CHAPTER - I

1. INTRODUCTION AND DESIGN OF THE STUDY

1.1 INTRODUCTION TO THE TOPIC

Labor welfare activities in an industrialized society has far reaching impact not only on the work
force but also all the facets of human resources. Labour welfare includes all such activities, which not only
secures existential necessities but also ensures improvement in spiritual and emotional quotient. It comprises
of short term and long terms goal toward building a humane society.

As labour welfare is a dynamic concept, changes in its principles activities and the rationale
supporting them have not been static. They closely follow the stages of advancement of the industrialized
society – from police Theory to Functional Theory. Accordingly principles for successful implementation of
labour welfare activities ranges from adequacy of wages to impact on efficiency as well as transformation of
personality in nut shell, it is extension of democratic values in an industrialized society.

Theories of Labour welfare Activities have been formulated on the conviction that it is man behind
the machine who is responsible for achieving mission of an organization. A person can deliver at his best
only when he is satisfied and committed to the cause. To keep the employees motivated and committed
various welfare facilities are provided by the organization not only to the employees but also to their family
member too.

The term 'Welfare' expresses many ideas, meanings and connotations, such as the state of well being,
health, happiness, prosperity and the development of human resources. It includes both the social and
economic aspects of welfare. The social concept of welfare implies the welfare of man, his family and his
community. All these three aspects are inter-related and work together. The economic aspect of welfare
covers promotion of economic development by increasing production and productivity.

Welfare is also called a relative concept, for it is related to time and space. Changes in it have an
impact on the system of welfare as well. As welfare is growing and dynamic, the welfare potential changes,
as a result of which its content keeps on varying and has to keep pace with the changing times. Also the
characteristics of welfare vary for it depends of a nation in all fields. Its meaning and components, therefore,
differ from country to country and from place to place.

The term “employee” and “labour” is used interchangeably in the study unit. In this study employee
welfare refers to labour welfare. Efficiency of the workforce is directly and indirectly linked with the
conditions and environment under which they are required to work. Even the most sincere employee cannot
contribute his productivity is bound to increase when he is comfortable at the workplace and he is conscious
of the welfare amenities.
 If he is forced to work in inadequate light conditions or polluted air conditions, his output potential
will decline. Overacting of the environment are worse than under heating although both are expensive in
terms of decline in output since respiratory ailments would be caused by both the conditions.

MEANING AND DEFINITION OF LABOUR WELFARE:

Labour welfare is a flexible and elastic concept. Its meaning and implications differ widely with
times, regions, industries, countries, social values and customs, the general economic development of the
people and the political ideologies prevailing at particular moments. As such, a precise definition is rather
difficult.

On analysis of the above definitions, a simple definition of Labour Welfare can be framed as under:

Labour welfare implies the setting up of minimum desirable standards of the provision of facilities
like health, food, clothing, housing, medical assistance, education, insurance, job security, recreation etc.
Such facilities enable the worker and his family to lead a good working life, family life and social life.

Labour Welfare thus embraces in its fold all efforts which have their object of improvement of
health, safety welfare and general well-being of the workers. It is confined to those activities which are
undertaken statutorily or otherwise, inside the industrial premises or outside by any agency, government,
employers which do not come under social insurance conditions, and which lead to improvement in health,
efficiency and happiness of industrial workers and their families e.g. recreational, medical, educational,
washing, bathing, transport facilities canteens and creches, etc. Thus, the term labour welfare covers not only
the workers but also their families.

BENEFITS OF LABOUR WELFARE

(1) Improved Industrial Relations:

These measures provide great satisfaction to the workers and also help in maintaining industrial
peace. Conflicts, chaos, unrest etc. are minimized. A feeling of oneness with the organization is created.

(2) Increase in the General Efficiency and Income:

Welfare facilities make the workers happy and contented both at home and the factory and it brings
improvement in their general efficiency. Their efficiency and productivity may not be up to the mark, if they
are not relieved of their domestic worries like poor housing, insanitary conditions etc. Once they are relieved
of these worries, they work with full zeal and enthusiasm.
(3) High Morale:

The welfare measures shall also help in securing the willing cooperation of the workers. Once
satisfied they will be less tempted to destructive and anti-social activities. Thus, a high degree of employee
morale is ensured.

(4) Creation of Permanent Labour Force:

These facilities will provide an attraction to the workers to stay longer in the undertaking. In the
absence of such facilities, the workers often leave for their villages in search of recreation etc. Efficient
workers can also search for better chances and may switch over to other establishments. In order to create a
permanent labour force, such facilities are essential.

(5) Improvement in the Mental and Moral Health:

These facilities bring a drastic a change in the outlook of the workers, improve their mental faculty
and help them in becoming good citizens. In the absence of such facilities, they are bound to fall prey to the
various social evils like drinking, gambling etc.

(6) Change in the Outlook of Employers:

A change in the attitude and outlook of the employees and their heartfelt co-operation shall also
change the outlook of the employers as well. They will become more sympathetic towards them. They will
not even hesitate to share the fruits of their hard labour with the workers.

(7) Social Benefits:

Besides the various economic advantages to the employers and employees, these measures also offer
various social advantages. The increase in the efficiency of the workers ultimately leads to an increase in
production, productivity and the earnings of the undertakings. The increased earnings also lead to higher
wages and make the workers happier and enable them to live “a richer and fuller life”. Finally, the living
standard of the society is raised.

OBJECTIVES OF LABOUR WELFARE ACTIVITIES

The object of welfare activities is to promote economic development by increasing production and
productivity. The underlying principle is to make the workers given their loyal services ungrudgingly in
genuine spirit of co-operation, in return for obligations, voluntary and compulsory, accepted by the
employee towards the general well-being of the employees.

Improving the efficiency of the labour is another objective of labour welfare activities. Efficiency
gives double reward, one in the form of increased production and the other in the shape of higher wages due
to achievement of higher productivity. Welfare activities add to their efficiency and efficiency in turn help
the worker to earn more wages. Therefore, welfare activities in an organization are twice blessed. It helps the
employer and the employee both.

Another objective of welfare activities is to secure the labour proper human conditions of work and
living. Working conditions of organization may be led by an artificial environment which features are dust,
fumes, noise, unhealthy temperature, etc. It is generally found that these conditions impose strain on the
body.

The welfare activities are done to minimize the hazardous effect on the life of the workers and their
family members. It is the duty of the employer to see these human needs. If welfare activities are viewed in
this light, it can be seen that they are guided by purposes of humanitarian and social justice.

The next objective of welfare activities is to add in a real way to the low earning of the labour. The
facilities are provided to supplement the income of the workers by services such as housing, medical
assistance, school, co-operative, canteens, stores, play grounds etc.

Thus, the objective of activities are to promote greater efficiency of the workers, assure proper
human conditions to the workers and their family members, supplement their wages in monetary teams, give
more real wages and foster better industrial relations.

