G AT E IN ST EMPLOYEE WELFARE IT UT E OF TE CH 1.

1 ABOUT THE STUDY N OL Every twenty seconds of every working minute of every hour throughout the world, O someone dies as a result of an industrial accident. This was how the seriousness of industrial GY AN accidents was described by the director general of the British council, his message of good D wishes to the seventh national conference on industrial safety and health organized by the M AN national safety council, India. A Bhopal, December 1984:- Bhopal tragedy. GE M Rourkela, December 1985:- blast furnace accident in Rourkela Steel Plant, 18 workers EN affected. T SC Thousands of employees throughout the world lose their fingers, eyes, limbs and their IE NC lives, every day, much blood flows in the sewers of industrial establish made. The perils ES inherent in industrial work has made the life of the worker very cheap.. , TI RU Safety:PA TI Safety in simple terms means freedom from the occurrence (or) riser of injury or loss, <T industrial safety or employees safety refers to the protection of employees from the dangers yp e of industrial accidents. An accident, then, is an unplanned and uncontrolled event in which an te action or reaction of an object, a substance, a xt] person or a radiation results in personal injury. m ai n Welfare:fu Welfare means faring or doing well.nc After employees have been hired, trained and tio remunerated, they need to be retained and maintained to serve the organization better, welfare ns facilities are designed to take care of the well-being of the employees-they do not generally of hr result in any monetary benefits to the employees alone, Governmental and non-Governmental d agencies, and trade unions too, contribute towards employee welfare. M AN A GE NE NT The Indian auto component industry has ,been navigating through a period of rapid SC changes with great lan. Driven by global IE competition and the recent shift in focus of NC global automobile manufacturers, business rules are changing and liberalisation has ES TI RU PA TI

INTRODUCTION

INDUSTRY PROFILE

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G AT E IN ST EMPLOYEE WELFARE IT UT E hadsweeping ramifications for the industry. The global auto components industry is OF estimated at US$1.2 trillion. The Indian auto component sector has been growing at TE CH 20% per annum since 2000 and is projected to maintain the highgrowth phase of 15 N OL 20% till 2015. O The Indian auto component industry is one of the few sectors in the economy GY AN that has distinct global competitive advantage in terms of cost and quality. The value D M in sourcing auto components from India includes low labour cost, raw material AN availability, technically skilled manpowerA quality assurance. An average cost and GE reduction of nearly 2530% has attracted several global automobile manufacturers to M EN set base since 1991. Indias process engineering skills, applied to redesigning of T SC production processes, have enabled reduction in manufacturing costs of components. IE NC ES Innovation and cost pruning hold the key to meeting the global challenge of , TI rising demand from developed countries and competition from other emerging RU economies. Several large PA TI Indian auto component manufacturers are <T already gearing to this new reality and are in the process of substantially investing inyp capacity expansion, establishing e partnerships in India and abroad, acquiring companies overseas and setting up te xt] Greenfield ventures, R&D facilities and design capabilities. m ai Some leading manufacturers of auto components in India include Motor n fu Industries Company of India, Bharat Forge, Sundaram Fasteners, Wheels India, nc Amtek Auto, Rane industries, Mother son Sumi, Rico Auto and Subros. The Indias tio Top 500 Companies, published by Dun& ns Bradstreet in 2006, listed 22 auto of hr component manufacturers as top companies in India with a total turnover of US$ 3 d bn. These companies are in the process of M making a mark on the global arena, and some have already acquired assets abroad.AN A GE Industry Structure NE The total turnover of the Indian autoNT component industry is estimated at US$9 , bn in 2006.The industry has the resources SC manufacture the entire range of auto to IE products required for vehicle manufacturing, approximately 20,000 components. The NC entry of global manufacturers into India during the 1990s enabled induction of new ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT E technological products, improved quality and better efficiencies in operations. This OF in turn effectively acted as a catalyst to the local development of the component TE CH industry. N OL The Indian auto component industry is extensive and highly fragmented. Estimates O by the Department of Heavy Industries, Government of India, indicate there are over GY AN 400 large firms who are part of the organized sector and cater largely to the Original D M Equipment AN Manufacturers (OEMs). Another 10,000 firms exist in the unorganized sector that A GE operates in a tierformat. The firms in thisM segment operate in low technology EN products and cater to Tier I and Tier II suppliers and also serve the replacement T market Around 4% of the companies operating in the auto component segment cater SC IE to 80% of the demand emanating from OEMs. Within the unorganized segment, NC apart from supplying in the aftermarket, a ES number of players are also involved in job , TI work and contract manufacturing. RU PA TI Industry Growth: <T yp Production of auto ancillaries was estimated at US$10 bn in 200506 and has e been growing at a robust 20% per annum since 2000. Exports of auto components te xt] have been strong growing at 24% per annum since 2000. This growth in exports if m ai sustained for another five years will see Indias auto components exports will touch n US$ 5 bn by 2011 from the US$ 2 bn at present. Till the 1990s, the auto component fu nc industry was solely dependent on the domestic automobile industry to drive the tio ns demand for ancillary products. This composition of the market however is of undergoing radical changes with global outsourcing gaining momentum. In recent hr d times, exports has emerged as a significant driver of growth, and the demand M AN emanating from global OEMs and Tier I manufacturers has opened new A GE opportunities for the auto component industry in India. At the same time, a bright NE outlook for the domestic automobile industry also offers significant growth potential, NT , given the fast rising income levels with a rapidly growing middle and high income SC IE consumers. Share of exports in total production has risen from 10% in 1997 to 18% NC in 2006. ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT E The auto ancillary industry in India and the overall expected good growth will OF provide several opportunities for the emergence of new enterprises. Extending their TE CH reach to global markets is the predominant outlook among the top auto component N OL manufacturers in the country. The vision to complete globally comes from the O inherent strengths the Indian auto component industry possesses. Some features are: GY AN Cost reduction of 2530% in production in the domestic market compared to D M overseas. AN Low labor costs. A GE Designing, engineering and technical skills. M EN Established quality systems. T SC Availability of raw materials. IE Adaptability to new technology. NC ES Investments in research and development, coming in from global OEMs , TI RU PA TI <T yp e te xt] Rane group founded in 1929. Rane group having 8 group of companies. Rane m group having global partnerships. This rane group access to best technology. Rane ai industries having best modern facilities inn producing auto mobile engine products, and this industry supply to every segment of auto industry. Rane industry producing wide fu nc range of products and preferred OEM suppliers. tio Rane industry exports to 25 countries in the world. Rane industry turn over is USD ns 375 million. Rane industries maintaining total quality management (TQM)-A way of of hr life. d MISSION & VALUE: M 1. Provide superior products and services to our customers and maintain market AN leaderships. A GE 2. Pursue excellence through total quality. NE 3. Evolve as an institution that serves the best interests of all stake holders. NT 4. Ensure the highest standards of ethics and integrity in all our actions. , SC Rane group embraces TQM as a way of life. Four of the group companies have been IE coveted DEMING APPLICATION PRIZE. NC RANE BRAKE LINING LTD, ES TI RU PA TI

