Santhosh PF

A STUDY ON EMPLOYEE
WELFARE NETWORK
CLOTHING TIRUPUR.
PROJECT REPORT
Submitted by
SANTHOSH KUMAR.S
Register No: 713221631090
In partial fulfilment for the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
IN
RVS INSTITUTE OF MANAGEMENT STUDIES
COIMBATORE - 641402
MAY 2023
RVS INSTITUE OF MANAGEMENT STUDIES
COIMBATORE - 641402
BONAFIDE CERTIFICATE
Certified that this Project report “A STUDY ON EMPLOYEE WELFARE

NETWORK CLOTHINGI.” is the bonafide work of SANTHOSH KUMAR.S
(713221631090) who carried out the project work under my supervision. Certified further,
that to the best of my knowledge the work reported herein does not form part of any other
project report or dissertation on the basis of which a degree or award was conferred on an
earlier occasion on this or any other candidate.
Dr. J. Nirubarani Dr. J. Nirubarani

Project guide Head of the Department
Submitted for project viva-voce examination held on
Internal Examiner External Examiner

DECLARATION
I affirm that the project work titled “A STUDY ON EMPLOYEE WELFARE NETWORK
CLOTHING, TIRUPUR.” being submitted in partial fulfilment for the award of the degree
of MASTER OF BUSINESS ADMINISTRATION (MBA) is the original work carried out by
me. It has not formed the part of any other project work submitted for award of any degree or
diploma, either in this or any other University.
SANTHOSH KUMAR.S
713221631090
I certify that the declaration made above by the candidate is true.
DR. J. NIRUBARANI
PROJECT GUIDE
•.
.·
,
· '
Network Clothing Company

8 Mangalam Road,
Andipalayam, Tirupur - 641 687.
India.
GST NO: 33AABCN0220FlZB
Fax: +91 421 22362044
email: info@nccindia.co Pin: 641687
03.05.2023
To
The Head of Department,
Department of MBA,
RVS Institute of Management Studies,
Coimbatore -641 402.
Sir/Mam,
Suh: Regarding completion of Project Work -Mr.S.SANTHOSHKUMAR (Reg No: 713221631090)
MBA Final year - your letter dated on 14.02.2023.
With reference to your letter, we accept Mr.S.SANTHOSHKUMAR (Reg No:
713221631090) MBA Final year your college to done his Project Work in our organization from
the period of February 2023 to May 2023.Department HRM. We wish all success in his Future
endeavors.
Thank you
For Network clothing Company
ACKNOWLEDGEMENT
“Gratitude is the music of our hearts.” A project of such a comprehensive finish cannot
be completed without the help of numerous sources and people throughout the long rugged
path of success. We realize this fact and so, we are greatly indebted to all of them and take
this opportunity to thank them.
First and foremost, let me sincerely thank almighty for the great opportunity and blessings
that he has showered up on me for the successful and timely completion of my Project. I
wish to pledge and reward my deep sense of gratitude for all those who have made this
project come alive.
I would like to express my heart-felt gratitude to thank to the management and staff of
RVS Institute of Management Studies, Coimbatore, the Director Dr. P.V. PRABHA
MBA, Ph.D., for permitting me to take up this project
Now I great fully thank to Dr. J. Nirubarani, MBA., Ph.D., Professor/Head, RVS
Institute of Management Studies, for the active and patient support forwarded to me in
respect of this project.
I am gratefully indebted to my internal faculty guide Dr. J. Nirubarani, MBA, Ph.D.,

Professor/ Head, RVS Institute of Management Studies, for encouraging me and for her
constant support throughout the course of the project and helping me to complete it
successfully.
I thank to all other faculties and non-teaching staffs of RVS Institute of Management
Studies for indirectly helping me to complete the report.
I take this opportunity to thank the HR team of “EMPLOYEE WELFARE NETWORK

CLOTHING TIRUPUR” who helped me in many ways for the research study.
I thank my parents and all other family members for their valuable and inseparable support
in completion of this project. Once again I take this opportunity to convey my sincere
thanks to each and ever person who helped me directly and indirectly in the successful
completion of this project.
SANTHOSH KUMAR S
ABSTRACT
The Employee Welfare Network Clothing Project is a social initiative aimed at

providing clothing to underprivileged individuals and families in need. The project is
designed to provide assistance to people who struggle to afford clothing due to financial
constraints or other factors.
The project aims to establish a network of support for those in need, including
employees of participating organizations, local residents, and community groups. The goal is
to collect gently used clothing donations from individuals, as well as new clothing from
corporate donors and clothing manufacturers. These donations will be sorted, organized, and
distributed to those in need through a coordinated effort of volunteers and partner
organizations.
The Employee Welfare Network Clothing Project is a comprehensive program designed
to provide a sustainable solution to the problem of clothing insecurity. It will focus on
providing assistance to individuals and families who are experiencing financial hardships or
other difficulties. The program will also seek to provide opportunities for personal and
professional development for program participants through training, education, and career
development programs.
The project will be run by a team of dedicated volunteers who will be responsible for
coordinating clothing donations, organizing distribution efforts, and promoting the program
throughout the community. The team will work closely with partner organizations and
community groups to identify individuals and families in need of clothing assistance.
TABLE OF CONTENT
CHAPTER NO TITLE PAGE NO
INTRODUCTION 1
1.1 INTRODUCTION OF THE STUDY 2
1.2 NEED OF THE STUDY 5
1.3 OBJECTIVES OF THE STUDY 5
I 1.4 SCOPE OF THE STUDY 6
1.5 LIMITATIONS OF THE STUDY 7
1.6 INDUSTRY PROFILE 8
1.7 COMPANY PROFILE 12
II REVIEW OF LITEATURE 17
III RESEARCH METHODOLOGY 23
IV DATA ANALYSIS AND INTERPRETATION 26
V FINDINGS, SUGGESIONS AND CONCLUSION 26
BIBLIOGRAPHY 26
APPENDIX
LIST OF TABLES
TABLE TITLE PAGE
NO NO
4.1 GENDER OF THE RESPONDENTS 26
4.2 EDUCATIONAL QUALIFICATION 28
4.3 WORK EXPERIENCE 30
4.4 FUNCTIONING WITH THIS ORGANIZATION 32
4.5 WORKING ENVIRONMENT OF THE ORGANIZATION 34
4.6 HEALTH ADVANTAGES BY THE ORGANIZATION TO THE 36
WORKERS
4.7 WORKING HOURS OF THE ORGANIZATION 38
4.8 RATE THE SITTING COURSE OF ACTION OF THE 40
ORGANIZATION
4.9 ATE THE CONVEYANCE ALLOWANCE OFFERED BY THE 42
ORGANIZATION
4.10 RATE THE OVERTIME STIPEND OFFERED BY THE 44
ORGANIZATION
4.11 RATE LEAVE APPROACH OF THE ORGANIZATION 46
4.12 RATE THE BOTTLE ADMINISTRATIONS GAVE BY THE 48
ASSOCIATION
4.13 ORGANIZATION TAKE WELLBEING MEASURES FOR 50
REPRESENTATIVE SECURITYC
4.14 WELFARE EXERCISES OF THE ORGANIZATION GIVE A 52
SENTIMENT SECURITY AND ENHANCE YOUR EXECUTION
4.15 RATE THE GENERAL FULFILLMENT WITH 54
REPRESENTATIVE WELFARE EXERCISES
4.16 RATE THE FOLLOWING: (WELFARE MEASURES) 56
4.17 OVERALL SATISFACTION WITH EMPLOYEE WELFARE 58
ACTIVITIES
4.18 RATE THE FOLLOWING (JOB SATISFACTION) 60
4.19 OVERALL SATISFACTION WITH YOUR JOB 62
4.20 ELFARE FACILITIES PROVIDED TO THE EMPLOYEES BY 64
THE ORGANISATION
4.21 WILL TAKE FOR SANCTIONING SPECIAL WELFARE 66
4.22 FESTIVAL OR FAMILY FUNCTION TO PROVIDE 68
4.23 SATISFIED WITH THE PROMOTION POLICY 70
4.24 WELFARE MEASURES HELP IN SOLVING THE PROBLEMS 72
LIST OF CHARTS
CHART TITLE PAGE
NO NO
4.1 GENDER OF THE RESPONDENTS 26
4.2 EDUCATIONAL 28
QUALIFICATION
4.3 WORK EXPERIENCE 30
4.4 FUNCTIONING WITH THIS ORGANIZATION 32
4.5 WORKING ENVIRONMENT OF THE ORGANIZATION 34
4.6 HEALTH ADVANTAGES BY THE ORGANIZATION TO 36
THE WORKERS
4.7 WORKING HOURS OF THE ORGANIZATION 38
4.8 RATE THE SITTING COURSE OF ACTION OF THE 40
ORGANIZATION
4.9 ATE THE CONVEYANCE ALLOWANCE OFFERED BY THE 42
ORGANIZATION
4.10 RATE THE OVERTIME STIPEND OFFERED BY THE 44
ORGANIZATION
4.11 RATE LEAVE APPROACH OF THE ORGANIZATION 46
4.12 RATE THE BOTTLE ADMINISTRATIONS GAVE BY THE 48
ASSOCIATION
4.13 ORGANIZATION TAKE WELLBEING MEASURES FOR 50
REPRESENTATIVE SECURITYC
4.14 WELFARE EXERCISES OF THE ORGANIZATION GIVE A 52
SENTIMENT SECURITY AND ENHANCE YOUR
EXECUTION
4.15 RATE THE GENERAL FULFILLMENT WITH 54
REPRESENTATIVE WELFARE EXERCISES
4.16 RATE THE FOLLOWING: (WELFARE MEASURES) 56
4.17 OVERALL SATISFACTION WITH EMPLOYEE WELFARE 58
ACTIVITIES
4.18 RATE THE FOLLOWING (JOB SATISFACTION) 60
4.19 OVERALL SATISFACTION WITH YOUR JOB 62
4.20 ELFARE FACILITIES PROVIDED TO THE EMPLOYEES 64
BY THE ORGANISATION
4.21 WILL TAKE FOR SANCTIONING SPECIAL WELFARE 66
4.22 FESTIVAL OR FAMILY FUNCTION TO PROVIDE 68
4.23 SATISFIED WITH THE PROMOTION POLICY 70
4.24 WELFARE MEASURES HELP IN SOLVING THE 72
PROBLEMS
CHAPTER – I
1. INTRODUCTION OF THE STUDY
DEFINITION OF WELFARE
Welfare means faring or doing well. It is a comprehensive term, and refers to the
physical, mental, moral and emotional well-being of an individual. The term welfare is a
relative concept, relative in time and space. It, therefore, varies from time to time, region to
region and from country to country.
Labour welfare refers to taking care of the well-being of workers by employers,

