A - Project - Report - On - A - Study - of - Employee Kanpur - BARRA - 111156

A
Project Report On
"A study of Employee Welfare in Industries in India"
Research Project submitted to the

D..A.V College , C.S.J.M University, Kanpur
For the partial fulfillment for the award of the degree
Master of commerce ( M.COM )
In Human Resource
Submitted by
Ms. Anushka Tiwari
(University Roll no. 2209300837)

Under the Supervision of
Dr. Raghvendra Nath Agnihotri
Department of Commerce
D.A.V College, Civil Lines Kanpur
Affiliated to C.S.J.M University, Kanpur
For the year 2022-2023

CERTIFICATE
This is to certify that the work contained in the research project entitled “ A
study on the welfare Activities in Industries in India submitted by Anushka
Tiwari ( Roll No. 22093000837 ) for the award of the degree of Master Of
Commerce to the Department of Commerce , D.A.V College , C.S.J.M
University , Kanpur is a record of bonafide research works carried out by her
under my direct supervision and guidance .
I considered that the research project has reach the standards and fulfilling the
requirement of the rules and the regulations relating to the nature of the degree .
The contents embodied in the research project have notbeen submitted for the
award of any other degree or diploma in this or any other university .
Date : 13/05/23
Place : Kanpur Signature of Supervisor
Department of Commerce
D.A.V.College
Kanpur
DECLARATION
I certify that
a) The work contained in the research project is original and has been done by
myself under the supervision of my supervisor .
b) The work has not been submitted to any other institute for any degree or
diploma .
c) I have confirmed to the norms and guidelines given in the Ethical Code of
Conduct of the Institute .
d) Whenever I have used materials ( data , theoretical analysis , and text ) from
other sources , I have given due credit to them by citing them in the text of
research project and given their details in the references .
e) Whenever I have quoted I written materials from other sources and due credit
is given to the sources by citing them .
f) From the plagiarism test , it is found that the similarity index of whole
research project within 15%
Date : 13/05/23
Place : Kanpur
Anushka Tiwari (Roll no . 22093000837)

ACKNOWLEDGEMENT
I would lile to express my special thanks of gratitude to my teacher Dr.

Raghvendra Nath Agnihotri who gave me the golden opportunity to do this
wonderful project . and also helped me in completing my project . I come to
know about so many new things and learnt so many useful and knowledgeable
things while doing this project of human resource . I am really thankful of him
for selecting me for this project . Secondly I would like to thank my parents and
friends who helped me a lot finalizing this project within limited time period .
Anushka Tiwari
TABLES OF CONTENTS
CHAPTER NO. TITLE PAGE NO.
I INTRODUCTION 1
II REVIEW OF LITERATURE 3
III RESEARCH METHODOLOGY 9
IV INDUSTRY AND COMPANY PROFILE 14
V DATA ANALYSIS AND 23

INTERPRETATION
VI FINDINGS AND SUGGESTIONS 40
VII CONCLUSIONS 42
APPENDIX AND QUESTIONS
LIST OF TABLES
TABLE NO. TITLE PAGE NO.

4.1 Gender wise classification of respondents 25
4.2 Table showing qualification of employees 26
4.3 Table showing years of working experience in the 27

organization
4.4 Opinion regarding leave benefits 28
4.5 Opinion regarding shift duties 29
4.6 Opinion regarding canteen facilities 30
4.7 Opinion regarding recreation tours 31
4.8 Opinion regarding provident fund benefits 32
4.9 Opinion regarding insurance plan 33
4.10 Showing opinion regarding salary and 34

allowances
4.11 Showing hygienic conditions 35
4.12 Showing promotion and increment policies 36
4.13 37
View on working environment and quality of work life
4.14 View on safety training 38
4.15 Satisfaction regarding job security 39
4.16 View on overtime stipend 40
4.17 Opinion regarding gratuity scheme 41
LIST OF FIGURE
FIGURE TITLE PAGE NO:
NO:
4.1 Figure showing gender wise classification 25
4.2 Figure showing qualification of employees 26
4.3 Figure showing years of working experience in the 27

organization
4.4 Figure showing opinion regarding leave benefits 28
4.5 Figure showing opinion regarding shift duties 29
4.6 Figure showing canteen facilities 30
4.7 Figure showing opinion regarding recreation tours 31
4.8 Figure showing opinion regarding provident fund benefits 32
4.9 Figure showing opinion regarding insurance plan 33
4.10 Figure showing salary and allowances 34
4.11 Figure showing hygienic conditions 35
4..12 Figure showing opinion regarding promotion and increment 36

policies
4.13 Figure showing view on working environment and quality of 37
work life
4.14 Figure showing view on safety training 38
4.15 Figure showing satisfaction on job security 39
4.16 Figure showing view on overtime stipend 40
4.17 Figure showing opinion regarding gratuity scheme 41

CHAPTER I
INTRODUCTION
INTRODUCTION
“Welfare is comfortable living and working conditions’’. Employee welfare means the efforts to make
life worth living for workman. Employee welfare entails everything from services, facilities and
benefits that are provided or done by an employer for the advantage or comfort of employees. Other
forms of employee welfare include housing, health insurance, stipends, transportation and provision
of food.
People are the most important asset of an organization, and the accounting profession has no
access and record the value and cost of people of an organization. Once this is accepted, the need for
measuring the value for recording it in the books of accounts arises. The value of human of human
assets can be increased substantially by making investment in their training and welfare activities in
the same way as the value of repairs/overhauling etc.
Employee welfare is a term including various services, benefits and facilities offered to
employees by the employers. The welfare measures need not be monetary but in any kind/forms. This
includes items such as allowances, housing, transportation, medical insurance and food. Employee
welfare also includes monitoring of working conditions, creation of industrial harmony through
infrastructure for health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families. Welfare measures helps in maintaining the morale
and motivation of the employees high so as to retain the employees for longer periods.
The features of employee welfare:
● Employee welfare is a comprehensive term including various services, facilities, and

