A STUDY ON EMPLOYEE WELFARE MEASURES OFFERED TO THE

EMPLOYEES OF PRK ANCILLARIES INDIA PRIVATE LIMITED IN

BENGALURU CITY

Synopsis submitted in partial fulfillment of the requirements for the

Award of the degree of

MASTER OF BUSINESS ADMINISTRATION

OF
BANGALORE UNIVERSITY

By
Rakesh Krishna M

20YUCMD104

Under The Guidance Of

Dr. V P Sriram
Professor

ACHARYA BANGALORE B SCHOOL

Bangalore University
2022
1. INTRODUCTION TO THE TOPIC AND INDUSTRY
Industrialization in India has harmed the lives of working-class people by causing a
slew of social and economic issues. Overcrowding, insanitary slums, hard work
conditions, insufficient leisure facilities, and exposure to catastrophic accidents are
only a few of the variables that have influenced the mental composition of the
workforce. These elements have an impact on labour productivity, industrial relations,
and the industry's economic growth. Labor welfare policies are seen as a significant
tool for improving workers' working circumstances. Industrial growth is dependent on
a pleased workforce, and a labour welfare measure plays a significant role, as many
organizations have long recognized. With the advent of globalization and
urbanization, industrial competitiveness in the global market is developing at a rapid
pace. Regardless of organizational goals, strategies, and rules, only human
contributions have a significant impact in an industry's success. A person spends the
most of his life trying to meet his or her wants and expectations. To achieve the
objectives efficiently and effectively, all resources are collected and coordinated via
collaborative human efforts. If an organization's working circumstances are pleasant
for its employees, their level of satisfaction may be increased effectively. Welfare
facilities help to keep the organization's staff in a good mood. Every employee in
every industrial unit requires some form of welfare in order to accomplish their work
correctly. Every organization's primary goal is to satisfy its people resources. If the
organization's human resources are content with the amenities and facilities supplied
to them, the organization's profitability and productivity will grow. It is known as
welfare.
During the pre-independence period, the wellbeing of employees was not prioritized.
Employers used to treat their employees according to their whims and desires.
Employees had little negotiating power and were forced to labour according to their
supervisors' wishes. It was only with the introduction of the current constitution that
employee welfare and involvement in the management of enterprises became required
in India. To put the constitution's provisions into effect, significant adjustments were
made to labour legislation, and new legislation was also adopted. The Royal
Commission in 1931 focused on employees, stating that the need for labour welfare
measures is critical due to the severe treatment of workers. The Constitution of
independent India stressed this desire even further (1950)..The Factories Act of 1948
is the primary Act in India that provides for numerous labor welfare policies. The Act
applies to all enterprises that employ 10 or more people when power is used, and 20 or
more workers when power is not used and a manufacturing activity is being carried
out. Employee welfare refers to everything done for the employees' comfort and
improvement that is not covered by their salaries. Simply put, it refers to "efforts to
make life worth living for workers." It covers a variety of services, facilities, and
luxuries made available to employees for their benefit. These amenities may be given
freely by progressive businesses, compelled by statutory provisions, or performed by
the government or trade unions if the necessary money are available. Employee
welfare, according to the ILO, "should be understood as such service, facilities, and
amenities which may be established in or near undertakings to enable the persons
employed in them to perform their work in healthy and peaceful surroundings and to
avail of facilities which improve their health and bring high morale." Employees
devote a significant deal of their energy on job, either getting to it or quitting it. They
recognize that they contribute to the organization when they are stress-free, and they
believe that when they are caught in an undesirable situation/issue, they are supposed
to get something back from the organization. Individuals are eligible to be treated as
whole persons with unique wants, trusts, and conflicts.
Manufacturing has emerged as one of India's fastest growing industries. Mr. Narendra
Modi, the Prime Minister of India, initiated the 'Make in India' campaign to put India
on the map as a manufacturing centre and to give the Indian economy global
prominence. By 2022, the government hopes to have created 100 million new
employment in the industry. India is a desirable location for international industrial
ventures. Several mobile phone, luxury, and car companies, among others, have
established or plan to establish production bases in the nation. India's manufacturing
industry has the potential to reach $1 trillion by 2025. The adoption of the Goods and
Services Tax (GST) would turn India into a single market with a GDP of US$ 2.5
trillion and a population of 1.32 billion people, which will entice investors. With the
 help of the Make in India initiative, India is on its way to becoming a hi-tech
manufacturing hub, as global conglomerates such as GE, Siemens, HTC, Toshiba, and
Boeing have either established or are in the process of establishing manufacturing
plants in India, drawn by India's market of over a billion consumers and rising
purchasing power. Between April 2000 and June 2021, cumulative FDI inflows into
manufacturing subsectors were US$ 100.35 billion, according to the Department for
Promotion of Industry and Internal Trade (DPIIT). The Government of India boosted
FDI in defence manufacturing under the automatic route from 49 percent to 74 percent
in May 2020. India has emerged as one of the most appealing places for industrial
investment.
PRK Ancillaries India Private Limited is a three-decade-old manufacturing firm based
in Bangalore, India, with a 50,000-square-foot production facility, 200+ employees,
and certifications for IATF 16949 (formerly TS16949) and ISO14001. The firm
specialises in delivering HIGH PRECISION MACHINED COMPONENTS and SUB-
ASSEMBLIES to industry leaders in automobiles, defence, agriculture, and other
sectors for India and overseas markets.