trade unions and governmental and nongovernmental agencies. Recognizing the unique
place of the worker in the society and doing good for him/her, retaining and motivating
employees, minimizing social evils, and building up the local reputation of the company are
the argument in favour of employee welfare.
Welfare facilities help in motivating and retaining employees, most welfare

facilities are hygiene factors which, according to Herzberg, create dissatisfaction if not
provided. Welfare facilities besides removing dissatisfaction help develop loyalty in
workers towards the organization
EMPLOYEE WELFARE
Employee welfare means anything done for the comfort and (intellectual or social)
improvement of the employees, over and above the wages paid. In simple words, it means
“the efforts to make life worth living for workmen.” It includes various services, facilities
and amenities provided to employees for their betterment. Employee welfare means the
efforts to make life worth living for workman. People are the most important asset of an
organization, and the accounting profession has to assess and record the value and cost of
people of an organization. Once this is accepted, the need for measuring the value for
recording it in the books of accounts arises.
The value of human assets can be increased substantially by making investment in

their training and welfare activities in the same way as the value of repairs/overhauling, etc.
While the cost on training, development, etc., can be recorded separately and to be within
the eventual, the expenditure on welfare activities can be added to the ‘investment’ and the
returns judged.
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The schemes of labour welfare may be regarded as a “wise investment” which
should and usually does bring a profitable return in the form of greater efficiency. The basic
features of labour welfare measures are as follows:
• Labour welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment, and social
status.
• Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining
• Labour welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
• Welfare measures may be introduced by the employers, government, employees or
by any social or charitable agency.
• The purpose of labour welfare is to bring about the development of the whole
personality of the workers to make a better workforce.
• The very logic behind providing welfare schemes is to create efficient, healthy,
loyal and satisfied labour force for the organization.
2
The important benefits of welfare measures:
• They provide better physical and mental health to workers and thus promote a
healthy work environment
• Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers’ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.
• Employers get stable labour force by providing welfare facilities. Workers take
active interest in their jobs and work with a feeling of involvement and participation.
• Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
• The social evils prevalent among the labours such as substance abuse, etc. are
reduced to a greater extent by the welfare policies. The concept of ‘labour welfare’
is flexible and elastic and differs widely with times, regions, industry, country,
social values and customs, degree of industrialization, the general socio- economic
development of the people and the political ideologies prevailing at moments. It is
also according to the age group, socio-cultural background, marital status, economic
status, and educational level of the workers in various industries.
JOB SATISFACTION
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers'
contentedness with their job, whether they like the job or individual aspects or facets of
jobs, such as nature of work or supervision. Job satisfaction can be measured in
cognitive (evaluative),
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affective (or emotional), and behavioral components. Researchers have also noted that job
satisfaction measures vary in the extent to which they measure feelings about the job
(affective job satisfaction). or cognitions about the job (cognitive job satisfaction)
Constitutes job satisfaction

According to Jacob Morgan, futurist and best-selling author, the top 10 job satisfaction
factors are:
1. Appreciation for your work

2. Good relationships with colleagues
3. Good work-life balance
4. Good relationships with superiors
5. Company’s financial stability
6. Learning and career development
7. Job security
8. Attractive fixed salary
9. Interesting job content
10. Company values
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NEED OF THE STUDY
Employee welfare is very broad term, covering social security and such other
activities like canteen, housing, crèches and medical facilities.
Employee’s welfare improves morale and loyalty of workers by making happy and
satisfied. It increases job satisfaction and efficiency. It helps to increase employee’s
productivity and protects worker from social evils. It helps to enhance goodwill and public
image of the organisation. Labour welfare also helps to improve cotton mill industrial
relations and peace. A study on the labour welfare measures helps to know about facilities,
services, and activities provided to workers for improving their health efficiency, economic
settlement and social status
OBJECTIVES OF THE STUDY
• To examine the satisfaction level of employee regarding welfare measures

provided by the Organization
• To find the drawbacks in the current welfare measures
• To analyses and suggest further improvement of existing welfare facilities in
theorganization
• To study on employee satisfaction on welfare facilities
• To know the employee satisfaction towards working environment
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SCOPE OF THE STUDY
The researcher has given insight into various cotton mill organization environment
factors. This study will also help the management to reduce the job related problems,
increase motivational activities and develop the employees in such a way that their career
goals are achieved. This is an opportunity for the employees to give their feedback which
aids the management will do some alteration in the future welfare and other further
facilities. The suggestions and recommendations are also given at the end of the report. The
result of the study helps the management to know about the shortcoming in managing
employees and that also encourage them to take action to reduce their shortcomings.
LIMITATIONS OF THE STUDY
• The personal opinion of customers may vary from person to person.

• All the limitations to pertaining to questionnaire also affect the study.
• This sample may not be considered as a good representative of the whole population
• The study was purely based on the information given by the employees and
there are chances for giving wrong data.
• Employees are very busy in their work so they gave answers very much in the
questionnaire method.
• Certain employees were biased in answering to the questions.
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INDUSTRY PROFILE
The Garment Industry of India is an Rs -one trillion industry. Almost 33 % of its
knitwear production and about 20% of its woven-garment production, both by volume,
enters export markets. Overall about 25 % of the volume of its garment production goes
into export markets, leaving 75 % for domestic consumption.
The Industry covers over one lakh units and employs about 6 million workers, both
directly and indirectly in almost equal proportion. The indirect portion helps to sustain the
direct production sector in the shape of items associated with the garment industry
production including sewing/embroidery thread, buttons, buckles, zippers, metal plates,
cardboard sheets, plastic butterflies and packaging material.
Organized sector of the garment industry is roughly 20% of the total industry,
concentrating chiefly on exports. These are usually limited Companies while the rest are
proprietary or partnership Companies.
Geographically, men's garments are largely produced in western and southern India
while production of ladies garments predominates in North India. Eastern section of India
specializes in children garments where in fact, these took their birth.
Fibre-wise, 80% of the production is of cotton garments, 15% of synthetic/mixed

garments and the rest of silk and wool garments.
The industry manufactures over a 100 different types of garments for men, women
and children. These includes overcoats/raincoats, suits, ensembles, jackets, dresses, skirts,
trousers, shirts, blouses, inner-garments, T-shirts, jerseys/pullovers, babies garments as well
as accessories like shawls/scarves, handkerchiefs, gloves and parts of garments.
Fabric constitutes 65 to 70% of the cost of production with labour making up a

further 15% and the rest go for overheads and manufacturer's profit.
Retail trade in India is spread over department stores, hyper markets/discount stores
and specialty stores. A number of shopping malls have sprung up all over the country,
especially in the metros. Due to this, land prices have spiraled. Attention now shifts to "B"
class, "C" class cities andthe rural area.
Government policies of economic liberalization have raised incomes, encouraged

women entrepreneurs resulting in a steep rise in family incomes and making available
increasing levels of
7
Government policies of economic liberalization have raised incomes, encouraged
women entrepreneurs resulting in a steep rise in family incomes and making available
increasing levels of disposable income in their hands. This has helped to increase purchase
of garments but has limited this purchase due to rise in prices of food grains on account of
unseasonable weather. The benefit of economic reforms has percolated down to rural areas
coupled with the spread of education. In fact, some of rural areas enjoy a life-style
comparable to or even better than that enjoyed by urban folk.
For the last several years, 9 to 10% of the disposable income goes into the purchase
of garments and textiles in items like house-finishing, drapers, tapestries and the like.
Export of garments and accessories from India are routed to all corners of the world.
However, the USA, EU and Canada together account for 70% of world exports. Markets in
Asia, Africa, East Europe, Australia, New Zealand and countries in the Pacific Ocean
account for the rest.
Immediately after the cessation of ATC (Agreement on Textiles and Clothing) in

December 2004, limiting exports of textiles and garments from India, there was a 25% spurt
in exports of garments in the following year. This has since slowed down to around 10%. A
number of supplying countries from Asia have come into existence, notably, Bangladesh,
Vietnam, Sri Lanka, Cambodia and Pakistan resulting in cut-throat competition in the
supply of popular varieties helping to bring down prices.
India has had to adopt innovative practices by upgrading the quality of product in
order to sustain (leave alone increase) her market share in the world community. In recent
years, appreciation of the Indian Rupee vs.US $ and the downslide in US economy has had
a restraining effect on garment exports from India, but the industry is now coming to terms
with the development.
As a labour-oriented industry, the activity in production and marketing has now

shifted to Asia with India and China being leading suppliers as well as markets for
garments.
Major Trends in Apparel and Clothing

1. Global garment exports are valued at more than US$310 billion a year, of which the
world's top 15 clothing exporters account for more than 80%.
2. China continues to develop its textile and clothing exports despite the re-imposition
of quotas by the United States, Europe and some other developing countries till
8
December2008 as a temporary safeguard measure on exports from China. The gain
is due to the strategy of China to divert its clothing wholesale destinations from US
and EU to other Asian countries.
3. Developing countries in Asia continue expanding their Textile Garment Industry

due to their very-low-cost production. Apart from China, the true gainers of the
post-quota period are India, Bangladesh, Cambodia and Vietnam.
4. Turkey and Brazil are the emerging markets for investment by apparel
manufacturers and traders.
India's Garment/ Apparel Market Size
Today India is booming with fashion and lifestyle, with the organized retail trade
growing at a rate of 30% per annum. The Indian apparel or Indian garment industry is
pegged at more than 90,000 crores with nearly 13% growth per annum. The men's garment
or clothing segment constitutes nearly 45 % of the total apparel market and growing at a
constant rate each year. The share of organized branded segment in men's wear is fast
increasing in the Indian apparel market.
Domestic and Export Share

