON

“A STUDY ONEMPLOYEE WELFARE MEASURES AT UNI

PROFILES PVT LTD”
By
HANSA GUPTA
1NH14MBA38

Submitted to
VISVESVARAYA TECHNOLOGICAL UNIVERSITY,
BELGAUM
In the partial fulfilment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION

Under The Guidance of,

Internal Guide External Guide
Prof.Richa Pathak Mr. Atul Agrawal
Professor Asst. General Manager

Department of management studies

New Horizon College of Engineering
Outer Ring Road,
Marathalli Bangalore -
560103
2014-2016
 ACKNOWLEDGEMENT
Words are indeed inadequate to convey my profound gratitude to all those who
have helped me in making this project report. I will take this opportunity to thank
DR. MANJUNATHA, principal of NEW HORIZON COLLEGE OF
ENGINEERING, Bangalore.

I will take this opportunity to thank DR. SHEELAN MISHRA, head of

Management, for the constant support and encouragement and guidance.

I sincerely express my thanks to Mr.Atul Agrawal Asst. General Manager

Rourkela, who assisted me and helped me in execution of this project. I also thank
all the employees in Uni Profiles for helping me in my study and their valuable
time for providing the inputs in successful completion of this Project.

I also take this opportunity to express a great sense of gratitude towards our
internal project guide PROF.RICHA PATHAK for providing me vital inputs to
co-relate the present project work and hence provide a sound base to the report
structure.

HANSA GUPTA
 TABLE OF CONTENT

CHAPTER PARTICULARS PAGE NO

1 Introduction
1.1 Project Title 1
1.2 Introduction About Internship 1
1.3 Problem Statement 1
1.4 Need for the study 1
1.5 Objectives of the study 1
1.6 Scope of the study 2
1.7 Research Methodology 2
1.8 Literature review 2
1.9 Limitations of the study 4
2 Industry Profile and Company Profile
2.1 Industry Profile 5
2.2 Company Profile 5
2.2.1Vission and Mission Statement 6
2.2.2 Quality Policy 7
2.2.3 Product Profile 7
2.2.4 Organisation Structure 9
2.2.5 Area Of Operations 10
2.2.6 Infrastructural Facilities 10
2.2.7 Future Growth & Prospectus 10
2.2.8 SWOT Analysis 11
3 Theoretical Background of the study
3.1 Introduction 12
3.2 Meaning 12
3.3 Objectives 13
3.4 Importance Of Employee Welfare 14
3.5 Categorization Of Labour Welfare Service 15
3.6 Statutory Welfare Scheme 16
3.7 Non-Statutory Welfare Scheme 17
4 Data Analysis and Interpretation 18-67
5 Summary of Findings and suggestions 68-70
5.1 Findings 68
5.2 Suggestions 69
5.3 Conclusion 70
Bibliography
Webliography
Annexure
 LIST OF TABLES
TABLE CONTENTS Page
no.
Table 4.1 The table shows the age of employee. 18

Table 4.2 Showing the gender comparison 19

Table 4.3 Exploration of first aid box availability. 20

Table 4.4 Exploration of availability of ambulance with respect of time 21

Table 4.5 Exploration of employee satisfaction towards foods/snacks 22

Table 4.6 Exploration of hygienic condition in canteen and workplace 23

Table 4.7 Employee grievances regarding food & other facilities 24

Table 4.8 Exploration of employee satisfaction regarding canteen managing 25

committee
Table 4.9 Employee frequency to take rest 26

Table 4.10 Exploration of employee on welfare activity 27

Table 4.11 Exploration on employee satisfaction on welfare activities 28

Table 4.12 Exploration on employee satisfaction on educational allowances 29

Table 4.13 Exploration of employee satisfaction on medical committee 30

Table 4.14 Exploration on employee view towards the company 31

Table 4.15 Exploration on employee morale 32

Table 4.16 Exploration on employee satisfaction on activities during festival 33

Table 4.17 Employee view on increase productivity 34

Table 4.18 Exploration on employee first objective 35

Table 4.19 Employee motivated to increase productivity 36
Table 4.20 Employee selection of organisation 37

Table 4.21 Exploration on employee frequency to complain 38

Table 4.22 Exploration on employee stress at workplace 39

Table 4.23 Exploration of stress effect on work efficiency 40

Table 4.24 Employee overall satisfaction in Uni Profiles pvt ltd 41
 LIST OF GRAPHS
GRAPHS CONTENTS PAGE
NO.
Chart 4.1 Display Of Age Group Of The Respondents 18
Chart 4.2 Display Gender Of The Employees 19
Chart4.3 Display Availability Of First Aid Box With Prescribed 20
Contents
Chart 4.4 Display Of Opinion On Availability Of Ambulance 21
Chart4.5 Display On Employee Satisfaction On Food Provided By The 22
Company
Chart4.6 Display On Hygienic Condition 23
Chart4.7 Display On Grievances Regarding Food And Other Facilities 24
Chart4.8 Display On Satisfaction On Canteen Managing Committee 25
Chart4.9 Display On Rest Time During Working Hours 26
Chart4.10 Display Of Welfare Activities 27
Chat4.11 Display On Employee Satisfaction On Welfare Facilities 28
Chart 4.12 Display Of Satisfaction Of Employee On Educational 29
Allowances
Chart 4.13 Display The Satisfied Employees With Medical Committee 30
Chart4.14 Display On Employee View On Care By The Company 31
Chart4.15 Display On Employee Morale 32
Chart4.16 Display On Satisfaction On Festive Activities 33
Chart 4.17 Display On Increase Productivity 34
Chart 4.18 Display On Employee Objective 35
Chart4.19 Display Of Employee Motivation Towards Productivity 36
Chart 4.20 Display On Employee Selection Of The Uni Profile Pvt. Ltd 37
Chart4.21 Display On Frequency Of Complains On working Conditions 38
Chart4.22 Display On Employee Stress At Workplace 39
Chart4.23 Display On Stress Affect On Work Efficiency 40
Chart4.24 Display On Employee Overall Satisfaction 41
 EXECUTIVE SUMMARY
Welfare facilities are necessary for the strength of the business. Since they accept a close
relationship with the productiveness of labour force. Employee welfare facilities including
monitored of working circumstances making of industrial peace through infrastructural facilities
such as health, accident and redundancy for the workers and their families. The welfare measures
want not is in monetary terms only but in any kind. The worker welfare measures providing
through the employer have immediate on the health, mental and physical efficiency preparedness
and generally efficiency of workers and thereby contributed to the high productivity
The welfare services are extending by in additional to normal wages and economic rewards
availing to the workers as per legal provisions. The value of welfare measures were accepted as
early as 1931 when the Royal Commission on labour stated the benefits are of great importance
to the workers which they are incapable to secure by themselves. The schemes of labour welfare
have been regard as a wise asset because this would bring gainful return in form of high
productivity
In generally, the level of employee’s job satisfaction is related with the welfare measures
provided by the company. Hence this kind of relationship forms important criteria to take up a
study like analyzing the welfare measure and its effect on job satisfaction
Aim of the study is to properly understand the EMPLOYEE WELFARE MEASURES AT UNI
PROFILES, RAJGANGPUR. This employee welfare measures information is collected by
survey method for analytical study and we used structural questionnaire to collect the data on
present learning system
 CHAPTER 1
INTRODUCTION
1.1 TITLE OF STUDY

“A study on employee welfare measure at UniProfiles pvt.ltd”,Rajgangpur Orissa

1.2 INTRODUCTION ABOUT THE INTERNSHIP

Employees are one of the company’s greatest assets. What they say about the
company, how they act in the work place, and how happy they are in their roles all impact
on the brand, your image, your levels of service and ultimately your customers
satisfaction. In addition they have a right to wages also, but high wages alone cannot
create healthy working environment nor can’t healthy working environment create
employee satisfaction.
 To know about the welfare measures adopted by the company in accordance with the
up gradation of technologies.
 To know about the employees attitude and satisfaction level towards the welfare
measures.
 To know about safety measures the company offers to the employees.
 It is important to study about what welfare is being provided to them.

1.3 STATEMENT OF THE PROBLEM:

A high expense on employee welfare facilities by the organization needs to have

effectiveemployee welfare measure in the organization.

1.4 NEED FOR THE STUDY

In generally, the level of employee’s job satisfaction is related with the welfare
measures provided by the company. Hence this kind of relationship forms important criteria
to take up a study like analyzing the welfare measure and its effect on job satisfaction.

Hence the title is chosen as “A study on employee welfare measure at Uniprofile pvt.
Ltd.”

1.5 OBJECTIVES OF THE STUDY :

 To study the welfare measure adopted by company for better performance of

employees.
 To understand scope of improvement in terms of the labour welfare measure.
 To find out whether labour are satisfied which is given by the company.

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1.6 SCOPE OF THE STUDY
 The study is limited to about 100 employees of Uni Profile Pvt. Ltd.
 The study is restricted to the workers on the shop floor.
 The time was constrain to carry in detail.
 The study is conducted in Rajgangpur Orissa.

