.

Index
1. INTRODUCTION 02

2. PROBLEM OF THE STUDY 06

3. SCOPE OF THE STUDY 08

4. OBJECTIVE 10

5. HYPOTHESIS 12

6. COMPANY PROFILE 14

7. REASERCH METHODOLOGY 17

8. DATA ANALYSIS & INTERPRETATION 20

9. FINDING 34

10.CONCLUSION 36

11.SUGGESTION 38

12.LIMITATION 40

13.BIBILOGRAPHY 42

14.APPENDIX 44

1
 .

INTRODUCTION

2
 .

INTRODUCTION OF LABOUR
WELFARE

Labour
welfare
defines as
"efforts to
make
worth Introductio life
living

n
for

Workmen
". These efforts
have their origin either in some statute
formed by the state or in some local custom or in
collective agreement or in the employer's own initiative.
1. To give expression to philanthropic and paternalistic feelings.
2. To win over labour loyalty and increase their morale.
3. To combat trade unionism and socialist ideas.
4. To build up stable labor force, to reduce labor turnover and absenteeism.
5. To develop efficiency and productivity among workers.
6. To save oneself form heavy taxes on surplus profits.
7. To earn goodwill and enhance public image.
8. To reduce the threat of further government intervention.
9. To make recruitment more effective (because these benefits add to job
appeal)

3
 .

Principles of employee welfare service

Following are generally given as the principles to be followed in setting up a
employee welfare service:
The service should satisfy real needs of the workers. This means that the manager
must first determine what the labour real needs are with the active participation of
workers.
The service should such as can be handled by cafeteria approach. Due to the
difference in Sex, age, marital status, number of children, type of job and the
income level of Labour there are large differences in their choice of a particular
benefit. This is known as the cafeteria approach. Difficult to operate and
administer. . The employer should not assume a benevolent posture.

4
 .

The cost of the service should be calculate and its financing established on a sound
basis.

There should be periodical assessment or evaluation of the service and necessary

timely on the basis of feedback.

Types of Employee Welfare Services

Safety Services

Prevention of accidents is an objective which requires explanation. The

costsc of accidents are enormous in suffering to the injured, in reduction or loss of
earnings, in disabilites and incapacities which affict those involved and in
compensation, insurance and legal costs ,in list time, filling in repors and attending
to enqiries, and in spoliage of material, equipment and tools to management.
Accidents are the consequence of of two basic factors: technical and human.
Technical factors include all engineering deficiencies, related to plant, tools
material and general work environment. Thus , for exampel, improper lighting,
inadequate ventilation, poor machine guarding and careless housekeeping are some
hazads which may causes accidents. Human factors include all unsafe acts on the
part of employess.An unsafe act is usually the result of carelessness.
Young and new Labour, because of their difficulty in adjusting to the work
situation and to life in general, also have many more accidents than do old and
natuere workers.

5
 .

The phenomenon of Accident Proneness. Some persons belive wrongly in the

theory that certain individuals are accident prone, that is they have some
personality trait as apposed to some characteristics of the enviornment which
predisponses them to have more accidents than others in work condition where the
risk of hazards is equal to all.

Components of safety service

Among the many componets of saftey service the followin have proved
effective when applied in combination.
APPOINMENT OF SAFTEY OFFICER :-
In big organizations, the appoinment of a saftey officer to head the saftey
department is a must. In small organizations, thwepersonnel manager may look
after the functions of this department. The head of the safteydepartment ,who is
usally a staff man,is granted power to inspect the plant for unsafe condition ,to
promote sound saftey practices (through poster and saftey campaigns), to make
saftey rules, and to report violations to the manager.
SUPPORT BY LINE MANAGEMENT :-
The head of the saftey department, whether enjoying a staffer a functional
position,by himself cannot make a plan safe. His appoinmentrulles line
management into assuming that all its saftey problems have been solved.
ELIMINATION OF HAZARDS :-
Although complete elimination of all hazards is virtualy an impossibility but
following steps can be taken to help reduce them.

