A STUDY ON EMPLOYEE WELFARE AT CHENNAI METRO RAIL LIMITED

A SUMMER PROJECT REPORT

Submitted By

SHANMUGASUNDARM.S

(Reg.No:210920631037)
Of
LOYOLA INSTITUTE OF TECHNOLOGY

In partial fulfillment of the requirements the award of the

degree Of
MASTER OF BUSINESS ADMINISTRATION
IN
HUMAN RESOURCE MANAGEMENT

SEPTEMBER 2021
 ABSTRACT
The main purpose of study is to measure the effectiveness of welfare in “CHENNAI METRO
RAILWAY LTD”, and to improve its effectiveness. The organization is trying to improve the features of
measures. This project helps the organization to improve the effectiveness of the welfare measure in the
management. The sample size of 131 is observed in this study. The core features for improving their
health, efficiency, economic betterment and social status, and the supporting features of the welfare
measure provide better physical and mental health to workers and thus promote a healthy work
environment. To improve the quality of welfare measure through measures and to analyze the frequency
rate of the lead through welfare measure. Statistical Tools used are percentage method, Mann Whitney
test, Independent sample T-test, Kruskal-Wallis H test, ANOVA, and Chi-square test,. The main purpose
of employees welfare is to enrich or develop the quality of life of employees and keep them satisfied and
contended.
 BONAFIDE CERTIFICATE

Certified that this project report entitled A STUDY ON EMPLOYEE WELFARE AT

CHENNAI METRO RAIL LIMITED is the bonafide work of SHANMUGA
SUNDARAM.S (REG NO 2109206301037) has carried out the research under my
supervision. Certified further, that to the best of my knowledge the work reported here
does not form art of any other project report or dissertation on the basis of which a degree
or award was conferred an earlier occasion on this or any candidate.

SUPERVISOR HEAD OF THE DEPARTMENT

Submitted to project evaluation held on........................................ at LOYOLA INSTITUTE OF

TECHNOLOGY, PALANCHUR, CHENNAI.

INTERNAL EXAMINER EXTERNAL EXAMINER

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 DECLARATION

SHANMUGA SUNDARAM.S ( REG.NO : 210920631037) Bonafide student of the

department of Management studies, Loyola Institute of Technology, Palanchur, Chennai
hereby declare that the summer internship project work entitled A STUDY ON
EMPLOYEE WELFARE AT CHENNAI METRO RAIL LIMITED “carried out for
the partial fulfilment of the requirements of the award of the degree of “ MASTER OF
BUSINESS ADMINISTRATION” of Anna University, Chennai is my original work.

Name of the student

PLACE: Chennai (SHANMUGA SUNDARAM.S)
DATE: (210920631037)

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 ACKNOWLEDGEMENT

First of all, I wholeheartedly thank the almighty for giving me the opportunity and strength to
successfully complete my summer internship project.

I render my sincere gratitude to our founder REV. Fr. Dr. J. E.ARUL RAJ OMI, correspondent
REV. Sr. TERESA and our administrator REV. Sr. NAMBIKKAI MARY who persuades me
todo this summer internship project successfully.

I render my sincere gratitude and special thanks to Dr. SUJATHA JAMUNA ANAND, M.E.,
Ph.D the principal of LOYOLA INSTITUTE OF TECHNOLOGY, for giving the opportunity
to undertake this summer project work.

I express my sincere and heartfelt thanks to our HOD, Dr. I. DANIEL LAWRENCE, M.E,
Ph.D., for advice, suggestion and support to complete the work effectively and efficiently.

I wish to express my gratitude to my internal guide Dr. I. DANIEL LAWRENCE, M.E, Ph.D.,
DEPARTMENT OF MANAGEMENT STUDIES, LOYOLA INSTITUTE OF
TECHNOLOGY for giving the opportunity to work in this summer project. She was supportive
throughout the time period and I thank her for the constant guidance and valuable thoughts to
complete this summer internship project.

And I thanks to all my department faculties to support me to complete my summer project.

I am deeply indebted to CHINNAIYINBABU (MANAGING DIRECTOR) for giving me the

permission to undertake my project in their organization. I would like to thank PAUL ABBINESH
L.S (HR) for his valuable guidance and support for completion of the project. And I submit my
thanks to my parents and family for their support. I extend my heartful thanks to J.K
COMPUTERS for neat execution in printing report.

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CHAPTER PAGE
TABALE OF CONTENTS
NO NO
CERTIFICATE
BONAFIDE CERTIFICATE I
DECLARATION II
ACKNOWLEDGEMENT III
ABSTRACT IV
LIST OF TABLES VI
LIST OF CHART VII
CHAPTER-I INTRODUCTION
1.1 INTRODUCTION OF THE
STUDY
1-3
1.3 OBJECTIVIES OF THE STUDY 4
1.4 NEED OF THE STUDY 5
1.5 SCOPE OF THE STUDY 6
1.6 LIMITATION OF THE STUDY 7
REVIEW OF LITERATURE
CHAPTER-
II
2.1 COMPANY PROFILE 8-15
2.2 INDUSTRY PROFILE 16-20
2.3 REVIEW OF LITERATURE 21-24
CHAPTER- RESEARCH
III METHODOLOGY
RESEARCH DESIGN 25
DATA COLLECTION 25
RESEARCH INSTRUMENT 25
SAMPLING PROCESS 25-26
PERCENTAGE METHOD 26
CHAPTER- DATA ANALYSIS &
IV INTERPRETATION
4.1 PERCENTAGE
ANALYSIS 27-42
CHAPTER-
V
FINDINGS & CONCLUTION
5.1 FINDINGS 43
5.2 SUGGESTIONS 44
5.3 CONCLUTION 45
ANNEXURE BIBLIOGRAPHY 46
QUESTIONNAIRE 47
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 LIST OF TABLES

TABLE NO TITLE PAGE PAGE

NO
Showing age of the 27
4.1.1 respondents
Showing 28
4.1.2
gender of the
respondents

Showing 29
4.1.3
Education
level

showing 30
4.1.4
Working
hours per day

showing 31
4.1.5
Experience

Drinking 32
4.1.6
Water
Facilities

showing 33
4.1.7
Seating
Facilities

v
 showing 34
4.1.8
Latrines &
Urinals
Facilities

showing 35
4.1.9
Restroom
Facilities

36
4.1.10 showing Ventilation
Facilities

Showing 37
Lighting
4.2.11 Facilities

4.2.12 showing 38
Cleanliness
in
organizatio
n

4.2.13 Showing 39
Canteen
facilities

4.2.14 Showing 40
Quality of
food in
Canteen

v
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4.2.15 Showing 41
Price of
food in
canteen
4.2.16 Showing 42
Cleanliness
of canteen

v
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 LIST OF CHARTS

TABLE NO TITLE PAGE PAGE NO

Showing age of the 27
4.2.1 respondents
Showing 28
4.2.2
gender of
the
respondent
s