1.7 METHODOLOGY ADOPTED

1. Nature of study –Descriptive study
2. Sampling Technique – Simple Random Sampling

A sampling random sample is a subset of individual (a sample) chosen from a large

set (a population). Each individual is chosen randomly and entirely by chance, such
that each individual has the same probability of being chosen at any stage during the
sampling process.

3. Sample size -100 (production department)

4. Data collection tool
 Questionnaire
 Personal interview method
 Observation
5. Data collection source
 Primary Data: interview and questionnaire
 Secondary Data: books,available magazines, feedback forms, research thesis,
company websites etc.
6. Analytical Tools used:
 SPSS 20: chi-square test

1.8 REVIEW OF LITERATURE:

1. Shobha Mishra & Manju Bhagat, in their work “ Principles for productive Implementation
of Labour Welfare Actives”, declared that labour absenteeism in Indian industries have
reduced to an excellent by conditioned of fine health and family care, canteen , instructional
and coaching facilities and provision of welfare facilities .The success of implementation of
labour welfare activities are nothing however associate degree extension of democratic values
in associate degree industrial society .P.L.Rao,in his “Labour legislation within the making”,
declared that skilled bodies like Nation Institute of Personnel Management ought to represent
a committee to observe the continuing within the parliament concerning the labour welfare
measures.

2. Report of National Commission on Labour (2002), Government of Indian, created

recommendation within the space of labour welfare measures that together with Social
Security, extending the applying of the provident Fund, gratuity and state insurance etc.

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3. Maruthamuthu k, (2003), have determined that the general impression was that an
environment of satisfaction prevails on field, however there's scope of up in bound areas like
recreation facilities, and bonus. With implementation of innovative schemes and
enhancements, higher labour –management relationship could also be establish and maintain
in future.

4. Deshpande in his work have explained ever-changing angle and also the behavior of
managers towards the staff in respect of provisions that area unit to be providing in terms of
welfare measures. these days a progressive manager realizes that the provisions of the welfare
facilities like canteen, recreation, libraries, housing , transport etc., pays sensible dividend
within the end of the day .Satheeskumar Land Selvaraj (2009) have expressed that there's a
tension between the role of trade unions and workers” congresses, that parallels the tensions
mentioned within the Dutch scenario. Branine discusses the contradictory impact of the labour
market reforms Chinese staff and shows however the Chinese state has reacted to negative
impact of the reform by passing a stream of labour laws designed to attenuate industrial
unrest.

5. Satheeskumar L and Selvaraj V (2008) have identified that the objectives of the labour
policy reform appear to be solely part achieved and additional developments in these areas
are going to be of interest and concern to industrial relations lecturers throughout the planet.
In following them ought to we should always we must always} be aware of suggestion from
Watson that the core disciplines of the social sciences should be wont to examine the use
relationship instead of attempting to lift Human Resource Management or Industrial relations
to the standing of separate disciplines

6. Binoy joseph, and Raju Varghese (2009): studied within the article pointed out that the
structure of a state rest on its Social Security cloth. Government, employers and trade unions
have done plenty to push the betterment of workerssituation.

7. In the study of K.K Chaudhuri, in his work “Human Resources: A Relook to the
Workplace”, stated that hour policies are being created versatile. From leave to
compensation, perk to workplace facilities, several firms areready to customize policies to go
well with completely different worker section. The older workers wish social insurance
advantages, fresher’s wish money immediately as a result of they can’t consider jutting to a
corporation for several years and retired from identical company. Thus‘one jacket fits all’
won't be correct to inspire the skills and retain them. Conventions and suggestions of
ILO(1949) sets forth a fundamentals at its twenty sixth conference control in urban center
suggested a number of the actions within the space of benefit measures which incorporates
enough protection forever and fitness of employee every one told occupation, term for kid
welfare and maternity protection, provision of adequate nutrition, housing and facilities for
recreation and culture, the peace of mind of equality of education and job chance etc.

8. Aswathappa (2010) in his work, “Human Resource Management “discuss the varied
varieties of settlement and services provided to employee’s in terms of compensation for time
not worked,insurance advantages, compensation advantages, pension plans etc. He

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additionally mentioned the traditions that toadminister the advantages and services in a very
higher method.

1.9 Limitations of the study

 Study has confined only to one factory
 Sample size is small and may not be representative of the whole population
 The analysis depend on the information supplied by the workers and their view
 Only the qualitative aspect was taken into consideration.

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 CHAPTER -2
INDUSTRY & COMPANY PROFILE
2.1 Introduction
“Uni Profile Private Limited, a private company of manufacturing fabricated metal
products and it is the part on Indian steel industries “
The Indian steel industry is almost completed more than hundred years with TATA
Iron & steel company as 1st integrated steel plant to be setting up in India at1907.
The new industrial policy adopting by Government of India has come with many
opportunities in the iron & steel sector for private investment by removed steel industry
from the list of industries reserved for government sector and exempted this from
compulsory licensing. At the time of independence in 1947 India’s steel production was
only very less in India. Following independence and commenced with five year plan, the
government of India decided to setting up four integrated steel plants at Rourkela,
Durgapur, Bhilai, and Bokaro.

2.2Uni profile Pvt Ltd. is a private company built-in on 20February2009. It is classified

as non – Government Company and it is registered at registrar of companies, Cuttack. It
is involved in Manufacture of other fabricated metal products; metal working service
activities.

Year of incorporation
The company was incorporated in 2009.

Registered office
C/O- CAST PROFILES PRIVATE
LIMITED INDUSTRIAL ESTATE,
KALUNGA ROURKELA-770031
Orissa
INDIA
Tel: 09861660666
Email: uniprofiles@uniprofiles.net

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Board of Directors

1 Atul Kumar Agrawal

2 Suchitra Agrawal

3 Rajiv Jain

2.2.1 VISION, MISSION AND POLICY

VISION STATEMENT:
Steel to be recognized because the bench mark within the steel buildings industry; this
may be accomplished through product perfection, engineering excellence and also the
best client services within the trade.

MISSION STATEMENT:

 Buildhigh capability; value effective steel factories for quick delivery and for
making the most of “large economies of scale“.
 To style and fabricates safety and technologically advanced buildings.
 To supply customers skillfulness in style; fabrication to fulfill their precise
building needs.
 To supply client services that area unit second to none within the business.

2.2.2 QUALITY POLICY:

Uni Profiles (p) ltd. Are committed to achieving full customer satisfaction and
enhancing it by continual improvement of Processes, Products, and Services& System.
This committed is shared by all our employees and is an integral part of the fundamental
value system of the company.

Quality Objectives
1. Zero defects in our products /service
2. Meeting 100% delivery schedule

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OCCUPATIONAL HELTH AND SAFETY POLICY

Uni Profiles Pvt Ltd is committed to the continual improvement in health and safety
of its employees as well as the neighborhoods under its influences and the community at
large.

ISO 9001:2008HEALTH & SAFETY POLICIES OF UNIPROFILES PVT. LTD

a) Provide and maintain safe and healthy working condition

b) Enhance awareness, skill and competence of the employees &contractors to involve

them in ensuring safety for everyone

c) Comply with all applicable statutory and regulatory requirements

d) Conserve natural resources and reduce the potential environmental burden of our
processes and products.

2.2.3 Product profile:

Uniprofiles (p) ltd is involved in the manufacturing of quality products for across
business verticals, including:

 Steel
 Cement
 Power
 Material handling
 Aluminum

Apart from excelling in manufacturing of custom products they also manufacture:

 Boiler structure
 Blast furnace engineering
 MS chest& skirts
 Flare stack ESP structure
 Bag filters
 Technological structure

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Heat treatment

Technological structure

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 2.2.4 ORGANISATION STUCTURE

ORGANISATION CHART

GENERAL DIRECTOR

PRODUCTION CONTROL QUALITY CONTROL SALES & MARKETING ADMINISTRATION

FORMING RAURKELA OFFICE

formim
FINANCE & ACCOUNTING

FABRICATION RAJGANGPUR OFFICE

PRODUCTION CONTROL

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2.2.5 AREA OF OPERATIONS
Uni Profiles (p) ltd has in a short period of time added well reputed organizations to
its clientele which boasts the likes L&T, TATA and SAIL. Spread over 5 acres,UPPL has
a 50000 sq. feet covered shed which houses its automatic beam manufacturing line, a first
in Rurkela,Odisha .

2.2.6 INFRASTRUCTURAL FACILITIES:

 Canteen facilities
 Waiting room
 Rest room
 Good house keeping
 Good security

2.2.7 FUTURE GROWTH & PROSPECTUS

 UPPL hopes to use its broad outlook and emphasis on the latest in technology to
play an active part in the growth story of India.
 With the introduction of make in India by honorable Prime
MinisterMr.NarendraModi, there are huge opportunities.
 Ensuring effective internal control in the company.
 Reduction in distribution expenses.

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 SWOT ANALYSIS

Strengths:

1. The company main strength is that the accessibility of ore and coal
2. Inthe steel industry thelabour wage rates are low
3. There is abundance of quality work force
4. Steel is the base of many industry of production base is mature.

