Final Wip Vasu

VIDYABHARTI TRUST COLLEGE OF BUSINESS,
COMPUTER-SCIECE & RESEARCH, UMRAKH
A Project on
“A Study on Employee Welfare and its impact on their performance at
Bardoli Sugar.”
UNDERTAKEN AT
“Shree Khedut Sahakari Khand Udhyog Mandli Ltd., Bardoli (Bardoli
sugar factory)”
Submitted By:
Patel Vasu Pinakinbhai
21BBA05
Guided By:
Maitri Bhatt
BBA PROGRAMME TYBBA SEM-6
VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 1

CERTIFICATE
This is to certify that the Research Based Project report entitled “A Study on
Employee Welfare and its impact on their performance at Bardoli Sugar.”
has been carried out by Vasu Patel (21BBA05) at Shree Khedut Sahakari Khand
Udhyog Mandli Ltd., Bardoli (Bardoli sugar factory) as a partial fulfilment of
the requirement for the degree of Bachelor of Business Administration (B.B.A.)
during academic year 2023-24.
MS. Maitri Bhatt DR. SNEHAL MISTRY

FACULTY GUIDE PRINCIPAL

DECLARATION
I am Vasu Patel from VIDHYABHARTI TRUST COLLEGE OF BUSINESS,

COMPUTER-SCIENCE AND RESEARCH, UMRAKH hereby declare that
the project report has been undertaken as a part of 6th semester of Bachelor of
Business Administration (B.B.A) syllabus of the Veer Narmad South Gujrat
University Surat. I declare that this project has not been submitted to any other
university or institute for any other purpose.
VASU PATEL
21BBA05
TYBBA (HUMAN Resource)

ACKNOWLEDGEMENT
This project work written in accordance with Bachelor of Business

Administration Course prescribed by Veer Narmad South Gujarat University for
three-month project work.
I wish to express my sincere thanks to Dr. Snehal Mistry Principal of
Vidhyabharti Trust college of Business, Computer Science and Research
Umrakh, who gave me chance to do this project.
I also wish to express my heartful gratitude to my internal guide MS. Maitri Bhatt
whose constant help and support at the stage of this project has enabled me to
complete it. I am sincerely thankful to all faculty members of BBA department
who directly or indirectly supported, during the project. I am thankful to teaching
staff of VIDHYABHARTI TRUST COLLEGE OF BUSINESS,
COMPUTER SCIENCE AND RESEARCH, UMRAKH for their kind
support.
Last but not least, I thank all those who have helped me directly or indirectly
during this project.
Thank You so much to Bardoli Sugar for giving me permission to do my Research
project and, Thank You so much to Mr. Rinkesh for giving me guidance about
the research.
VASU PATEL
21BBA05
TYBBA(HR)
INDEX

Ch. No Topic Page No
1 About The industry
2 About The company
3 About The Topic
4 Literature Review
5 Research Methodology
6 Data Analysis
7 Findings
8 Conclusions
9 Recommendation
10 Reference
11 Appendix
ABOUT THE INDUSTRY

Sugar Industry is very important to the Indian National economy, because of its multiple
contributions in the shape of employment and provision of raw materials to other industries.
Sugar is made by some plants to store energy that they don’t need straight away, rather like
animals make fat. People like sugar for its sweetness and its energy so some of these plants are
grown commercially to extract the sugar.
Sugar is produced in 121 Countries and global production now exceeds 120 million tons a year.
Approximately 70% is produced from sugarcane, a very tall grass with big stems which is
largely grown in the tropical countries. The remaining 30% is produced from sugar beet, a root
crop resembling a large parsnip grown mostly in the temperate zones of the north. It had been
rightly pointed out by the Late Shri.Fakhrudin Ali Ahmed when he was Minster for food and
agriculture, at the eleventh annual general meeting of the national federation of co-operative
factories limited.
“The co-operative factories in some parts of the country have become symbol of
industrializations in the development of ancillary industries providing opportunities of
employment to the village folk”. The industry provides employment to about 35 million
cultivators and 3.6 lakes skilled and unskilled workers. Further, it accounts for providing
employment to thousands of cores of sugar trade, in the transport of sugar cane and sugar etc.
It’s by - products are used as raw materials in industries such as alcohol, plastics, synthetics,
rubber, and fiberboard Pharmaceuticals, paper, etc. The sugar industry in recent years has begun
to export sugar, thus earning valuable foreign exchange. Besides it provides Rs. 300 cores in the
form of taxes to the exchange consisting of these many facts of important of the industry, it
ranks second among the major consumer industries of this country, next only to cotton, Textile
industry.
The sugar industry is mostly oriented to a single material, namely sugarcane, that forms 60% of
the total cost of production. Therefore, the availability of sugar cane and facilities of transporting
raw material of the sugar mill naturally condition the industry of sugar proximity to. The raw
material is essential because the sucrose content of the sugar cane begins to decrease soon after

the cane is cut obtained as the factories for generating power use a by product during the
producing. Therefore, power is not at all a dominating factor determining the location of sugar
industry. in recent times, techniques feasibility and economics visibility of the sugar projects
have been given importance in the location of sugar industry. In the words of Dr.M.Mehta. “The
location pattern of the sugar industry is greatly influenced by the character local distribution
depends entirely of physical and Geographical factors, nature plays a dominant role in the
location industry”
In India, major sugarcane growing states are,
• Uttar Pradesh,
• Maharashtra,
• Karnataka,
• Gujarat
GLOBAL SENARIO OF SUGAR INDUSTRY

