CHAPTER-1

INTRODUCTION

RSPL (Rohit Surfactants Private Limited) Company

Rohit Surfactants Private Limited -Company does the manufacturing and trading of
detergents, toilet soaps and other FMCG products. Poonam Developers & Infrastructure India
Private Limited -This Company is involved in the business of construction and real estate.
Calcutta Detergents Private Limited -This Company does activities of manufacturing and
trading of detergents. All the Companies are under the supervision and control of the same
management, thereby making its recognition as the “GHARI GROUP”. Ghari Detergents
brand is one of the fastest growing in the stagnant FMCG market. The Ghari Group, in spite
of such competition, is making great strides in the Indian Detergent Industry and is currently
ranked as third largest brand in its category with more than 16% market share (approx.) and
is striving to better its position by constant endeavor.

With the passage of time, by adopting latest technology and using premium quality raw
material, it developed a product under the brand name „GHARI‟ to the liking of the masses
and achieved a group turnover Of more than Rupees 1000 Crores in the financial year
200607, are continuing with an average growth rate of 15 to 20%. Today, Ghari is one of the
fastest growing brands with a market share of around 40% in UP and Bihar with close to 10%
volume share on an all-India basis. It caters to the mass market through a wide network of
300 distributors and a million retail outlets spread from the smallest rural village to the
largest metro with a strong base in North India. KTC clocked a sales turnover of Rs 840 crore
in ‟05-06 with a net income of Rs 35 crore. It has Projected a net profit of Rs 60 crore in
the current fiscal, on a turnover of over Rs 1,000 crore. The funds raised through the private
placement route would be used to finance KTC‟s ongoing projects in Uttaranchal and other
parts of the country. Currently, KTC makes Ghari detergent at its plants in several locations
including Kanpur, New Delhi, Indore, Sahibabad and Alwar. KTC is also setting up an IT
park in Noida on 1.5-2 lakh sq ft. With the valuation ruling high, industry watchers say this is
an ideal time to offload equity.

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Consumer is the king of any business activity. It is very important for any marketing person
to know how the consumer perceives different things and how he behaves accordingly. So
consumer research is imperative for the success of any marketing effort. Hence an attempt is
made in the present Chapter to study the behavior and perception of consumer. First of all
perception is defined as the process of receiving, selecting organizing, interpreting, checking
and reacting to sensory stimuli or data. Consumer behavior is defined as “behavior that
consumer display in searching for purchasing, using evaluating and disposing of product and
services that they expect will satisfy their needs”. The study of consumer behavior is the
study of how the individuals make decision to spend their available resources like time,
money, effort, etc, on consumption related items. It includes the study of what they buy,
when they buy it, why they buy it, where they buy it, how often they buy it and often use it.

As marketer, it is important to recognize why and how individuals make their consumption decision,
so that we make better strategic marketing decision. If marketer understand consumer behavior they
are able to predict how consumer are likely to react to various information and environmental cues
and are able to shape their marketing strategies accordingly. With out doubt, marketers who
understand consumer behavior will have great competitive edge in the market. Consumer behavior is
relatively new field of study in the mid-to-late 1960‟s with no body of research of its own, the
discipline borrowed heavily from concepts developed in other scientific disciplines, such as
Psychology (study of individuals), Sociology (Study of groups), Social psychology ( study of how an
individual operates in groups), Anthropology ( the influence of society on individuals) and
Economies. The initial thrust of consumer behavior was from a managerial prospective, marketing
manager wanted to know the specific causes of consumer behavior. They also wanted to know how
people receive store and use consumption related information so that they could design marketing
strategies to influence consumption decision. They regard consumer behavior disciplines as an
applied marketing science.
There are number of reasons why the study of consumer behavior was developed as a separate
marketing discipline. Marketers had long noted that consumer did not act or react as marketing theory
would suggest. The size of the consumer market in every country is vast and constantly expanding.
Large amount were being spent on goods and services by millions of peoples. Consumer preference
were changing and becoming highly diversified. Even in industrial markets, where needs for goods
and services were always more homogeneous than in consumer markets, buyers were exhibiting
diversified preference and less predictable purchase behavior. As marketing people began to study the
buying behavior of consumer, they soon realized that despite a sometimes “mo too” approach to fact
and fashions, many consumer rebelled at using the identical product every one else used. Instead they
preferred differentiated product that they felt reflected their own special new personalities and life
styles.
 Brief History

The leading brand “GHARI” and some other brands in the detergent segment were earlier owned by
KTC Private Limited, the marketing company of the group. The company has been merged with
Leayan Over-seas Private Limited; another group company engaged in the manufacturing and
marketing of leather shoes under the brand name of “RED CHIEF” and finished leather. Pursuant to
the Scheme of amalgamation becoming effective, the name of the company has been changed to
“Ghari Industries Private Limited”. The activities of the merged entity are now broadly into two
segments, the marketing and trading of Ghari detergent cake/detergent powder and manufacturing and
marketing of leather shoes and finished leather.

Footwear range of Ghari Industries Pvt. Ltd. was launched under the brand name Red Chief in 1997 to
meet the growing demand for branded high quality leather footwear at an affordable price. Starting
with a handful of employees in 1997, Red Chief now has a workforce of more than 350 dedicated
employees. The company has recorded an impressive growth through its enthusiastic and highly
motivated marketing team and an efficient distribution network covering nearly the whole of north &
west India. For future growth the company is now all set to explore overseas market.

In 1987, a year before Wheel was launched by HUL, without much attention of media or
public, Muralidhar and Bimal Kumar Gyanchandani launched Ghari detergent in Kanpur,
Uttar Pradesh. In 1988, Muralidhar and Bimal Kumar incorporated Shri Mahadeo Soap
Industries Pvt. Ltd. under which they started manufacturing Ghari detergent. Eventually, Shri
Mahadeo Soap Industries Pvt. changed its name to Rohit Surfactants Private Limited (RSPL)
in June 2005.

It is said that Ghari was inspired by Nirma, which was launched in 1969 and evicted HUL's
Surf within four years of its launch to become the market leader in 1987 having a market
share of around 30%. Nirma was at its peak when Ghari was launched in 1987. In 1988, HUL
launched Wheel to take on Nirma which snatched top spot from Nirma in 2000. Ghari had to
compete against two big players Wheel and Nirma since its launch. After 25 years of its
inception, it took the top spot in the detergent market in 2012.

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 Company profile

RSPL Limited is 4000 crore diversified conglomerate, which is committed for

value for money propositions & credited with several innovations over last 3
decades. The sagacity to weave its business around consumer needs has
conferred RSPL Limited with a distinct value and identity. Efficient capital
structure, cutting edge technology, operational discipline and a widespread
distribution network, have together attributed to enhance RSPL Limited and
enabled the organization to deliver value to consumers. Keeping in line with its
expansion programme, The company has been established detergent
manufacturing units in various locations across the India to enable the company
to fulfill the demand of its products across the country more effectively.

1. Website
http://www.gharidetergent.com

2. Industry
Consumer Goods

3. Type
Public Company

4. Company Size
10,001+ employees

5. Founded
1987
Uncover unique insights about RSPL Group

• Employee distribution by department

• Employee growth rates

• Notable leadership additions

• Trends in hiring activity

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Corporate Social Responsibly
Inaugrated in April 2013,Laxmi Devi Dayal Das Charitable Hospital is a significant social
initiative taken by RSPL Group to serve the humanity.

Set up nearly 29 Km away from the city of Kanpur, the hospital aims at providing medical
assistance for ailments and surgeries to the poor and needy. The hospital has set prescribed
standards in both medical treatment & patient comfort aiding quick and complete cure. It is
equipped with latest medical equipments facilitating accurate treatment to its patients. It
offers medical treatments to patients at nominal rates so that people from all walks of life can
afford to avail the medical facilities of the hospital and also distributes medicines absolutely
free of cost on a daily basis to those people who cannot afford to pay.

RSPL Limited (“Company”) is in the business of manufacturing, producing, making, altering,

converting, processing, refining, rectifying, mixing, distilling, buying, selling, trading,
importing, exporting, supplying, distributing, stocking, acting, dealing and preparing for the
market all kinds and description of and/or the allied & by-products and intermediates of all
types of toilet soaps, washing soap, liquid soaps, glycerin soap, detergent cake, detergent
powder, shampoo and its ingredients. This policy guides the actions of the Company in its
efforts to contribute to promoting health care, making a contribution for the betterment of
lives of the under-privileged persons, senior citizens, orphans, differently abled persons and
women and promoting education, supporting rural development, providing sanitation and
drinking water.
Mission and Objectives

The Company believes that by contributing to the society by assisting in promoting health
care, they shall be able to contribute towards betterment of society. The Company is
committed to implement the Companies Act, 2013 (“Companies Act, 2013”) and the
Companies (Corporate Social Responsibility Policy) Rules, 2014 (“CSR Rules”).

CSR Committee

The Company has as per the requirements of Section 135 of the Companies Act, 2013 formed
a committee to manage the CSR Activities of the Company. The Company has formed a
committee with three (3) directors to manage the CSR Activities of the Company. The
members of the CSR Committee are:
• Shri Murlidhar, Chairman
• Shri Bimal Kumar, Member
• Shri Rajinder Pal Singh, Member

The Company may also employ full time employee(s) who are dedicated to co-ordination and
monitoring the CSR Activities of the Company.

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CSR Activities

The Company has in the past focussed in one or more of the following CSR activities and
therefore it has decided to continue undertaking these activities.