Weaknesses:

1. Pseudoscientific mining means that the methods which are using are mining is not
appropriate.
2. Because of natural factors the low productivity resulted in company.
3. Low research and development in steel industry.
4. The rate of debts is very high in the steel industry.
5. The steel industry is having inadequate infrastructure.

Opportunities:

1. There is huge undiscovered rural market.

2. Due to introduction of make in India, there is expected growth in domestic
market.
3. Export market is also huge opportunity.
4. Consolidation.

Threats:

1. Chinese market turning into web businessperson

2. Economic policy of western market.
3. Heavy marketing by competitors.

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 CHAPTER-3
INTRODUCTION ABOUT THE TOPIC
3.1 INTODUCTION
Employees are the backbone of any industry or company. The HR managers are the
actually concerned with the managing of the people at work. Employees spend almost half
their time at the work or being paid to it, or leave it. Employees are very well known that they
are contributed towards the organization by keeping themselves committed with work.
Employees are unrestricted to be treating as full human being with personal wants, hope and
anxiety. In the past industrial era, thereare no welfare measures for the labor. Employee
welfare is not only beneficial for the employees/labor but also it will help the organization in
terms of better productivity.

Employee welfare has diverse service, benefits and amenities offering to employees
by employer. Employee welfare facilities included items such as allowance, shelter,
transportation, medical insurance and fare.

3.2 MEANING
Welfare facilities are necessary for the strength of the business. Since they accept a
close relationship with productivities of labour force. Employeewelfare facilities including
monitored of working circumstancesmaking of industrial peace through
infrastructuralfacilities such as health, accident and redundancy for the workers and their
families. The welfare measures want not is in monetary terms only but in any kind. The
worker welfare measures providing through the employer have immediate on the health,
mental and physical efficiency preparedness and generally efficiency of workers and thereby
contributed to the high productivity.

Labour welfare is a complete term including benefits and facilities offering by the
employer to the employee, extremesettlement will make living of employees valuable. As a
whole concept of labour welfare, that is anenviable state of existence involved moral,
psychological, physical and emotional well- being. The thought of benefit implied the welfare
of workmen, his/her family, and his community. Employee welfare is called a relative
concept, for it is related to time and space. In array to establishing a minimum level of
welfare it demands certain minimum suitable conditions of existence, socially and
physically.The employee welfare schemes areclassified into two categories like legal and
non-legal welfare schemes. The legal schemes are those welfare facilities which are
compliance to the laws governing employee health and safety.

The welfare services are extending by in additional to normal wages and economic
rewards availing to the workers as per legal provisions. The value of welfare measures were
accepted as early as 1931 when the Royal Commission on labour stated the benefits are of

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great importance to the workers which they are incapable to secure by themselves. The
schemes of labour welfare have been regard as a wise asset because this would bring gainful
return in form of high productivity.

An employee has always beenvital to company and his tactical importance is growing
in today’s knowledge based industries. A company achievement depends upon the skills and
abilities of employees, particularly as they helping in establishing a set of core competencies
that distinguished a company from its competitors. Industrial progress of a nation is depends
on its committed labour force.

The committee on Labour Welfare mentioned that “ some services, amenities and
facilities as canteens, leisure facilities and sanitary and health facilities, preparations for
transportation to and from the place of work and the housing of labour employed at a distance
from their houses; and such other services facilities and amenities included social security
measures. These welfare measures are different from country to country.

3.3 OBJECTIVES
The employee or labour welfare has some objectives like;

 To make the life of workers happier, efficient and satisfactory.

 To provide better working conditions to the workers.
 To the improvement of cultural, intellectual and material conditions of the
labour and to relieve them from the industrial stress.

There are certain benefits of employee welfare program which is organized by the
employer side to the employee. These benefits are;

 Labour welfare activities are the term which is usually undertaken with in the
factory premises for the benefit of the workforce and their families.
 Welfare amenities are providing by the company with the purpose of conveythe
growth of the personality of the worker like psychological, economic, public,
moral, and cultural growth to make him a good worker.
 The facilities will be provided voluntarily by the some entrepreneurs with the
realization ofsocial responsibility towards labour.
 Labour welfare measures are the very wide term, covered by all social security
and other activities such as canteens, recreation, housing, adult education.
 Labour welfare comes under the extra-mural activities undertaken by three
agencies, they are; the employers, government, trade unions for the development
of the labours of the company.

3.4 IMPORTANCE OF EMPLOYEE WELFARE

The main objective of labour welfare is enabling workers lifeeasy and more satisfy. Labour
welfare is mainly for worker interest, the employer is benefited by better productivity and the

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whole society benefited as good social environment. The main benefits of the labour welfare
are discussed below

Benefits for the labours

 Firstly, all the welfare measures such as canteen, housing, transportation, medical
facilities etc., make the worker realized that he is the part of company so they think
twice to take any unethical actions towards the company.
 Secondly, all the welfare facilities are the increase in the actual income of the worker
so when they are going for strike or any lockout they will be deprived from all the
extra benefit.
 Thirdly, all these facilities are helping in improve the mental health of the worker by
decreasing the incidence of the vices of industry.
 Far away from their villages, workers are feeling lonely and findstrange environment
which causes unethical behavior of the workers, these facilities give them support and
reduce the level of dissatisfaction because of loneliness. The satisfaction resulted the
peace in the industry.

Benefits for the employers

 Welfare facilities are not only benefited to the workers but also good for the
employers.
Welfare measures are resulting better employee productivity which leads profit of the
company. Not only profit, it helps in improving goodwill and the image of the
company. It will result as industrial peace and harmony; it also helps in improving the
industrial relations. Employees are actively take part in their task and work. This
resulted low absenteeism in the company.

Benefits for the society

 Labour welfare is not only for the workers and the employer but it is also benefited
for the society in terms of better health of workers which leads economic growth,
welfare facilities like accommodation of worker, educational facilities for the
children’s of workmen are leading a good and progressive society.

3.5 CATEGORIZATION OF LABOUR WELFARE SERVICE

The categorization of employee welfare is based on separating industrial welfare
procedures into three categories.

1. Voluntary
2. Statutory
3. Mutual

Voluntary welfare service

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  Voluntary welfare included all those activities which employer undertaking for his/her
workers on a deliberate basis.
 There are social organizations, which also undertaken voluntary welfare work.

Statutory welfare service

 It is the result of the coercive power of theIndian Government.

 Statutory provisionsoblige employer to implementing welfare schemes. The
government enacts rules in regards to employee welfare in orders to enforcing the
minimum standard of safety & health of the factory workers.
 Employers have to examine the rules relating to working circumstances, hygiene,
safety, light, drying, cleanliness etc. Government hasimproved the statutory control of
labour welfare.

Mutual welfare service

 Mutual welfare is undertaking by the labour them. Some labour unions also
undertaken the accountability of workers welfare.
 Labour welfare is also classified under intra-mural actions and extra-mural behavior.
All the services provide inside the factory premises, and later included services and
amenities outside the factory.

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3.6 STATUTORY WELFARE SCHEME
The factories act 1948 is the piece of legislation covering all aspects regarding
factories namely approval, licensing and registration of factory, the health, safety, inspecting
authorities, welfare conditions, working hours, employment of workers- young and adult,
penalties and annual leaves. According to factories act 1948 under chapter 5(section 42 to
section 50) deals with welfare of workers.

1. Washing facilities: All factories should provide proper and adequate washing
facilitiesfor the workers of the factory.
2. Facilities for storing and drying clothing: In all factories, there should be proper
storing facility for the clothes of workers which are not used during work. And there
should be proper drying facilities for the wet clothes of the factory workers.
3. Facilities for sitting: there should be proper sitting and standing position for the
workers inside the factories.
4. First-aid appliance: in every factory there should be a proper maintenance of first aid
box with proper medicines which are prescribed as the factory needs.
5. Canteens: in any specified wherein more than 200 workers are ordinarily, employed,
a canteen should be provided by the employers.
6. Shelter, rest rooms and lunch rooms: in every factory where in 150 are employed,
enough and appropriate shelters and rest rooms are provided by the employers.
7. Crèches: in factory where in more than 30womens are employed suitable rooms are
required to be maintained for the children under the age of 6 years of the women
workers.
8. Welfare Officers: in every factory wherein more than 500 workers are employed is
under statutory duty to employ in factory such number of welfare officer as
prescribed.
9. Power to make rules: the state government should make rules:
Exempting, subject to the compliance with such alternative arrangement for the
welfare of the workers as may be prescribed any factory from compliance with any of
the provisions.
Requiring in any factory that representatives of the workers employed in the factory
shall be associated with management of welfare arrangement of the labours.