India is the largest consumer and second largest producer of sugar in the world. The Indian sugar
industry is the second largest agro-industry located in the rural India. The Indian sugar industry

has a turnover of Rs. 500 billion per annum and it contributes almost Rs. 22.5 billion per annum
to the central and state exchequer as taxes and duty every year. It is the second largest agro-
industry in the country after cotton textile. With 453 operation sugar mills in different parts of
the country, sugar industry has been a point for socio-economic development in the rural area.
About 50 million sugarcane farmers and a large number of agriculture labourers are involved in
sugarcane cultivation and ancillary activities, constituting 7.5% of the rural population. Sugar
is one of the oldest commodities in the world and traces its origin in 4th century AD in India
and china. In those days sugar was manufactured only from sugarcane. But both countries lost
their initiative to the European, American, and Oceanic countries. The report provides
comprehensive picture of the Indian sugar market. The status of Indian sugar industry has been
compared with the rest of the world in term of raw material availability, crushing period, size
of the sugar mills, production cost and prices in the report. The government had a controlling
grip over the industry, which has slowly yet steadily given way to liberalization. The report
provides comprehensive analysis about the structure of Indian sugar industry by explaining the
above facets. Besides the classification of sugar products and by- products like molasses, their
uses too have been extensively covered. The production of sugarcane is cyclical in nature. Hence
sugar production is also cyclical as it depends on the sugarcane production in the country. The
report provides extensive information on the production of sugarcane, sugar and other
sweeteners in the country in recent years along with trends and analysis. This also includes a
discussion about existing capacities in the country, trends in capacity additions, imports and
production of by-products of sugar.
The report features a detailed demand analysis discussing the actual demand for sugar and other
sweeteners, molasses and bagasse and their per capital consumption in India. This includes a
trend analysis in demand in various regions of the country. As the industry is a fragmented one,
even leading players do not control more than 4 percent market in India. However, the situation
is changing and players of late are striving to increase their market share either by acquiring
smaller mills or by going for green field capacity additions. Another notable trend is the shift
from molasses and bagass to sugar in the rural areas. This should further increase the per capital
consumption of sugar in India. Beside the Indian urban market is slowly moving towards
branded sugar. The major revenue drivers like changes in the government’s policies and
increasing per capital consumption have been comprehensively pictured in the report. The report
ends with outlook for the sugar industry both at the Indian and international levels.
STATE SENARIO OF SUGAR INDUSTRY

Gujarat sugar industry has grown in the last few years due to the effort that has been taken by
the state government. The sugar industry contributes a great deal to the total sugar production
of the country thus the Help the country to meet its demand of sugar. Gujarat sugar industry has

witnessed significant growth in production level over the last few years. This has been possible
for the sugar mills of the sugar industry in Gujarat has memorized its plant by setting up the
latest technologically advanced system, cane trash system and RCC bio compost system. As a
result of modernization of the sugar mill of the Gujarat sugar industry, the quality of sugar that
is being manufactured has also improved. The production level of sugar has also increased in
the sugar industry in Gujarat due to the fact that the total production of sugarcane has increased
in the state. The various benefit of Gujarat sugar industry for the state are that it has helped in
development of village areas by mobilization the village resource and also it has helped in
generating communication, employment and transport facilities the location of sugar mills of
Gujarat industry are Kamrej, Chalthan, Sayan, Bardoli. Gujarat sugar industry has help in the
development of the state by providing employment to many people and effort must made by the
government as well as by the sugar industry in Gujarat to make sure that the industry flourishes
further.
About The Company
SHREE KHEDUT SAHAKARI KHAND UDHYOG MANDLI LTD.

BARDOLI, though a small town in Surat District of Gujarat, has a pride of place in the history
of India’s freedom movement. It is here in 1922 that the father of the nation Mahatma Gandhi
started his historic non-violent Satyagraha struggle against the mighty British Rule in India that
ultimately led to attainment of the country’s independence in August 1947. Bardoli is also the
Karma Bhumi of India’s great leaders like Sardar Vallabhbhai Patel – the Ironman of India
and his illustrious brother late Sir V. J. Patel who was for many years the speakers of Central
Legislative Assembly before independence, loved & feared by both his friends and adversaries.
In the past independence period, Bardoli created another history by establishing the first
farmer’s co-operative sugar factory in Gujarat, in fact the first ever sugar factory in Gujarat in
1955-56 named Shree Khedut Sahakari Khand Udyog Mandli Ltd., Bardoli In this great
endeavor the self-less services of Dr. Dayarambhai Kunvarji Patel, a worthy son of this sacred
soil, has been remembered with gratitude by the farmers of Gujarat as also by leaders of co-
operative movement throughout the country. Dr. Dayarambhai Patel was not only one of its
promoters, but also the Managing Director of the Cooperative factory ever since its inception.
The success story of Bardoli Sugar Factory is indeed a glowing tribute to this man of vision and
action.
Shree Khedut Sahakari Khand Udyog Mandli Ltd. located at Baben-Bardoli is the first sugar
factory started in co-operative sector in Gujarat in the year 1955. The society is the largest
Cooperative sugar factory in Asia. The society was started with 850 TCD (tons cane per day)
crushing & presently the capacity of the plant is 10000 TCD.
➢ Mission Statement and aim of the company.

