“A STUDY ON THE EMPLOYEE SATISFACTION LEVEL ON

WELFARE MEASURES IN SIRKALI TALUK”

A PROJECT REPORAT SUBMITTED IN PARTIAL FULFILLMENT OF

THEREQUIRMENT FOR THE DEGREE OF

Bachelor of business administration (BBA 2021to2024)

SUBMITTED TO: SUBMITTEDBY:

Dr. T. KUMAR. G.ANITHA

MBA, M Phil, Ph .D, ROLL N40321115010

ASSISTANT PROFESSER& LEED

DEPPARTMENT OF BUSSINESS

ADMINISTRATION

PSPT MGR GOVERNMENT

ARTS & SCIENCE COLLAGE PUTHUR SIRKALI

DIPPARTMENT OF BUSSINESS ADMINISTRATION

PS PT MGR GOVERNMENT ARTS & SCIENCE COLLAGE

PUTHUR SIRKALI 609 108

TAMIL NADU, INDIA

2021 to 2024

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 DEPPARTMENT OF BUSSINESS ADMINISTRATION

PS PT MGR GOVERNMENT

COLLAGE PUTHUR SIRKALI

TAMIL NADU INDIA

PROJECT REPORT 2024

A STUDY ON EMPLOYEE SATISFACTION WELFAR MEASURES

IN SIRKALI

Bonafied Record Of Work Done by

G.ANITHA

(REG NO: 40321115010)

Submitted in partial fulfilment of the requirement for the award of the degree of

BACHELOR OF BUSSINESS ADMINISTRATION in the department of

Business Administration PS PT MGR government arts & science collage

puthur,sirkali 609 108.

Dr. T. KUMAR .MBA, M. Phil ,.

ASSISTANT PROFESSER&LEED

Dept of Business administration

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PS PT MGR GOVERNMENT ARTS & SCIENCE COLLAGE

PUTHUR SIRKALI

Dr. T .KUMAR. MBA

M. Phil .Ph. D

ASSISTANT PROFESSER&LEED

PS PT MGR GOVERNMENT ARTS & SCIENCE

COLLAGE PUTHUR SIRKALI 609 108

CERTIFICATE

This is to certify that the “A STUDY ON EMPLOYEE SATISFACTION LEVEL ON

WELFARE MEASURES IN SIRKALI TALUK” is a Bonofide work done by G.ANITHA

(ROLL NO: 40321115010 BBA – GENERAL (Regular) student in Business Administration

PS PT MGR Government Arts & Science collage puthur sirkali Under my guidance, during

the Period 2021 to 2024 that this thesis has not previously formed basis for the award of any

Degree Diploma, Associateship. Fellowship or other similar title to the Candidate .

This is also to certify that the work represent the independent work of the student

GUIDE SIGNATURE

(Dr .T .KUMAR)

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 DECLARATION

G. ANITHA (ROLL NO: 40321115010) hereby declare that the project report entitled is

“A STUDY ON EMPLOYEE SATISFACTION LEVEL ON WELFARE MEASURE IN SIRKALI

TALUK “submitted on partial fulfillment of the requirement of award of the degree of

“BACHELOR OF BUSSINESS ADMINISTRATION PS PT MGR GOVERNMENT ARTS &

SCIENCE COLLAGE PUTHUR 609 108 “is the work done by me during the period of study

Under the supervision of Dr. T. KUMAR MBA., M. Phil., Ph.D., ASSISTANT

PROFESSER & LEED DIPPARTMENT OF BISSINESS ADMINISTRATION PS PT

MGR GOVERNMENT COLLAGE PUTHUR SIRKALI 609 108 Department of

business Administration with the best of Knowledge, a similar work has not been submitted

earlier to p s p t mgr government collage Puthur Sirkali 609 108.

I further declare that this project report does not from part of any other Project reports

dissertation on the basis of which a degree was awarded or conferred on an Earlier Occasion

on me or any Other Candidate.

PLACE:

DATE: SIGNATUREOFCANDIDATE

(G .ANITHA)

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 ACKNOWLEDGEMENT

The success of the project would have not been possible without the help and guidance of

Many people. I wish to express my sincere and heart full thanks to those personalities.

I am highly indebted to Dr. T. KUMAR, our distinguished professor

and

Head of the Department for his Encouragement to take up this project Report.

I extend my since thanks to my guide Dr .T. KUMAR Department of Business

Administration for his patronage and meticulous guidance in carrying out this project out
this

Work successfully.

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CONTENTS

CHAPTER TITTELE PAGE

NO: NO:

I. INTRODUCTION

II. REVIEW OF LITERATURE

III. OBJECTIVES

IV. RESEARCH METHODOLOGY

V. DATA ANALYSIS AND INTERPRETATION

VI. FINDINGS,SUGGESTION,CONCLUTION

BIBLIOGRAPHY

APPENDIX

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CHAPTER—I

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 INTRODUCTION

1.1 INDUSTRY PROFILE

MINING INDUSTRY

Mining is the extraction of valuable minerals or other geological materials from the earth, usually
from an ore body, lode, vein, seam, reef or placer deposit. These deposits forma mineralized
package
that is of economic interest to the miner.

Mining operations usually create a negative environmental impact, both during the mining
activity and after the mine has closed. Hence, most of the world's nations have passed regulations
to decrease the impact. Work safety has long been a concern as well, and modern practices have
significantly improved safety in mines.

Levels of metals recycling are generally low. Unless future end-of-life recycling rates are stepped
up, some rare metals may become unavailable for use in a variety of consumer products. Due to
the low recycling rates, some landfills now contain higher concentrations of metal than mines
themselves
Some mining, including much of the rare earth elements and uranium mining, is done by less-
common methods, such as in-situ leaching: this technique involves digging neither at the surface
nor underground. The extraction of target minerals by this technique requires that they be soluble,
e.g., potash, potassium chloride, sodium chloride, sodium sulfate, which dissolve in water. Some
minerals, such as copper minerals and uranium oxide, require acid or carbonate solutions to
dissolve.
Mining techniques can be divided into two common excavation types: surface mining and sub-
surface (underground) mining. Today, surface mining is much more common, and produces, for
example, 85% of minerals (excluding petroleum and natural gas) in the United States, including
98% of metallic ores.

Mining Techniques

a) Surface mining

Surface mining is done by removing (stripping) surface vegetation, dirt, and, if necessary, layers
of bedrock in order to reach buried ore deposits. Techniques of surface mining include:

open-pit mining, which is the recovery of materials from an open pit in the ground, quarrying,
identical to open-pit mining except that it refers to sand, stone and clay; strip mining, which
consists of stripping surface layers off to reveal ore/seams underneath; and mountaintop removal,
commonly associated with coal mining, which involves taking the top of a mountain off to reach
ore deposits at depth.

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 b) Highwall mining

Highwall mining is another form of surface mining that evolved from auger
mining. In High wall mining, the coal seam is penetrated by a continuous miner
propelled by a hydraulic Pushbeam Transfer Mechanism (PTM). A typical cycle includes
sumping (launch-pushing forward) and shearing (raising and lowering the cutter head
boom to cut the entire height of the coal seam). As the coal recovery cycle continues, the
cutter head is progressively launched into the coal seam for 19.72 feet (6.01 m). Then, the
Pushbeam Transfer Mechanism (PTM) automatically inserts a 19.72-foot (6.01 m) long
rectangular Pushbeam (Screw-Conveyor Segment) into the center section of the machine
between the Power head and the cutter head. The Push beam system can penetrate
nearly 1,000 feet (300 m) into the coal seam. One patented High wall mining system
uses augers enclosed inside the Pushbeam that prevent the mined coal from being
contaminated by rock debris during the conveyance process. Using a video imaging
and/or a gamma ray sensor and/or other Geo-Radar systems like a coal-rock interface
detection sensor (CID), the operator can see ahead projection of the seam-rock interface
and guide the continuous miner's progress.