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3.7 NON- STATUTORY WELFARE SCHEME
1. Employee Assistance programme: Various assistance 17responded are arranging
like counseling service so that employees can get counseling on various matters.
2. Maternity and adoption leave: employees can take motherhood leave or acceptance
leave. There are many companies who are providing paternity leave.
3. Harassment policy: there are some policies which are made by the organization itself
to protect their employees from any kind of harassment.
4. Employee referral scheme: in some organization, there is a scheme which deals with
employee’s referral, under this present employee can refer any relatives and friends
for the present vacant position inside the company.
5. Mede-claim insurance scheme: many companies are provided health insurance for
the employees as well as their family. This can be claimed by the employee any health
related emergency.
6. Flexi-time: flexi-time is concepts where companies are giving the work duration in
shifts that will help the employees are choosing the shift according to their
convenience.
7. Personal care (regular medical check-ups for the employees): almost every
organization is following personal care facilities for their employees, it will help the
company to understand the medicalcondition of the employees which are working
under pressure for the company benefits.

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 CHAPTER 4
DATA ANALYSIS & INTERPRETATION

TABLE 4.1 EXPLORATION OF AGE GROUP OF EMPLOYEES OF

UNIPROFILE PVT. LTD.

AGE FREQUENCY PERCENT

20to 30 20 20.0
30 to 40 50 50.0
41 to 50 20 20.0
51 and above 10 10.0
total 100 100.0

ANALYSIS:table no.4.1 Explain the distribution of the respondents with their age category
50% of employees who responded to the questionnaire belongs to age group of 30-40, 20%
of them are belongs to the age of 20-30, 20% of them are belongs to 41-50, and 10% of them
are belongs to the age group of 51 and above.

CHART 4.1: DISPLAY OF AGE GROUP OF THE REPONDENTS

Age respodants
60

50

40

30

20

10

20-30 30-40 41-50 51 and above

INTEERPRETATION:from the above analysis it can be interpreted that the employees

belongs to the age of 30-40 and this shows that the factory workers are not so fresher in
industry as well as not much experienced .

Page | 18
 TABLE 4.2 EXPLORATION OF GENDER COMPARISON

GENDER FREQUENCY PERCENT

MALE 95 95.0

FEMALE 5 5.0

TOTAL 100 100.0

ANALYSIS: Table 4.2 explains the distribution of the 19respondents regarding the
gender, 95% of employees who responded to the questionnaire is the male and 5% of
employees are female.

CHART 4.2 DISPLAY GENDER OF THE EMPLOYEES

Gender Respodants
malefemale

5%

95%

INTERPRETATION: From the above analysis it is clearly shown that the most of the
employees are the males and very less employees are female, this is because the factory is
involved in production of heavy steel products.

Page | 19
 TABLE 4.3 EXPLORATION OF FIRST AID BOX AVAILABILITY IN THE
FACTORY

FIRST AID BOX FREQUENCY PERCENT

Every time 59 59.0
Mostly 27 27.0
Sometimes only 14 14.0
total 100 100.0

ANALYSIS: Table 4.3 explores the respondents distribution of the employees regarding
the availability of the first aid box with prescribed contents, table 4.3 shows that 65% of
employees are respond that the box is available every time, 30% of said mostly, and 15%
are said sometimes only.

CHART4.3 DISPLAY AVAILABILITY OF FIRST AID BOX WITH

PRESCRIBED CONTENTS

Availability of first aid box respodants

every timemostlysometimes only

14%

27%
59%

INTERPRETATION: from the above analysis it can be interpreted that the first aid box
with prescribed contents are available every time for the welfare of the employees which
are working on shop floor level , and the employees are positive towards the available
facility.

Page | 20
TABLE 4.4 EXPLORATION OF AVAILABILITY OF AMBULANCE WITH
RESPECT OF TIME

TIME FREQUENCY PERCENT

Immediately 60 60.0
Within 15 mints 18 18.0
Within ½ hrs. 12 12.0
More than 1 hrs. 10 10.0
total 100 100.0

ANALYSIS: Table 4.4 the availability of the ambulance during heavy injury is very
important in heavy production factory. From the above it is clearly shown that 60% of
employees are said that availability of ambulance is immediately, 18% employees
responded that within 15 minutes ambulance is available, 12% are responded that the
ambulance is available within half hours, and 10% of employees who responded to the
questionnaire are said that ambulance it will take more than the 1 hours to take the injured
employee to the hospital.

CHART 4.4 DISPLAY OF OPINION ON AVAILABILITY OF AMBULANCE

Availability of ambulance respondents

every timemostlysometimes only

10%

18%

60%
12%

INTERPRETATION: From the above analysis it is clearly said that the most of the
employees are positive and the ambulance provided by the factory is good for the
employees 60% of are said that ambulance is available immediately. According to
government rules there should be always available the ambulance inside the factory
premises.

Page | 21
 TABLE 4.5 EXPLORATION OF EMPLOYEE SATISFACTION TOWARDS
FOODS/SNACKS

FOOD Frequency Percent

To the highest 25 25.0
Somewhat higher 10 10.0
Neutral 20 20.0
Somewhat low 35 35.0
To the lowest 10 10.0
total 100 100.0

ANALYSIS:it is clearly shown in table that 35% of the employees are not satisfied with
the food which is provided by the company during intervals, 10% employees are highly
dissatisfied with the food, 20% employees are neither satisfied nor dissatisfied, 25% are
highly satisfied and 10% are satisfied with the food.

CHART4.5 DISPLAY ON EMPLOYEE SATISFACTION ON FOOD PROVEDE BY

THE COMPANY

35

30

25

20 table.6 satisfaction level with

provided food respodents 25
15
10

0
somewhat netural somewhat to the
higher low lowest

INTERPRETATION: from the above analysis it is clearly shown that whatever food is
given by the company is not satisfied the whole employees who responded on the
questionnaire. From the above analysis it is interpreted that the employee dissatisfaction
is more than the satisfaction.

Page | 22
 TABLE 4.6 EXPLORATION OF HYGENIC CONDITION IN CANTEEN AND
WORKPLACE

HYGIENIC CONDITIONS FREQUENCY PERCENT

Always 35 35.0
Mostly 25 25.0
Sometimes 30 30.0
Never 10 10.0
Total 100 100.0

ANALYSIS: table4.6 shown that the employees responded on the questionnaire are 35%
of the respondents said that hygienic conditions are maintain in canteen and work
place,25% said mostly, 30% said sometimes, 10% said never.

CHART4.6 DISPLAY ON HYGENIC CONDITION

Hygienic conditions respondents

alwaysmostlysometimesnever

10%

35%

30%

25%

INTERPRETATION: it is clearly interpreted in above graph that most ofrespondents

are satisfied with the hygienic conditions maintained by the company; very less
employees are not satisfied with the hygienic issue.

Page | 23
 TABLE 4.7 EMPLOYEE GRIEVANCES REGARDING FOOD & OTHER
FACILITIES
GRIEVANCES frequency Percent
Almost always 10 10.0
Often 10 10.0
Sometimes 30 30.0
Rarely 30 30.0
Never 20 20.0
Total 100 100.0

ANALYSIS: In the above table it is clearly shown that 30% of employee who responded
on questionnaire is not come across any grievance regarding food and other facilities,
30% faces sometimes, 20% never faces the grievances, 10% are always faces and 10%
are faces often.

CHART4.7 DISPLAY ON GRIEVANCES REGARDIND FOOD AND OTHER

FACLITIEES

Grievences regarding food

alwaysoftensometimesrarelynever

10%
20%
10%

30% 30%

INTERPRETATION: From the above analysis it is clearly shown that employee’s do

not faces many grievances on food and other facilities. Satisfaction on food and other
facilities are more than the dissatisfaction.

Page | 24
TABLE 4.8 EXPLORATION OF EMPLOYEE SATISFACTION REGARDING
CANTEEN MANAGING COMMITTEE

Canteen committee frequency Percent

To a great extent 25 25.0

Satisfactory 50 50.0

Need improvement 25 25.0

Total 100 100.0

ANALYSIS: table 4.8 shown that employees who responded on questionnaire, 50%
employees are satisfied with the managing canteen committee, 25% are highly satisfied
with committee, and 25% are said that there should be need of improvement.

CHART4.8 DISPLAY ON SATISFACTION ON CANTEEN MANAGING

COMMITTEE

Successful canteen management

respodents
to a great extentsatisfactoryneed improvement

23% 26%

51%

INTERPRETATION:from the above analysis it is interpreted that half of the employees are
satisfied with the managing committee and rest of the employees are think that there should
be an improvement in the present canteen managing committee.

Page | 25
TABLE4.9 EMPLOYEE FREQUENCY TO TAKE REST

REST FREQUENCY PERCENT

5- - -15MINTS 5 5.0
½---1HRS 17 17.0
2- - -3hrs 18 18.0
3- - -4hrs 60 60.0
total 100 100.0

ANALYSIS: table4.9 shoes that 60% of employees who responded the questionnaire are
take rest after 3 to 4hours of work, 18% are take rest after 2 to3hours, 17% are take rest
after ½ to1hour, whereas 5% of employee said that they take rest after every 5 to
15mintues.

CHART4.9 DISPLAY ON REST TIME DURING WORKING HOURS

Rest time during working hours respondents

5-15mints1/2-1hr2-3hrs3-4hrs

5%

17%

60% 18%

INTERPRETATION: From the above analysis it is clearly shown that most of the
employees are not feel tired during work, which shown that they are satisfied with the
working conditions.