6
 .

JOB SAFETY ANALYSIS:-

All job procedures and practices should be analyses by an experts to
discovered hazards .he should then suggest changes in their motion patterns,
sequence and the like.
PLACEMENT :-
A poorly placed Labour is more apt to incur injury than a properly placed
employee. Labour should be placed on jobs only after carefully estimating and
considering the job requirements with those which individual apparently possesses.
PERSONAL PROTECTIVE EQUIPMENT
Endless verity of personal safety equipment is available now a
dayswhiche can be used to prevent injuries.

SAFEGGUARDING MACHINERY:-
Guards must be securely fixed to all power driven machinery.

MATERIALS HANDLING :-
Though often ignored, the careless handling of hesvy and inflammable
materials is an important source of several injuries and fire.

7
 .

HAND TOOLS:-

Minor injuries often result from improperly using a good tool or using a
poorly designed tool. Therefore close supervision and instruction should be given
to the Labour on the proper tool to use an the proper use of the tool.

SAFTEY TRANING, EDUCATION AND PUBLICITY

Safety training is concerned with developing safety skills, whereas safety
education is concerned with incising contest programmes, saftey campaigns,
suggestion awards, and various audio visual aids can be consider as different forms
of employee education.

SAFTEY INSPECTION:-
An inspection by a trained individual or a committee to detect evidence of
possible safety hazards (such as poor lighting, slippery floored, unguarded
machines, faulty electrical installations , poor work methods and disregard of
safety rules) is a very effective device to promote safety.

8
 .

HEALTH SERVICES
The prevention of accident constitutes only on segment of the function of
employee maintenance. Another equally important segment is the Labour general
health, both physical and mental.
There are two aspects of industrial health services
1. Preventive
2. Curative, the former consists
3. Pre-employment and periodic medical examination.
4. Removal or reduction of health hazards to the maximum extent possible
5. Surveillance over certain classes of workers such as women, young
persons and persons exposed to special risks.

COUNSELING SERVICES
An employee very often comes across problems which have emotional
content. For example , he may be nearing retirement and feeling insecure or he
may be getting promotion and feeling hesitant to shoulder increased
responsibility or he may be worried due to some family problem.

9
 .

PROBLEM OF THE STUDY

10
 .

PROBLEM OF THE STUDY

 Time factor was affecting the research study, though I tried to collect the

maximum information in the minimum time slot.

 I couldn’t get enough time to interact with the some people as they were busy

with their schedule.

 Some respondent were unwilling to answer my questions. They were

hesitating to put their opinions.

11
 .

SCOPE OF THE STUDY

12
 .

SCOP OF THE STUDY

 Scope of the study is related with BIRSI AIRPORT NFTI GONDIA.

13
 .

OBJECTIVE

14
 .

OBJECTIVE

1. To provide better life and health to the workers .

2. To make the workers happy and satisfied.
3. To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.
4. To measure the employee job satisfaction level in Birsi Airport NFTI
Gondia .
5. To study the employee prevention towards organization.
6. To study the attitude of the employee their work.
7. To identify the factors that motivates the employee.
8. To give the suggestion for growth and respective of the company.

15
 .

HYPOTHESIS

16
 .

HYPOTHESIS
 Employee welfare great impact on employee satisfaction level.
 Employee welfare administration affects the productivity.

17
 .

COMPANY PROFILE

18
 .

Company profile
ABOUT CAE OXFORD AVIATION ACADEMY GONDIA / NFTI'S
OVERVIEW, INDIA'S MOST MODERN FLIGHT SCHOOL

CAE Oxford Aviation Academy Gondia / NFTI provides a first-class training and living
environment focused on developing you to become an Airline pilot. The academy has world
class and brand new facilities built on a secure, gated campus with the capacity to accommodate
up to 200 students and it offers one of the highest standards of flight schools in the world.

