CHAPTER - 1

INTRODUCTION
 Employee welfare

INTRODUCTION
PERSONNEL MANAGEMENT

Personnel management can be defined as obtaining, using and

maintaining a satisfied workforce. It is a significant part of management
concerned with employees at work and with their relationship within the
organization. The function of management is co-ordinate various factors like
men, material, machine and money. So as to attain to broad objectives of the
enterprise. In the past, entrepreneurs paid greater attention only to the
procurement and utilization of physical resources. The cared little about the
little human factor. Manpower was regarded just as a commodity which can be
bought at competitive rates. But the modern management thinkers and
enterprising entrepreneurs began to realize the important of human factor.
According to them, Management does not mean optimum utilization of
physical resources alone, but which is still more importance is the people who
are working on these physical factors. Materials can be purchased
economically, machines may be operated at their maximum speed, and money
can be raised form the best source available output can be maximized only
when the workers put their efforts willingly. If the people at work are carefully
and skillfully handled, they will put their sweet and blood to the organization
of which they are apart.

A manager can buy his workers home, he can buy his physical presence
at a given place, he can measure number of skilled muscular motion per hours
or day. But he cannot buy workers enthusiasm, he cannot buy his loyalty, he
cannot buy his devotion.

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Thus the attitude towards labor has now totally changed. This universal
recognition of the importance of human factor contributed to the development
of personnel management.

MEANING

Personnel management is a specialized branch of management that deals

with people at work and their inter personnel relation. It is concerned with
tactual handling of people, accessing human requirements of an organization
and running the enterprise its optimal level. It actually prompts and stimulates
every employee to put on his best efforts.

DEFINITION

“The personnel function is concerned with the procurement,

development, compensation, integration and maintenance of the personnel of
an organization for the purpose of contributing towards the accomplishment of
that organization’s major goals or objectives. Therefore, personnel
management is the planning, organizing, directing and controlling of the
performance of those operative functions”.

According to Flippo, “Personnel management is the planning,

organizing, compensation, integration and maintenance of people for the
purpose of contributing to organizational, individual and societal goals.”

According to Brech, “Personnel Management is that part which is

primarily concerned with human resource of organization.”

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TITLE OF THE STUDY

The study is to know the employee welfare measures provided by the

FOREST INDUSTRIES (TRAVANCORE) LTD. and to know the current
satisfaction level. The report is also trying to find out the standing performance
level and to ascertain the needs and expectation on the employees towards the
various schemes. It is also going to help the organizations to retain its business
and for further growth.

Human Resource Management is a process of bringing the people an

organization together so that goals of each are met. It is concerned with the
most effective use of people to achieve organizational and individual goals. It
is a way of managing people at work so that they give their best to organization.

Human Resource Management helps the people to develop their

potentials fully. The Human Resource function over the year has enriched itself
by including within its “Development” dimension and those has moved, itself
from ‘Relative’ and maintenances oriented function, today, personnel people
talk of linkages with corporate planning, industrial relations, budgets, appraisal
involved is planning and implementing, downsizing restructurings and other
cost reducing activities. They enable the organization to be more responsive to
product innovations and technological changes.

Human Resource Management focuses on matching the needs of the

business with the needs and development of employees. Tarmac depends on its
people because their skills contribute to achieving its business objectives.

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About Topic

WELFARE AND WORKING CONDITIONS

The encyclopedia of social science (vol.xv.1935) defines labor welfare

as the “voluntary efforts of the employer to establish with in the industrial
system, working and sometimes, living and cultural conditions of the factories
act and employees state insurance act.
An attempt will be made to briefly describe them and they comment on
them.

WELFARE AS A CONCEPT

Indian national congress in its Karachi resolution stated that shall self-
guard the interest of the industrials workers and shall secure then by suitable
legislation, the living wage. Healthy working condition and limited hour of
work, suitable machinery for settlement of disputes between employees and
workmen and project against old age sickness and unemployment.

Anything done for intellectual, physical, moral and economic of the

workers, whether by employers, by the government or by the other agencies
over and above what is laid down by the laws of the land is labor welfare.

International organization report refers with regard to labor welfare as

“such service facilities and amenities which may be established in or in the
vicinity of undertaking to enable the persons employed in perform their
working healthy, congenial surroundings and provided with amenities
conductive to good health and high morale.”

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REVIEW OF LITERATURE
EMPLOYEE WELFARE

Employee welfare defines as “efforts to make life worth living for

workmen”. Employee welfare is a comprehensive term including various
services, benefits and facilities offered to employees and by the employers.
Through such generous fringe benefits the employer makes life worth living
for employees. Employee welfare work aims at providing such service facilities
and amenities to the workers employed in factories and industries healthy,
congenial surrounding conductive to good healthy and high moral. The aim or
objectives of welfare activities is partly humanistic to enable the workers to
enjoy a fuller and richer life. The relevant and necessity of welfare work in
India, can be easily realized if one observe pitiable working condition of
workers in the country. Stable and effective labor force cannot be build up with
an improvement in the condition of life and work in the industrial Centre. The
development of community and depends on the development of employee. The
importance of employee welfare is beyond the stage is debate and is recognized
on as integrate part of industrial tradition in all industrially advances countries.

Employee is the vital part of organization and management, and now a

day attach more importance to human angel. It increases the productivity, as
well as productive of the workers and induce in them new spirit self-realization.
The importance of welfare measures was accept was early as 1931,when the
labor commission on labor that, the benefits which go under thus nomenclature
of great importance workers of which he is unable to secure by himself.

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Employee welfare is one of the major determinants of industrial relation.

Encyclopedia of social sciences defines welfare workers as “voluntary efforts
of the employer to establish within the existing industrial system, working and
sometime living and cultural condition of the employers beyond what is
required by law. The welfare of laboring classes must be one of the first carriers
of every employee. The betterment of the work space provide with reasonable
amenities for his essential needs. Employee welfare entails all those activities
of employer which are directed towards providing the employees with certain
facilities and services in addition to wages or salaries.
The concept of welfare and dynamic in nature and vary from country
depending up on is value system, social institution, degree of industrialization
and general level of social and economic development. Welfare activities partly
humanitarian partly economic and partly civil. It is humanitarian as its aim is
providing certain facilities and amenities of life to the workers which they
themselves cannot provide; it is promotes a sense of responsibility and dignity
among workers and to make them better citizen.
According to Frederic angler, “labor is the source of all wealth; it is next
to nature, which supplies its material that convert in to wealth. But it is even
definitely more than this”.

WELFARE

The rational system model merger welfare with earning, where

emphasize is made on the initiative and the efforts of the individual. Welfare is
viewed more in economic terms. If he produces more, he got more. The only
thing the organization provided is facultative environment, in terms of water
sanitation, adequate light and ventilation. Hence welfare is concerned with
working conditions and in this respect the working environment.

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The social system model promoter a system of welfare where emphasize

is an organizational initiatives. Since a worker is striving to satisfy needs other
than economic, is the working environment. Personnel enough or people
oriented enough to provide opportunities for satisfying them.
Organization make efforts towards workers participations, job
enrichment and rotation to provide meaning variety and interest in their jobs,
and hence the place of work. This attempt is concerned with the actual ‘nuts
and bolts’ of the job is related to its content.

WHY WELFARE

Welfare can take a variety of forms, such as monetary payments,

subsidies and vouchers, or housing assistance. Welfare systems differ from
country to country, but welfare is commonly provided to individuals who are
unemployed, those with illness or disability, the elderly, those with dependent
children, and veterans. A person's eligibility for welfare may also be
constrained by means testing or other conditions.