Page | 26
 TABLE4.10 EXPLORATION OF EMPLOYEE ON WELFARE ACTIVITY

WELFARE ACTIVITY FREQUENCY PERCENT

Training 25 25.0
Health & safety 70 70.0
Other welfare measure 5 5.0
Total 100 100.0

ANALYSIS: table4.10 shows that 70% of employees are think that welfare activities like
health and safety is most important for them, 25% think that training is most important,
and 5% think that other welfare activities are more important.

CHART4.10 DISPLAY OF WELFARE ACTIVITIES

Welfare activity respodents

training health & safetyother facilities

5%

25%

70%

INTERPRETATION: From the above analysis it is clear that employee thinks that
health and safety of employees are more important than the other welfare activities; there
are some employees who think other activities like monetary reward is more important.

Page | 27
 TABLE4.11 EXPLORATION ON EMPLOYEE SATISFACTION ON WELAFRE
ACTIVITIES
WELFARE ACTIVITIES FREQUENCY PERCENT
Highly satisfied 15 15.0
Satisfied 20 20.0
Neither satisfied nor 25 25.0
dissatisfied
Dissatisfied 25 25.0
Highly dissatisfied 15 15.0
Total 100 100.0

ANALYSIS: Table 4.11 shows that 15% employees who responded the questionnaire are
highly satisfied with welfare activities, 20% are satisfied,25% are neither satisfied nor
dissatisfied, 25% are dissatisfied, and 15% are highly dissatisfied with the welfare
activities.

CHAT4.11DISPLAY ON EMPPLOYEE SATISFACTION ON WELFFARE

FACILITIES

satisfaction level with welfare facilities

respodents
table.12 satisfaction level with welfare facilities respodents

30 25 25
25
20
20 15 15
15
10
5
0

highly satifiedsatisfied neither satisfied nor dissatisfied highly dissatisfied

dissatified

INTERPRETATION: From the above analysis it is interpreted that many employee are
satisfied with the welfare activities, whereas there are many employees who are highly
dissatisfied with the present welfare activities due to their personal views like family
status, monetaryissues.

Page | 28
 TABLE 4.12 EXPLORATION ON EMPLOYEE SATISFACTION ON
EDUCATIONAL ALLOWANCES

ALLOWANCES FREQUENCY PERCENT

YES 75 75.0

NO 25 25.0

TOTAL 100 100.0

ANALYSIS: Table4.12 shows that 75% of employees are satisfied with the educational
allowances, where as 25% employees are not satisfied with the educational allowances.

CHART 4.12 DISPLAY OF SATISFACTION OF EMPLOYEE ON EDUCATIONAL

ALLOWANCES

educational allowences respodents

yesno

25%

75%

INTERPRETATION: On the above analysis we show that almost employees are

satisfied with the educational allowances and some of the employees are not satisfied
with the allowances because their requirements are different.

Page | 29
 TABLE4.13 EXPLORATION OF EMPLOYEE SATISFACTION ON MEDICAL
COMMITTEE

MEDICAL COMMITTEE FREQUENCY PERCENT

YES 95 95.0
NO 5 5.0
TOATAL 100 100.0

ANALYSIS: Table4.13 shown that the 95% of employees are satisfied with the present
medical committee and 5% of employees are not satisfied with the medical committee.

CHART 4.13 DISPLAY THE SATISFIED EMPLOYEEE WITH MEDICAL

COMMITTEE

medical committee respodents

yesno

5%

95%

INTERPRETATION: From the above analysis it is clearly shown that the almost
employees are satisfied with the present medical committee which shows that company is
taking good welfare measures for the employees(workers).

Page | 30
TABLE4.14 EXPLORATION ON EMPLOYEE VEIW TOWRDS THE COMPANY

CARE BY COMPANY FREQUENCY PERCENT

YES 98 98.0

NO 2 2.0

TOATAL 100 100.0

ANALYSIS: Table 4.14 shows that 98% of employees who responded on questionnaire
are have the positive view on the company, whereas 2% of employees think that company
is not taking care of workers.

CHART4.14 DISPLAY ON EMPLOYEE VIEW ON CARE BY THE COMPANY

company care respodents

yesno 2%

98%

INTERPRETATION: From the above analysis it is shown that the almost every
employee have a view that company is taking care of their views and values but there are
some employees who think that company is not considering their views.

Page | 31
 TABLE4.15 EXPLORATION ON EMPLOYEE MORALE

MORALE FREQUENCY PERCENT

YES 89 89.0

NO 11 11.0

TOTAL 100 100.0

ANALYSIS:Table 4.15 explains about that 89% of employees said that health and safety,
training helps in increasing the morale of the workers whereas 11% of workers are not
believe in this training and safety programs.

CHART4.15 DISPLAY ON EMPLOYEE MORALE

health & safety respodents
yesno

11%

89%

INTERPRETATION: From the above analysis it is shown that many employees are
believe in that training , health and safety are increase the morale of the workers whereas
there are some workers who are not support this measure.

Page | 32
 TABLE4.16 EXPLORATION ON EMPLOYEE SATISFACTION ON
ACTIVITIES DURING FESTIVAL
ACTIVITIES FREEQUENCY PERCENT

YES 55 55.0

NO 45 45.0

TOTAL 100 100.0

ANALYSIS: Table4.16 explains about the workers view on the festive activities
here55% of workers are happy with the activities on the festivals and 45% of workers are
not happy with the festive activities.

CHART4.16 DISPLAY ON SATISFACTION ON FESTIVE ACTIVITIES

festival activities respodents

yesno

45%

55%

INTERPRETATION: the above analysis shows that workers view is divided on this
activity because half of the workers say they are happy with the activity and half of them
are unhappy with this activity which is conducted by the company during festival time.

Page | 33
 TABLE4.17 EMPLOYEE VEIW ON INCREASE PRODUCTIVITY

INCREASE FREQUENCY PERCENT

PRODUCTIVITY

MOTIVATION 30 30.0
MONETARY REWARD 15 15.0
NONE 5 5.0
BOTH 50 50.0
TOTAL 100 100.0

ANALYSIS: Table 4.17 shows that 30% of workers who responded on questionnaire are
think that motivation is a factor which resulted in increased productivity, 15% of think
that monetary reward is a factor which contributed in increased productivity, 5% of says
that none of them are useful, 50% of think that both the factors are important for the
increase the productivity

CHART 4.17DISPLAY ON INCREASE PRODUCTIVITY

increase productivity respodents

motivationmonetary rewardnoneboth

30%

50%

15%

5%

INTERPRETATION: From the above analysis it is clear that both the monetary and
non-monetary factors are contributed to increase the productivity. And this company is
using both the ways to increase the productivity.

Page | 34
 TABLE4.18 EXPLORATION ON EMPLOYEE FIRST OBJECTIVE

OBJECTIVE FREQUENCY PERCENT

HIGHER 4 4.0
PRODUCTIVITTY
INDUTRIAL PEACE & 6 6.0
HARMONY
WELFARE PROGRAMME 17 17.0
ALL THE ABOVE 73 73.0
TOTAL 100 100.0

ANALYSIS: Table 4.18 shows that 4% of employees who responded on the

questionnaire are have “higher productivity” as the first objective of work. 6% of
employees have “industrial peace and harmony”. 17% of employees have first objective
to get the welfare benefits, 73% of employees are having their first objective is all of
them.

CHART 4.18 DISPLAY ON EMPLOYEE OBJECTIVE

objectives respodents
higher productivityindustrial peace and harmonywelfare programmeall the above

4%
6%

17%

73%

INTERPRETATION: From the above analysis it is clearly shown that most of the
employees have their first objective is to get all of them like industrial peace and
harmony, welfare programs and higher productivity. This analysis also shown that
employees are highly motivated to do their work properly.

Page | 35
 TABLE4.19 EMPLOYEE MOTIVATED TO INCREASE PRODUCTIVITY
MOTIVATED FREQUENCY PERCENT
YES 88 88.0
NO 12 12.0
TOTAL 100 100.0

ANALYSIS: Table4.19 shows that the 88% of workers are motivated to increase
productivityand whereas 12% of employees are not well motivated to increase the
productivity.

CHART4.19DISPLAY OF EMPLOYEE MOTIVATION TOWARDS

PRODUCTIVITY

motivated toward productivity respodents

yesno

12%

88%

INTERPRETATION:from the above analysis it is clearly shown that most of the

workers are well motivated to increase the productivity and very less workers are not
motivated to increase the productivity because of some personal anon-personal views like
not having good relation with the supervisor or co-worker.

Page | 36
 TABLE4.20 EMPLOYEE SELECTION OF ORGANISATION

SELECTION OF FREQUENCY PERCENT

COMPANY
NATURE OF JOB 25 25
SALARY 15 15
JOB SECURITY 23 23
STATUS 7 7
OTHERS 25 25
TOTAL 100 100.0

ANALYSIS:Table 4.20 explains that 25% of workers/ employees join the company
because of the nature of the job, 15% of workers join because of the salary, 23% of
workers join because of jobs security, 7% of workers join because of the status, and 25%
of them join for the other reasons.

