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Mba Project MBA课程 1. INTRODUCTION 引言 1.1 INTRODUCTION TO THE STUDY 调查引言 INTRODUCTION Employee or labour welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. According to Dr. Parandikar, “Labour welfare work is work for improving the health, safety and general well being and the industrial efficiency of the workers beyond the minimum standard laid down by labour legislation” Welfare measures may also be provided by the government, trade unions and non-government agencies in addition the employer. The basic purpose of labour welfare is to enrich the life of employees and keep them happy and contented. Welfare measures may be both statutory and voluntary. Labour laws require the employer to extend certain benefits to employees in addition to wages. Voluntary benefits are the result of employer’s generosity, enlightenment and philanthropic feelings. 员工或劳动福利是一个包括多种服务的综合条件，福利和设施由雇主向雇员提供。通过这样的慷慨的福利雇主使员工的生命有价值。按法律规定福利设施除正常的工资外还有其他经济奖励给员工。根据parandikar博士所讲的，“劳动福利工作是提高健康，安全和一般福祉和工业效率超过最低标准由劳动立法的“福利措施可由政府提供，此外，雇主，工会和非政府机构也可以提供。劳工福利的基本目的是为了丰富员工的生活，让他们感到幸福和满足。福利措施可能是双方的法定和自愿的。劳动法要求雇主增加奖金来提高员工的工资。自愿的好处是使员工感受到雇主的慷慨和博爱的情怀。 MEANING OF EMPLOYEE WELFARE 员工福利的意义 According to the Oxford dictionary employee welfare or labour welfare means “the efforts to make life worth living for workmen”. 根据牛津字典的解释，员工福利或者劳动福利意味着“努力使工人的生活更有价值。” According to the Labour Investigation Committee (1946), employee welfare means “anything done for intellection physical, moral and economic betterment of the workers, whether by employers, by Government or by other agencies, over and above what is laid down by law, or what is normally expected on the part of the contracted benefits for which workers may have bargained”. FEATURES OF EMPLOYEE WELFARE ➢ Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. ➢ Employee welfare is a dynamic concept varying from country to country and from region to region within the same country. It is a flexible and ever changing concept as new welfare measures are added to the existing measures from time to time. ➢ Welfare measures are in addition to regular wages and other economic benefits available to employees under legal provisions and collective bargaining. ➢ Welfare measures may be provided not only by employers but by the government, trade unions and other agencies too. ➢ The basic purpose of employee welfare is to improve the working class a lot and thereby make the worker as a good employee and a happy citizen. ➢ Employee welfare is an essential part of social welfare. It involves adjustment of an employee’s work life and family life to the community or social life. ➢ Welfare measures may be both voluntary and statutory. Voluntary measures are the result of paternalistic and philanthropic feelings of employer. These may also be provided due to customs or traditions in the particular industry or region. Statutory measures are prescribed under labour laws. ➢ Employee welfare measures are also known as fringe benefits and services. SIGNIFICANCE OF EMPLOYEE WELFARE ➢ It helps to improve recruitment. As the job becomes more attractive, more efficient employees can be recruited. ➢ Employee welfare improves the morale and loyalty of workers by making them happy and satisfied. ➢ It reduces labour turnover and absenteeism thereby building a stable workforce. ➢ It helps to increase employee productivity or efficiency by improving their physical and mental health. By supplementing wages, welfare measures free employees from the worries of daily life and thereby enable them to concentrate on their jobs. ➢ Improvement in material, intellectual and cultural conditions of life protects workers from social evils like drinking, gambling, prostitution, etc., ➢ Employee welfare helps to improve industrial relations and industrial peace. When the workers feel that the employer and the Government are interested in their happiness, they are less likely to indulge in militant trade unionism. ➢ Welfare measures help to improve the goodwill and public image of the enterprise. ➢ Voluntary efforts for the welfare of workers reduce the threat of further Government intervention. TYPES OF WELFARE FACILITIES Welfare services may broadly be classified into two categories. (i) Intramural activities which are provided within the establishment such as latrines and urinals, crèches, rest centers, canteens, uniforms, library, medical aid, subsidized food, shift allowance etc; (ii) Extramural activities which are undertaken outside the establishment such as family planning, child welfare, cooperative stores, credit societies, vocational guidance, holiday homes, leave travel facilities, transport to and from the place of work etc. BOX 19.2 INTRAMURAL AND EXTRAMURAL WELFARE ACTIVITIES : |Intramural |Extramural | |Drinking water |Shift Timing | |Toilets |Festival Advance | |Creches |Pay Advance | |Washing and bathing facilities |Overtime Wages | |Rest shelters |Bonus | |Uniforms and protective clothing |Housing | |Recreation facilities |Transportation | |Canteens |Social Insurance | |Subsidized food |Vocational Training | |Medical aid |Leave Travel allowance | Labour welfare work may also be divided into two categories. (i) statutory welfare work comprising the legal provisions in various pieces of labour legislation (ii) Voluntary welfare work includes those activities which are undertaken by employers for their workers voluntarily. Many employers, nowadays, offer the following welfare amenities voluntarily. i. Education: A scheme of worker’s education was envisaged on an all India basis by the Government