amenities.
● Provided to employees for their better living, welfare measures are in addition to regular
wages and other economic benefits available.
● Employee welfare is an essential part of social welfare. It involves adjustment of an

employee’s work life and family life to the community or social life.
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● Welfare measures are in addition to regular wages and other economic benefits available to
workers due to legal provisions and collective bargaining.
The concept of labour welfare is elastic and flexible and differs widely with regions, time,
industries, country. The constituents of labour welfare included working hours, working conditions,
safety, provident funds, gratuity pensions, protection against in-debtness, rest room, canteens and
toilet facilities, lunch. Employee welfare measures to promote the physical, social psychological and
general well-being of the working populations.
A hospital in the modern sense of the sentence, is an institution for healthcare, providing
patient treatment by specialised staff and equipment, and often, but not always providing for longer-
term patient stays. So, our study is focused on the “Welfare measures of employees with special
reference to St. James hospital, Chalakudy.
Objectives
● To study the welfare facilities in St. James hospital.
● To study the satisfaction level of employees towards welfare measures.
● To study the policies implemented by the organization to improve the welfare of employees.
● To suggest measures to improve the employee welfare schemes based on the findings of the study.
Significance of the study
The study on the employee welfare in the St. James hospital, Chalakudy is a depth survey done
through on-site observation. Welfare measures has very important role to increase the productivity of
employees. The study further helps to improve the productivity of employees through the effective
management of welfare measures.
The findings of the study will be useful to the management to improve the welfare measures of the
employees which in turn will motivate the employees to contribute their maximum for the
development of the organization.
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CHAPTER 2
REVIEW OF LITERATURE
REVIEW OF LITERATURE
CONCEPTUAL REVIEW
The welfare means improvement of the educational, social, economic, health, political and cultural
status of the employees leading to their emancipation and development.
“According to the committee on labour welfare, welfare services should mean such services, facilities,
and amenities, adequate canteens, rest and recreation facilities, sanitary and medical facilities,
arrangements for travel to and from place of work, and for the accommodation of workers employed
at a distance from their homes”, such other services amenities and facilities, including social security
measures, as contribute to the conditions under which workers are employed.
The vey logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied
labour force for the organization. The purpose of providing such facilities is to make their work life
better and also raise their standard of living. The welfare measures motivate them to perform better
thus increasing the productivity of the organization. The important benefits of welfare measures can
be summarized as follows:
● They provide better physical and mental health to workers and thus promote a healthy work
environment.
● Facilities like housing schemes, medical benefits, educational and recreation facilities for
worker’ families helps them raise their standard of living. This makes workers to pay more attention
towards work and thus increases their productivity.
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● Employers get stable labour force by providing welfare facilities. Workers take active interest
in their jobs and work with feeling of involvement and participation.
● Employee welfare measures increase the productivity of organization and promote healthy
industrial relations thereby maintaining industrial peace.
● The social evils prevalent among the labours such as substance abuse, etc. are reduced to a
greater extent by the welfare policies.
Employees play an important role in the industrial production of the country. The human resource
managers are really concerned with the management of people at work. It is necessary to secure the
cooperation of employee force in order to increase the production and to earn higher profits. The
cooperation of employee force is possible only when they are fully satisfied with their employer and
the working conditions of the job. In the past, industrialists and employers believed that their only
duty towards their employees was to pay them satisfactory wages and salaries. In course of time, with
the introduction of the concept of human resource management, psychological researchers convinced
them that workers required something more important. In addition to providing monetary benefits,
human treatment given to employees plays a very important role in seeking their cooperation.
Employee welfare activities benefit not only the workers but also the management in the form of
greater industrial efficiency. The terms labour welfare, employee welfare and workers welfare are
generally used interchangeably to denote various services provided by the employers to the
employees in addition to wages.
Employee welfare is a dynamic concept as new welfare measures are added to the existing
ones along with social changes. The modern concept of employee welfare entails all those activities of
the employers, which are directed towards providing the employees with certain facilities and services
in addition to wages and salaries. Welfare facilities are essential for the health of the organization
since they bear a close connection with the productivities of the labour force.
Today welfare has been generally accepted by employers. The state only intervenes to widen
the area of applicability. It is now accepted that it is a social right.
According to Royal Commission on Labour, “the term welfare as applied to industrial workers is one
which must be necessarily elastic, bearing a somewhat different interpretation in one country from
another, according to the different social customs, the degree of industrialisation and the educational
development of workers. The labour or employee welfare is a comprehensive term, which may
include any activity, which is connected with the social, moral and economic betterment of workers
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provided by any agency. Such activities may differ from country to country and from region to region
or from organization to organization. Labour or employee welfare has the following objectives.
● To provide better life and health to workers.
● To make the workers happy, satisfied and efficient.
● To improve intellectual, cultural and material conditions of workers and to relieve them from
industrial fatigue.
The basic objective of labour welfare is to enable workers to live a richer and more satisfactory life.
Benefits to the Workers – The usefulness of welfare need not be overemphasised. The workers get a
lot of benefits in addition to the salaries. The facilities that the organization provide makes them
happy and productive.
Benefits to the Employers – The provision of welfare facilities is not only beneficial to workers but
also to employers in several ways. The welfare facilities helps in increasing the employee productivity
by improving their physical and psychological health. It helps in improving the goodwill and public
image of the enterprise.
Benefits to the Society – Labour welfare is also in the interest of larger society because the health,
efficiency and happiness of each individual represents the general well-being of all. Well-housed, well-
fed and well-looked after labour is not only an asset to the employer but also serves to raise the
standards of industry.
Statutory Welfare Facilities - Washing facilities, Drinking water facilities, Conservancy facilities, First
Aid Equipment, Rest Shelter facilities, Canteen facilities.
Non-Statutory Welfare Facilities – Medical facilities, Educational facilities,