Indian Garment Sector earns high export revenue, it has witnessed substantial profit
accruing to retailers and Indian manufacturers are reflected in garment workers' wages. In
2004, Asian trade in the Garment Industry was to the tune of 138 billion US dollars. In
Bangalore itself there are large retail chains from the US and Europe - like GAP, Walmart,
Tommy Hilfiger and JC Penny - have outsourced orders to large factories to the tune of
269.6 million US dollars in 2005.
In 2006, India's textile industry (including garments) contributed 14% to industrial

production, 4% to GDP, and 17% to export revenues which directly employed 35 million
people including women and backward classes. Apparel exports totaled Rs 50,479 crore in
2009-10compared to Rs 50,293 crore in 2008-09. But in dollar terms, all months of 2009-
10 except July, August and November showed a painful downslide.
9
Employment opportunities
Indian Garment Industry is closely connected to the fashion industry and grows
hand in hand. With these even opportunities for the employment is also increasing to a
larger extent. These high levels of fashion consciousness has created the need for
candidates who are highly productive, efficient and have a passion to create new designs
and give way to creativity. This Industry demands and requires both skill and diligence.
India is an ultimate combination, like it has a matured garment industry for a long time
along with a vast trained manpower. Some of the key areas to work are related to design
and manufacturing, merchandising, import export according to the government policies,
freight and shipments etc. work as designer, or a start up a business in the local market and
expand the business to the others areas of the national market.
Latest developments
Southern India's Tirupur town, young girls are lured to work in the garment industry
with a promise of 'golden opportunity' to earn their own dowry at the end of a three-year
apprentice period. Garment industry of Tirupur projects a turnover of Rs 10,000 crore this
year, down from Rs 11,000 crore in 2006-07, thanks to the falling dollar. The industry
employs 400,000 workers regularly and an additional 500,000 seasonally where most of
them women and teenaged girls. The Indian Garment industry is today modernized via an
exclusive scheme, which has set aside $5bn for investment in improvisation of machinery.
International brands like the Levies, JC Penny, Wal-Mart, Gap, Marks & Spencer and other
industry giants are sourcing more and more fabrics and garments from India.
According to a study China and India will be major gainers. Where India could
increase their share from present 8 % in US textile market to 13.5% and from 3% to 8% in
US Garment market. Morgan Stanley has projected India to be one of top three exporters of
textile and garments. Indian Cotton Mills Federation study has estimated Indian textile
exports to reach US $ 40 Billion by 2010 and 12.5% share in the Indian Commodity export
basket However, the garment industry in India faces stiff competition from countries such
as Bangladesh, China and Vietnam. There is a pressure on the Indian garment industries to
produce finished garments at lower costs to survive the cut-throat competition.
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COMPANY PROFILE
NCC - a company which stands for its values.
We are one of the leading manufacturers of knitted garments in Tirupur, the Knit
City of South India. We are committed to the delivery of quality products meeting required
standards and specifications backed by the state-of-the-art infrastructure and skilled
workforce, NCC is able to create the success story.
NCC – A company that believes in evolution coming from an orchestrated

investment in men, materials, methods and management, is adapting itself to the changing
market scenario. Its progress over a decade has helped the company understand that change
is the only constant.
Values
We are Network Clothing Company (NCC). Our core business is Textile Exports,
but what drives us, is our commitment to our core values. We believe that values are not
only crucial, but an absolute necessity that no business can do without. Which is why, our
priority towards our Customers, Products, Team, and Accountability, Technology and
Environment takes precedence over everything else
Resource
NCC is a vertically integrated production house with the necessary infrastructure to

process the yarn to a finished garment. The company houses "state-of-the-art" machineries
and latest technologies to achieve an effective production of 50,000 Units / day in garments.
It also has a fabric processing capability of 10 Tones /day. The shop floors are
ergonomically designed, complying with the assembly line production methods.
Every process, right from the procurement till packing, is meticulously planned and
executed until it reaches the customer. Process enhancement is an ongoing and diligent
exercise in NCC, with a keen eye on the Industrial and Value engineering concepts. Also,
NCC runs on SAP, making all its processes accountable and analyzable. Every customer of
NCC enjoys the value addition it offers in every product that it delivers through the supply
chain.
12
Team
Every member of the NCC family has a defined and inevitable role in the process
and progress. The company holds fast to its Human Resource policies by ensuring
decent working hours, work environment, adequate training programmed to motivate and
develop their capabilities. Performance monitoring and appraisal is a vital function in
NCC's HR Policy.
The company has been conferred with the SA 8000 and ETI-GSP certifications for
its social accountability – benchmarking the working hours, social security benefits and
following Health & Safety measures. Above all, this factor is evident from the smiles that
have grown with the company, over the years.
Fabric
NCC manufactures knitted fabrics for its garment making needs and also supplies to
apparel manufacturers throughout the Asia-Pacific. It supplies fabrics for the manufacture
of intimate wear, casual wear and sportswear. The company has installed sophisticated
European machines that have the capability to knit, dye and finish fine fabrics.
This gives NCC the competitive advantage in serving its customers faster-better-
cheaper, thereby offering them the extra mileage of its lean manufacturing process. Also,
this makes the company a “Truly Vertically Integrated Unit “
Garments
The garmenting unit is equipped with modern machineries for all the processes like
cutting, sewing, printing, embroidery and washing. NCC specialize in both basic and
fashion garments. The emphasis is on every detail of the product and the testing ensures the
consistent quality of garments. With the right blend of technology and team work, NCC has
always delivered beyond the customers' expectations in making world class garments.
Commitment
There is no one factor that can be singled out as a key to achieving quality, it is all
pervasive– an attitude of mind that has transformed into a culture in NCC. It follows
stringent norms executed by an efficient quality assurance team. Rigorous testing on every
property and attribute of the product is carried out at all stages of production at the fully
equipped in –house laboratories.
13
The ISO 9001:2000 certification for Quality Management Systems and the Oeko-
Tex Standard to certify that the quality products are free from harmful dyes and chemicals,
are yardsticks for its quality assurance initiatives.
The company has also achieved the NABL-ISO/IEC 17025 Standard for its in-house
laboratory in order to provide reliable testing and calibration services.
Made in NCC
NCC differentiates itself in making better products by focusing on superior quality
and innovation in technology and processes. It is the passion towards the products it
manufactures that has evolved into an attitude, thus becoming the driving force for its team.
NCC manufactures intimate wear, sports wear and casual wear for Men, Women,
Children and Babies, meeting all the norms and standards for the specified category. It has
the necessary competencies to manufacture any type of knitted garment in a variety of
fabrics and styles.
Care
The company is well aware of the growing pollution and the depleting environment.
Standing by its commitment to the society, NCC adheres to stringent pollution control
norms and effective energy usage policies. Care has been taken to treat effluents and recycle
the used water.
NCC efforts to Reduce, Recover, Recycle, Reverse, Reuse, Research the use of both
natural and manmade resources, endeavoring to restore harmony in the earth it owes to its
successors.
Hallmark
NCC believes that a satisfied customer brings better business than its best marketing
effort. The satisfied clientele stands testimony to its services. NCC has always taken
relentless efforts to ensure that it surpasses the expectations of every customer by quality,
time and service. Over the decade-long relationship with its customers, NCC has proven
that it is not just products what their customers get, but a long-term value addition that
comes bundled always.
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PRODUCTS
Men’s wear of Network Clothing Company
Ladies wear
Kids wear
Address
Network Clothing Company Pvt Ltd.
NCC House, 2/641, Mangalam Road,
Andipalayam,
Tirupur - 641 687
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CHAPTER – II
2. REVIEW OF LITERATURE
Gani (2012)1 stressed upon the importance of non-wage incentives, which comes under the
purview of no statutory labour welfare facilities. Moreover the various aspects of the job in
which majority of the workers were highly dissatisfied are part of labour welfare facilities.
It determined the level of job satisfaction experienced by workers. However the research
did not study the influence of the dimensions of quality of work life or in other words the
labour welfare facilities on job satisfaction, nor did it study the influence of personal
variables, hierarchy, and that of statutory and non-statutory welfare facilities on job
satisfaction.
Sharan (2013)2 conducted a study on working conditions and job satisfaction. Six aspects
of working conditions studied were wages, job security, benefits, promotional prospects,
physical atmosphere at work, and social relationship with immediate bosses. The researcher
found that the accumulative effects of these adverse working conditions have rendered
work unpleasant for the respondents. Further it was found that if these working conditions
show any marked improvement particularly in wages, then the respondent's satisfaction
with their job is likely to improve considerably.
Kumar and Yadav (2014)3 titled Satisfaction Level from Labour Welfare Schemes in
Cotton mill in Gorakhpur Division, examined the labour welfare schemes in the cotton mill
of the Gorakhpur Division in Uttar Pradesh. Based on stratified random sampling, 240
workers were interviewed from this cotton mill, using a well-structured interview schedule.
According to Todd “Employee welfare means anything done for the comfort and
improvement, intellectual or social, of the employee over and above the wages paid which
is not a necessity of the industry. Employee satisfaction is the terminology used to describe
whether employees are happy, contented and fulfilling their desires and needs at work”
Gani (2012) Analysis of Labor Welfare Schemes and its Impact on Job Satisfaction: An Empirical Study.
Vol. - 7 No.
2, June-2016.
Sharan (2013) Impact of employee welfare facilities on job satisfaction‟, International journal of
economic and
business review, vol.2, no. 12, pp.189-197
Kumar and Yadav (2014) “An impact of welfare measures on level of satisfaction of employees”,
International journal for research in applied science & engineering technology, vol.5, issue8.
17
Ramamoorthy, Thooya Mani, et al. (2015)4 who has conducted a study on effectiveness
of welfare measures and employee morale in Clothing firm, Din. It was observed to
determine the employee satisfaction about the facilities given by the company and to assess
the impact of welfare measures on employee morale. Findings were employees were
satisfied by the welfares given by the company the study did not include the effect of
employee welfare measures on productivity and employee satisfaction level was
investigated.
Srinivasa Rao and Vidyanath (2016)5 have carried comparative study to examine the
effectiveness of statutory welfare measures fulfilment in clothing firm of tamilandu. The
researchers critically evaluated the canteen facility satisfaction among the selected
employees of sugar mills. The researchers framed hypothesis test to explore the association
between age and statutory welfare measures fulfilment across the different sugar mills
selected for the study. The result indicates that ages has significant association with welfare
measures fulfilment and have higher welfare measures fulfilment compared
Meenakshi Yadav (2016)6 in his paper ‘welfare measures’-A study on analysis of workers
reveals the welfare measures in the corporate sector. The factor analysis model has
various issues for labour welfare into eight factors. These are: loans and compensation
facilities, education, housing, subsidized food, better working environment, stability of
work force and provision of cooperative societies. To maintain good industrial relations in
the organizations, these types of welfare facilities can maintain long way efficiency in the
organizations. The corporate sector should maintain a good provision of welfare measures
for the workers
Sabarirajan et.al. (2017)7 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 clothing mill.
18
4
Ramamoorthy, Thooyamani, et al. (2015) “A study on employee welfare measures, with special reference
to cotton mills limited, Simhadri, Vishkapatnam”, Impact Journals, vol.5, issue11
5
Sharan (2013) “A study on employee welfare Facilities and its impact on employee satisfaction at Network
Clothing Company Pvt. Ltd with special reference to Tirupur district”, International journal of engineering
science and computing, vol.6, issue 12.
6
Meenakshi Yadav (2016) “An Empirical Study on Effect of Welfare Measures on Employees Satisfaction
in Cotton mills”, International Journal of Research in Commerce and Management, vol.2, issue9.
7
Sabarirajan et.al. (2017) A study on labor welfare measures and social security on selected engineering
unit of Ahmadabad, IBMRD's journal of management & research volume 6, Issue 1, March 2017, print ISSN:
2277- 7830,(online) ISSN: 2348-5922.
19
Satyanarayna and Reddi (2017)8 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 (2018)9 she stated that the employee welfare measures increase the productivity of
cotton mills organization and promote healthy industrial relations there by maintaining
industrial peace. Usually every organization provides 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 (2018)10 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.
Reshma and Basavaraj (2019)11 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.
8
Satyanarayna and Reddi (2017) “Importance of Employee Welfare and Performance: The Case of the
UASU atEgert on University, Kenya”, European Journal of Business and Management, vol.6, issueNo.7.
9
Sindhu (2018) “A study of labour welfare measures in the corporate sector”, Asian – African journal of
economics and econometrics, ISSN:329-337, volume-13, No-2
10
Upadhyay and Gupta (2018) “A Study on chemical industry health, safety &welfare measures the view
Salem region, volume1, issue1, international journal of research business management, www.citeseerx, ist,
PSU, Edu
11
Reshma and Basavaraj (2019) “A study on the effectiveness of labour welfare measures with special
20
references to Cotton mills, volume2, issue12, ISSN2277-8160, international global research analysis
Logasakthi and Rajagopal (2020)12 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.
Srinivas (2020)13 he identified welfare facilities and employee’s satisfaction level about
welfare facilities adopted at, 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. He attempted to identify the
prevailing labour welfare measures and social security in cotton manufacturing industries in
Chennai.
Nanda and Panda (2021)14 they stated the 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.
M. D. R. Harshani1 and I. Welmilla (2021)15 This study is to discuss the effect of