of India, way back in 1957. The scheme had four main objectives: • To develop strong unions through trained officials and more enlightened members • To develop leadership from the rank and file • To equip organized labour to take its place in a democratic society and discharge its social and economic functions. • To promote, among workers, a greater understanding of the problems of their economic environment and their privileges and obligations as union members and officials and as citizens. II. HOUSING Housing is the primary need of a worker’s family in civilized life. Without a roof to cover his head, the worker naturally feels frustrated about his poor standard of living in big cities. Good house means possibility of home life, happiness and health; bad houses spell squalor, drink, diseases, immorality, crime, etc. overcrowding of people in dark quarters in slum areas is mainly responsible for the outbreak of tuberculosis. According to Radha Kamal Mukerjee,”In the thousand slums of the industrial centers, manhood is unquestionably brutalized, womanhood dishonored and childhood poisoned at its very source”. Recognizing the need for housing accommodation, an Industrial Housing Scheme was introduced in 1952. Under this scheme, the Central Government offers loans to industrial subsidized housing scheme for economically weaker sections of society (1952) Rural House-sites-cum-hut construction scheme for landless workers (1971), has also been introduced to reduce the housing shortage to workers. The government has also introduced housing schemes for mines and plantation workers in early 50s. Housing schemes for dock workers was drawn up in 1964. The progress of industrial housing schemes has so far been very slow due to various reasons: non-utilization of allocated funds, non-availability of development land in urban areas. The NCL recommended that the Government should assume major responsibility for housing, with active help from employers. III. TRANSPORTATION The Committee on Labour Welfare, 1969, recommended the provision of transport facilities to workers so that they can reach the workplace punctually and comfortably. Most employers have, however, recognized the workers’ need for transport services and therefore responded favorably by providing company owned / leased vehicles to workers in major industrial centers-especially in the private sector. They have also introduced innovative financing schemes in recent times enabling workers to buy their own bicycles, scooters, motor cycles, etc.#p#分页标题#e# IV. RECREATION Though there is no statutory stipulation in this area, progressive employers both in the public and private sector (like the Tatas, HLL, Air India, BHEL, Infosys technologies, Hughes Software systems, NIIT, Cadbury, Ranbaxy, Railway and Defence Services have) consciously offered facilities for recreation sports and cultural activities. For example companies like NIIT and TISCO have appointed a Chief Fun Officer to take care of parties and functions held on every Friday. (In addition to holiday packages, dating allowances, anniversary / birth day gifts, games and competitions on weekends and Gulab Jamun, eating sessions). Sprawling food courts, Basketball courts; Tennis, Golf, Billiards, swimming Sauna; Jacuzzi, Jogging tracks, beauty centres, spacious gyms, ATMs, gift shops are to be found in most software companies-such as Infosys, Wipro, Hughes Software systems, in India. V. OTHER FACILITIES These are basically intended to improve the comfort level of workers while at work and include the following : • Canteen, restrooms and lunchroom: Canteens established inside factories generally offer food at subsidized rates. In modern organizations, food courts offering a variety of continental and inter continental cuisine have become quite popular in recent times. • Washing facilities, medical aid, leave travel concessions : Most factories have first-aid facilities to take care of minor injuries. Reimbursement of medical expenses actually incurred is also increasingly favoured nowadays. Consumer cooperative stores : The Indian Labour Conference in 1963 recommended the setting up of consumer cooperative stores in all industries establishments including plantations and mines employing 300 or more workers. The employer is expected to extend help in the form of share capital, working capital, loans at concessive rates etc. The industrial Truce Resolution, 1962 aimed at keeping prices of essential items low by opening a sufficient number of fair price shops for workers. INTRODUCTION ABOUT THE TEXTILE INDUSTRY Textile industry in India is the second largest employment generator after agriculture. It holds significant status in India as it provides one of the most fundamental necessities of the people. Textile industry is one of the earliest industries to come into existence in India and it accounts for more than 30% of the total exports. In fact textile industry is the second largest in the world, second only to China. Textile Industry is unique in the terms that it is an independent industry, form the basic requirement of raw materials to the final products, with huge value-addition at every stage of processing. Textile industry in India has vast potential for creation of employment opportunities in the agricultural, industrial, organized and decentralized sectors & rural and urban areas, particularly for women and the disadvantaged. Indian textile industry is constituted of the following segments: Readymade Garments, Cotton Textile including Handlooms, Man-made Textile, Silk Textile, Woolen