• Founding and maintain hospitals, medical investigation and research establishments or

institutions, in India for affording facilities of medical relief to the poor, the sick and
suffering.
• Establishing institutions and college for imparting education in medicine and other
allied subjects.
• Establishing institutions and college for imparting education in medicine and other
allied subjects.
• Founding and establishing, developing, maintaining and granting aid of, in cash or in
kind for running hospitals, dispensaries, maternity home, child welfare centres and/ or
such other similar charitable institutions in India for the benefit and use of the general
public at large.
• Spreading of useful knowledge in medicine and of providing facilities for research in
the field of medicine and with this object in view to assist deserving persons with
opportunities for furthering their studies either in India or abroad by awarding
scholarships, fellowships or other financial assistance.
 Sales Network

RSPL Group follows the policy of penetrating its markets deep and then focusing on
geographical expansion. Having achieved strong distribution reach in its core markets, it has
now embarked on strengthening its geographical presence by establishing and expanding
distribution in other states (most notably in South India)

We are successfully running more than one manufacturing units at Alwar, Aurangabad,
Chitradurg, Dhar, Ghaziabad, Greater Noida, Haridwar, Jamnagar, Jamshedpur, Jhansi,
Kanpur, New Delhi, Roorkee, Sagar and adding more.

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 Our Mission
To be a part of consumer‟s daily life by giving them best value for money through well
researched and ever evolving excellent products

Our Core Values

• Consumer Centricity

• Continuous Improvement

• Integrity

• Thorough Planning and Execution

 Our Management

RSPL Group is promoted by Gyanchandani family. The promoter directors are

combination of experienced and young persons.

Murli Dhar: Executive Chairman

 Joined the family business of his father Late Dayal Das. His vision and strong dedication
laid the foundation of the „RSPL Limited‟ group. He has the responsibilities of
finalizing Corporate Strategy & Planning for the growth of the business of the group.
Under his leadership the group has established itself amongst the top manufacturers of
detergent products in a short period of nearly 3 decades. He is guiding the younger
generation to venture into new categories.

Bimal Kumar: Managing Director

 Joined the family business of his father with his elder brother Shri Murli Dhar. His
responsibilities are to supervise and control management of the entire group. His
contribution to the Human Resource Development in the Group has been enormous
and his media and advertisement strategies have proved to be very efficient in terms
of sales response. His ability to spot trends early has helped to identify new segments
the company should foray into.

Manoj Kumar: Director

 Joined the business in 1996 at a very young age. His contribution to the group was the first
business diversification in the leather industry. After establishing Leather and
Footwear venture and turning the business into Rs. 100 crores, he is on his way to
create new land marks in Dairy business.

Rahul Gyanchandani: Joint Managing Director

 He was appointed Director of the company in the year 2004.His present responsibilities are
operations of Soap & Detergent division of the Company. He is also actively involved

11
 in the planning of new projects. All the expansion plans of soap & detergent division
are moving smoothlyunder his able direction. He has a vision for backward
integration. Under his able guidance, the company has successfully entered into toilet
soap segment by launching toilet soap under the brand name Venus and foraying into
homecare segment.

Rohit Gyanchandani : Director

 He was inducted to the Board of the Company in the year 2005. He has the
responsibility of planning and monitoring advertising and evolving new strategies for
marketing. He is also looking after real estate business of the Group. One of the
Group company, Nimmi Build
Tech Pvt. Ltd. is developing residential projects in Kanpur and Lucknow through SPV
Evolution is constant

We live in fast paced ever changing world. These changes affect our lives and lifestyles and
therefore it is crucial to learn to be resilient.

The driving force at RSPL Group is to understand profound changes in product technology
and consumer needs to make our brands the way consumer desires them to be. We believe
that the only constant in the history of mankind is evolution and so it is our endeavor to give
superior brand experience and most superior value for consumer‟s money. Our undeterred
pursuit for evolution has led the company to progress on the path of value during our growth.

RSPL Group is 3800 crore diversified conglomerate, which is committed to value for money
propositions & credited with several innovations over last 3 decades. The sagacity to weave
its business around consumer needs has conferred RSPL Group with a distinct value and
identity. Efficient capital structure, cutting edge technology, operational discipline and a
widespread distribution network, have together attributed to enhance RSPL Group and
enabled the organization to deliver value to consumers.
Keeping in line with its expansion programme, the company has established detergent
manufacturing units in various locations across India to enable the company to fulfill the
demand of its products across the country more effectively.

The company is going to set up a new unit in Raipur, Chhattisgarh for the manufacturing of
detergent cake, powder and acid slurry. The company has applied for necessary approvals to
set up the unit.
Within next couple of years the Group‟s installed capacity of detergents would cross 800000
MT PA.
To make its presence stronger in southern states, the company is planning to set up a unit in
Karnataka. The company has already acquired land at Bidar, Karnataka for the purpose.
Keeping in view the expanding market of personal & home care products in India, the
company has set up a unit in Haridwar for the manufacturing of products like Shampoo, Hair
oil, Toothpaste, Moisturiser, Shaving Cream, Liquid Hand Wash, Floor Cleaner, Liquid
Detergent and Toilet Cleaner.

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 Principles
INTRODUCTION

RSPL Limited (the “Company”) believes in the conduct of the affairs of its constituents in a
fair and transparent manner by adopting highest standards of professionalism, honesty,
integrity and ethical behavior. In order to inculcate accountability and transparency in its
business conduct, the Company has been constantly reviewing its existing systems and
procedures.

SCOPE AND OBJECTIVE

In keeping with its beliefs it has been decided by the Company to introduce a Whistle Blower
Policy (hereinafter referred to as “Policy”). The purpose of this Policy is to provide a
framework to promote responsibility and secure whistle blowing. This Policy will enable all
employees, directors and other stakeholders to raise their genuine concerns internally in a
responsible and effective manner if and when they discover information which they believe
shows serious malpractice or irregularity within the Company and/or to report to the
management instances of unethical behavior, actual or suspected, fraud or violation of
Company‟s code of conduct or ethics policy.

DEFINITIONS

The definitions of some of the key terms used in this Policy are given below:

 “Associate” means all business associates of the Company including all suppliers,
vendors, consultants, auditors, service providers, lessor (s)/owners of commercial /
residential properties, manpower supply agencies, etc., with whom the Company has
been dealing with or proposed to enter into any business transactions.
 “Audit Committee” means the Audit Committee of the Board of Directors of the
Company constituted in accordance with Section 177 of the Companies Act, 2013 and
rules framed thereunder. code of conduct or ethics policy.
SCOPE AND EFFECTIVE DATE

This Policy applies to all the Employees of the Company (including expatriates and
outsourced personnel), directors, stakeholders of the Company including Associates.

COVERAGE OF POLICY

This policy encourages all the Whistle Blowers to report any kind of misuse of Company’s
properties, mismanagement or wrongful conduct.

COMPLAINT PROCEDURE

The Whistle Blower shall lodge his/her Complaint with the Vigilance Officer of the
Company (the details of the Vigilance Officer are provided below)and also send a copy of the
same to the Audit Committee. The Complaint must be either in the form of a written letter (in
closed envelope) or by e-mail. While the Company would encourage that all complaints are
submitted in written, in case there is a Whistle Blower who does not write down the
complaint but makes such Complaint in verbal form, it will be the joint responsibility of the
Vigilance Officer and the Whistle Blower to ensure that the same is reduced to writing.

15
GRIEVANCES REDRESSAL PROCEDURE

On receipt of a Complaint from a Whistle Blower, the Vigilance Officer on the approval of
the Audit Committee may perform all such acts as it may deem fit and appropriate to
safeguard the interests of the Company, including but not limited to, the following functions:

a. Obtain legal opinion or expert‟s view in relation to the Complaint;

b. Appoint some Investigator or external agency to assist in investigation;

PUNITIVE ACTION TO BE TAKEN

The Company may take the following punitive or disciplinary actions against the accused, on
the completion of or during the investigation proceedings, depending upon the nature of the
indiscretion, where the Audit Committee finds him guilty:

a. Counseling and issue of a warning letter;

REAL ESTATE PROJECTS
The Group has interest in Real Estate industry. One of the group companies, Nimmi Build
Tech Private Limited (formerly known as Poonam Developers & Infrastructure India Private
Limited), is engaged in the business of construction and real estate.

The Company has set up an IT Software Technology Park in Noida. The company is
developing residential projects in Kanpur and one residential project in Lucknow through
SPV.

Renewable Energy

The company also creates clean energy to meet the increasing demand for clean electricity
and to address the pressing challenges of global warming and energy security. Our plan is to
grow to 100MW operational capacity in the next few years.

The Company has seven wind farms in Karnataka Rajasthan, Tamilnadu, Gujarat, and
Madhya Pradesh with a consolidated wind energy generation capacity of 50.1 megawatts.
The 6 megawatts wind power plant at Hiriyur, Chitradurga Dist(Karnataka) & 9.6 -megawatt
at Gujarat wind farm spread across the two sites namely Dhun Dohraji and Jamvali, 9
megawatts wind power plant at Jaisalmer, Rajasthan, 10.5 megawatts wind power plant at
Tamilnadu and 15 megawatts at Madya Pradesh wind farm spread across the two sites
namely Hathuniya and Gathiya Phase-1. All the projects Operation and Maintenance (O&M)
taking care by OEM‟s (Original Equipment Manufacturer) have Long Term PPAs of 20 to 25
years.

17
 Mission & core business / functions

Ghari group has diversified into other businesses with firm foot in leather, wind energy,
construction and toilet soap.