employee welfare facilities on cabin crew employee retention in Sri Lankan cotton mills.
The main goal of thepaper was to analyses the effect of Employee Welfare Benefits with
the Employees Retention among the clothing of fabric, cotton and other products using in
this firm and Employees in Sri Lankan cotton mills. 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
12Logasakthi and Rajagopal (2020) Level of stress and its impact on job satisfaction among the employees
of Cotton mills, Chennai, International Journal of Applied Engineering Research, v-9, i-22, pp-7549-7559,
2014.
21
13
Srinivas (2020) “A study of labour welfare measures in the corporate sector”, Asian – African journal of
economics and econometrics, ISSN:329-337, volume-13, No-2
14
Nanda and Panda (2021) Labour welfare measure in cement industries in India. IJPSS Jour. Vol. 2 (7) PP.
257-254. 15
M. D. R. Harshani1 and I. Welmilla (2021) ,” A study on status and prospects of India textile
industry”, volume3, issue11, iISSN2231-4245, an international journal of Research in Commerce and
Economics
22
23
CHAPTER – III
3. RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It may

be understood as a science of studying how research is done scientifically. In it we study
the various steps that are generally adopted by a researcher in studying his research problem
along with the logic behind them.
RESEARCH DESIGN: The formidable problem that follows the task of defining the
research problem is the preparation of the design of the research, popularly known as the
“research design”. A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the research purpose with
economy in procedure.
SAMPLE DESIGN: Sampling may be defined as the selection of some part of an

aggregate or totality on the basis of which a convenience or inference about the aggregate
or totality is made. In other words, it is the process of obtaining information about an entire
population by examining only part of it.
SAMPLING TECHNIQUES: The sampling technique used in this study is “convenience

sampling” when the population element for inclusion in the sample is based on the ease of
access. It can be called as convenience.
SAMPLE SIZE: The research has selective respondent 120 samples only.
METHODS OF DATA COLLECTION
• Primary data
• Secondary data
PRIMARY DATA: Primary goal is original and collected by the researcher freshly. In this
study Primary data was collected through questionnaire. A questionnaire is a popular means
of colleting Primary data.
SECONDARY DATA: Secondary data is the data, which is already available. It can be
obtained through company records, internet and some data collected from the observation
method by the researcher.
24
SIMPLE PERCENTAGE ANALYSIS
A percentage analysis is used to interpret data by the researcher for the analysis and
interpretation through the use of percentage. The data are reduced in the standard from
which base equal to 100 which fact facility relative comparison.
No. of respondents
Simple percentage = ……………………………… X 100
Total No. of respondents
TOOLS FOR ANALYSIS OF DATA
1. Chi-square Method
2. Correlation
3. Anova
CHI-SQUARE TEST
It is one of the simplest and widely used non parametric test in statistical work. The
quantity chi-square describe the magnitude of the discrepancy between theory and
observation
This is defined as,
Chi – Square =∑
(𝒐𝒊−𝑬𝒊)𝟐 𝑬𝒊
Oi = Observed frequency, Ei = Expected frequency
In general the expected frequency for any can be calculated from the following equations
𝑅𝑇 𝑋 𝐶𝑇
E =
𝑁
E = Expected frequency,CT = Column total
RT = Row total, N = Total number of observations
25
CORRELATION TEST
There are several different correlation techniques. The survey systems optional
statistics module includes the most common type, called the person or product moment
correlation. The module also includes a variation on this type called partial correlation. The
latter is useful when you want to look at the relationship between two variables while
removing the effect of none or two other variables. Like all statistical techniques,
correlation is only appropriate for certain kinds of data. Correlation works for quantifiable
data which numbers are meaningful, usually quantities of some sort.
∑ XY
𝑟=
(∑ X2 ) (∑ 𝑌2)
ANOVA TEST
Examination of change, or ANOVA, is a solid measurable method that is utilized to

show contrast between at least two methods or parts through importance tests. It likewise
shows us an approach to make numerous examinations of a few populace implies. The
Anova test is performed by looking at two sorts of variety, the variety between the
examples implies, just as the variety inside every one of the examples. Beneath referenced
recipe addresses one way Anova test measurements:
F = Anova Coefficient, MST = Mean sum of squares due to treatment MSE = Mean sum
ofsquares due to error
26
CHAPTER – IV
DATA ANALYSIS AND INTERPRETATION
TABLE – 4.1
GENDER OF THE RESPONDENTS
GENDER NO. OF PERCE

RESPONDENTS NTAGE
%
Male 107 89.2
Female 13 10.8
Total 120 100
Source: Primary data
INTERPERTATION: The above table shows that in gender of the respondents

89.2% ofthe respondents are male and 10.8% of the respondents are female.
INFERENCE: Majority 89.2% of the respondents are Male.
27
CHART – 4.1
GENDER OF THE RESPONDENTS
28
TABLE – 4.2
EDUCATIONAL QUALIFICATION
EDUCATIONAL NO. OF RESPONDENTS PERCENTAGE

%
QUALIFICATION
HSC 12 10.0
SSLC 11 9.2
Diploma 92 76.7
Graduate 5 4.2
Total 120 100
INTERPERTATION: The above table shows that educational qualification of the

respondents, 10.0% of the respondents qualification are HSC, 9.2% of the respondents
qualification are SSLC, 76.7% of the respondents qualification are Diploma, 4.2% of
the respondents qualification are graduate.
INFERENCE: Majority 76.7% of the respondents qualification are Diploma
29
CHART – 4.2
EDUCATIONAL QUALIFICATION
30
TABLE – 4.3
WORK EXPERIENCE
WORK EXPERIENCE NO. OF RESPONDENTS PERCENTAG

E%
Below 1 year 22 18.3
1-2 Years 49 40.8
2-4 Years 32 26.7
4 Years and above 17 14.2
Total 120 100
INTERPERTATION: The above table shows that work experience of the respondents,
18.3% of the respondent’s experience are Below 1 year, 40.8% of the respondents
experience are 1-2 year, 26.7% of the respondents experience are 2-4 year and 14.2% of
the respondents experience are 4 years and above.
INFERENCE: Majority 40.8% of the respondents experiences are 1-2 year.
31
CHART – 4.3
WORK EXPERIENCE
32
TABLE – 4.4
WORKING WITH THIS ORGANIZATION
WORKING NO. OF PERCENTAGE %

RESPONDENTS
0-5 Years 42 35.0
5-10 Years 24 20.0
10 to 15 Years 35 29.2
Over 15 Years 19 15.8
Total 120 100
INTERPERTATION: The above table shows that Employees Work Experience with
this organization, 35.0% of the respondents are Employees Work Experience 0-5 years,
20.0% of the respondents are Employees Work Experience 5- 10 years, 29.2% of the
respondents functioning organization 10- 15 years and 15.8% of the respondents
functioning organization Over 15 years.
INFERENCE: Majority 35.0% of the respondents are having 0-5 years employees work
experience.
33
CHART – 4.4
FUNCTIONING WITH THIS ORGANIZATION
34
TABLE – 4.5
WORKING ENVIRONMENT OF THE ORGANIZATION
WORKING NO. OF PERCENTAGE %

RESPONDENTS
ENVIRONMENT
Exceptionally Satisfactory 19 15.8
Agreeable 55 45.8
Averagely Satisfactory 25 20.8
Dissatisfactory 14 11.7
Exceptionally
7 5.8
Dissatisfactory
Total 120 100
INTERPERTATION: The above table shows that working environment of the

organization, 15.8% of the respondents are Exceptionally Satisfactory working
environment, 45.8% of the respondents are Agreeable working environment, 20.8% of
the respondents are Averagely Satisfactory working environment, 11.7% of the
respondents are Dissatisfactory working environment and 5.8% of the respondents are
Exceptionally Dissatisfactory working environment.
INFERENCE: Majority 45.8% of the respondents are Agreeable working environment.
35
CHART – 4.5
WORKING ENVIRONMENT OF THE ORGANIZATION
36
TABLE – 4.6
HEALTH ADVANTAGES BY THE ORGANIZATION TO THE WORKERS
HEALTH ADVANTAGES NO. OF RESPONDENTS PERCENTAG