Alternative energy promotion

Alternative energy is any energy source that is an alternative to fossil fuel. These alternatives are
intended to address concerns about fossil fuels, such as its high carbon dioxide emissions, an
important factor in Global warming. Marine energy, hydroelectric, wind, geothermal and solar
power are all alternative sources of energy
The nature of what constitutes an alternative energy source has changed considerably over time,
as have controversies regarding energy use. Because of the variety of energy choices and
differing goals of their advocates, defining some energy types as "alternative" is considered very
controversial.

C) Underground mining

Sub-surface mining consists of digging tunnels or shafts into the earth to reach
buried ore deposits. Ore, for processing, and waste rock, for disposal, are brought to the
surface through the tunnels and shafts. Sub-surface mining can be classified by the type
of access shafts used, the extraction method or the technique used to reach the mineral
deposit. Drift mining utilizes horizontal access tunnels, slope mining uses diagonally
sloping access shafts, and shaft mining utilizes vertical access shafts. Mining in hard and
soft rock formations require different techniques

Other methods include shrinkage stop mining, which is mining upward, creating
a sloping underground room, long wall mining, which is grinding a long ore surface
underground, and room and pillar mining, which is removing ore from rooms while
leaving pillars in place to support the roof of the room. Room and pillar mining often

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leads to retreat mining, in which supporting pillars are removed as miners retreat,
allowing the room to cave in, thereby loosening more ore. Additional sub-surface mining
methods include hard rock mining, which is mining of hard rock (igneous, metamorphic
or sedimentary) materials, bore hole mining, drift and fill mining, long hole slope
mining, sub level caving, and block caving.

1.2 COMPANY PROFILE

INTRODUCTION

For more than six glorious decades, NLC India Limited has been a forerunner amongst the Public
Sector Enterprises in the country in the energy sector, contributing to a lion's share in lignite
production and significant share in thermal and renewable energy generation. The Company was
incorporated on 14.11.1956. NLCIL is a Navratna Government of India Enterprise, under the
administrative control of Ministry of Coal. Today, the company has set its footprints in PAN
India mode in the states of Tamil Nadu, Rajasthan, Uttar Pradesh, Odisha, Jharkhand and
Andaman & Nicobar Islands.A pioneer among the Public Sector Undertakings in energy sector,
NLCIL operates 3 opencast Lignite Mines of total installed capacity 30 million Tonnes Per
Annum (MTPA) at Neyveli, one opencast Lignite Mine at Barsingsar in Rajasthan with an
installed capacity of 2.10 MTPA and an open cast coal mine at Talabira in Odisha with an
installed capacity of 20 MTPAThe Company is also operating 4 Lignite based pit-head Thermal
Power Stations with an aggregate capacity of 3390 Mega Watt (MW) at Neyveli and one 250
MW Lignite based Thermal Power Station (BTPS) at Barsingsar, Rajasthan.

A 1000 MW Coal based Thermal Power Station is also in operation at Thoothukudi, Tamil Nadu
through its subsidiary company, NLC Tamil Nadu Power Limited (NTPL), a Joint Venture
between NLCIL and TANGEDCO (equity participation in the ratio of 89:11).

NLCIL has also forayed into renewable energy sector. Presently, the Company is operating 1370
MW of Solar Power Plants in various Districts of Tamil Nadu and Andaman & Nicobar Islands
and 51 MW Wind Power Plant in Tirunelveli district of Tamil Nadu. NLCIL is the first CPSE to
cross 1 GW capacity in Solar Power Generation in the country. Now the Company has become a
member of International Solar Alliance (ISA). NLCIL is aiming to achieve a total Renewable
energy capacity of 6031MW by 2030.NLCIL has big dreams to become a 17,171 MW company
by 2030. Towards realizing this dream, NLCIL is already on expansion mode. NLCIL's JV with
the Uttar Pradesh Rajya Vidyut Utpadan Nigam Limited (UPRVUNL) is setting up a 3x660 MW
Coal based Thermal Power Station at Ghatampur in UP. Talabira-II & III Coal Mine (20 MTPA)
in Odisha. NLCIL has entered into coal mine projects and has been allotted Talabira-II & III OCP
of 20 MTPA capacity in Odisha and Pachwara South Coal Block of 9 MTPA capacity in
Jharkhand. Coal production in Talabira-II & III OCP (20 MTPA) was commenced on 26.04.2020
& mines attained COD on 01.04.2021. The Mine started to supply coal to its end use Plant, NTPL
TPS, Thoothukudi and now supplies coal to NTPC Thermal Power Stations. Project activities are
in full swing at Pachwara South Coal Block (9 MTPA) with an anticipated commissioning by
2023-24.

A coal-based pithead TPS of 3200 MW at Talabira by way of installation of new plants is under
implementation. Land Acquisition is in process.Further, a JV Company, 'Coal Lignite Urja Vikas
Private Limited' (CLUVPL) was incorporated on 10.11.2020 with Coal India Limited (equity
participation in the ratio of 50:50). In addition, NLCIL plans to install number of Solar/Wind
Power Projects at various parts of the Country.Wholly Owned Subsidiary Company, "NLC India

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Renewables Limited" has been incorporated on 14.06.2023 to take over existing renewable
assets of NLCIL.Not just Mining and Power Generation, NLCIL has contributed significantly to
the Socio-Economic development of the Nation for more than six decades.

HISTORY OF NEYVELI LIGNITE CORPORATION LTD

Neyveli Lignite Corporation Ltd. (NLC) is India’s largest lignite mining company and is also one
of the country’s leading power generation companies. The company operates three open cast
mines in Neyveli, in the state of Tamil Nadu at the southeastern tip of India, producing some
24million tons of high-grade lignite per year.
Mine I, the company’s original mine, is operated over an area of nearly 17 square Kilometers and
offers a reserve of nearly 300million tons. Mine II, first tapped in early 1984 and expanded in the
early 1990s, features a reserve of nearly 400 million tons.

The total reserves in the Neyveli field are estimated at more than two billion tons. Most
of that production is used in NLC’s two thermal power generation plants, which combine
for a total capacity of 2,070 megawatts. After shutting down its fertilizer and briquette
and carbonization plants in the early 2000s, NLC has begun a drive to expand its power
generation capacity. In 2003, the company began construction of a green field power
generation facility in Tuticorin, in Tamil Nadu, with a proposed capacity of as much as
1,000 megawatts. In 2004, the company received approval to expand beyond its home
state and is beginning preparations to build a 250-megawatt facility in Bikaner, near
Rajasthan. NLC has also been tapped to restart the nearly 4,000- megawatt plant in
Hirma, originally developed by a Mirant-Reliant partnership. Owned at 94 percent by
the India government, NLC has as its primary customer the Tamil Nadu Electricity
Board. In 2003 the company posted revenues of INR 2,681.48 core($601.1million).