In India, welfare is of the statutory and non- statutory kinds. Though

statutory welfare a bare maximum of facilities and reasonably good working
conditions. Employer is free to provide non statutory measures in varying
degrees.
From the view point of workers, welfare measures must eliminate risk
and insecurity. This is to ensure their personal safety and provide them with the
equipment and atmosphere needed to draw affaire days wage without any
feeling of guilt. Given the workers constraints, probably due to large families,
organizations should provide facilities such as, transport, medical aid, crèches,
and subsidized food required by the workers.

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OBJECTIVES OF EMPLOYEE WELFARE

 To provide better life and health to the workers
 To make the workers happy and satisfied
 To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.

FEATURES OF EMPLOYEE WELFARE

 Employee welfare includes various facilities, services and amenities
provided to workers for improving their health, efficiency, economic
betterment and social status.
 Welfare measures are in addition to regular wages and other economic
benefits available to workers due to legal provisions and collective
bargaining.
 Employee welfare schemes are flexible and ever-changing. New welfare
measures are added to the existing ones from time to time.
 Welfare measures may be introduced by the employers, government,
employees or by any social or charitable agency.
 The purpose of labor welfare is to bring about the development of the
whole personality of the workers to make a better workforce.

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BENEFITS OF WELFARE MEASURES

 They provide better physical and mental health to workers and thus
promote a healthy work environment.
 Facilities like housing schemes, medical benefits, and education and
recreation facilities for workers’ families help in raising their standards
of living. This makes workers to pay more attention towards work and
thus increases their productivity.
 Employers get stable labor force by providing welfare facilities.
Workers take active interest in their jobs and work with a feeling of
involvement and participation.
 Employee welfare measures increase the productivity of organization
and promote healthy industrial relations thereby maintaining industrial
peace.
 The social evils prevalent among the labors such as substance abuse,
etc. are reduced to a greater extent by the welfare policies.

The concept of employee welfare is flexible and elastic and differs

widely with times, regions, industry, country, social values and customs, degree
of industrialization, the general socio-economic development of the people and
the political ideologies prevailing at particular moments. It is also according to
the age group, socio-cultural background, marital status, economic status and
educational level of the workers in various industries

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PRINCIPLES OF EMPLOYEE WELFARE

 Employee welfare is not a substitute for low wages and other allowances
nor can it be used as an argument against the earnings of workers. A
failure to understand this basic principle will only make labor welfare
measures unpopular.
 The service should satisfy real needs of the workers. This means that the
manager must first determine what the employee’s real needs are with
the active participation of workers.
 The cardinal principle of labor welfare program is to ensure that it serves
the real needs of workers concerned. Special classes of workers require
special types of welfare services, proper assessment of needs of the
workers and determination of priorities thereof must be done.
 Workers should be asked to participate in the formulation and
administration of welfare programs this is necessary because the
programs are meant for them and their participation ensures that the
welfare measures correspond to their needs. It also removes the
suspicious of workers and the stigma of paternalism.
 Worker should be free to use or not to use the facilities and amenities
provided. Any compulsion or pressure is encroachment up on workers
right to leave please and they will resent it.
 There should be periodical assessment or evaluation of the service and
necessary timely on the basis of feedback.

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OBJECTIVES OF THE STUDY

The primary objective of the study is employee welfare measures in
Forest Industries (Travancore) Ltd.

SECONDARY OBJECTIVES

1. To study the welfare of employees at Forest Industries (Travancore) Ltd.

2. To study various facilities that is provided by the organization in respect
of health, safety and welfare of employees.
3. To find out various factors contributing to welfare of employees in the
organization.
4. To evaluate the satisfaction level of employees towards the welfare
conditions provided by the organization.
5. To make suggestion in increasing the existing welfare programmes.

SCOPE OF THE STUDY

 The scope of the study is conformed to Forest Industries (Travancore)

Ltd. with respect to staff.
 This project throws lights on the welfare measures provided in Forest
Industries (Travancore) Ltd.
 It also reveals the awareness and satisfaction of employees with welfare
schemes.
 The study can be used to bring out the solution for the problem faced by
the employees availing the welfare measures.
 To find out the practical difficulties involved in welfare measures that
can be evaluated through this study.

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LIMITATION OF THE STUDY

 Only 20 respondents were selected for the study due to time constraints.
 The duration of the time for the study was limited and hence elaborate
and imprehensive project survey was not undertaken.
 The findings were drawn based on the feedback received through the
questionnaires.
 Interaction with the company professionals was limited, due to their
busy schedule. Information obtained is depended on satisfaction level
of respondents
 The reliability of the result of the study depends on the reliability of the
answers of the respondents. Some respondents were reluctant to give
information.

EMPLOYEE WELFARE BENEFITS SCHEMES

Organizations provide welfare facilities to their employees to keep their
motivation levels high. All the benefits which are monetary or non-monetary
but not the part of direct salary are called as employee benefits. The employee
welfare schemes can be classified into two categories viz. statutory and non-
statutory welfare schemes. The statutory schemes are those schemes that are
compulsory to provide by an organization as compliance to the laws governing
employee health and safety. These include provisions provided in industrial
acts like Factories Act 1948, Dock Workers Act (safety, health and welfare)
1986, Mines Act 1962. The non-statutory schemes differ from organization to
organization and from industry to industry.

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Some of employee welfare Laws in India

 Factories Act, 1948

 Maternity Benefit Act,1961 (with latest amendments)
 Employee State Insurance Act, [ESI] 1948
 Employees' Provident Fund Scheme, 1952.
 Payment of Bonus Act, 1965

STATUTARY WELFARE BENEFITS

The statutory welfare benefits schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water
should be provided.
2. Facilities for sitting: In every organization, especially factories, suitable
seating arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should
be readily assessable so that in case of any minor accident initial
medication can be provided to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to
be provided in the office and factory premises and are also to be
maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the
employer so as to provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the
dock area and office premises spittoons are to be provided in convenient
places and some are to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so
that they can work safely during the night shifts.

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8. Washing places: Adequate washing places such as bathrooms, wash

basins with tap and tap on the stand pipe are provided in the port area in
the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for
workers to change their cloth in the factory area and office premises.
Adequate lockers are also provided to the workers to keep their clothes
and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers
with provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY BENEFITS

Many non-statutory welfare benefits may include the following schemes:

1. Personal Health Care (Regular medical check-ups):

Some of the companies provide the facility for expensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide

opportunity to employees to work with flexible working schedules.
Flexible work schedules are initiated by employees and approved by
management to meet business commitments while supporting employee
personal life needs.

3. Employee Assistance Programs: Various assistant programs are

arranged like external counseling service so that employees or members
of their immediate family can get counseling on various matters.

4. Employee Referral Scheme: In several companies employee referral

scheme is implemented to encourage employees to refer friends and
relatives for employment in the organization.

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5. Maternity & Adoption Leave: Employees can avail maternity or

adoption leaves. Paternity leave policies have also been introduced by
various companies.

6. Media-claim Insurance Scheme: This insurance scheme provides

adequate insurance coverage of employees for expenses related to
hospitalization due to illness, disease or injury or pregnancy.