Recreational facilities, Consumer’s Cooperative Stores and Fair Price Shops,
Cooperative Credit Societies, Family Planning.
EMPIRICAL REVIEW
S. Kumar (1993), “A study on the Labour welfare measures in AFT Ltd Pondy”. The author concluded
the objective of the study is to find out the welfare facilities provided on the AFT and the employee’s
suggestion and opinion about welfare measures by using structure questionnaire and by concluding
personal simple random sample for a sample of 100. The study revealed the welfare measure
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provided by the company was adequate except for a few systems like housing scheme and pension
scheme.
Michael (2001) in his book, “Human Resource Management and Human Relations” said that the
provision of intra-mural and extra-mural welfare facilities help in improving the quality of work life of
employee’s thereby good human relations will develop among different cadres of employees.
Parvathi and Karthikeyan (2002) According to them education plays a role as a means for human
resource development for sensitizing one’s perceptions, awareness and for motivating and changing
one’s behaviour to suit arising needs, demand and opportunities for survival, growth and
development. Education is the greatest force for empowerment. The process of education will not be
complete without value content. Empowerment can only be acquired through knowledge.
Mr.Ravikumar “Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration”. The welfare
measures need not be in monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through infrastructure for health,
industrial relations insurance against disease, accident and unemployment for the workers and their
families.
Aruna Goel (2004) mainly focuses the women employees in the organization. She wrote the book
“Education and Socio-Economic Perspectives of Women Development and Empowerment”. In this
book author enlighten views on the training for leadership of women employees, health and women
development, family welfare, higher education, training capacity building and awareness generation,
women participation in employment and economy, vocational and educational training programmes
for women empowerment.
Swetha Singh (2004) made the title of “Effectiveness of employee welfare’’ the study says that
identify the welfare measures and its effectiveness towards job satisfaction of employees. The term
welfare should be used broadly to include all measures which promote the physical, psychological and
general well-being of the employees. These welfare benefits play a motivational role.
Punekar, Deodhar and Sankaran (2004) in their book, “Labour welfare, Trade Unionism and
Industrial Relations’’ stated that labour welfare is anything done for the comfort and improvement,
intellectual and social-well being of the employees over and above the wages paid which is not a
necessity of the industry.
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Binoy Joseph and Josephine Jodey (2009) studies in the article points out that, the structure of
welfare states rest on a social security fabric. Government, employees, trade unions have done a lot
to promote the betterment of workers conditions.
Mr. Pradeep (2009) “Employee welfare is a comprehensive term including various services, benefits
and facilities offered to employees & by the employers. Through such generous fringe benefits the
employer makes life worth living for employees”.
Tompa, Emile PhD; Dolinschi, Roman MA; de Oliveira (2009) they reviewed the occupational
health and safety intervention literature to synthesize evidence on financial merits of such
interventions. A literature search included journal databases, existing systematic reviews, and studies
identified by content experts. We found strong evidence that ergonomic and other musculoskeletal
injury prevention intervention in manufacturing and warehousing are worth undertaking in terms of
their financial merits. The review also provided insights into how the methodological quality of
economic evaluations in this literature could be improved.
Aswathappa (2010) in his book, ‘’ Human resource management ‘’ discussed the various types of
benefits and services provided to employees in terms of payment for time not worked, insurance
benefits, compensation benefits, pension plans etc. He also discussed the ways to administer the
benefits and services in a better way.
Arunagiri (2011) studied on employee’s perception towards the welfare measures at TTK Health
Care Ltd. The main objective is to study the existing welfare measures and to suggest suitable welfare
measures for betterment of it. Researchers used percentile method. Exploratory Research with non-
probability sampling method was used. The result of the study shows the majority of welfare
measures are satisfied through it would be better to improve in few areas like canteen services,
insurance schemes, rest rooms, giving training to workers in the field of welfare and safety measures.
K.T Srinivas (2013) made the title of “A study on employee welfare facilities and its impact on job
satisfaction”. The study says that how the company providing facilities and how it improve the
satisfaction level of the employees and also understands that what facilities company adopted to
improve the welfare of the employees. The company should provide the recreational facilities to
improve the morale of the employees and reduce the stress level of the employees. Full medical
support should be given by the company to reduce the absenteeism and turnover. The company
should conduct health campaign at least once in a month/year; finally, these facilities lead to
improving the productivity of the company.
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Chahal (2013) inferred from his research work that some factors like working environment,
performance appraisal techniques, relationship with other employees etc. are contributing towards
job satisfaction in employees, while job dissatisfaction caused by working hours (lack of training &
development) of frequent transfers of the employees. He suggested that employee welfare
measures/facilities of job security should be given at most importance so that the employee turnover
may be restricted.
Dr. P Venkat Rao (2015) made the title of “Employee welfare is the key insight”, study says that no
investigate the literature related to the welfare measures and its impact on the employee
performance, satisfaction and also identify and compare the welfare measures provided by different
public and private sector companies. Employees are the key to every organizational growth. The
concept of welfare has reached many milestones in increasing the efficiency of the employees since
work related problems compliment the poor quality of life for employees and a decline in
performance. So, without welfare measures, employees are isolated in the companies.
Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of the
employees high. Welfare is the facility that is provided in order to improve employee willingness to
work. This helps in raising the intention and motivation so as to retain the employees for longer
period and reduce employee turnover.
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CHAPTER 3
RESEARCH METHODOLOGY
What is 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”
Research Methodology:
The process used to collect information and data for the purpose of making decisions is called as Research
Methodology.
Types of Research Design:
Research design have been classified by various authors in different types of research design have emerged
on account of different perspective from which a research study can be viewed .In this project Descriptive
Research design is used.
Descriptive Research:
Descriptive research provides data about population or universe being studied .But it can be only describe
the “who, what, when, why, where, when and how” of a situation, not what caused. Therefore, descriptive
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research is used when the objective is to provide a systematic description that is as factual and accurate as
possible.
Sources of data collection:
1. Primary data-
A survey method is used to collect the data through Questionnaire.
 Questionnaire:
A questionnaire is a schedule consisting of a number of coherent and formulated series of question related to
the various aspects of the under study. In this method of question arranged in sequence is used to elicit
response from the important.
2. Secondary data-
Through official website of Company, Books of Marketing Research, Some Research Papers and some
other Websites.
4.7 Tools used for data analysis:
Graphical Method is used for the data analysis
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Importance of the Study:
1. It helps in improving recruitment.
2. Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs
and work with a feeling of involvement and participation.
3. It improves moral & loyalty of workers.
4. It helps in improving industrial relation & industrial peace.
Scope of the project:
1. An overview of the welfare measures existing at Baramati Automotive, Baramati since safety and welfare
are two important elements essentials for improving the productivity of an organization.
2. The existing welfare measures would help the organization perform better. This study would throw light
on the perception of the employees regarding safety and welfare.
3. Baramati Automotive, of Baramati can identify the areas where it can improve so as to improve the
performance of the employees.
Limitation of the Study:
1. The respondents had the fear that the questionnaire may be shown to the management.
2. The data obtained is qualitative but not quantitative and it is subjected to human error.
3. Due to time limit the study is restricted to 60 days only.
4. Few employees refused to answer the question
Key Concept:
P.L. Rao, in his “Labour Legislation in the Making”,
Opines that professional bodies like National Institute of Personnel Management should constitute a
standing committee to monitor the proceedings in the parliament regarding the employees welfare measures.
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Cooperative Unionism and Employee Welfare by Michael R. White
Using British national survey data, this article assesses the impact of unions on management practices to
reduce labour costs, implement high-performance work systems, and make employee welfare provisions.
Relative to non-union workplaces, those with unions are found to have practices which are consistent with
‘mutual gains’ outcomes.
“Staff development and employee welfare practices and their effect on productivity”
Ghana Library JournaL Staff development and employee welfare are valuable assets in an organization since
an organization’s primary aims are productivity and profitability. Every organization primarily needs
committed and dedicated staff that will help the organization to meet its tactical and strategic objectives. The
study examines whether staff development policies exist in three special libraries in Ghana, and whether
training programs are being offered to increase staff competence, efficiencies and performance. It was also
aimed at assessing staff welfare practices and how these affect productivity and performance. In conducting
the survey, two sets of questionnaires were drawn up. One set was administered to management and the
other set went to Library staff. The survey revealed that all the organizations under study have staff
development policies and training programs for staff to enhance their capabilities and efficiency. Again, the
survey revealed that staff welfare is catered for since several motivational avenues and incentive packages
are available to boost their morale.
 Defining the population:

The total employees working in the organization is 67
 Sample size:
Out of 67 employees, this study was carried out taking into the account of only 50 which are companies
employees, Sampling Technique Used- simple random sampling.
 Simple random sample:
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Simple random sampling is a group of subjects (a sample) chosen from a larger group (a population). Each
subject from the population is chosen randomly and entirely by chance such that each subject has the same
probability of being chosen at any stage during the sampling process. This process and technique is known
as Simple Random Sampling.
 Filed-work:
The field work of study was done at Baramati Automotive, (Baramati).
 Period of survey:
The period of survey was nearly 2 months.
 Percentage analysis:
The percentage method was extensively used for analysis and interpretation. It can be generally calculated as
follows:
Number of respondents favorable
_______________________________ X 100
Total No. of respondents
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CHAPTER 4
INDUSTRY AND COMPANY PROFILE
INDUSTRY AND COMPANY PROFILE
The health care industry, or medical industry is a sector that provides goods and services to treat
patients with curative, preventive, rehabilitative or palliative care. The healthcare industry is
composed of establishments devoted to prevention, diagnosis, treatment and rehabilitation of
medical conditions. The modern health care sector is divided into many sub-sectors and depends on
interdisciplinary teams of trained professionals to meet the health needs of individuals and
populations.
Kerala is one state where private health sector, both indigenous and western systems of medicine, has
played a crucial role. The Ayurvedic system of treatment practised in Kerala dates back to centuries. In
the field of Allopathic system, missionary hospitals have contributed profusely by even going into the
interiors of the state.
High level of education especially among women and greater health consciousness has played a key
role in the attainment of good health standards in Kerala. Today, with the mushrooming of private
hospitals that offer quality services matching international standards, and with the tie up of the
healthcare industry with the tourism sector, healthcare in Kerala is growing by leaps and bounds.
Kerala is already the major new healthcare hub in South of India, attracting international as well as
national brands to its territory. The state is now gearing up to become the hub of healthcare in all of
India.
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Not only is the private healthcare system strong in Kerala, but also the public healthcare system is
equally equipped to boost the states healthcare condition. Even after facing a strong blow of the
floods that uprooted the economy of the state, it bounced back to life, only because the healthcare
system was strong enough to withstand the challenges .
Kerala is not only known for its well planned and successful healthcare infrastructures but also for the
Ayurveda spas and medical treatments.
The healthcare sector consists of businesses that provide medical services, manufacture medical
equipment or drugs, provide medical insurance or otherwise facilitate the provision of healthcare to
patients.
PROFILE OF ST. JAMES HOSPITAL
St. James hospital is a multi super speciality hospital where a competent team of specialists and super
specialists join together with the support of sophisticated technology to deliver high quality medical
and health care protection. Our hospital is equipped with all the latest communication facilities like
telephone, fax and internet that afford easy access to patients across the globe. It put to ease the
patients anxiety relating to his travel and stay.
The civil work was started in the year 1986. The foundation stone of St. James Hospital was blessed by
the Pope John Paul II on 7th February, 1986 and laid by Mar James Pazhayattil on 10th September of
the same year. The hospital was inaugurated on 10th of September 1989 by Mar Antony Padiyara,
Cardinal and Archbishop of ErnakulamAngamaly.
Mar James Pazhayattil put forth an inspiring thought that the diocese of Irinjalakuda should start a
hospital with all facilities to deliver better health care and medical aid at affordable rates for the
benefit of people of all religion with a special purpose to help the poorest of the poor thus, joining the
healing ministry of Jesus Christ. From its very inception, this hospital stands as the symbol of
delivering better health care to the people of this locality irrespective of cast, creed, religion and
language.
With the purpose of helping the poor, the Hospital Trust decided to give necessary concessions in its
health care mission. A patient in the general ward who undergoes surgery in the operation theatre,
irrespective of his or her age gets 25% concession in the operation bill. Citizens above 65 years of age
is automatically eligible to get half of the consultation charge and full free nursing care in the general
ward and half of the nursing care charges in the room. Special considerations are given to many poor
patients other than these types of concessions.
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The hospital has two schemes as follows to look after the poorest of the poor:
● Life Saving Mission to save the lives of patients who are brought here for emergency
management. It has the able guidance of Dr. Manoj T.K. MD, Dip NB (Neuro). Under the scheme the
hospital assists the patients financially and medically.
● Renal Care Mission arranges free dialysis to the poor patients. The Mission takes care of the
financial burden of the patients to a large extent. The executive committees and general body of
these organizations represent all cross section of the people of Chalakudy and other surrounding
areas.
● Both the above schemes are run by the contributions and donations received from friends
and well-wishers. The funds are received on the occasion of :
1. To remember wedding anniversaries and birthdays
2. Donations from social clubs.
3. Church/Temple/Mosque/Festival
4. Days of special remembrance in honour of parents/friends etc.
Vision
Serve with smile and care and love all especially the sick, poor and afflicted like Jesus, the healer in
order to take them to the main stream of the society.
Mission
● To make available the best quality health care to all the people at affordable rates and to
organize academic activities.
● To uphold the ethical values and principles of morality as professed by the Catholic Church
with regard to the value of human life and dignity.
Objectives
● To excel others and to be known as best among the health care and educational sector
● To show compassion to the poor and marginalized
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● To promote academic knowledge so that talented youngsters are enriched and they are trained to
become competent health care professionals.
● To promote the message of love, moral values, non-violence and universal brotherhood by
promoting outreach programmes and provide counselling, psychological support and rehabilitation.
● To facilitate spiritual assistance to all, according to their faith, for their personal growth and
development.
● To promote the hidden talents of all in their respected fields of life.
Organization Structure
● Bishop of Irinjalakuda – Patron of the hospital
● Vicar General – President of the hospital
● Trustee board Members