Textile, Handicrafts, Coir, and Jute. Till the year 1985, development of textile sector in India took place in terms of general policies in 1985, for the first time the importance of textile sector was recognized and a separate policy statement was announced with regard to development of textile sector. In the year 2000, National Textile Policy was announced. Its main objective was: to provide cloth of acceptable quality at reasonable prices for the vast majority of the population of the country, to increasingly contribute to the provision of sustainable employment and the economic growth of the nation; and to compete with confidence for an increasing share of the global market. The policy also aimed at achieving the target of textile and apparel exports of US $ 50 billion by 2010 of which the share of garments will be US $ 25 billion. Strengths of Indian textile Industry ❖ India has rich resources of raw materials of textile industry. It is one of the largest producers of cotton in the world and is also rich in resources of fibers like polyester, silk, viscose etc. ❖ India is rich in highly trained manpower. The country has a huge advantage due to lower wage rates. Because of low labour rates the manufacturing cost in textile, automatically comes down to very reasonable rates. ❖ India is highly competitive in spinning sector and has presence in almost all processes of the value chain. ❖ Indian garment industry is very diverse in size, manufacturing facility, type of apparel produced, quantity and quality of output, cost, requirement for fabric etc. It comprises suppliers of ready-made garments for both, domestic and exports markets. Weaknesses of Indian textile industry ❖ Indian textile industry is highly fragmented in industry structure, and is led by small scale companies. The reservation of production for very small companies that was imposed with the intention to help our small scale companies across the country, led substantial fragmentation that distorted the competitiveness of industries. Smaller companies do not have the fiscal resources to enhance technology or invest in the high-end engineering of processes. Hence they lose in productivity. ❖ Indian labour laws are relatively unfavorable to the trades and there is an urgent need for labour reforms in India. ❖ India seriously lacks in trade pact membership, which leads to restricted access to the other major markets. INTRODUCTION ABOUT THE COMPANY “Eastman” is splendidly steered by the combined vision, energy and the acumen of technocrat brothers Mr.N.Palaniswamy, the chairman, and Mr.N.Chandran, the Managing Director. The modest growth from the time of inception to the current business volume of US$175 million per annum is a completed testimony to the clarity of vision and the quantum of energy that propels the company. Eastman is the mother concern of Narayan Exports. It is located in perundurai. Narayana Exports started during the year 1985, Under the mother concern of Eastman Exports. The day-to-day working of the company has been departmentalized into various sections for optimum efficiency. • Sampling & Development • Merchandising • Purchase • Production • Quality Assurance • Logistics • Finance & Administration • Human Resources • Compliance & Social Management • Information Systems Eastman Exports Global Clothing Private Limited, Largest Manufacturers & Exporters of Knitted Garments established in 1983, is a Government Recognized Three Star Exports House engaged in the business of exporting knitted and woven garments to various countries across the globe, the company is located in Tirupur town, the hub of Indian knit garment industry near Coimbatore. Eastman has the most modern infrastructure and machinery available in the market. The manufacturing operations are vertically integrated to facilitate all the processes under one roof. Yarn Spinning: A full fledged spinning mill with a spindle capacity of 50,000 spindles, meets the captive production requirement of 30,000 kgs per day. Yarn Dyeing: Yarn dyeing facility, which specializes in HTHP cheese, can process both cotton and blended yarns. Fabric Dyeing: Fabric dyeing facility has sophisticated soft machines with batch facilities ranging from 500 to 1500 kgs and can dye both cotton and blended yarns. Rotary printing: Printing is one of the biggest fortes. Equipped with two rotary printing machines, the printing plant has a capacity of printing upto 10 colors in pigment, reactive and discharge prints. Garment spot printing: Garment spot printing facility is equipped to print on MHM machines from Austria and machines made in India. They are also well equipped in thermal transfer printing, flock printing, and specialized prints using latest print techniques. Company Highlights • Turnover of the company is $175 Million at the financial year 2007-2008 • Excellent Sampling Development System with creative team of professional. • Exclusive design studio with CAD/CAM facility. • Recognition secured from all major buyers as an acknowledgement for compiling with their respective code of conduct. • Prestigious award have been consistently conferred upon by various federal & private agencies such as (AEPC) Apparel Exporters promotion council, (CIAE) Confederation of Indian Apparels Exporters (CMAI) Clothing Manufactures Association of India indo-German Chamber of Commerce. • Certificate of merit for outstanding export performance in readymade garment during the year 1998-1999 from the honorable Prime Minister, of India-Mr. Vajpayee. • Niryat shree & Niryat Banthu award for their export performance from Honorable Vice President of India (FIEO) Federation of Indian Export Organization for years 2001 and 2002. Commitment “Compliance with better environmental practices and services standards, so as to provide quality garments to their valuable customers, thereby enhancing their satisfaction” is their mission statement. At Eastman, their commitment takes precedence over everything else. They believe their success is the result of their commitment to product quality, timely delivery, the environment and their human resources.