A pioneer among the public sector undertakings in energy sector, NLC operates three
Opencast Lignite Mines of total capacity of 28.5 million Tonnes per Annum at Neyveli
and one open cast lignite Mine of capacity 2.1 million Tonnes per Annum at Barsingsar,
Rajasthan.

Five pithead Thermal Power Stations with an aggregate capacity of 3240 MW. Further,
NLC has also so far installed nine Wind Turbine Generators of 1.50 MW each,
aggregating to 13.50 MW, thereby increasing the overall power generating capacity to
3253.50 MW. NLC has forayed into renewable energy sector with inauguration of a 10
MW Solar Photo Voltaic power plant in Neyveli, thereby increasing the overall power
generating capacity to 3263.50 MW.

A coal based thermal power project at Tuticorin, Tamil Nadu consists of two units of 500
MW capacity each is being implemented through NLC Tamil Nadu Power Limited
(NTPL), a joint venture between NLC and TANGEDCO (equity participation in the ratio

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of 89:11). Unit-I attained Commercial Operation Declaration on 18th June 2015. Unit-II,
attained Commercial Operation Declaration on 29th August 2015

All the Mines of NLC are ISO Certified for Quality Management System, Environmental
Management System and Occupational Health & Safety Management System. All the
Power stations of NLC are also ISO Certified for Quality Management System and
Environmental Management System. NLC’s growth is sustained and its contribution to
India’s social and economic development is significant.

POWERING THE ECONOMY IN THE 1950S

The vast Indian subcontinent had always offered an abundant supply of natural resources.
Particular interest was placed on exploring for fossil fuel sources in what was later to become the
Tamil Nadu region along the country’s southeastern tip. Among the first to be discovered were
the peat fields in Calimere, in 1828. The first lignite deposits, a still more valuable fuel source,
were located along the coast region near Cannanore in 1830. This initial deposit was followed by
the discovery of others in the region, at Beypore, Pondicherry, and elsewhere. French engineers
began drilling bore holes in the French-dominated Bahoor, and succeed in locating significant
lignite deposits in Kasargod and in the region around Cuddalore, near Neyveli, in 1884.Attention
again focused on the region around Neyveli in the 1930s.Neyveli was then a small village in
Tamil Nadu: its chief resources at the time were its cashew and jackfruit forests.

The earliest discovery of exploitable lignite deposits in Neyveli was attributed to

JambulingamMudaliyar, a prominent local landlord who controlled some 600 acres cross
Neyveli, Cuddalore, Manadarakuppam and virudhachalam. his holdings into cultivatable land.
Water proved easy to find—but brought with it pieces of a black substance that local workers
called “blacky clay,” which were thrown away. Yet, once dried by the sun, the” blacky clay”
proved highly combustible.

Mudaliyar brought the existence of lignite to the attention of the British authorities, hoping to
convince them to launch a lignite mining operation in Neyveli. Mudaliyar began drilling new
bore holes in 1935, discovering large quantities of the substance. Samples were sent to the
governor of Madras for testing, yet the British colonial government remained uninterested in
pursuing the project. Instead, Madras-based Binny & Co. Began sinking bore wells in Aziz
Nagar, near Neyveli, in 1941. That company succeeded in discovering a significant lignite
deposit, but lacking the equipment to pursue further drilling operations, the company withdrew.
Ghosh revealed the ambitiousness of his project in 1949, when he drafted plans to establish a vast
open cut, mechanized mine covering an area of same 14 square kilometers. Ghosh began
coordinating bids for the project that year.

Preparations were made to drill a more extensive series of bore wells in the proposed area, and
under Ghosh’s direction, the drilling of 175 bore wells began in 1951. A second series of 150
wells was also launched that year, this time in Virudhachalam

under the auspices of the Tamil Nadu government. Ghosh’s efforts were crowned with success-
by the end of the drilling project, Ghosh had revealed potential lignite reserves of some two
billion tons.

Approval for a pilot quarry was granted in 1952. By 1953, Ghosh had succeeded in mining the
first 100 tons of lignite. The development was all the more significant because of the high quality

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of the field’s lignite, which had a relatively high moisture content compared to other lignite
deposits. A visit by Indian President Nehru in 1954 brought government transferred oversight of
the project to the central government.

Neyveli Lignite Corporation was created as a government –owned enterprise in 1956 in order to
launch the full-scale exploitation of the lignite field. NLC’s mandate was to produce lignite, and
to construct and operate a lignite-burning thermoelectric plant providing electric. All power to the
state of Tamil Nadu. Construction on Neyveli Mine I began in 1957, using technology and
equipment brought in from Germany.

The mine by then extended over an area of nearly 17 square kilometers, with an estimated reserve
of 257 million tons. Mine I was constructed to produce a capacity of 6.5 million tons per year.
With “overburden” verifying from 70 to 95 meters, the Neyveli fields first lignite seam-with a
thickness ranging from ten to 23 meters- was exposed only in 1961. Full-scale lignite mining was
launched in 1962.

Preparations were made to drill a more extensive series of bore wells in the proposed area, and
under Ghosh’s direction, the drilling of 175 bore wells began in 1951. A second series of 150
wells was also launched that year, this time in Virudhachalam under the auspices of the Tamil
Nadu government. Ghosh’s efforts were crowned with success-by the end of the drilling project,
Ghosh had revealed potential lignite reserves of some two billion tons

.
Approval for a pilot quarry was granted in 1952. By 1953, Ghosh had succeeded in mining the
first 100 tons of lignite. The development was all the more significant because of the high quality
of the field’s lignite, which had a relatively high moisture content compared to other lignite
deposits. A visit by Indian President Nehru in 1954 brought government transferred oversight of
the project to the central government.

Neyveli Lignite Corporation was created as a government –owned enterprise in 1956 in order to
launch the full-scale exploitation of the lignite field. NLC’s mandate was to produce lignite, and
to construct and operate a lignite-burning thermoelectric plant providing electric. All power to the
state of Tamil Nadu. Construction on Neyveli Mine I began in 1957, using technology and
equipment brought in from Germany.

PROJECTS

EXISTING PROJECTS:
The main activity of NLC India Limited is Mining (Coal & Lignite) and Power Generation
(Thermal and Renewable Energy).

MINING :

NLC India at present has four open cast lignite mines namely Mine I, Mine II, Mine IA
&Barsingsar Mine and one open cast coal mine, Talabira II & III. The lignite mined out is used as
fuel to the linked Pit head power stations. Also, raw lignite is being sold to small scale industries
to use it as fuel in their production activities.

POWER GENERATION

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NLC India has five pithead Thermal Power Stations with an aggregate capacity of 3640 MW.
Further, NLC India has installed 51 MW Wind Power plant, commissioned 1350.06 MW Solar
Photo Voltaic Power plant in Tamil Nadu and also commissioned 20 MW Solar Plant in
Andaman & Nicobar Islands, resulting in an overall power generating capacity of 5061.06 MW
(excl. JVs).Demand for electrical power is increasing at a rapid pace in our country. To meet
rapid increase in demand installation of mine mouth thermal power station is an obvious choice.