Mission:

• To upgrade farmers economically and socially.
Vision:
• To produce and market the highest quality of sugar industry related goods and service and
constantly evolve to develop a brand name that inspires trust and quality.
Objective:
• Shree Khedut Sahakari Khand Udyog Mandli Ltd. Much concentrate on satisfaction social of
people with scenario obtain.
➢ Swot Analysis:
➢ Strength:
• Highest Crushing capacity.
• BARDOLI sugar factory is largest producer of sugar in Asia.
➢ Weakness:
• The fall in price of derivation like Bagasse, and molasses will also have adverse impact on
the company.
• Mentality of people who burn sugarcane.
• Government policy.
➢ OPPORTUNITY:
• High potential to increase productivity.
➢ THREATS:
• Increasing pesticides related problem.
• Natural calamities.

Our sugar factory brief details.
Established (Registered) on, 9th February 1955
First crushing Season 1956-57
Starting Date 21.04.1957
Initial Crushing Capacity 850 TCD
Initial Cost 47.5 Lakhs
IFCI Loan was fully repaid within a short period of seven years i.e. by 1963& Term Loan was
also fully repaid in stipulated time. The Government Share Capital was fully repaid in the year
1969. All members of the society are farmers basically engaged in sugarcane cultivation. Our
total membership is 5684.
The factory successfully completed 50 years of crashing in the year 2005. The occasion was
celebrated in the presence of distinguished guests, personalities of sugar industries.
The sugar factory was commissioned in February 1955. The plant was very old and big. Its
initial crushing capacity was 850 per day. It was partly steam driven and partly electric driven.
Hence, the board and executives of the society went on making additions and alternatives in
plant continuously every year. According to technical priority of machineries and funds
availability.
The factory have its own most modern and well-equipped Research station and also a Research
farm of 50 acres is attached to the Research station, soil plant & manure analysis are being
carried out in the Laboratory. Different types of fertilizers and insecticides are stocked and
supplied to farmers at subsidized rates.
The factory has started different projects like Tissue culture project, Wormy compost project,
Bio-compost project, Bio-pesticide Laboratory etc. to get more yield and sugar recovery and to
minimize the pest problem. The factory is always been interested to develop new promising
sugarcane varieties. At present there are about 80 sugarcane varieties under trial since last three
years . these new varieties were planted and multiplied in the different fields .
PRODUCTS PROFILE
➢ Sugar:

The Sugar, which is a Carbo-hydrate is obtained from sugar cane and is known as Cane Sugar.
Sugar is an essential part of the human diet hence it comes under essential commodity. It can be
used as a raw material in fermentation industry to produce Ethyl Alcohol, Butyl Alcohol,
Glycerine and Citric Acid.
➢ Bagasses:
Bagass is the residue obtained from crushing cane in the mills. It contains about 50% moisture,
45 to 47% fibre and 2 to 3% sugar. Bagass is used as fuel in boilers in the Sugar Factory and a
raw material to produce Cellulose, Furfural, Paper, Particle board, Cattle feed etc.
➢ Molasses:

Molasses, which is also known as black strap molasses or treacle is a dark brown viscous liquid
obtained as a by-product in processing Cane Sugar. It contains nearly uncrystallized, ermentable
Sugar & some Sucrose. It is a valued raw material for foreign liquor, as table syrup and food
flavoring, Ethyl Alcohol, Acetic Acid, Citric Acid, Glycerin and Yeast. It is also used as food
for farm animals and in the manufacture of several processed tobaccos.
About The Topic

➢ Concept of Employee Welfare:
The terms ’employee welfare ’and ‘workers’ welfare are used interchangeably to denote colorful services
employees by the employers to the workers in addition to stipend. According to Arthur James Todd,
“Employee Welfare means anything done for the comfort and enhancement, intellectual or social of the
workers over and above the stipend paid which isn't a necessity of the industry”.
Employee Welfare is a dynamic concept as new welfare measures are added to the living bones along
with social changes. It's also a comprehensive concept. The ultramodern conception of employee welfare
entails all those conditioning of the employers which are directed towards furnishing the workers with
certain installations and services in addition to stipend or hires.
➢ What is Employee Welfare?

Employee welfare means anything done for the comfort and enhancement, intellectual or social of the
workers over and above the wages paid which isn't a necessity of the organisation.
workers are one of the most important coffers of the organisation and it's important that the physical and
internal wellbeing of the workers is assured. For this, the organisation has to view workers as an
investment rather than as an expenditure. This is essential as the profitability of the organisation is
directly linked with the productivity of the pool.
So, it's essential that the physical, internal and emotional well-being of workers is assured so that a
motivated and loyal workforce is created which works with full commitment towards the achievement
of organisational goals. According to ILO, “Employee welfare should be understood as similar service,
installations and amenities which may be established in or in the vicinity of undertakings to enable the
persons employed in them to perform their work in healthy and peaceful surroundings and to mileage of
installations which ameliorate their health and bring high morale”.
Welfare work is the task to be done by the employer freely for the intellectual, physical, moral, and
profitable betterment of workers, over and above which is laid down by law, or what's anticipated as a
part of contractual benefits for which the employee may have bargained.
➢ Objectives of Employee Welfare:
The following are the major objects of employee welfare
1. Furnishing provocation: workers working in the association are precious means, who need
to be motivated from time to time. The company can borrow colourful measures to motivate
them; one of the measures amongst them is furnishing welfare installations as described over,
i.e., Statutory and voluntary services or installations.