Director
Associate Former
Directors Director
TRUSTEE
BOARD
MEMBER
Vicar of Finance
local Officer of
Parish Diocese
Vicar of
Forane
Church
The Trustee Board is supported by two advisory committees namely Management committee and
Development committee. The doctors are under the Medical Superintendent and all the nursing and
paramedical staff are under the Nursing Superintendent. One Associate Director is exclusively
earmarked to administer and manage the Medical Academy. Another Associate Director is earmarked
to assist the Director and look after the maintenance work.
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Milestones
● The foundation stone of the Hospital was blessed by the Pope John Paul II on 7 th February 1986 and
laid by Mar James Pazhayattil on 10th September 1986.
● Hospital was inaugurated on 10 th September, 1989 by Cardinal Mar Antony Padiyara, Archbishop of
Ernakulam-Angamaly.
● The second phase of the hospital was inaugurated by Sree K. Karunakaran, the then Chief Minister
of Kerala.
● School of Nursing started in the year 1994.
● Hospital Chapel was blessed by Mar Jacob Thoomkuzhy, Archbishop of Thrissur in the year 1997.
● Department of Paediatric surgery started in the year 1998.
● Department of Psychiatry started in the year 1998.
● Extension of Department of Orthopedics in the year 2000.
● Department of Cardiology started in the year 2001.
● St. James College of Nursing started in the year 2002.
● Department of Neurology and Neuro surgery in the year 2004.
● Department of Maxillo facial surgery and Orthodentistry in the year 2004.
● St. James College of Pharmaceutical sciences started in the year 2004.
● Department of Ayurveda started in the year 2005.
● Department of Nephrology started in the year 2006.
● D.M.L.T course started in the year 2007.
● Department of Urology started in the year 2008 and Cath Lab instituted in the year 2011.
Medical Services:
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Ambulance Services
Please contact 0480-2710271 for availing ambulance service for pick up and transport to the
hospital.
Blood Transfusion Services
Our blood bank adopts best practises in all aspects of blood screening, blood collection and
processing. Donors are bleed skillfully, treated well and are given light refreshment with donor cards.
It has developed good manufacturing and laboratory practises within the blood bank to protect the
health of both blood donors and recipients of blood and is headed by a MD Pathologist.
Brain Aid
A division under the Department of Neurosciences.
● Our Mission
∞ To ensure and special focus for every child to achieve their maximum potential at educational,
social and personal levels.
∞ To help parents with parenting skills to deal with childhood disorders.
● Facilities and services provided
∞ Providing professional counselling services mainly for children with behavioural problems, learning
disabilities and ADHD.
∞ Accessing poor academic performance and imparting study skills and memory techniques.
∞ Remedial education by Special Educators for children with mental retardation, learning disabilities
with ADHD.
Dietary
Hospital food is essential part of patient care. Good food can encourage patients to eat well, giving
them the nutrients, they need to recover from surgery and illness. Dietary department aims to ensure
delivery of high-quality food and food services to patients. Has a modern kitchen serving vegetarian
food. Every meal going to patients is specifically catered to their dietary needs. The service is free and
currently limited for patients aged 60 years and above.
19
Laboratory Services
This department has modern laboratories with automated Biochemistry, Haematology, Microbiology,
Cytology and Clinical Pathology sections with equipment to give accurate and prompt diagnosis. The
labs provide round the clock services to our patients.
Radiology
X-Ray, Ultrasound, CT Scan facilities are available round the clock.
Mortuary Services
We have ozone friendly stainless steel refrigerated mortuary system with a capacity to keep nine
bodies. Please contact 0480-2710271 to avail mortuary services.
Pharmacy
We have two pharmacies in the hospital and operate round the clock catering to the needs of our
patients. The medicines are stored in well lit, clean and ventilated environment. All medicines are
stocked as per the recommendations of our Drug Formulary Committee involving various senior
professors.
Physiotherapy
Physiotherapy department specializes to restore functional ability and quality of life to those with
physical impairments or disabilities.
Specialities and services offered
Well-equipped and provisional expertise support for exercise therapy and electrotherapy.
Musculoskeletal / Orthopedic Unit
● Spinal and Joint problem: Getting back in step after hip, knee and other joint replacements.
● Post-traumatic Management: Rehabilitation for all types of fractures, dislocation etc.
● Back pain Management: Rehabilitation for disc prolapsed cases, Degenerative disorders like
cervical and lumbar spondylosis, osteoarthritis.
● Management for soft tissue injuries: Tennis elbow, frozen shoulder, fasiitis etc.
20
● Sports and Fitness: Ligament sprains, muscle strains and sports injuries. Gait training consists of
walker mobilization and cruch walking.
● Hand Rehabilitation: Newly introduced wing for rehabilitation of hand related injuries such as
tendon and crush injuries, peripheral nerve injuries, post-traumatic stiffness.
Rehabilitation consists of exercises, mobilization, wax bath, splintage.
Neurology unit
Rehabilitation for stoke, traumatic brain injuries, spinal cord injuries, neurodegenerative disorders
such as Parkinsons’s disease, Multiple Sclerosis etc.
Cardio-respiratory unit
Comprehensive physical care of critically ill patients admitted to ICU to prevent complication like
pneumonia, bed sore, critically ill, neuropathy, myopathy etc.
Geriatric unit
Rehabilitation of aged people to improve gait, strength and endurance of the patients with motor and
Musculo-skeletal problem.
DEPARTMENTS
● Anaesthesiology
● Cardiology
● Dentistry
● Dermatology
● Emergency
● General Medicine and General Surgery
● Neurology
● Gynaecology
● Ophthalmology
21
● Orthopaedics
● Pediatrics
● Psychiatry
● Urology
● Neurosurgery
● Gastroenterology
● ENT
● Ayurveda
● Homeopathy
22
CHAPTER 5
DATA ANALYSIS AND INERPRETATION
DATA ANALYSIS AND INTERPRETATION