MINE - I Including Expansion:

The lignite seam was first exposed in August 1961 and regular mining of lignite commenced in
May 1962. German excavation technology in open cast mining, using Bucket Wheel Excavators,
Conveyors and Spreaders were used for the first time in the country in Neyveli Mine-I.
The capacity of this mine was 6.5 MT which met the fuel requirement of TS-I. The capacity was
increased to 10.5MT of lignite per annum from March 2003 under Mine-I

MINE - II Including Expansion:

In February 1978 Government of India sanctioned the Second Lignite Mine of capacity 4.7 MT
of lignite per annum and in February `83, Government of India sanctioned the expansion of
Second Mine capacity from 4.7 million Tonnes to 10.5 million Tonnes.
Unlike Mine-I, Mine-II had to face problems in the excavation of sticky clayey soil during initial
stage. The method of mining and equipment used are similar to that of Mine-I.
The seam is the same as of Mine-I and is contiguous to it. The lignite seam in Mine-II was first
exposed in September 1984 and the excavation of lignite commenced in March 1985. GOI
sanctioned the expansion of Mine-II from 10.5 MTPA to 15.0 MTPA of lignite in October 2004
with a cost of Rs. 2295.93 crore. Mine-II Expansion project was completed on 12th March 2010.
The lignite excavated from Mine-II meets the fuel requirements of Thermal Power Station-II and
Thermal Power Station–II Expansion under implementation.

MINE-IA:

Government of India sanctioned the project Mine-I A of 3 million Tonnes of lignite per annum at
a sanctioned cost of Rs. 1032.81 crores in February'98. This project is mainly to meet the lignite
requirement of M/s ST-CMS for their power plant and also to utilize the balance lignite to the
best commercial advantage of NLC. The project was completed on 30th March 2003 within time
and cost schedule.

BARSINGSAR MINE:

GOI sanctioned implementation of Barsingsar mine with a capacity of 2.1 MTPA of lignite per
annum at an estimated cost of Rs. 254.60 crore in December 2004. Both overburden and lignite
production has been outsourced. Lignite excavation commenced on 23rd November 2009 and
production attained the rated capacity on 31st January 2010.

THERMAL POWER STATION-I:

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THERMAL POWER STATION EXPANSION:

Thermal Power Station-I has been expanded using the lignite available from Mine-I Expansion.
The scheme was sanctioned by Government of India in February 1996. The Unit-I was
synchronized in October 2002 and Unit-II in July 2003. The power generated from this Thermal
Power Station after meeting the internal requirements is shared by the Southern States viz., Tamil
Nadu, Kerala, Karnataka, and Union Territory of Pondicherry.

BARSINGSAR THERMAL POWER STATION:

Government of India sanctioned the Barsingsar Thermal Power Station 250 MW (2 X 125 MW)
in October 2004. Both the units were commissioned in December 2011 and January 2012. The
power generated from this thermal power station after meeting internal requirements is shared by
the DISCOMS of the state of Rajasthan.

TPS-II EXPANSION:

This Project is consisting of two units of 250 MW capacity each. Unit-II attained commercial
operation in April 2015 and Unit-I in July 2015. The lignite requirement is met by Mine-II
expansion which has already been commissioned. The steam generators of this project employ
ecofriendly “Circulating Fluidized Bed Combustion (CFBC) technology. This technology is
being adopted for 250 MW Capacity units for the first time in India.

JOINT VENTURE PROJECTS:

NLC TAMIL NADU POWER LIMITED (NTPL) (2X500 MW)

NLC Tamil Nadu Power Limited (NTPL), is a joint venture company of NLC India Ltd (formerly
known as NLC Ltd) and M/s TANGEDCO (Tamil Nadu Generation and Distribution Company),
incorporated under the company act. The Equity participation between NLCIL and TANGEDCO
is at the ratio of 89:11. GOI had issued sanction for the implementation of coal based 2 X 500
MW Thermal Power Project by NTPL at Tuticorin. Unit 1 and Unit 2 have been declared for
commercial operation w.e.f. 18th June 2015 and 29th August 2015. Power Purchase Agreement
has been signed with TANGEDCO, ESCOMs of Karnataka State, Puducherry Electricity
Department, Kerala State Electricity Board and DISCOMs of Andhra Pradesh.

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CHAPTER –II

REVIEW OF LITERATURE:

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Sabarirajan et.al. (2010), in his article he found that 15% of the employees are highly satisfied
with their welfare measures, 22 % of the employees are satisfied with their welfare measures.39
% of the employees are average with their welfare measures, and 16% of them are in highly
dissatisfied level. Welfare measures plays greater role in every employee satisfaction which
results in higher quality of work life. His study throws light on the effect of welfare measures on
QWL among the employees of textile mills in Salem district.

Satyanarayna and Reddi (2012), 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.

Sindhu (2012), 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.

Upadhyay and Gupta (2012), in their article they conclude that communication plays a major
role in increasing the satisfaction of an employee. Satisfied employees are said to have greater
morale. Welfare measures and work experience does not necessarily relate to satisfaction.
Therefore, they recommended that company should provide for adequate welfare measures but
should not burden itself by increasing the cost part of it in greed to earn the competitive edge and
declare itself as most desired company. And Other factors like good and open communication,
providing motivating factors, empowerment etc should be taken into consideration for increasing
the employee satisfaction level.

Mohan and Panwar (2013), their article showing the retail stores at Udaipur are providing not
only intramural facilities but also extramural welfare facilities. It is extending its hands to
promote amenities which may increase health and living standards of the employees working
there. The effective & efficient policies and welfare facilities make the employee to perform the
job better, which leads to effectiveness of the organization.

Reshma and Basavaraj (2013), 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
Donimalai Iron Ore Mine, Bellary.

Logasakthi and Rajagopal (2013), they revealed the employees enjoy not only the satisfaction
of their jobs, but also various facilities given by the firms. The employees stretch their maximum
support for the growth of the company where they are working. The department of personal is the
one which takes care of the total human resources in the company. And the management provides
all the health safety and welfares to the employees that will help to produce better performance in
the work and working environment.

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Srinivas (2013), he identified welfare facilities and employee’s satisfaction level about welfare
facilities adopted at Bosch limited, Bangalore. He also found that most of the, welfare facilities
like medical, canteen, working environment, safety measures etc., are provided by the company
and most of the employees are satisfied with the welfare facilities which are provided by the
company for the welfare of employees.

Nanda and Panda (2013), they stated the Rourkela Steel Plant has adopted a better kind of
welfare activities which create an effective working environment and thus better productivity.
There are various types of welfare schemes such as medical allowance; death relief fund,
insurance policy, housing and transportation facilities, recreation club, tour, etc which are
provided by the organisation to the employees who are working there to maintain the good
industrial relation. The premises and the departments are maintained healthy. And perfect safety
measures have been practised in the organization, which tells that safety, health and welfare of
employees are perfectly implemented.

Rajkumar, B. (2014), he attempted to identify the prevailing labour welfare measures and social
security in IT industries in Chennai. His study reveals that the welfare facilities help to motivate
and retain employees. Most of the welfare facilities helped to motivate the employees which
ensures employee satisfaction and resulted in increased productivity.

M. D. R. Harshani1 and I. Welmilla (2017), This study is to discuss the effect of employee
welfare facilities on cabin crew employee retention in Sri Lankan Airlines. The main goal of the
paper was to analyses the effect of Employee Welfare Benefits with the Employees Retention
among the Cabin Crew Employees in Sri Lankan Airlines. To achieve this objective two
hypotheses were developed and tested. It consists of two variables such as the independent
variable and the dependent variable which was welfare facilities and employee retention. The
validity and reliability of the instruments was tested by using Cronbach’s Alpha and test-retest
methods. The study type is hypothesis

In a study by Hameed and Riaz (2018), employee satisfaction on welfare measures is described
as "the positive emotional state experienced by employees when they perceive that the
organization is committed to fulfilling their needs and interests by offering a comprehensive set
of welfare benefits and facilities."