TRAINING PROGRAM

CAE Oxford Aviation Academy Gondia / NFTI offers a well planned 19-month program
designed to prepare you to become a professional airline pilot. All courses meet International
Civil Aviation Organization (ICAO) and Directorate General of Civil Aviation (DGCA) syllabus
standards.

19
 .

Upon successful completion, you will have obtained all appropriate ab-initio ratings including
your Commercial Pilot License (CPL) with Instrument Rating (IR) and Multi-Engine Rating
(ME).

Cadets are trained using best practices developed from CAE's extensive experience in training
professional pilots -- throughout the CAE Oxford Aviation Academy network as well as CAE's
worldwide training centre network where tens of thousands of airline and business aviation pilots
get trained every year.

GROUND SCHOOL :

Here's where cadet gains the knowledge that is required for safe & flawless take offs. The first 6
weeks of training are dedicated to aviation theory and preparation to get you Student Pilots
License (SPL).

Our instructors will not only prepare you for the mandatory Directorate General of Civil
Aviation (DGCA) examinations but also for ATPL and airline interviews.

FLIGHT TRAINING

HIGHLY experienced flight instructors train the cadets in Diamond aircraft. Flight training is
divided into various lesson elements, and you will fly approximately 230 hours during your time
in Gondia:

* 185 hours in the single-engine Diamond DA 40 CS

* 15 hours in the multi-engine DA 42

* 20 hours on DA-40 Simulator

* 10 hours on DA-42 Simulator

20
 .

AIRCRAFT

CAE Oxford Aviation Academy Gondia / NFTI operates a fleet of Diamond aircraft,
which are renowned for having "one of the most remarkable safety records in all of light
aircraft general aviation", according to a leading aviation publication. Diamond users include
other CAE Oxford Aviation Academy flight schools, as well as the U.S.

AIR FORCE.

DIAMOND DA40 CS

The entry-level DA40 CS is a single-engine, propeller-driven aircraft built with

modern composite materials and featuring Garmin G1000 avionics. It can achieve 180
horsepower for a cruise speed of 145 knots and has a range of more than 700 nautical miles.

21
 .

DIAMOND DA42

The DA42 will be your first multi-engine piloting experience. The DA42 has earned the
Flying Magazine's Editors' Choice Award as well as awards from Flight International magazine,
Robb Report, Popular Science, Aviation Consumer and Aero-News Network.

CAE Oxford Aviation Academy Gondia / NFTI is proud to operate these technically advanced
training planes, equipped with the latest "glass" cockpits. We also use simulation-driven flight
and navigation procedures trainers as an integral part of the training program.

CAREER OPPORTUNITIES

CAE-trained pilots are highly regarded in the airline industry for their consistently high quality
of knowledge, skill and attitude. As one of the world's leading sources for well-trained pilots,
CAE has already placed more than 2000 pilots with partner airlines worldwide.

In India, CAE has strong relationships with Indian airlines such as Indigo, Spicejet, Indian
Airlines and Air India as well as other large international carriers such as Qatar Airways, KLM,
Ryan air, etc.

CAE Oxford Aviation Academy Gondia / NFTI will help you land your first professional pilot
job and continue to support you as you move up the aviation career ladder. As a graduate of a
CAE Oxford Aviation Academy, you will be eligible for the CAE Pilot Provisioning program,
which provides direct exposure to airline hiring.

The aviation industry is growing and there is an increasing demand for qualified pilots
worldwide. The overall worldwide fleet of aircraft will almost double; airline traffic almost triple
by 2028. Industry experts predict the overall global pilot demand for the next 20 years is about
20,000 pilots per year.

22
 .

REASERCH METHODOLOGY

23
 .

RESEARCH METHODOLOGY
Title of the study
To study the impact of wages and salary administration on the performance of
Labour.