BASIC FEATURES OF LABOUR WELFARE

 Labour welfare measures and amenities are provided not only to the employees of the undertaking
but also to their family members.

 The facilities and welfare amenities provided are not identical all over the world. The differ widely
depending on the historical, cultural and environmental conditions.

 They measures are provided not only not only by the employers but also by the government, trade
unions and by other outside agencies.

 These measures do not include those facilities, which are statutory or obligatory under any contract
between the employer and the employee. Thus they are only optional, and voluntarily provided.

APPROACHES OF LABOUR WELFARE

1. Paternalistic Approach
2. Industrial Efficiency Approach and
3. Social Approach.
 Labour welfare is a dynamic concept and it has constantly adopted itself to the changing
circumstances. This development is, however, evolutionary. There have been three general approaches in the
evolution of the concept.

(1) Paternalistic Approach:

In the early phase of industrialization i.e., during the early days of this century, the paternalistic
approach of labour welfare was adopted. The employers of those days started providing such facilities duly
motivated by philanthropic, humanitarian and religious considerations.

(2) Industrial Efficiency Approach:

The next step in the evolutionary process was the industrial efficiency approach. With the passage of
time, the size of business undertakings became large. They were organised in the form of joint stock
companies and there was a total separation of ownership and management. Trade unions strongly opposed it.
Brown made a pointed reference about this weakness and stated that motive behind the provision of such
facilities was wrong and selfish. Facilities were provided not for any social cause or with broad outlook but
to increase the efficiency of the workers which ultimately bring profit to the pockets of the industrialists.
Hence this approach also became unpopular.

(3) Social Approach:

The latest trend in the concept of labour welfare is the shift of emphasis from that of increased
efficiency to the promotion of the general welfare of the workers. This social approach does neither involve
any philanthropic consideration nor the ulterior motive of increasing the level of labour efficiency. In other
words, labour welfare is an end itself and the development of loyalty towards the employer and increase in
efficiency is only incidental. However, it is believed that improvement of workers morale, efficiency and
loyalty shall be the natural outcome of such provisions. This approach is welcomed by the workers and their
unions.

TYPES OF LABOUR WELFARE

(1) Intra-mural Facilities:

The facilities provided inside the factory are known as intra-mural facilities. These facilities include
activities relating to minimisation of industrial fatigue, provision of safety measures like fencing and
covering of machines, good layout of the plant and machinery, sufficient lighting conditions, provision of
first aid appliances etc.
(2) Extra-mural Facilities:

Facilities offered to the workers outside the factory are known as extra-mural facilities. They include
better housing accommodations, indoor and outdoor recreation sports, educational facilities etc. The
provision of these facilities is voluntary. Earlier, due attention was not given to the provision of extra-mural
facilities to the workers but now it is realised that these facilities are very important for the general welfare
and upliftment of the workers.

(3) Statutory Facilities:

Under this category, welfare facilities are provided according to the labour legislations passed by the
Government. The nature and coverage of these facilities vary from country to country. Again these facilities
may be either intra-mural facilities or extra-mural facilities. These facilities must be provided by all the
employers and cannot be ignored. Any contravention of the statutory provisions shall render the employer
punishable under the Act concerned.

1. Facilities which have to be provided irrespective of the size of the establishment e.g., drinking water.

2. Facilities which are to be provided subject to the employment of a specified number of persons, e.g.,
creches.

(4) Mutual Facilities:

These facilities are usually outside the scope of the statutory facilities. These activities are voluntarily
undertaken by the workers themselves for their own interest. As such the employer has no say in it.

(5) Voluntary:

The facilities which are voluntarily provided by the employers come under this category. Hence these
are not statutory. No doubt, the activities under this category ultimately lead to increase in the efficiency of
workers.

1.2 STATEMENT OF THE PROBLEM

            Employee’s welfare and safety measures also have beneficial on the workers. The welfare and safety
measures influences the sentiments of the workers are contribute to the maintenance of industrial peace.
Better housing, sickness and maternity benefits, provident funds and pension educational facilities and
entertainment etc. Creates a feeling and among the workers that they have a state in the industry the workers
become more stabilized and committed and economically efficient, and the mental and moral health of the
worker is improved.

1.3 OBJECTIVES OF THE STUDY

 To find out the labor welfare measures available to the workers in this organization
 To have a understanding on the safety provisions available to the workers in this organisation

 To analyze the working condition of the employees.

 To know the impact of welfare facility on employees performance

1.4 NEED OF THE STUDY

Employee welfare improves an organization's competitiveness and fosters fair labor relations by
improving production. Employee welfare facilities minimize employee discontent and increase employee
loyalty to the company. Assistance to the poor Housing schemes, medical benefits, and schooling and leisure
facilities for workers' families all help to improve their living standards. This causes workers to pay more
attention to their jobs and, as a result, their morale rises. Employers can obtain a stable workforce by
delivering social services. Workers take an active interest in their careers and approach their work with a
sense of commitment and participation. If they improve employees' physical and mental health, the company
would be a safer and healthier place to work.

1.5 SCOPE OF THE STUDY

 The study finds the expectations of labor in the work environment. The research was held to develop
and understanding of their Experience, Perceptions and Service need within the Industry.
 This study covers how customers are motivated with sales promotion techniques.
 It aims to know the consumer views about the price, quality and availability of the product.
 This study also helps to know the factors which influence the consumer to buy this product and also
helps to know the schemes, offers, premium etc. this study is helpful to know stimulating customers
are purchasing the dependable product.
 The researcher did not consider temporary, contract and casual labours as well as the employees
working in head office were also not considered for this study
1.6 HYPOTHESIS OF THE STUDY

NULL HYPOTHESIS

HO: There is no significance relationship between department of the respondents and satisfaction of work
load.

ALTERNATIVE HYPOTHESIS

H1: There is significance relationship between department of the respondents and satisfaction of work load.

1.7 RESEARCH DESIGN

The formidable problem that follows the task of defining the research problem is the preparation of
the design of the research, popularly known as the “research design”. A research design is the arrangement
of conditions for collection and analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure. As such the design includes an outline of what the researcher will do
from writing the hypothesis and its operational implications to the final analysis of data.

1.8 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be understood
as a science of studying how research is done scientifically. In it we study the various steps that are generally
adopted by a researcher in studying his research problem along with the logic behind them. It is necessary
for the researcher to know not only the research methods techniques but also the methodology.

SAMPLE DESIGN

Sampling may be defined as the selection of some part of an aggregate or totality on the basis of
which a convenience or inference about the aggregate or totality is made. In other words, it is the process of
obtaining information about an entire population by examining only a part of it.

SAMPLING TECHNIQUES

The sampling technique used in this study is “convenience sampling” when the population element
for inclusion in the sample is based on the ease of access. It can be called as convenience.