The collected data are analyzed using several variables. The results of the analysis are as follows:-
Table: 4.1 Gender wise classification of respondents

Response No. of Respondents Percentage
23
Male 16 32
Female 34 68
Total 50 100
(Source – primary data)
From the table, we can understand that the number of female employees (68%) are more than
the male employees (32%).
Figure 4.1 Showing gender wise classification of employees
80
70
60
50
40
30
20
10
Male 32% Female 68%
Table: 4.2 Showing the educational qualification of employees

School level 20 40
Degree/ Diploma 24 48
Post Graduation 5 10
Others 1 2
24
Total 50 100
(Source-primary data)
From the table, the study reveals that 48% have degree/ diploma, 40% have school level
qualification, 10% are post graduates and 2% have other qualification.
Figure 4.2 Showing the educational qualification of employees

80
70 68
60
50
40
30
20 16
10
10 6
0
School level Degree/ Dilpoma Post Graduation Others
Table: 4.3 Showing years of working experience in the organization
Below 2 years 5 10
2-5 years 18 36
5-10 years 15 30
10-20 years 10 20
25
Above 20 years 2 4
Total 50 100
The collected data from the table reveals that 36% have 2-5 years experience, 30% have 5-10 years
experience, 20% have 10-20 years experience, 10% have below 2 years experience and 4% have
above 20 years experience.
Figure 4.3 Showing years of working experience in the organization

40
36
35
30
30
25
20
20
15
10
10
5 4
0
Below 2 years 2-5 years 5-10 years 10-20 years Above 20 years
Table: 4.4 Opinion regarding leave benefits

Highly Satisfied 8 16
Satisfied 35 70
No Opinion 6 12
Dissatisfied 0 0
Highly Dissatisfied 1 2
Total 50 100
26
From the table, it is clear that 70% are satisfied, 16% are highly satisfied,
12% have no opinion and 2% are highly dissatisfied with the leave benefits.
Figure 4.4 Opinion regarding leave benefits
80
70
70
60
50
40
30
20 16
12
10
2
0
0
Highly Satisfied Satisfied No Opinion Dissatisfied Highly Dissatisfied
Table: 4.5 Opinion regarding shift duties

Satisfied 26 52
No Opinion 16 32
Dissatisfied 2 4
Total 50 100
27
The table shows that 52% are satisfied, 32% have no opinion, 12% are highly satisfied and 4% are
dissatisfied with the shift duties.
Figure 4.5 Opinion regarding shift duties
60
52
50
40
32
30
20
12
10
4
0
0
Highly satisfied Satisfied No opinion Dissatisfied Highly dissatisfied
Table: 4.6 Showing opinion regarding canteen facilities
Satisfied 21 42
No Opinion 11 22
Dissatisfied 3 6
Total 50 100
28
The table reveals that 42% are satisfied, 22% are highly satisfied, 22% have no opinion, 8%
are highly dissatisfied and 6% are dissatisfied with the canteen facilities.
Figure 4.6 Showing opinion regarding canteen facilities
45
42
40
35
30
25
22 22
20
15
10 8
6
5
0
Table: 4.7 Opinion regarding recreation tours
Satisfied 36 72
No Opinion 6 12
Dissatisfied 0 0
Total 50 100
29
From the table, it is clear that 72% are satisfied, 16% are highly satisfied, 12% have no opinion
regarding the recreation tour.
Figure 4.7 Opinion regarding the recreation tours
80
72
70
60
50
40
30
20 16
12
10
0 0
0
Table: 4.8 Showing opinion regarding provident fund benefit
Satisfied 35 70
No Opinion 10 20
Dissatisfied 2 4
Total 50 100
30
From the table it is clear that 70% is satisfied, 20% has no opinion, 6% is highly satisfied and
4% is dissatisfied with the provident fund benefits.
Figure 4.8 Showing opinion regarding provident fund benefits
80
70
70
60
50
40
30
20
20
10 6
4
0
0
Table:4.9 Opinion regarding insurance plan
Satisfied 33 66
No Opinion 7 14
Dissatisfied 2 4
Total 50 100
31
From the table, we can infer that 16% are highly satisfied, 66% are satisfied, 14% have no
opinion and 4% are dissatisfied regarding insurance plan.
Figure 4.9 Opinion regarding insurance plan