7. Sexual Harassment Policy: To protect an employee from harassments of

any kind, guidelines are provided for proper action and also for protecting
the aggrieved employee. For more information go through - Sexual
Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act, 2013

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PROFILE OF THE ORGANISATION

INDUSTRY PROFILE

GLOBAL SCENARIO
The global furniture market can be broadly categorized into four
categories - domestic furniture, office/corporate furniture, hotel furniture and
furniture parts. Globally, domestic furniture accounts for 65% of the production
value, while corporate/office furniture represents 15%, hotel furniture 15% and
furniture parts 5% according to the World Bank study. The organized furniture
industry is expected to grow by 20% every year. A large part of this growth is
expected to come from rapidly growing consumer markets of Asia, implying
significant potential for growth in the Indian Furniture sector.

The worldwide furniture industry promises significant growth

opportunity in near future as the global economy and worldwide real estate
industry is booming at the present moment. The growing disposable income is
also driving the growth of the worldwide furniture industry. The furniture
industry includes manufacturing of a wide range of home furnishing products
and designed interiors related to offices, households and institutions.

The furniture market in developed countries like the US and Europe was
heavily affected by the economic turmoil in 2009, but the market registered
growth in 2010. The furniture market in the emerging countries like China and
India has a significant growth opportunity in near future. The market in the
emerging countries is expected to drive the growth of worldwide furniture
market in the future.
The growth in the world economy, real estate industry and the
urbanization is driving the growth of the worldwide furniture industry. Low

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cost furniture producers like China, Vietnam are playing a significant role in
the competitive landscape of furniture industry. The furniture producers are
focusing more on retailing their products to attract new customers. However,
scarcity of skilled labor, transportation and cost optimization to be significant
challenges to the furniture industry.

The report analyses the global furniture market with focus on UK, US,
France, India and China. The drivers, trends and challenges for the industry
have been analyzed. The report also profiles the major companies with a
discussion of their key business strategies.

By combining SPSS Inc.’s data integration and analysis capabilities with

our relevant findings, we have predicted the future growth of the global
furniture market. We employed various significant variables that have an
impact on this industry and created regression models with SPSS Base to
determine the future directions of the industry. Before deploying the regression
model, the relationship between several independent or predictor variables and
the dependent variable was analyzed using standard SPSS output, including
charts, tables and tests.

Furniture business is a big business. Between 1995 and 2000 trade in

furniture worldwide grew by 36 %, faster than world merchandise trade as a
whole (26.5%), apparel (32%) and footwear (1%). By 2000 it was the largest
low-tech sector, with total global trade worth US$ 57.4 billion, exceeding
apparel (US$ 51 billion) and footwear (US$ 36.5 billion). In the European
Union (EU), extra-intra furniture imports grew by 20% from 1995 to 2000
compared with 17% for total extra-intra EU imports.
Furniture has traditionally been a resource and labor-intensive industry
that includes both local craft-based firms and large volume producers. Mass-

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producing furniture became a viable manufacturing strategy with the advent of

flat-pack or ready-to-assemble designed furniture. This product innovation
paved the way for the firms to design, manufacture and ship products in large
quantities. Firms that mass-produce flat-pack furniture tend to supply products
for the low to medium-price markets. Solid wood furniture manufacturers have
retained important niche market segments primarily for high-end, expensive
and design-led products. These specialized products tend to be purchased
locally while mass-produced, large-volume products are sold locally and for
export.

As can be seen from Table 1, out of the 15 major exporters, 6 are

developing countries (viz. Brazil, China, Indonesia, Malaysia, Mexico and
Thailand) and 4 transition economies (viz. Czech Republic, Poland, Romania
and Slovenia). These 10 countries tend to be large-volume exporters and low-
volume importers of furniture (thereby being large net exporters).
Industrialized countries on the whole export and import large volume of
furniture with Italy by far the largest net exporter, with Canada, Denmark,
Spain and Sweden in third, seventh, tenth, and fourteenth places respectively.

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Global furniture trade – top 15 net exporting countries (US$ million)

Net exports
Gross exports Net exports Net exports
Country % change
2000 1995 2000
1995-2000
Italy 8359 7595 7395 -3
China 4582 4412 4412 164
Canada 5179 685 2044 198
Poland 2191 1180 1815 54
Indonesia 1518 819 1498 83
Malaysia 1596 826 1491 80
Denmark 1900 1687 1209 -28
Mexico 3315 468 1173 151
Thailand 949 712 909 28
Spain 1453 523 531 2
Slovenia 586 409 461 13
Czech Rep. 780 148 445 201
Romania 445 472 377 -20
Sweden 1296 510 338 -34
Brazil 496 212 333 57
Total of rest 22742
Total 57388

Source: ITC (www.intracen.org).

Notes: “ Standard International Trade Classification SITC821, Furniture and stuffed
furnishings and includes wood, metal and plastic items

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The value chain in the wood furniture industry

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NATIONAL SCENARIO

As of 2006, the Indian furniture market is estimated to be worth US$

7922 million. Of this, wooden furniture accounts for US$ 1358 million. About
11% (US$ 152 million) of this (wooden furniture) is imported and imports are
growing at 50 to 60 per cent every year. India was the largest furniture importer
in the world in 2004-05, with a 17% share in the furniture imports worldwide.
A total of 10, 476 importers shipped furniture to India during this period,
mainly from Italy, Germany, Spain, China, Korea, Malaysia, Indonesia,
Philippines and Japan.

The furniture sector in India makes a marginal contribution to the Gross

Domestic Product (GDP), representing about 0.5% of the total GDP. The major
part of this industry, approximately 85% is in the unorganized sector. The
remaining 15% comprises of large manufacturers, such as, Godrej & Boyce
Manufacturing Co. Ltd., BP Ergo, Featherlite, Haworth, Style Spa, Yantra,
Renaissance, Millennium Lifestyles, Durian, Kian, Tangent, Furniture
Concepts, Furniturewala, Zuari, Truzo, N R Jasani& Company, V3 Engineers,
PSL Modular Furniture, etc.

The range of indigenous furniture available in India includes both

residential and contract system furniture. Manufacturers in India usually use a
three-tier selling and distribution structure, comprising of the distributor,
wholesaler and retailer. The market is mainly concentrated in A, B and C
category cities (the top 589 cities). A and B types cities together constitutes
33% of the total market. With a healthy economy and increased household and
institutional spending, the market is growing steadily. As with the global

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market, home furniture is the largest segment in the Indian furniture market,
accounting for about 65% of furniture sales. This is followed by, the office
furniture segment with a 20% share and the contract segment, accounting for
the remaining 15%.

Latest Development
 Indian share of the wooden furniture market is around Rs 60 crore (Rs
600 million).
 The world home furniture market is worth Rs 20,000 crore (Rs 200
billion). During the past three years, it grew by 20 % a year. According
to a World Bank study, the organized furniture industry is expected to
grow by 20 % a year and India, Russia and Brazil will witness a boom.
 Indian range of indigenous furniture includes both residential and
contract system furniture, with an increased concentration in office and
kitchen furniture.
 Indian manufacturers generally use a three-tier selling and distribution
structure, comprising the distributor, wholesaler and retailer.
 India was the biggest furniture importer in 2004-05, with a 17 % share
in furniture imports worldwide. A total of 10,476 importers shipped
furniture to India during this period.
 The current imports are mainly from Italy, Germany, Spain, China,
Korea, Malaysia, Indonesia, the Philippines and Japan.
 The furniture market in India is mainly concentrated in A, B and C cities.
 It has been estimated that the top 784 urban centres contribute 41% to
the total consumer furniture market. A and B type cities together
contribute 33% of the total market.