Showing 29
4.2.3
Education
level

showing 30
4.2.4
Working
hours per
day

showing 31
4.2.5
Experience

Drinking 32
4.2.6
Water
Facilities

showing 33
4.2.7
Seating

v
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 Facilities

showing 34
4.2.8
Latrines &
Urinals
Facilities

showing 35
4.2.9
Restroom
Facilities

36
4.2.10 showing Ventilation
Facilities

Showing 37
4.2.11
Lighting
Facilities

showing 38

4.2.12 Cleanliness
in
organizatio
n

4.2.13 Showing 39
Canteen
facilities

4.2.14 Showing 40
Quality of
i
x
 food in
Canteen
4.2.15 Showing 41
Price of
food in
canteen
4.2.16 Showing 42
Cleanlines
s of
canteen

x
 CHAPTER – I
INTRODUCTION

1.1 INTRODUCTION TO THE STUDY

Employee welfare is a term including various services, benefits and facilities offered to
employees by the employers. The welfare measures need not be monetary but in any
kind/forms. This includes items such as allowances, housing, transportation, medical
insurance and food. Employee welfare also includes monitoring of working conditions,
creation of industrial harmony through infrastructure for health, industrial relations and
insurance against disease, accident and unemployment for the workers and their families.
Through such generous benefits the employer makes life worth living for employees.
Welfare includes anything that is done for the comfort and improvement of employees and
is provided over and above the wages. Welfare helps in keeping the morale and motivation
of the employees high so as to retain the employees for longer duration. The welfare
measures need not be in monetary terms only but in any kind/forms. Employee welfare
includes monitoring of working.
“Welfare is comfortable living and working condition”, Employee welfare means the
efforts make life worth living for workman. People are the most important asset of an
organization, and the accounting profession has to assess and record the value and cost of
people of an organization. Once this is accepted, the need for measuring the value for
recording it in the books of accounts arises. The value of human assets can be increased
substantially by making investment in this training and welfare activities in the same way
as the value of repair/overhauling etc.
While the cost on training, development, etc., can be recorded separately and to be within
the eventual, the expenditure on welfare activities can be added to the investment and the
returns judged. Unlike other assets which have depreciation value as years’ passes by, value
of human assets appreciates with passing years. The value can depreciate by aging process
which is generally hastened up by worries, unhealthy conditions, etc. Once this process is
slowed down, or at least if the employee is made to feel “young in spirits” the value of this
asset appreciates considerably.

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Any investment constitutes the assets of a company and therefore, any investment for
welfare of labor would constitute an extra investment in an asset. Industrial progress
depends on a satisfied labor force and the importance of labor welfare measures was
stressed as early as 1931, when the Royal commission on labor stated “the benefits which
go under this nomenclature, are of great importance to the worker and which he is unable to
secure by himself. The schemes of labor welfare may be regarded as a wise investment
which should and usually does bring a profitable return in the form of greater efficiency.
Industry progress of country depends, on its committed labor force. In this respect the
significance of labor welfare was recognized as early as 1931, when the Royal Commission
on Labor stated that the benefits which go under this nomenclature are of great importance
to the worker who is unable to protected by himself. The schemes of labor welfare may be
regarded as “a wise investment” Which should and usually does bring a profitable return in
the form of greater efficiency. Twenty years later, the planning commission realized the
importance of workers welfare, when it observed that “In instruction to get the best out of a
worker in the matter of production, at work conditions require to be improved to a large
extent. The worker should at least have the means and facilities to keep himself in a state of
health and efficiency. This is mainly a question of adequate nutrition and suitable housing
conditions. The working condition should be such as to safeguard his health and protect
him against occupational hazards. The work place should provide reasonable amenities for
his essential needs.

The basic features of labor welfare measures are as follows:

Labor 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 availableto
workers due to legal provisions and collective bargainingLabor welfare schemes are flexibl
e and everchanging. New welfare measures are addedto the existing ones from time to time.
Welfare measures may be introduced by the employers, government, employees or byany s
ocial or charitable agency.
The purpose of labor welfare is to bring about the development of the whole personalityof t
he workers to make a better workforce. Employee welfare is a comprehensive term
including various services, facilities and amenities.

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Provided to employees for their better living, welfare measure is in addition to regular
wages and other economic benefits available Welfare measures may be both statutory and
voluntary.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal andsat
isfied labor force for the organization. The purpose of providing such facilities is to make th
eir work life better and also to raise their standard of living. The important benefits of welfa
remeasures can be summarized as follow:

They provide better physical and mental health to workers and thus promote a healthywork
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 activeinterest
in their jobs and work with a feeling of involvement and participation.
Employee welfare measures increase the productivity of organization and promotehealthy i
ndustrial relations thereby maintaining industrial peace.
The social evils prevalent among the labors such as substance abuse, etc are reduced to agre
ater extent by the welfare policies.

The concept of”labor 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 mo
ments. It is also according to the age group, sociocultural background, marital status,
economic status and educational level of the workers in various industries.

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1.6 OBJECTIVES OF THE STUDY
Primary Objective:
To analyses the employee welfare measures.
Secondary Objectives:
To evaluate the level of statutory welfare measures.
To analyses the level non-statutory welfare measures.
To determine the impact of demographic factors on welfare measures.

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1.5 NEED FOR STUDY

Employee welfare is very important in every organization. This study was undertaken to
identify problem in the organization. There is a need to identify the level of management’s
involvement in maintain the welfare of employees through the interaction with
administrative staff, it is inferred that employees are not satisfied with welfare facilities and
it is reflecting in their process too. So, company wants to study effectiveness of welfare
facilities. The purpose of providing such facilities is to make their work life better and also
to raise their standard of living. Provision of good medical and working conditions,
recreational are bound to increase the mental efficiency and economic productivity of
industrial workers. Once it is identified it would be possible for the management to improve
employee’s welfare and also help to build good industrial relationship.

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1.7 SCOPE OF STUDY

This study is to help the management to understand the management level of welfare
measure that are available to the employees. It covers statutory welfare schemes like
drinking water, seating facilities, latrines & urinals, rest room, ventilation, lighting,
cleanliness, canteen, quality of food in canteen, quantity of food in canteen, price of food,
cleanliness of canteen, variety of menu and Non statutory welfare schemes like factory
dispensary, subsidized medicine, ambulance service, recreation facilities, traveling
facilities, flexi time, comfortable with shift system, overtime allowances, leave policy,
conveyance allowance. It will also help the organization to improve the welfare measure.

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1.9. LIMITATION OF THE STUDY
 The time period was not sufficient for the study.
 Respondents were not able to spend adequate time for the purpose, and were
required to allot time after the shift timing.
 Certain employees were biased in answering to the questions.
 Some workers are illiterate and may not be able to fill up the questionnaire
themselves.
 The study was purely based on the information given by the employees and there
are chance for gave wrong data.