COMPANY PROFILE

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G AT E IN ST EMPLOYEE WELFARE IT UT RANE ENGINE VALVE LTD, E OF RANE (MADRAS) LTD, TE RANE TRW STEERING SYSTEMS LTD, CH N OL O Rane founded in 1959. Rane having 5 manufacturing locations in India in Hyderabad, GY Trichy, Chennai. Rane engine valve ltd is AN market leader in india. Rane got deming application prize in 2005. D M AN VISSION: A A world class supplier of engine valves toGE global transportation industry. the M EN MISSION & VALUE: T 1. Provide superior products and services to our customers and maintain market SC IE leaderships. NC 2. Pursue excellence through total quality. ES 3. Evolve as an institution that serves ,the best interests of all stake holders. 4. Ensure the highest standards of ethics and integrity in all our actions. TI RU PA PROFILE: TI Incepted in 1959 to manufacture valves and valve train components for various <T engine applications. Latest manufacturingyp practices to keep abreast of technological e auto industry through 4 manufacturing advancements. Caters to every section of the te plants and this company cutting edge technology. Rane is market leader in India. xt] m ai Centralized research and development and product engineering function. Design n and functional aspects of development match customer requirements. Design team fu includes IC engine specialists, CAD & CAM application expects, softwares analysts. nc tio 5 plants located in Chennai, Hyderabad and Trichy manufacture engine valve, valve ns guides, and tappets. of RANE ENGINE VALVE LTD founded hr 1959 and located in Ponneri. This in company is plant-3 in Rane engine Valve d companies. This company have another five M AN branches, two branches located in Chennai, two branches located in Hyderabad, one A branch located in Trichy. This company head office locate d in Chennai. Rane Engine GE NE Valves Ltd Managing director & chairman is L. Ganesh, and president is S.Srinivasan, NT , and General manager is S.Sankarnarayanan, and finance manager is M.Ulaganathan. SC and Deputy manager-HRD is A.S.Prithiviraju. IE NC ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT Rane Engine Valves ltd certified with TS16949:2002&ISO 14001. Rane Engine E OF Valves Ltd is market leader in India inTE producing engine valves ,valve guide,and CH tappets. Rane Engine Valves ltd won the Deming Application Prize in 2005 for N maintaining best quality in manufacturing products.Rane Engine Valves ltd has OL O consistently maintained a zero warranty failure level for the last 6 years. Rane Engine GY AN valves Ltd major raw material suppliers are India pistons ltd, S.S Enterprises . D M AN Products: A GE Engine valves: M EN T Rane Engine Valves Ltd manufacturing engine valves. This company SC manufacturing Stem Dia 5-15mm, and IE Head Dia 18-85mm Length 85-195 mm NC ES dimension Engine valves with some special features like hard faced seat and Bi-maeta , construction stellited,and Button-welded, and Pattern-hardened tappet end, SpiralTI RU Polished under head chrome/Nitrided finish. PA TI <T yp e te xt] m ai n Valve Guides: fu nc tio ns This company manufacturing of Outer Dia 9-110 mm, and Bore Dia 5-40 mm, and Length 25-400 mm valve guides hr d with some special feature that is Nitried/Phospated finish threaded bores. M AN A GE NE NT , SC IE NC ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT E OF TE CH Tappets: N OL O Rane Engine Valves Ltd manufacturing Dia 18-30 mm Length 40-75 mm GY AN tappets with some special feature that is Nitrided/Phospated finish. D M AN A GE M EN T SC IE NC ES , Design: TI RU PA TI Rane Engine Valves Ltd manufacturing valves, valve train components for various <T engine applications. Latest manufacturing practices to keep abreast of technological yp e advancements. Company has the centralized research and development and product te xt] engineering function. Design and functional aspects of development match customer m ai requirements. Design team includes IC engine specialists, CAD and CAM application n experts, soft ware analysts. CAD/CAM, Finite Analysis (FEA) used for new product fu nc development. Up to date practices like QFD, Design reviews and world acclaimed tio ns Japanese development methods implemented across facilities. New product of development process aligned to ISO / TS 16949:2002 norms. hr d M AN Testing facilities: A Employees well streamlined GE testing facility to match stringent quality NE expectations. Products manufactured are routed through some of the following steps: NT , SC Endurance test for concept approval and validation. IE NC Measurement of power , SFC in the engine wear and distortion. ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT Valve temperature measurement asEper customer specifications. OF Integrated and separate two wheeler test bed, petrol engine test bed and diesel TE CH engine test bed facilities. N OL O GY Testing and validation is to measureAN quality of the product. In Rane Engine the D M Valve company is maintaining best testing facilities to measure the quality of the AN product according to the customer specifications. A GE M EN Customers: T SC IE Ashok Leyland, Hero Honda, Honda, Fiat, Yamaha, Toyota, Mahindra, Maruti NC ES Suzuki, TVS, Yamaha, Tata, Hyundai. For these customers Rane Engine Valves Ltd , manufacturing best quality products and supplying the products to the every segment TI RU of auto mobile industry. PA TI <T Rane Engine valves ltd won the excellence in quality award from the Ashok yp e Leyland for maintaining quality in manufacturing products. te xt] Competitors: m ai n In this global world everything become commercial and every company wants fu to get market leadership to gain more nc profits. Every company have to face the tio ns competition while doing business. So India Nipons electrics Ltd, and Bosch and Hiof tech gears, and Rico Auto Industry and Commercial Engine are major competitors in hr d the India. But market leader is Rane Engine Valves Ltd. M AN A Rane Engine Valves Ltd is a listed company in Madras Stock Exchange and GE NE Bombay Stock Exchange and National Stock Exchange. Rane Engine Valves NT , company bankers are Bank of Baroda, Chennai, and The Hongkong and Shankong SC Banking corporation Chennai, ICICI Bank, Chennai, and HDFC Bank Ltd., Chennai, IE NC and State Bank of India , Chennai, Standard Chartered Bank, Chennai. ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT E OF TE CH N OL O GY AN D M AN A GE M EN T SC IE NC ES , TI RU PA TI <T yp ORGANISATION FUNCTION AND DEPARTMENTS e te INTRODUCTION OF VARIOUS DEPARTMENTS: xt] m ai Organization can be broadly classified as manufacturing and service n organization .Manufacturing organization are those that are involved in producing items. fu nc Whose main benefit to the customer is the value derived from the physical product itself. tio ns of Self organization deliver products and service where the main benefits to hr d the customer is an service that is offered, rather than any physical product. There are various M functions in organization performed by different departments. AN A They are as follows: GE Marketing NE Finance NT , Production SC IE Administration NC ES Human resource and development TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT Power E Auditing OF TE CH N Marketing: OL O Marketing is the process of understanding what the customers need and want, GY arranging to make the same available to them and communicating clearly about the fact that AN here is the product they have been wanting toD have. M AN A GE M EN Finance: T Money is the lifeblood of any business and the fact remains that while investments SC IE and expenses are unavoidable for running a business, money is likely to be in short supply. It NC ES needs financial management to avoid short supply. , It needs financial management to obtain this scarce commodity in adequate quantities, TI RU use it well and earn profits. Financial management is that aspect of management, which is PA responsible for the acquisition of funds and their allocation. TI <T yp Production: e Production may be defined