E%
Exceedingly Satisfactory 26 21.7
Acceptable 44 36.7
Normal 31 25.8
Profoundly Dissatisfactory
6 5.0
Total 120 100
INTERPERTATION: The above table shows that health advantages by the

organization to the workers, 21.7% of the respondents are Exceedingly Satisfactory
health advantage, 36.7% of the respondents are Acceptable health advantage, 25.8% of
the respondents are Normal health advantage, 10.8% of the respondents are
Dissatisfactory health advantage and 5.0% of the respondents are Profoundly
Dissatisfactory health advantage.
INFERENCE: Majority 36.7% of the respondents are Acceptable health advantage.
37
CHART – 4.6
HEALTH ADVANTAGES BY THE ORGANIZATION TO THE WORKERS
38
TABLE – 4.7
WORKING HOURS OF THE ORGANIZATION
WORKING HOURS NO. OF RESPONDENTS PERCENTAG

E%
Very Satisfactory 19 15.8
Acceptable 55 45.8
Normal 25 20.8
Very Dissatisfactory 7 5.8
Total 120 100
INTERPERTATION: The above table shows that in working hours of the organization,
15.8% of the respondents are Very satisfactory in working hours of the organization,
45.8% of the respondents are Acceptable in working hours of the organisation, 20.8% of
the respondents are Normal in working hours of the organisation, 11.7% of the
respondents are Dissatisfactory in working hours of the organisation and 5.8% of the
respondents are Very Dissatisfactory in working hours of the organisation.
INFERENCE: Majority 45.8% of the respondents are Acceptable in working hours of

the organisation.
39
CHART– 4.7
WORKING HOURS OF THE ORGANIZATION
40
TABLE – 4.8
RATE THE SITTING COURSE OF ACTION OF THE ORGANIZATION
COURSE OF ACTION OF NO. OF RESPONDENTS PERCENTAG

E%
THE ORGANIZATION
Acceptable 44 36.7
Normal 31 25.8
Exceedingly Dissatisfactory
6 5.0
Total 120 100
INTERPERTATION: The above table shows that rate the sitting course of action of
the organisation, 21.7% of the Respondents are Exceedingly Satisfactory course of
action of the organisation, 36.7% of the respondents are Acceptable course of action of
the organisation, 25.8% of the respondents are Normal course of action of the
organisation, 10.8% of the respondents are Dissatisfactory course of action of the
organisation and 5.0% of the respondents are Exceedingly Dissatisfactory course of
action of the organisation.
INFERENCE: Majority 36.7% of the respondents are Acceptable course of action of

the organisation.
41
CHART – 4.8
RATE THE SITTING COURSE OF ACTION OF THE ORGANIZATION
42
TABLE – 4.9
RATE THE CONVEYANCE ALLOWANCE OFFERED BY THE ORGANIZATION
CONVEYANCE NO. OF RESPONDENTS PERCENTAG

E%
ALLOWANCE
Acceptable 48 40.0
Normal 20 16.7
Total 120 100
INTERPERTATION: The above table shows that conveyance allowance offered by the
organization, 26.7% of the respondents are Very satisfactory allowance offered by the
organization, 40.0% of the respondents are Acceptable allowance offered by the
organization, 16.7% of the respondents are Normal allowance offered by the
organization, 10.8% of the respondents are Dissatisfactory allowance offered by the
organization and 5.8% of the respondents are Very Dissatisfactory allowance offered by
the organization.
INFERENCE: Majority 40.0% of the respondents are Acceptable conveyance

allowance offered by the organization.
43
CHART – 4.9
RATE THE CONVEYANCE ALLOWANCE OFFERED BY THE ORGANIZATION
44
TABLE – 4.10
RATE THE OVERTIME STIPEND OFFERED BY THE ORGANIZATION
OVERTIME STIPEND NO. OF RESPONDENTS PERCENTAG

E%
OFFERED
Acceptable 36 30.0
Normal 20 16.7
Total 120 100
INTERPERTATION: The above table shows that overtime stipend offered by the
organisation, 40.8% of the respondents are Very Satisfactory overtime stipend offered by
the organisation, 30.0% of the respondents are Acceptable, 16.7% of the respondents are
Normal, 8.3% of the respondents are Dissatisfactory and 4.2% of the respondents are
Very Dissatisfactory.
INFERENCE: Majority 40.8% of the respondents are Very Satisfactory overtime

stipend offered by the organisation.
45
CHART– 4.10
RATE THE OVERTIME STIPEND OFFERED BY THE ORGANIZATION
46
TABLE – 4.11
RATE LEAVE APPROACH OF THE ORGANIZATION
RATE LEAVE NO. OF RESPONDENTS PERCENTAG

E%
APPROACH
Exceptionally Satisfactory 59 49.2
Attractive 26 21.7
Normal 17 14.2
Exceptionally
8 6.7
Dissatisfactory
Total 120 100
INTERPERTATION: The above table shows that approach of the organisation, 49.2%
of the respondents are Exceptionally Satisfactory leave approach, 21.7% of the
respondents are Attractive leave approach, 14.2% of the respondents are Normal leave
approach, 8.3% of the respondents are Dissatisfactory leave approach and 6.7% of the
respondents are Exceptionally Dissatisfactory leave approach.
INFERENCE: Majority 49.2% of the respondents are Exceptionally Satisfactory leave

approach.
47
CHART – 4.11
RATE LEAVE APPROACH OF THE ORGANIZATION
48
TABLE – 4.12
RATE THE BOTTLE ADMINISTRATIONS GAVE BY THE ASSOCIATION
BOTTLE NO. OF RESPONDENTS PERCENTAG

E%
ADMINISTRATIONS
Profoundly Satisfactory 50 41.7
Attractive 37 30.8
Normal 23 19.2
Profoundly Dissatisfactory 2 1.7
Total 120 100
INTERPERTATION: The above table shows that bottle administrations gave by the
association, 41.7% of the respondents are Profoundly Satisfactory bottle administrations
gave by the association, 30.8% of the respondents are Attractive bottle administrations
gave by the association, 19.2% of the respondents are Normal bottle administrations
gave by the association, 6.7% of the respondents are Dissatisfactory bottle
administrations gave by the association and 1.7% of the respondents are Profoundly
Dissatisfactory bottle administrations gave by the association.
INFERENCE: Majority 41.7% of the respondents are Profoundly Satisfactory bottle

administrations gave by the association.
49
CHART – 4.12
RATE THE BOTTLE ADMINISTRATIONS GAVE BY THE ASSOCIATION
50
TABLE – 4.13
ORGANIZATION TAKE WELLBEING MEASURES FOR REPRESENTATIVE

SECURITYC
WELLBEING NO. OF RESPONDENTS PERCENTAG

E%
MEASURES
Yes 62 51.7
No 58 48.3
Total 120 100
INTERPERTATION: The above table shows that organisation take wellbeing

measures for representative, 51.7% of the respondents are organisation take wellbeing
measures for representative and 48.3% of the respondents are not organisation take
wellbeing measures for representative.
INFERENCE: Majority 51.7% of the respondents are organisation take wellbeing

measures for representative.
51
CHART – 4.13
ORGANIZATION TAKE WELLBEING MEASURES FOR REPRESENTATIVE

SECURITY
52
TABLE – 4.14
WELFARE EXERCISES OF THE ORGANIZATION GIVE A SENTIMENT SECURITY

AND ENHANCE TO EXECUTION
GIVE A SENTIMENT NO. OF RESPONDENTS PERCENTAG

E%
SECURITY
Yes 74 61.7
No 46 38.3
Total 120 100
INTERPERTATION: The above table shows that 61.7% of the respondents are welfare
exercises of the organization give a sentiment security and enhance to execution and
38.3% of the respondents are not welfare exercises of the organization give a sentiment
security and enhance to execution.
INFERENCE: Majority 61.7% of the respondents welfare exercises of the organization

give a sentiment security and enhance to execution.
53
CHART – 4.14
WELFARE EXERCISES OF THE ORGANIZATION GIVE A SENTIMENT SECURITY

AND ENHANCE YOUR EXECUTION
54
TABLE – 4.15
RATE THE GENERAL FULFILLMENT WITH REPRESENTATIVE WELFARE

EXERCISES
GENERAL FULFILLMENT NO. OF RESPONDENTS PERCENTAG

E%
Agreeable 50 41.7
Normal 16 13.3
Exceedingly Dissatisfactory 1 .8
Total 120 100
INTERPERTATION: The above table shows that general fulfilment with representative
welfare exercises, 40.0% of the respondents are Exceedingly Satisfactory general
fulfilment with representative welfare exercises, 41.7% of the respondents are Agreeable
general fulfilment with representative welfare exercises, 13.3% of the respondents are
Normal general fulfilment with representative welfare exercises, 4.2% of the respondents
are Dissatisfactory and .8% of the respondents are Exceedingly Dissatisfactory.
INFERENCE: Majority 41.7% of the respondents are Agreeable general fulfilment with
representative welfare exercises.
55
CHART– 4.15
RATE THE GENERAL FULFILLMENT WITH REPRESENTATIVE WELFARE

EXERCISES
56
TABLE – 4.16
RATE THE FOLLOWING: (WELFARE MEASURES)
Highly Satisfied Average Dissatisfied Highly

Satisfied Dissatisfied
Res Per Res Per Res Per Res Per Res Per
Working
20 16.7% 52 43.3% 18 15.0% 28 23.3% 2 1.7%
environment
Medical benefits 38 31.7% 62 51.7% 13 10.8% 6 5.0% 1 0.8%
Working hours of
42 35.0% 61 50.8% 12 10.0% 4 3.3% 1 0.8%
the organisation
Recreation place 26 21.7% 72 60.0% 10 8.3% 8 6.7% 4 3.3%
Leave policy 23 19.2% 43 35.8% 40 33.3% 10 8.3% 4 3.3%
Canteen services 37 30.8% 48 40.0% 22 18.3% 11 9.2% 2 1.7%
Rest room and
lunch room 50 41.7% 35 29.2% 26 21.7% 8 6.7% 1 0.8%
facility
Maternity leave
for the female 30 25.0% 52 43.3% 20 16.7% 12 10.0% 6 5.0%
employee
First aid
procedures and 54 45.0% 39 32.5% 14 11.7% 8 6.7% 5 4.2%
safety measures
INTERPERTATION: The above table shows that 43.3% of the respondents are Satisfied
in Working environment, 51.7% of the respondents are Satisfied in Medical benefits,
50.8% of the respondents are Satisfied in Working hours of the organisation, 60.0% of the
respondents are Satisfied in Recreation place, 35.8% of the respondents are Satisfied in
Leave policy, 40.0% of the respondents are Satisfied in Canteen services, 41.7% of the
respondents are Highly Satisfied in Rest room and lunch room facility, 43.3% of the
respondents are Satisfied in Maternity leave for the female employee and 45.0% of the
respondents are Highly Satisfied in First aid procedures and safety measures.
57
CHART – 4.16
RATE THE FOLLOWING: (WELFARE MEASURES)
58
TABLE – 4.17
OVERALL SATISFACTION WITH EMPLOYEE WELFARE ACTIVITIES
OVERALL NO. OF RESPONDENTS PERCENTAG