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 2.2 COMPANY PROFILE
INTRODUCTION
Chennai Metropolis has been growing rapidly and the traffic volumes on the roads have
also been increasing enormously.
Chennai, the fourth-largest city in India, is the capital of the State of Tamil Nadu. The city
and its surrounding metropolitan area have a population of nearly 8 million. This generates
about 11 million passenger trips a day, with about 6 million vehicular trips. There is a
strong need for an efficient transportation system in the city, and the people of Chennai
have long felt the need for an efficient, economic, and reliable rail-based mass transit
system that would augment and complement the existing modes of public transport. Hence
the need for a new rail based rapid transport system has been felt and towards this objective
the Government of Tamil Nadu have decided to implement the Chennai Metro Rail Project
This project aims at providing the people of Chennai with a fast, reliable, convenient,
efficient, modern and economical mode of public transport, which is properly integrated
with other forms of public and private transport including buses, sub-urban trains and
MRTS.

VISION:
“Moving people, sustaining growth”

MISSION:
“We will provide a safe, fast, reliable, accessible, convenient, comfortable, efficient and
affordable public transport service preferred by all in a sustainable manner
HISTORY OF CMRL:
Chennai Metro Rail Limited (CMRL) is a company jointly owned by the Government of
India and Government of Tamil Nadu to execute the Metro Rail Project in Chennai, India
with the financial assistance of Japan International Co-operation Agency (JICA).
The Phase I of the Chennai Metro Rail Project was approved by Government of Tamil
Nadu in November 2007 and by Government of India in February 2009. In order to
implement the project, a Joint Venture company between Government of India and
Government of Tamil Nadu namely Chennai Metro Rail Limited (CMRL) was incorporated
8
under the Companies Act, 1956 on 3.12.2007. The sanctioned project cost is INR. 14,600
Crores.
PHASE I
The Phase-I of Chennai Metro Rail project covers a length of 45.046 km network and
consists of two corridors i.e., Corridor-I-From Washermen pet to Airport (23.085 km),
Corridor-2-From Chennai Central to St. Thomas Mount (21.961 km). About 55% of the
corridors in Phase-I is underground and the remaining elevated. Out of 32 nos of stations
13 nos are elevated stations and remaining 19 nos are underground stations Inter corridor
interchange stations are available Aulander (Elevated) and Chennai Central (Underground)
respectively.
COMMERCIAL OPERATION:
The Phase I commissioned in stage wise. The first segment of section between Aulander to
Corambid commissioned on 29.06.2015. The first underground line between Thyromental
metro station to Nehru Park metro station on 14 the May 2017. The underground stretches-
Nehru Park metro station to Chennai Central metro station and Saida pet metro station to
AG-DMS metro station were opened a year later on 25 th May 2018. On 10 February 2019,
the underground stretch from AG-DMS to Washerman pet of blue line was opened,
completing 45 km phase 1 of the metro.

PHASE-I-EXTENSION
Phase-I Extension with length of 9.05 km from Washermen pet to Witco Nagar are work in
progress 8 nos. of stations and elevated depot are there in Phase-I extension. In this 6 nos.
are elevated stations and remaining 2 nos. are underground stations and commissioned on
14th Feb 2021 except ThroatierThready Station.
PHASE II
Phase-Il expansion for the length of 118.9 Km network with 128 nos of stations. It consists
of three corridors i.e., Corridor-3-From Madhavaram to Sipco (45.8 km), Corridor-4-From
Lighthouse to Poonawalla Bypass (26.1 km), Corridor - 5- From Madhavaram to
Sholinganallur (47 km). The estimated cost of the project is 63246 Cr (including IDC). The
project will be completed by mid of 2027.
Phase-II: The preliminary works such as soil testing and Detailed Design Consultancy have
already been taken up by CMRL. The soil testing has been fully completed and Detailed

9
Design Consultancy is in the advanced stage of completion. It was also indicated that based
on the administrative sanction issued by the State Government, the tenders for construction
of an underground tunnel in corridor-3 and for an elevated stretch in corridor-4& corridor-5
have already been awarded

FACILITIES AVAILABLE:
The various facilities along with the details of assistive devices and barrier free
accessibility provided to the persons with disability in CMRL Admin building and at Metro
stations are mentioned below along with points.
(a) Street Level of Metro Stations
Provision of Entry ramps with slope as per CPWD/NBC norms, connecting from street
level to the footpath level and to the podium level
Provision of Dedicated parking space at street level of Metro Stations

(b) Concourse level of Metro Stations:

Provision of Customized Toilets for Physically challenged person at Metro Stations
Provision of wheel chairs and stretchers at Station Control Room of Metro Stations
(c) Platform level of Metro Stations:
.Provision of Dedicated seating arrangement at platform level of Metro Stations with grab
rails
.Provision of Signages at Platform level for boarding of Metro Station for differently abled
passengers
(d) General:
Provision of Tactile tile for visually challenged person from station entry at street level to
concourse and ultimately to platform level
Provision of Lifts from street to concourse and from concourse to platform level for
Physically Disabled Persons
.To provide an easy access for entry/exit of Physically Challenged Persons, Train entry
doors and platforms of Metro Station are at same level, with a gap between the car doors
and the platform less than 12 mm
Provision of Chime and Audio indication during the arrival/departure of trains inside the
Metro stations
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Provision of Signage’s at appropriate locations at Metro Stations
Installation of Computer based public announcement system at Metro Stations
Provision of grooving at staircases at Metro Stations

Provision of Lift Panels at Lower height for easy access for the Physically Challenged
Persons
(e) Concourse level of Metro Stations:
Installation of Voice guidance in Ticket Vending Machines at all Metro Stations
Provision of Dedicated wide AFC gates for easy access of wheel chair at Metro Stations
(f) On-board Trains:
Identification signage on the door for easy accessibility of wheelchair
Provision of Longstop buttons inside trains for Physically Challenged Persons
Provision of Dedicated space for keeping wheel chair inside trains
(g) General:
Installation of Braille system and provision of handrails inside lifts of Metro Stations
LOGO

CMRL Core Values

Concern for customers
We commit to provide safe, clean, reliable, on-time, courteous service for all categories of
our clients and customers.

Integrity
We commit to be transparent and fair in our transactions with all our clients.

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Sustainability
We commit to base our decisions on principles of sustainability (Refuse, Reduce, Reuse,
Recycle and Rethink) towards reducing greenhouse emissions.

Responsibility
We commit to honour the trust reposed in us by the public by managing CMRL resources
financial and non-financial with the highest degree of responsibility.

Creativity & Innovation

We commit to strive together as a team to continuously to develop and deploy creativity,
innovation and technology to add value to our customers and other stakeholders.