#p#分页标题#e# Their products are manufactured under the requisite laws and regulation. By immaculate planning, they are able to strictly adhere to our delivery commitments. They impart continuous training to their employees to create among them awareness to the customers requirement to achieve the right quality products. By establishing an effective communication system, the company enable easy access to their customers. Their efforts are always directed at continuous improvement of their processes, quality management system and their products. They ensure the product delivery is in line with the customers. Requirement Enhancing customers’ satisfaction is of prime importance to them. At Eastman, they pledge to care for the society & the environment. The WRAP certification testifies them as a responsible apparel producer. Endorsing their commitment to the environment is the ISO 14001, Oeko Tex Standard-100 and Eco-tex their Social accountability management system complies with the SA 8000 standards. They have also installed windmills whereby 40% of our power requirements are met by green energy. The reduced water consumption in our dyeing unit, following energy saving means and reduced carbon emission reinforce our responsibility. they are certified to produce all blends of Organic Cotton products known as Sustainable Textile Products, which further testify our commitment to the world they live in. Their operations are conducted with awareness for environmental safeguard and they deem it their obligation to prevent pollution by complying with relevant environmental legislations. They constantly aim at enhancing environment awareness amongst our employees. They strongly believe in their commitment to the environment. They are committed to pursue high-quality manufacturing practices and ethical employment practices facilitated by clean, safe and healthy working environment and supply consistently high-quality products on time to our valuable customer. Operations Eastman has the most modern infrastructure and machinery available in the market. Our manufacturing operations are vertically integrated to facilitate all the processes under one roof. ➢ Operations-Circular & Flat knitting ➢ Operations-Yarn Dyeing ➢ Operations-Fabric Dyeing ➢ Operations-Fabric Finishing ➢ Operations-Rotary Printing ➢ Operations-Garment Spot Printing ➢ Operations-Embroidery ➢ Operations-Design & Sampling ➢ Operations-Production Facilities Eastman export covers the entire range of knitted garments their bouquets of categories include: Menswear T-Shirts, Polo’s, under garments, Sleepwear, Sportswear, Work wear short Shirts, Cardigans, Bermudas. Ladies wear T-shirts, Cycling Shorts, Nightwear, Ensamples, Cardigans, pullovers, vests, Leggings, under Garments, Woven Shirts. Kid swear Fancy T-Shirts, Boxer Shorts, Ensembles, Cardigans, pullovers, Cycling shorts, Vests, coordinates, Leggings, underwear, Woven Shirts & Woven underwear. Quality Quality speaks volumes about the manufacturer and the product. “Quality First” has always been a watchword in all of their processes. They have got an efficient quality assurance team which looks into the intricacies of quality management through continuous online checks right from receipt of raw material to end product, using the latest quality monitoring machines, and ensuring that the end product meets buyer requirement. They are conferred with ISO 9001: 2000 and ISO 14001:1996 certifications towards Quality Management System and Environment Management System respectively. In addition to ISO certifications, they are also certified for Oeko-Tex-Standared-100 and Exo-tex. This allows them to supply our products under the respective labels. One of the production facilities is conferred with SA 8000:20001 towards Social Accountability Management System. Two of our production facility is certified for Worldwide Recognized Apparel Production Certificate of compliance, developed by M/S. American Apparel and Footwear Association, the largest sewn product association in the United States. EMPLOYEES STRENGTH OF THE COMPANY |Management Staff |: |95 | |General Staff |: |115 | |Permanent Workmen |: |630 | |Temporary Workmen |: |220 | |Total |: |1060 | OBJECTIVES OF THE STUDY 1. To Study and analyze labour welfare facilities provided in Narayana Exports (Pvt.) Ltd. 2. To know the medical and first aid facilities provided to the employees. 3. To analyze the level of satisfaction of the employees. 4. To study the working condition of the employees. 5. To analyze better way to improve the welfare measures of Narayana Exports (Pvt.) Ltd. LIMITATIONS OF THE STUDY 1. The data analyzed for the study was based on the opinion of the respondents and respondents are biased about the management. 2. Insufficient duration given for the researcher’s study. 