2. Retaining workers: Companies which know the value of talented and educated workers
provide colourful installations for their workers. So that the employee will remain in the
company for a longer period as if an employee won't be satisfied with the association, he or she
may switch the association.
3. Increases Productivity: Motivated workers always serve the association better productivity,
which enhances the companies as well as their career growth day by day. It's one of the long-
term objects of furnishing welfare measures to the workers.
4. Creating Goodwill: Companies try to produce and maintain their goodwill in the request full
of completion by furnishing applicable employee benefits to their workers. It also helps them to
attract talented workers to join their company.
5. Creates Strong employer- employee bond: furnishing employee welfare benefits acts as a
give and take relationship amongst the employer and the workers. still, it builds a strong bond
amongst them, and employee also tries to give his/ her stylish for the development of the
association by showing their involvement in their work and furnishing applicable results as
achievements, if workers need is taken into consideration by the employer.
➢ Types of Employee Welfare

There are two types of employee welfare which are as follows o Statutory Employee Welfare.
Voluntary Employee Welfare.
• Statutory Employee Welfare
• Voluntary Employee Welfare.
1. Statutory Employee Welfare: The government has passed a number of legislations in order to set
minimal standards of safety and welfare for the workers at their plant. Provisions have been made for
the welfare installations similar as washing, storing, first- aid appliances, hours of work, sanitation, etc.
2. Voluntary Employee Welfare: The employers freely have Employee Welfare amenities to the
workers besides the statutory installations. They're more concerned with the welfare of their workers.
Organizations similar as Godrej and L & T give acceptable transport and analogous other installations
to their employees. Installations for recreation, medical treatment, free reflections or subsidized
rejections, lessoning installations for children, and sports and games are employed by numerous
associations. Organizations have given openings to work with flexible working schedules. It helps to
meet business commitments while at the same time supporting one’s particular life needs. Organizations
also give Medi- claim insurance content to workers for charges relating to hospitalization due to illness,
complaint, and injury. importunity programs are also made to cover importunity of any kind to workers.
The voluntary welfare installations may also be classified as those employees within and outside the
plant premises. i)Welfare and amenities within the plant demesne. ii) Welfare and installations outside
the plant demesne. Welfare and amenities within the plant demesne include ;(i) provision for toilets and
urinals,( ii) washing and bathing, (iii) preschools, (iv) rest harbour’s and canteens,(v) arrangement of
drinking water,( vi) arrangement for preventions of fatigue, (vii) executive arrangement within the
factory to look after welfare, (viii) uniforms and defensive apparel, and (ix) shift.

A. Statutory Measures:
Measures or benefits decided or set up by the government as a legal obligation for an employer for
securing the employee’s interest at their plant are the statutory measures which include
• Working Hours Limit: As per labour act, the time for which the employee will work is defined
as a maximum of 9 hours per day, if any overtime work is taken above 9 hours it'll be remunerated
twice the regular payment for an hour.
• Providing First Aid Facility: furnishing acceptable first aid installations to the workers are moral
as well as statutory responsibility of the employer against his/ her employees. So that in case of
any medical exigency or mishappening timely and applicable treatment can be employed.
• Canteen Facility: Every association should have an installation of a canteen for the workers
within an association so that they need not rush outdoors for lunch. however, free refection’s
services are piecemeal from this service as they're voluntary services employed by the association
to their workers, but canteen installation is a paid service by an association, and thus the employee
needs to pay from his fund for the food or libation he she consumes.
• Drinking- Water installation: An association must fulfill the general musts of an employee
within an association, and the drinking water is one of the essential needs of any mortal; therefore,
it’s the responsibility of the employer to look after this service inescapably.
• Sanitation Facility: Furnishing proper sanitation installations to the workers working in the
association is legal as well as the moral duty of the employer. Separate toilets should be employed
for manly and womanish workers.
• Washing installation: Segregate washing space should be employed for the workers of the
association.
• Maternity Benefits: This installation is employed by the womanish workers of the company while
they conceive or give birth to a child, the employee gets pay without work as an employee benefit
and a leave of 6 months for taking care of her child.
B. Voluntary Measures
These are the measures which are freely employed by the employer to the workers without and legal
obligation just to grease them as much as the employer can.
Some of the voluntary measures are as follows:
• Recreation installations are the installations employed to the workers to refresh them from the
stress and burden of nonstop work; the installations involve gaming, gym and organizing small
get-to- gathers. However, the employer isn't fairly bound to give similar installations, but with an
adding stress position now-a-days the big transnational companies give similar installations to their
workers at their cost, to ameliorate the effectiveness of the workers.
• Education Facility Some association facilitates the training installations for the children of the
workers working in their association; still, it isn't a statutory obligation for an employer it
completely depends upon the employer’s capability and wishes to give similar installation or not.
• Transport Facility Organizations which emphasis concern towards their workers and take care
about their safety facilitates the hack installation, especially considering their womanish
employee’s safety, as working hours may differ and shifts may vary from day to night.
• Free Meal Facility potables and snacks employed to the workers during the working hours are
known as a free mess installation employee to the workers. However, an employee cannot claim

an impunity for the free refection’s tickets entered from the employer as per new income duty
rule with effect from FY 2021(preliminarily it was exempted up to 50/- per mess twice a day),
although can still mileage the impunity for free food and non-alcoholic potables bring employee
in working hours in demesne.
➢ Principles of Employee Welfare:

1. Social Responsibility
Employee welfare isn't philanthropy. That must be taken as a social responsibility by the employers;
because the working class can't be left beggared and poverty- ridden. The social and profitable inequality
brings not only cerebral and social uneasiness but also reduces job involvement and types of inefficiency.
2. Popular Values
The Republic is grounded in social justice. It's grounded on the principle of equity and equivalency. The
widening gap between the rich and the poor is an unhealthy sign of republic. The working class, thus,
must be employee’s welfare amenities, that will help reduce the income gaps and would, eventually,
affect advanced job satisfaction.
3. Fair Wages
The services should meet the workers’ real needs. This means that the operation must determine, with
active involvement by the workers, what the true requirements of the employee are. A cafeteria may be
used to manage the operation. The principle of the acceptability of stipend concedes that labour welfare
services aren't a cover for stipend, rather, it's to motivate the workers for better performance. And that
would affect a better working and social life for workers.
4. Work effectiveness
However, it'll affect in enhancement in their work effectiveness, which will affect in advanced
productivity and lesser competitive advantage for the diligence, If the assiduity provides labour welfare
services and amenities to the workmen.
5. Reconstruction of Personality
When the requirements and bourns of workers are taken care of, it results in the development of a positive
approach in the pool. The positive atmosphere created results in a change in the personality of workers.
With the bettered artificial relations situation, gradationally the personalities of the officers and the
workmen get reconstructed in a positive manner.
LITREATURE REVIEW
Literature Review-1
Srilatha, Dr. Murali Krishna, and Dr. Narayana Reddy (August2020) have conducted a
research on “ A Study on Impact of Welfare Facilities on Employee Engagement in Cement
Industry ”. The objective of research were to study the relationship between welfare activities

and employee engagement and to know the various welfare facilities provided by cement
companies. The sample size of this research is 100. The data collected for this research is both
primary i.e. structured questionnaire and secondary data i.e. journals, magazines, research
papers etc. The researcher used data analysis Cronbach’s alpha used for determining validity&
reliability of the variables used in this study. The researcher concluded that the relocation
benefits and flexible working hours facilities in cement industry allows employee to live a
satisfactory life. It also concluded that to growing in productivity of the organization and
improving efficiency of the worker and their well-known of living.
Literature Review-2
Prof.Dr. Subhashish Chatterjee, Dr. Medha Wadhwa & Ms. Darshana Patel (December
2018) have conducted a research on “Employee Welfare and its impact on their performance
at private hospitals and its research Centre-cross sectional descriptive study.” The
objective of research were to study impact of welfare on employee's performance and to know
the employee's opinion about present welfare facilities. The researcher use cross sectional
descriptive research design using Likert scale close ended structured questionnaire. The sample
size of this study is 50. The study involved total 50 employees such as Nurses, paramedical staff
and non-medical staff. The method of data collected through close ended structured
questionnaire. The study found that the welfare schemes such as discount, drinking water,
overall health facilities are not having significant impact but such facilities are savings,
provident fund scheme impact on employee’s performance it shows positive correlation.
Literature Review-3
Neeraj Kumari (August 2020) has conducted research on “Impact of Employee Welfare
Facilities on the job satisfaction.” The objective of research was to study how job satisfaction
depend on Employee Welfare and to relieve workmen from industrial fatigue and to improve
intellectual, cultural, material condition of living of the workers. The sample size of this study
is 57 employees. The non-probability sampling technique used in this study. The descriptive
research design used to find out whether an employee aware about welfare policies. A structured
questionnaire used which helped in collecting feedback from employee at Hema Engineering

Limited (HEL). The researcher concluded that the employee & their families feel secure and
motivated. The employee is satisfied with welfare policies such as medical benefits and child
allowances. HEL is capable of attracting the best pool of talent & also able to retain them
through their attractive welfare policies.
Literature Review-4
Ms.G. Anitha and Dr. Sridharan (2020) have conducted research on “Impact of Employee
Welfare Facilities on the job satisfaction with special reference to Chennai City.” The
objective of research were to study regarding the Employee Welfare Facilities on the job
satisfaction in an organization at Chennai and to evaluate along with procedures the troubles
face via the workers. The sample size of this research is 62 respondents and the non-probability
convenient sampling technique used in this study. The data collected for this research is primary
data. The conclusion of this study is that impact of Employee Welfare and improve the job
satisfaction of employee in the organization. Therefore, the organization helps in solve problems
faced by employee and they provide Welfare Facilities to employee of the company.
Literature Review-5
A STUDY ON EMPLOYEE WELFARE FACILITIES AND ITS IMPACT ON
EMPLOYEES' EFFICIENCY AT VINDHA TELELINKS LTD. REWA (M.P.) INDIA.
Dr. Usha Tiwari, (November 2014) Health, safety and welfare are the measures of promoting
the efficiency of employees. The various welfare measures provided by the employer will have
an immediate impact on the health, physical and mental efficiency, alertness, morale and overall
efficiency of the worker and thereby contributing to higher productivity. The basic purpose of