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STATE SCENARIO

In Kerala firms that mass-produce flat-pack furniture tend to supply

products for the low-to-medium price market. Solid wood furniture
manufacturers have retained important niche market segment primarily for
high-end, expensive and design-led product. These specialized products tend to
be purchased locally while mass-produced, large-volume products are sold
locally and for export.

Kerala is one of the larger furniture manufacturing states in the country.

The state has raw materials and human labour needed for the success of the
industry. The state government adopted cluster development as a part of its
industrial policy and has since approved 5 furniture clusters. This cluster
development strategy aims to collect together small and micro enterprises of
the industry in the area. It also seeks to identify the challenges, plan appropriate
interventions, study the impact and plan the way forward. There is a huge
demand for wood & furniture products in the country. The demand is met
poorly by the domestic production and hence we import a huge share of the
demand. Rapid urbanization and changes in lifestyle has led to a growing
demand in engineered wood panels products and industry sources expect
positive growth for wood products in the future.

Kerala is witnessing an unprecedented and sustained growth in the

construction sector. The need for wood and wood based products for our day
to day needs are therefore on the rise and this has made Kerala into one of the
larger furniture manufacturing states in the country. FIT is a Kerala
Government Undertaking under Department of Industries. It is registered under
Registrar of companies and registered as SSI Unit. The Unit became a Kerala

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Government company in the year 1960. The Unit was originally the agency for
FACT for producing wood from Kerala Forest Department. Since 1962, FACT
changed their process and therefore the FACT related operations discontinued
from 1963.

From then onwards FIT’s main activity is wooden furniture

manufacturing to meet needs of Government of Kerala and Commercial
sectors. FIT is the only Government owned company in Kerala solely engaged
in manufacture of wooden furniture and joineries. Its main strength is half a
century’s reputation of maintaining consistently superior quality products both
durability and finish. Government institutions and organizations can purchase
furniture directly from FIT without using tenders, thus saving appreciable
amount of time and effort. A government order in this regards is already in
existence.

Major wood based industries are:

 Hindustan Newsprint LTD
 Grasim Industries, Mulavoor
 Kerala State Bamboo Corporation
 Travancore Plywood Industries
 Kerala State Wood Industries LTD., Nilambur
 Forest Industries (Travancore) LTD., Aluva
 Western Indian Plywood
 Punaloor Paper Mills

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COMPANY PROFILE

FOREST INDUSTRIES (TRAVANCORE) LIMITED, ALUVA.

History of the organization

FOREST INDUSTRIES (TRAVANCORE) LIMITED is a Kerala

Government Company established in the year 1946 is engaged in manufacture
of wooden furniture and joineries (Windows, Doors and Ventilators etc.). It
was incorporated on 10th August 1946, under the Travancore Company’s act of
ME 1114 with the object of exploiting and selling timber and other forest
product from the Malayattoor division and elsewhere in the State of
Travancore.

FIT is a Kerala government undertaking under department of industries.

It is registered under register of companies and registered as SSI unit. The unit
becomes a Kerala Government company in the year 1960. The unit was
originally the agency of FACT for producing wood from Kerala Forest
department since 1962, FACT changes their process and therefore the FACT
related operations are discontinued from 1963.

From then onwards FIT’s main activity is wooden furniture

manufacturing to meet the needs of government of Kerala and commercial
sectors. FIT is the only government owned company in Kerala solely engaged
in manufacture of wooden furniture and joineries. Its main strength is half a
centuries reputation of maintaining consistently superior quality products both
in durability and finish.
Government institutions and organizations can purchase furniture
directly from FIT without using tenders, thus saving appreciable amount of
time and effort. A government order in this regards is already in existence.

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FIT is expanding its area of work by diversification. The construction

division of FIT is one of the major divisions of FIT, which is having a panel of
expert engineers. The division has completed various projects in the
construction field during the past fifteen years, under the leadership of dynamic,
energetic and experience. The construction division has been undertaking civil,
mechanical/electrical works of various departments/PSU's in percentage basis.
FIT is strictly following PWD norms in taking and awarding works. Their
major clients are Department of SC/ST, Department of Tourism, Kerala
University of Health and Science engineers.

The initials authorized capital was Rs.1 crore share of Rs.10 each. But
the authorized capital was revised to 50 lakhs by a special resolution passed
on 31st Dec. 1957. Companies Act 1956 was made applicable to the company
by special resolution passed at the annual general meeting held on 27 th June
1960.

Location of FIT
FIT is location at Thaikkattukara near Aluva. This is 15km north of
Cochin and 2km south of Aluva by the side of National Highway 47.

Mission of the Company

To manufacture wooden furniture to meet the needs of organizations
under the Government of Kerala and Commercial sectors and to supply
qualified furniture and joineries at competitive price to customers by customer
satisfaction. It concerned for environment and safety of the company.

26
 Employee welfare

Vision of the Company

To bring out trending designs and models to our furniture that increases
comfort & suits the requirement of our clients. Improving and sustaining
healthy living conditions through conservation of biodiversity, protection of
environment, soil, water etc. and empowering forest tribes, woman and other
weaker section of the society through scientific, transparent and responsible
methods.

Goal of the company

Consistently maintaining more than half a century's reputation of superior
quality products both in durability and finish.

Division of FIT
1. Wooden products
2. Modular workstations
3. Interior decorations
4. Aluminium partitions
5. Civil contracts
6. Electrical contracts

Competitors
The main competitors of FIT are CADCO and SIDCO etc. Mainly
FIT has two types of customers, the State Government and private members.

FIT’s Share at Present

Government of Kerala – 77.41%
Financial Institutions -1.14%
Public – 21.45%

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 Employee welfare

FIT is situated at Thaikkattukara near Aluva. This is 15km north of

Kochi and 2km south of Aluva by the side of National Highway 47. The
company possesses 9.095 acres of land of which 1.475 acres is freehold land
and 7.62 acres of land is leasehold land. The administrative and factory
buildings are situated in the leasehold land.
Highlights
The company always has an attention to adopt and accept modern
technologies in its plants. They introduce several innovations and
modernizations schemes to achieve higher productivity and energy
conservation, environmental control and economy inputs. The company
markets their products with a view to profitability.

FIT has no subsidiaries, branches etc. They have only one office at
Thaikkattukara, Aluva. They are the only monopoly in this field.

Product Profile

The Forest Industries (Travancore) Limited was established in 1946, is

only government owned company in Kerala exclusively engaged in the
manufacture of wooden furniture and joineries.

Over the last six decades FIT has served its past quite efficiently to
provide high quality furniture at reasonable rate. State of the art, high precision
machinery and a highly skilled work force ensure that their product attain the
best possible quality. Apart from wooden furniture, FIT also manufacture steel
furniture, does custom interiors, aluminium/steel fabrication, modular work
stations for corporate civil/electrical works etc.

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 Employee welfare

FIT has a wide range of home furniture and décor solutions to provide
the warmth and comfort of a relaxed family life. The range includes: Sofas,
Cabins, Telephone stands, Centre table, Corner stand, Conference tables, Study
tables, Teapoy, Cupboard etc.

Product Line
Wood is a costly material and only those who keep good business ethics
can provide wooden items manufactured entirely out of high quality timber. In
this regard the reputation of FIT is undisputable and beyond doubt.
Sophisticated high precision imported wood working machineries and highly
skilled work force ensure finish and appearance.

FIT’s commitment towards quality, delivery schedules and after sales

services has earned the confidence of the customers over the years.

We have introduced special brands in product line. All furniture is

aesthetically and ergonomically designed to meet the health requirements of
the customers.