SAMPLE SIZE

The research has selective respondent 150 samples only.

1.9 METHODS OF DATA COLLECTION

 Primary data
 Secondary data

PRIMARY DATA

Primary goal is original and collected by the researcher freshly. In this study Primary data was
collected through questionnaire. A questionnaire is a popular means of colleting Primary data.

SECONDARY DATA

Secondary data is the data, which is already available. It can be obtained through company records,
internet and some data collected from the observation method by the researcher.

1.10 TOOLS FOR ANALYSIS OF DATA

1. Simple Percentage Method

2. Chi-square Method
3. Correlation

SIMPLE PERCENTAGE ANALYSIS

A percentage analysis is used to interpret data by the researcher for the analysis and interpretation
through the use of percentage. The data are reduced in the standard from which base equal to 100 which fact
facility relative comparison.

No. of respondents

Simple percentage = ……………………………… X 100

Total No. of respondents

CHI-SQUARE TEST

It is one of the simplest and widely used non parametric test in statistical work. The quantity chi-
square describe the magnitude of the discrepancy between theory and observation

Which is defined as,

∑ ( oi−Ei ) 2
Chi – Square =
Ei

Oi = Observed frequency, Ei = Expected frequency

In general the expected frequency for any can be calculated from the following equations

RT X CT
E =
N

E = Expected frequency

CT = Column total

RT = Row total

N = Total number of observations

The calculated value of chi-square is compared with the table value of chi-square given degree of
freedom of a certain specified level of satisfaction. If at the stated level the calculated value of X2 is more
than the table value of X2 the difference between theory and observation is considered to be significant
otherwise it is insignificant.

CORRELATION

There are several different correlation techniques. The survey systems optional statistics module
includes the most common type, called the person or product moment correlation. The module also includes a
variation on this type called partial correlation. The latter is useful when you want to look at the relationship
between two variable while removing the effect of none or two other variables. Like all statistical techniques,
correlation is only appropriate for certain kinds of data. Correlation works for quantifiable data which numbers
are meaningful, usually quantities of some sort. It cannot be used for purely categorical data, such as gender,
brands purchased, or favorite color.

r=
∑ XY
√¿ ¿ ¿

1.11 PERIOD OF THE STUDY

The period of study is conducted in only 3 months

1.12 AREA OF THE STUDY

The survey was conducted in SNS automobiles at Madurai

1.13 LIMITATIONS OF THE STUDY

 The employees’ attitude & opinion may change in future so relevance to the study can’t be assured.
 Reliability of the study depends greatly on the reliability of information provided by the respondents.
 The personal bias of the respondents is another limiting factor.
 The study is restricted to Limited period.
 CHAPTER - II

2. REVIEW OF LITERATURE

Reshma and Basavaraj (2017) in their article they stated that the employee welfare is a comprehensive
term including various services, benefits and facilities offered to employees of the organization. Their study
enlightens the concept of welfare measures; it also highlights the employee’s perception regarding the
various statutory welfare measures provided by the company.

Ann Davis (2017)describes a process through which organizations might seek to implement interventions
relating to employee well-being. 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.

Arpit Patel (2017)The research is conducted with the objective of identifying the employee's welfare
measures and social security and their satisfaction level towards all welfare measures and social security on
selected engineering unit of Ahmadabad. This paper describes the detailed Objectives, Hypothesis,
Methodology, and Analysis of Data with the help of tool ANOVA and Generalization of result. Lastly,
Major steps are suggested in order to increase standards of Welfare measures and social security

K.Lalitha,T.Priyanka (2017)Employee efficiency can be improved by interventions such as health, safety,

and welfare. The employer's numerous welfare measures would have an immediate effect on the worker's
health, physical and mental performance, alertness, morale, and overall efficiency, leading to higher
productivity. As opposed to the other factors in the enterprise, labour welfare measures prove to be an
important factor. When these steps are not implemented to their full potential, employees' self-interest and
morale suffer, and their commitment to the job suffers. As a result, the personnel manager's job becomes
more difficult, and he is forced to incorporate numerous employee wellness programmes into the company.

S.Divyabharathi (2018) Defined Employee welfare as a term which is understood to include such services,
facilities and amenities as may be established in or in the vicinity of undertakings to enable the persons
employed in them to perform their work in healthy, congenial surrounding and to provide them with
amenities conductive to good health and high morale. In the ‘narrow sense’, welfare in addition to general
physical working conditions is mainly concerned with the day – to – day problems of the employees and
social relationships at the place of work.

T.Priyanka (2018) The present study is made an attempt to identify the employee welfare measures adopted
in Automobile industry. Employee welfare means anything done for the comfort and improvement of the
employees over and above the wages paid which is not a necessity of the industry. The basic purpose of
employee welfare is to enrich the life of employees and keep them happy. Employees spend at least half
their time at work or getting to it, or leaving it. They know that they contribute to the organization when they
are reasonably free from worry and they feel that when they are in trouble/ problems, they are due to get
something back from the organization.

S.Ravi &A.Raja (2019) Even in progressive employer-managed units, labour welfare work in India is quite
distressing. Welfare amenities are not adequately provided. In modern units, where cutting-edge technology
necessitates the upkeep of adequate standards. Since recognizing the importance of employees over
machines, today's employers have largely adopted the idea of employee welfare. Industrial workers need a
labour health policy because they are subjected to excessive physical and mental stress during the
manufacturing process. Staff in the manufacturing industry often play an important role in the country's
development

P. Usha (2019) The Study on “employee welfare measures” is conducted with the main objective of
evaluating the effectiveness of welfare measures in industrial sector and to suggest measures to make
existing welfare measures much more effective and comprehensive so that the benefits of the employees will
be increased. The concept of ‘employee welfare’ is flexible and elastic and differs widely with time, region,
industry, social values and customs, degree of industrialization, the general economic development of the
people and political ideologies prevailing at a particular time, it is also melded according to the age – group,
sex, socio - cultural background, marital and economic status and educational level of the employee in
various industries.

Meenakshi Yadav (2019) in his paper ‘welfare measures’-A study on analysis of workers reveals the
welfare measures in the automobile industry. The factor analysis model has various issues for labor welfare
into eight factors. These are: loans and compensation facilities, education, housing, subsidized food, better
working environment, stability of work force and provision of cooperative societies. To maintain good
industrial relations in the organizations, these types of welfare facilities can maintain long way efficiency in
the organizations. The automobile industry should maintain a good provision of welfare measures for the
workers

Arun Prakash (2020) “Welfare” is a broad concept referring to a state of living of an individual or group, in
a desirable relationship with the total environment - ecological, economic and social. Labour welfare
includes both the social and economic contents of welfare. Social welfare is primarily concerned with the
solution of various problems of the weaker sections of society like the prevention of destitution, poverty, etc.
It aims at social development by such means as social legislation, social reform, social services, social work,
social action, etc. The object of economic welfare is to promote economic development by increasing
production and productivity and through equitable distribution
Sindhu (2020) she stated that the employee welfare measures increase the productivity of organization and
promote healthy industrial relations there by maintaining industrial peace. Usually every organizations
provide various welfare facilities to their employees to hold their motivation levels high. They provide many
statutory and non-statutory things policies to maintain employee’s satisfactory level in average. When they
get better canteen facilities, good water to drink, clean restrooms, clean and hygiene washrooms and
bathrooms, regular medical check-ups, health insurances, Employee assistance programme, better seating
facilities or best workplace provides employee a greater satisfactory level. This leads an organisation to
grow quicker.