E%
SATISFACTION
Highly Satisfied 19 15.8
Satisfied 58 48.3
Average 31 25.8
Dissatisfied 8 6.7
Highly Dissatisfied 4 3.3
Total 120 100
INTERPERTATION: The above table shows that, 15.8% of the respondents are Highly
satisfied with welfare activities, 48.3% of the respondents are Satisfied with welfare
activities, 25.8% of the respondents are Average with welfare activities, 6.7% of the
respondents are Dissatisfied with welfare activities and 3.3% of the respondents are
Highly Dissatisfied with welfare activities.
INFERENCE: Majority 48.3% of the respondents are Satisfied with welfare activities.
59
CHART – 4.17
OVERALL SATISFACTION WITH EMPLOYEE WELFARE ACTIVITIES
60
TABLE – 4.18
RATE THE FOLLOWING (JOB SATISFACTION)
FACTORS Strongly Agree Neutral Disagree Strongly
Agree Disagree
Res Per Res Per Res Per Res Per Res Per
Is your work
according to your 47 39.2% 31 25.8% 28 23.3% 10 8.3% 4 3.3%
qualification and skills
Is the employees are
satisfied with the top 42 35.0% 37 30.8% 29 24.2% 8 6.7% 4 3.3%
management
Is the company
provides satisfactory
50 41.7% 34 28.3% 23 19.2% 10 8.3% 3 2.5%
salary according to the
work
Are the employees in
the company having
necessary authority to 40 33.3% 35 29.2% 25 20.8% 13 10.8% 7 5.8%
perform their duties
effectively
Company organises
counselling programs
45 37.5% 36 30.0% 23 19.2% 13 10.8% 3 2.5%
for the employees
regularly
Employees in the
company share
48 40.0% 39 32.5% 21 17.5% 10 8.3% 2 1.7%
experience to help
each other
Top management
involves employees in
40 33.3% 32 26.7% 29 24.2% 14 11.7% 5 4.2%
the management
decisions
Your company
recognize and
44 36.7% 37 30.8% 22 18.3% 13 10.8% 4 3.3%
acknowledge your
work
61
INTERPERTATION: The above table shows that 39.2% of the respondents are strongly
agree in Is your work according to your qualification and skills, 35.0% of the respondents
are strongly agree in Is the employees are satisfied with the top management, 41.7% of the
respondents are strongly agree in Is the company provides satisfactory salary according to
the work, 33.3% of the respondents are strongly agree in Are the employees in the company
having necessary authority to perform their duties effectively, 37.5% of the respondents are
strongly agree in Company organizes counselling programs for the employees regularly,
40.0% of the respondents are strongly agree in Employees in the company share experience
to help each other, 33.3% of the respondents are strongly agree in Top management
involves employees in the management decisions and 36.7% of the respondents are strongly
agree in Your company recognize and acknowledge your work.
INFERENCE: Majority 41.7% of the respondents are strongly agree in Is the company
provides satisfactory salary according to the work.
CHART – 4.18
RATE THE FOLLOWING (JOB SATISFACTION)
62
TABLE – 4.19
OVERALL SATISFACTION WITH THE JOB
OVERALL NO. OF RESPONDENTS PERCENTAG

E%
SATISFACTION WITH
YOUR JOB
Strongly Agree 34 28.3
Agree 67 55.8
Neutral 6 5.0
Disagree 7 5.8
Strongly Disagree 6 5.0
Total 120 100
INTERPERTATION: The above table shows that overall satisfaction with the job, 28.3%
of the respondents are strongly agree in overall satisfaction with the job, 55.8% of the
respondents are Agree in overall satisfaction with the job, 5.0% of the respondents are
Neutral and strongly Disagree in overall satisfaction with the job and remaining 5.8% of
the respondents are Disagree in overall satisfaction with the job.
INFERENCE: Majority 55.8% of the respondents are Agree in overall satisfaction with
the job.
63
CHART – 4.19
OVERALL SATISFACTION WITH YOUR JOB
64
TABLE – 4.20
WELFARE FACILITIES PROVIDED TO THE EMPLOYEES BY THE ORGANISATION
WELFARE FACILITIES NO. OF RESPONDENTS PERCENTAG

E%
PROVIDED TO THE
EMPLOYEES
Strongly Agree 50 41.7
Agree 38 31.7
Neutral 20 16.7
Disagree 7 5.8
Strongly Disagree 5 4.2
Total 120 100
INTERPERTATION: The above table shows that 41.7% of the respondents are
strongly agree in welfare facilities provided to the employees by the organisation, 31.7%
of the respondents are Agree in welfare facilities provided to the employees by the
organisation, 16.7% of the respondents are Neutral in welfare facilities provided to the
employees by the organisation, 5.8% of the respondents are Disagree and 4.2% of the
respondents are stronglyDisagree.
65
CHART – 4.20
WELFARE FACILITIES PROVIDED TO THE EMPLOYEES BY THE

ORGANISATION
66
TABLE – 4.21
WILL TAKE FOR SANCTIONING SPECIAL WELFARE
WILL TAKE FOR NO. OF RESPONDENTS PERCENTAG

E%
SANCTIONING SPECIAL
WELFARE
1-2 week 24 20.0

2-3 week 31 25.8
3-4 week 51 42.5
4-5week 9 7.5
5-6 week 5 4.2
Total 120 100
INTERPERTATION: The above table shows that 20% of the respondents are 1-2 week
of will take sanctioning special welfare, 25.8% of the respondents are 2-3 week of will
take sanctioning special welfare, 42.5% of the respondents are 3-4 week of will take
sanctioning special welfare, 7.5% of the respondents are 4-5 week of will take
sanctioning special welfare, and 4.2% of the respondents are 5-6 week of will take
sanctioning special welfare
INFERENCE: Majority 42.5% of the respondents are 3-4 week of will take sanctioning
special welfare,
67
CHART – 4.21
WILL TAKE FOR SANCTIONING SPECIAL WELFARE
68
TABLE – 4.22
FESTIVAL OR FAMILY FUNCTION TO PROVIDE
FESTIVAL OR FAMILY NO. OF RESPONDENTS PERCENTAG

E%
FUNCTION
Highly satisfied 16 13.3

Satisfied 51 42.5
Average 32 26.7
Dissatisfied 16 13.3
Highly dissatisfied 5 4.2
Total 120 100
INTERPERTATION: The above table shows that 13.3% of the respondent are highly
satisfied festival or family function, 42.5% of the respondents are satisfied festival or
family function, 26.7% of the respondents are average family function,13.3% of the
respondents are dissatisfied or family function, and 4.2% of the respondents is festival or
family function in highly satisfied
INFERENCE: Majority 42.5% of the respondents are satisfied festival or family function.
69
CHART – 4.22
FESTIVAL OR FAMILY FUNCTION TO PROVIDE
70
TABLE – 4.23
SATISFIED WITH THE PROMOTION POLICY
PROMOTION POLICY NO. OF RESPONDENTS PERCENTAG

E%
Highly satisfied 16 13.3
Satisfied 12 10.0
Average 74 61.7
Dissatisfied 8 6.7
Highly dissatisfied 10 8.3
Total 120 100
INTERPERTATION: The above table shows that 13.3% of the respondents are highly
satisfied in promotion policy, 10% of the respondents are satisfied in promotion policy,
61.7% of the respondents are average, 6.7% of the respondents are Dissatisfied, 8.3% of
therespondents are Highly dissatisfied
INFERENCE: Majority of, 61.7% of the respondents are average in promotion policy
71
CHART – 4.23
SATISFIED WITH THE PROMOTION POLICY
72
TABLE – 4.24
WELFARE MEASURES HELP IN SOLVING THE PROBLEMS
WELFARE MEASURES NO. OF RESPONDENTS PERCENTAGE %

HELP
Always 42 35.0
Sometimes 48 40.0
Never 16 13.3
No opinion 14 11.7
Total 120 100
INTERPERTATION: The above table shows that 35% of the respondents are always in
welfare measures helps in solving the problems, 40% of the respondents are always in
welfare measures helps in solving the problems, 13.3% of the respondents are always in
welfare measures helps in solving the problems, and 11.7% of the respondents are always
inwelfare measures helps in solving the problems.
INFERENCE:
Majority 40% of the respondents are always in welfare measures helps In solving the
problems
73
CHART – 4.24
WELFARE MEASURES HELP IN SOLVING THE PROBLEMS
74
4.25 CHI-SQUARE ANALYSIS
NULL HYPOTHESIS
Ho – There in no significant relationship between work experience and

working environment of the organization.
ALTERNATIVE HYPOTHESIS
Ha –There in a significant relationship between work experience and working

environment of the organization.
Case Processing Summary
Case
s
Valid Missing Tot
al
N Percent N Percent N Percent
Work experience *
Working Environment of 120 100.0% 0 .0% 120 100.0
%
the Organization
Work experience * Working Environment of the Organization Crosstabulation
Working Environment of the Organization
Exceptional
Count Exceptionally ly
Satisfactory Agreeable Averagely Dissatisfact Dissatisfact
Satisfactory ory ory Total
Work Below 1 19 3 0 0 0 22
experience year
1-2 Years 0 49 0 0 0 49
2-4 Years 0 3 25 4 0 32
4 Years
0 0 0 10 7 17
and
above
Total 19 55 25 14 7 120
75
Chi-Square Tests
Value df Asymp. Sig. (2-

sided)
Pearson Chi-Square 2.899E2a 12 .000
Likelihood Ratio 250.481 12 .000
Linear-by-Linear Association 105.707 1 .000
N of Valid Cases 120
a. 11 cells (55.0%) have expected count less than 5. The minimum expected count is .99.
Symmetric Measures
Asymp. Std. Approx.