Punctuality
We commit to render prompt service to our customers and instil a culture of punctuality in
all aspects of our business.

DEPARTMENTS IN CMRL ADMIN BUILDING

Human Resource
Finance
Information technology
Rolling Stock
Signalling and Telecom
Operations
Land and legal
Construction
Security

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NETWORK
PHASE I
Green line - St. Thomas Mount to Chennai central metro
Blue line - Airport to Washerman pet
Totally of 45.1 kms stretch

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PHASE II
(under construction)

Line 3 - Madhavaram to Surulere

Line 4 - Poonawalla to Lighthouse
Line 5 - Madhavaram to Sholinganallur
Totally of 118.9 kms stretch

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 2.2 INDUSTRY PROFILE
The automobile sector is compartmentalized in four different sectors which are as follows:
Two wheelers which comprise of scooters, mopeds, motor cycles and electric two wheelers,
passenger vehicles which includes cars, utility vehicles and multipurpose vehicles,
Commercial vehicles that are light and medium heavy vehicles, three wheelers that are
passenger carriers and goods carriers. The automobile industry is one of the key drivers that
boost the economic growth of the country. Since the de-licensing of the sector in 1991 and
the subsequent opening up of 1OO percent FDI through automatic route. Indian automobile
sector has come a long way. Today, almost every auto major has set up facilities in the
country. Austria based motorcycle manufacturer KTM, the established makers of Harley
Davidson from the US and Mahindra &Mahindra have set up manufacturing bases in India.
Furthermore, according to internal projections by Mercedes Benz cars. India is set to
become Mercedes Benz’s fastest growing market worldwide ahead of China, the US and
Europe.
As per the data published by Department of Industrial Policy and Promotion (DIPP),
Ministry of Commerce and Government of India, the cumulative inflows into the Indian
Automobile Industry during April 2000 to October 2013 was noted to be 9,079 million
which amounted to 4% of the total FDI inflows in terms of US dollars. The country has a
mass production base of 16 million two wheelers and the several global as well as Indian
bike makers are looking forward to use it an advantage in order to roll out sports bikes in
the 250cc capacity. The automobile industry in India is expected to be the world’s third
largest by 2016, with the country currently the world’s second largest two wheeler
manufacturer. Also, the luxury car market could register high growth and is expected to
reach 1,50,000 units by 2020.The world standing of the Indian automobile sector, as per the
confederation of the Indian Industry is as follows: Largest three-wheeler market, second
largest two-wheeler market, tenth largest passenger car market, fourth largest tractor
market, fifth largest commercial vehicle market, fifth largest bus and truck segment.

Except for the two-wheelers, all other segments in the industry are weakening. There is a
negative impact of the automakers and dealers who offered high discounts in order to push
sales. To match the decline in demand, automakers have resorted to production cuts and

16
lay-offs, due to which capacity utilization for most automakers remains at a dismal level.
Despite the comprehensive market being under extreme burden, the luxury car market
observed a robust double-digit hike during the year 2013-2014, as a result of rewarding
new launches at compelling lower price points. Further, with the measured increases in the
price if diesel, the overall market continues to shift towards petrol-fueled cars. This has lead
to the growth in sales of the Mini segment of the PV market by of 5.5%.The automobile
industry accounts for 22percent of the countries manufacturing gross Domestic
product(GDP),The auto sector is one of the biggest job creators, both directly and
indirectly. It is estimated that every job created in an auto company leads to three to five
indirect ancillary jobs. India is currently the seventh largest automobile producer in the
world with an average annual production of 17.5 million vehicles, and is on way to become
the fourth largest automotive market by volume, by 2015.

MARKET SIZE
India’s automobile sector has also pickup pace, with eight of the country leading
manufacturers reporting combined passenger vehicle sales of 198,427 in November 2014, a
10 percent annual rise. The rise in sales in November 2014 was led by Maruti Suzuki
whose sales increased 17 percent to 100, 024 in the domestic market. The commercial
vehicles in India has registered an increase of 8.59 percent in September 2014,as fleet
owners have started to buy trucks in the anticipation of an improved economic activity. The
automobile sector in Andhra Pradesh has a potential for US$1 million investment and
US$1.50 billion output according to a recent analysis by Automotive Component
Manufacturers Association of India (ACMA) and city-based Andhra Chamber of
Commerce and Industry Federation (ASSIF).

INVESTMENTS
To match production with demand, many auto makers have started to invest heavily in
various segments in the industry in the last few months. The industry has attracted to worth
US$11,351.26 million during the period April 2000 to November 2014, according to the
data released by Department of Industrial Policy and Promotion. Some of the major
investments and developments in the automobile sector in India are as follows:

17
Snapdeal.com has entered into a partnership with Hero MotoCorp Ltd to sell two wheelers
and expects its online automobile sales to generate Rs.1000 crore [US$162.33 million] of
business in next six to ten months.
Harley Davidson Motor Co. has expanded their line up in India as it has launched in three
new models-the Breakout, Street Glide and CVO limited edition.
Flipkart founders Maraschino Bansal and Mr. Binny Bansal have led a US$ 1 million
investment Anther, an electric vehicle start-up focused on designing high-speed electric two
wheelers.

EMPLOYMENTOPPORTUNITIES
There are a wide range of jobs available in the automobile industry. With the number of
vehicles available on the road today, the need and requirement of people who can fix these
machines is fast increasing. Careers like automobile technician car or bike mechanics are a
great option. Becoming a diesel mechanic is also a significant alternative. Diesel mechanics
are responsible for repairing and servicing diesel engines. As they are also required to
repair engines of trucks and buses, other than cars, they are provided with hefty wages. If
communication with people instead of repairing cars is what interests you, then you have
the opportunity to becoming a salesperson or sales manager of an automobile company.
Career opportunities in automobile design, paint specialists, job on the assembly line and
insurance of vehicles is also available.

GOVERNMENT INITIATIVES
The Government of India encourages foreign investment in the automobile sector and
allows 100 percent FDI under the automatic route. To boost manufacturing, the government
had lowered excise duty on small cars, scooters, motorcycles and commercial vehicles to
eight percent from 12 percent, on sports utility vehicles to 24 percent from 30 percent, on
mid-segment cars to 20 percent from 24 percent, on large segment cars to 24 percent from
27 percent.

Some of the major initiatives taken by the Government of India are:

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The government’s decision to resolve VAT disputes has resulted in the top Indian makers
namely Volkswagen, Bajaj auto, Mahindra & Mahindra and Tata motors announcing an
investment of around Rs.11,500 crore(US$1.86 million) in Maharashtra.
The Automobile Mission plan for the period 2006-2016, designed by the government is
aimed at accelerating and sustaining growth in this sector. Also the well-established
Regulatory Framework under the Ministry of shipping, Road Transports and Highways,
plays a part in providing a boost to this sector.
The Government of India appointed SIAM and Automotive Components Manufacturers
Association (ACMA) are responsible in working for the development of the Indian
automobile industry.
The government plans to come out with policies to introduce clean fuels such as biodiesel,
bio ethanol and electricity for public transport vehicles and school buses in big cities to
tackle air pollution.
The government has set up National Automotive Testing and R&D Infrastructure Project at
a total cost of US$ 388.5 million to enable the industry to be on par with global standards.