Mishra & Bhagat (2021)stated that labour absenteeism in Indian automobile industries can be reduced to a
great extent by provision of good housing, health and family care, canteen, educational and training facilities
and provision of welfare activities. The principle for successful implementation of labour welfare activities
is nothing but an extension of democratic values in an industrialized society.

Satyanarayna and Reddi (2021) in their article they stated that the overall satisfaction levels of employees
about welfare measures in the organization cover is satisfactory. But, a few of them are not satisfied with
their welfare measures provided by the organization. Therefore, they suggested that the existing welfare
measures may be improved further. These welfare measures improve the employee’s living standard and
their satisfaction levels.

Singh (2022)found that there is a positive correlation between the welfare measures and manpower
productivity, i.e., if the proper welfare measures are taken then the productivity of the employees will
increase and ultimately the profit of the organization increase. Effective labour welfare measures helps the
organization to increases their productivity as well as it enhances the morale and motivation of the
employees which gives a positive impact on the efficiency level of the organization.

Cook (2022)argued that along with flexible workings, best practice organizations focus on developing
strategies for employee welfare these strategies can encompass a range of benefits and there is a growing
trend to make them as wide ranging as possible so that the employee has a choice. The range of welfare
options offered will vary depends on the marketplace and demographics of the workforce. According to
cook 1) "the welfare policy of each organization needs to be designed with the needs of different
demographic groups in mind 2) giving employees' flexibility and choice in the welfare benefits that they
receive is important 3) welfare benefits should have a cultural fit with the organization".
 CHAPTER - III

PROFILE OF THE STUDY

3.1 INDUSTRY PROFILE

DIGITAL MARKETING STRATEGY FOR SAAS PRODUCTS

Digital marketing for B2B SaaS companies is quite unique compared to other types of
software products. However, when planning a digital marketing strategy for SaaS, one should
build on basic strategies that can work in other industries as well. There is no universal recipe
for promotion, but universal tools will be relevant in 2023.

Again about the sales funnel

Broadly speaking, a sales funnel is a term used to refer to the entire procedure that a
customer is destined to pass. Everything a sales and marketing department does to acquire
and retain customers, from finding to conversion and feedback, is called a sales funnel. In
the marketing communication of SaaS companies, it is also applicable.

Before launching any marketing activity, you determine which stage this or that
segment of your audience is located at. There are different tactics to achieve specific goals at
each stage of this marketing funnel.
As a rule, a sales funnel goes through 5 main stages:

1. Awareness: Clients understand they have a problem and there is a solution to that
problem.
2. Discovery: They understand that your product can solve their problem.
3.Evaluation: They compare all available options and perform a cost-benefit analysis.
4.Intention: They are willing to buy but want a better deal.
5. Purchase: The contract is signed.

B2B SAAS PRODUCT MARKETING STRATEGY

A formalized strategy document with a description of marketing activities and

indicators will allow you to effectively organize activities and direct marketing efforts to
achieve product goals. According to the standard, a strategy document should contain the
following items:

 Goals.
 Analysis of competitors.
 Target audiences.
  Key messages for each audience.
 Communication channels and tools.
 Tactical plans (content plans, advertising campaign plans, etc.).
 Budgets Performance indicators.

The current state of SaaS marketing

It feels like everybody is starting a SaaS business these days. All you need is an idea
and the ability to bring it to life. It’s a golden age of business where it seems easy to scale to
$1M ARR (annual run rate) or get acquired by an industry giant.
While it’s simple enough to get started, creating a successful SaaS marketing strategy
and growing a business in this highly competitive landscape is becoming more of a challenge,
because:

1. The cost of paid advertising is skyrocketing

2. Consumer needs are changing rapidly

3. Customers are demanding more for less

4. People can shop around multiple competitors to get the best deal

5. Customers demand that service and support be available instantly and 24/7

Before you throw your hands up in despair, this explosion in SaaS startup numbers
also has a huge upside for your business.
People are now very accustomed to the subscription-based business model, and are
happy to pay for software that makes their lives easier or better. As consumers, we don’t
really think twice about handing over our credit cards to sign up for services online anymore
– as long as the company appears genuine, trustworthy, and provides a service we either need
or want.
Building a trusted, engaging, and likable brand around your startup is one of the key
tactics you can use to make your SaaS marketing strategy successful. This is becoming
especially important in the B2B space. While it’s true that creating an effective SaaS
marketing strategy for your startup has become increasingly more difficult in recent years,
due to increased competition, there are some common elements every successful SaaS
marketing strategy prioritizes as areas of focus to achieve growth.
1.2 COMPANY PROFILE

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There are the pioneers of the Interview as a service, helping organizations find the
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interviewers and seasoned software developers are experts at conducting in-depth interviews,
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With a diverse team located across the globe, we bring a wealth of knowledge and
experience to the table. The firm interviewers have worked with some of the biggest
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The firm committed to providing the highest quality interviews and constantly seek to
improve our methods and techniques. With the latest technologies and tools at our disposal,
ensure that our clients receive the most accurate and reliable information possible.

OUR STORY

Interview Desk is world’s leading On Demand Interview Platform built to disrupt

traditional hiring methods and works on a unique concept of outsourced interviewing.

Founded by an ex Amazonian, Interview Desk is headquartered in Chennai, Tamil

Nadu, India. With our curated approach, organizations can now save up to 50% of time and
cost spent on hiring. It helps companies to build their engineering team faster. Interview Desk
is redefining how tech-hiring happens across the globe. We have built an interview-as-a-
service platform to solve this and have big logos under our customer portfolio. In short, we
are primarily here to create exceptional interviewing experience for the job seekers,
employers as well as the interviewers.

Our Purpose

Interview Desk was founded with the objective to overcome the pain points of hiring.
We are here to help companies build their tech team faster and assist recruiters and hiring
managers to screen candidates quicker, schedule faster, and reach out to candidates globally.
 We achieve this through an all-inclusive platform that helps companies to connect with top
candidates efficiently and creates a better candidate experience
Our Team

At Interview Desk, we believe that a team is more than just a group of people working
together. We are a collection of individuals, each with our own unique talents, skills, and
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19
 CHAPTER - IV

DATA ANALYSIS AND INTERPRETAION

TABLE NO – 4.1

GENDER OF THE RESPONEDNTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Male 125 83%

2. Female 25 17%

Total 150 100%

Source: primary data

INTERPRETATION

From the table shows that 83% respondents are male and remaining 17% of the
respondents are female.