3. The sample of this study is 274. So, it becomes difficult to collect the data at time. RESEARCH METHODOLOGY The advanced learner’s dictionary of current English lays down the meaning of research as a careful investigation or inquiry especially through search for new facts in any branch of knowledge. It can be defined as a scientific and systematic search for pertinent information on a specific task. Research is thus a “Systematized effort to gain new knowledge” Research methodology is a way to solve the research problem systematically It may be understood as a science of studying how research is done scientifically. It is the responsibility of the researcher to expose the research decisions to evaluate, so that, they are implemented. The researcher has to specify very clearly and precisely what decisions he selects and why he selects them so that others can evaluate on it. Research Design A research design is blue print for fulfilling objectives and answering Questions “A research design is the arrangement of conditions for collection and analysis of data in a manner that aim to combine analysis of data in a manner that aim to combine relevance to the research purpose with economy in procedure”, The researcher has undertaken a descriptive type of research. It describes the characteristics of population or presentation of answers for the question like where, when and how relating to field to matter. This study presents the state of affairs as it exists. This type of study mainly helps to know the past and to predict the future area of the study. Area of the Study This study was undertaken in perundurai, with reference to Narayana Exports. Target Population To measure the welfare facilities, the employees of Narayana Exports are taken as the target population. Sample Size A sample is part of the target population. It refers to the number of items to be selected from the universe to constitute a sample from the population. The researcher has taken 274 employees as sample. Sampling Method Convenient sampling method is adopted in this study. Data collection method While dealing with any real life problem, it is obvious that data at hand are inadequate and hence it becomes necessary to collect that are appropriate. Depending upon the sources of information available, the data can be classified as ❖ Primary data ❖ Secondary Data Primary Data Primary data refers to the data, which is collected for the first time. The primary data collection is done with the help of questionnaire that proved to be effective in collecting the relevant information regarding the employee’s welfare measures. Secondary data Queries made by others for their own purpose represent secondary data. Secondary data is collected from books, company records and internet. Statistical tools used • Percentage analysis • Chi –square analysis. Simple Percentage Simple Percentage analysis used by the researcher for analysis and interpretation of collected data. Simple Percentage = [pic][pic] Chi-Square Analysis Chi- Square test is applied in statistics to test the goodness of fit to verify the distribution of observed data with assumed theoretical distribution. Therefore, it is measured to study the divergence of actual expected frequencies it has great use in statistics especially in sample studies. The expected frequency in chi-square is zero. Thus chi-square test describes the discrepancy between theory and observation Chi- Square test (X2) = [pic] Degrees of freedom = (R-1) (C-1) Where as O= Observed frequency E= Expected Frequency#p#分页标题#e# R= Number of Rows C= Number of columns. 4. ANALYSIS AND INTERPRETATION TABLE No – 1 TABLE SHOWING THE AGE – WISE CLASSIFICATION OF THE RESPONDENTS |S.No |Age |No. of Respondents |Percentage (%) | |1 |Less than 25 years |53 |19 | |2 |20 – 35 years |114 |42 | |3 |36 – 45 years |53 |20 | |4 |46 – 55 years |39 |14 | |5 |Greater than 55 years |15 |5 | | |Total |274 |100 | Interpretation From the above table, it is inferred that 42% of the respondents belong to the age group of 25 to 35 years, 20% of the respondents belong to the age group of 36 to 45 years, 19% of the respondents belong to the age group of less than 25 years, 14% of the respondents belong to the age group of 46 to 55 years and the remaining 5% of the respondents belong to the age group of more than 55 years. TABLE No – 2 TABLE SHOWING THE GENDER-WISE CLASSIFICATION OF THE RESPONDENTS |S.No |Gender |No. of Respondents |Percentage (%) | |1 |Male |193 |70 | |2 |Female |81 |30 | | |Total |274 |100 | Interpretation From the above table, it is inferred that 70% of the respondents are male gender and 30% of the respondent’s are female gender. TABLE No – 3 TABLE SHOWING THE EDUCATIONAL QUALIFICATION OF THE RESPONDENTS |S.No |Educational Qualification |No. of Respondents |Percentage (%) | |1 |Schooling |55 |20.07 | |2 |Under Graduate |80 |29.19 | |3 |Post Graduate |48 |17.51 | |4 |Technical |38 |13.86 | |5 |Others |53 |19.4 | | |Total |274 |100 | Interpretation From the above table, it is inferred that 29.19% of the respondents are Under Graduates, 20.07% of the respondents are up to school level, 19.34% of the respondents belong to others qualification like diploma, computer course, ect,17.51% of the respondents are post Graduates, and 13.86% of the respondents are technical people. TABLE No – 4 TABLE SHOWING THE JOB CADER WISE CLASSIFICATION OF THE RESPONDENTS |S.No |Cader of Job |No. of Respondents |Percentage (%) | |1 |Managerial Level |53 |19.34 | |2 |Executive Level |81 |29.56 | |3 |Subordinate Level |140 |51.09 | | |Total |274 |100 | Interpretation From the above table, it is inferred that 51.09% of the respondents belong to subordinate level, 29.56% of the respondents belong to executive level, and the remaining 19.34% of the respondents belong to Managerial level. TABLE No – 5 TABLE SHOWING THE OVERALL EXPERIENCE WISE CLASSIFICATION