Journal of Engineering Sciences Vol 14 Issue 01,2023

A STUDY ON
EMPLOYEE WELFARE MEASURES
(WITH REFERENCE TO HINDUSTAN UNILEVER LIMITED AT
DOWALAISWARAM, AP)
* VIYYAPU SAI MEGHANA
** Dr. M. VIJAY KUMAR
GODAVARI INSTITUTE OF ENGINEERING & TECHNOLOGY (AUTONOMOUS),
RAJAHMUNDRY, ANDHRA PRADESH, INDIA.

ABSTRACT

This article is aimed at examine the effectiveness of employee welfare measures in Hindustan
Unilever Limited, Dowlaiswaram. Employee welfare measure is a concept from human
resources management. Organization provides its workers with welfare services to sustain high
levels of encouragement. The main purpose of the study is to assess employee satisfaction with
welfare facilities and to recommend such steps to improve welfare measures in organizations. In
the company's industrial output, the employee plays an important role. The company should also
work with the workers to improve productivity and gain higher profits. Employee benefits
represent the main income and protection vehicle. It also helps to assess the workers'
relationships. The organization's foundation is workers at Hindustan Unilever Limited,
Dolaiswaram. The present study has thrown major concentration in employee welfare and
measures. An objective of the study includes the relationship between the employees and the
management is sound.

The primary data collected through questionnaire and opinion survey method. Secondary data
collected through books, company website, internet. All respondents are enjoying the benefits of
welfare measures and other facilities also that are provided by the Hindustan Unilever Limited.

Key words: Welfare measures, incentives, human resource, management.

*V. Sai Meghana, pursuing MBA Final Year
**Dr. M. Vijay Kumar, Professor and head of the department
INTRODUCTION

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Journal of Engineering Sciences Vol 14 Issue 01,2023

Human resource management is the organizational function that deals with issues related
to people such as compensation, hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, administration and training.

Human resources are the most valuable and unique assets of an organization. The
successful management of an organization’s
human resources are an exciting dynamic and challenging task especially at a time when the
world has become a global village and economies are in a state, management have been
explained using contemporary examples form Indian companies.

HRM focus should always be maintaining and ideally, expanding the customer base
while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus
regardless of the size of the business, or services you are trying to sell.” (Dr. James’s Spine,
former head of executive development at the tribune company).

HRM is involved in managing the human resources with a focus on expanding customer
base that gives profit to the company. The bottom line of the company is the focus of the HRM
department as well as the function. Acquiring human resource capability should begin with
organizational design and analysis. Organizational design involves the arrangement of work
tasks based on the interaction of people, technology and the tasks to be performed in the context
of the objectives, goals and resources planning job and work analysis, organizational
restructuring, job design, team building, computerization, and worker-machine interfaces fall
under this domain.

OBECTIVES OF THE STUDY

1. To understand the organization culture of Hindustan Unilever Limited
2. To study the level of satisfaction among employees regarding the benefits provided to
them.
3. To assess the awareness level among employees regarding benefits.
4. To understand and document the employment benefit scheme in private sector
organizations.
5. To provide overall satisfaction of the employee.

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SCOPE OF THE STUDY

1. This Standard should be applied by an employer in accounting for all employee benefits,
except employee share-based payments.
2. This Standard does not deal with accounting and reporting by employee benefit plans.
3. The employee benefits to which this Standard applies include those provided:
 Under formal plans or other formal agreements between an enterprise and
individual employees, groups of employees or their representatives.
 Under legislative requirements, or through industry arrangements, whereby
enterprises are required to contribute to state, industry or other multi-employer
plans.
 By those informal practices that give rise to an obligation. Informal practices give
rise to an obligation where the enterprise has no realistic alternative but to pay
employee benefits.
 An example of such an obligation is where a change in the enterprise’s informal
practices would cause unacceptable damage to its relationship with employees.

LIMITATIONS OF THE STUDY

 This study is confined to certain variables of employee benefits. Hence it doesn’t cover
the entire industry.
 This study has a sample study which is done through the generalization of the industry in
certain sectors.
 The opinions have been collected from the employees of the industry and the executives
who are experienced in industry.
 The duration of study for a period of 30 days was not limited to an in-depth study of
average analysis of the employees.

REVIEW OF LITERATURE
Their views of previous researches related to the current study are as follows;
1. Robinson, Sparrow, Clegg & Birdi (2006) in a study identified the key behavior, which
was found to be associated with employee engagement. The Behavior included belief in
the organization, desire to work to make things better, accepting of the business context

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and the superior picture, being respectful of and helpful to colleagues, willingness to go
the extra mile and keeping up to date with developments in the field.
2. Joseph et.al. (2009) studied in the article points out that the structure of a welfare state
rests on its social security fabric. Government, employers and trade unions have done a
lot to promote the betterment of workers conditions.
3. Manzini and Gwandure (2011) studied that the concept of employee welfare has been
used by many organizations as a strategy of improving productivity of employees;
especially in the mobile industry since work related problems can lead to poor quality of
life for employees and decline in performance. It is argued that, welfare services can be
used to secure the labor force by providing proper human conditions of work and living
through minimizing the hazardous effect on the life of the workers and their family
members.