Majority 83% of respondents are male.

20
 CHART NO – 4.1

GENDER OF THE RESPONEDNTS

17%

Male
Female

83%

21
 TABLE NO – 4.2

AGE GROUP OF RESPONEDNTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Below 25 years 36 24%

2. 26-35 years 72 48%

3. 36-45years 30 20%

4. Above 46 years 12 8%

Total 150 100%

Source: primary data

INTERPRETATION

From the above, it is found that 24% of the respondents belong to the age group
below 25 years and 48% of the respondents are in the age group 25-35 years and 20% of
respondents belong to the age group 36-45 years and 8% of the respondents belong to the age
group of above 46 years.

Most 48% of the respondent’s age group is between 25- 35 years.

22
 CHART NO – 4.2

AGE GROUP OF RESPONEDNTS

60%

50% 48%

40%
PERCENTAGE

30%
24%
20%
20%

10% 8%

0%
Below 25 years 26-35 years 36-45years Above 46 years
AGE

23
 TABLE NO - 4.3

MARITAL STATUS OF RESPONDENTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Married 108 72%

2. Unmarried 42 28%

Total 150 100%

Source: primary data

INTERPRETATION

The above table shows that, majority of the respondents 72% are married and
remaining 28% respondents are unmarried.

Most 72% of the respondents are married

24
 CHART NO - 4.3

MARITAL STATUS OF RESPONDENTS

72%

80%
70%
60%
28%
Percentage

50%
40%
30%
20%
10%
0%
Married Unmarried
Marital status

25
 TABLE NO - 4.4

FAMILY SIZE OF THE RESPONDENTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Below 3 members 57 38%

2. 2-5 members 72 48%

3. Above 5 members 21 14%

Total 150 100%

Source: primary data

INTERPRETATION

Among the 150 respondents, 38% of the respondent’s family members are below 3
members, 48%of the respondent’s family members are 2-5 members, 14% of the
respondents’ family members are Above 5 members.

Most 48%of the respondent’s family members are 2-5 members.

26
 CHART NO - 4.4

FAMILY SIZE OF THE RESPONDENTS

48%

50%
45% 38%

40%
35%
Percentage

30%
25%
14%
20%
15%
10%
5%
0%
Below 3 members 2-5 members Above 5 members
Family size

27
 TABLE NO - 4.5

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. School level 4 3%

2. Higher secondary 20 13%

3. Graduate 62 41%

4. Post graduate 48 32%

5. Others 16 11%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table, it is found that 3% of the respondents have school level
education, 13% of the respondents have higher secondary education, 41% of the respondents
are Graduates, 32% of the respondents are post graduates and 11% of the respondents have
other qualification.

Most 41% of the respondents are graduates

28
 CHART NO - 4.5

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

Others 11%

Post graduate 32%

Educational qualification

Graduate 41%

Higher secondary 13%

School level 3%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Percentage

29
 TABLE NO - 4.6

DEPARTMENTOF THE RESPONDENTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1 Production 45 30%

2 Maintenance 24 16%

3 Hr 48 32%

4 Finance 33 22%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table, it is found that 30% of the respondents belong to production
department, 16% of the respondents belong to Maintenance department, 32% of the
respondents belong to HRdepartment and balance 22% of the respondents work in Finance.

Most 32% of the respondents belong to HRdepartment.

30
 CHARTNO - 4.6

DEPARTMENT OF THE RESPONDENTS

35% 32%
30%
30%

25% 22%
Percentage

20% 16%

15%

10%

5%

0%
Production Maintenance Hr Finance
Department

31
 TABLE NO - 4.7

WORKING SERVICEOF THE RESPONDENTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Below 4 year 33 22%

2. 5-8 year 93 62%

3. 9-15 year 9 6%

4. Above 15 year 15 10%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table, it is found that 22% of the respondents work for below 4 year in
service, 62% of the respondents work for 5-8 years in the same company 6% of the
respondents work for 9-15 year service 10% of the respondents work for Above 15 years

Most 62%of the respondents work for 5- 8 year

32
 CHART NO - 4.7

WORKING SERVICE OF THE RESPONDENTS

70% 62%

60%

50%
Percentage

40%

30% 22%

20% 10%
6%
10%

0%
Below 4 year 5-8 year 9-15 year Above 15 year
Working service

33
 TABLE NO - 4.8

MONTHLY INCOME OF THE RESPONDENTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Below Rs.10,000 30 20%

2. Rs.10,000 - Rs.15,000 52 35%

3. Rs.15,000 - Rs.20,000 36 24%

4. Above Rs.20,000 32 21%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table it is found that 20% of the respondents are earning below
Rs.10,000, 35% of the respondents are earning Rs.10,000 - Rs.15,000, 24% of the
respondents are earning Rs.15,000 - Rs.20,000 and remaining 21% of the respondents are
earning above Rs.20,000.

Most 35%of the respondents are earning Rs.10,000 - Rs.15,000

34
 CHART NO - 4.8

MONTHLY INCOME OF THE RESPONDENTS

35%
35%

30%
24%
25% 21%
20%
PERCENTAGE

20%

15%

10%

5%

0%
Below Rs.10,000 Rs.10,000 - Rs.15,000 - Above Rs.20,000
Rs.15,000 Rs.20,000
INCOME

35
 TABLE NO - 4.9

WORK SHIFT OF THE RESPONDENTS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1 Dayshift 113 75%

2 Half shift 6 4%

3 Day & night 30 20%

4 Full night 1 1%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table it is found that 75% of the respondents are day shift workers,
4% of the respondents are half shift workers, 20% of the respondents are day & night
workers, 1% of the respondents are full night workers.

Most 75%of the respondents are Day shift workers

36
 CHART NO - 4.9

WORK SHIFT OF THE RESPONDENTS

1%
Full night

20%
Day & night
Work shift

4%
Half shift

75%
Dayshift

0% 10% 20% 30% 40% 50% 60% 70% 80%

Percentage

37
 TABLE NO - 4.10

SUPERVISION OF THE SUPERIOR

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Highly satisfied 78 52%

2. Satisfied 65 43%

3. Dissatisfied 3 2%

4. Highly Dissatisfied 4 3%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table, it is found that 52% of the respondents are highly satisfied of
the superior, 43% of the respondents are satisfied supervision of the superior, 2% of the
respondents are dissatisfied by supervision of the superior and 3% of the respondents are
Highly Dissatisfied.