With a view to backward integration of raw materials (Alpha olefin suffocates, optical
brightener and integrated packaging unit for captive consumption) the group has allocated
rupees 50 crores for this purpose and has managed its funding with its internal accruals
and borrowing from financial institution. Rupees 35 crores approx. has already been
invested.

The group with its commitment to quality control to utmost level has setup a fleet of
tankers and trailers to stop adulteration and to manage its logistics more efficiently and
cost effectively.

To avoid double taxation and transport cost group has established their production units and
depots in different locations across the country.

The company has a very strong market presence in major parts of India; however some
parts had been left untouched hitherto. Steps are being taken to strengthen and increase
our already strong dealer network of 2500 dealers, so that they are able to penetrate those
markets where we have little or no presence. By the next two to three years, they hope to
have a significant share of the Indian Detergent market. Initiatives are being taken to set
up modernized units in order to meet the growing consumer demand for our products and
fulfill the age-old adage of ‘value for money’.

19
 ABOUT THE BUSINESS:

Major players & market shares:

RSPL limited, (RSPL) is the leader for the toilet soap industry in India with a 60% share
in the market. Other major players from VENUS is facing competition are Godrej soaps,
Wipro, Procter & Gamble, Colgate Palmolive, Johnson & Johnson etc.,

Their market shares is as follows

COMPANIES MARKET SHARES

RSPL 60
TATA OIL MILLS 13
VENUS 07
GODREJ SOAPS 05
NIRMA 08
OTHERS 07
MARKET SCENARIO

The nearly 7 lakhs tons toilet soap, market for 500 tons comes from the premium
segment, 3 lakhs tons won carbolic segment and the rest are from the batting or popular
segment. There are 40 brands in the total toilet soap market. In the popular segment Liril,
Cinthol, Palmolive, Venus international have been well established in the market. In the
popular segment venus, rexona , hamam, santore have a strong presence while among the
carbolic soap lifebuoy, Ok, nirma have proved their worth.

The important point is that the price of the soap between the various brands generally
varies between 50 paise and rupee. The soap industry does not face serious problems to
the raw materials front.

In recent times, the price of caustic soda have shows a using trend. This contents of soda
ash is the cheaper varieties of soap in quite higher linear alkyls benzene, being an
important input in manufacture of soaps the future of this soap industry is very much
dependent on this input. It is capital incentives during the around in 700-800 cores.

21
 LATEST INNOVATIONS BY RSPL

These are some of the words that are often heard. In fact, the scientists at RSPL‟s
research centre are the brains behind the 41 new products launched on an average every
year. The following are some of the latest innovations:

SUNNY DAYS ARE HERE AGAIN:

Now you can go out in the blazing sun without worrying about losing your complexion.
All you have to do is use RSPL‟s Venus soap everyday. This new, patented technology
called the „sun screen formula‟ contain a combination of sunscreen „actives‟, which are
deposited on the skin as a protective layer, even as the soap washes away dirt and grime.
This unique formula is the climax of long search for a product that‟s easy to apply, safe to
use, affordable and provides optimal protection from UV rays.

COOL CART

One of the most fascinating from the research centre has been the world‟s first totally
safe, noncorrosive, eutectic coolant that keeps ice cream at – 18 degree centigrade even
under the most aggressive climatic condition.

HOT POTATOES

Scientists at RSPL‟s research centers plant tissue culture lab have been successful in
creating micro tubers of potato. Farmers can now plant a full hectare with just 50 kg of
this new potato micro tuber, as against a typical requirement of 2000 kg of conventional
seeds.

BRANDS OF RSPL

RSPL limited is India‟s largest packed mass consumption goods company. RSPL
LIMITED is the leader in home and personal products and food and beverages. It seeks to
“meet everyday needs to people everywhere – to anticipate the aspirations of our
consumers and customers and to respond creatively and competitively with branded
products and services which raise the quality of life. It is this purpose which inspires
RSPL LIMITED to build brands. Over the past 70 years, it has introduced about 110
brands, most of which have become house hold names in the country.

MANUFACTURING

Each division has a nationwide manufacturing base, with each factory peopled by teams of
production, engineering, quality assurance, commercial and personal managers.

23
 MARKETING

RSPL is present in home and personal care and Foods & Beverages categories. RSPL and
group companies have about 40,000 employees, including 1425 managers.

For marketing RSPL divides the country into four regions, with regional branches in
Delhi, Kolkata, Chennai and Mumbai. Headed by a regional manager, they comprise
regional sales manager and area sales manager, assisted by dedicated field forces,
comprising sales officers and territory sales in charges.

In marketing, each category has a marketing manager who heads a team of brand
managers dedicated to each or a group of brands. The brand managers, wherever
appropriate, focus exclusively on brand strategy or implementation.
 PRODUCTS OF RSPL

NAMASTE INDIA MILK & GHEE

Milk is considered the most essential for our health diet, be it kids or women,
milk is always suggested to part of daily intake. We at Namaste India
understand the value of your health and therefore try to provide you fresh and
rich milk full of vitamins.

Nutritional Values

Product Range Fat(%) SNF(%)

Namaste Gaadha Maaza (Full Cream) 6 9

Namaste Milky Magic ( Standardized) 4.5 8.5

Namaste Active (Toned Milk) 3 8.5

Homemade ghee is always considered to be best in India and we at Namaste

India understand our customers‟ needs and thus assure to provide ghee which is

25
 rich in taste, aroma and its granules gives you the best taste you had ever
experienced.

Nutritional Values

Energy Protein Carbohydrate Fat Sugar Fibre Cholestrol

897 KCal Nil Nil 99.7 Gms Nil Nil 275 - 325 Gms

GHARI DETERGENT POWDER & CAKE

 Size Retail Price (INR)

3 KG 147
1 KG 50
500 Gms 26
190 Gms 10
80 Gms 5
30 Gms 2

Size Retail Price (INR)

300 Gms 15
190 Gms 10
95 Gms 5

XPERT DETERGENT POWDER & CAKE

27
 Size Retail Price (INR)

500 GMSBox 45.00

255 GMS 20.00

140 GMS x 3Pcs 30.00
200 GMS x 3Pcs 45.00

140 GMS 10.00

90 GMS 5.00

Size Retail Price (INR)

600ml Bottle 100

250ml Bottle 50

230ml Spout 35

130ml Spout 25
8ml Spout 3

VENUS SOAP
 Size Retail Price (INR)

100 Gms x 4Pcs 60

67 Gms x 3Pcs 30

32 Gms 5

RED CHIEF

INTRODUCTION OF THE STUDY:

29
EMPLOYEE WELFARE

Employee welfare defines as “efforts to make life worth living for workmen”.
These efforts have their origin either in some statute formed by the state or in some
local custom or in collective agreement or in the employer’s own initiative.

To give expression to philanthropic and

paternalistic feelings. To win over employee’s
loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable Employee force, to reduce
Employee turnover and absenteeism. To develop
efficiency and productivity among workers.
To save oneself from heavy taxes on
surplus profits. To earn goodwill and
enhance public image.
To reduce the threat of further government intervention. To make
recruitment more effective (because these benefits add to job appeal).

Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up a

employee welfare service:

The service should satisfy real needs of the workers. This means that the
manager must first determine what the employee’s real needs are with the
active participation of workers.
The service should such as can be handled by cafeteria approach. Due to the
difference in Sex, age, marital status, number of children, type of job and the
income level of employees there are large differences in their choice of a
particular benefit. This is known as the cafeteria approach. Such an approach
individualizes the benefit system though it may be difficult to operate and
administer.

The employer should not assume a benevolent posture.

 The cost of the service should be calculated and its financing established on a
sound basis.
There should be periodical assessment or evaluation of the service and necessary
timely on the basis of feedback.

Types of Employee Welfare Services

Safety Services

Prevention of accidents is an objective which requires o explanation.

The costs of accidents are enormous in suffering to the injured, in reduction or loss of
earnings, in disabilities and incapacities which afflict those involved and in
compensation, insurance and legal costs, in lost time, filling in reports and attending to
enquiries, and in spoilage of materials, equipment and tools to management.

Accidents are the consequence of two basic factors: technical and human.
Technical factors include all engineering deficiencies, related to plant, tools material and
general work environment. Thus, for example, improper lighting, inadequate ventilation,
poor machine guarding and careless housekeeping are some hazards which may cause
accidents. Human factors include all unsafe acts on the part of employees. An unsafe act
is usually the result of carelessness.

Young and new employees, because of their difficulty in adjusting to the work
situation and to life in general, also have many more accidents than do old and nature
workers.

The Phenomenon of Accident Proneness. Some persons believe wrongly in the theory
that certain individuals are accident prone, that is , they have some personality trait as
opposed to some characteristic of the environment which predisposes them to have more
accidents than others in work condition where the risk of hazards is equal to all.
Components of a Safety Service

Among the many components of a safety service the following have proved
effective when applied in combination:

31
 Appointment of safety officer

In big organizations, the appointment of a safety officer to head

The safety department is a must. In small organizations, the personnel manager may
look after the functions of this department. The head of the safety department, who is
usually a staff man, is granted power to inspect the plant for unsafe condition, to
promote sound safety practices (through posters an d safety campaigns), to make safety
rules, and to report violations to the plant manager.

Support by line management

The head of the safety department, whether enjoying a staff or a

functional position, by himself, cannot make a plan safe. His appointment lulls line
management into assuming that all its safety problems have been solved.

Elimination of hazards

Although complete elimation of all hazards is virtually an

Impossibility but following steps can be taken to help reduce them:

Job safety analysis

All job procedures and practices should be analyzed by

an expert to discover hazards. He should then suggest changes in their motion patterns,
sequence and the like.
Placement

A poorly placed employee is more apt to incur injury

than a properly placed employee. Employees should be placed on jobs only after carefully
estimating and considering the job requirements with those which the individual
apparently possesses.