70 66
60
50
40
30
20 16
14
10
4
0
0
Table: 4.10 Opinion regarding salary and allowances
Satisfied 10 20
No Opinion 2 4
Dissatisfied 20 40
Total 50 100
32
The table reveals that 6% are highly satisfied, 20% are satisfied, 4% have no opinion,
40% are dissatisfied and 30% are highly dissatisfied.
Figure 4.10 Showing opinion regarding salary and allowances
45
40
40
35
30
30
25
20
20
15
10
6
5 4
0
Table: 4.11 Showing hygienic conditions

Satisfied 35 70
No Opinion 4 8
Dissatisfied 6 12
Total 50 100
From the table we can infer that 10% are highly satisfied, 70% are satisfied, 8% have no
opinion, 12% are dissatisfied and no percentage is highly dissatisfied.
33
Figure 4.11 Showing hygienic conditions
80
70
70
60
50
40
30
20
12
10
10 8
0
0
Table: 4.12 Showing promotion and increment policies

Response No: of Respondents Percentage
Satisfied 21 42
No Opinion 13 26
Dissatisfied 4 8
Total 50 100
From the table it is clear that 42% is satisfied, 26% has no opinion,
24% is highly satisfied, 8% is dissatisfied with promotion and increment policies.
Figure 4.12 Showing promotion and increment policies.
34
45
42
40
35
30
26
25 24
20
15
10 8
5
0
0
Table: 4.13 View on working environment and quality of work life

Satisfied 37 74
No Opinion 7 14
Dissatisfied 0 0
Total 50 100
From this table, we can infer that 12% are highly satisfied, 74% are satisfied, 14% have no
opinion.
35
Figure 4.13 View on working environment and quality of work life
80
74
70
60
50
40
30
20
14
12
10
0 0
0
Table: 4.14 View on safety training

Satisfied 32 64
No Opinion 10 20
Dissatisfied 0 0
Total 50 100
From the table it is clear that 64% is satisfied, 20% has no opinion,
16% is highly satisfied and there is no dissatisfaction with the safety training.
36
Figure 4.14 View on safety training
20% 16%
64%
Response Highly Satisfied Satisfied No Opinion Dissatisfied Highly Dissatisfied
Table: 4.15 Satisfaction regarding job security

Satisfied 34 68
No Opinion 8 16
Dissatisfied 3 6
Total 50 100
From the table we can conclude that 68% are satisfied, 10% are highly satisfied, 16% has no opinion
and 6% are dissatisfied with the job security.
37
Figure 4.15 Satisfaction regarding job security
6% 10%
16%
68%
Respondents Highly Satisfied Satisfied

No Opinion Dissatisfied Highly Dissatisfied
Table: 4.16 View on overtime stipend

Satisfied 16 32
No Opinion 22 44
Dissatisfied 7 14
Total 50 100
From the table we can infer that 32% are satisfied, 6% are highly satisfied,
44% have no opinion, 14 % are dissatisfied and 4% are highly dissatisfied.
38
Figure 4.16 View on overtime stipend
4% 6%
14%
32%
44%
Table: 4.17 Opinion regarding gratuity scheme

Satisfied 30 60
No Opinion 13 26
Dissatisfied 2 4
Total 50 100
From this table we can conclude that 60% are satisfied, 10% are highly satisfied,
26% have no opinion and 4% are dissatisfied.
39
Figure 4.17 Opinion regarding gratuity scheme
4% 10%
26%
60%
40
CHAPTER 6
FINDINGS & SUGGESTIONS
FINDINGS, SUGGESTIONS AND CONCLUSION

Findings
● 68% of the employees are female
● 48% of the employees are graduates.
● Majority of the employees have 2-5 years of working experience.
● Around 72% of the employees are satisfied with the working hours.
● 70% employees are satisfied with the leave benefits.
● Around 4% employees face dissatisfaction with the shift duties and provident fund benefits.
● Most of the employees have no opinion as well as face more dissatisfaction with the overtime
stipend.
● 22% of the employees are satisfied as well as have no opinion with the canteen facilities.
● There is no dissatisfaction regarding recreation tours, safety training, quality of work life and the
working environment.
● 56% employees are satisfied while 6% employees are dissatisfied with the retirement benefits.
● 66% employees are satisfied while 16% are highly satisfied with the insurance plan.
● 54% employees face high satisfaction in maintaining the balance between work and life.
● 68% employees face satisfaction with the job security.
● 64% are satisfied with the safety training.
● 44% have no opinion and 32% are satisfied with the overtime stipend.
● 60% are satisfied and 26% have no opinion regarding the gratuity scheme.
41
Suggestions
1. Effective step should be taken to enhance the transportation facilities.
2. The company can improve the grievance handling system so that they can increase employee
satisfaction.
3. Canteen facilities have to be improved.
4. Festival allowance can be introduced.
5 The promotion and increment policies have to be improved on performance basis.
42
CHAPTER 7
CONCLUSIONS
The study on welfare measures of employees helps the management to know the satisfaction level of
the employees about the welfare measures provided by the hospital. From this study we can infer
that the majority of the employees are satisfied with the welfare measures. The management is
required to provide good facilities for the employees in such way that they become more satisfied
about employees welfare facilities. They can also improve their welfare measures by introducing
several facilities like accommodation, transportation etc. Therefore , there is a necessity of making
some provision for improving the welfare facility through which employees will become happy and
performance level increases. The organization can consider all the suggestions of the study for further
policy formulation.
BIBLIOGRAPHY
● Datta, Prabhat. Major issues in the development debate: lessons in empowerment from India. New
Delhi: Kanishka, 1998. 194p.
● Burra, Neera, Ranadive, Joy Deshmukh and Murthy, Ranjani K, ed. Micro-credit, poverty and
empowerment: linking the triad. New Delhi: Sage, 2005. 369p.
● Das, Kartick and Sharma, Gopal, ed. Financial inclusion, self-help groups (SHGs). New Delhi: New
Century Publications, 2013. 179p.
● Gibson, Christopher and Woolcock, Michael. Empowerment and local level conflict mediation in
Indonesia. Washington, D.C: World Bank, 2005. 35p. (Policy research working paper no. 3713)
43
● Gilbert, G. Ronald and Nelson, Ardel E. Beyond participative management: toward total employee
empowerment for quality. New York: Quorum Books, 1991.244p.
● Rim, K & Lim (2014) Biologically Hazardous Agents at Work and Efforts to Protect
Workers Health: A Review of Recent Reports. Safety and Health at Work, 5(2)
● Rao, M. (1995). Labour welfare policy in India, Printwell, 30.
● Singh, M..K. (1989). Labour productivity in India industry: A case study. New Delhi: Mittal
Publications.
● Veersingh, D. (1963-67). Social and Economic Welfare Services in Uttar Pradesh.