Methods of research
This methods provides for the participation of Labour in the committees
established to facility ,the Labour involved directly in the activities of the
committees functioning normally at the shop floor levels of the organization
participation can be ensured through autonomous work group satisfaction or
opinion surveys. This methods is usually adopted when the decision are related to
the work to be performed by the Labour

Needs &Importantsof Study

Thewages and salary administration results from practices which increase the
scope for Labour of influence in decision making at different tiers of the
organization which concomitant assumption of responsibility

the participation has to be different levels participation (1) at the shop level (2) at
the department level (3) at the top level the board goal of participation is to change
basically the organization aspect of production and transfer the management
function entirely to the worker so that management becomes “auto management”

Research Design:
To design means to plan i.e. the process of decisions before the situation arises in
which the decision to be carried out it is thus a process of deliberate anticipation
directed towards bringing an expected situation under.

For any research, the design is very important. Research design is a parameter or
boundary, which allows researcher to work on it.

24
 .

For this study the researcher has used ‘descriptive and evaluative research design’
because in the research design the researcher has been allowed to go into deep of
the study.

Methods of data collection

Primary data –

The questionnaire is for collecting the basic data

Secondary data –

Rest of the study is done through my conceptual abilities and the book by surfing
on net and with the help of guide

SAMPLE SIZE:

Sampling may be defined as the selection of some part of an aggregate on the basis
of which a judgment or inference about the aggregate is made. For making this
project we used 60 sample sizes.

25
 .

DATA ANALYSIS &

INTERPRETATION

26
 .

DATA ANYLASIS & INTERPRETATION

Factors that influence Labour motivation.

120

100

80

60 Series1
Series2

40

20

0
good pay promotion less supervision good working toatal

Interpretation: -
Maximum number of employee are gives priorities to pay so it clear by shows that
the Birsi Airport NFTI Gondia mployees are highly motivated by 1000 pay for do
their work.

27
 .

Table showing Labour to have good salary at Birsi Airport NFTI Gondia.

120

100

80

60 Series1
Series2

40

20

0
yes no no comments total

Concept - An attempt is made to know their satisfaction towards salary

altering.
Analysis
From the above, it is clear Labour are satisfied with the salary
allowances and other provided by the organization with maximum of 85%
saving yes 75% each with no satisfaction and comments response.
Interpretation
Maximum number of employee are gives priorities to pay so it clear by
shows that the Birsi Airport NFTI GondiaLabour are highly motivated by 1000 pay
for
do their work.

28
 .

Table showing other source of income of Labour.

120

100

80

60 Series1
Series2
40

20

0
yes no no comments total

Concept
At attempt is made to know employee other source income.
Analysis
From the above table, it is clear that 15% of Labour are having other source of
income rest 85% are dependent on Birsi Airport NFTI Gondias iron & steel
company ltd income.

29
 .

Table showing the way Labour come to the present position.

120

100

80

60 Series1
Series2
40

20

0
promotion direct appointment transfer total

Concept
An attempt is made to know Labour come to the present position.
Analysis
Form the above table, it is clear that Labour were placed in the company through
that 45% of the Labour through promotion, 52.5% of the Labour through direct
appointment. And 2.5% of the Labour through transfer.
Interpretation
Maximum number of employee were placed through direct appointment. So this
source that maximum number of Labour of Birsi Airport NFTI Gondiaare got in to
present position direct appointment.

30
 .

Table showing Labour satisfaction towards employment condition good in

organization.

120

100

80

60 Series1
Series2
40

20

0
yes no no comment total

Concept
An attempt is made to know the level of employment condition prevailing
in the organization.

Analysis
From the above table, it is clear employment condition prevailing in thecompany
from the response that 95% of the response are highly satisfiedwith employments
condition, 5% of respondents are unsatisfied.

Interpretation :-
Maximum number of respondents are satisfied with their employmentcondition.
This suggests muthootfinancehas good infrastructure and this motivateLabour to
work better.

31
 .

Table of Labour response to organizational promotion & transfer policies.