Product line of FIT are follows:

 Kuleena
 Kanchana
 Ultra
 Palazhi
 Vyshali

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 Employee welfare

Corporative Objective of FIT

FIT is based on wooden things and now the industrial scenario of the
company is continued to be under depressed condition. Hence a part from
manufacturing of furniture and joineries, company as a part of diversification
program has already entered into interior decoration; Aluminium steel
subtraction providing facilities for computerization such as marketing of
computer cabins, partition works supply of computer furniture and modular
works and all type of civil works. FIT maintain a good and healthy relationship
with employees and their trade unions. There is no industrial dispute in the past
few years. The management and the trade union will develop a trustee
relationship.

New Scheme of FIT

FIT has developed a full package of front office for local bodies based on the
parameters specified by KILA.

 Front office table with two drawer unit

 Three flex boards
 Three white boards
 Wooden notice boards
 Three Boxes
 Six visitors chairs
 Three chairs
 Writing desk

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 Employee welfare

Projects Undertaken by FIT

 Modernization work of D.C. Suits under MGP Scheme at Kollam,
Pathanamthitta and Idukki
 Prestigious seating arrangement work of the newly constructed Kerala
Legislature Complex.
 Furnishing of entire court rooms in the new High Court building at
Ernakulam.
 Providing facilities for computerization of Sub Registrar Offices all over
Kerala.

Completed civil constructions of:

 Taluk Hospital Cherthala
 Renovated Kodungalloor cheraman masjid
 Renovated Ramanilayam guest house

Ongoing civil constructions of:

 School of research in Ayurveda for Kerala University Health Science
(KUHS) - Tripunithura...

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 Employee welfare

Business Operation

Business operations, or simply operations, are the repeatable elements

of a business that can be highly optimized through process improvements such
as automation. Secondary processes that aren't revenue critical aren't usually
considered operations. The term operations also has a back-office feel to it.
Customer or market facing activities such as marketing, sales, trading and new
product development aren't typically considered operations. In many cases,
marketing and sales have separate marketing operations and sales operations
teams that perform back-office functions.
FIT is specialized in excellent quality wood products manufactured from
superior quality timber by highly skilled employees. Government have already
issued an order direction the government departments, organization, institution,
local bodies etc. to purchase its requirements of wooden items from FIT without
formalities. The company not engaged in international trade.

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 Employee welfare

Organization Structure

In every business, somebody needs to be in charge, and those leaders

lead others, who might lead other management, who leads other employees and
so on. Who the leaders are and how they manage is, in part, determined by the
structure of the organization. The organization also dictates how information
flows through the organization and how tasks are delegated. A business’
structure is first regulated by law and then further categorized depending on the
functional needs of the company.

An organizational structure is a system that outlines how certain

activities are directed in order to achieve the goals of an organization. These
activities can include rules, roles and responsibilities. The organizational
structure also determines how information flows from level to level within the
company. For example, in a centralized structure, decisions flow from the top
down, while in a decentralized structure, the decisions are made at various
levels.
Organization in business sense means the combine together of men,
materials, machinery, method, money; management etc. organization structure
indicates the classification of a work and people in the organization.

The company has a well-established organization structure. There exists

an effective business management. In FIT organization with narrow span is
adopted. It has some advantage that is, close supervision fast communication
between subordinates and superiors are possible.

FIT follow the line or military organization structure. The company has
a centralized department structure. The span of management I the organization

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 Employee welfare

is narrow has various advantage such as are in forcing authority relationship by

the emphasis of status given, prevention cross communication.

The present organization structure has been effective in conducting the

operation at its optimum level. It has encouraged team work and has helped to
maintain good internal relationship unit of command is maintained throughout
the organization.

Board of directors is at the top most position and managing director next
to them. The various functional manager come under the managing director of
the company take various decision on behalf of the shareholders. The major
share of the company is held by the government. Board of directors includes
that nomination by the government.

They are strategic decision and form various policies with the help of
managing director and other top level executive to overcome the tough
competition.

The managing directors are responsible for smooth and effective

functioning of the organization. They directs the activities of various function
departments to achieve the organizational goal.

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 Employee welfare

Organization chart

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 Employee welfare

BOARD OF DIRECTORS

Shri. T K MOHANAN CHAIRMAN

Shri. HAROLD NICOLSON MANAGING DIRECTOR

Shri. V. RAJAPPAN DIRECTOR

Smt. SHEENA M .S DIRECTOR

Shri. K. N GOPINATH DIRECTOR

Shri. JACOB JOHN DIRECTOR

Shri. A. RANJAN, IFS DIRECTOR

Shri. Dr. E.V ANOOP DIRECTOR

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 Employee welfare

RESEARCH METHODOLOGY

Research methodology is away to systematically solve the research

problem. It may be under stood as a science of studying how research is done
scientifically. In it, the researcher explains the various steps that are generally
adopted in studying his research problem along with the logic behind them.

RESEARCH DESIGN

A research design is the agreements for the conditions and analysis of

data in a manner that aims to combine relevance to the research purpose with
the economy in procedure. It is the conceptual structure within which research
is conducted in constitutes that blue print for the collection, measurement and
analysis data.
The research design here is exploratory research; the focus is on the
discovery of ideas. An exploratory research is not sufficiently knowledgeable.
The objective of exploratory research is to generate new ideas; respondents
should be given sufficient freedom to express themselves.

Types of Research Design

The study is designed descriptive one based on the survey method. Both
primary and secondary data have been used for the study. A survey of literature
was undertaken to familiarize the researcher with the various aspects of the
study, to evolve appropriate methodology and to formulate a conceptual
framework for the study.

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 Employee welfare

Data collected from;

 Primary Data

The primary data is collected from the respondents by questionnaire

method. Questionnaire is a printed list of questions.
 Secondary Data

The secondary data have been obtained from annual reports, and also
other published documents of the company. Besides, information has also
been collected from various books and journals and websites connected with
the subject.

SAMPLING TECHNIQUE

A sampling technique is the name or other identification of the specific

process by which the entities of the sample have been selected. Unless the
research population is very small, we need to study a subset of it, which needs
to be general enough to be applicable to the whole. This is known as a sample.
A sampling distribution is used to describe the distribution of outcomes that
one would observe from replication of a particular sampling plan.
The researcher used simple random sampling. Random sampling from a
firm population refers to the methods of sample collection which gives each
possible sample combinations and equal probability of being picked up each
item in the entire population have an equal chance of being included in the
sample. The researcher is free to use a variety of methods to choose the decided
quantity of numbers from able. Total 20 samples were taken from the workers
and office staffs for conducting the study.

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 Employee welfare

STUDY APPROACH

Research is an organized and systematic way of finding answers to

questions. It should be systematic because there are definite set of procedures
and steps which the researcher has to follow. It is planned procedure. Research
work cannot be spontaneous.
Questionnaire is one form of doing research. It is focused on relevant,
useful and important questions. Finding answer for the questions is the final
stage of every research. Researcher should also think about the methodology of
the study. He should also understand the assumptions underlying various
techniques and they need to decide which technique is to be used to solve the
problem.

Types of Study Approach

a) Exploratory Research – Designed to generate basic knowledge, clarity
relevant issues, uncover variables associated with the problem, and
uncover information needs and to define alternatives for addressing
research objectives. It is very flexible and open ended process.

b) Descriptive Research – It is designed to provide further insight to the

research problem by describing the variables of interest. It can be used
for profiling, defining, segmentation, estimating, predicting and
examining associative relationships.

c) Experimental Research – It is conducted to study the cause and

effective relationship between variables under study. An attempt is made
by the researcher to maintain control and manipulate the variables that
affects the study.