astethe organized activity of transforming raw xt] m materials in to finished products. While they are begin processed in the production shops, ai they are called work-in-process (WIP) raw materials can include anything from iron are to an n fu electric motor. The finished products of the industry may be the raw material. For example, nc yarn may be the finished product of any making industry, but a raw material for a thread tio ns making industry. Production, therefore applies to all manufacturing and extractive industries. of hr d Administration: M Administration function is responsible for the overall running of the office. It AN A also provides supervisory support to the no. of manufacturing function in manufacturing GE NE organizations. NT They carry out their responsibilities with the assistance of administrative assistants, , attainders, unskilled wonders and contractSC laborers. Administration, like other support IE function, is called a Staff Function. NC ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT Responsibilities of administrative personnel: E OF The overall responsibilities of administration executives / managers TE come under three broad categories as seen below: CH N General Co-ordination: OL Maintenance of files, O records, etc, up to date (manually or using GY computer), in the form ANuseful information from the records. of D Coordination and handling inward and outward mail. M Implementing the organizations systems, procedures and policies in a AN coordinated manner. A GE Ensuring smooth running of the office by interfacing with the external M EN agencies as required for T Ex: payment of telephone/electricity bills, rent for the premises etc. SC IE Maintaining the office NC and clean presentable. neat ES , TI RU PA TI <T Providing facilities: yp Designing and implementing forms for a variety of purposes where some exist e te across the organizations. xt] m ai Maintenance and upkeepn office equipment like air-conditioner, office of fu equipment/office automation gadgets, telephone equipment etc. nc tio ns Allocation space for people, furniture, equipment etc. as per the organizations of norms. Attending to the small but necessary needs of various people working in an hr d organization like purchases of train/air tickets for official movement of people working M delivery of coffee/snacks to the staff on time making available consumable and stationery AN A without delay etc. effecting control as shown below: GE NE Implementing controls in a balanced way neither allowing people to act as they please NT nor begin too rigid, to the detriment of the organization, at the same time improving , office efficiency and effectiveness. SC IE Reducing the cost of office operations without affecting the functioning of the NC ES organization in any way. TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT Recording a maintenance attendance, E have details looking after the security needs etc. OF Controlling the usage of the facilities like the photocopiers, telephones, e-mails etc. TE CH N Human resource development: OL Human resource management O a movement in the direction of development is GY of an individual and utilization of his potential for the benefits of the society. AN D Functions of HRD: M Broadly the functional of HRD are as given below: AN A Manpower GE Planning and M EN Development T Recruitments: SC IE One of the main functions of HRD in NCorganization is the recruitment of the suitable an man power of the various departments. TasksES involved in the recruitments are , TI RU Determining the vacancies considering the sources of employment preparing and PA publishing information processing and accessing application. TI <T yp Conduct of test /interview: e There are some alternatives methods te identifying prospects for the recruitments are of xt] m In-house recruitment: some of the existing employees of the organization being found ai suitable for the job. n fu Campus recruitment students are who perform well in professional courses like nc engineering management etc are marked for recruitment by the organizations. Campus tio interviews are held in the final academic yearns selection is completed. and of hr d Selection: M Once a person enters the organizations he has to be treated on par with any other AN A existing employee. Hence, when the final selection is made suitability of the successful GE NE candidate by7 way of his attitude, ideas and perceptions needs to be taken in to account NT before the order of appointment is sent. , SC Salary and benefits: IE Fixation of salary and other allowances is the personnel manager consultation with the NC department head/ head of the organizations ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT E Personnel/ office administration department OF is responsible for effective promote and correct TE payment of wages/salaries of every month. CH N Training: OL O All good organizations have a good induction program for new recruits. This program GY both formal and informal help0s to break in AN employees training infects being with such the D induction program. M Way of imparting trainees: AN A GE Head book values and procedures M EN Training centers T On-the-job training SC IE NC ES , Motivation: TI Motivation is the context of job in RU a business place is the inner force that makes PA employees put in the best jobs assigned to them. TI <T Appraisal: yp A personnel of the work efficiency/ effective ness of the employees or performance e appraisal as it is called, vital both for the te organizations and the employees performance xt] m appraisal is used to separate wheat from chaff. Achievers are awarded and non achievers are ai helped to overcome their short comings. n fu Personnel: nc A personnel is an important function of the hrd of the organizations the personnel tio department lays down broad policies relatedns the employees. The department heads made to of sure their employees always do their best andhr follow the d office administration staff helps them. Rules and regulation of the company. In this the M Punctuality and attendance: AN A The head of each department ensures that all employees arrive at the work spot will GE NE in time. Some organizations have the punch card or time card system by which ployees NT entering the office or factory premises need to punch the arrival and the time of departure for , SC home using a special clock kept for this purpose. IE Personnel file maintenance: NC ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT The personnel function also involves E maintenance of a personnel information file or a OF personnel record for each employee. This involves recording of all details pertaining to an TE employee such as full name, date and place of birth, academic and professional qualifications, CH N departments worked in training programs attended, record of extra curriculum activities, OL O prizes wpm etc. GY AN D M Notice board information: AN A Information of an ephemeral nature and routine announcement are displayed in the GE notice boards which are to be kept in all the rooms / halls of the work spot for all employees M EN to see. T Security and safety: SC IE Ensuring physical security of the office is essential besides the staff at work the office NC ES contains valuable equipments, furniture, fixtures and important files and records, which are to , be guarded at all times. TI REVIEW OFRU LITERATURE PA The factories act 1948 s primarily meant to provide for the health, safety and welfare TI of the workers in the factories, and to provide<T certain safeguards to women and young person. yp Due to enormous rise of workers employed in the factories during the later half of the e te nineteenth century, the need was felt by the legislators in India to regulate their conditions of xt] m service for their betterment. An attempt was made to regulate their condition under the ai factories ACT. n fu Experience of the working of the act revealed a no of defects and weakness with nc regard to safety and welfare of workers employed in factories. With the change in social tio ns environment