Most 52%of the respondents are highly satisfied on the supervision of the superior

38
 CHART NO - 4.10

SUPERVISION OF THE SUPERIOR

60%
52%

50% 43%

40%
PERCENTAGE

30%

20%

10% 3%
2%

0%
Highly satisfied Satisfied Dissatisfied Highly Dissatisfied
SUPERVISION OF THE SUPERIOR

39
 TABLE NO - 4.11

RELATIONSHIP BETWEEN CO-WORKERS

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Excellent 60 40%

2. Good 65 43%

3. Average 13 9%

4. Adequate 12 8%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table it is found that 40% of the respondents relationship with
coworkers are excellent, 43% of the respondents relationship with coworkers are good, 9% of
the respondents relationship with coworkers average and 8% of the respondents relationship
with coworkersAdequate.

Most 40%of the respondents are excellent relationship with coworkers.

40
 CHART NO - 4.11

RELATIONSHIP BETWEEN CO-WORKERS

43%
45% 40%

40%
35%
30%
Percentage

25%
20%
15% 9% 8%
10%
5%
0%
Excellent Good Average Adequate
Co-workers

41
 TABLE NO - 4.12

EFFICIENCY IN JOB

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Excellent 70 47%

2. Good 63 41%

3. Average 10 7%

4. Adequate 7 5%

Total 150 100%

Source :primary data

INTERPRETATION

From the above table, it is found that 47% of the respondents are Excellent by
efficient in job, 41% of the respondents are good efficient in job, 7% of the average efficient
in job and5%of the respondents are adequate by efficient in job.

Most 47%of the respondents have good efficiency in job.

42
 CHART NO - 4.12

EFFICIENCY IN JOB

47%
50%
45% 41%

40%
35%
30%
Percentage

25%
20%
15%
7%
10%
5%
5%
0%
Excellent Good Average Adequate
Efficience in job

43
 TABLE NO - 4.13

SATISFACTION OF WORK LOAD

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Highly satisfied 62 41%

2. Satisfied 83 55%

3. Dissatisfied 4 3%

4. Highly Dissatisfied 1 1%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table, it is found that 41% of the respondents are highly satisfied,
55% of the respondents are satisfied, 3% of the respondents are dissatisfied, 1% of the
respondents are highly dissatisfied.

Most 55%of the respondents are highly satisfied on workload.

44
 CHART NO - 4.13

SATISFACTION OF WORK LOAD

60% 55%

50%
41%

40%
PERCENTAGE

30%

20%

10% 3%
1%

0%
Highly satisfied Satisfied Dissatisfied Highly Dissatisfied
WORK LOAD

45
 TABLE NO - 4.14

SAFETY MEASURES IN THE ORGANISATION

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Highly satisfied 90 60%

2. Satisfied 51 34%

3. Dissatisfied 6 4%

4. Highly Dissatisfied 3 2%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table it is found that 60% of the respondents are highly satisfied, 34%
of the respondents are satisfied, 4% of the respondents are dissatisfied and 2% of the
respondents are highly dissatisfied.

Most 60%of the respondents are highly satisfied on safety measures.

46
 CHART NO - 4.14

SAFETY MEASURES IN THE ORGANISATION

60%
60%

50%

40% 34%
PERCENTAGE

30%

20%

10% 4%
2%

0%
Highly satisfied Satisfied Dissatisfied Highly Dissatisfied
SAFETY MEASURES

47
 TABLE NO - 4.15

PHYSICAL WORKING ENVIRONEMENT

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Highly satisfied 65 43%

2. Satisfied 73 49%

3. Dissatisfied 9 6%

4. Highly Dissatisfied 3 2%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table it is found that satisfied the physical working environment.49%
of the respondents are satisfied, 43% of the respondents are highly satisfied, 6% of the
respondents are dissatisfied and remaining 2% of the respondents are highly dissatisfied.

Most 49% of the respondents are satisfied with the physical working environment.

48
 CHART NO - 4.15

PHYSICAL WORKING ENVIRONEMENT

49%
50%
43%
45%
40%
35%
PERCENTAGE

30%
25%
20%
15%
10% 6%
2%
5%
0%
Highly satisfied Satisfied Dissatisfied Highly Dissatisfied
WORKING ENVIRONEMENT

49
 TABLE NO - 4.16

SATISFIED WITH THE LOAN FACILITIES

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Yes 42 28%

2. No 108 72%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table, it indicates that, 28% of the respondents are satisfied with loan
facilities, 72% of the respondents are not satisfied for the company loan facility.

Most72%of the respondents are not satisfied in loan facilities

50
 CHART NO - 4.16

SATISFIED WITH THE LOAN FACILITIES

28%

72%

51
 TABLE NO - 4.17

THE KIND OF LOAN TAKEN

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Educational 49 33%

2. Medical 44 29%

3. House loan 21 14%

4. Other loan 36 24%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table it is found that, 33% of the respondents had got benefit of
educational loans, 29% of the respondents had got benefit of Medical, 14% of the
respondents had got benefit of house loan and 24% of the respondents had got benefit of
other loan.

Most 33%of the respondents had got benefits of educational loan

52
 CHART NO - 4.17

THE RESPONDENTS BY THE KIND OF LOAN TAKEN

Other loan; Education ;

24% 33%

House
loan; 14%

Medical ; 29%

53
 TABLE NO - 4.18

SATISFIED WITH THE WATER FACILITY

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Highly satisfied 76 51%

2. Satisfied 68 45%

3. Dissatisfied 5 3%

4. Highly Dissatisfied 1 1%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table it is found that satisfied with water facility.51% of the
respondents are highly satisfied, 45% of the respondents are satisfied, 3% of the respondents
are dissatisfied and remaining 1% of the respondents are highly dissatisfied.

Most 51% of the respondents are highly satisfied with water facility

54
 CHART NO - 4.18

SATISFIED WITH THE WATER FACILITY

60%
51%

50% 45%

40%
PERCENTAGE

30%

20%

10% 3%
1%

0%
Highly satisfied Satisfied Dissatisfied Highly Dissatisfied
WATER FACILITY

TABLE NO - 4.19
55
 OPINION ABOUT JOB SECURITY

S.NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE %

1. Excellent 48 32%

2. Good 63 42%

3. Satisfaction 35 23%

4. No idea 4 3%

Total 150 100%

Source: primary data

INTERPRETATION

From the above table it is found that opinion about job security.42% of the
respondents are opinion about job security is good, 32% of the respondents are opinion about
job security is excellent, 23% of the respondents are opinion about job securityis Satisfaction
and remaining 3% of the respondents are opinion about job security No idea.