EMPLOYMENT TRENDS
The automotive mission plan for the period of 2006-2016 aims to make India emerge as a
global automotive hub. The idea is to make India as a destination choice for design and
manufacture of automobiles and auto components, with outputs soaring to reach US$ 145
billion which is basically accounting for more than 10% of the GDP.

This would also provide further employment to over 25 million people by 2016 making the
automobile the sunrise sector of the economy. According to the Confederation of Indian
Industry, the automobile sector currently employs over 80 lakh people. An extension in
production in the automobile industry is forecasted, it is likely to rise to Rs.600000 crore by
2016.

Future Trends in the automobile Industry:

As the auto shows began in the January 2014, the industry promised a blend of technology
and automotive. With the recession trend breaking, it leashes from the past two years, 2014
is expected to get back on track with the sales of automobiles in the country.

19
Almost self-governing cars are predicted to be on the streets by 2020.
More than half a cars on streets are going to be powered by diesel by 2020
Industry Watcher Gartner indicates that 30 percent of motorists want parking information.
The facility is likely to come up after glitches in the infrastructure catch up
High Performance Hybrid cars are likely to gain greater popularity among consumers.

The Indian automobile industry has a prominent future in India. Apart from meeting the
advancing domestic demands, it is penetrating the international market too. Favored with
various benefits such as globally competitive auto-ancillary industry; production of steel at
lowest cost; inexpensive and high skill manpower; entrenched testing and R&D centers
etc., the industry provide immense investment and the employment opportunities. The
growth of the Indian middleclass along with the growth of the economy over the last few
years has resulted in a host of global auto giants setting their foot in the Indian Territory.
Moreover India also provides trained manpower at competitive costs making the country in
the manufacturing hub for many foreign automobile companies. India proves to be a
potential market as compared to most of the other countries which are witnessing
stagnation as far as automobile industry growth is concerned. A recent research conducted
by the global consultancy from Deloitte says that at least one Indian automobile company
will feature among the top six automobile companies that will dominate the car market by
2020.

20
 2.3 REVIEW OF LITERATURE
Kudelka (2018), felt that the need for labor welfare arises from the very nature of the
industrial system. He felt that employment need to provide welfare facilities to employees
as the latter are exposed to various risks and at the same time, they have to work in an
entirely strange atmosphere.
Subbu Rao (2017), explained the welfare facilities provided by companies such as Subbu
jute mills, Guntur, Shri Krishna jute mills, Uluru to their employees in details. The study
revealed that these companies have to do a lot in the area of welfare for the betterment of
women employers.
Pramod Varma (2016), stated that organization provide three types of welfare facilities.
According to him, the first type of welfare facilities is related to the provision of subsidized
canteens, creches, and medical facilities while the second types of welfare facilities is
related to consumer co-operative stores, co-operative credit societies and educational
assistance. The third type of welfare facilities is provided by community centers, welfare
center’s etc.
Ahuja (2015), emphasized is the need for labors welfare and social security in India. He
felt that provision of welfare and social security measures makes the employees satisfied
with their jobs leading to their improved performance.
Samba Siva Rao (2014), Observed the welfare measures provided by various cement
companies in the Guntur District of Andhra Pradesh. The study found that large cement
companies provide better welfare measurements as compared to small and medium scale
cement companies.
Geri. V.V(2013), says that welfare is necessary in every organization it was conducted as
an action-oriented research and provides training to grass root level workers in the trade
union movement, both in the urban and rural areas, and also to officers dealing with
industrial relans, personal management, labor welfare etc.
Bangor (2012), examined industrial relations in cotton textile Industry. Attention has been
paid on exploring the nature and extent of industrial disputes, settlement machinery
working conditions and welfare facilities continue to be the most important factors
responsible for industrial relation.

21
Michael (2011), said that the provision of intra-mural and extra-mural welfare facilities
help in improving the quality of work life of employee’s thereby good human relations will
develop among different cadres of employees.
Rawat (2010), attempted an investigatory and analytical study on the state policy on the
subject of formulation of legislation relating to labor welfare and implementation of welfare
measures and programmed in various industrial sector in industrial areas in the country. He
concluded that there is a need in the country to establish more welfare funds for agriculture,
unorganized labor, construction labor, handloom workers, etc., as has been done in case of
coal, mica, iron core and limestone and dolomite mine workers. No effects to improve the
well-being of toiling workers can be successful so long as they lack legal literacy and
remained ignorant of their rights, duties and welfare measures are imposed upon them from
outside. Labor welfare is not a bounty gift, reward or premium, indeed it is workers’ right.
Michel (2009), has used British National sample survey data to analyses the cooperative
unionism and employees’ welfare. The author has observed that union workplaces are
found to have more employees’ welfare provisions than non-union workplace.
Raja and Jena (2008), stated that the labor welfare practices adopted by ONGC
contributed to economic development in total by molding workers into a productive,
efficient and committed labor force. Further, it has tremendous potentialities for fostering
good industrial relations.
Olufemi (2007), has examined the relevance and effectiveness of achieving justice in the
work place in Nigeria through the use of code of conduct by MNCs. Voluntary codes
require special importance because of general weakness of domestic laws. The paper
suggested that flexible labor laws theory approach and the introduction of grievance
procedures as effective measures of linking self-regulation and molding (2006)
Has revealed in his study that social welfare depends on structure of union objectives,
elasticity of labor demand. The study has also observed that under decentralization
bargaining power, Welfare can be maximized.
Srivastava (2006), discussed comprehensively about various welfare social security
measures provided by various companies in the district. The study found that a majority of
the companies in the district. The study found that a majority of the companies is employee
welfare and social security oriented.