and outlook and growing conscious of the workers working in factories covered of under the provisions of the Act. hr d M Safety: AN A Safety, in simple terms, means freedom from the occurrence or risk of injury or loss. GE Industrial safety or employee safety refers NE the protection of workers from danger of to NT industrial accidents. An accident, then, is an ,unplanned event in which ac action or reaction SC of an object, a substance, a person, or a radiation results in personal injury. IE NC ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT Causes of accidents: E OF Accidents are caused by a combination of factors. Each one of this may vary from TE situation to situation .Heinrich concluded that 98% accidents were caused either by unsafe CH N actions, or unsafe mechanical or physical conditions or both and this could have prevented. OL An injure occurs only as a result of anO accident GY An accident occurs only as a result of AN unsafe conditions or unsafe act or both. Unsafe conditions or unsafe acts existD only because of faults on the part of persons. M Faults of persons are inherited, improper psychological characteristics, lack of AN A knowledge or skills and improper mechanical and physical environments. GE M EN There are a variety of factors which causes of the occurrence of the chain and accidents. T SC IE These factors may be grouped into two categories: NC ES Unsafe conditions , Unsafe acts TI RU Unsafe conditions: PA Unsafe conditions are work related causes on and are the most frequent causes of TI accidents. Such causes are associated with <T defective plants, equipments, tools, materials, yp buildings and other technical factors. e te Various work related factors which cause accidents to occur as follows: xt] m Nature of the job ai Nature of machinery and equipments n fu Poor physical conditions nc Psychological climate conditions at the work place tio ns Work schedule of hr d M Unsafe acts: AN A Unsafe acts are those activities which are not taken according to the prescribed GE NE standards or procedures. Such acts are of the following nature: NT Operating without authority , SC Failure in using safety devices IE Failure to listen to warning NC ES Throwing material on the shop floor carelessly TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT Operating machines/equipments at unsafe speed E Making safety devices inoperative by OF removing , adjusting or disconnecting them TE Unsafe equipments are using equipment unsafely CH N Using unsafe procedure in loading, placing , mixing and combining OL O Taking unsafe positions under suspended GY Safety measures: AN D Prevention of the occurrence of accidents is less costly as compared to the losses M incurred due to accidents. Safety measures AN involve taking proactive actions to prevent the occurrence of accidents at the work place.AThe major issues involved in designing and GE implementation of safety measures are safety policy, safety engineering, safety training, M EN safety administration, and evaluation of safety programmes. T SC IE Safety policy: NC ES Every manufacturing organization should formulate a safety policy. In developing , safety policy, an organization has the following choices: TI RU 1. The organization must decide the level of protection, it will offer to its employees. PA Some organization prefers to provide TI minimum possible safety measures just to meet <T legal requirement either because of financial constraints or because of policy matters. yp 2. The organization must decide whether it will adopt a proactive or reactive approach in e te providing safety measures. xt] 3. The organization must decide how them safety measures should be administered and the ai extent to which the workers or their representatives will be involved in the policy. n fu nc Safety engineering: tio ns The adoption of proper engineering procedures to minimize and if possible, eliminate of work hazards is fundamental to any safety programmes. The major elements of safety hr d engineering are as follows: M AN A Ergonomics GE NE Materials handling equipments NT Guarding of machines , SC Plant maintenance IE Safety devices NC ES General housekeeping TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT E OF Safety training: TE CH There are two types of objectives associated with safely training: N OL To develop safety consciousness among employees and build up favorable attitudes in O GY them towards safety measures and precautions. AN D To ensure safe work performance on the part of each employee by developing skills in M the use and operation of safety equipment. AN A Safety training may be provided in GE areas of dealing with hazardous materials, the M methods for protecting oneself from the likely events causing accidents, use of safety EN of devices, and reporting of any injury sustained. T SC IE NC ES , Safety administration: TI RU Safety administration involves those PA activities through which safety programmes are TI setting organization for safety, measurement made more effective. These activities include <T for accidents, maintaining accidents records, and safety campaign. yp e te Safety organization: xt] m Safety is the responsibility of both management and workers. Management is ai responsible for providing adequate safety measures and workers are responsible for making n fu effective use of those measures. Therefore, in the safety organization, both management and nc workers should be involved. The main function of the committee is to ensure safe working tio ns condition in the organization by formulating and implementing safety programmes. of hr Welfare: d Welfare means faring or doing well. M Labour welfare, also referred to as betterment AN work for employees, relates to taking care of the well being of workers by employers, trade A unions, and governmental and non-governmental agencies. GE NE Labour welfare officer is a term which must necessarily be elastic, bearing a some NT what different interpretation in one country ,from another, according to the different social SC customs, the degree of industrialization and educational level of the workers. IE NC The ILO at its Asian Regional Conference, defined labour welfare as a term which ES understood to include such services, facilities and amenities as may established or in the TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT vicinity of the undertakings to enable the persons employed in them to perform their work in E OF healthy, congenial surroundings and to provide them, with amenities conductive to good TE health and morale. CH N Labour are has two aspects - negative and positive. On the negative side, labour OL O welfare is concerned with counteracting the baneful effects of the large-scale industrial GY system of production. On the positive side, it deals with the provisions of opportunities for AN D the worker and his/her family for a good life as understood in its most comprehensive sense. M AN A GE M EN T SC IE MERITS AND DEMERITS OF WELFARE MEASURES: NC ES Merits: , TI His/her labour helps dig and haul coal from the depths of the earth - to fetch and RU refine oil, to build dams and reservoirs, to lay pipes, canals, railway lines and roads. PA TI The social and economic aspects of the life of worker have a direct influence on the <T yp social and economic development of the nation. e te Welfare may help minimize social evils, such as alcoholism, gambling, prostitution, xt] drug addiction, and the like. m ai Welfare is that reputation for showing concern helps improve the local image of the n company as a good employer and thusfu assists in recruitment. nc tio Demerits: ns of His/her actions and interaction with in the industrial framework will have a great hr d impact and influence on industrial development. M AN Welfare may not directly increase productivity, but it may add to general feelings of A satisfaction with the company and cutGE labour turnover. down NE His/her labour creates and transmits power, and, through various phases of NT manufacturing, patterns raw materials, into finished products of necessity as well as of SC luxury. IE