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 Employee welfare

TECHNIQUES OF DATA COLLECTION

 Observation method
 Interview method
 Questionnaire method

Observation Method

Observation, as the name implies, is a way of collecting data through

observing. Observational research is defined as the method of viewing and
recording the actions and behaviors of participants. It is described as being a
systematic observation method, which implies that the observation techniques
are sensible and replicable procedures so that the research could be reproduced.
Observation data collection method is classified as a participatory study,
because the researcher has to immerse herself in the setting where her
respondents are, while taking notes and/or recording.

Interview Method

Interview method is a direct method of collecting data and is the most

important method of collection of data. It is based on interview. It is a verbal
method of securing data in the field of surveys. Through this method we can
know the views and ideas of other persons. It is a method of social interaction.
Here information where obtained by conversing with the respondents.
Interviewers choose from different styles and methods of interviewing.
An interviewer wants to find out as much about a candidate as possible,
including how they might react to different situations. Different styles and
methods of interviewing enable an interviewer to do just that extract from the
candidate important information that could affect the outcome of the interview.

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 Employee welfare

Questionnaire Method

This is an important and very popular method of data collection. This is

adopted by individuals, organizations and government. In this method a
questionnaire is prepared and sent to respondent by post. Questionnaire is a
printed list of questions. When the questionnaire is sent to the respondents, a
request is made that the questions should be answered and returned. The
success of this method largely depends on the proper drafting of questions.
Drafting questionnaire required great deal of skill and experience.

SAMPLING TECHNIQUES
Since the number of employees in Forest Industries (Travancore)Ltd.,
is more than 300, it is difficult to collect information from each and every
person. So in order to make study effectively, a small number of employees
i.e., samples are selected for the study.

UNIVERSE OR POPULATION

Groups of individuals under study are known as universe or

population. Population is the collection of the elements which has some or the
other characteristic in common. Number of elements in the population is the
size of the population. Universe is the aggregate of all the units to be studied in
any field of enquiry. In statistics, population is the aggregate of objects, animate
or inanimate under study in any statistical investigation.
Universe of the study:

The universe of the study was the total employees and workers of the
Forest Industries (Travancore) Ltd.

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 Employee welfare

SAMPLE
A finite subset of a population, selected from it with the objectives of
investigating its properties is called a sample of that population. A sample is a
respective of part of the population.
Sample study:
A sample technique used is convenience sampling. The samples were
selected on the basis of both the investigator.
DATA COLLECTION

Data collected were as follows;

1. Welfare facilities offered to the workers

2. Safety measures in the factory
3. Relationship between workers and management and trade unions.
4. Promotions and transfers.
5. Effectiveness of the activities of the trade unions.
6. Trading and developing needs of the workers.
SOURCES OF DATA

PRIMARY SOURCES

The primary sources of data was collected through questionnaire and

interview schedules. Standardized structured questionnaire were distributed to
the managers and executives and the workers were interviewed using interview
schedules.

SECONDARY SOURCES

A secondary source of date was the published data of the company. Data
were also collected through the internet.

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 Employee welfare

DATA ANALYSIS AND INTERPRETATION

AGE WISE CLASSIFICATION OF THE RESPONDENTS

Table 5.1
Age No. of Respondents Percentage
Below 20 0 0%
20-30 4 20%
31-40 2 10%
41-50 8 40%
Above 50 6 30%
Total 20 100%

Figure 5.1
Age
9
8
7
6
5
4 Age
3
2
1
0
Below 20 years 20-30 years 31-40 years 41-50 years Above 50 years

INTERPRETATION

It is found from the chart 1 and that 4 (20%) of respondents are in the
age group of 20-30 years, 2 (10%) are in the age group of 31-40 years, 8 (40%)
are in the age group 41-50 years, 6 (30%) are in the age group of above 50
years.

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 Employee welfare

EDUCATIONAL QUALIFICATION BASED CLASSIFICATION OF

RESPONDENTS

Table 5.2

Educational No. of Respondents Percentage

Qualification
SSLC 8 40%
Plus 2 3 15%
Graduate 2 10%
Post Graduate 4 20%
Others 3 15%
Total 20 100%

Figure 5.2
Educational Qualification
9
8
7
6
5
4 Response

3
2
1
0
SSLC Plus 2 Graduate Post Graduate Others

INTERPRETATION

It is found from the above data that 40% pass SSLC, 15% pass plus two,
10% pass graduate, 20% pass post graduate, and 15% pass other diplomas.

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 Employee welfare

EXPERIENCE BASED CLASSIFICATION OF RESPONDENTS

Table 5.3

Experience No. of Respondents Percentage

Below 5 years 6 30%
6-10 years 1 5%
11-15 years 2 10%
Above 15 years 11 55%
Total 20 100%

Figure 5.3

Experience of Respodents

12

10

0
Below 5 years 6-10 years 11-15 years Above 15 years

Experience

INTERPRETATION

Chart shows that 30% have experience below 5 years, only 5% have
experience between 6-10 years, 10% have experience between 11-15 years, and
remaining 55% have the experience above 15 years.

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 Employee welfare

OPINION ABOUT WORKING ENVIRONMENT OF THE

ORGANISATION

Table 5.4
Response Respondents Percentage

Highly Satisfied 3 15%

Satisfied 13 65%
Average 2 10%
Dissatisfied 2 10%
Highly Dissatisfied 0 0%
Total 20 100%

Figure 5.4

Working Environment
0%
15%
10%

10% Highly Satisfied

Satisfied
65% Average
Dissatisfied
Highly Dissatisfied

INTERPRETATION

The diagram shows that the workers are well satisfied with the working
environment of the organization. 15% of the workers are highly satisfied with
the working environment and 65% of the workers are satisfied, and only 10%
of the workers have an average satisfaction and 10% of workers are dissatisfied
with the working condition of the organization.

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 Employee welfare

OPINION ABOUT MEDICAL BENEFITS PROVIDED BY THE

ORGANISATION
Table 5.5
Response Respondents Percentage

Highly Satisfied 3 15%

Satisfied 15 75%
Average 2 10%
Dissatisfied 0 0%
Highly Dissatisfied 0 0%
Total 20 100%

Figure 5.5

MEDICAL BENEFITS

10% 15%

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied
75%

INTERPRETATION

75%of the workers are satisfied with the medical benefits provided by
the company, and 15% of the workers are highly satisfied and 10% of the
workers have an average satisfaction. Majority if the workers are satisfied.

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 Employee welfare

OPINION ABOUT LIGHTING FACILITY

Table 5.6
Response Respondents Percentage

Excellent 15 75%
Very Good 2 10%
Good 0 0%
Average 2 10%
Poor 1 5%
Total 20 100%

Figure 5.6

Light Facility

0%
10%
10%
Excellent
5%
Very Good
Good
75%
Average
Poor

INTERPRETATION
This diagram shows that the workers are well satisfied with the lighting
facility provided by the company.75% of the workers think that the light
facilities are excellent are and 10% of the workers think the facilities are very
good and 10% think it is average, and 5% of the workers think the facilities are
bad.

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 Employee welfare

DO THEY HAVE LABOUR UNION

Table 5.7
Response Respondents Percentage

Yes 20 100%
No 0 0%
Total 20 100%

Figure 5.7

Respondnats
25

20
20

15
Yes

10 No

0
0
Yes No

INTERPRETATION

The table and diagram shows the opinion of the workers about labour
union. The workers have labour union in the firm.