Value Errora Approx. Tb Sig.
Ordinal by Ordinal Gamma 1.000 .000 25.315 .000

Measure of Kappa
.c
Agreement
N of Valid Cases 120
a. Not assuming the null hypothesis.

b. Using the asymptotic standard error assuming the null hypothesis.
c. Kappa statistics cannot be computed. They require a symmetric 2-way table in which
thevalues of the first variable match the values of the second variable.
RESULT
Hence the value is less than 0.05, we accept null hypothesis and reject alternate
hypothesis. So, there is no significant difference between work experience and working
76
TABLE – 4.26
CORRELATIONS
The table shows that the relationship between Working Hours of the
Organization and Overall satisfaction with your job
Correlations
Working Hours Overall

of the satisfaction with
Organization your job
Working Hours of the Pearson

Correlation 1 .873**
Organization
Sig. (2- .000

tailed)
N 120 120
Overall satisfaction with your Pearson

Correlation .873** 1
Job
Sig. (2- .000

tailed)
N 120 120
Correlation is significant at the 0.01 level (2-tailed).
77
NONPARAMETRIC CORRELATIONS
Correlations
Working Overall
Hours of the satisfaction
Organization with your job
Kendall's tau_b Working Hours of the Correlation

1.000 .780**
Organization Coefficient
Sig. (2-tailed) . .000
N 120 120
Overall satisfaction Correlation

.780** 1.000
with your job Coefficient
Sig. (2-tailed) .000 .
N 120 120
Spearman's rho Working Hours of the Correlation

1.000 .821**
Organization Coefficient
Sig. (2-tailed) . .000
N 120 120
Overall satisfaction Correlation

.821** 1.000
with your job Coefficient
Sig. (2-tailed) .000 .
N 120 120
Correlation is significant at the 0.01 level (2-tailed).
RESULT
This is a positive correlation. There are relationships between Working Hours of

the Organization and Overall satisfaction with your job.
78
TABLE – 4.23
ANOVA
NULL HYPOTHESIS
Ho: There is no significant relationship between Functioning with this

Organization and Rate the Conveyance Allowance offered by the Organization.
ALTERNATIVE HYPOTHESIS
H1: There is a significant relationship between Functioning with this Organization

and Rate the Conveyance Allowance offered by the Organization.
ANOVA
Sum of Mean
Functioning with this Organization
Squares df Square F Sig.
Between (Combined) 120.402 4 30.100 140.772 .000

Groups
Linear Unweighted 77.390 1 77.390 361.931 .000
Term
Weighted 116.165 1 116.165 543.276 .000
Deviation 4.237 3 1.412 6.605 .000
Within Groups 24.590 115 .214
Total 144.992 119
79
POST HOC
Multiple Comparisons
Dependent Variable: Functioning with
thisOrganization
(I) Rate the Conveyance Allowance 95% Confidence

offered by the Organization Mean Interval
(J) Rate the Conveyance Allowance Difference Std. Lower Upper
offered by the Organization (I-J) Error Sig. Bound Bound
Very Satisfactory Acceptable -1.083 .106 .000 -1.38 -.79
Normal -2.000 .132 .000 -2.37 -1.63
Dissatisfactory -2.923 .152 .000 -3.34 -2.50
Very
-3.000 .193 .000 -3.53 -2.47
Dissatisfactory
Acceptable Very
1.083 .106 .000 .79 1.38
Satisfactory
Normal -.917 .123 .000 -1.26 -.58
Very
-1.917 .187 .000 -2.44 -1.40
Dissatisfactory
Normal Very
2.000 .132 .000 1.63 2.37
Satisfactory
Acceptable .917 .123 .000 .58 1.26
Dissatisfactory -.923 .165 .000 -1.38 -.47
Very
-1.000 .203 .000 -1.56 -.44
Dissatisfactory
Dissatisfactory Very
2.923 .152 .000 2.50 3.34
Satisfactory
Acceptable 1.840 .145 .000 1.44 2.24
80
Normal .923 .165 .000 .47 1.38
Very
-.077 .217 .997 -.68 .52
Dissatisfactory
Very Very
3.000 .193 .000 2.47 3.53
Dissatisfactory Satisfactory
Acceptable 1.917 .187 .000 1.40 2.44
Normal 1.000 .203 .000 .44 1.56
Dissatisfactory .077 .217 .997 -.52 .68
LSD Very Acceptable -1.083 .106 .000 -1.29 -.87

Satisfactory Normal -2.000 .132 .000 -2.26 -1.74
Very
-3.000 .193 .000 -3.38 -2.62
Dissatisfactory
Acceptable Very
1.083 .106 .000 .87 1.29
Satisfactory
Normal -.917 .123 .000 -1.16 -.67
Very
-1.917 .187 .000 -2.29 -1.55
Dissatisfactory
Normal Very
2.000 .132 .000 1.74 2.26
Satisfactory
Acceptable .917 .123 .000 .67 1.16
Very
-1.000 .203 .000 -1.40 -.60
Dissatisfactory
2.923 .152 .000 2.62 3.22
Satisfactory
Acceptable 1.840 .145 .000 1.55 2.13
Normal .923 .165 .000 .60 1.25
81
Very
-.077 .217 .723 -.51 .35
Dissatisfactory
Very Very
3.000 .193 .000 2.62 3.38
Acceptable 1.917 .187 .000 1.55 2.29
Normal 1.000 .203 .000 .60 1.40
Tamhane Very Acceptable -1.083 .102 .000 -1.38 -.78

Satisfactory
Normal -2.000 .000 . -2.00 -2.00
Very
-3.000 .000 . -3.00 -3.00
Dissatisfactory
Acceptable Very
1.083 .102 .000 .78 1.38
Satisfactory
Normal -.917 .102 .000 -1.22 -.62
Very
-1.917 .102 .000 -2.22 -1.62
Dissatisfactory
Normal Very
2.000 .000 . 2.00 2.00
Satisfactory
Acceptable .917 .102 .000 .62 1.22
Very
-1.000 .000 . -1.00 -1.00
Dissatisfactory
2.923 .077 .000 2.66 3.19
Satisfactory
Acceptable 1.840 .128 .000 1.47 2.21
Normal .923 .077 .000 .66 1.19
82
Very
-.077 .077 .984 -.34 .19
Dissatisfactory
Very Very
3.000 .000 . 3.00 3.00
Acceptable 1.917 .102 .000 1.62 2.22
Normal 1.000 .000 . 1.00 1.00
Dunnett Very Acceptable -1.083 .102 .000 -1.38 -.78

T3 Satisfactory
Normal -2.000 .000 . -2.00 -2.00
Very
-3.000 .000 . -3.00 -3.00
Dissatisfactory
Acceptable Very
1.083 .102 .000 .78 1.38
Satisfactory
Normal -.917 .102 .000 -1.22 -.62
Very
-1.917 .102 .000 -2.22 -1.62
Dissatisfactory
Normal Very
2.000 .000 . 2.00 2.00
Satisfactory
Acceptable .917 .102 .000 .62 1.22
Very
-1.000 .000 . -1.00 -1.00
Dissatisfactory
2.923 .077 .000 2.67 3.18
Satisfactory
Acceptable 1.840 .128 .000 1.47 2.21
Normal .923 .077 .000 .67 1.18
83
Very
-.077 .077 .965 -.33 .18
Dissatisfactory
Very Very
3.000 .000 . 3.00 3.00
Acceptable 1.917 .102 .000 1.62 2.22
Normal 1.000 .000 . 1.00 1.00
The mean difference is significant at the 0.05 level.
HOMOGENEOUS
Functioning with this Organization
Rate the Conveyance Subset for alpha = 0.05

Allowance offered by
the Organization N 1 2 3 4
Student-Newman- Very Satisfactory 32 1.00

Keulsa Acceptable 48 2.08
Normal 20 3.00
Sig. 1.000 1.000 1.000 .644
Tukey HSDa Very Satisfactory 32 1.00
Acceptable 48 2.08
Normal 20 3.00
Sig. 1.000 1.000 1.000 .990
Means for groups in homogeneous subsets are displayed.

a. Uses Harmonic Mean Sample Size = 15.535.
84
MEANS
RESULT
From the above analysis, we find that calculated value of the F-value 361.931 is a
positive value, so H1 accept. Since the P value 0.000 is less than < 0.05 regarding there is a
significant relationship between Functioning with this Organization and Rate the
Conveyance Allowance offered by the Organization. The results are significant at 5 %
level.
85
CHAPTER – V
5.FINDINGS, SUGGESTIONS AND CONCLUSION
• Majority 89.2% of the respondents are Male.

• Majority 76.7% of the respondent’s qualification are Diploma.
• Majority 40.8% of the respondent’s experiences are 1-2 year.
• Majority 35.0% of the respondents functioning organization 0-5 years.
• Majority 45.8% of the respondents are Agreeable working environment.
• Majority 36.7% of the respondents are Acceptable health advantage.
• Majority 45.8% of the respondents are Acceptable working hours of the
organization.
• Majority 36.7% of the respondents are Tasteful course of action of the organization.
• Majority 40.0% of the respondents are Acceptable convey allowance offered by
the organization.
• Majority 40.8% of the respondents are Very Satisfactory overtime stipend
offered by the organization.
• Majority 49.2% of the respondents are Exceptionally Satisfactory leave approach.
• Majority 41.7% of the respondents are Profoundly Satisfactory bottle
administrations gave by the association.
• Majority 51.7% of the respondents are organization take wellbeing measures for
representative.
• Majority 61.7% of the respondents are welfare exercises of the organization give
a sentiment security and enhance your execution.
• Majority 41.7% of the respondents are Agreeable general fulfilment with
representative welfare exercises.
• Majority 60.0% of the respondents are Satisfied in Recreation place.
• Majority 48.3% of the respondents are Satisfied in welfare activities.
• Majority 41.7% of the respondents are strongly agree in Is the company
provides satisfactory salary according to the work.
• Majority 55.8% of the respondents are Agree in overall satisfaction with your job.
• Majority 41.7% of the respondents are strongly agree in welfare facilities
provided to the employees by the organization.
• Majority 42.5% of the respondents are 3-4 week of will take sanctioning special
welfare,
86
• Majority 42.5% of the respondent are satisfied festival or family function
• Majority of, 61.7% of the respondents are average in promotion policy
• Majority 40% of the respondents are always in welfare measures helps
CHI-SQUARE ANALYSIS
Hence the value is less than 0.05, we accept null hypothesis and reject alternate
hypothesis. So there is no significant difference between work experience and working
CORRELATIONS ANALYSIS
This is a positive correlation. There are relationships between Working Hours of the
Organization and Overall satisfaction with your job.
ANOVA ANALYSIS
From the above analysis, we find that calculated value of the F-value 361.931 is a
positive value, so H1 accept. Since the P value 0.000 is less than < 0.05 regarding there is a
significant relationship between Functioning with this Organization and Rate the
Conveyance Allowance offered by the Organization. The results are significant at 5 %
level.
87
SUGGESTIONS
• Working environment is to be improved by keeping the surrounding clean and neat.
• Rest room facility has to sufficiently provided, by increasing number of rest