Unpublished thesis, Agra University, Agra.
44
APPENDIX
QUESTIONNAIRE
STUDY ON WELFARE RESOURCES OF EMPLOYEES
WITH SPECIAL REFERENCE TO
ST. JAMES HOSPITAL, CHALAKUDY
1.To which gender class do you belong?
⃝ Male ⃝ Female ⃝ Other
2. What is your qualification?
⃝ School level ⃝ Degree/Diploma ⃝ Post graduate ⃝ Others
3. From how long are you functioning with this organization?
⃝ Below 2 years ⃝ 2-5 years ⃝ 5-10 years
⃝ 10-20 years ⃝ Above 20 years
4. What is your opinion regarding working hours?
⃝ Highly Satisfied ⃝ Satisfied ⃝ No Opinion
⃝ Dissatisfied ⃝ Highly Dissatisfied
5. How do you rate the leave benefits of the organization?
6. Are you satisfied with the shift duties?
45
⃝
7. Rate the overtime stipend offered by the organization?
Highly Satisfied ⃝ Satisfied ⃝ No Opinion
8. Could you make clear opinion regarding canteen facilities?
9. What was ease of your experience with the recreation tours held?
10. What is your opinion about the salary scheme and provided by the
organization?
11. Rate the provident fund benefits to the employees?
12. What do you say about the insurance plan in the organization?
13. Are you satisfied with the hygienic conditions of working place?
14. How do you rate the promotion and increment policies of the employees?
46
⃝
15. Importance given to provide the safety measures at the working place?
16. What is your opinion about job security in your unit?
17. How much do you agree with the gratuity scheme in the organization?
18. Are you satisfied with the retirement benefits to employees in your unit?
19. What is your opinion about the transportation facilities provided by the
organization?
20. Rate the safety training regarding equipments and materials used in work?
21. Are you satisfied with the working environment?
47
⃝
22. Are you satisfied with the quality of work life?
23. Rate the general fulfilment with the welfare exercise of the organization?
⃝ Dissatisfied ⃝ Highly Dissatisfied ⃝
Dissatisfied ⃝ Highly Dissatisfied
48
⃝
49

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"A study of Employee Welfare in Industries in India"

Research Project submitted to the

(University Roll no. 2209300837)

D.A.V College, Civil Lines Kanpur

Affiliated to C.S.J.M University, Kanpur

For the year 2022-2023

Anushka Tiwari (Roll no . 22093000837)

I would lile to express my special thanks of gratitude to my teacher Dr.

CHAPTER NO. TITLE PAGE NO.

III RESEARCH METHODOLOGY 9

IV INDUSTRY AND COMPANY PROFILE 14

V DATA ANALYSIS AND 23

VI FINDINGS AND SUGGESTIONS 40

APPENDIX AND QUESTIONS

TABLE NO. TITLE PAGE NO.

4.2 Table showing qualification of employees 26

4.3 Table showing years of working experience in the 27

4.4 Opinion regarding leave benefits 28

4.5 Opinion regarding shift duties 29

4.6 Opinion regarding canteen facilities 30

4.7 Opinion regarding recreation tours 31

4.8 Opinion regarding provident fund benefits 32

4.9 Opinion regarding insurance plan 33

4.10 Showing opinion regarding salary and 34

4.11 Showing hygienic conditions 35

4.12 Showing promotion and increment policies 36

4.14 View on safety training 38

4.15 Satisfaction regarding job security 39

4.16 View on overtime stipend 40

4.17 Opinion regarding gratuity scheme 41

4.2 Figure showing qualification of employees 26

4.3 Figure showing years of working experience in the 27

4.5 Figure showing opinion regarding shift duties 29

4.6 Figure showing canteen facilities 30

4.7 Figure showing opinion regarding recreation tours 31

4.8 Figure showing opinion regarding provident fund benefits 32

4.9 Figure showing opinion regarding insurance plan 33

4.10 Figure showing salary and allowances 34

4.11 Figure showing hygienic conditions 35

4..12 Figure showing opinion regarding promotion and increment 36

4.15 Figure showing satisfaction on job security 39

4.16 Figure showing view on overtime stipend 40

4.17 Figure showing opinion regarding gratuity scheme 41

The features of employee welfare:

● Employee welfare is a comprehensive term including various services, facilities, and

● Employee welfare is an essential part of social welfare. It involves adjustment of an

reference to St. James hospital, Chalakudy.

● To study the welfare facilities in St. James hospital.

● To study the satisfaction level of employees towards welfare measures.

Significance of the study

measures, as contribute to the conditions under which workers are employed.

● To provide better life and health to workers.

● To make the workers happy, satisfied and efficient.

Non-Statutory Welfare Facilities – Medical facilities, Educational facilities,

Types of Research Design:

Sources of data collection:

A survey method is used to collect the data through Questionnaire.

4.7 Tools used for data analysis:

Graphical Method is used for the data analysis

1. It helps in improving recruitment.

3. It improves moral & loyalty of workers.

4. It helps in improving industrial relation & industrial peace.