OF THE RESPONDENTS IN THIS COMPANY |S.No |Experience |No. of Respondents |Percentage (%) | |1 |< 5 years |80 |29.19 | |2 |6 – 10 years |120 |43.79 | |3 |11 – 15 years |54 |19.70 | |4 |16 – 20 years |13 |4.74 | |5 |> 20 years |7 |2.55 | | |Total |274 |100 | Interpretation From the above table, it is found that 43.79% of the respondents have 6 –10 years of experience, 29.19% of the respondents have less than 5 years of experience, 19.70% of the respondents have 11–15 years of experience, 4.74% of the respondents have 16 – 20 years of experience, and the remaining 2.55% of the respondents have 20 years of experience. TABLE No – 6 TABLE SHOWING THE INCOME LEVEL OF THE RESPONDENTS IN THIS COMPANY |S.No |Income per month |No. of Respondents |Percentage (%) | |1 |Below Rs. 5000 |69 |25.18 | |2 |Rs.5000 – Rs.10000 |155 |56.56 | |3 |Above Rs.10000 |50 |18.24 | | |Total |274 |100 | Interpretation From the above table, it is found that 56.56% of the respondents belong to the income level of Rs.5,000 to 10,000. 25.18% of the respondents belong to the Income level of below Rs.5,000 and the remaining 18.24% of the respondents belong to the Income level of above Rs.10,000. TABLE No – 7 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE WORKING CONDITIONS |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Highly satisfied |99 |36.13 | |2 |Satisfied |76 |27.73 | |3 |Neutral |66 |24.08 | |4 |Dissatisfied |26 |9.48 | |5 |Highly satisfied |7 |2.55 | | |Total |274 |100 | Interpretation From the above table, it is found that 36.13% of the respondents are highly satisfied with the working conditions of the company, 27.73% of the respondents are satisfied, 24.08% of the respondents have neutral opinion about the working conditions, 9.48% of the respondents are dissatisfied and only 2.55% of the respondents are highly dissatisfied with the working conditions of the company. TABLE No – 8 TABLE SHOWING THE EMPLOYEE SATISFACTION LEVEL REGARDING THE TRANSPORTATION FACILITY |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Highly satisfied |29 |10.58 | |2 |Satisfied |130 |47.44 | |3 |Neutral |83 |30.29 | |4 |Dissatisfied |18 |6.56 | |5 |Highly satisfied |14 |5.10 | | |Total |274 |100 | Interpretation From the above table, it is found that 47.44% of the respondents satisfied with the transportation facility provided by the company, 30.29% of the respondents have neutral opinion about the transportation facility, 10.58% of the respondents are highly satisfied, 6.56% of the respondents are dissatisfied and only 5.10% of the respondents are highly dissatisfied with the transportation facilities provided by the company. TABLE No – 9 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE DEATH AND EMERGENCY RELIEF FUND |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Highly satisfied |43 |15.69 | |2 |Satisfied |83 |30.29 | |3 |Neutral |100 |36.49 | |4 |Dissatisfied |33 |12.04 | |5 |Highly satisfied |15 |5.47 | | |Total |274 |100 | Interpretation From the above table, it is found that 36.49% of the respondents have neutral opinion about the death and emergency relief fund, 30.29% of the respondents have satisfied with the death and emergency relief, 15.69% of the respondents have highly satisfied, 12.04% of the respondents have dissatisfied and remaining 5.47% of the respondents have highly dissatisfied with the death and emergency relief fund provided by the company. TABLE No – 10 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE NIGHT SHIFT ALLOWANCE |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Highly satisfied |23 |8.39 | |2 |Satisfied |72 |26.27 | |3 |Neutral |91 |33.21 | |4 |Dissatisfied |67 |24.45 | |5 |Highly satisfied |21 |7.66 | | |Total |274 |100 | Interpretation From the above table, it is found that 33.21% of the respondents have neutral opinion about night shift allowance, 26.27% of the respondents have satisfied with the night shift allowance, 24.45% of the respondents have dissatisfied, 8.39% of the respondents have highly satisfied and 7.66% of the respondents have highly dissatisfied with the night shift allowance provided by the company. TABLE No – 11 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE MEDICAL FACILITIES |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Highly Satisfied |34 |12.40 | |2 |Satisfied |58 |21.16 | |3 |Neutral |93 |33.97 | |4 |Dissatisfied |68 |24.81 | |5 |Highly Dissatisfied |21 |7.66 | | |Total |274 |100 | Interpretation From the above table, it is found that 33.94% of the respondents have neutral opinion about the medical facilities, 24.81% of the respondents have dissatisfied, 21.16% of the respondents have satisfied, 12.40% of the respondents have highly satisfied and 7.66% of the respondents have highly dissatisfied with the medical facilities provided by the company. TABLE No – 12 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE CANTEEN FACILITIES |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Highly Satisfied |51 |18.61% | |2 |Satisfied |89 |32.48% | |3 |Neutral |71 |25.91% | |4 |Dissatisfied |53 |19.34% | |5 |Highly Dissatisfied |10 |3.64% | | |Total |274 |100 | Interpretation From the above table, it is found that 32.48% of the respondents are satisfied with the canteen facilities, 25.91% of the respondents are neutral, 19.34% of the respondents are dissatisfied, 18.61% of the respondents are highly satisfied about the canteen facilities and only 3.64% of the respondents are highly dissatisfied with the canteen facilities provided by the company.