22
Ghosh et al (2005), have examined condition of work with reference to the importance of
welfare and social security measures experienced by persons engaged in display board
work. The study has observed that due to low income, workers involved in this occupation
have no capacity to purchase insurance policies. The employers are also indifferent to their
need for adequate social security coverage. The government and employers should accord
top priority to the provision of labor welfare and social security coverage to the thousands
of hoarding and billboard workers spread across the countMichele, et al. (2007) has
analyzed the welfare impact on employment protection by using data from 17 OECD
countries. The study has shown that some range of increasing employment protection does
indeed raise welfare. The optimal level of employment also depends on labor market
features such as bargaining power and existence of wage rigidities like the minimum
wages.
Bijoy Joseph, Joseph Enjoyed and Raju Varghese (2004), studied in the article points
out that the structure of a welfare state rests on its social security fabric, Government,
employers and trade unions have done a lot to promote the betterment of worker’s
conditions.
Polavaram (2003), made an attempt to study the welfare facilities provided by a large, well
recognized government enterprise in Pondicherry, namely Anglo-French textiles. The study
found that welfare measures will improve the intelligence, morality and standard of living
of workers, which in turn will improve their efficiency and productivity.
Ronsley (2002), suggested that the absence of a comprehensive and sustainable welfare
policy in Kenya has contributed to the unsatisfactory provision of welfare services, terms
and conditions of service, poor morale, poor performance by the police and lack of
professionalism. Based on the prevailing situation, the paper attempts to assess the role of
employee welfare services on performance of the national police service in Kisi central
District with specific reference to health service.
Abdus Sattar Abbasi, et al (2001), stated that welfare and protection of all stakeholders
including shareholders, employees, customers, environment and society at large is the
responsibility of organization. Therefore, corporate leaders/managers should be held
accountable for financial and non-financial losses e.g. Ethical breaches and other threats to
organizational reputation. Every member should have the right to question anything she/he
thinks is not good for the welfare and protection of all stakeholders of an organization.

23
P.V.V. Satyanarayana (2000), says that generally, welfare measures are recreational,
medical, educational, housing, sanitation and so on. Every organization provides the
statutory welfare measures but some organization provides some more welfare facilities to
the employees and their quality of work life. By the result of improved quality of work life
among the employees and their involvement in job gets increased and results in increased
productivity of the organization. The organization maintaining smooth relationship between
workers and management, which leads to attainment of organization effects. By conducting
this study we could infer that the employees of sugar factories in east Godavari District are
satisfied with the welfare measures provided by their organization.
P. Swapna and N. Samuel (2000), India being a welfare state wedded to the philosophy of
socialistic pattern of society, it is imperative to have a contended workforce, enjoying a
reasonable standard of living with adequate facilities and provisions for the well being of
them. The absence of any comprehensive study in the area of welfare and social protection
of workers in the study area of Andhra Pradesh and the growing employment opportunities
thrown by the fast expanding private corporations in this region have encouraged the
present study by me. It is evident for the literature that many efforts have been made to
study to the various aspects of welfare and social security of labor in different wings of
signorina collieries company limited. The present study tries to make a comparison on the
provisions and implementation of the overall benefits of the workers in different wings of
the same company and by giving the overall welfare activities of the company.
Ponvannan (1999), A study on labor welfare facility with reference to AFT, Pondicherry
made an attempt to study the welfare facilities provided by a large, well- recognized
government enterprise in Pondicherry, namely Anglo-French Textiles. The study found that
welfare measures will improve the physique, intelligence, morality and standard of living of
workers, which in turn will improve their efficiency and productivityhat company should

24
 3.3 RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the problem. It may be understood

as a science of studying how research is done scientifically. In it we study the various steps
that are generally adopted by a researcher in studying the research problem along with the
logic behind them.
RESEARCH DESIGN
In this research, the descriptive research design is used. Descriptive Research includes
survey and fact finding enquires of different kinds. The main purpose of descriptive
research is description of the state of affairs, as it exists at present.

DATA COLLECTION
Primary data
The primary data were collected from the workers of Rane TRW with the help of structure
questionnaire.
Secondary data
The Secondary data are those which have already been collected by someone else and
which have already been passed through the statistical process. Secondary data was
collected from various books, projects books, websites etc.

RESEARCH INSTRUMENT
Questionnaire plays an important role for collecting the data. The questionnaire was
prepared as structured and those ended and multiple choice questions used for collecting
the data. Questionnaire consist of demography question as age, gender, education and
experience. statutory welfare schemes like drinking water, seating facilities, latrines &
urinals, rest room, ventilation, lighting, cleanliness, canteen, quality of food in canteen,
quantity of food in canteen, price of food, cleanliness of canteen, variety of menu and Non
statutory welfare schemes like factory dispensary, subsidized medicine, ambulance service,
recreation facilities, traveling facilities, flexi time, comfortable with shift system, overtime
allowances, leave policy, conveyance allowance.

SAMPLING PROCESS
25
Sampling unit
This study covers the sample units such as Employees, Operator Trainee apprentices and
Non technical workers.
Sample Size
Survey has been carried out with 131 workers and hence it becomes the size of sample.
Sampling Techniques
Sampling procedure depends upon research objective to be accomplished through the
investigation. The research used Simple Random sampling.
Area of sampling
They are of sampling was taken in Rane TRW Steering System PVT LTD, Chennai.

PERCENTAGE METHOD
The percentage method was extensively used for findings various details. It is used for
making comparison between two or more series of data. It can be generally calculated.

Percentage No. of
of respondents
x
Respondent favourable 100
=

Total no. of

26
 DATA ANALYSIS AND INTERPETATION
Table 4.1 Showing age of the respondents

No. of % of
SNO Age
Respondents Respondents

1 18-23 84 64

2 24-29 33 25

3 30-35 5 4

4 >35 9 7

Total 131 100

4.1 Showing age of the respondents

70

60

50
% of Respondents

40

30

20

10

0
18-23 24-29 30-35 >35
Age Group

INTERPRETATION:
The above table 4.1 points out that, most of the respondents 64% are in age group of 18-23,
25% of respondents are in age of 24-29, 4% of respondents are in age group of 30-35, 7%
of respondents are in age group of above 35.

27
 Table 4.2Showing gender of the respondents

No. of % of
Synod. Gender
Respondents Respondents
1 Male 99 76

2 Female 32 24

Total 131 100

4.2 Showing gender of the respondents

80

70

60
No. of Respondents

50

40

30

20

10

0
Male Female
Gender

INTERPRETATION:
The above table 4.2 points out that, represents76% respondents are in gender group of
malesand 24% respondents are in gender group of females

28
 Table 4.3 Showing Education level

No. of % of
Synod. Education level
Respondents Respondents
Schooling
1 87 66
/ Diploma

Under
2 30 23
Graduate

Post
3 9 7
Graduate

4 Others 5 4

Total 131 100

4.3 showing Education level

70

60
% of Respondents

50

40

30

20

10

0
Schooling / Diploma Under Graduate Post Graduate Others
Education level

INTERPRETATION
:The above table 4.3 points out that, it is found that 66% of respondents are completed
schooling/ Diploma, 23% of respondents are completed under graduate, 7% of respondents
are completed Post graduate and 4% of respondents are in another category.

29
 Table 4.1.4 Showing Working hours per day

Working
No. of % of
Synod. hours
Respondents Respondents
per day

1 <7 hours 6 5

2 7-9 hours 111 85

3 >9 hours 14 11

Total 131 100

4..4 showing Working hours per day

90

80

70
% of Respondents

60

50

40

30

20

10

0
<7 hours 7-9 hours >9 hours
Working hours per day

INTERPRETATION:
The above table 4..4 points out that, found that 5% are working for below 7 hours, 85%are
working for 7-9 hours, and 11% of respondents are working for above 9 hours.