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 Employee welfare

OPINION ABOUT SUPERVISORS

Table 5.8
Response Respondents Percentage

Excellent 3 15%
Very Good 6 30%
Good 10 50%
Average 1 5%
Poor 0 0%
Total 20 100%

Figure 5.8

5% 15%

Excellent
50% 30%
Very Good

Good

Average

INTERPRETATION
The table and diagram shows the opinion of the workers about the
supervisors. 15% of the workers said it is excellent, 30% said it is very good
and 50% rates good and remaining 5% rates average.

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 Employee welfare

OPINION ABOUT QUALITY OF UNIFORMS

Table 5.9
Response Respondents Percentage

Highly Satisfied 8 40%

Satisfied 12 60%
Average 0 0%
Dissatisfied 0 0%
Highly Dissatisfied 0 0%
Total 20 100%

Figure 5.9

Quality of Uniforms
0% 0% 0%

40%
Highly Satisfied
Satisfied
60%
Average
Dissatisfied
Highly Dissatisfied

INTERPRETATION

This table shows the quality of uniform provided by the firm. 40% of the
workers are highly satisfied and 60% is satisfied with it.

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 Employee welfare

OPINION ABOUT THE CONDITIONS OF MACHINERY

Table 5.10

Response Respondents Percentage

Excellent 1 5%
Very Good 3 15%
Good 14 70%
Average 2 10%
Poor 0 0%
Total 20 100%

Figure 5.10

Conditions of machinery
0%
10% 5%
15%
Excellent
Very Good
Good
Average
70%
Poor

INTERPRETATION

This given table and diagram shows the opinion about the condition of
machinery of the company. Only 5% of the workers said it is excellent and 15%
said it is very good and 70% said the conditions of machines are good and the
remaining 10% have any opinion of average satisfaction. Mostly the
machineries are in good condition.

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 Employee welfare

OPINION ABOUT THE WASTE DISPOSAL FACILITIES

Table 5.11
Response Respondents Percentage

Highly Satisfied 1 5%
Satisfied 11 55%
Average 8 40%
Dissatisfied 0 0%
Highly Dissatisfied 0 0%
Total 20 100%

Figure 5.11

Waste Disposal

0% 0%
5%

40%
Highly Satisfied
Satisfied

55% Average
Dissatisfied
Highly Dissatisfied

INTERPRETATION

The given table and diagram shows the opinion of the workers about the
waste disposal facilities of the company. Only 5% are highly satisfied with this
facilities and 55% of them find it is satisfactory and 40% have an average
satisfaction.

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 Employee welfare

OPINION ABOUT THE BATHROOM, URINAL AND WASHING

FACILITIES
Table 5.12
Response Respondents Percentage

Excellent 0 0%
Very Good 0 0%
Good 16 80%
Average 3 15%
Poor 1 5%
Total 20 100%

Figure 5.12

Bathroom, Urinal and Washing Facilities

0%
0%

15% 5%

Excellent
Very Good
Good
Average
80%
Poor

INTERPRETATION

This given table is about the opinion about bathroom, urinal and washing
facilities provided by the company. None of the employee said that the
bathroom facilities are excellent. 80% of them find it is good and 15% find it
is average and the remaining said it is poor.

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 Employee welfare

OPINION ABOUT LEAVE POLICY OF THE ORGANISATION

Table 5.13
Response Respondents Percentage

Highly Satisfied 4 20%

Satisfied 15 75%
Average 0 0%
Dissatisfied 0 0%
Highly Dissatisfied 1 5%
Total 20 100%

Figure 5.13

Leave Policy
0% 0%
5%
20%

Highly Satisfied
Satisfied
Average
75% Dissatisfied
Highly Dissatisfied

INTERPRETATION

In the table and diagram given 20% of the employees are highly satisfied
with the leave policy of the company, 75% of them are satisfied and only 5%
are not satisfied with it.

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 Employee welfare

OPINION ABOUT THE REALATIONSHIP BETWEEN THE

DEPARTMENTS IN THE ORGANISATION
Table 5.14
Response Respondents Percentage

Excellent 1 5%
Very Good 0 0%
Good 5 25%
Average 8 40%
Poor 6 30%
Total 20 100%

Figure 5.14

Realationship Between Departments

5%
30%
0%
Excellent
25% Very Good
Good

40% Average
Poor

INTERPRETATION

In the table and diagram give above shows the relationship between the
departments in the organization. 5% of workers said that there an excellent
relationship between the departments, 25% said its good, 40% said there is an
average relation and remaining 30% said that the relationship is poor.

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 Employee welfare

OPINION ABOUT THE CANTEEN SERVICES

Table 5.15
Response Respondents Percentage

Highly Satisfied 3 15%

Satisfied 16 80%
Average 1 5%
Dissatisfied 0 0%
Highly Dissatisfied 0 0%
Total 20 100%

Figure 5.15

Canteen Services
0%
5%
15%
Highly Satisfied
Satisfied
Average
Dissatisfied

80%

INTERPRETATION

In the above shows the opinion of workers about the canteen services in
the organization. 15% workers are highly satisfied, 80% are satisfied and
remaining 5% have an average satisfaction.

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 Employee welfare

OPINION ABOUT THE REST ROOM AND LUNCH ROOM

FACILITIES
Table 5.16
Response Respondents Percentage

Highly Satisfied 6 30%

Satisfied 14 70%
Average 0 0%
Dissatisfied 0 0%
Highly Dissatisfied 0 0%
Total 20 100%

Figure 5.16

Rest room and Lunch room Facilities

0% 0% 0%

30%

Highly Satisfied
Satisfied
Average
70%
Dissatisfied
Highly Dissatisfied

INTERPRETATION
In the above shows opinion about the rest room and lunch room facilities
provided by the company. 30% of them are highly satisfied and 70% are of
them are satisfied. Mostly the rest room and lunch room facilities provided by
the company are satisfied.

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 Employee welfare

OPINION ABOUT SAFETY MEASURES TAKEN BY THE

COMPANY
Table 5.17
Response Respondents Percentage

Excellent 2 10%
Very Good 12 60%
Good 6 30%
Average 0 0%
Poor 0 0%
Total 20 100%

Figure 5.17

Safety Measures
0% 0%

10%
30%

Excellent
Very Good
Good
Average
60%
Poor

INTERPRETATION
From the above, only 10% of workers says the safety measure taken by
the company is excellent, 60% says it is very good and 30% says it is good.
Majority rated that the safety measures are very good. No one says that it is
poor.

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 Employee welfare

OPINION ABOUT THE OVERTIME ALLOWANCE OFFERED BY

THE COMPANY
Table 5.18
Response Respondents Percentage

Highly Satisfied 0 0%
Satisfied 15 75%
Average 4 20%
Dissatisfied 0 0%
Highly Dissatisfied 1 5%
Total 20 100%

Figure 5.18

Overtime Allowance

15

10
Response

0
Highly Satisfied Satisfied Average Dissatisfied Highly Dissatisfied

INTERPRETATION
Above data shows the opinion of workers about the overtime allowance
offered by the company. 75% of workers are satisfied, 20% have an average
satisfaction, and only 5% are highly dissatisfied with the overtime allowance
offered by the company.