NC TYPES OF WELFARE ACTIVITIES: ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT The meaning of labour welfare may be made clearer by listing the activities and E OF facilities which are referred to as welfare measures. TE CH Welfare measures into two broad groups, namely: N 1. Welfare measures inside in the work place;OL and O GY 2. Welfare measures out side the work place. AN D 3. Each group includes several activities. M AN A GE M EN 1. Welfare Measures inside the Work Place T SC i. Conditions of the Work Environment IE NC Neighborhood safety and cleanliness; ES attention to approaches. , TI Housekeeping; up keeping of premises-compound wall, lawns gardens, and so forth, RU PA egress and ingress, passages and doors; TI <T Workshop sanitation and cleanliness; temperature, humidity, ventilation, lighting, yp e elimination of dust, smoke, fumes, gases. te xt] Control of effluents Notice boards; posters, pictures, slogans; information or m ai communication. n fu ii. Conveniences nc tio ns Urinals and lavatories, wash basis, bathrooms, provision for spittoons; waste disposal. of hr Provision of drinking water; water coolers. d M Canteen services; full meal, mobile canteen. AN A Management of workers clock rooms, rest rooms, reading room and library. GE NE iii. Workers' Health Services NT , iv. Women and Child Welfare SC IE v. Workers Recreation. NC ES vi. Workers Recreation, TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT vii. Employment Follow-up E OF viii. Economic services: TE CH ix. Labour-management participation N OL Formation and working of various O committees, that is, works committee, safety GY committee, canteen committee; AN D Workmen's arbitration council. M AN Research bureau, A GE x. Workers Education M EN Reading room, library, circulating library, visual education; literary classes, adult T SC education, social education etc. IE 2. Welfare Measures Outside the work place NC ES Housing: , Bachelors' quarters; family residence according to types and rooms TI RU Water, sanitation, waste disposal. PA TI Roads, lighting, parks, recreation, play grounds. <T yp Schools: nursery, primary, secondary e high school. and te Markets, co-operatives, consumers and credit societies. xt] m Banks ai n Transport. fu nc tio Communication. ns Health and medical services: of Dispensary, emergency ward, out-patient and hr in-patient: care, family visiting; familydpanning. M Recreation: games; clubs; craft centers; cultural programmes etc,. AN A Watch and ward. GE NE Community leadership development:NT council elders, committee of representatives, administration of community services,and problems; child, youth and women's clubs. SC IE Welfare facilities by the government: NC ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT With a view to making it mandatory E employers, facilities for their employees, the of OF Government of India has enacted several laws from time to time. These laws are Factories TE Act, 1948, the Mines Act, 1952; the plantation Act, 1951; the Bedi and Cigar Workers CH N (condition employment) Act, 1966; and the contract labour (Regulation and Abolition) Act, OL 1970. Another significant step taken by the central government has been to constitute welfare O GY funds for the benefits of the employees. These funds have been established in coal, mica, AN iron-ore, lime stone, and dolomite mines. The welfare activities covered by these funds D include housing, medical, educational and M recreational facilities for employees and their AN dependents. A GE M EN T Welfare activities by the trade unions: SC Labour unions have contributed their share for the betterment of the employees. IE NC Mention may be made here of the Textile Labour Association of Ahmedabad and the ES Raihvaymen's Union and the Mazdoor sabha of kanpur, which have rendered invaluable , TI services in the filed of labour welfare. The welfare activities of the Textile Labour RU Association, Ahmedabad, are worth nothing. PA TI The Association runs <T 1. Twenty-five cultural and social centers. yp e 2. Schools of workers children, reading rooms, libraries, gymnasia. te 3. Dispensaries and maternity homes. xt] m 4. A co-operative bank, with which a number of housing societies, consumers' ai societies and affiliated n fu 5. Office offering legal help to members. nc 6. Training programmes in the principles and practices of trade unionism. tio ns 7. A bi-weekly, the Mazdoor Sendesh. of Welfare work by voluntary agencies: hr d Many voluntary social - services agencies have been doing useful labour welfare M work. Mention may be made of the Bombay Social Service League, the Seva Sadn Society, AN A The Maternity and Infant Welfare Association, the YMCA, the Depressed Classes Mission GE Society and the Women's' Institute of Bengal, The Welfare activities of these organization NE NT cover night schools, libraries and lectures, promo dons of public health, and organization or , recreation and sports for the working class. SC IE NC ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT E OF TE CH N OL RESEARCH METHODOLOGY O GY NEED FOR THE STUDY AN The present study on safety and welfare activities at RANE is to get appropriate information D M about welfare activities in RANE; it is also helps to study employee satisfaction over the AN A safety and welfare activities of RANE. GE In is present study the labor welfare activities among the workers at RANE were M EN analyzed to find out the present status of safety and welfare conditions in RANE. T OBJECTIVES OF THE STUDY SC IE NC 1. To know about the welfare programs and safety measures provided by RANE ES Industrial limited. , TI RU 2. To know workers satisfaction regarding safety and welfare programs. PA TI SCOPE OF THE STUDY <T yp The study focuses on variousestatutory and non statutory safety and welfare te measures taken by RANE industries ltd at CHENNAI, largely covering employees at middle xt] management level in various departments. m study is carried cut over a span of two The ai months. n fu nc LIMITATIONS OF THE STUDY tio ns Every effort has been made to make the study complete and as extensive as of hr possible .How ever the study is not free from certain limitations. d M Due to time constrai1nt, the sample size has been restricted to 100 respondents. AN A GE It is confined to only middle level management and thus biased response may not be NE NT ruled out. , SC IE NC RESEARCH DESIGN ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT Research design is the arrangement of conditions for the collection and analyses data E OF in a manner that aims to combine relevance in research purpose with economy in Procedure. TE It constitutes the blue print fir the collection, measurement and analysis of data. CH N Research design is descriptive in nature. It is concerned with describing the character OL O of a particular individual or groups. GY AN SAMPLING D M AN Sampling population: population refers to the total number of employees at Lanco A industrial limited. Population of the study is 1100 employees. GE M EN SAMPLING METHOD T Sampling Method : Simple Random Sampling SC IE SAMPLING SIZE NC Respondents are selected randomly. Sample size is limited to 100 that it represents the ES , overall perception, views and ideas of the employees in the company TI RU DATA SOURCES PA TI <T The data thus collected through various sources was isolated and also analyzed by yp various statistical methods such as percentage, averages, charts etc. e te Primary data: xt] m The primary data was collected from the organization of Rane Engine through ai personal interviews, structured questionnaire.n fu Secondary data: nc In the initial stage of the survey various journals, books and magazines were referred tio ns to get an idea of the subject. Data about the company profile and other details were collected of from company records and also through personal discussions with various executives and hr d other employees of the company. M AN A GE NE DATA COLLECTION METHOD NT , Data collection methods are Survey, interview method SC IE NC DATA COLLECTION TOOLS ES TI RU PA TI Pa