Personal protective equipment

Endless variety of personal safety equipment is available

Nowadays which can be used to prevent injure

 Safeguarding machinery

Guards must be securely fixed to all power driven

machinery.

Materials handling

Though often ignored, the careless handling of

heavy and
An inflammable material is an important source of several injuries and fire.

Hand tools

Minor injuries often result from improperly using a good

tool or using a poorly designed tool. Therefore, close supervision and instruction
should be given to the employees on the proper tool to use the proper use of the
tool.
Safety training, education and publicity

Safety training is concerned with developing safety skills,

whereas safety education is concerned with increasing contest programmes, safety
campaigns, suggestion awards, and various audiovisual aids can be considered as
different forms of employee education.

Safety inspection

An inspection by a trained individual or a committee to detectEvidence of possible

safety hazards (such as poor lighting, slippery floors, unguarded machines, faulty
electrical installations, poor work methods and disregard of safety rules) is a very
effective device to promote safety.

Health Services

33
 The prevention of accident constitutes only on segment of the function of
employee maintenance. Another equally important segment is the employee‟s general
health, both physical and mental.

There are two aspects of industrial health services

1. Preventive
2. Curative, the former consists of
3. pre-employment and periodic medical examination,
4. removal or reduction of health hazards to the maximum extent possible,
5. Surveillance over certain classes of workers such as women, young persons and
persons exposed to special risks.

Counseling Services

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

Employee Welfare in india

The chapter on the Directive Principles of State Policy in our Constitution

expresses the need for Employee welfare thus:

1. The State shall strive to promote the welfare of the people by securing and
protecting as effectively as it may a social order in which justice, social,
economic and political, shall inform all the institutions of the national life.
2. The State shall, in particular, direct its policy towards securing:
3. That the citizens, men and women equally, have the right to an adequate means
of livelihood;
4. That the ownership and control of the material resources are so distributed as to
subserve the common good.
1. The State shall make provision for securing just and humane conditions of
work and for maternity relief.
Factories Act 1948
The principal Act to provide for various Employee welfare measures in India is
the Factories Act, 1948. The Act applies to all establishments employing 10 or more
workers where power is used and 20 or more workers where power is not used, and
where a manufacturing process is being carried on.

Health of Employees

Cleanliness Every factory shall be kept clean by daily sweeping or washing the
floors and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents Effective arrangements shall be made for the
disposal of wastes and for making them innocuous.
Ventilation and temperature Effective arrangements shall be made for
ventilation and temperature so as to provide comfort to the workers and prevent
injury to their health.

Dust and fume Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.
Artificial humidification The State Government shall make rules prescribing
standard of humidification and methods to be adopted for this purpose.

Overcrowding There shall be in every work room of a factory in existence on

the date of commencement of this act at least 9.9cubic meters and of a factory
built after the commencement of this act at least 4.2 cubic meters of space for
every employee.

Lighting The State Government may prescribe standards of sufficient and

suitable lighting.

Drinking Water There shall be effective arrangement for wholesome drinking

water for workers at convenient points.

35
 Latrines and urinals There shall be sufficient number of latrines and urinals,
clean, well- ventilated, conveniently situated and built according to prescribed
standards separately for male and female workers.

Spittoons There shall be sufficient number of spittoons placed at convenient

places in the factory.
 Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500 or more
workers are ordinarily employed the employer shall appoint at least one welfare officer.

The welfare officer should possess; (i) a university degree; (ii) degree or diploma in
social service or social work or social welfare from a recognized institution; and (iii) adequate
knowledge of the language spoken by the majority of the workers in the area where the factory is
situated.

o Supervision

o Counseling workers

o Advising management

o Establishing liaison with workers

o Working with management and workers to improve productivity.

o Working with outside public to secure proper enforcement of various acts.

Health of Employees

Cleanliness Every factory shall be kept clean by daily sweeping or washing the floors
and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents Effective arrangements shall be made for the disposal
of wastes and for making them innocuous.
Ventilation and temperature Effective arrangements shall be made for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their health.

Dust and fume Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.
 Artificial humidification The State Government shall make rules prescribing standard
of humidification and methods to be adopted for this purpose.

Overcrowding There shall be in every work room of a factory in existence on the date of
commencement of this act at least 9.9cubic meters and of a factory built after the
commencement of this act at least 4.2 cubic meters of space for every employee.

Lighting The State Government may prescribe standards of sufficient and suitable
lighting.

Drinking Water There shall be effective arrangement for wholesome drinking water for
workers at convenient points.

Latrines and urinals There shall be sufficient number of latrines and urinals, clean,
well- ventilated, conveniently situated and built according to prescribed standards
separately for male and female workers.

Spittoons There shall be sufficient number of spittoons placed at convenient places in

the factory.

Safety of Employees

Fencing of machinery. All dangerous and moving parts of a machinery shall be securely
fenced. Screws, bolts and teeth shall be completely encased to prevent danger.
Work on or near machinery in motion. Lubrication or other adjusting operation on a
moving machinery shall be done only by a specially trained adult male worker.
Employment of young persons on dangerous machines. No young person shall be
allowed to work on any dangerous machine (so prescribed by the state government)
unless he is sufficiently trained or is working under the supervision of knowledgeable
person.
 Device for cutting off power. Suitable device for cutting of power in emergencies shall be
provided.

Welfare of Employees

Chapter V of the factories Act contains provisions about the welfare of employees. These
are as follows:

There shall be separate and adequately screened washing facilities for the use of male
and female employees.
There shall be suitable places provided for clothing not worn during working hours and
for the dying of wet clothing.
There shall be suitable arrangement for all workers to sit for taking rest if they are
obliged to work in a standing position.
There shall be provided the required number of first-aid boxes or cupboard (at the rate of
one for every 150 workers) equipped with the prescribed contents readily available
during the working hours of the factory.
The State Government may make rules requiring that in any specified factory employing
more than 250 employees a canteen shall be provided and maintained by the occupier for
the use of the employee.
There shall be provided sufficiently lighted and ventilated lunch room if the number of
employees ordinarily employed is more than 150.

Restrictions in the Factories Act on the employment of young person’s:

1. Prohibition as to employment of children (Section 67)

No child who has not completed his fourteenth year shall be required or allowed to work in any
factory.

39
2. Employment of Children and Adolescent (Section 68)

A child who has completed his fourteenth year or an adolescent shall not be required or allowed to
work in any factory unless following conditions are fulfilled:
1. The manager of the factory has obtained a certificate of fitness granted to such young
 2.

2.While at work, such child or adolescent carries a token giving reference to such certificate.

3. Certificate of fitness (Section 69)

Before a young person is employed in the factory, a certifying surgeon has to certify that such
person is fit for that work in the factory.

Welfare Funds

The welfare measures financed out of the funds relate to development of medical facilities,
housing, supply of drinking water, support for education of dependents and recreation, etc.

Voluntary Benefits

Benefits are also given voluntarily to workers by some progressive employers. These include loans
for purchasing houses and for educating children, leave travel concession, fair price shops for
essential commodities and loans to buy personal conveyance.

Machinery Connected with Employee Welfare Work

1. Chief inspector of Factories

It is the duty of the Chief inspector of factories (who generally works under the administrative
control of the Employee commissioner in each state) to ensure enforcement of various provisions
of Factories Act i8n respect of safety, health and welfare of workers.
2. Central Employee Institute

The institute was set up in Bombay in 1966 to facilitate the proper implementation of the Factories
Act, 1948; to provide a centre of information for inspectors, employers, workers and others
concerned with the well being of industrial Employee and to stimulate interest in the application of
the principles of industrial safety, health and welfare.

3. National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the
Union Ministry of Employee and Rehabilitation, Government of India, as an autonomous
national body with the objective of generating developing and sustaining an movement of safety
awareness at the national level.

41
4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He inspects electrical
installation and machinery provided in the mines and determines the thickness of barriers of 2
adjacent mines in order to prevent spread of fire and danger of inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare provisions of the
Factories Act has been the quantitative and qualitative inadequacy of the inspection staff.
2. at present, a Employee welfare officer is not able to enforce laws independently because
he has to work under the pressure of management.
3. Women workers do not make use of the crèche facilities either because they are
dissuaded by the management to bring their children with them or because they have to
face transport difficulties.

National Commission on Employee Recommendations

1. The statutory provisions on safety are adequate for the time being effective enforcement is
the current need.
Every fatal accident should thoroughly be enquired into and given wide publicity among
workers.
3. Employers should play a more concerted role in safety and accident prevention
programme and in arousing safety consciousness.
4. Safety should become a habit with the employers and workers instead of remaining a
mere ritual as at present.
5. Unions should take at least as much interest in safety promotion as they take in claims for
higher wages.
 2.

SOCIAL SECURITY

The connotation of the term “Social Security” varies form country to country with
different political ideologies. In socialist countries, the avowed goal is complete protection to
every citizen form the cradle to the grave.

There are some components of Social Security:

Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and
Survivor‟s benefit

Social Securities may be of two types

1. Social assistance under which the State finances the entire cost of the facilities and
benefits provided.
2. Social insurance, under the State organizes the facilities financed by contributions from
the workers and employers, with or without a subsidy from the state.

43
Social Security in India

At present both types of social security schemes are in vogue in our country. Among the
social assistance schemes are the most important.

The social insurance method, which has gained much wider acceptance than the social
assistance method, consists of the following enactments.

The workmen’s Compensation Act, 1961.

The Employee‟s State Insurance Act, 1948.