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 Employee welfare

OPINION ABOUT THE PRESENT TRAVELLING FACILITIES

PROVIDED BY THE COMPANY
Table 5.19
Response Respondents Percentage

Highly Satisfied 0 0%
Satisfied 7 35%
Average 10 50%
Dissatisfied 3 15%
Highly Dissatisfied 0 0%
Total 20 100%

Figure 5.19

Travelling Facilities
0%
0%

15%
35%
Highly Satisfied
Satisfied
Average
50% Dissatisfied
Highly Dissatisfied

INTERPRETATION

This data shows the opinion of workers about the travelling facilities
provided by the company. 30% are satisfied with this facilities, 50% have an
average satisfaction and only 15% are dissatisfied.

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 Employee welfare

OPINION ABOUT THE TRAINING PROGRAMME GIVEN BY THE

COMPANY
Table 5.20
Response Respondents Percentage

Highly Satisfied 1 5%
Satisfied 9 45%
Average 7 35%
Dissatisfied 2 10%
Highly Dissatisfied 1 5%
Total 20 100%

Figure 5.20

Training Programmes

5% 5%
10%
Highly Satisfied
Satisfied
Average
45%
Dissatisfied
35%
Highly Dissatisfied

INTERPRETATION
Training programmes in the company is shown above. Only 5% of
workers highly satisfied with this, 45% are satisfied, 35% have an average
satisfaction, 10% of workers are dissatisfied and 5% of workers are highly
dissatisfied with the training programmes given by the company.

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 Employee welfare

ABOUT THE OVERALL SATISFACTION WITH EMPLOYEE

WELFARE ACTIVITIES OF THE ORGANISATION

Table 5.21

Response Respondents Percentage

Highly Satisfied 1 5%
Satisfied 15 75%
Average 4 20%
Dissatisfied 0 0%
Highly Dissatisfied 0 0%
Total 20 100%

Figure 5.21

Overall Satisfacion
0% 0%

20% 5%

Highly Satisfied
Satisfied
Average

75% Dissatisfied
Highly Dissatisfied

INTERPRETATION
From the above table and figure, we get the overall satisfaction of the
employees in the organization. Only 5% of highly satisfied, 75% are satisfied,
20% have an average satisfaction with the welfare activities in the organization.

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 Employee welfare

FINDINGS

1. The main objective of the company is to provide high quality product

to the public.
2. The result of the study shows, most of the employees satisfied with
periodical increments.
3. Most of them have adequate leave policy and will satisfy their
personal needs too.
4. Most of the employees are satisfied with the working conditions of
the machineries and the safety measures provided by the company.
5. The most of the employees are satisfied with the canteen services of
the company.
6. Most of the employees are satisfied with the toilet, bathroom and
washing facilities.
7. Most of the employees are satisfied with the Medical Benefits
provided by the company.
8. Relation between the departments in the organisation is good.
9. The employees are well satisfied with the lighting facilities of the
company.
10.Most of the employees say quality of uniforms is good.
11.Employees are satisfied with the overtime allowance offered by the
company.
12.The result of the study shows the travelling facilities and training
programmes provided by the company are average.
13.The data analysis of the study shows that the most employees are
satisfied with the rest room facilities.
14.While doing this project it is found that most of the employees are
satisfied with the overall working environment.

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 Employee welfare

SUGGESTIONS

1. The company should try to improve the rest room facilities.

2. The employees have opinion that the company is not providing travelling
facility. Make necessary for the same.

3. The employees are not satisfied with the working conditions of machines
in the company. Improve the working conditions of machines in the
company.

4. The company not providing the accommodation facilities for the

employees. Arrange them accommodation facility.

5. It is easy for employees if company provide proper canteen facility.

6. Most of them think supervisor’s attitude towards them are average. So

make a better relationship among the organisations.

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 Employee welfare

CONCLUSION

Welfare is fundamentally attitudes of mind on the part of management activities

are undertaken. Welfare is an art of living together for the purpose of
production, productivity efficiency, human wellbeing and industrial progress.
The study on employee welfare with references to FOREST INDUSTRIES
(TRAVANCORE) LTD was conducted with the main objectives of evaluating
the level of welfare measures. The evaluation was based on the questionnaire
supplied. Providing welfare to the labour is a fundamental duty of the
companies as the welfare of the labour will reflect on the performance of the
industry and thus the economy of the nation.
To conclude, this study was wonderful experience to get knowledge
regarding the practical application of the theoretical aspects. It also aids to get
knowledge regarding actual functioning of the organization.

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 Employee welfare

QUESTIONNAIRE
A STUDY ON “EMPLOYEE WELFARE’’ IN
FOREST INDUSTRIES (TRAVANCORE) LTD.

Dear Sir/Madam,

I am Jitha Vijayan, 6th Semester BBA student, at BPC College,

Piravom. I would like to conduct a project on the topic ‘Employee Welfare’ as
part of my academic requirement. I assure that, the information given by you
will kept confidential and would be very much obliged. I would be grateful if
you kindly spare your precious time to answer the queries.
Name : .........................................................
Age : Below 20 20-30 31-40
41-50 Above 50

Gender : Male Female Others

Marital Status : Single Married

Working Department: …………………………………………

Educational Qualification: SSLC Plus 2 Graduate

Post Graduate Others
1) How do you rate the working environment of the organisation?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied
2) How do you rate the medical benefits provided by the organisation for the
employees and their families ?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

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 Employee welfare

3) How do you rate the light facilities in the organisation?

Excellent
Very Good
Good
Average
Poor

4) Do you have labour union?

Yes No

5) What is your opinion about supervisors?

Excellent
Very Good
Good
Average
Poor

6) Are you satisfied with the quality of uniform provided by the company?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied
7) What is your opinion about the conditions of machinery?

Excellent
Very Good
Good
Average
Poor

8) Are you satisfied with the waste disposal facilities provided by the
company?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

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 Employee welfare

9) What is your opinion about bathroom, urinal and washing facilities?

Excellent
Very Good
Good
Average
Poor

10) How do you rate leave policy of the organisation?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

11) What is your opinion about the relationship between the departments in
the organisation?

Excellent
Very Good
Good
Average
Poor

12) Are you satisfied with the canteen services provided by the organisation?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

13) Are you satisfied with the rest room and lunch room facilities to the
employees?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

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 Employee welfare

14) What is your opinion the safety measures taken by the company?

Excellent
Very Good
Good
Average
Poor

15) Does the company provide maternity leave to the female employees?

Yes No

16) Rate the overtime allowance offered by the company?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

17) Are you satisfied with the present travelling facilities provided by the
company?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

18) How far you satisfied with the training programme given by your
company?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

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 Employee welfare

19) Do you think employee welfare activities of the organisation given a

feeling of safety and improves your performance ?

Yes No

20) Rate the overall satisfaction with employee welfare activities of the
organisation?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly Dissatisfied

Do you have any suggestions...........................................................................

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 Employee welfare

BIBLIOGRAPHY

 Chabra T.N, “ Human Resource Management” , Kalyani Publication

,2000

 Mamoria C.B and Gankar S.V, “Personal Management” Himalaya

Publishing House Mumbai 2004

 Potti L.R “Prakash publication”, New Delhi, 2003 RESEARCH

METHDOLOGY

 Shashi, K. Gupta, “Labour Welfare”, Human Resource Management,

Kalyani Publishers, New Delhi 2005

 Aquinas P.G, “Human Resource Management”, Vikas Publishing

House Pvt. Ltd, New Delhi, 2007.

 Arun Monappa, “Labour Welfare and Social Security” in Industrial

Relations, Tata McGraw-Hill Publishing Company Limited, New Delhi,

1990.

 www.google.com

 www.fitkerala.in

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