#p#分页标题#e# TABLE No – 13 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE REST ROOM AND LUNCH ROOM FACILITIES |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Highly Satisfied |22 |8.02 | |2 |Satisfied |101 |36.86 | |3 |Neutral |103 |37.59 | |4 |Dissatisfied |40 |14.59 | |5 |Highly Dissatisfied |8 |2.91 | | |Total |274 |100 | Interpretation From the above table, it is found that 37.59% of the respondents have neutral opinion about the rest room and lunch room facilities, 36.86% of the respondents are satisfied, 14.59% of the respondents are dissatisfied, 8.02% of the respondents are highly satisfied, and only 2.91% of the respondents are highly dissatisfied with the rest room and lunch room facilities provided by the company. TABLE No – 14 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE ACCIDENT BENEFIT |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Highly Satisfied |33 |12.04 | |2 |Satisfied |77 |28.10 | |3 |Neutral |95 |34.67 | |4 |Dissatisfied |55 |20.07 | |5 |Highly Dissatisfied |14 |5.10 | | |Total |274 |100 | Interpretation From the above table, it is found that 34.67% of the respondents have neutral opinion about the accident benefit, 28.10% of the respondents have satisfied, 20.07% of the respondents dissatisfied, 12.04% of the respondents have highly satisfied and only 5.10% of the respondents have highly dissatisfied with the accident benefit provided by the company. TABLE No – 15 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE LIGHTING FACILITIES |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Good |137 |50 | |2 |Average |106 |38.68 | |3 |Bad |31 |11.31 | | |Total |274 |100 | Interpretation From the above table, it is found that 50% of the respondents have good opinion about lighting facilities, 38.68% of the respondents have the average opinion, 11.31% of the respondents have bad opinion regarding lighting facilities, provided within the organization. TABLE No – 16 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE DRINKING WATER FACILITIES |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Good |131 |47.81 | |2 |Average |103 |37.59 | |3 |Bad |40 |14.59 | | |Total |274 |100 | Interpretation From the above table, it is found that 47.81% of the respondents have good opinion about water facilities, 37.59% of the respondents have the average opinion, 14.59% of the respondents have bad opinion regarding the water facilities, provided within the organization. TABLE No– 17 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE CLEANLINESS OF THE COMPANY |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Good |115 |41.97 | |2 |Average |117 |42.07 | |3 |Bad |42 |15.32 | | |Total |274 |100 | Interpretation From the above table, it is found that 42.07% of the respondents have average opinion about cleanliness, 41.97% of the respondents have the good opinion, 15.32% of the respondents have bad opinion regarding cleanliness. TABLE No – 18 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE VENTILATION |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Good |96 |35.03 | |2 |Average |125 |45.62 | |3 |Bad |53 |19.34 | | |Total |274 |100 | Interpretation From the above table, it is found that 45.62% of the respondents have average opinion regarding ventilation, 35.03% of the respondents have good opinion, and the remaining 19.34% of the respondents have bad opinion regarding ventilation. TABLE No – 19 TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE LATRINE AND URINALS |S.No |Particulars |No. of Respondents |Percentage (%) | |1 |Good |92 |33.57 | |2 |Average |99 |36.13 | |3 |Bad |83 |30.29 | | |Total |274 |100 | Interpretation From the above table, it is found that 36.13% of the respondents have average opinion regarding latrine and urinals, 35.57% of the respondents have good opinion, and the remaining 30.29% of the respondents have bad opinion regarding latrine and Urinals. TABLE No – 20 TABLE SHOWING THE EMPLOYEES’ NECESSITY REGARDING THE RECREATION FACILITIES |S.No |Opinion |No. of Respondents |Percentage (%) | |1 |Yes |222 |81.02 | |2 |No |52 |18.97 | | |Total |274 |100 | Interpretation From the above table, it is found that 81.02% of the respondents need recreation facility and 18.97% of them do not need recreation facility. TABLE No – 21 TABLE SHOWING THE EMPLOYEES’ NECESSITY REGARDING THE CHILDREN EDUCATION FACILITY |S.No |Opinion |No. of Respondents |Percentage (%) | |1 |Yes |240 |87.59 | |2 |No |34 |12.40 | | |Total |274 |100 | Interpretation From the above table, it is found that 87.59% of the respondents need children education facility and 12.40% of them do not need children education facility. TABLE No – 22 TABLE SHOWING THE EMPLOYEES’ NECESSITY REGARDING THE FESTIVAL ALLOWANCE |S.No |Opinion |No. of Respondents |Percentage (%) | |1 |Yes |234 |85.40 | |2 |No |40 |14.59 | | |Total |274 |100 | Interpretation From the above table, it is found that 85.40% of the respondents need festival allowance and 14.59% of them do not need festival allowance. TABLE No – 23 TABLE SHOWING THE EMPLOYEES’ SATISFACTION REGARDING THE ROLE OF SAFETY OFFICER |S.No |Opinion |No. of Respondents |Percentage (%) | |1 |Yes |193 |70.43 | |2 |No |81 |59.56 | | |Total |274 |100 | Interpretation From the above table, it is found that 70.43% of the employees are satisfied with the role of safety officers and 59.50% of them are dissatisfied about his performance in this company. CHI-SQUARE TEST RELATIONSHIP BETWEEN AGE AND INCOME LEVEL OF THE RESPONDENTS |Aim |: |To find out the relationship between age and income level of the respondents | |H0 |: |There is no significant relationship between age and income level of the respondents | |H1 |: |There is a significant