30
 Table 4.1.5 Showing Experience

No. of % of
Synod. Experience
Respondents Respondents

1 <3 Years 106 81

2 3-6 Years 18 14

3 7-10 Years 5 4

4 >10 Years 2 2

Total 131 100

4.5 showing Experience

90

80

70
% of Respondents

60

50

40

30

20

10

0
<3 Years 3-6 Years 7-10 Years >10 Years
Experience

INTERPRETATION:
The above table 4.1.5 points out that, 81% of respondents are working less than 3 years,
14% of respondents are working 3-6 years, 4% of respondents are working 7-10 years, and
2% are working more than 10 years in the company.

31
 Table 4.1.6 Showing Drinking Water Facilities

Drinking
No. of % of
Synod. water
Respondents Respondents
facilities

Highly
1 54 41
Satisfied

2 Satisfied 66 50

3 Neutral 9 7

4 Dissatisfied 1 1

Highly
5 1 1
Dissatisfied

Total 131 100

4.1.6 Drinking Water Facilities

60
% of Respondents

50
40
30
20
10
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Drinking water facilities

INTERPRETATION:
The above table 4.1.6 points out that, 41% of respondents are highly satisfied, 50% of
respondents are satisfied, 7% of respondents are neutral, 1% of respondents are dissatisfied
and 1% of respondents are highly dissatisfied in drinking water facilities.

32
 Table 4.1.7 Showing Seating Facilities

Seating No. of % of
Synod.
facilities Respondents Respondents
Highly
1 35 27
Satisfied

2 Satisfied 67 51

3 Neutral 25 19

4 Dissatisfied 1 1

Highly
5 3 2
Dissatisfied

Total 131 100

Chart 4.1.7 showing Seating Facilities

60

50
% of Respondents

40

30

20

10

0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Seating facilities

INTERPRETATION:
The above table 4.1.7 points out that, 27% of respondents are highly satisfied, 51% of
respondents are satisfied, 19% of respondents are neutral, 1% of respondents are
dissatisfied and 2% of respondents are highly dissatisfied in seating facilities.

33
 Table 4.1.8 Showing Latrines & Urinals Facilities

Latrines & No. of % of

Synod.
Urinals Respondents Respondents

Highly
1 24 18
Satisfied

2 Satisfied 64 49

3 Neutral 31 24

4 Dissatisfied 10 8

Highly
5 2 2
Dissatisfied

Total 131 100

Chart 4.1.8 showing Latrines & Urinals Facilities

60

50
% of Respondents

40

30

20

10

0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Latrines & Urinals

INTERPRETATION:
The above table 4.1.8 points out that, 18% of respondents are highly satisfied, 49% of
respondents are satisfied, 24% of respondents are neutral, 8% of respondents ardissatisfied
and 2% of respondents are highly dissatisfied in latrines& urinals facilities.

34
 Table 4.1.9 Showing Restroom Facilities

Restroom No. of % of
Synod.
facilities Respondents Respondents
Highly
1 35 27
Satisfied

2 Satisfied 49 37

3 Neutral 34 26

4 Dissatisfied 7 5

Highly
5 6 5
Dissatisfied

Total 131 100

Chart 4.1.9 showing Restroom Facilities

40
35
30
% of Respondents

25
20
15
10
5
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Restroom facilities

INTERPRETATION:
The above table 4.1.9 points out that, 27% of respondents are highly satisfied, 37% of
respondents are satisfied, 26% of respondents are neutral, 5% of respondents are
dissatisfied and 5% of respondents are highly dissatisfied in restroom facilities.

35
 Table 4.1.10 Showing Ventilation Facilities

Ventilation No. of % of
Synod.
facilities Respondents Respondents
Highly
1 35 27
Satisfied

2 Satisfied 67 51

3 Neutral 20 15

4 Dissatisfied 6 5

Highly
5 3 2
Dissatisfied

Total 131 100

Chaet 4.1.10 showing Ventilation Facilities

60

50
% of Respondents

40

30

20

10

0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Ventilation facilities

INTERPRETATION:
The above table 4.1.10 points out that, 27% of respondents are highly satisfied, 51% of
respondents are satisfied, 15% of respondents are neutral, 5% of respondents are
dissatisfied and 2% of respondents are highly dissatisfied in Ventilation facilities.

36
 Table 4.1.11 Showing Lighting Facilities

Lighting in restroom %of

Synod.
facilities Respondents Respondents
Highly
1 45 34
Satisfied

2 Satisfied 61 47

3 Neutral 18 14

4 Dissatisfied 3 2

Highly
5 4 3
Dissatisfied

Total 131 100

Chart 4.1.11 Showing Lighting Facilities

50
45
40
% of Respondents

35
30
25
20
15
10
5
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Lighting facilities

INTERPRETATION;
The above table 4.1.11 points out that, 34% of respondents are highly satisfied, 47% of
respondents are satisfied, 14% of respondents are neutral, 2% of respondents are
dissatisfied and 3% of respondents are highly dissatisfied in Lighting facilities.

37
 Table 4.1.12 Showing Cleanliness in organization

Son No. of % of
Cleanliness
. Respondents Respondents

1 Highly Satisfied 39 30

2 Satisfied 58 44

3 Neutral 25 19

4 Dissatisfied 4 3

Highly
5 5 4
Dissatisfied

Total 131 100

Chart 41.12 showing Cleanliness in organization

50
45
40
% of Respondents

35
30
25
20
15
10
5
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Cleanliness in organization

INTERPRETATION:
The above table 4.1.12 points out that, 30% of respondents are highly satisfied, 44% of
respondents are satisfied, 19% of respondents are neutral, 3% of respondents are
dissatisfied and 4% of respondents are highly dissatisfied in Cleanliness in organization.

38
 Table 4.1.13 Showing Canteen facilities

Canteen No. of % of
Synod.
facilities Respondents Respondents
Highly
1 7 5
Satisfied

2 Satisfied 48 37

3 Neutral 44 34

4 Dissatisfied 12 9

Highly
5 20 15
Dissatisfied

Total 131 100

Chart 4.1.13 showing Canteen facilities

40

35

30
% of Respondents

25

20

15

10

0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Canteen facilities

INTERPRETATION:
The above table 4.1.13 points out that, 5% of respondents are highly satisfied, 37% of
respondents are satisfied, 34% of respondents are neutral, 9% of respondents are
dissatisfied and 15% of respondents are highly dissatisfied in Canteen facilities.