Most 42% of the respondents are opinion about job security good

CHART NO - 4.19

56
 OPINION ABOUT JOB SECURITY

42%
45%
40%
32%
35%
30%
23%
Percentage

25%
20%
15%
10%
3%
5%
0%
Excellent Good Satisfaction No idea
Opinion

TABLE NO-4.20

57
 TRANSPORT FACILITY SATISFACTION OF RESPONDENTS

PARTICULARS NO.OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 45 30%

Satisfied 51 34%

Dissatisfied 44 29%

Highly Dissatisfied 10 7%

Total 150 100%

Source: Primary data

INTERPRETATION

The above table shows the, 34% of the respondents are Satisfied with the transport
facility, 30% of the respondents says that they are Highly satisfied the transport facility, 29%
of the respondents says that they are dissatisfied and 7% of the respondents are Highly
Dissatisfied.

It is Most 34% of the respondents are Satisfied for transport facility provide by
concern.

CHART NO-4.20

58
 TRANSPORT FACILITY SATISFACTION OF RESPONDENTS

7%
Highly Dissatisfied

29%
Dissatisfied
Particulars

34%
Satisfied

30%
Highly satisfied

0% 5% 10% 15% 20% 25% 30% 35%

Percentage

TABLE NO - 4.21

59
 SATISFIED BY THE FACTORY FACILITIES

Satisfaction Highly Satisfied Dissatisfied No idea

level/Factors satisfied

Res % Res % Res % Res %

Factors 63 42% 69 46% 9 6% 9 6%

Ventilation 69 46% 63 42% 12 8% 6 4%

Lighting 65 43% 70 47% 5 3% 10 7%

Air 71 47% 64 43% 7 5% 8 5%

Noise 59 39% 64 43% 12 8% 15 10%

Canteen 68 45% 72 48% 3 2% 7 5%

Insurance 54 36% 60 40% 20 13% 16 11%

Source: Primary data

INTERPRETATION

The above table shows that 46% of the respondents of factors facilitiesare satisfied,
46% of the respondents of Ventilationfacilities are highly satisfied, 47% of the respondents of
Lighting facilities are satisfied, 47% of the respondents of air facilities highly satisfied,43%
of the respondents of noise facilities are satisfied, 48% of the respondents of canteen facilities
are satisfied, and remaining 40% of the respondents of insurance facilities are satisfied.

Majority 47% of the respondents of lighting facilities are satisfied and air.

CHART NO - 4.21

SATISFIED BY THE FACTORY FACILITIES

60
 47% 47% 48%
50% 46% 46 45%
42 42% 43% 43% 43%
45%
39% 40%
40% 36%
35%
30%
Percentage

25% Highly satisfied

Satisfied
20%
Dissatisfied
13%
15% 11% No idea
10%
8% 7% 8%
10% 6%6%
4% 5%5% 5%
3% 2%
5%
0%
Factors Ventilation Lighting Air Noise Canteen Insurance
Factory facilities

TABLE NO - 4.22

CHI-SQUARE ANALYSIS

61
NULL HYPOTHESIS

HO: There is no significance relationship between department of the respondents and

satisfaction of work load.

ALTERNATIVE HYPOTHESIS

H1: There is significance relationship between department of the respondents and satisfaction
of work load.

Case Processing Summary

Cases
Valid Missing Total
N Percent N Percent N Percent
DEPARTMENT OF THE
RESPONDENTS *
150 100.0% 0 .0% 150 100.0%
SATISFACTION OF
WORK LOAD

DEPARTMENT OF THE RESPONDENTS * SATISFACTION OF WORK LOAD

Crosstabulation
SATISFACTION OF WORK LOAD
Count Highly Highly
satisfied Satisfied Dissatisfied Dissatisfied Total
DEPARTMENT OF Production 45 0 0 0 45
THE Maintenanc
RESPONDENTS 17 7 0 0 24
e
Hr 0 48 0 0 48
Finance 0 28 4 1 33
Total 62 83 4 1 150

62
 Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 1.441E2a 9 .000
Likelihood Ratio 184.758 9 .000
Linear-by-Linear Association 107.563 1 .000
N of Valid Cases 150
a. 8 cells (50.0%) have expected count less than 5. The minimum expected count is .16.

Symmetric Measures
Asymp. Std. Approx.
Value Errora Approx. Tb Sig.
Ordinal by Ordinal Gamma 1.000 .000 32.835 .000
Measure of Kappa
.168 .038 4.680 .000
Agreement
N of Valid Cases 150
a. Not assuming the null hypothesis.
b. Using the asymptotic standard error assuming the null hypothesis.

RESULT

Since the table value is greater than the calculated value. So we accept of the null
hypothesis. There is significance relationship between department of the respondents and
satisfaction of work load.

TABLE NO - 4.23

63
 CORRELATION

The table shows the relationship between working service of the respondents and
efficiency in job

Correlations

WORKING
SERVICE OF
THE EFFICIENCY IN
RESPONDENTS JOB
WORKING SERVICE OF Pearson Correlation
1 .827**
THE RESPONDENTS
Sig. (2-tailed) .000
N 150 150
EFFICIENCY IN JOB Pearson Correlation
.827** 1

Sig. (2-tailed) .000

N 150 150
**. Correlation is significant at the 0.01 level (2-tailed).

NONPARAMETRIC CORRELATIONS

64
 Correlations
WORKING
SERVICE OF
THE
RESPONDE EFFICIENC
NTS Y IN JOB
Kendall's tau_b WORKING SERVICE Correlation
1.000 .710**
OF THE Coefficient
RESPONDENTS Sig. (2-tailed) . .000
N 150 150
EFFICIENCY IN JOB Correlation
.710** 1.000
Coefficient
Sig. (2-tailed) .000 .
N 150 150
Spearman's rho WORKING SERVICE Correlation
1.000 .734**
OF THE Coefficient
RESPONDENTS Sig. (2-tailed) . .000
N 150 150
EFFICIENCY IN JOB Correlation
.734** 1.000
Coefficient
Sig. (2-tailed) .000 .
N 150 150
**. Correlation is significant at the 0.01 level (2-tailed).

RESULT

This is positive correlation. There is relationship between the working service of the
respondents and efficiency in job

CHAPTER – V

65
 5. FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS

1. Majority of respondents (83%) are male

2. Most of the respondent’s (48%) age group is between 25- 35 years old
3. Most of the respondents (72%) are married
4. Most of the respondent’s (48%) family are having 2-5 members in their family
5. Most of the respondents (41%) are graduates
6. Most of the respondents (32%) belong to service department
7. Most of the respondents (62%) work for 5- 8 year in this institution
8. Most of the respondents (35%) are earning Rs.10,000 - Rs.15,000 per month
9. Most of the respondents (75%) are Day shift workers
10. Most of the respondents (52%) are highly satisfied on the supervision of the superior
11. Most of the respondents (40%) are having excellent relationship with co-workers
12. Most of the respondents (47%) have good efficient performance in their work
13. Most of the respondents (55%) are highly satisfied on workload
14. Most of the respondents (60%) are highly satisfied on safety measures
15. Most of the respondents (49%)are satisfied with the physical work environment
16. Most of the respondents (72%) are not satisfied with the loan facilities
17. Most of the respondents (33%) got benefited out of educational loan
18. Most of the respondents (51%) are highly satisfied with water facility
19. According to (42%) of the respondents the job security is good
20. Most of the respondents (34%)are Satisfied with transport facility provide by concern.
21. Majority of the respondents (47%) satisfied with the lighting and air facility

5.2 SUGGESTIONS

66
  Majority of the employees feel that their workload is heavy. So, the necessary
steps to be taken to reduce the workload.