The employees‟ State Insurance Act, 1948.

The Maternity Benefit Act, 1961

Employees‟ compensation Act, 1923

a. Coverage. This Act covers all workers employed in factories, mines, plantations, transport
undertakings, construction works, railways, ships, circus and other hazardous occupations
specified in schedule II of the Act.

The Act empowers the State Government to extend the coverage of the Act by adding any
hazardous occupation to the list of such occupations is schedule II.

1. Administration. The Act is administered by the State Government which appoints

Commissioners for this purpose under sec. 20 of the Act.
2. Benefits. Under the Act, compensation is payable by the employer to a workman for all
personal injuries caused to him by accident arising out of and in the course of his
employment which disable him for more than 3 days.

2. Employees’ State Insurance Act, 1948

1. Other than seasonal factories, run with power and employing 20 or more workers.
 2.

Administration. The Act is administered by the ESI corporation, an autonomous body

consisting of representatives of the Central and State Governments, employers,
employees, medical profession and parliament.
3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark in
the history of social security legislation in India.
1. Medical Benefit. An insured person or (where medical benefit bas been extended
to his family) a member of his family who requires medical treatment is entitled
to receive medical benefit free of charge.
2. Sickness Benefit. An insured person, when he is sick, is also entitled to get
sickness benefit at the standard benefit rate corresponding to his average daily
wage.
3. An insured woman is entitled to receive maternity benefit (which is twice the
sickness benefit rate) for all days on which she does not work for remaining
during a period of 12 weeks of which not more than 6 weeks shall precede the
expected date of confinement.
4. The Act makes a three-fold classification of injuries in the same way as is done in
the workmen‟s compensation Act.
5. Dependant’s Benefit. If an insured person meets with an accident in the course
of his employment an dies as a result thereof, his dependants, i.e. his widow,
legitimate or adopted sons and legitimate unmarried daughters get this benefit.

3. The Maternity Benefit Act, 1961

Maternity benefit is one of the important benefits provided under the

Employees State Insurance Act, 1948. Another important legislation in this respect is the
Maternity Benefit Act, 1961. The Act covers only those persons who are not covered by the
Employees State Insurance Act. The Act entitles a woman employee to claim maternity leave
from her employer if she has actually worked for a period of at least 160 days in the 12 months
immediately preceding the day of her expected delivery.
The act further provides for the payment of medical bonus of Rs. 250 to the confined woman
worker.

45
The committee on the status of women in India 1974 has, therefore, recommended

the following changes in the Act:

1. The administration of the fund should follow the pattern already established by the ESIC.
2. For casual Employee a minimum of 3 months of service should be considered as
qualification service for this benefit.
3. This will provide greater incentive to women workers to participate in trade union
activities.

1. The Payment of Gratuity Act, 1972

1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and railway
company and to every shop or establishment in which 10 or more persons are employed,
or were employed, on any day of the preceding 12 months.
2. Administration. The Act is administered by a controlling authority appointed by the
appropriate Government.
3. Benefits. Under the Act gratuity is payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five years. The
completion of continuous service of five years is, however, not necessary where the
termination of the employment is due to death or disablement Gratuity is payable at the
rate of 15 days‟ wages based on the rate of wages last drawn by the employee for every
complete year of service or part thereof in excess of six months. But the amount of
gratuity payable to an employee shall not exceed Rs. 3.5 lakh.
4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For this
purpose is required either (i) to obtain insurance with the Life Insurance Corporation, or
(ii) to establish a gratuity fund. Thus it is his liability to pay the premium in the first case
to make the contribution in the second case.
 CHAPTER 2

REVIEW OF LITERATURE

DEFINITION OF EMPLOYEE WELFARE

The ILO (International Employee Organization) defined, “welfare as a term which is

understood to include such services and amenities as may be established in or the vicinity of
undertaking to perform their work in healthy, congenial surrounding and to provide them with
amenities conductive to good health and high morale”.

According to Arthur james Todd, “welfare as anything done for the comfort or improvement
and social of the employees over and above the wages paid, which is not a necessity of the
industry”.

MEANING OF EMPLOYEE WELFARE

Employee welfare means, such services, facilities and amenities such as canteens, rest and
recreation facilities, arrangement for travel to and for the accommodation of workers
employed at a distance from their home, and such other services, amenities and facilities
including social security measures as contribute to improve the condition under which workers
are employed.

CONCEPT OF EMPLOYEE WELFARE

Employee welfare may be viewed as a total concept, as a social concept and a relative
concept. The total concept is a desirable state of existence involving the physical, mental,
moral and emotional well-being. The social concept of welfare implies, of man, his family and
his community.

The relative concept of welfare implies that welfare is relative in time and place. Employee
welfare implies the setting up of minimum desirable standards and the provision of facilities like
health, food, clothing housing, medical allowance, education, insurance, job security, such as to

47
safeguard his health and protect him against occupational hazards. The worker should also be
equipped with necessary training and a certain level of general education.
WORKER’S EDUCATION

Reading room, circulating library, visual education; literary classes, adult education,
social education; daily news review; factory news bulletin; cooperation with workers in
education services.

Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural.

INTRA-MURAL FACILITIES

Intra-mural activities consist of facilities provided within the factories and include
medical facilities, compensation for accidents, provision of safety measures, activities relating to
improving of employment, and the like.

EXTRA-MURAL FACILITIES

Extra-mural activities cover the services and facilities provided outside the factory such
as housing accommodation, indoor and outdoor recreational facilities, amusement and sports,
educational facilities for adults and children and the like.

It may be stated that the welfare activities may be provided by the employer, the
government, non-government organizations and the trade unions. What employers provided will
be stated later, the activities undertaken by other agencies are mentioned here.

WELFARE FACILITIES BY THE GOVERNMENT

With a view to making it mandatory for employers, to provide certain welfare for their
employees, the government of India has enacted several laws from time. These laws are the
factories act, 1948; the mines act, 1952; the plantation Employee act 1951; the bid and cigar
workers (conditions of employment) act 1966; and the contract Employee (regulation and
abolition) act, 1970. another significant step taken by the central government has been
established in coal, mica, iron-ore, limestone and dolomite mines. The welfare activities covered
by these funds include housing, medical, educational and recreational facilities for employees
and their dependents.

WELFARE WORK BY VOLUNTARY AGENCIES

Many voluntary social-service agencies have been doing useful Employee-welfare work.
Mention may be made of the Bombay social service league, the seva sadan society, the maternity
and infant welfare association, the YMCA, the depressed classes mission society and the
women‟s institute of Bengal. The welfare activities of these organization of recreation and
sports for the working class.

STATUTORY AND NON-STATUTORY

Welfare activities may also be classified into (i) statutory and (ii) non-statutory
provision.

STATUTORY EMPLOYEE WELFARE FACILITIES

Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of the
workers.

1) Washing Facilities (Sec.42)

According to sec. 42 every factory shall provide adequate and suitable washing facilities,
separately screened for male and female workers, conveniently accessible and clean

2) Storing and Drying Cloth (Sec.43)

According to sec. 43, every factory shall provided a place for keeping the clothes which
are not worn during working hours and drying of wet clothes.
3) Sitting Facilities (Sec. 44)
Every factory shall provide for suitable arrangements for sitting for all workers obliged to
work in a standing position.

4) First Aid Facilities (Sec.45)

49
 For every 150 workers, there must be readily accessible and well equipped first – aid box.
This box must contain the prescribed contents and it must be in charge of a responsible person
who holds a certificate in first – aid. Where more than 500 workers are employed an ambulance
room shall be provided and maintained.

5) Canteen (sec. 46)

Every factory where 250 workers are employed, the occupier has to maintain a canteen
for the use of workers.

6) Shelter, Rest and Lunch Rooms (Sec.47)

In every factory where in 150 workers are employers are employed, the occupier shall
provide shelter, rest rooms and lunch rooms.

7) Lighting sec(17)

The RBL must be employed in located things is sight. In every part of a manufacturing
process where workers are working or passing, there provided and maintained sufficient and
suitable light, natural artificial both.

8) Drinking water (sec18)

The RBL working place is so hard, employees are need to emphasize the important of
providing liberals supply of cool and pure water. The lay down that in every places effective
arrangement must be made to provide and main at suitable place conveniently situated for all
workers employed there in a sufficient supply of drinking water. The water pumps are
situating for five places in factory.
NON – STATUTORY EMPLOYEE WELFARE FACILITIES

1) Educational Facilities
Educational facilities are important that the children of the workers should be provided
with educational facilities.
 2) Medical Facilities
Employers, whether in private or in public sectors have been providing medical facilities
for their workers and their families. Besides general medical treatment and health-care, separate
arrangements for specialist treatment for diseases like T.B. cancer, leprosy, and mental disease.

3) Transport Facilities
Transport facilities to workers residing at a long distance are essential to relieve them
from strain and anxiety. Such facilities also provide greater opportunity for relaxation and
recreation and help in reducing the rater of absenteeism.

4) Recreation Facilities
Recreation facilities afford the worker an opportunity to develop his sense of physical and
mental discipline. It has an important bearing on the individual‟s personality as well as his
capacity to contribute to social development.

5) Housing Facilities
Some of the industrial employers both in public and private sector have provided housing
facilities to their employees. The company also renders assistance to the co-operative housing
societies formed by its employees.

Training and development

The RBL‟s various employee improvement conducts the various places

and various programmers. This main motive is improving the employee moral,
knowledge and skill also to get g his work.
DISPENSARY

With the premises of the mill, they provided, first- aid facility in dispensary. They are
providing 24 hours service with duty doctors, pharmacy, bed facilities and ambulance van in case
of emergency. This provided for the workers and his family members.