CHART 4.20 DISPLAY ON EMPLOYEE SELECTION OF THE UNI PROFILE PVT.

LTD

selection of organisation respodents

nature of jobsalaryjob securitystatusothers

25%
30%

15%
7%

23%

INTERPRETATION: From the above analysis that every worker have their own choice
of joining, the workers who said that they join for the nature of job it shows that the area
where the factory is located the availability of steel plant is more, the workers who said
that they join because of job security it show that the steel industry have always growth
because of huge demand in market.

Page | 37
 TABLE4.21 EXPLORATION ON EMPLOYEE FREQUECY TO COMPLAIN
COMPLAINS FREQUENCY PERCENT
ALWAYS 12 12.0
OFTEN 13 13.0
SOMETIMES 30 30.0
RARELY 45 45.0
TOTAL 100 100.0

ANALYSIS: Table 4.21 shows that 12% of workers who responded on questionnaire are
always go for complains during working hours, 13% of them go often, 30% of them said
that they go for complains sometimes, and 45% of workers said they rarely go for
complain during working hours.

CHART4.21 DISPLAY ON FREQUENCY OF COMPLAINS ON EWORKING

CONDITIONS

frequency of complains respodents

alwaysoftensometimesrarely

12%

13%
45%

30%

INTERPRETATION: From the above analysis it is clearly shown that the worker have
the complains regarding any issues they prefer to go after the working hours, but there are
some workers who go for the complaint during working hours which shows that they
have an issue regarding the work, which is ignored by others.

Page | 38
 TABLE4.22EXPLORATION ON EMPLOYEE STRESS

STRESS FREQUENCY PERCENT

YES 70 70.0
NO 30 30.0
TOTAL 100 100.0

ANALYSIS: Table4.22 shows that 70% of employees are facing stress at workplace, and
only 30% of the employees are not facing stress on the workplace.

CHART4.22 DISPLAY ON EMPLOYEE STRESS AT WORKPLACE

stress respodents
yesno

30%

70%

INTERPRETATION: From the above analysis it is shown that huge number of

employees/ workers are facing stress at the workplace which impact negatively on the
productivity of the factory. Here is the negative effect of stress is resulting the
dissatisfaction of the workers/employees.

Page | 39
 TABLE 4.23 EXPLORATION OF STRESS EFFECT ON WORK EFFIENCY

STRESS EFFECT FREQUENCY PERCENT

OFTEN MISTAKES MADE DURING WORK 65 65.0
MENTAL PRESSURE LEADING TO HEADACHE, 5 5.0
BOREDOM, FATIGUE AT WORKPLACE

ARE NOT ABLE TO CONCENTRATE ON WORK 5 5.0

WOULD AVOID WORK 15 15.0
STAINS WORKER –SUPERVISOR RELATIONSHIP 10 10.0
TOTAL 100 100.0

ANALYSIS: Table 4.23 shows that 65% of employees are doing mistake because of
stress,5% are facing mental issues like boredom, headache, 5% of are not able to
concentrate on work, 15% of them are avoiding the work, 10% of them have bad
relationship with supervisor because of the stress.

CHART4.23 DISPLAY ON STRESS AFFECT ON WORK EFFIENCY

Chart Title

often mistakes made during work

5% mental pressure leading

10% headache. Boredom, fatigue at wokplace
would avoid work

15%

5% 65% stains workers supervisor

relationship

INTERPRETATION:From the above analysis it is clearly shown that workers/

employee are not able to concentrate on work, some workers have bad relations with their
supervisor, some are avoiding the work which leads to low productivity.

Page | 40
 TABLE4.24 EMPLOYEE OVERALL SATIFACTION IN UNI PROFILE PVT
LTD
SATISFACTION FREQUENCY PERCENT
VERY MUCH SATISFIED 65 65.0
SATISFIED 5 5.0
NEITHER SATISFIED NOR 5 5.0
DISSATISFIED
DISSATISFIED 10 10.0
VERY MUCH 15 15.0
DISSATISFIED
TOTAL 100 100.0

ANALYSIS: Table 4.24 shows that the overall satisfaction of workers at Uni profiles ,
whereas 65% of workers are very much satisfied with all the facilities, 5% of workers are
satisfied, 5% of workers are neither satisfied nor dissatisfied, 10% of workers are
dissatisfied,15% of workers are very much dissatisfied with all the facilities.

CHART4.24 DISPLAY ON EMPLOYEE OVERALL SATISFACTION

Chart Title
PARTICULARSvery much satisfied
satisfiedneither satisfied nor dissatisfied
dissatisfiedvery much dissatisfied 0%
10%

15%

5%
65%
5%

INTERPRETATION:The above analysis shows that the most of workers are very much
satisfied with the facilities provided by the company, very less workers not satisfied with
facilities.

Page | 41
 SPSS CALCULATION

satisfaction on welfare activities * first objective

Cross tabulation shows that the relationship between satisfactions on welfare activities
across the first objective of workers reveals that 4% of employees have first objective as
higher productivity, 73% of workers have all the objectives as their first objectives.

Crosstab

Count
first objectives Tota
higher industrial welfare all of l
productivity peace progra the
ms above
and
harmony

highly satisfied 0 0 1 14 15

satisfaction satisfied 1 1 2 16 20
on neither satisfied nor
1 2 11 11 25
dissatisfied
welfare
activities
dissatisfied 1 0 1 23 25
highly dissatisfied 1 3 2 9 15

Total 4 6 17 73 100

Hypothesis:

Hₒ: Opinion on satisfaction on welfare activities dependent to first objective.

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 28.707a 12 .004

Likelihood Ratio 28.322 12 .005
Linear-by-Linear
2.231 1 .135
Association
N of Valid Cases 100

Page | 42
INTERPRATATION: as the significant (.004) value of chi square test is less than 0.5
hypothesis is rejected. This result leads that the welfare activities are provided on the base of
objectives of the workers.

Satisfaction on welfare activities * facilities provided

Cross tabulation between welfare activities with satisfied by facilities provided
by the company reveals that 77% of workers are satisfied with the facilities, and
23% workers are not satisfied with the facilities.
Crosstab
Count
facilities provided Total
yes no
highly satisfied 11 4 15
satisfied 16 4 20
satisfaction on welfare neither satisfied
20 5 25
activities nor
dissatisfied
dissatisfied 18 7 25
highly dissatisfied 12 3 15
Total 77 23 100
Hypothesis:

Hₒ: opinion on satisfaction on welfare is independent to facilities provided.

Page | 43
Chi-Square Tests
Value Df Asymp. Sig.
(2-sided)
Pearson Chi-Square .772a 4 .942
Likelihood Ratio .762 4 .943
Linear-by-Linear
.001 1 .978
Association
N of Valid Cases 100
a. 3 cells (30.0%) have expected count less than 5. The
minimum expected count is 3.45.

INTERPRATATION: As the significant (.942) value of chi square test is greater than 0.05
hypothesis is accepted. This leads to the conclusion that the welfare activities are not
provided based on facilities.

Page | 44
Overall satisfaction * satisfaction on welfare activities
Cross tabulation between the overall satisfaction with welfare facilities disclose that 15% of
workers highly satisfied with the facilities, 20% satisfied, 25% of workers are neither
satisfied nor dissatisfied, 25% of workers are dissatisfied, 15% of workers are highly
dissatisfied with the facilities provided by the company

Crosstab
Count
satisfaction on welfare activities Total
highly satisfi neither dissatis highly
satisfied e d satisfie f ied dissatisfie
d nor d
dissati
s
fied
very
8 13 17 16 11 65

much satisfied
satisfied 2 2 0 1 0 5
overall neither
1 2 0 1 1 5
satisfactio satisfied nor
n dissatisfied
dissatisfied 3 3 2 4 3 15
very
1 0 6 3 0 10

much
dissatisfied
Total 15 20 25 25 15 100

HYPOTHESIS:
Hₒ: Opinion on overall satisfaction is independent to satisfaction on facilities provided.

Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square 18.113a 16 .317
Likelihood Ratio 22.496 16 .128

Linear-by-Linear Association .068 1 .794

N of Valid Cases 100

a. 20 cells (80.0%) have expected count less than 5. The minimum expected count is .75.
Page | 45
INTERPRETATION: as the significant (.317) value of chi square test is greater than 0.05
hypothesis is accepted. This says that overall satisfaction are not depended on welfare
facilities.

Overall satisfaction * facilities provided

Cross tabulation between overall satisfactions with facilities reveals that 77% of workers are
satisfied with the facilities provided by the company, 23% of workers are not satisfied with
the facilities provided by the company

Crosstab
Count
facilities provided Total
yes no
very much satisfied 50 15 65
satisfied 5 0 5
neither satisfied nor
overall satisfaction 3 2 5
dissatisfied
dissatisfied 11 4 15
very much dissatisfied 8 2 10
Total 77 23 100
HYOPOTHESIS:

Hₒ: Opinion on overall satisfaction is independent to facilities provided.