120

100

80

60 Series1
Series2
40

20

0
yes no no comment total

Concept
An attempt is made to study the promotion and transfer policies prevailing
in the organization.
Analysis
From the above table, it is clear that promotion and transfer policiesprevailing in
the company from the respondents that 92.5% of therespondents highly satisfied,
75% of respondents are unsatisfied
Interrelation
Maximum number of respondents are satisfied with transfer andpromotional
policies .so it show that maximum number of Birsi Airport NFTI Gondia Labour
are satisfied with their transfer and promotional policies.

32
 .

Table showing Labour response towards good physical working condition.

120

100

80

60 Series1
Series2
40

20

0
yes no no comment total
Concept
An attempt is made to study response towards good physical workingcondition.
Analysis
From the above table, it is clear that response towards good physicalworking
condition prevailing in the company from the response that 97.5%are highly
satisfied, 2.5% are unsatisfied.
Interpretation
Maximum number of respondents are satisfied with good physical working
condition this suggest that maximum number of Labour in theorganization are
comfortable with their physical working condition.

33
 .

Finding

34
 .

Finding

 Maximum number of employee are gives priorities to pay so it clear by

shows that the Birsi Airport NFTI Gondia mployees are highly motivated by
1000 pay for do their work
 Maximum number of employee are gives priorities to pay so it clear by
 shows that the Birsi Airport NFTI GondiaLabour are highly motivated by
1000 pay for
 do their work.
 From the above table, it is clear that 15% of Labour are having other source
of income rest 85% are dependent on Birsi Airport NFTI Gondias iron &
steel company ltd income.
 Maximum number of employee were placed through direct appointment. So
this source that maximum number of Labour of Birsi Airport NFTI
Gondiaare got in to present position direct appointment.
 Maximum number of respondents are satisfied with their employment
condition. This suggests muthootfinancehas good infrastructure and this
motivate Labour to work better.
 Maximum number of respondents are satisfied with transfer and
promotional policies .so it show that maximum number of Birsi Airport
NFTI GondiaLabour are satisfied with their transfer and promotional
policies.
 Maximum number of respondents are satisfied with good physical working
 condition this suggest that maximum number of Labour in the organization
are comfortable with their physical working condition

35
 .

CONCLUSION

36
 .

CONCLUSION

From above detailed study it can be conclude that Labour inBirsi Airport
NFTI Gondia satisfied with their working condition and welfare facilities. But
most of the time during a survey in company, I was saw that some Labour are
frosted With their salary, welfare facility and quality managements in the
company.

37
 .

SUGGESTION

38
 .

SUGGESTION

1. Birsi Airport NFTI Gondia need to maintain rules andregulation which they
made in the company.
2. There should be have the proper time table of lunch.
3. They should be provide overtime payment to their worker who doing that
overtime work in the company.
4. Birsi Airport NFTI Gondia should be provide the " Employee Provident
Fund Scheme" to their employee.
5. Company should support the employee for new training
programmed.
6. Company should include salary increment decision by seeing Labour work
performance.

39
 .

LIMITATION

40
 .

LIMITATION

 Balanced score and can add a new tyne of reporting without necessarily
imnroving of vality or financial numbers. So it seems to be an. Added
reoirtubgirwrose a distraction from achieving actual goals.
 The roling scale may be quite vague and Undear.
 The roting form may ignore important aspect of employee welfare.
 The rating form may contain additional irrelevant performance dimension
 The form may be too long and complex.
 It BSC foalsing on rcorebords can leads to lock of focesan theunderging.
Acton thatmodues a good score.

41
 .

BIBILOGRAPHY

42
 .

BIBLOGRAPHY

Name of Books
1. Rao S.. P, Human Resource Management", Himalaya publishing house, 1 st
edition 1996.
2. Mishra. S. N," labour and Industrial''. Central Law Publication, 19 thedition
2002.
3. Pillai. K. Madhawan , "Labor &Industrial Laws", Allahabad law Agency"
"seventh edition"* 1998.
Name of websites
 www.scribd.com
 www.neclife.com/emplovee welfare.php
Newspaper

1. The Hitwada
2. The Times of India

43