employee welfare is to enrich the life of employees and to keep them happy and conducted.
Welfare measures may be both statutory and non-statutory, laws require the employer to extend
certain benefits to employees in addition to wages or salaries. In the present study an attempt
has been made to study the employee welfare facilities and their impact on employees' efficiency
at Vindha Telelinks Ltd. Rewa Madhya Pradesh. The study shows the Employees welfare
facilities and its impact on employees' efficiency at Vindha Telelinks Ltd. Rewa appear good.
The average mean score and percentage score of the overall of 22 items has been computed at
3.64(66%). It can be concluded that the employee welfare facilities provided by the company to
employees are satisfied and it is commendable, but still of scope is there for further
improvement. So that efficiency, effectiveness and productivity can be enhanced to accomplish
the organizational goals.
Literature Review-6
Employee Welfare Measures- A Study on Cement Corporation of India Units, in Thandur
and Adilabad.
B.R.Manasa, Dec-2015 Employee’s welfare refers to The efforts which are provided by the
employer for the good life worth of its employees. Employees welfare means anything done for
the comfort and intellectual, improvement or social, of the employees over and more than the
wages paid which is not a necessity of the industry. Organizations provide welfare facilities to
their employees to keep their motivation levels high enough. The employee welfare schemes
can be classified into two categories viz. Intra-mural and Extra-Mural. The Intra-Mural schemes
are those schemes that are compulsory to provide by an organization as compliance with the
laws governing employee health and safety. The Extra-Mural schemes differ from organization
to organization and from industry to industry. The main purpose of employees’ welfare is to
enrich or develop the quality of life of employees and keep them satisfied and contended. Extra-
Mural benefits are the result of employer’s generosity, enlightenment and philanthropic
feelings. This paper contributes the in-depth of analysis.
Literature Review-7
Teamwork, productive potential and employee welfare.
Green,F (2009), There has been a sharp divergence in the literature about the benefits of the
growth of teamwork, with some claiming that it is solely in the interests of management, others
that it is beneficial for employees and yet others that it makes little difference to either

productivity or well-being. A feature of this debate is the lack of high-quality representative
data on employee experiences. This paper draws upon the British Skills Survey Series which
provides a particularly rich source of evidence. It shows that, while teamwork did expand
between the early 1990s and 2006, this was due primarily to the growth of the type of teamwork
that allowed employees little in the way of decision-making power. Indeed, there was a decrease
in the prevalence of self-directive teamwork. At the same time our evidence shows that the
benefits of teamwork, in terms of both productive potential and employee welfare, are confined
to self-directive teams, while non-self-directive teams suppress the use of personal initiative and
discretion at work.
Literature Review-8
Impact of employee benefits on work motivation and productivity.
Jon‐Chao Hong (1 December 1995), Everyone works in expectation of some rewards, and
welfare is one of them. To understand the impact of employee benefits on employees′ work‐
motivation and productivity, questionnaires were sent to corporations which had undertaken
employee benefit programmes. Some of the significant results of this study are: employee
benefit programmes have greater impact on work‐motivation than on productivity; monetary
benefit programmes are most highly valued by both executives and workers; there is a cognitive
gap between management and worker on the importance of employee benefit programmes;
different genders have different benefit demands; unmarried employees, more than married
employees, perceive that employee benefits have a greater impact on job performance.
Employees with different education levels and positions perceive different employee benefit
impacts; and employee benefit programmes have greater influence on younger employees′ job
performance.
Literature Review-9
The impact of health facilities on healthcare workers’ well-being and performance.
Bernd Rechel (22 January 2009) The impact of health facilities on patients has been
extensively researched. Yet, while there is a growing recognition of the need for healthy

working environments, little is known about how health facilities affect the staff working in
them. This paper explores how the design of health facilities impacts on the well-being and
performance of healthcare workers. The article is based on a review of published literature,
identified through PubMed and Google, as well as through searches of websites of relevant
organizations. Many traditionally designed health facilities seem to impact negatively on the
well-being of healthcare workers, as well as on staff recruitment, retention and performance.
Better-designed health facilities can improve working conditions and staff safety and enable
staff to do their job more efficiently. The needs of healthcare workers should be taken into
account at the initial design stage of health facilities, ideally through direct involvement or
meaningful consultation.
Literature Review-10
Employee welfare and job satisfaction in the Sri Lankan hotel industry.
S. G. D. K. Bandara, 30 Oct 2020, the study investigated the impact of welfare facilities
provided by the Sri Lankan hotels, on employee job satisfaction. Mixed methods research
approach consisting of a questionnaire survey and a series of interviews were used in the study.
The questionnaire was distributed among 120 non-executive employees working in six five-star
hotels located in Colombo City. The response rate was 66%. The collected quantitative data
were analyzed using Relative Importance Index, Correlation Coefficient, and t-test, while the
collected qualitative data were analyzed using content analysis. The study findings are an eye-
opener to the Sri Lankan hotel industry because they reveal that only 47.5% of the non-executive
employees of the industry were satisfied with the welfare facilities provided to them. The study
proposed several strategies to uplift the standard of the employee welfare facilities provided in
the hotel industry. The study contributes to policy, theory and practice by presenting the current
level of employee job satisfaction and the strategies that will uplift the satisfaction level.
RESEARCH PROPOSAL
Company Name: Shree Khedut Sahakari Khand Udhyog Mandli Ltd., Bardoli (Bardoli sugar
factory)
1. Research topic:

A Study on Employee Welfare and its impact on their performance at Bardoli Sugar.
2. Objectives:
▪ A Study on Employee Welfare and its impact on their performance at Bardoli Sugar.
▪ To Know the Employee Opinion about the present welfare facilities.
▪ To know about Employee welfare facilities are provided by the Bardoli Sugar Factory.
3. Research Design:
There are three types of Research Design:

1. Exploratory Research Design.
2. Descriptive Research Design.

3. Causal Research Design.
The Descriptive Research Design has been used for this project work.
4. Source of data collection:
There are two types of data collection methods.
A. Primary data collection method:
In which information is collected from questionnaire.

B. Secondary data collection method:
In which information is collected from website, past data, newspaper, journal,

magazine of the company.
Primary Data collection method will be used for collecting the data.
5. Population:
Labour of Bardoli Sugar Factory
6.Sample size:
The sample size is 60 respondents are selected in this project work.
7.Sampling method:
Sampling method is classified in to two types.
A. Probability sampling
B. Non-probability sampling

Non-Probability Convenience sampling method will be used for the research.
8.Choice of survey method:
The data will be collected through a Structured questionnaire.