Page | 46
Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square 2.474a 4 .649
Likelihood Ratio 3.493 4 .479

Linear-by-Linear Association .025 1 .873

N of Valid Cases 100

a. 6 cells (60.0%) have expected count less than 5. The minimum expected count is 1.15.

INTERPRETATION: As the considerable (.649) value of the chi square test is greater than
0.05 hypothesis is accepted. This leads to the conclusion that overall satisfaction are not
related to medical committee.

Page | 47
Overall satisfaction * grievances

Cross tabulation between overall satisfactions with grievances regarding food disclose that
10% of workers are always having grievances regarding food which is provided by company,
10% of workers are often having grievances, 30% of workers are having sometimes, 30% of
workers are having rarely, and 20% of workers are not having any grievances.

Crosstab
Count
grievances Total
almost often sometimes rarely never
always
very much satisfied 5 8 24 16 12 65
satisfied 0 0 1 2 2 5
neither
overall 0 0 1 2 2 5
satisfactio
satisfied nor
n
dissatisfied
dissatisfied 5 1 2 5 2 15
very
0 1 2 5 2 10
much dissatisfied
Total 10 10 30 30 20 100

HYPOTHESIS:
Hₒ: Opinion on overall satisfaction is independent to grievances.

Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square 19.880a 16 .226
Likelihood Ratio 19.542 16 .242

Linear-by-Linear Association .050 1 .823

N of Valid Cases 100

a. 20 cells (80.0%) have expected count less than 5. The minimum expected count is .50.

Page | 48
INTERPRETATION: As the significant (.226) value of chi square is greater than 0.05
hypothesis is accepted. This leads to the conclusion that overall satisfaction are not related to
the grievances regarding food.

Page | 49
Overall satisfaction * medical committee

Cross tabulation between overall satisfactions with medical committee disclose that 95% of
workers are satisfied with the medical committee of the company, 5% workers are not
satisfied with the medical committee of the company

Crosstab
Count
medical committee Total
yes no
very much satisfied 61 4 65
satisfied 5 0 5
neither satisfied nor
overall satisfaction 5 0 5
dissatisfied
dissatisfied 15 0 15
very much dissatisfied 9 1 10
Total 95 5 100

HYPOTHESIS:

Hₒ: Opinion on overall satisfaction is independent to medical committee.

Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square 2.024a 4 .731
Likelihood Ratio 3.148 4 .533
Linear-by-Linear Association .095 1 .758
N of Valid Cases 100
a. 7 cells (70.0%) have expected count less than 5. The minimum expected count is .25.

Page | 50
INTEREPRETATION: As the significant (.731) value of chi square test is greater than 0.05
hypothesis accepted. This leads to the conclusion that overall satisfaction is not related
medical committee.

Page | 51
Overall satisfaction * hygienic conditions

Cross tabulation between overall satisfaction with hygienic conditions maintained by the
company disclose that 35% of workers are satisfied with hygienic conditions maintained by
the company, 25% of workers are said that mostly the hygienic conditions are maintained by
the company, 30% of workers are said that the hygienic conditions are not satisfactory, 10%
are highly dissatisfied by the hygienic conditions maintained by the company
Crosstab
Count
hygienic conditions Total
always mostly sometimes never
very much satisfied 21 17 20 7 65
satisfied 1 1 1 2 5
overall neither satisfied nor
2 1 2 0 5
satisfaction dissatisfied
dissatisfied 8 4 2 1 15
very much dissatisfied 3 2 5 0 10
Total 35 25 30 10 100

.HYPOTHESIS:
Hₒ: Opinion on overall satisfaction is independent to hygienic conditions.

Chi-Square Tests
Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 11.528a 12 .484

Likelihood Ratio 11.122 12 .519

Linear-by-Linear Association .985 1 .321

N of Valid Cases 100

a. 15 cells (75.0%) have expected count less than 5. The minimum expected count is .50.

Page | 52
INTERPRETATION: As the significant (.484) value chi square test is more than 0.05
hypothesis is accepted. This leads to the conclusion that overall satisfaction is not based on
hygienic conditions.

Page | 53
Overall satisfaction * educational allowances

Cross tabulation between overall satisfactions with educational allowances provided by the
company disclose that 75% of workers are satisfied with the educational allowances, 25% of
workers are not satisfied with educational allowances provided by the company
Crosstab
Count
educational allowances Total

yes no
very much satisfied 48 17 65
satisfied 4 1 5
neither satisfied nor
overall satisfaction 3 2 5
dissatisfied
dissatisfied 12 3 15
very much dissatisfied 8 2 10
Total 75 25 100

HYPOTHESIS:

Hₒ: Opinion on overall satisfaction is independent to educational allowances.

Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square 1.046a 4 .903
Likelihood Ratio 1.007 4 .909

Linear-by-Linear Association .216 1 .642

N of Valid Cases 100
a. 6 cells (60.0%) have expected count less than 5. The minimum expected count is 1.25.

Page | 54
INTERPRETATION: As the significant (.903) value of the chi square test is more than 0.05
hypothesis is accepted. This leads to the conclusion that overall satisfaction is not based on
educational allowances.

Page | 55
Overall satisfaction * satisfaction with food

Cross tabulation between overall satisfaction with food provided by the company during
interval time reveals that 26% of workers are highly satisfied, 10% of workers are satisfied,
20% of workers are neither satisfied nor dissatisfied, 34% of workers are dissatisfied, and
10% of workers are highly dissatisfied with the food provided by the company.

Crosstab
Count
satisfaction with food Total
to the somewhat neutra somewh to the
highest higher l at low lowest
very much satisfied 9 10 12 26 8 65
Satisfied 2 0 2 0 1 5
overall neither satisfied nor
2 0 2 0 1 5
satisfactio dissatisfied
n dissatisfied 6 0 1 8 0 15
very much
7 0 3 0 0 10
dissatisfied
Total 26 10 20 34 10 100

.HYPOTHESIS:

Hₒ: Opinion on overall satisfaction is independent to satisfaction with food.

Chi-Square Tests
Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 35.302a 16 .004

Likelihood Ratio 45.364 16 .000

Linear-by-Linear Association 10.462 1 .001

N of Valid Cases 100

a. 19 cells (76.0%) have expected count less than 5. The minimum expected count is .50.

Page | 56
INTERPRETATION: as the significant (.004) value of chi square test is less than 0.05
hypothesis is rejected. This leads to the conclusion that overall satisfaction are based on food
provided by the company.

Page | 57
Stress * gender

Cross tabulation between stress with gender disclose that 95% of workers are male which
said that 70% of them are facing stress at workplace, 5% of workers are female and facing
30% of stress

Crosstab
Count
gender Total
male female
yes 67 3 70
stress
no 28 2 30
Total 95 5 100
.

HYPOTHESIS:

Hₒ: Opinion on stress is independent to gender.

Chi-Square Tests
Value df Asymp. Sig. Exact Exact
(2-sided)
Sig. (2- Sig. (1-
sided) sided)
Pearson Chi-Square .251a 1 .617
Continuity Correctionb .000 1 1.000
Likelihood Ratio .238 1 .625
Fisher's Exact Test .635 .474
Linear-by-Linear
.248 1 .618
Association
N of Valid Cases 100
a. 2 cells (50.0%) have expected count less than 5. The minimum expected count is 1.50.
b. Computed only for a 2x2 table

Page | 58
INTERPRETATION: As the significant (.617) value of chi square is more than 0.05
hypothesis is accepted. This leads to the conclusion that stress is not based on gender.

Page | 59
Stress * rest hours

Cross tabulation between stress with rest between working hours reveals that 5% of workers
take rest between 5-15mintues, 17% of workers are taking rest between 0.5-1hrs, 18% of
workers are take rest between 2-3hrs and 60% of workers are take rest after 3-4hrs during
working hours. The above table reveals that 70% of employees are facing stress at the work
place and 30% are not having issue on working hours.

Crosstab
Count
rest hours Total
5-15mins 0.5-1hrs 2-3hrs 3-4hrs
yes 5 13 11 41 70
stress
no 0 4 7 19 30
Total 5 17 18 60 100

HYPOTHESIS:

Hₒ: Opinion on stress is independent to rest hours.

Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square 3.238a 3 .356
Likelihood Ratio 4.646 3 .200

Linear-by-Linear Association 1.424 1 .233

N of Valid Cases 100

a. 2 cells (25.0%) have expected count less than 5. The minimum expected count is 1.50.

Page | 60
INTERPRETATION: As the significant (.356) value of chi square test is more than 0.05
hypothesis is accepted. This leads the conclusion that stress on workplace not based on the
working hours of the workers.

Page | 61
Stress * welfare activities

Cross tabulation between stress across the welfare activities is 26% of workers are go with
training, 69% of workers are go with the health and safety,5% of workers are go with the
other measures.

Crosstab
Count
welfare activities Total
training health and safety othermeasures
yes 17 49 4 70
stress
no 9 20 1 30
Total 26 69 5 100

HYPOTHESIS:

Hₒ: Opinion on stress is independent to welfare activities.

Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square .536a 2 .765
Likelihood Ratio .548 2 .760

Linear-by-Linear Association .512 1 .474

N of Valid Cases 100
a. 2 cells (33.3%) have expected count less than 5. The minimum expected count is
1.50.

Page | 62
INTERPRETATION: As the significant (.765) value of chi square test is more than 0.05
hypothesis is accepted. This leads the conclusion that stress on workplace not based on the
welfare activities which are provide by the company.

Stress * age

Page | 63
Cross tabulation between stress and age of the workers reveals that 20% of workers are the
age group of 20-30years, 50% of the workers are the age group of 30-40years, 20% of the
workers are the age group of 41-50years, and 10% of the workers are the age of 51 and
above.

Crosstab
Count
age(Q1) Total
20-30yrs 30-40yrs 41-50yrs 51 and above
yes 14 36 13 7 70
stress
no 6 14 7 3 30
Total 20 50 20 10 100

HYPOTHESIS:

Hₒ: Opinion on stress is independent to age.

Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square .333a 3 .954
Likelihood Ratio .328 3 .955
Linear-by-Linear Association .062 1 .803
N of Valid Cases 100
a. 1 cells (12.5%) have expected count less than 5. The minimum expected count is 3.00.

Page | 64
INTERPRETATION: As the significant (.954) value of chi square test is more than 0.05
hypothesis is accepted. This leads the conclusion that stress on workplace not based on the
age factor of the workers.

Page | 65
Stress * designation (Q2)

Cross tabulation between stress and designation reveals that 3% of managers are facing
stress, 6% supervisor and 91% of workers are facing stress at the work place.

Crosstab
Count
designation(Q2) Total
manager supervisor workers
yes 1 6 63 70
stress
no 2 0 28 30
Total 3 6 91 100

HYPOTHESIS:

Hₒ: Opinion on stress is independent to designation.

Chi-Square Tests
Value df Asymp. Sig.
(2- sided)
Pearson Chi-Square 4.518a 2 .104
Likelihood Ratio 6.016 2 .049

Linear-by-Linear Association .046 1 .831

N of Valid Cases 100

a. 4 cells (66.7%) have expected count less than 5. The minimum expected count is .90.

Page | 66
INTERPRETATION: As the significant (.104) value of chi square test is more than 0.05
hypothesis is accepted. This leads the conclusion that stress on workplace not based on the
designation of the employees.

Page | 67
 CHAPTER-5
FINDINGS, SUGESSTIONS AND CONCLUSION
5.1 FINDINGS:

 This study clearly shows that 65% of employees are satisfied with the first aid
availability.
 This study shows that 50%of employees are the age of 30-40years.
 This study reveals that the 60% of employees are satisfied with the ambulance
availability in the company.
 This study shows the relationship with welfare measures with the food provided by
the company during interval time. It is shown that 45% of employees are satisfied
with the food.
 This study reveals the connection between welfare measures and hygienic condition at
the canteen and workplace. It is shown that 60% of employees are satisfied with the
hygienic conditions maintained by the company.
 This study shows that 60% of employees are satisfied with their working hours.
 This study reveals that 70% of employees are thinking that the health & safety of
employees are more important than the other welfare activities.
 This study shows that the relationship of employee and employer, which reveals that
73% of employees are working for higher productivity, welfare programs, industrial
peace and harmony.
 The study shows that 88% of employees are motivated towards work.
 The study shows that 70% of employees come across stress at workplace which
would affect their work.
 The study shows that 65% of employees are overall satisfied with all the welfare
measures.

Page | 68
5.2 SUGESSTIONS:

 There should be take care of food which is provided in the company.

 There should be need to improve the hygiene inside the company.
 There should be more motivated programs for the workers.
 There should be more safety and training programs to the workers.
 The working hours are comfortable for the workers so company has to maintain
that.
 Company has to provide canteen food at the lower rate so workers can buy the
food easily.
 There should be need of incentive program for the workers to motivate them for
better performance.

Page | 69
5.3 CONCLUSION
Employee welfare refers to the taking care of the wellbeing of the workers by the employers,
government, trade unions. With the recognition that workers have a unique place in the
society and doing well for them retaining and motivating them to decrease the social evils.

The project was basically done to find out satisfaction level of workers regarding the welfare
measures provided to them, with this also company aware about the employee’s
dissatisfaction with some welfare measures and give them appropriate suggestions to it.

Employee welfare measures are advocated to maintain the manpower both physically and
mentally. The study shows that there is ‘clustering of respondents’ opinion in the satisfactory
region regarding the level of satisfaction of welfare measures. This says that the majority of
workers are satisfied with welfare measures.

Page | 70
 BIBILIOGRAPHY
BOOKS THAT ARE REFERRED ARE:-

 Research methodology new age publication C.R. Kothari

ARTICLES

 Dr. K. Lalitha and T. Priyanka, A study on employee welfare measures with reference to
it industry, international journal of engineering technology management and applied
sciences vol 2 issue 7,ISSN 234094476 December 2014
 Dr. Pradyumna Tripathy, acritical study on human resource development practices in
Durgapur steel plant, www.buruniv.ac.in 2012
 Sarbapriya Ray and Ishita Aditiya Ray, a study on selected small and medium sized iron
& steel firms in India, www.iiste.org, vol no. 1, ISSN2224-5731 2011.
 Satheeskumar L and Selvaraj, industrial relations and HRM:tension, dilemmas and
contradictions – an international perspective, Economic Panorama, vol 19, 2009.
 Shobha Mishra and Dr. Manju Bhagat, principles for successful implementation of labour
welfare activities from theory to functional theory, June 10.

Webliography:
 www.economictimes.com
 www.iracst.org
 www.buruniv.ac.in
QUESTIONNNAIRE

I, HANSA GUPTA, pursuing MBA (HR & Marketing) in the department of master of business
administration, NEW HORIZON COLLEGE IF ENGINEERING, BANGALORE.

This is a questionnaire designed to serveas the raw data to collect your opinions & suggestions
as an employees of Uni Profiles Pvt Ltd

The data being collected will be used purely for academic and research purpose only.

Please tick the options whichever is appropriate according to you.

Name:

1) Age: 20-30( ) 30-40( ) 41-50( ) 51 and above ( )

2) Designation:

3) Gender: Male ( ) Female ( )

4) How often first aid box with prescribed contents is available?

a) Every timeb) mostlyc) sometimes only

5) how much time it takes to take a heavily injured/ suffering worker to

The nearest hospital in case of mishap? Or how readily ambulance available
a) immediately

b) Within 15 mints

c) Within ½ hr.d) More than 1 hr.

6) Are you satisfied with the food/snacks/drinks provided to you at different intervals?
a) To the highest b) somewhat higher

c) Neutral d) somewhat low

e) To the lowest

7) is the hygienic conditions maintained in and around the canteen and workplace areas?
a) Always

b) Mostly

c) Sometimes
d) Never

8) How often you come across grievances regarding food and other facilities?
A) Almost alwaysb) often

c) Sometimes d) rarely

e) Never
Other facilities........

9) How successful is the canteen managing committee in handling issues related to

canteen?
a) To a great extent

b) Satisfactory

c) Need improvement

10) how frequently you take rest in between working hours?

After every………..
a) 5- - -15mints

b) 1/2hr------1hr

c) 2------3hrs

d) 3- - - -4hrs

11) Which welfare activity is most important for u?

a) Trainingb) health and safety

C) Other welfare measures... If yes which……

12) Are you satisfied with the welfare activities conducted by company?

a) Highly satisfied b) satisfied c) neither satisfied nor dissatisfied

d) Dissatisfiede) highly dissatisfied

13) Is the educational allowances provided by the company is satisfactory?

a) Yesb) no
14) Are you satisfied with the functioning of the medical committee?

a) Yes b) no

15) whether workers think company is taking due care of them?

a) Yesb) no

16) Do the health and safety training provided by the company increases the morale of the
workers?
a) Yesb) no

17) Are workers satisfied with the activities at Dassera and Diwali?
a) Yesb) no

18) Do you think facilities provided by Uniprofile are satisfactory?

a) Yesb) no

19) what according to you can be done to increase productivity?

a) Motivation b) monetary reward c) none d) both

20) what is your first objective in the company?

A) Higher productivityb) industrial peace and harmony

c) Welfare programs d) all of the above

21) Are you motivated to increase productivity?

a) Yesb) no

22) Why would you select this organization to work?

a) Nature of job b) Salary c) Job security d) Status e) Others

23) How frequently do you leave your workplace for complains about the
working Conditions in a day?

A) Always b) Often c) sometimes d) rarely

24) Do you come across stress at your workplace?

A) Yes b) No

25) How does this stress affect your work efficiency?

a) Often mistakes made during….. Work,

b) mental pressure leading to headache, boredom, fatigue at workplace
c) Are not able to concentrate on work
d) Would avoid work
e) Stains worker…..supervisor relationship.

26) Rate your overall satisfaction in your organization.

a) Very much satisfied b) satisfied c) neither satisfied nor dissatisfied

d) Dissatisfied e) very much dissatisfied

Is you would like to add anything to it please do the concern…….

Yours comments………………………………….