METHODOLOGY OF THE STUDY

The present study on the employee welfare measures provided by the Hindustan Unilever
Limited to its employees.

The collection of the information is done through two principle sources. They are as follows:
 Primary data
 Secondary data

Primary data
Information about the organization and its HRD activities is gathered from direct contacts
and personal discussions with the permanent employees in the organization.

Secondary data
The secondary data was collected from relevant available reports, and from the
previously recorded data.
Questionnaire

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A structure of questionnaire was prepared and distributed among the permanent

employees during the survey in the organization.

Observation
By observing the work environment

DATA INTREPRETATION

Table 1. Rating the safety level of employees at this plant of HUL.

S. no Level of Satisfaction No. of Respondents In %

1 Highly satisfied 29 29%

2 Satisfied 36 36%

3 Dissatisfied 22 22%

4 Highly dissatisfied 13 13%

5 TOTAL 100 100%

Chart No. 1 Safety level rating

1 Highly
satisfied
2 Satisfied

3 Dissatisfied

4 Highly
dissatisfied
5 TOTAL

INTERPRETATION

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Journal of Engineering Sciences Vol 14 Issue 01,2023

From the above data it can be interpreted that 29% of the employees who have responded
are highly satisfied with their safety facilities, 36% of the employees seem to be satisfied where
as 22%, 13% of the employees show dissatisfaction and high level of dissatisfaction respectively.

Table 2. Availability of OHC services to the employees throughout 24 hours.

S. no Dimensions No. of Respondents In %

1 Yes 89 89%
2 No 11 11%
3 TOTAL 100 100%

Chart No. 2 OHC services availability

1 Yes 2 No 3 TOTAL

INTERPRETATION

From the above data it can be interpreted most of the employees who have responded have
agreed that there is OHC facility available for 24 hours, where as few of them have not agreed.

Table 3. Comfort level towards your work station at HUL.

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Journal of Engineering Sciences Vol 14 Issue 01,2023

S. no Level of Comfort No. of Respondents In %

1 Highly comfortable 15 15%

2 Comfortable 40 40%

3 Uncomfortable 24 24%

4 Highly uncomfortable 21 21%

5 TOTAL 100 100%

Chart No. 3 Work station comfort level

120%

100%

80%

60%
In %
40%

20%

0%
0 1 2 3 4 5 6

INTERPRETATION

From the above data it can be interpreted that 15% of the employees who have responded
are very highly comfortable with their work station facilities, 40% of the employees seem to be
highly comfortable where as 24%, 21% of the employees are moderately and lowly comfortable
respectively.

Table 4. Rating employee retirement benefits in HUL.

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Journal of Engineering Sciences Vol 14 Issue 01,2023

S. no Level of Satisfaction No. of Respondents In %

1 Very High 14 14%
2 High 42 42%
3 Moderate 27 27%
4 Low 17 17%
5 TOTAL 100 100%

Chart No. 4 Employee retirement benefits

120
100
80
60
40
20
0
Very High High Moderate Low TOTAL
1 2 3 4 5
No. of Respondents In %

INTERPRETATION
From the above data it can be interpreted that 14% of the employees who have agreed
very highly with their retirement benefits facilities, 42% of the employees seem to be agreed
highly where as 27%, 17% of the employees agree moderately and lowly respectively.

FINDINGS

1. It is noted that everyone is aware of the organization's welfare activities.

2. The majority of workers are happy with the medical insurance provided by the company.

3. The safety precautions taken by the company for accident prevention are followed by
majority of workers.

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4. The workers are pleased with gratuity benefits provided by the company.

5. The workers feel motivated to give higher productivity due to welfare measures provided
by the company.

6. The workers are satisfied by overall welfare activities provided in the organization.

SUGGESTIONS

1. It is suggested that medical facilities provided by the company should be improved.

2. It is suggested that management must be more helpful towards the problems faced by the
employees at work station.

3. It is suggested that first-aid facilities provided by the company should be improved.

4. It is suggested that the company should improve loan facilities.

5. It is suggested that management have to make sure all employees following safety
guidelines provided by the organization.

CONCLUSION

The survey conducted at the Hindustan Unilever Ltd for knowing the employee’s welfare
facilities provided by the company. The results of the survey are a promising indication. The
staff is more pleased with the company's welfare services. Not only happy but also good
workplace performance maintained. The management focuses on training the employee in
security behavior leading to a safe environment in the company. This helps management
maintain good employee relationships, reduces individual conflicts and reduces employee
turnover and absenteeism.

REFERANCE
https://www.hul.co.in/
https://www.inc.com/encyclopedia/employee-motivation.html
https://humanresources.ku.edu/
https://www.yourcoach.be/en/employee-motivation-theories

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