2. NEED FOR THE STUDY

The underlying compassion toward employees in every organisation is security and
welfare. Welfare measures should be accepted by organisations in order to take the
best possible care of the representative and his or her family. It is critical to determine
if welfare offices play an important role in employee productivity. As a result,
enterprises must ensure worker involvement in order to increase generation and obtain
better benefits. Representatives may participate only if they are entirely satisfied with
their management and their working circumstances. As PRK Ancillaries India Pvt ltd
is into manufacturing of machined components and assemblies which involves heavy
machineries and tools, safety and welfare of employees becomes very essential. Hence
it is vital to establish and monitor welfare measures on a regular basis for the
betterment of the workforce.
3. LITERATURE REVIEW
Reviews on Employee Welfare Measure
1) Supriya Bhagat et al., (2015) "Employee welfare measure in medium scale industry
a study with reference to statutory welfare measures in Nashik MIDC” objective in
this paper is to study statutory welfare measures in medium scale. Statutory welfare is the
compulsory welfare measures that the company has to provide to the labourer’s. Some of
the statutory welfare measures taken to study are cleanliness, sitting facilities, first aid,
drinking water, lighting, safety measures, and urinals. At last the result of the study is
improvisation has to be made in these facilities and that to more concentration on
cleanliness urinals and safety measures.

2) R. Madesh (2014) “Implications of labour welfare measures on quality of work life”,

conveys providing welfare measures other than statutory welfare by trade union and
employers of organization will improving work life of labourers. More welfare measures
help to retain the employees by increasing their living standard or quality of life leads to
increase productivity of the organization. Thus the organization maintains smooth
relationship between workers and management leads to better industrial relation and
attain organizational goals.

3) B. Rajkumar (2014) in his article “labour welfare measures and social security in IT
industry”. This article says that service sector is the reacting sector nowa-days which
generates more employment opportunities. So to retain employee, satisfying employees
through welfare measures are necessary which motivate and feel them secured in their
work or job which in turn increases efficiency.

4) M.Surat Kumari and Malla Reddy Tata Reddy (2014) “Impact of employee welfare
facilities on job satisfaction”, observes that due to intra mural and extra mural welfare
measures the employee feel management is interested in safety of the employees. This
resulted in enhancing the loyalty, job satisfaction, sincerity towards work. If increase in
welfare measure will also give good results from the employees of south central railway.
5) S. Samarthakani and R. Srinivasan (2013) “Evaluating labour welfare legislation
and statutory measures” has concluded that overall labour welfare and statutory
measures are highly satisfactory in particular like salary, working condition, canteen,
workload, bonus. Improvisation should be needed in recreational facilities can improve
job satisfaction.

6) Maria Yesuraja I and C. Nandini Devi (2013) “A study on effectiveness of labour

welfare measures in dairy division published in global research analysis”, objective
of the study is to know the socio economic background and 82 effectiveness of welfare
measures. The research findings are the monitory welfare and recreation facilities are in
satisfactory level. Suggestions are to improve uniform facilities, ESI facilities, working
environment, first aid, canteen facilities, pollution control, wages and salary.

7) M. Sentil kumar and G. Vedanthadesikan(2013) “labour welfare measures in

transport corporation”, studied the satisfaction level of individual monetary labour
welfare schemes, family welfare monetary schemes offered by corporation and got the
clear result that the labourers are aware of the welfare measures but just satisfied in
getting it. Majority of the labourers are in neutral level. Hence the whole betterment has
to be done in providing the welfare facilities to the labours and their family by the
Government. If this happens then the employee can do their job effectively and
efficiently.

8) Parul P Bhati and Dr.Ashokkumar M.(2013), “ Provision Of Welfare Under

Factories Act & Its Impact On Employee Satisfaction” in their study they measured
the impact of welfare provisions on employee satisfaction by way of the correlation
technique and they also measured that whether any difference in terms of employee
satisfaction towards welfare provision exists by way of using one way Annova test.