In their research, Kaur and Sharma (2019), define employee satisfaction on welfare measures as
"the extent to which employees perceive the welfare initiatives provided by their organization as
satisfactory and beneficial, leading to a sense of well-being, job security, work-life balance, and
overall job satisfaction." According to a research paper by Kalyani and Kumar (2020),
employee satisfaction on welfare measures is "contentment and fulfillment employee sexperience
when their organization provides a supportive work environment through the provision of welfare
benefits.

CHAPTER—III
~ 18 ~
OBJECTIVES

~ 19 ~
3.1 AIM OF THE STUDY

 To evaluate the level of employee satisfaction on various welfare provided by the NLCIL
to its employees.

 To study the relationship between welfare measures and impact on overall employee
satisfaction.

 To suggest recommendation on the basis of which the labour welfare measures can be
improved
.
 To determine the awareness and level of satisfaction of the employees towards the welfare
measures, working conditions and social security schemes provided by the organization to the
employees.

3.2VARIABLES

 The independent variable is the cause. Its value is independent of other variables in your
study.

 The dependent variable is the effect. Its value depends on changes in the independent
variable.

Here, the selected Dependent variables are welfare measures provided by the NLCIL.

3.3HYPOTHESES OF THE STUDY:

 Null hypothesis 1: There is no association between Gender and Overall satisfaction in

employee satisfaction level on welfare facilities

 Null hypothesis 2: There is no association between Age and Hospital facilities in

employee satisfaction level on welfare facilities.

 Null hypothesis 3: There is no relationship between Job experience and Safety Measures
in employee satisfaction level on welfare facilities.

 Null hypothesis 4: There is no relationship between Monthly income and Housing

facilities in employee satisfaction level on welfare facilities.

CHAPTER –VI

~ 20 ~
RESEARCH METHODOLOGY

~ 21 ~
MEANING OF RESEARCH:
Research refers to a search for knowledge. It can also be given as a scientific and systematic
search for pertinent information on a specific topic. In fact, research is an art of scientific
investigation. The Advanced Learner’s Dictionary of current English lays down the meaning
of research as “a careful investigation or inquiry especially through search for new facts in
any branch of knowledge.” Some people consider research as a movement from the known to
the unknown. It is actually a voyage of discovery.

RESEARCH METHODS :

Research method may be understood as all those methods/techniques that are used for
conduction of research. Research methods or techniques thus refer to the methods the
researchers use in performing research operations. In other words, all those methods
which are used by the researcher during the course of studying the research problem are
termed as research methods.

RESEARCH TECHNIQUE:

Research technique refers to the behaviour and instrument we used in performing

research operations, such as making observation, recording data and techniques of
processing data and the like.

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 this study the various
steps that are generally adopted by a researcher in studying the research problem along with the
logic behind him.

RESEARCH DESIGN :

Research Design is defined as, “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”.

TYPE OF RESEARCH DESIGN :

The research design followed for the study is descriptive type of research. It is typically
concerned with determining the frequency with which something occurs or how two

~ 22 ~
variables vary together. Descriptive research studies are those studies which are
concerned with the characteristics of a particular individual, or of a group.

POPULATION :

A research population is generally a large collection of individuals or objects that is the main
focus of a scientific query. It is for the benefit of the population that researches are done.
However, due to the large sizes of populations, researchers often cannot test every individual in
the population because it is too expensive and time-consuming. This is the reason why
researchers rely on sample

FINITE POPULATION :

A population is called finite if it is possible to count its individuals. It may also be called a
countable population. The number of vehicles crossing a bridge every day and the
number of words in a book are finite populations. The number of units in a finite
population is denoted by N. Thus, N is the size of population. pling techniques. There are
two types of population.

INFINITE POPULATION:
Sometimes it is not possible to count the units contained in the population. Such a
population is called infinite or uncountable. Let us suppose that we want to examine
whether a coin is true or not.

SAMPLING:
Collecting data about each and every unit of the population is called census method. The
approach, where only a few units of population under study are considered for analysis is
called sampling method.

SAMPLE DESIGN :

A sample design is a finite plan for obtaining a sample from a given population.

PROBABILITY SAMPLING:

Under this method, every item of the universe has an equal chance of inclusion in the sample.
Under probability sampling there are 4 types of sampling techniques. In this study a stratified
random sampling technique is used for data collection among the respondents.

STRATIFIED RANDOM SAMPLING :

The sample design used in this study is stratified random sampling. In stratified random
sampling, the population is divided into strata (groups) before the sampling is drawn.

~ 23 ~
Strata are also designed that they do not overlap. An elementary unit for each stratum is
drawn at random and the units so drawn constitute a sample.

SAMPLING UNIT:
A decision has to be taken concerning a sampling unit before selecting sample.

SAMPLE SIZE :
It refers to the number of elements of the population is to be sampled. Total sample size for this
research study is 150.

SAMPLING TECHNIQUE :
The sample used for the study is stratified random sampling

PERIOD OF THE STUDY:

The period of the study is 28 days from 15-06-2024 to 12-07-2023.

The primary instrument used in the study is “questionnaire”. A questionnaire is a search
instrument consisting of a series of questions and other prompts for the purpose of
gathering information from respondents. Although they are often designed for statistical
analysis of the responses, this is not always the case. The questionnaire was invented by
Sir Francis Galton the form of each question is also important.

Closed end question includes all the possible answers and subjects matters choices
among them. Questionnaires have advantages over some other types of surveys in that
they are cheap, do not require as much effort from the questionnaire as verbal or
telephone surveys, and often have standardized answers that make it simple to compile
data.

“The monthly salary for each respondent is indirectly referenced through their respective
designation. Designation have been structured in a way that reflects the corresponding
salary levels within the project.”

SOURCES OF DATA COLLECTION

PRIMARY DATA :

The primary data are those which are collected for the purpose of a specific inquiry or study.
Such data is original in character and is generated by survey conducted by individuals, or
research institution, or an organization. The various sources for collecting primary data are
questionnaire, observation, interview, consumer panels etc. the primary source used for this study
is questionnaire.

SECONDARY DATA :

~ 24 ~
Secondary data are those which have been already collected and analysed by some earlier agency
for its own use; and later the same data are used by a different agency. The various sources of
secondary data are Books, magazines, statistical data sources etc. Secondary data are obtained
from company profile, internet, various other documents, scope need and other reports of the
company.

PERCENTAGE ANALYSIS:
Percentage refers to a special kind of ratio. Percentage is used in making comparison between
two or more series of data. In this study, the number of people who responded in a particular
manner is interpreted in the form of percentages.

Percentage = (No of respondents/Total no.of respondents)*100

CHAPTER—V

~ 25 ~
ANALYSIS AND INTERPRETATION

5.1 PERCENTAGE ANALYSIS

~ 26 ~
 5.1.1 TABLE REPRESENTING THE AGE OF THE RESPONDENTS

AGE FREQUENCY PERCENTAGE

Below 25 11 7.3%

26-35 14 9.3%

36-45 16 10.7%

46-55 44 29.3%
Above 55 65 43.3%
TOTAL 150 100%
SOURCE: Collected from Questionnaire

INFERENCE
It is found from the table that 7.3% of the respondents are below 25 and 9.3% of the respondents
are 26-30 and 10.7% of the respondents are 36-45 and 29.3% of the respondents are 46-55 and
43.3% of the respondents are above 55 years of age.
It is concluded that the majority of the employees fall in the age group of above

5.1.1. CHART PRESENTING AGE OF THE RESPONDENCE

70
43.3%

60

50 29.3%

40
Series1
30 Series2

20 9.3% 10.7%
7.3%
10

0
Below 26-36 36-45 46-55 above55
25

5.1.2 TABLE REPRESENTING THE GENDER OF THE RESPONDENTS

GENDER FREQUENCY PERCENTAGE

~ 27 ~
 Male 76 50.7%

Female 74 49.3%
SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 49.3% of the respondents are Female and 50.7% of the respondents
are Male.
It is concluded that the majority of the employees belonging to the group of Male.