room in the safety manner.
• A preventive measure that was provided by the organization should be high

quality and it should be provide to all employees.
• All employees are even through satisfied with the existing welfare facilities
they want improvement in some facilities.
• Adequate number of first aid appliances has to be provided.
• Medical facilities should be improved in the effective manner
88
CONCLUSION
Human resource play an important role in an organization, Employee welfare

facilities are concern to this department, if the employee happy with welfare facilities then
only the productivity of that organization can be increased. Based on the employee welfare
the company is very keen in the promoting all the welfare facilities. Employees are satisfied
to medical and HR allowance. Finally the study concludes that the employees are satisfied
with the present welfare facilities in the organization
Employees are satisfied with various facilities like medical, pantry, safety measures,
free food in canteen, HR allowances. It is observed that the welfare measures the labour
absenteeism and increase the efficiency of the employees also; they are directly related with
productivity and to achieve the morale of the employees. Wages to be provided based on
the contribution to the employees of the firm with job security, safe and healthy working
environment which increases the productivity and minimize the cost.
89
BIBLIOGRAPHY
• Chaudhary Asiya, Iqbal Roohi (2019), “An Empirical Study on Effect of Welfare
Measures on Employees Satisfaction in Indian Railways”, International Journal of
Research in Commerce and Management, vol.2, issue9
• Meenakshi Yadav (2020) a study of ‘labor welfare measures’ in the corporate

sector. Asian- African Journal of Economics and Econometrics, Vol. 13, No.2,
2013,pp:329-337
• Menezes and Kelliher (2019), “A study on labor welfare measures in the Tirupur
region Cooperative Milk manufacturer Union Limited”, IOSR Journal of Business
Management, vol. 6, issue4.
• Naveen, sudhamsetti and Madhavi, k., (2017), “An impact of welfare measures on
level of satisfaction of employees”, International journal for research in applied
science & engineering technology, vol.5, issue8.
• A Saravanakumar & DR.S Akilandeswari (2017) in their work “A study on

Employees’ Health, Safety and Welfare measures” International Journal of Applied
Research ; VOL 3,Issue 11,PART D(2017)
90
A STUDY TO EMPLOYEE WELFARE MEASURE OF NETWORK CLOTHING PVT
LTD WITH REFERENCE TO TIRUPPUR
APPENDIX
1. Gender:
a. Male: ( ) b. Female ( )
2. Educational qualification:
a. HSC ( ) b. SSLC ( )
c. Diploma ( ) d. Graduate ( )
e.PG ( )
3. Work experience:
a. Below 1 year ( ) b. 1-2 Years ( )
c. 2-4 Years ( ) d. 4-6 Years ( )
e.6 Years and above
4. From how long you are functioning with this Organization?
a. 0-5 Years ( ) b. 5-10 Years ( )
c. 10 to 15 Years ( ) d. Over 15 Years ( )
5. How do you rate the Working Environment of the Organization?
a. Exceptionally Satisfactory ( ) b. Agreeable ( )
c. Averagely Satisfactory ( ) d. Dissatisfactory ( )
e. Exceptionally Dissatisfactory ( )
6. How do you rate the health advantages gave by the Organization to the workers and their
families?
a. Exceedingly Satisfactory ( ) b. Acceptable ()
c. Normal ( ) d. Dissatisfactory ( )
e. Profoundly Dissatisfactory ( )
7. How do you rate the working Hours of the Organization?
a. Very Satisfactory ( ) b. Acceptable ( )
e. Very Dissatisfactory ( )
8. How do you rate the sitting course of action of the Organization?
a. Exceedingly Satisfactory ( ) b. Acceptable ( )
e. Exceedingly Dissatisfactory ( )
91
9. How do you rate the Conveyance Allowance offered by the Organization?
10. Rate the Overtime stipend offered by the Organization?
11. How do you rate leave approach of the Organization?
a. Exceptionally Satisfactory ( ) b. Attractive ( )
e. Exceptionally Dissatisfactory ( )
12. Rate the bottle administrations gave by the association.
a. Profoundly Satisfactory ( ) b. Attractive ( )
e. Profoundly Dissatisfactory ( )
13. Does the organization take wellbeing measures for representative security?
a. Yes ( ) b. No ()
14. Do you think worker welfare exercises of the Organization give a sentiment security and
enhance your execution?
a. Yes ( ) b. No ()
15. Rate the general fulfilment with representative welfare exercises of the Organization?
a. Exceedingly Satisfactory ( ) b. Agreeable ( )
e. Exceedingly Dissatisfactory ( )
16. How do you rate the following: (Welfare Measures?)
Highly Satisfied Average Dissatisfied Highly
satisfied dissatisfied
Working environment
Medical benefits
Working hours of the
organisation
Recreation place
Leave policy
Canteen services
92
Rest room and lunch room
facility
Maternity leave for the
female employee
First aid procedures and
safety measures
19. Overall satisfaction with employee welfare activities:
a. Highly satisfied ( ) b. Satisfied ( )
c. Average ( ) d. Dissatisfied ( )
e. Highly dissatisfied ( )
20. Are you satisfied with the present method of calculation of gratuity?
21. How do you rate the following (employee welfare activities)

Strongly Agree Neutral Disagree Strongly
agree disagree
Is your work according to your
qualification and skills
Is the employees are satisfied with
the top management
Is the company provides
satisfactory salary according to the
work
Are the employees in the company
having necessary authority to
perform their duties effectively
Company organises counselling
programs for the employees
regularly
Employees in the company share
experience to help each other
Top management involves
employees in the management
decisions
Your company recognize and
acknowledge your work
93
22. Is there suitable ventilation and good environment in the work place?
23. Rate your overall satisfaction with your job?
a. Strongly agree ( ) b. agree ( )
c. Neutral ( ) d. Disagree ( )
e. strongly Disagree ( )
24. Welfare facilities provided to the employees by the organisation are satisfactory?
a. Strongly agree ( ) b. agree ( )
c. Neutral ( ) d. Disagree ( )
e. strongly Disagree ( )
25. According to your perception please rate the following benefits of employee welfare?
Strongly Agree Neutral Disagree Strongly
agree disagree
Creates Efficiency Towards work
Improves physical &Mental health
Increases the standard of living
Loyalty towards the work
26. Are you satisfied with the promotion policy in your organization?
27. How much time it will take for sanctioning special welfare facility?
a. 1-2 week [] b. 2-3 week []
c. 3-4 week [] d. 4-5week []
e. 5-6 week []
28. Do the welfare measures help in solving the problems faced by employees?
a. Always [] b. Sometimes [ ] c.
Never [] d. No opinion []
29. Are you satisfied with the festival or family function to provide leave in your organization?
30. If any suggestions………………………………………………………………………
94

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A STUDY ON EMPLOYEE

In partial fulfilment for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

RVS INSTITUTE OF MANAGEMENT STUDIES

Certified that this Project report “A STUDY ON EMPLOYEE WELFARE

Dr. J. Nirubarani Dr. J. Nirubarani

Submitted for project viva-voce examination held on

Internal Examiner External Examiner

I certify that the declaration made above by the candidate is true.

Network Clothing Company

The Head of Department,

RVS Institute of Management Studies,

Coimbatore -641 402.

Suh: Regarding completion of Project Work -Mr.S.SANTHOSHKUMAR (Reg No: 713221631090)

MBA Final year - your letter dated on 14.02.2023.

With reference to your letter, we accept Mr.S.SANTHOSHKUMAR (Reg No:

I am gratefully indebted to my internal faculty guide Dr. J. Nirubarani, MBA, Ph.D.,

I take this opportunity to thank the HR team of “EMPLOYEE WELFARE NETWORK

The Employee Welfare Network Clothing Project is a social initiative aimed at

1.1 INTRODUCTION OF THE STUDY 2

1.2 NEED OF THE STUDY 5

1.3 OBJECTIVES OF THE STUDY 5

I 1.4 SCOPE OF THE STUDY 6

1.5 LIMITATIONS OF THE STUDY 7

1.6 INDUSTRY PROFILE 8

1.7 COMPANY PROFILE 12

III RESEARCH METHODOLOGY 23

IV DATA ANALYSIS AND INTERPRETATION 26

V FINDINGS, SUGGESIONS AND CONCLUSION 26

1. INTRODUCTION OF THE STUDY

Labour welfare refers to taking care of the well-being of workers by employers,

Welfare facilities help in motivating and retaining employees, most welfare

The value of human assets can be increased substantially by making investment in

• Labour welfare includes various facilities, services and amenities provided to

Constitutes job satisfaction

1. Appreciation for your work

OBJECTIVES OF THE STUDY

• To examine the satisfaction level of employee regarding welfare measures

LIMITATIONS OF THE STUDY

• The personal opinion of customers may vary from person to person.

Fibre-wise, 80% of the production is of cotton garments, 15% of synthetic/mixed

Fabric constitutes 65 to 70% of the cost of production with labour making up a

Government policies of economic liberalization have raised incomes, encouraged

Immediately after the cessation of ATC (Agreement on Textiles and Clothing) in

As a labour-oriented industry, the activity in production and marketing has now

Major Trends in Apparel and Clothing

3. Developing countries in Asia continue expanding their Textile Garment Industry

India's Garment/ Apparel Market Size

Domestic and Export Share

In 2006, India's textile industry (including garments) contributed 14% to industrial

NCC - a company which stands for its values.

NCC – A company that believes in evolution coming from an orchestrated

NCC is a vertically integrated production house with the necessary infrastructure to

M. D. R. Harshani1 and I. Welmilla (2021)15 This study is to discuss the effect of

Research methodology is a way to systematically solve the research problem. It may

SAMPLE DESIGN: Sampling may be defined as the selection of some part of an

SAMPLING TECHNIQUES: The sampling technique used in this study is “convenience

METHODS OF DATA COLLECTION

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

Total No. of respondents

TOOLS FOR ANALYSIS OF DATA

This is defined as,

Oi = Observed frequency, Ei = Expected frequency