9.Data Analysis Tool:
SPSS and excel will be used for data analysis.
DATA ANALYSIS AND INTREPRETATION

1.Gender
Frequencies

Interpretation:
From the above analysis it is concluded that majority of respondents are male in the
organization that is 100% while 0% are female in the organization.
2.Age
Frequencies

Interpretation:
The table also shows that the cumulative percent of people aged 40 or younger is 55%. This
means that more than half of the people in the table are aged 40 or younger.
3. Educational qualification
Frequencies

Interpretation:
The table shows that most people (41.7%) have an educational qualification less than Secondary
School Certificate (SSC). Only a small percentage (6.7%) have a Graduate or Post Graduate
qualification.
4. Salary (In Rs,)

Frequencies

Interpretation:
The table shows that 21000-30000 salaried employees are 38.3% and 31.7% Salaried are
below 0-10000 while, the 23.3% are 11000-20000 and only 6.7% have more than 31000
salary in the organization.
5. Designation
Frequencies

Interpretation:
The table show that, the employee designation are 15% is supervisor /clerk. The 1.7% repondent are
manager. The 83.3% are employee/worker. The above analysis the highest scenario is
employee/worker.
6.From how many years you are working with this Organization?
Frequencies

Interpretation:
The table shows how many years people have been working with a specific organization. Most
people 33.3% have been working there for 5-10 years. Fewer people have worked there for 0-
5 years 25.0% or 10-15 years 25.0%. The least amount of people have worked there for more
than 15 years 16.7%.
7. How frequently do you take a rest between working hours?

Frequencies

Interpretation:
The table show that the frequently you take rest between working hours the highest respondent is
45%. The second rest hours are the after 1-2 hours are 40%. 8.3% is rest hours are after 30 minutes.
The lowest hours are after 5-6 hours.
8. What are the types of bonus given by the company to their employees?
Frequencies

Interpretation:
The table show that the majority of respondents have a festival bonus in the organization that
is 100% while 0% other in the organization.
9. Tick an appropriate option (Yes/No)

Frequencies

Interpretation:
Overall, the data suggests that employees are generally satisfied with the employee welfare
activities and safety programs offered by their company. However, there is room for
improvement in terms of providing safety equipment at the workplace.
10. Tick an appropriate option. (Strongly Disagree, Disagree, Neutral, Agree,

Strongly Agree)
Frequencies

Interpretation:
Overall, the employees seem to be relatively satisfied with the organization. More than half of
the employees agreed with statements about the organization providing proper drinking
facilities, lighting, sanitation facilities, testing and eating facilities, sanitary and washing
facilities, mediclaim facilities, and a clean and well-maintained workplace.
FINDINGS
• All the male employees are working in the organization.
• Maximum respondents belong in the age group of 31-40 years.
• Most of the respondents are less than SSC.
• Most of the respondent’s monthly income is 21000-30000.

• Most of the respondents are designation are employee/worker.
• Most of the respondents are working with the organization are 5-10 years.
• Majority of employee have feeling of safety due to employee welfare activities in the
organization
• It was found that most of the workers take a rest after 3-4 hours between their working
sessions.
• The organization provides festival bonuses to their employees who are working for the
organization.
CONCLUSION
From the above analysis, it is concluded that majority of employees are aware about the welfare
activities in the organization also they are highly satisfied with welfare activities provided by
the organization due to that majority of employees are loyal towards organization. Furthermore,

welfare activities have boosted the performance of employees, and its impact was workers enjoy
their working hours in the organization. Also, mostly employees’ opinion was positive towards
welfare activities held in the present duration.
RECOMMENDATIONS
• Improve Maintenance of Infrastructure of restroom and lunchroom

• They should provide more sitting arrangements at their workplace

BIBLIOGRAPHY
• Chatterjee, S., Wadhwa, M., & Patel, D. (2018). A study on employee welfare and its
impact on their performance at private hospitals and its research centre-cross sectional
descriptive study.
• SRILATHA, K. (2020). A STUDY ON THE IMPACT OF WELFARE FACILITIES ON
EMPLOYEE ENGAGEMENT IN THE CEMENT INDUSTRY.

• Kumari, Neeraj. (2020). Impact of Employee Welfare Facilities on the Job Satisfaction.
Journal of Business Theory and Practice. 8. p1. 10.22158/jbtp. v8n4p1.
• Anitha, M. G., & Sridharan, R. (2020). IMPACT OF EMPLOYEE WELFARE
FACILITIES ON JOB SATISFACTION WITH SPECIAL REFERENCE TO
CHENNAICITY. PalArch's Journal of Archaeology of Egypt/Egyptology, 17(6), 2666-
2672.
• P, M. A. (April 2019). A Study of Welfare Facilities and its Effects on Employee
Performance with reference to selected Manufacturing Industies in Narhe, Pune. Journal of
Emerging Technologies and Innovation Research, 6(4).
• Tiwari, U. (2014). A study on employee welfare facilities and its impact on employees’
efficiency at VindhaTelelinks ltd. Rewa (MP) India. Abhinav International Monthly
Refereed Journal of Research in Management and Technology, 3(11), 1-7.
• Manasa, B. R., & Krishnanaik, C. N. (2015). Employee welfare measures-A study on
cement corporation of India units, in Thandur and Adilabad. Int. Res. J. Eng. Technol, 2(9),
219-226.
• Gallie, D., Zhou, Y., Felstead, A., & Green, F. (2009). Teamwork, productive potential and
employee welfare.
• Hong, J. C., Yang, S. D., Wang, L. J., Chiou, E. F., Su, F. Y., & Huang, S. L. (1995). Impact
of employee benefits on work motivation and productivity. International Journal of Career
Management, 7(6), 10-14.
• Rechel, B., Buchan, J., & McKee, M. (2009). The impact of health facilities on healthcare
workers’ well-being and performance. International journal of nursing studies, 46(7),
1025-1034.
• Bandara, S. G. D. K., Abdeen, F. N., Disaratna, V., & Perera, B. A. K. S. (2022). Employee
welfare and job satisfaction in the Sri Lankan hotel industry. International Journal of
Construction Management, 22(15), 3045-3054.
• https://www.yourarticlelibrary.com/human-resource-management-2/employee-
welfare/employee-welfare/99778
• https://www.economicsdiscussion.net/labour/labour-welfare/31839
• https://theinvestorsbook.com/employee-welfare.html
• https://getuplearn.com/blog/employee-welfare/
APPENDIX