5.1.2 CHART REPRESENTING THE GENDER OF THE RESPONDENTS

GENDER
51.00%
49.30%
50.50%

50.00%
GENDER
50.70%
49.50%

49.00%

48.50%
male female
-

5.1.3 TABLE REPRESENTING THE NATIVE OF THE RESPONDENTS

NATIVE FREQUENCY PERCENTAGE

~ 28 ~
 Neyveli 91 60.7%

Others 59 39.3%
SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 60.7% of the respondents are from sirkali and 39.3% of the
respondents are from others.
It is concluded that the majority of the employees comes from sirkali itself.

5.1.3 CHART REPRESENTING THE NATIVEOF THE RESPONDENTS

NATIVE

39.3%
SIRKALI
60.7% OTHERS

5.1.4 TABLE REPRESENTING THE MARITAL STATUS OF THE

RESPONDENTS

MARITAL STATUS FREQUENCY PERCENTAGE

~ 29 ~
 Single 17 11.3%

Married 133 88.7%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 88.7% of the respondents are Married and 11.3% of the respondents
are Single.
It is concluded that the majority of the employees are married.

5.1.4 CHART REPRESENTING THE MARITAL STATUSOF THE

RESPONDENTS

MERITAL STATUS
11 .
3%

MARRIED
SINGLE

88.7%

5.1.5 TABLE REPRESENTING THE EDUCATIONAL QUALIFICATION OF

THE RESPONDENTS

EDUCATIONAL FREQUENCY PERCENTAGE

QUALIFICATION

~ 30 ~
 SSLC 10 6.7%

HSC 12 8%

ITI 11 7.3%

DIPLOMA 27 18%

DEGREE 57 38%

PG 33 22%

Total 100 100%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 6.7% of the respondents have completed their SSLC, 8% of the
respondents have completed their HSC, 7.30% of the respondents ITI, 18% of the respondents
DIPLOMA, 38% of the respondents DEGREE and 22% of the respondents have completed PG
respectively.
It is concluded that the majority of the employees falls in the group of DEGREE Holders.

5.1.5 CHART REPRESENTING THE EDUCATIONAL QUALIFICATION OF

THE RESPONDENTS

EDUCATION QUALIFICATION
60 38%
50

40
22%
18%
30 Series1

20
6.7% 8.0% 7.3%
10

0
SSLC HSC ITI DIPLOMO DEGREE PG

5.1.6 TABLE REPRESENTING THE JOB EXPERIENCE OF THE

RESPONDENTS

JOB EXPERIENCE FREQUENCY PERCENTAGE

~ 31 ~
 Below 10 Years 15 10%

11-20 Years 17 11.3%

21-30 Years 63 42%

31-40 Years 50 33.3%

Above 40 Years 5 3.3%

Total 150 100%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 10% of the respondents have below 10 years and 11.3% of the
respondents have 11-20 years and 42% of the respondents have 21–30 years and 33.3% of the
respondents have 31-40 years and 3.3% of the respondents have above 40 years of job
experience.
Majority of the respondents have job experience of 21-30 years and the least being above
40 years of job experience.

5.1.6 CHART REPRESENTING THE JOB EXPERIENCE OF THE

RESPONDENTS

JOB EXPERIENCE

70

60

50

40 Series3
42% Series2
30 33.3% Series1

20
11.3% 3.3%
10 10%

0
BE- 11-20 21-30 31-40 ABOVE
LOW YEARS YEARS YEARS 40
10 YEARS
YEARS

5.1.7 TABLE REPRESENTING THE MONTHLY INCOME OF THE

RESPONDENTS

MONTHLY INCOME FREQUENCY PERCENTAGE

~ 32 ~
 Rs.40000-50000 10 6.7%

Rs.50001-60000 18 12%

Rs.60001-70000 23 15.3%

Rs.70001-80000 38 25.3%

Above RS.80000 61 40.7%

Total 150 100%

SOURCE: Collected from Questionnaire

INFERENCE
It is found from the table that 6.7% of the respondents earns between Rs.40000 - 50000 and 12%
of the respondents earns between Rs.50001 - 60000 and 15.3% of the respondents earns between
Rs.60001 - 70000 and 25.3% of the respondents earns between Rs.70001 - 80000 and 40.7% of
the respondents earns above Rs.80000.
It is concluded that majority of the respondents earns above Rs.80000 with the
organization being public organization play a big part in it.

5.1.7 CHART REPRESENTING THE MONTHLY INCOME OF THE

RESPONDENTS

MONTHLY INCOME
70
40.7%
60
50
40 25.3%
30 Series3
15.3%
20 12% Series2
6.70%
10 Series1

STATUTORY MEASURES

5.1.8 TABLE REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON DRINKING WATER

~ 33 ~
 OPINION FREQUENCY PERCENTAGE

Highly Satisfied 76 50.7%

Satisfied 48 32%

Neutral 17 11.3%

Dissatisfied 6 4%

Highly Dissatisfied 3 2%

Total 150 100%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 50.7% of the respondents are Highly satisfied and 32% of the
respondents are Satisfied and 11.3% of the respondents are Neutral and 4% of the respondents are
Dissatisfied and 2% of the respondents are Highly Dissatisfied.
Over 80% of the respondents have no complaints over the quality of RO drinking water provided
in NLCIL.

5.1.8 CHART REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON DRINKING WATER

DRINKING WATER

90
80 50.7%
70
60
50 32%
40 Series1
30 11.3%
4% Series2
20 2%
10
0
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STATUTORY MEASURES

5.1.9 TABLE REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON HYGIENE

~ 34 ~
 OPINION FREQUENCY PERCENTAGE

Highly Satisfied 57 38%

Satisfied 63 42%

Neutral 19 12.7%

Dissatisfied 9 6%

Highly Dissatisfied 2 1.3%

Total 150 100%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 38% of the respondents are Highly satisfied and 42% of the
respondents are Satisfied and 12.7% of the respondents are Neutral and 6% of the respondents are
Dissatisfied and 1.3% of the respondents are Highly Dissatisfied
It is concluded that NLCIL looks into keeping the environment hygiene as the least having issues
than those who are satisfied with the hygiene.