 The organization should improve the benefit and services provided to the labour’s

 The company should plan out the welfare activities in an effective way to improve
the organization image in the eyes of the workers.

 The organization should make all the employees aware of the rules and
regulations of the company.

 The industry should provide proper safety measures to employees.

 To increase the rapport between management and the labours, the company should
provide integrated welfare programs.

5.3 CONCLUSION

67
 Labour welfare services is an important personnel function in a business

 Effective utilization of other factor of production depends on the efficiency of

human factor

 The workers spends more than a quarter of his life in his working place
therefore, the worker has every rights to demand that the condition under
which he works should be reasonable and provides proper safeguard for life
and health

 The amount of dedication , quality of work , commitment to the organization,

morale etc. are all determined by the type and amount of welfare a worker
reciever

BIBLIOGRAPHY

68
[1]. Arpit Patel, March 2017 Volume 6, Issue 1 A Study on Employee welfare Measures and
Social Security on Selected Engineering Unit of Ahmadabad.

[2]. S.Divyabharathi, May 2017 Volume 19, Issue 5. Ver. VI (), PP 45-48 Employee Welfare
Schemes and Its Implication in Performance in Machine industry Private Limited, Chennai

[3]. M.RamaSatyanarayana, July 2012 Volume 2, Issue 7 employee welfare measures in

cement industries in India.

[4]. T.Priyanka, December 2014, Volume 2 Issue 7, ISSN 2349-4476 a study on employee
welfare measures with reference to machine industry

[5]. P. Ushanovember (2011) volume no. 1, issue no. 6 employee welfare activities with
respective measures in industrial sector.

[6]. Ushatiwarinovember, 2014 volume 3, issue 11 a study on employee welfare facilities and
its impact on employees efficiency.

[7]. Chandra sekharpatro June 2015 Employee Welfare Measures in Public and Private
Sectors: Comparative Analysis.

[8]. Mr. Ramana 2015, Volume: 5, Issue: 1 A study on employee welfare measures with
reference to south central railways in India.

WEBSITES

https://www.indiamart.com/company/2949290/aboutus.html

https://www.whatishumanresource.com/employee-welfare

http://snsautomobiles.com/

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 NPR COLLEGE OF ENGINEERING & TECHNOLOGY DEPARTMENT OF
MANAGEMENT STUDIES

Mapping of Course Outcomes (COs) with Program Outcomes (POs) &

Program Specific Outcomes (PSOs)

PO PO PSO
Cos
1 2 3 4 5 6 7 8 1 2

C411.1 1 - - - 1 - - 1 2 -

C411.2 1 - - 3 - - - 2 - 2

C411.3 1 - - - - - - 2 - 2

AVG 3 - - 3 1 - - 5 2 4

PROGRAM OUTCOMES (PO) MAPPING

The Project “A STUDY ON LABOUR WELFARE FACILITIES TOWARDS SNS

AUTOMOBILES WITH REFERENCE TO MADURAI” satisfies the program

outcomes such as Critical Thinking Usage of Technology, Effective Communication,

Environment and Sustainability, Individual and Teamwork, Ethics and Values Social

Interactions, Life Long Learning and it satisfies the Program Specific Outcome’s as to deal

with real time problems by understanding the evolutionary changes in the current business

situation. The study was conducted to determine the impact of labour welfare facilities.

Employee welfare measure activity in India was largely influenced by humanitarian

principles and legislation. Employee welfare is an important fact of industrial relation the

extra dimension, giving satisfaction to the employee in way, which evens a good wage grow

with the industrialization and mechanization it has acquired added importance in our modern

industrial society

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A STUDY ON LABOUR WELFARE FACILITIES TOWARDS SNS AUTOMOBILES
WITH REFERENCE TO MADURAI
QUESTIONNAIRE
Name :
1. Gender
a) Male [ ] b) Female [ ]
2. Age
a) Below 25 years [ ] b) 26-35 years [ ]
c) 36- 45 years [ ] d) Above 46 years [ ]
3. Marital status
a) Married [ ] b) Unmarried [ ]
4. Size of the family
a) Below 3 members [ ] b) 2- 5 members [ ]
c)Above 5 members [ ]
5. Educational Qualification
a) School level [ ] b) Higher secondary [ ]
c) Graduate [ ] d) Post Graduate [ ]
e) Others [ ]
6. Department
a) Production [ ] b) Maintenance [ ]
c) Hr [ ] d) Finance [ ]
7. No of years in working service
a) Below 4 Year [ ] b) 5-8 year [ ]
c) 9-15 year [ ] d) Above 15 year [ ]
8. Monthly Income
a) Below Rs.10,000 [ ] b) Rs.10,000 - Rs.15,000 [ ]
c) Rs.15,000 - Rs.20,000 [ ] d) Above Rs.20,000 [ ]
9. Which shift do you work?
a) Day shift [ ] b) Half shift [ ]
c) Day & night [ ] d) Full night [ ]

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 10. Are you satisfied with the supervision of the superior?
a) Highly satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied
[ ]

11. How do you feel about relationship between you and co – workers?
a) Excellent [ ] b) Good [ ]
c) Average [ ] d) Adequate [ ]
12. How efficient are you in your job?
a) Excellent [ ] b) Good [ ]
c) Average [ ] d) Adequate [ ]
13. Are you satisfied with work load?
a) Highly satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied
[ ]
14. How do you satisfied in safety measures in the organization?
a) Highly satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied
[ ]
15. How satisfied are you with the physical working environment?
a) Highly satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied
[ ]
16. Are you satisfied with the loan facilities?
a) Yes [ ] b) No [ ]
17. What kind of loan is offered to you for your concern?
a) Educational [ ] b) Medical [ ]
c) House loan [ ] d) other loans [ ]
18. Are you satisfied with the water facility?
a) Highly satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied
[ ]
19. What is your opinion about your job security?
a) Excellent [ ] b) Good [ ]
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 c) Satisfaction [ ] d) No idea
[ ]
20. Are you satisfied with the transport facilities provided by the concern?
a) Highly satisfied [ ] b) Satisfied [ ]
c) Dissatisfied [ ] d) Highly Dissatisfied [ ]

21. How do you satisfied by the following factory facilities?

Factors /Satisfaction Level Highly Satisfied Satisfied Dissatisfied No idea

Ventilation

Lighting

Air

Noise

Canteen

Insurance

22. If any suggestions……………………………………………………………………

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