The manner of execution of subsiding programmers welfare measure

51
1) Distribution of 1 kg sweets to each of the employees / staff on the occasion of Deepavali.

2) Provisions of educations allowance of 250% per child per annum and maximum of Rs
500% to each of the employees.

3) Provision of medical allowance of Rs 100 per month for the employees who are not covered

under ESI scheme.

4) Provision of tea allowance of Rs 2.50 pasie per month to all the employees of the society.

5) The society has maintained a trust for the employee‟s group gratuity fund.

6) The society has provided house building advance facilities to the employees.

7) The society has provided motor conveyance advance facilities to the employees.

8) To society has provided encashment of earned leave facilities to the employees.

 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

1) EMPLOYEE WELFARE
By Regina bare
Employee welfare program is based on the management policy which is aimed shaping
perfect employees. There fore the concept of employee welfare includes to aspects namely
physical &mental welfare.

1. applications of merit system or work performance system as the basis for employee
rewarding.
2. providing the retired employees with the old age allowance.
3. employee insurance program to provide the employee with better security.
4. improvement in health security for the employee‟s and their families so that they can
work confidently and productively.

2) EMPLOYEE’S WELFARE MEASURES

By Ann Davis, Lucy Gibson

Describes a process through which organizations might seek to implement interventions

relating to employee wellbeing. Emphasizes the importance of a comprehensive needs
assessment both in obtaining the breadth of information needed to design appropriate
interventions and also in providing baseline information against which to evaluate programme
effectiveness. Discusses factors which influence the type of intervention appropriate for a
particular situation and highlights their design implications. Finally, provides guidance on

53
programme implementation and evaluation, and discusses some of the advantages and
disadvantages of different approaches to tertiary welfare provision.

3) EMERALD GROUP PUBLISHING LIMITED

By J. Bruce Prince
Purpose – The employee selection process has generally focused on the near-term
performance potential of internal candidates in filling vacant positions. This research addresses
the potential influence of adding a career development emphasis to the employee transfer
decision process. In a career-focused transfer process the applicants' individual career
development needs and growth opportunities are a key basis for internal selection decisions.

Design/methodology/approach – Using web-based survey methodology, a US financial

services firm is used to evaluate the relationship between the use of career-focused employee
transfer criteria and key employee attitudes.

Findings – The study finds that the use of career-focused processes are positively related
to employees' developmental opportunity satisfaction and perceived support for career
development. Regression analyses finds that these two attitudes mediate the positive relationship
between the use of career-focused transfer criteria and perceived organization support (POS).
Other research efforts (e.g. Allen and Shore) have linked POS to a variety of positive outcomes,
including lower employee turnover. Past research, however, has not considered how specific
human resource practices can be the basis for the development of key attitudes.

Research limitations/implications – This research – while limited due to it cross-sectional

methodology – builds on that stream of research by focuses on the design of the employee
transfer process and how it can be a key practice for achieving a developmental focus and
associated benefits.

Originality/value – The results suggest that focusing on performance potential of

applicants and career-focused criteria are not necessarily antagonistic but can be used jointly to
make internal selection decisions.

4) NEEDED WELFARE MEASURES

By ARTHUR CAPPER, Governor

To promote a higher type of citizenship, to insure to every child born in Kansas a record of

birth, an equal share in the paternal care of the government and a recognition of its potential

worth as a future citizen, I recommend the establishment of a division of child hygiene as a part

of the State Board of Health. This new division should take into account the circularizing of the

expectant mother who applies for information, the care of the new-born babe, and the well-being,

health and nurture of the growing child.

In the same general line of public welfare, I recommend the enactment of laws on the
following subjects:

1. To assist needy and worthy mothers by a compensation which shall enable them to care for
dependent minor children at home instead of their being cared for in institutions.

2. To designate certain existing officials to comprise and act as an industrial welfare

committee, with power to establish and enforce wage schedules and to regulate the hours of
women and minors in industry.
55
 3. To provide for the paying of convicts' earnings to their department families, after a sufficient
sum is deducted for the convict's maintenance.

4. To give organized labor the right to select the officers of the State Labor Bureau.

5. To help solve the problem of the unemployed by extending the activities of the free
employment bureau.

6. To strengthen the workmen's compensation act for the better protection of the workers.

7. To promote the safety and safeguard the interests of railroad men and the traveling public.

TYPES OF WELFARE ACTIVITIES

The meaning of Employee welfare may be made more clear more by listing the activities
which are referred to as welfare measures.

A comprehensive list of welfare activities is given by moorthy in his monumental work on

Employee welfare. He divides welfare measures into two broad groups, namely.

1. Welfare measures inside the work place and

2. Welfare measures outside the work place

Each group includes several activities.

I Welfare measures inside the work place

1. condition of the work environment

Neighborhood safety and cleanliness; attention to approaches.

Housekeeping; up-keeping of premises-compound wall, lawns, gardens, and so forth,

egress and ingress, passages and doors; white-washing of walls and floor maintenance.

Workshop (room) sanitation and cleanliness; temperature, humidity, ventilation, lighting,

elimination of dust, smoke, fumes, gases.
 Control of effluents.

Convenience and comfort during work. That is, operatives posture, seating arrangements.

Distribution of work hours and provision for rest hours, meal times and breaks.

Workmen‟s safety measures, that is maintenance of machines and tools fencing of

machines, providing guards, helmets, aprons, goggles, and firest-aid equipment.

Supply of necessary beverages and p-ills and tables, that is salt tablets, milk, soda.

Notice boards; posters, pictures slogans; information or communication.

2) Conveniences:

 Urinals and lavatories, wash basin, bathrooms, provision for spittoons, waste disposal.

 Provision of drinking water; water coolers.

 Canteen services: full meal mobile canteen.

 Management of worker‟s cloak rooms, rest rooms, reading rooms, reading room and
library.

II Welfare measures outside the work place

▪ Housing; bachelor‟s quarters; family residences according to types and rooms.
▪ Water, sanitation, waste disposal.
▪ Roads, lights, parks, recreation, playgrounds.
▪ Schools, nursery, primary, secondary and high school.
▪ Markets, co-operatives, consumer and credit societies.
▪ Bank.

▪ Transport.

▪ Communication; post, telegram and telephone.

57
▪ Health and medical services, dispensary, emergency ward, out-patient and inpatient care,
family visiting; family planning.

▪ Recreation: games; clubs; craft centers; cultural programmers, that is, music clubs; interest and
hobby circles; festival celebrations; study circles, reading room and library; open air theatre;
swimming pool; athletics, gymnasia.

▪ Watch and ward; security.

▪ Community services and problems; child, youth and women‟s clubs.

OBJECTIVES OF THE STUDY

 To study the safety and welfare measures of the employee.

 To adopt suitable measures for the improvement of employee performance.

 To evaluate the satisfaction level of employee about the work environment.

 To find the level of satisfaction of employee about the facilities given by the RSPL Ltd.

 To give suggestions and recommendation for the promotion of welfare measures.

 NEED FOR THE STUDY

 It helps the management to improve the welfare measure facilities and to make workers
participate more effectively towards the work.

 The study helps to find the satisfaction level of welfare measure provided.

 This study gives a good support for improving the performance of employees.

 This study provides me a practical exposure to upgrade my knowledge.



59
 CHAPTER 3

RESEARCH METHODOLOGY

Research
The advanced learner’s dictionary of current English as “a careful investigation or inquiry
especially through search for new facts in any branch of knowledge”

Redman and more define research as a “systematized efforts to gain new knowledge”

Research design:
A plan of proposed study prepared by a researcher stating the research activities to be
performed in this proposed study before he undertakes his research work is called “Research
Design”.
Defining the population:
The total employees working in the organization is 100.

Sampling plan:
Out of 100 employees this study was carried out taking into the account of only 60
employees.
.

Data used:
Both primary data and secondary are used in this study.

Data collection method:

A survey method is used to collect the data Questionnaire.

Type of question:
The following are the type of questions which are used in this research.
 1. Dichotomous question
Dichotomous question are type of question normally, two option such as yes/no.

2. Multiple choice questions:

This type of questions more than two options to express the employee‟s view.

Filed-work
The field work of study was done at KANPUR.
Period of survey:
The period of survey was nearly 1 month.

61
 CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
Table No:4.1
Age Group

Number of
S.NO Age group % of Respondents
Respondents
1 below 25 28 46.7
2 26-30 20 33.3
3 31-35 10 16.7
4 35&above 2 3.3
Total 60 100

Chart 4.1

age

30

25

20

15

10

0
Below 25 26-30 31-35 35& above

INTERPRETATION:
In industrial sector workers are working in different age group starting from Below 25
to 35& above years. So, the age factor of workers determine their involvement, concentration and
performance. The above table points out that, most of the respondents 46.7% are in the age group
of Below 25, 33. 3% of respondent are in the age of 26-30 ; 16.7% of respondent are in the age
of 31-35; 3.3% of respondent are in the age of 35% above.
 Table No: 4.2
Respondents Sex
Number of % of
S.No Sex
Respondents Respondents
Male 58 96.7
1
Female 2 3.3
2
Total 60 100
Chart 4.2

Respondents Sex

70

60

50

40

30

20

10

0
Male Female

INTERPRETATION:
Most of the respondents (96.7%) are in sex group of male.(3.3%) of respondents are in
sex group of female.
 Table No: 4.5
Respondents Qualification
Number of % of
S.No Qualification
Respondents Respondents
1 H.S.C 5 8.3
2 Diploma 26 43.3
3 I.T.I 25 41.7
4 U.G 3 5
5 P.G 1 1.7
Total 60 100
Chart 4.3

30 Qualification

25

20

15

10

0
H.s.c Diploma I.T.I U.G P.G

INTERPRETATION:
The above table shows that, most of the respondents (1.7%) have studied P.G,( 5%)of the
respondents have studied U.G.(.41.7%)of the respondents have studied ITI (43..%) of the
respondents have studied diploma and (8.3%) of the respondents have studied in H.sc.