5.1.9 CHART REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON HYGIENE

HYGIENE
38%
80
70
60 42%
50
40 Series2
30 12.7% Series1
20 6% 1.3%
10
0
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Sa at
i ne s at Sat
s s
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. H H
STATUTORY MEASURES

5.1.10 TABLE REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON PHONE/INTERNET

~ 35 ~
 OPINION FREQUENCY PERCENTAGE

Highly Satisfied 23 15.3%

Satisfied 92 61.3%

Neutral 28 18.7%

Dissatisfied 4 2.7%

Highly Dissatisfied 3 2%

Total 150 100%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 15.3% of the respondents are Highly satisfied and 61.3% of the
respondents are Satisfied and 18.7% of the respondents are Neutral and 2.7% of the respondents
are Dissatisfied and 2% of the respondents are Highly Dissatisfied.
NLCIL provides BSNL Phone/Internet service all over the organisation and it results in almost
90% of the respondents having no issues over internet/phone service

5.1.10 CHART REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON PHONE/INTERNET

PHONE\INTERNET

61.3%
80
60 15.3% 18.7%
40 2.7%
2%
20 Series1
Series2
0
d
fie fie
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ra
l d
Series1
is t ie d
at tis eu sf fie
y S Sa N a ti
tis
hl is
s sa
ig D is
H
yD
g hl
i
H
.

STATUTORY MEASURES

5.1.11 TABLE REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON RESTROOM & LUNCHROOM FACILITIES

~ 36 ~
 OPINION FREQUENCY PERCENTAGE

Highly Satisfied 23 15.3%

Satisfied 78 52%

Neutral 26 17.3%

Dissatisfied 14 9.3%

Highly Dissatisfied 9 6%

Total 150 100%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 15.3% of the respondents are Highly satisfied and 52% of the
respondents are Satisfied and 17.3% of the respondents are Neutral and 9.3% of the respondents
are Dissatisfied and 6% of the respondents are Highly Dissatisfied.
From this table it is concluded that NLCIL provides satisfiable Restroom and Lunchroom
facilities.

5.1.11 CHART REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON RESTROOM & LUNCHROOM FACILITIES

EASTROOM & LINCHROOM FACILITIES

200 100%
150
100 52%
Series1
50 15.3% 17.3% Series2
9.3% 6%
0

STATUTORY MEASURES

5.1.12 TABLE REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON TOILET FACILITIES

~ 37 ~
 OPINION FREQUENCY PERCENTAGE

Highly Satisfied 26 17.3%

Satisfied 79 52.7%

Neutral 28 18.7%

Dissatisfied 11 7.3%

Highly Dissatisfied 6 4%

Total 150 100%

SOURCE: Collected from Questionnaire
INFERENCE

It is found from the table that 17.3% of the respondents are Highly satisfied and 52.7% of the
respondents are Satisfied and 18.7% of the respondents are Neutral and 7.3% of the respondents
are Dissatisfied and 4% of the respondents are Highly Dissatisfied.
It is concluded that majority of the respondents are satisfied with Toilet facilities

5.1.12 CHART REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON TOILET FACILITIES

TOILET FACILITYS

100%
Total

Highly Dissatisfied 4%
7.3%
Dissatisfied Series2
18.7% Series1
Neutral
52.7%
Satisfied
17.3%
Highly Satisfied

0 20 40 60 80 100 120 140 160

-

STATUTORY MEASURES

5.1.13 TABLE REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON SAFETY MEASURES

~ 38 ~
 OPINION FREQUENCY PERCENTAGE

Highly Satisfied 66 44%

Satisfied 51 34%

Neutral 27 18%

Dissatisfied 5 3.3%

Highly Dissatisfied 1 0.7%

Total 150 100%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 44% of the respondents are Highly satisfied and 34% of the
respondents are Satisfied and 18% of the respondents are Neutral and 3.3% of the respondents are
Dissatisfied and 0.7% of the respondents are Highly Dissatisfied.
With Safety training program conducted every 4 years to ensure that everyone follows and make
use of safety measures provided by the organization, it results in more than 95% of the
respondents have no negatives over the safety measures provided by NLCI

5.1.13 CHART REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON SAFETY MEASURES

SAFETY MEASURES

Total
100%
0.7%
Highly Dissatisfied
Dissatisfied
3.3%
18% Series2
Neutral
Series1
Satisfied 34%

Highly Satisfied 44%

0 20 40 60 80
100 120
140 160
.

STATUTORY MEASURES

5.1.14 TABLE REPRESENTING THE LEVEL OF SATISFACTION OF THE

~ 39 ~
 RESPONDENTS ON HOSPITAL FACILTIES

OPINION FREQUENCY PERCENTAGE

Highly Satisfied 79 52.7%

Satisfied 47 31.3%

Neutral 18 12%

Dissatisfied 4 2.7%

Highly Dissatisfied 2 1.3%

Total 150 100%

SOURCE: Collected from Questionnaire

INFERENCE

It is found from the table that 52.7% of the respondents are Highly satisfied and 31.3% of the
respondents are Satisfied and 12% of the respondents are Neutral and 2.7of the respondents are
Dissatisfied and 1.3% of the respondents are Highly Dissatisfied.
NLCIL’s Government Hospital provides regular checkups and treatment to the employees at free
of cost by entering the data in their medical book provided to each employee.It is well supported
by the respondents here with more than 96% are neutral/satisfied with hospital facilities.

5.1.14 CHART REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON HOSPITAL FACILTIES

HOSPITAL FASILITES
150 100%

100 52.7%
31.3%
50
12% Series2
2.7% 1.3%
0 Series1
d
fie d l
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at is eu
t fie d l
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hl
s at is to
ig ss Sat
H di y
hl
ig
H
.

STATUTORY MEASURES

5.1.15 TABLE REPRESENTING THE LEVEL OF SATISFACTION OF THE

~ 40 ~
 RESPONDENTS ON RETIREMENT BENEFITS

OPINION FREQUENCY PERCENTAGE

Highly Satisfied 79 52.7%

Satisfied 47 31.3%

Neutral 18 12%

Dissatisfied 4 2.7%

Highly Dissatisfied 2 1.3%

Total 150 100%

SOURCE: Collected from Questionnaire
INFERENCE

It is found from the table that 57.3% of the respondents are Highly satisfied and 30.7% of the
respondents are Satisfied and 7.3% of the respondents are Neutral and 4.7of the respondents are
Dissatisfied and none of the respondents are Highly Dissatisfied.
It is concluded that majority of the employees get benefitted by NLCIL even after their retirement
from the organization.

5.1.15 CHART REPRESENTING THE LEVEL OF SATISFACTION OF THE

RESPONDENTS ON RETIREMENT BENEFITS

RETIREMENT BENIFITS
100%
160
140
120
100 57.3%
80 30.7%
60 Series1
40
7.3%
4.7% Series2
20
0
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Sat Sa N s at s at
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.

CHAPTER-VI

~ 41 ~
.

FINDINGS,SUGGESTIONS AND CONCLUTION

~ 42 ~
HYPOTHESES FINDINGS
 To study the association of gender classification with overall satisfaction of employees,
Statistical tool Chi-square test has been applied. It is found that the P2 sig value is less
than 0.05. So, we accept the Alternative hypothesis that there is association between
Gender and Overall satisfaction in employees satisfaction level on welfare facilities.

 To study the association of Age wise classification with Hospital facilities provided by
NLCIL to their employees, Statistical tool chi-square test has been applied. It is found
that the P2 sig value is greater than 0.05. So, we accept the Null hypothesis that there is no
association between Age and Hospital facilities in employees satisfaction level on welfare
facilities.