G AT E IN ST EMPLOYEE WELFARE IT UT The tools used for primary data collection are E OF TE Questionnaire CH N Personnel interactions and interviews with executives and staff of OL O the company GY AN STATISTICAL TOOLS USED D The collected data is classifiedM tables which are further elucidated by bar in AN A charts & phi charts. Percentage method is used to analyze the data. GE M EN Percentage analysis: T Percentage is a kind of ratio. In this study percentage of respondents is a ratio SC IE between number of respondents and total respondents. NC ES , No. of respondents X100 TI Percentage of respondents = --------------------------------RU PA Total Respondents TI <T Correlation yp Correlation analysis attempts to determine the degree of relationship between e te variables. The correlation expresses the relationship or inter-dependence of two sets of xt] variables upon each other in such a way thatm changes in the values of one variable are in the ai sympathy with the changes in the other. Correlation is the numerical measurement showing n the degree of correlation between two variables. fu nc Formula: tio ns r= of hr xy d 2 2 x y M AN A GE NE NT DATA ANALYSIS AND INTERPRETATION , SC Table No.:1 IE The table showing the Educational Qualification of the respondents NC ES TI RU PA TI

Pa

G AT E IN ST EMPLOYEE WELFARE IT UT No. of Respondents E Educational Percentage OF Qualification TE 21 CH Diploma 21 N 17 ITI 17 OL 29 O UG 29 GY AN 33 PG D 33 M 100 AN Total 100 A GE M EN T SC IE NC ES , TI RU PA TI <T Chart No: 1 yp e The Chart showing the Educational Qualification of the respondents te xt] m ai Inference: n fu From the above table it is inferred that 33% of the employees are PG 29% of the nc employees are UG, 21% full Diploma, 17% tio ITI by the safety measures provided by the are ns organization. of hr d M AN A GE NE NT , SC IE NC ES TI RU PA TI Pa

EMPLOYEE WELFARE

Table: 2 The table showing the Working Income of the respondents Working Income Below 5000 5000-10000 10000-15000 Above 15000 Total No. of Respondents 7 58 30 5 100 CHART: 2 The chart showing the Working Income of the respondents Percentage 7 58 30 05 100

Inference: From the above table it is inferred that 58% of the employees are 500010000 Income. 30%are 10000-15000, 7% full, below 5000, 5% are Above 15000 by the safety measures provided by the organization.

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EMPLOYEE WELFARE

Table No. :3 Table showing the total work experience of the employees Total work experience Below 5 years 5-10 years Above10 years Total No. of Respondents 40 59 1 100 Chart No. 3 The chart showing the total work experience of the employees Percentage 40 59 01 100

Inference: From the above table it is inferred that 59% of the employees are 5-10 years experience .40% is below 5yers, 1%are above 10 years. Provided by the organization

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EMPLOYEE WELFARE

Table No. : 4 Table showing the safety measures provided by the organization Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 52 12 32 4 100 Percentage 52 12 32 4 100

Chart No. 4 The chart showing the safety measures provided by the organization Inference: From the above table it is inferred that 52% of the employees are highly satisfied 12%are satisfied, 32% full neutral, 4% are dissatisfied by the safety measures, provided by the organization. Table No.: 5 Table showing the Personnel protective devices provided by the organization Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 4 72 24 0 100 Percentage 04 72

24 0 100

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EMPLOYEE WELFARE

Chart No: 5 The Chart showing the Personnel protective devices provided by the organization

80 70 60 50 40 30 20 10 0 Highly satisfied 4

72

24

0 Satisfied Neutral Dissatisfied

Inference: From the above table it is inferred that 4% of the respondents are highly satisfied and 72% of responded are satisfied and 24% respondents full Neutral about personnel protective devices of the organization.

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EMPLOYEE WELFARE

Table No.: 6 Table showing the Training programs regarding safety provided by the organization Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of respondents 12 78 10 0 100 Percentage 12 78 10 0 100

Chart No: 6

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EMPLOYEE WELFARE

The Chart showing the Training programs regarding safety provided by the organization

80 70 60 Percentage 50 40 30 20 10 12

78

10 0

0 Highly satisfied Satisfied Neutral Dissatisfied Satisfaction Level

Inference: From the above table it is inferred that 12% employees are highly satisfied, 78% of employees are satisfied and 12% of employees are feel neutral about training programmes regarding safety.

Table No. : 7 Table showing the satisfaction level about the Accident prevention safety measure of the organization
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EMPLOYEE WELFARE

Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total

No. of Respondents 40 12 36 12 100

Percentage 40 12 36 12 100

Chart No.: 7 Chart showing the satisfaction level about the Accident prevention safety measure of the organization

Inference:From the above table it is inferred that 40% of the respondents are highly satisfied, 12% satisfied 36% of fell neutral,12% said dissatisfied. With the accident prevention safety measure of the organization.

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EMPLOYEE WELFARE

Table No. : 8 Table showing the sanitary conditions provided by the Organization Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 4 64 28 4 100 Percentage 04 64 28 04 100

Chart No.: 8 The Chart showing the sanitary conditions provided by the organization

Inference:
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EMPLOYEE WELFARE

From the above table it is inferred that 64% of respondents are highly satisfied, 28% feel neutral, and 4% are more satisfied 4% are dissatisfied. With sanitary condition..

Table No. : 9 Table showing the Fencing for dangerous machines Particular Yes No Total No. of Respondents 82 18 100 Percentage 82 18 100

Chart No.: 9 The Chart showing the Fencing for dangerous machines

18

Y es N o

82

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EMPLOYEE WELFARE

Inference: From the above table it is inferred the 82% of respondents felt that they are satisfied, 18% are not satisfied. With fencing for dangerous machines are provided by the organization.