39
 Table 4.1.14 Showing Quality of food in Canteen

Quality of
No. of % of
Synod. food in
Respondents Respondents
canteen

Highly
1 7 5
Satisfied

2 Satisfied 36 28

3 Neutral 43 33

4 Dissatisfied 18 14

Highly
5 27 21
Dissatisfied

Total 131 100

4.1.14 Showing Quality of food in Canteen

35
30
% of Respondents

25
20
15
10
5
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Quality of food in canteen

INTERPRETATION:
The above table 4.1.14 points out that, 5% of respondents are highly satisfied, 28% of
respondents are satisfied, 33% of respondents are neutral, 14% of respondents are
dissatisfied and 21% of respondents are highly dissatisfied in Quality of food in Canteen.

40
 Table 4.15 Showing Price of food in canteen

No. of % of
Synod. Price of food
Respondents Respondents

1 Highly Satisfied 15 12

2 Satisfied 41 31

3 Neutral 38 29

4 Dissatisfied 11 8

5 Highly Dissatisfied 26 20

Total 131 100

4.15 Showing Price of food in canteen

35
30
% of Respondents

25
20
15
10
5
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Price of food

INTERPRETATION:
The above table 4.15 points out that, 12% of respondents are highly satisfied, 31% of
respondents are satisfied, 29% of respondents are neutral, 8% of respondents are
dissatisfied and 20% of respondents are highly dissatisfied in Price of food in canteen.

41
 Table 4.16 Showing Cleanliness of canteen

Cleanliness No. of % of
Synod.
of canteen Respondents Respondents
Highly
1 20 15
Satisfied

2 Satisfied 69 53

3 Neutral 30 23

4 Dissatisfied 4 3

Highly
5 8 6
Dissatisfied

Total 131 100

4.16 Showing Cleanliness of canteen

60

50
% of Respondents

40

30

20

10

0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied
Cleanliness of canteen

INTERPRETATION:
The above table 4.16 points out that, 15% of respondents are highly satisfied, 53% of
respondents are satisfied, 23% of respondents are neutral, 3% of respondents are
dissatisfied and 6% of respondents are highly dissatisfied in Cleanliness of canteen.

42
 5.1 FINDINGS,
 About 64% of respondents are belonging to the age group of 18-23.
 About 76% of respondents are male
 Most of 66% of respondents is studied diploma
 85% of respondents are working from 7 to 9 hours per day
 81% of respondents have 3 years of work experience
 Most of 50% of employees are satisfied with drinking water facility provided in
organization
 Most of 51% of employees are satisfied with seating facility
 49% of employees are satisfied with latrines and urinals
 Only 37% of employees are satisfied with restroom facilities
 Most of 51% of employees are satisfied with the ventilation
 47% of employees are satisfied with lighting facilities
 44% of employees are satisfied with cleanliness
 Only 37% of employees are satisfied with canteen
 Only 33% of employees are in neutral state level for the quality of food in canteen
 Only 32% of employees are satisfied with the quantity of the food in canteen
 Only 31% of employees are satisfied with the price of the food

43
5.2 SUGGESTIONS
The company should improve the present welfare facility to increase the production in the
organization.
The company should provide proper canteen service; employees are not satisfied with the
quality of food which is provided by the organization.
The management can give clean and hygienic rest room for betterment.
Various facilities, services and amenities can be provided to workers.
Many of the employee’s requested the management to take action regarding approval of the
special welfare facility as soon as possible in the organization.

44
5.3 CONCLUSION
The study was carried out to determine the level of employee welfare practices followed in
CMRL. From the critical analysis it was found that the employee’s were satisfied with
drinking water facilities, seating facilities, latrines & urinals, restroom facilities, ventilation,
lighting, cleanliness, canteen, quality of food in canteen, price of food, cleanliness of
canteen, variety of menu, factory dispensary, subsidized medicine, ambulance service,
recreational facilities, traveling facilities, flexi time, comfortable with shift system,
overtime allowances, and leave policy. The employees are neutral in the scale of quantity of
food in canteen and conveyance allowance. The sections which are to be improved are
suggested in the previous section and improving them could improve the level of company
and also its level with competitors.

45
BIBLIOGRAPHY
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Publishers, New Delhi, pp: 935-947
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2320-5504, October 2015, Volume: III, Special Issue: X
Ashwatthama (2002), Human Resource and Personnel management, Tata mc Graw-hill
publishing New Delhi second reprint.
Bijoy Joseph, Joseph Enjoyed and Raju Varghese (2009), Excel International Journal of
Multidisciplinary Management Studies, ISSN 2249-8834., EIJMMS, Volume 3(7), July
(2013).
Debashish Sengupta(2012) “Responsibility for sustainability : The changing face of
CSR”, ICFAI Reader, Hyderabad, July, pp:21-28
Gupta S.P (2005), Statistical method- Sultan Chand& Sons Publishers, New Delhi, thirty
fourth editions. pp:89-90
Joseph B.; Joseph I. and Varghese R. (2009): Labour Welfare in India, Journal of
Workplace Behavioural Health, Vol. 24 (1&2) pp:221-242.
Joshi, M.M,(2013) “Trade union Movement in India”, Bombay, pp:157-169
Kothari C.R(1985), Research Methodology – New age international (p) LTD, 2 nd edition.
Kudelka (1979) “Aspect of personnel Management and Industrial Relations”, Excel books
,New Delhi, pp:10
Michael V.P(2001) “Labor welfare measure andlabor officers” in HRM and Human
Relations, Himalaya Publishing house, Mumbai, pp:612-618.
P.V.V. Satyanarayana (2011):Labour welfare measure in cement industry in India. IJPSS
Jour. Vol. 2 (7) pp:257-254
Polavaram. S (2011)“A Study on labor welfare facilities with reference to AFT,
Pondicherry), International Journal of research in commerce, economics and Management
May, Vol.1, No.1, pp:40-44
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publishing company Limited, New Delhi., p:381

46
 ANNEXURES
“A STUDY ON EMPLOYEE WELFARE MEASURES IN RANE TRW STEERING
SYSTEMS PRIVATE LTD”
Dear Sir/Madam,

Kindly fill the questionnaire. Thank you for your value cooperation.
1. Name (Optional) ________________________________
2. Age:
a) 18 – 23
b) 24 – 29
c) 30 – 35
d) > 35
3. Gender:
a) Male
b) Female
4. Education:
a) Schooling/Diploma
b) Undergraduate
c) Post Graduate
d) Others
Job description: ______________________
5. How many hours per day do you work?
6. a) < 7 hours
7. b) 7 – 9 hours
8. c) > 9 hours
9. Experience in this company
10. a) < 3 Years) 3 - 6 Years c) 7 - 10 Years d) > 10 Years
11. Kindly Rate your level of satisfaction for the following parameters, where HS means
Highly Satisfied, S means Satisfied, N means Neutral, DS means Dissatisfied and HDS
means Highly Dissatisfied

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