 To study the relationship between Job experience and Safety measures of employees,
Statistical tool Correlation test has been applied. It is found that the P2 sig value is less
than 0.05. So, we accept the Alternate hypothesis that Hence there is relationship between
Job experience and Safety measures in employeessatisfaction level on welfare facilities

 To study the relationship between Monthly income and Housing facilities of employees,
Statistical tool Correlation test has been applied. It is found that the P2 sig value is greater
than 0.05. So, we accept the Null hypothesis that there is no relationship between
Monthly income and Housing facilities in employeessatisfaction level on welfare
facilities

DEMOGRAPHICS FINDINGS

 NLCIL providing RO drinking water to its employees and as a result 124 out of 150
respondents were satisfied with drinking water.

 It has been ascertained that most of the respondents are satisfied with the hygiene
measures taken by the organisation.

 Regarding phone/telephone facilities, NLCIL provides BSNL network to their

employees and the respondents are satisfied with the network.

 Majority of the respondents are satisfied with the maintenance of Restroom and
Lunchrooms provided by the organisation.

 NLCIL maintains their Toilet clean and hygiene and the employees have no problems
over the toilet facilities provided by the organisation.

 NLCIL conducts a safety guidance programme for every Individuals in the organisation
to increase the awareness of safety measures provided by the organisation which helps in
reducing accident rates.

SUGGESTIONS

~ 43 ~
 The following are the suggestions list out to improve the facilities for employees, which will
enable them to work still more effectively.

 The organisation may make special arrangements to improve the services of the hospital,
to improve the health of the workers.

 A little improvement can be made in the maintenance of toilets, washing points and
dustbins.

 The management may take necessary steps to improve the quality of service in the
canteen to gain high satisfaction among the employees.

 Even though Pure Drinking water is provided, means of drinking them is missing like
tumbler or water bottles. So, it is suggested to provide means to drink water.

 The organisation can improve services of housing facilities provided through quarters
to its employees.

 The organisation should track whether the employees are attending their training
program and safety programs on-time and effectively.

 Measures should be regularly assessed and adapted based on employee feedback and
changing needs. Management should consider the permanent employment of workers
who are eligible

 Strong recognition and reward system to acknowledge and appreciate employee efforts
and achievements can be implemented.

 Variety of health and wellness programs that appeal to different employee needs can be
offered.

 Review and enhance healthcare benefits to ensure they meet the diverse needs of
employees.

 Recreation facilities can be improved to increase the morale of the employees and reduces
the stress of the employees.

 Policies and practises that promote work-life balance can be implemented.


 Creches facilities can be improved for the child of women workers

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CONCLUTION

Employers provide labour welfare measures to raise employee’s morale, to meet their social
responsibility and to make effective use of the work force.

From the study, it is found that the welfare measures which are provided in NLCIL are
appreciable, as the employees are satisfied with the existing welfare measures.

All the above or a few of the suggestions, which if implemented will improve the benefit
of the organisation.

Hence, by providing more and more labour welfare measures,Neyveli Lignite

Corporation India Limited can have an excellent setup of contended worker force, which
will increase profit of the organization.

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 BIBLIOGRAPY
REFERENCE

➢Jetir2005364 Journal of Emerging Technologies and Innovative Research (Jetir) © 2020 Jetir
May 2020, Volume 7, Issue 5

➢Ms. S. Vinitha, Dr. P. Vanitha, Mrs. K. Malarkodi © 2020 Jetir May 2020, Volume 7, Issue
5 “A Study on Employee Satisfaction Towards Welfare Measures “

➢JinalPurveshbhaiKapdi © 2021 Ijcrt | Volume 9, Issue 5 May 2021 | Issn: 2320-2882 “A

Study on Employee Satisfaction Towards Welfare Facility at Vasudhara Dairy, Alipore

➢T.R. Thiruvenkatraj, M. Thangapandian © 2017 Ijrti | Volume 2, Issue 6 | Issn: 2456-3315,

Ijrti1706074 “A Study on Employee Satisfaction on Welfare Facilities”.

➢“Labour Welfare Measures in Neyveli Lignite Corporation India Limited Neyveli, Cuddalore
District” M. Rajarajan, R. Ranjitha International Journal of Recent Technology and Engineering
(Ijrte) Issn: 2277-3878, Volume-8 Issue-3, September 2019

➢A Study on Employee Welfare Measures at Bhel by Asha 1az17mba10 Submitted to

Visvesvaraya Technological University Belagavi

➢“Employee Satisfaction On Welfare Measure And Relationship Management In Pump

Manufacturing Companies In Tamil Nadu” January 2020 International Journal Of Management
Studies Vii(1):139

➢W.G.D.S. Wehigaldeniya, O.K.I.S. Weerasekara,R.D.R Kumara, W.M.R.K.Weerakoon “The

Employee Satisfaction Level Of The Welfare Facilities At Ministry Of Sports In Sri Lanka”.

➢Aswathappa K (2002), “Human Resource and Personnel Management” Tatamcgraw Hill,

Pp325.

➢Harshani And Welmilla (2017), “Effect of Employee Welfare Facilities on Employee

Retention: A Study of Cabin Crew Employees in Sri Lankan Airlines”, Kelaniya Journal of
Human Resource Management, Vol.12, Issue 2.

➢Lakshmi, Ramya (2016), “A Study On Employee Welfare Facilities And Its Impact On
Employee Satisfaction At Hotel Industry With Special Reference To Mysuru”,International
Journal Of Engineering Science And Computing, Vol. 6, Issue 4.

➢Murugan, A. (2016). “A Study On Employee Satisfaction Towards Welfare Measures At Gj

Innovations & Textiles (P) Ltd.,”.

➢Patil, B. (2014). “Employees Satisfaction On Welfare Schemes At Bdcc Bank”.

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➢Patil, B. (2014). What Is The Employee Satisfaction Level Towards Welfare Facilities
Provided By Fck.

➢Regi, B., Golden, R., & Franco, C. E. (2013). A Study On The Satisfaction Level Of Various
Employees Towards Welfare Measure With Special References To Indian Overseas Bank. St.
Joseph’s College/ St. Xavier’s College , Trichy – India / Palayamkottai – India .

➢Tiwari, U. (2014). A Study On Employee Welfare Facilities And Its Impact On Employees
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➢M.Vijayalakshmi (2003), A Study Of Labour Welfare Measures In Salem In Salem Steel

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WEBSITES

 httpc://WWW.nlcindia.in

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PERSONAL INFORMATION OF THE EMPLOYEES:

1. Age:

☐Below 25 ☐ 26-35 ☐ 36-45 ☐ 46-55 ☐ Above 55

2. Gender:

☐ Male ☐ Female

3. Native:

☐Sirkali ☐ Others

4. Marital Status:

☐ Single ☐ Married

5. Educational Qualification:

☐ SSLC ☐ HSC ☐ ITI ☐ DIPLOMA ☐ DEGREE ☐ PG

6. Job Experience:

☐ Below 10 Years ☐ 11-20 Years ☐ 21-30 Years ☐ 31-40 Years

7. Monthly Income:

☐ Rs.40000-50000 ☐ Rs.50001-60000 ☐ Rs.60001-70000

☐ Rs.70001-80000 ☐ Above Rs.80000

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Welfare Measures Highly Satisfied Satisfied Neutral Dissatisfied HighlyDissatisfied


1.Drinking Water

2. Hygiene

3. Phone/ Internet

4. Restroom &
Lunchroom facilities

5. Toilet Facilities

6. Safety measures
-Personal Protection
Equipment (PPE)

7. Hospital facilities

8. Retirement
benefits

APPENDIX

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A STUDY ON EMPLOYEE SATISFACTION LEVEL ON WELFARE

MEASURES PROVIDED BY NLC INDIA LTD.

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