3
 Table No: 4.4
Respondents Experience

Number of % of
S.No Experience
respondents Respondents
1 below 1yrs 27 45
2 1-3yrs 25 41.7
3 3-6yrs 6 10
4 Above 6yrs 2 3.3
Total 60 100

Chart 4.4

Experience

30

25

20

15

10

0
Below 1yrs 6 -Mar

Interpretation
The above table shows that, most of the respondents (45%) have experienced below 1yrs,
41.7% of the respondents have experienced 1-3yrs, 10% of the respondents have experienced 3-
6yrs and 3.3% of the respondents have experienced above Above 6 yrs.
 Table No: 4.5
Respondents Marital Status

S.No Marital status Number of Respondents % of Respondents

1 Married 24 40

Unmarried 36 60
2

Total 60 100

Chart 4.5

Marital status

40
35
30
25
20
15
10
5
0
Married Unmarried

Interpretation
The above table shows that, most of the respondents (40%) have unmarried, (60%) of the
respondents are married.

5
 Table No:4.6
Respondents Monthly income

% of
S.No Monthly Income No of respondents
respondents
below 5000 33 55
1
5001 to 10000 17 28.3
2
10001 to 15000 10 16.7
3
15001 to 20000 Nil Nil
4
20001 and above Nil Nil
5
Total 60 100
Chart 4.6
Monthly income
35

30
25

20

15
10

Below 5000 5001 to 10000 `10001 to

15000

Interpretation
From the above table it is observed that salary level of Below 5000 and 66%
of the respondents.
 Table No: 4.7
Respondents Sort of Workers

S.No Sort of No of respondents % of

workers respondents

1 Temporary 35 58.3

2 Permanent 25 41.7

Total 60 100

Chart 4.7

Sort of Workers
40
35
30
25
20
15
10
5
0
Temporary Permanent

Interpretation
From the above table shows sort of workers most of the respondents (58.3%) got temporary.,
41.7% are permanent.

7
 Table No: 4.10

Safety equipment

Number of % of
S.No Safety equipment
Respondents Respondents
1 Cap 0 0
2 Helmet 0 0
3 Over coat 3 5
4 Shoes 13 21.7
5 Gloves 42 70
6 Eye glass 2 3.3
Total 60 100
Chart 4.8

Safety equipment
45
40
35
30
25
20
15
10
5
0
Over coat Shoes Gloves Eye glass

INFERENCE:
From the above table it is found that 5% and 21.7% respondents are expecting over coat.
And Shoes,3.3% respondents are eye glass and 70% respondents are expecting Gloves , from the
Management.
 Table No: 4.9 Family Welfare Facility

% of
S.NO Family welfare facility No of respondents
Respondents

Education allowance 0 0
1

Family group Insurance 0 0

2

EPF 27 45
3

4 Holiday compensation 13 21.7

Vehicle loans 16 26.6

5

6 Housing loan 4 6.7

Total 60 100

Chart 4.9

Family welfare
30

25

20

15

10

0
EPF Vehicle loans

INFERENCE:

From the above table it is found that 45% respondents are satisfied with EPF, 21.7%
respondents are Holiday compensation, 26.6% respondents are Vehicle loan and 6.7 are Housing
loan welfare facility provide by the organization.

9
 Table No: 4.10

Medical Facility

No of % of
S. No Medical facility
respondents respondents

1 First aid 24 40

2 Ambulance 10 16.7

3 Treatment charges 24 40

4 Other specify 2 3.3

Total 60 100

Chart 4.10

Medical facilities
30

25

20

15
.
10

0
First aid Ambulance Treatment charges Other specify

Interpretation
From the above table it is found that 40% respondents are provided with first aid, 16.7%
respondents provided with ambulance & 40% respondents are provided with treatment charges
and 3.3% respondent are expecting other faci
lity from the management.
 Table No: 4.11

Respondents opinion on Treatment

S.NO Treatment No of respondents % of respondents

Good 32 53.3
1
2 Normal 24 40

3 Poor 1 1.7

4 No opinion 3 5

Total 60 100

Chart 4.11

opinion on Treatment
35
30
25
20
15
10
5
0
Good Poor

Interpretation
The above table shows that the respondents (53.3%) says that, the treatment is Good, 40%
of respondents says that it is Normal. 1.7% of respondents says that treatment is poor 3% of the
respondents says that treatment is No opinion.

11
 Table No: 4.12

Environment Condition

S. No Environment condition No of respondents % of respondents

1 Pleasant condition 5 8.3

2 Proper Ventilation 5 8.3

3 Fresh air 4 6.7

4 Guidance from superiors 20 33.4

5 All 26 43.3

Total 60 100

Chart 4.12
Environment Condition
30

25

20

15

10

0
Pleasant condition Proper Ventilation Fresh air Guidance from All
superiors

Inference:
Most of the respondents are satisfied with working environment condition
.
 Table No: 4.13

Respondents Uniform system

S.No Uniform System No. of respondents % of

respondents
1 No difference is identified 23 38.3
Maintain equality among
all 22 36.7
2
3 Provide social security 5 8.3

4 No opinion 10 16.7

Total 60 100

Chart 4.13

25 Uniform system

20

15

10

0
No difference is Maintain equality Provide social No opinion identified
among all security

Inference:
The above table explain that, the respondents (38.3%) says that they feel No difference is
identified on wearing the uniform, 36.7% says that they maintain equality among all. 8.3% of
respondents says that they provide social security and 16.7% says that they have no opinion.

13
 Table No: 4.14

Education Facilities

No of % of
S.No Education facilities
Respondents Respondents

1 Library 0 0

2 Free computer training 0 0

3 Reading room 28 46.7

4 Daily news review 32 53.3

Total 60 100

Chart 4.14

Education facilities
33

32

31

30

29

28

27

26
Reading room Daily news review

Inference:

From the above table it is found that 46.7% of respondents are satisfied with Reading room,
and 53.3 % of respondents are satisfied with Daily news review.
 Table No: 4.15

Extra Curricular Activities

No of % of
S.NO Extra curricular activities
respondents respondents
1 Sports 31 51.7

2 Athletic 3 5

Company seminar 5 8.3

3

No opinion 21 35
4

Total 100

Chart 4.15
Extra curricular activities
35
30
25
20
15
10
5
0

Sports Company seminar

Inference:

From the above table it shows that, respondents is common in 51.7% says that sports,
8.3% of respondents says that they have company seminar, 35% of the respondents says that no
opinion.

15
 Table No: 4.16

Level of Motivation given to employee

S.NO Level of motivation No respondents % of respondents

Very High 34 56.7

1

High 19 31.7
2

Moderate 7 11.6
3

Low 0 0
4

Very Low 0 0
5
Total 60 100

Chart 4.16

Level of motivation
40
35
30
25
20
15
10
5
0
Very High High Moderate Low Very low

Inference:
From the table it infers that 56.7%of respondent are Very high motivated and
 Table No: 4.17

31.7% of respondent are high motivated.11.6% of respondent are moderate.

Respondents of Rest hour

S.No Rest hour No. of respondents % of respondents

1 2 hour once 21 35
2 4 hour once 36 60
3 6 hour once 3 5
Total 60 100
Chart 4.17

Rest hour

40
35
30
25
20
15
10
5
0
2 hour once 4 hour once 6 hour once

Inference:

From the above table it is found that 35% of respondents are expecting 2hour once and
60% respondents are expecting 4 hours once rest hour and 5% respondents are expecting 6 hours
once.

17
 Table No: 4.18

Working in night shift

S.NO Night shift No of respondents % of respondents

Satisfied 6 10
1
2 Dissatisfied 33 55

3 Highly dis satisfied 17 28.3

4 No opinion 4 6.7

Total 60 100

Chart 4.18

Night shift
35
30
25
20
15
10
5
0
Satisfied Highly dis satisfied

Inference:

The above table shows that, most of the respondents 55% says that they are dissatisfied
while working in night shift and only 10% respondents are satisfied. most of the respondents
28.3%Highly dissatisfied and 6.7% of respondents are in No opinion.
 Table No: 4.19
Level of satisfaction with the Drinking Water

S.NO Drinking water No respondents % of respondents

Highly satisfied 30 50
1

Satisfied 26 43.3
2
3 Neither satisfied nor dissatisfied 4 6.7

Dissatisfied 0 0
4

Highly dis Satisfied 0 0

5
Total 60 100

Chart 4.19

Drinking water
facilities

35
30
25
20
15
10
5
0
Highly satisfied neither satisfied nor dissatisfied highly dissatisfied

Inference:

19
 Table No: 4.20

From the table it infers that 93.3% of respondents are satisfied with the drinking water
facility while 6.7% of the respondents have no opinion about the facility.
Preventive and guidance chart

No of
S.NO Guidance chart % of respondents
respondents
1 Highly satisfied 23 38.3

2 Satisfied 26 43.3

Neutral 6 10
3
4 Dissatisfied 5 8.3

5 Highly dissatisfied 0 0

Total 100

Chart 4.20

Guident chart
35
30
25
20
15
10
5
0
Highly satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied

Inference:-
Out of the 60 respondents surveyed to determine the welfare measure with preventive
guidance chart facility provided by the company. It seen that only 38.5% of the respondents
have shown a highly satisfied, 43.3% of the respondents have shown satisfied, 10% of the
respondents have given their neutral opinion & 8.3% of the respondents have shown dissatisfied.
 Table 4.21.1
WEIGHTED AVERAGE FOR RANK THE WELFARE
FACILITIES PROVIDED IN THE ORGANIZATION

No. of
NO FACILITY
respondents
1 Safety measures 16
2 Medical facility 13
3 Uniform facility 12
4 Education facility 5
5 Rest room 6
6 Drinking water 8

Formula:
X = WX/W

W = number of respondents

X = rating given by the respondent

Table 5.21.2

RANK WEIGHT X1 WX1 RANK

1 6 16 96 1
2 5 13 65 2
3 4 12 48 3
4 3 5 30 4
5 2 6 12 5
6 1 8 8 6
60 259 4.31667
TOTAL

21
 Table No: 4.22

X = 256/60

=4.31667 Inference:

From the above table most of the respondents are satisfied with welfare facilities given by
organization
 Table 4.22.1
WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES
PROVIDED IN THE ORGANIZATION INFRA STRUCTURAL FACILITY

H.S S Neutral D.S H.D Total

Rest room 12 22 16 7 3 60
Ventilation 16 20 15 5 4 60

Lighting 13 24 12 8 3 60
Toilets 10 24 12 8 6 60
Working
10 30 13 5 2 60
environment

Interpretation:

Weighted average for rank the Infra structural facilities provided in the organization.

Formula:

W1x1
X=

Where:

W- Total No. respondents

W1- NO of respondents

X1- rating given by the respondents

23
 Table 4.22.2

X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5

1 5 12 60 16 80 13 65 10 50 10 50

2 4 22 88 20 80 24 96 24 96 30 120

3 3 16 48 15 45 12 36 12 36 13 39

4 2 7 14 5 10 8 16 8 16 5 10

5 1 3 3 4 4 6 6 6 6 2 2

Total 60 213 60 219 60 219 60 204 60 221

3.65 3.65 3.4 3.68
W 3.55

RANK IV II II V I

Inference:

From the above table most of the respondents are satisfied Infra structural facility in
working environment.

ANALYSIS OF EXPERIENCE OF THE EMPLOYEE’S & DO YOU NEED

A SORT OF WORKER
 USING CHI-SQUARE TEST
HO: There is no significant difference between Experiences for the Employee’s & need a sort of
worker

H1: There is significant difference between Experiences for the Employee’s & need a sort of worker

Table 4.23.1 OBSERVED

FREQUENCY:

Do you Need a
sort of worker Total

Temporary Permanent

Experience Below 1yrs 16 4 20

1-3 yrs 8 7 15
3-6 yrs 5 8 13
Above 6yrs 2 10 12
Total 31 29 60

Table 4.23.2

EXPECTED FREQUENCY:

Do you Need a
sort of worker Total

Temporary Permanent

Experience Below 1yrs 6.2 5.8 12

1-3 yrs 4.65 4.35 9
3-6 yrs 4.03 3.77 7.8
Above 6yrs 3.72 3.48 7.2
Total 18.6 17.4 36

25
 CHI-SQUARE TEST
FORMULA:
= ( 0-E)2 /E O – Observed value E – Expected value

O E (0-E)2 (0-E)2/E

16 6.2 96.04 15.49

4 5.8 3.24 0.56
8 4.65 11.22 2.41
7 4.35 7.02 1.61
5 4.03 0.94 0.23
8 3.77 17.89 4.75
2 3.72 2.96 0.80
10 3.48 42.51 12.22
TOTAL 38.07

Calculated value: 38.07

Degree of freedom = (C-1) (R-1)

= (2-1) (4-1)

= 1X3

=3

Table value: 7.815

Ho accepted:
Since calculated value 38.07 for degree of freedom at 5 % level of significant is greater than
the table value 7.815 there fore the hypothesis is not accepted.
 CHAPTER 5
CONCLUSION AND RECOMMENDATIONS

FINDINGS OF THE STUDY

 46.7% of the respondents are belonging to the age group of 35 & above.
 96.7% of the respondents are male.

 43.3% of the respondents are studied Diploma.

 41.7% of the respondents are having above 1-3 years of experience.

 60% of the respondents are unmarried.

 most of the respondents are having 5000 and above of monthly salary.

 58.3% of the respondents are temporary,

 46.2% of the respondents said that treatment provided in dispensary is normal.

 53.3% of the respondents said that treatment provided in dispensary is Good.

 Most of the respondents are satisfied with working environment condition.

 55% of the respondents says that, they are dissatisfied working in night shift.
 50% of the respondents says that , they are highly satisfied drinking water
 In weighted average method most of the employees are satisfied with the rewards given
by the company

 In weighted average method most of the employees are satisfied with the Infra structural
facility in working environment.

27
 SUGGESTIONS AND RECOMMENDATIONS

The researcher listed out the following suggestion after analyzing the main findings of this
research study.

The employee‟s felt that the transport facility is inadequate. The company can arrange
additional transport facility so that the employee‟s will be able to come to the company
without much strain.

The manager can adopt various motivation technique to motivate the employee‟s working
in night shift.

The company have to increase welfare measures to the employees.

 CONCLUSION
Employers are more than willing to understand the employee‟s requirement and design their
welfare packages and employee benefits programmers accordingly. The time for them to
understand the changes in employee needs and bridge the gap. Employers should understand
what employees want and compensate them accordingly.

What employee want :

Proper environment
Transport facilities
Canteen facilities
Preventive guidance chart

Thus the focus of welfare polity should be on these factors. If the organizations want to
achieve the aim of attracting and retaining suitable talent from the Employee market.

29
 LIMITATION OF STUDY

 Most of the respondents were not frank enough to answer certain question.

 The research was conducted with minimum sample of 60.

 The important constraint of time and cost was definite limiting factor.
 SCOPE OF THE FUTHER STUDY.

 The study has been conducted with a view to bring out simple measuring tool for
understanding the effectiveness of welfare measures facilities and satisfaction level of
employees regarding the facilities.

 This study will be helpful to the human resource department and organization development
for the organziation and growth.

 The project throws light on the need for welfare measures among the employees in the
organizition

 This can be referred as a base for future oriented projects.

31
 REFERENCES

http://www.gharidetergent.com/

https://www.slideshare.net/kiran2512/employee-welfare-27876586

https://www.cleverism.com/lexicon/employee-welfare/

https://www.slideshare.net/kiran2512/employee-welfare-27876586

https://www.hrmguide.ie/Sectors/HRG/HRGuide.nsf/vPages/employee-welfare?OpenDocument

http://www.naukrihub.com/industrialrelations/employee-welfare.html

https://www.businessmanagementideas.com/employee-management/welfare-service/employee-
welfarein-india/4628
 QUESTIONNAIRE
1) Employee name :

2) Age

a) Below 25 b) 26-30 c) 31-35 d) 35& above

3) Sex
a) Male b) Female

4) Qualification
a) H.s.c b) Diploma c) d) I.T.I e) U.G OR P.G

5) Experience
a) Below 1yrs b) 1-3 yrs c) 3-6 yrs d) above 6 yrs

6) Marital status :
a) Married b) Unmarried

7) Monthly income :
a) Below 5000 b) 5001 to 10000 c) 10001 to 15000

d) 15001 to 20000 e) 20001 and above

8) What sort of worker you are

a) Temporary b) Permanent

9) What is the safety equipment given by the organization?

a) Cap b) Helmet c) Over coat d) Shoes e) Gloves f) Eye glass

10) What are the family welfare facilities provided by the organization?

33
 a) Education allowance b) Family group Insurance c) EPF

d) Holiday compensation e) Vehicle loans f) Housing loan

11) What kind of medical facilities do you are expecting?

a) First aid b) Ambulance c) Treatment charges d) Other specify

12) How do you feel about treatment?

a) Good b) Normal c) Poor d) No opinion

13) What type of environment condition you prefer for better performance

a) Pleasant environment b) proper ventilation c) Fresh air

d) Guidance from superiors e) All

14) What type of feeling do you have on wearing uniform

a) No difference is identified
b) Maintain equality among all
c) Provide social security
d) No opinion
15) Education facilities given by the organization

a) Library b) Free computer training c) Reading room

d) Daily news review

16) Extra curricular activities by the organization

a) Sports b) Athletic c) Company seminar d) No opinion

17) Level of motivation given to employee

a) Very High b) high c) Moderate d) Very low e) Low

18). Infra-structural facility :
Specify the level of satisfaction
 Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

Rest room
Ventilation
Lighting
Toilets
Working
environment

Transportation

19) our expected rest hour in the organization

a) 2 hour once b) 4 hour once c) 6 hour once

20) Are you comfortable with shift system?

a) Yes b) No

21) What level of satisfaction do you have working in night shift?

a) Satisfied b) Dissatisfied c) Highly dis satisfied d) No opinion

22) Are you satisfied with the drinking water facilities provided by the organization

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

d) dis satisfied e) highly dissatisfied

23) Does the management solve all your grievances?

a) Always b) Sometimes c) Rarely d) Never

24) Preventive and guidance chart are shown us

(Safety charts, accident zone, work &handling procedure)

a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

35
25) Rank the welfare facilities provided in the organization

NO FACILITY RANK

1 Safety measures

2 Medical facility

3 Uniform facility

4 Education facility

5 Rest room

6 Drinking water

26) Do you suggest any new welfare facilities required to the employee‟s ,

Please mention