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EMPLOYEE WELFARE

Table No. 10 Table showing the Proper ventilation and lighting availability at work place Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 12 52 36 0 100 Percentage 12 52 36 0 100

Chart No.10 The Chart showing the Proper ventilation and lighting availability at work place
60 52 50 Percentage 40 30 20 12 10 0 H ighly satisfied Satisfied N eutral Satisfaction Level 0 Dissatisfied 36

Inference: From the above table it is inferred that 52% to of respondent are satisfied, 36% feel neutral, 12% are highly satisfied. With proper ventilation availability at work.

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EMPLOYEE WELFARE

Table No.:11 Table showing the Fire protective devices with in the organization Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 48 32 20 0 100 Percentage 48 32 20 0 100

Chart No. : 11 The Chart showing the Fire protective devices with in the organization
6 0 5 0 4 0 3 2 3 0 2 0 1 0 0 H h s tis d ig ly a fie S tis d a fie Nu l e tra 0 D sa fie is tis d 2 0 4 8

Inference: From the above table it is inferred that 48% of employees are highly satisfied, 32% of employees are satisfied 20% of employees feel neutral about fire protective devices with in the organization.

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EMPLOYEE WELFARE

Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total

No. of Respondents 32 28 28 12 100 Table No: 12

Percentage 32 28 28 12 100

Table showing the First aid facility provided at work place in organization Chart No:12 The Chart showing the First aid facility provided at work place in organization
35 30 25 Percentage 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatisfied Satisfaction Level 12 32 28 28

Inference: From the above table it is inferred that 32% of respondents are highly satisfied with first aid at work spot, 28% are satisfied, 28% feel neutral 12% are dissatisfied. With first aid at work spot. Company should think of improving the first aid facility at work spot.

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EMPLOYEE WELFARE

Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total

No. of Respondents 10 57 29 4 100 Table No:13

Percentage 10 57 29 04 100

Table showing the Basic amenities provided by the organization Chart No:13 The Chart showing the Basic amenities provided by the organization
6 0 5 0 Percentage 4 0 3 0 2 0 1 0 0 H h sa ig ly tisfie d S tisfie a d S fac n L el atis tio ev Nu l e tra D issa tisfie d 1 0 4 2 9 5 7

Inference: From the above table it is inferred that 57% to respondent are satisfied, 29% feel neutral 10% are highly satisfied and 4% employees are dissatisfied. With basic amenities

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EMPLOYEE WELFARE

Table No:14 Table showing the Canteen facilities Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 20 20 52 8 100 Percentage 20 20 52 08 100

Chart No:14 The Chart showing the Canteen facilities

Canteen Facility
60 50 40 Percentage 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied 20 20 8 52

Satisfaction Level

Inference: From the above table it is inferred that 52% of respondents feel neutral, 20% are satisfied, 20% as highly satisfied and 8% are dissatisfied with canteen facility. Table No: 15 Table showing the Housing loan facilities provided by the company

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EMPLOYEE WELFARE

Satisfaction Level Highly satisfied Satisfied

No. of Respondents 4 40 32 24 100

Percentage 04 40 32 24 100

Neutral Dissatisfied Total

Chart No.:15

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EMPLOYEE WELFARE

The Chart showing the Housing loan facilities provided by the company

Housing Loan Facilities

45 40 35 30 25 20 15 10 5 0 40 32 24

Percentage

4 Highly satisfied Satisfied satisfaction Level Neutral Dissatisfied

Inference: From the above table it is inferred that 40% of employees are satisfied by housing loan facilities. 30% feel neutral, 4% said as highly satisfied 24% said as dissatisfied. With housing loan facility.

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EMPLOYEE WELFARE

Table No. :16 Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 28 4 60 8 100 Percentage 28 04 60 08 100

Table showing the Rest periods provided in the company

Chart No. :16 The Chart showing the Rest periods provided in the company

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EMPLOYEE WELFARE

Rest Time

Dissatisfied 8%

Highly satisfied 28%

Satisfied 4% Neutral 60%

Inference: From the above table it is inferred that 60% of employees feel neutral rest period followed by 28% are highly satisfied, 4% are satisfied, 8% are dissatisfied. With rest periods in the

Table No:.17 Table showing the Retirement benefits

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EMPLOYEE WELFARE

Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total

No. of Respondents 20 16 52 12 100

Percentage 20 16 52 12 100

Chart No. :17 The Chart showing the Retirement benefits

Retirem ent benefit
60 52 50 Percentage 40 30 20 10 0 H ighly satisfied Satisfied N eutral D issatisfied s faction Levels atis 20 16 12

Inference: From the above it is inferred that 52% of employees feel neutral about retirement benefits followed by 20% are highly satisfied, 16% are satisfied, and 12% are dissatisfied. With retirement benefits.

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EMPLOYEE WELFARE

Table No: 18 Satisfaction Level Highly satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 12 40 44 4 100 Table showing the Insurance facility Percentage 12 40 44 04 100

Chart No: 18 The Chart showing the Insurance facility

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EMPLOYEE WELFARE
Insurance Facility

D issa tisfied 4%

H ighly satisfie d 12%

N utral e 44% Satisfied 40%

Inference: From the above table it is inferred that 44% of employees feel neutral, 40% are satisfied 12% are highly satisfied 4% are dissatisfied. With insurance facility.

Table No.: 19 Table showing the fringe benefits provided by the company Satisfaction Level Highly satisfied Satisfied Neutral No. of Respondents 24 51 9

Percentage 24 51 09

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EMPLOYEE WELFARE

Dissatisfied Total

16 100

16 100

Chart No: 19 The Chart showing the fringe benefits provided by the company

Fringe Benefits
60 50 Percentage 40 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied Sa tisfa ction Leve l 9 24 16 51

Inference: From the above table it is inferred that 51% at employees feel are satisfied with fringe benefits followed by 24% said they are highly satisfied, 9% said they feel neutral 16% said as poor about fringe benefits provided by the company

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EMPLOYEE WELFARE

Table No: 20 Table Showing the Employee Travel Facilities Provided By the Organization Satisfaction Level Highly Satisfied Satisfied Neutral Dissatisfied Total No. of Respondents 44 35 21 0 100 Chart No: 20 The Chart Showing the Employee Travel Facilities Provided By the Organization Percentage 44 35 21 0 100

Transportation
50 45 40 35 30 25 20 15 10 5 0 44 35 21

Percentage

0 Highly Satisfied Satisfied Neutral Dissatisfied

Sa tisfa ction Le ve ls

Inference:

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EMPLOYEE WELFARE

From the above table it is inferred that 44% at employees feel are High satisfied with fringe benefits followed by 35% said they are satisfied, 21% said they feel neutral said as poor about fringe benefits provided by the company.