This study is for academic purpose carried out by Patel Vasu Pinakin bhai from BBA,
Vidhyabharti Trust College of Business, Computer-Science and Research, I am doing this
research-based winter project on "Employee welfare and its impact on their
performance at Bardoli Sugar". No information shall be disclosed anywhere. Please few
Minutes to answer the following question.
1. Gender:
( ) Male
( ) Female
2. Age:
( ) 21-30 Years
( )31- 40 Years
( ) 41- 50 Years
( ) Above 51 Years
3. Educational qualification
( ) Less than SSC

( ) SSC
( ) HSC / ITI / Diploma

( ) Graduate E – Postgraduate
4. Salary (In Rs,)

( ) 0-10000
( ) 11000-20000
( ) 21000-30000
( ) 31000 and above
5. Designation
( ) Manager
( ) Supervisor / clerk
( )Employee / worker
6.From how many years you are working with this Organization?
( )0-5 Years
( ) 5-10 Years

( ) 10 to 15 Years
( ) More than 15 Years
8. How frequently do you take a rest between working hours?

( ) After 30 minutes
( ) After 1-1 hours

( ) After 3-4 hours
( ) After 5-6 hours

8. What are the types of bonus given by the company to their employees?
( )Festival Bonus
( ) Any other
9. Tick an appropriate option (Yes/No)
YE NO
S
Management provides awareness program relating to employee’s welfare
Welfare measures build greater loyalty to the company
Employee welfare activities of the organization give a feeling of safety and
improve your perforce
The company provide medical facilities for the self and for family members
also
Are the employees provided with safety equipment at workplace
10. Tick an appropriate option. (Strongly Disagree, Disagree, Neutral, Agree, Strongly
Agree)
SD D N A SA

Organization provides within time ambulance facility for
emergency situations
Rate the Working Environment and conditions of the
Organization
Rate the sitting arrangement of the Organization
Overtime allowance offered by the Organization
Welfare measures help in solving the problem faced by the
employees
Organization provides proper drinking facilities lighting &
fancing facilities to us employees
Organization provides resting & eating facilities, sanitary
&washing facilities to us employees
Organization provides Mediclaim & Insurance facilities for to
us & our family
We are working in a clean workplace with good ventilations &
space
Welfare measure increase my performance & motivation level
to work at bardoli sugar
This welfare facilities give me a mental peace & healthy
workplace to enhance my commitments
This welfare facilities help us to give our performance.
Motivate us to work hard.

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VIDYABHARTI TRUST COLLEGE OF BUSINESS,

COMPUTER-SCIECE & RESEARCH, UMRAKH

BBA PROGRAMME TYBBA SEM-6

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 1

MS. Maitri Bhatt DR. SNEHAL MISTRY

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 2

I am Vasu Patel from VIDHYABHARTI TRUST COLLEGE OF BUSINESS,

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 3

This project work written in accordance with Bachelor of Business

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 4

ABOUT THE INDUSTRY

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 5

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 6

In India, major sugarcane growing states are,

GLOBAL SENARIO OF SUGAR INDUSTRY

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 7

STATE SENARIO OF SUGAR INDUSTRY

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 8

About The Company

SHREE KHEDUT SAHAKARI KHAND UDHYOG MANDLI LTD.

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 9

➢ Mission Statement and aim of the company.

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 10

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 11

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 12

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 13

About The Topic

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 14

➢ What is Employee Welfare?

➢ Objectives of Employee Welfare:

The following are the major objects of employee welfare

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 15

➢ Types of Employee Welfare

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 16

Some of the voluntary measures are as follows:

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 17

➢ Principles of Employee Welfare:

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 18

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 19

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 20

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 21

Impact of employee benefits on work motivation and productivity.

The impact of health facilities on healthcare workers’ well-being and performance.

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 22

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 23

There are three types of Research Design:

2. Descriptive Research Design.

In which information is collected from questionnaire.

In which information is collected from website, past data, newspaper, journal,

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 24

The data will be collected through a Structured questionnaire.

SPSS and excel will be used for data analysis.

DATA ANALYSIS AND INTREPRETATION

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 25

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 26

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 27

4. Salary (In Rs,)

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 28

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 29

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 30

7. How frequently do you take a rest between working hours?

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 31

VIDYABHARTI TRUST COLLEGE OF BUSINESS COMPUTER SCIENCE & RESERACH UMRAKH 32