9) Asiya Chaudhay and Roohi Iqbal (2011) “A study on labour welfare measures in
Indian railway”, has pointed out that Indian railway have inadequacy of financial
 resources to fulfill the welfare needs of labours. Indian railway is in favor of public rather
than employees. So they suggested minimizing the cost of social burden which
discourage the cost of their employees and asked the government to subsidize the social
cost, also suggested for the betterment of housing accommodation, hospitals,
infrastructure etc. The most striking suggestion is welfare facilities are not to be
regionally biased.

10) Sanjay Upadhyaya (2006) “Awareness and implementation of the labour welfare
measures in garment and hosiery industry Noida”, observed that piece rate and casual
workers were not enjoying the welfare measures, they are lack of non statutory facilities
and even statutory facilities are less concentrated. But the regular employees are enjoying
all the statutory and non statutory facilities. Awareness of welfare measures is also low
for casual workers they are unskilled and regular are much aware of it as they are skilled
and educated.

11) Sarang, Shankar, Bhola, (2003) "A Study of Quality of Work Life in Casting and
Machine Shop Industry in Kolhapur," Study conducted for few workers from public,
private and proprietary. Its claims that public and private labourers are getting almost
equal wages but under proprietary are not like public and private labours. Maximum
populations here are not covered on the safety and Welfare aspects. So, concluded that
quality of work life does not depend on nature ownership.

4. STATEMENT OF THE PROBLEM

Focus on employee satisfaction in relation to "PRK Ancillaries India Private Limited”
welfare measures to determine whether the workers of the organization are satisfied
with their present welfare schemes and practises. Regardless of whether the
organisation is providing services in accordance with the provisions of several Acts,
for example, the Factory Act of 1948, the Minimum Wage Act of 1948, and so on.
Employee welfare is a comprehensive period verifying various administrations,
benefits, and services exhibited to employees by the organisation, it furthermore
enhances worker confidence and recoups human connection, and thus it expands the
 representatives' activity fulfilment.

5. OBJECTIVES OF THE STUDY

 To examine employees' awareness of labour welfare policies in Bangalore's

manufacturing sector.
 To determine if the organization is delivering welfare services in accordance with the
arrangements.
 To investigate the effect of employee welfare schemes on employee satisfaction.
 To study the influence of employee welfare programmes on employee safety and security.
 To suggest steps to reduce disappointment, assuming any.

6. RESEARCH METHODOLOGY & DESIGN

The research methodology describes the research procedure which has been used in
the study.

a) Research Methodology
Descriptive type of research will be carried out for this study as data gathering and
classification with the help of surveys and facts finding enquire of different kinds which
will be examined and reported on understood in order to put the Hypotheses to the test.
b) Research Design
Research design is considered as a "blueprint" for research, dealing with at least four
problems: which questions to study, which data are relevant, what data to collect, and
how to analyze the results. The best design depends on the research questions as well as
the orientation of the researcher. The research design used in this study is descriptive. It
includes data collection, sampling technique, analysis and interpretation of data.

7. SAMPLING
a) Sample Unit
The employees of PRK Ancillaries India Private Limited.
 b) Sample size

The population size at PRK Ancillaries India Private Limited is found to be 260 based
on the company’s data. Taking the confidence level as 95%, 5 % Margin of error,
probability of occurrence as 50% we need 156 or more measurements/surveys.

c) Sampling Procedure
The sampling procedure used in the study is Simple random sampling. Simple random
sampling is a probability sampling technique where each item in the population has an
even chance and likelihood of being selected in the sample.

8. SOURCES OF DATA

1) Primary Data: Primary data are those data collected directly from the field for first
time, which is original in character. A detailed well-constructed type questionnaire
containing 20 questions will be used here.

2) Secondary Data: Secondary data is collected by someone other than user. Secondary
data for the study was obtained through company websites and books. Certain type of
information such as theoretical framework of the study can be obtained from available
published records.

9. TOOLS FOR DATA COLLECTION

The main tools used for the data collection process is well constructed questionnaires.

10. PLAN OF ANALYSIS

Data collected through secondary and primary sources will be tabulated and will be
analyzed with the help of appropriate statistical technique wherever necessary, pie or
histogram will be plotted for easy understanding.
CHAPTER SCHEME
CHAPTER 1: INTRODUCTION

CHAPTER 2: REVIEW AND RESEARCH DESIGN

CHAPTER 3: COMPANY PROFILE

CHAPTER 4: DATA ANALYSIS AND INTERPRETATIONS

CHAPTER 5: SUMMARY OF FINDINGS, SUGGESTIONS AND CONCLUSION

Signature of student Signature of Guide

(RAKESH KRISHNA M) (Dr. V P SRIRAM)

Date: Date:
Place: Bengaluru Place: Bengaluru