CORRELATION
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EMPLOYEE WELFARE

Table No.:21 The table showing the relationship between the gender and company providing fencing for dangerous machines Particulars Male Female Total Yes 54 28 82 No 16 02 18 Total 70 30 100

X 82 18

Y 70 30

X2 6724 324 7048

Y2 4900 900 5800

X*Y 5740 540 6280

Formula: r=

xy x y
2

r = 0.98 Inference: In the Karl Pearsons coefficient of correlation, compare two variables i.e. the gender and company providing fencing for dangerous machines. The calculated value is 0.98. There is a positive relationship between the relationship between the gender and company providing fencing for dangerous machines.
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EMPLOYEE WELFARE

Table No: 22 The table showing the relationship between the to Gender and work experience Grade Below 5 years 5-10 Years Above Total Yes 34 36 0 70 No 6 23 1 30 Total 40 59 01 100

X 70 30 0 Total Formula: r=

Y 40 54 01

X2 4900 900 0 5800

Y2 1600 3481 `01 5082

X*Y 2800 1770 01 4571

xy x y
2

r = 0.419 Inference:

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EMPLOYEE WELFARE

In the Karl Pearsons coefficient of correlation, compare two variables i.e. the to Gender and work experience. The calculated value is 0.419. There is a positive relationship between the relationship between the to Gender and work experience.

Table No: 23 Table shows the relationship between gender and traveling facilities Satisfaction Level Highly Satisfied Satisfied Neutral Dissatisfied Total Male 33 22 15 0 70 Female 11 13 6 0 30 Total 44 35 21 0 100

X 70 30 0 0 Total

Y 44 35 21 0

X2 4900 900 0 0 5800

Y2 1936 1225 441 0 3602

X*Y 3080 1050 21 0 4151

Formula:

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EMPLOYEE WELFARE

r=

xy x y
2

r = 0.908 Inference: In the Karl Pearsons coefficient of correlation, compare two variables i.e. Gender and traveling facilities. The calculated value is 0.908. There is a positive relationship between the relationship between the to Gender and traveling facilitys.

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EMPLOYEE WELFARE

Table No: 24 Table shows the relationship between Working income and housing loan facility

Satisfaction Level Below Rs.5000 Rs.5000 to 1000 Rs.1001 to Rs.15000 Above !5 Total X 4 34 38 24 Total

Highly Satisfied 0 2 2 0 4 Y 7 58 30 5

Satisfied 1 17 14 2 34 X2 16 1156 1444 576 3192

Neutral 3 27 6 2 38 Y2 49 3364 900 25 4338

Dissatisfied 3 12 8 1 24

Total 7 58 30 5 100

X*Y 28 19172 1140 120 3260

Formula: r=

xy x y
2

r = 0.908 Inference: In the Karl Pearsons coefficient of correlation, compare two variables i.e. working income and housing loan facility. The calculated value is 0.908. There is a positive relationship between the relationship between the to Gender and housing loan facility.

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EMPLOYEE WELFARE

FINDINGS The company providing good safety welfare measures under the factory act 1948. The company providing good fencing benefits in the workplace. Most of the employees are highly satisfied with the safety measures provided by the company. Majority of the employees are satisfied with personal protective devices of the organization. Company has good canteen facilities. Few of the employees are satisfied with the accident prevention rate. Most of the employees satisfied with the excellent fire devices at the work place. First aid activities that are provided by the company are satisfactory.

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EMPLOYEE WELFARE

RECOMMENDATIONS The management needs to provide loans by considering the employees views and opinions. The company needs to maintain good sanitary conditions especially in the canteen. The management has to consider (communication skills, knowledge etc) soft skills while appointing candidate. Education is very important to all categories of employees. So, the organization needs to provide education facility to all the employees. Rest is a kind of recreation to any employee during working hours. It is a method to refresh towards work. It is suggested that the organization should provide minimum rest hours in between work. The management should motive the employees to maintain good relationship among them which in turn benefits the organization as well as individual.

CONCLUSION At last I conclude that the project report undertaken by me is satisfactory and the work has got very good response from the respondents. The safety and the welfare activities taken by the company are very much beneficial for the employees. In the process majority of the respondents are very positive towards the facilities. According to my research all the employees are provided with better facilities by the company.
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EMPLOYEE WELFARE

A STUDY ON SAFETY AND WELFARE MEASURES IN RANE ENGINE VALVE LIMITED, CHENNAI. QUESTIONNAIRE 1. Name of the Employee: 2. 3. 4. Department: Gender: Age (b) 20-30 (b) ITI (c) 31-40 (c) UG (d) Above 40 years (d) PG (c) Above 10 years (Male/Female)

(a) Below 20 5. (a) Diploma

Educational Qualification.

6. Total Work Experience. (a) Below 5 years standards or not []. (a) Yes (b) No 8. Is the company providing fencing for dangerous machines []
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(b) 5-10 years

7. Whether the safety and welfare measures are according to the company

EMPLOYEE WELFARE

(a) Yes (b) No 9. Is the company providing the canteen facilities [] (a) Yes (b) No 10. Is the company providing the salary conditions [] (a) Yes (b) No 11. Is the company providing any health insurance facilities [] (a) Yes (b) No 12. Is the organization taking care of the accidents [] (a) Yes (b) No 13. Are you satisfied with safety measures provided by the organization [] (a) Highly satisfied (b) Satisfied (c) Neutral (d) Dis satisfied 14. Are you satisfied with the fire protective devices with in the organization [] (a) Highly satisfied (b) Satisfied (c) Neutral (d) Dis satisfied 15. Are you satisfied with the rest periods provided by the company [] (a) Highly satisfied (b) Satisfied (c) Neutral (d) Dis satisfied 16. Are you satisfied with the work environment in the company [] (a) Highly satisfied (b) Satisfied (c) Neutrals (d) Dis satisfied 17. Are you satisfied with the basic amenities provided by the company [] (a) Highly satisfied (b) Satisfied (c) Neutral (d) Dis satisfied ----------------------------------------------------------------------------------------------------.

BIBLIOGRAPHY AUTHOR KOTHARI.C.R Keith Davis BOOK NAME Research Methodology Human Behavior At Work EDITION Second Fifth PUBLISHER Willey Eastern Ltd, New Delhi, 2000 TATA Mc GrawHill Publishing

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EMPLOYEE WELFARE

Organizational Aswathappa. K Behavior Human Resource and Personal Management David A Decenzo, Stephen Robbins Personnel/Human Resource Management Company website: www.raneengine.com Third Fifth

company limited, New Delhi. TATA Mc GrawHill Publishing company limited, New Delhi. Eastern Economy Edition U.S.A 1988

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