relationship between age and income level of the respondents | TABLE-24 Table Showing the Relationship between Age and Income Level of the Respondents |INCOME OF THE RESPONDENTS |AGE OF THE RESPONDENTS |Total | | |< 25 |25 to 35 |> 34 | | |Below Rs. 5000 |20 (13.34) |33 (28.70) |16 (26.94) |69 | |Rs. 5000 to 1000 |25 (29.98) |69 (64.48) |61 (60.52) |155 | |Above Rs. 10000 |8 (9.67) |12 (20.80) |30 (19.52) |50 | |Total |53 |114 |107 |274 | Degree of freedom : 4 Level of Significance : 5% Table Value : 9.488 Calculated Value : 25.73 Inference The calculated value (25.73) is greater than the tabulated value (9.488), so the null hypothesis is rejected. Based on this, it is inferred that there is a significant relationship between age and income level of the respondents. CHI-SQUARE TEST RELATIONSHIP BETWEEN EDUCATIONAL QUALIFICATION AND INCOME LEVEL OF THE RESPONDENTS |Aim |: |To find out the relationship between educational qualification and income level of the | | | |respondents | |H0 |: |There is no significant relationship between educational qualification and income level of the| | | |respondents | |H1 |: |There is a significant relationship between educational qualification and income level of the | | | |respondents | TBALE-25 Table Showing the Relationship between Educational Qualification and Income Level of the Respondents |INCOME OF THE RESPONDENTS |EDUCATIONAL QUALIFICATION OF THE RESPONDENTS |TOTAL | | |SCHOOL LEVEL |UNDER GRADUATE LEVEL |POST GRADUATE LEVEL |TECHNICAL AND OTHERS | | |Below Rs. 5000 |32 (13.85) |15 |4 |18 |69 | | | |(20.14) |(12.08) |(22.91) | | |Rs.5000 to10000 |21 (31.11) |60 |29 |45 |155 | | | |(45.25) |(27.15) |(51.47) | | |Above Rs. 10000 |2 |5 |15 |28 |50 | | |(10.03) |(14.59) |(8.75) |(16.60) | |#p#分页标题#e# |Total |55 |80 |48 |91 |274 | Degree of freedom : 6 Level of Significance : 5% Table Value : 12.592 Calculated Value : 65.55 Inference The calculated value (65.55) is greater than the tabulated value (12.592), so the null hypothesis is rejected. Based on the data it is inferred that there is a significant relationship between educational qualification and income level of the respondents. CHI-SQUARE TEST RELATIONSHIP BETWEEN EDUCATIONAL QUALIFICATION AND ROLE OF SAFETY OFFICER |Aim |: |To find out the relationship between educational qualification and role of safety officer | |H0 |: |There is no significant relationship between educational and role of safety officer | |H1 |: |There is a significant relationship between educational qualification and role of safety | | | |officer | TABLE-26 Table Showing the Relationship between Educational Qualification and Role of Safety Officer |ROLE OF SAFETY |EDUCATIONAL QUALIFICATION OF THE RESPONDENTS |Total | |OFFICER | | | | |SCHOOL LEVEL |UNDER GRADUATE LEVEL |POST GRADUATE LEVEL |TECHNICAL LEVEL |OTHERS | | |Yes |37 |62 |32 |28 |34 |193 | | |(38.74) |(56.35) |(33.81) |(26.76) |(37.33) | | |No |18 |18 |16 |10 |19 |81 | | |(16.25) |(23.64) |(14.18) |(11.23) |(15.66) | | |Total |56 |80 |48 |38 |53 |274 | Degree of freedom : 4 Level of Significance : 5% Table Value : 9.488 Calculated Value : 3.65 Inference The calculated value (3.65) is lesser than the tabulated value (9.488), so the null hypothesis is accepted. Based on the data it is inferred that there is no significant relationship between educational qualification and role of safety officer. CHI-SQUARE TEST RELATIONSHIP BETWEEN EXPERIENCE AND INCOME LEVEL |Aim |: |To find out the relationship between experience and income level of the respondents | |H0 |: |There is no significant relationship between experience and income level of the respondents | |H1 |: |There is a significant relationship between experience and income level of the respondents | TABLE-27 Table Showing the Relationship between Experience and Income Level |Income of the Respondents |Experience of the Respondents |Total | | |15 Years | | |Below Rs. 5,000 |35 (20.14) |22 (30.21) |7 (13.59) |5(5.30) |69 | |Rs. 5,000 to 10,000 |41 (45.25) |76 (21.89) |19 (9.85) |10 (11.31) |155 | |Above |4(14.59) |22(21.89) |19.(9.85) |5(3.64) |50 | |Rs. 10,000 | | | | | | |Total |80 |120 |54 |20 |274 | Degree of freedom : 6 Level of Significance : 5% Table Value : 12.592 Calculated Value : 42.07 Inference The calculated value (42.07) is lesser than the tabulated value (12.592), so the null hypothesis is rejected. Based on the data it is inferred that there is a significant relationship between experience and income level of the respondents. FINDINGS ➢ 41.06% of the respondents belong to the age group of 25-35 years. ➢ 70.43% of the respondents belong to male gender. ➢ 29.19% of the respondents are under Graduate level of educational qualification. ➢ 51.09% of the respondents are in the job cader of subordinate level. ➢ 43.79% of the respondents are having 6-10 years of experience in this company. ➢ 56.56% of the respondents is in the income level of Rs.5,000 to Rs.10,000 ➢ 36% of the employees are highly satisfied with the working conditions of the company. ➢ 47% of the respondents are satisfied with the transportation facility offered by the company. ➢ 36% of the employees are neither satisfied nor dissatisfied with the death and emergency relief fund given by the company. ➢ 33% of the employees are also neither satisfied nor dissatisfied with the night shift allowances. ➢ Nearly 34% of the employees are satisfied with the medical facility. ➢ 32% of the employees are satisfied with the food facilities in canteen provided by the company. ➢ 37% of the employees are satisfied with the rest room and lunch room facilities provided by the company. ➢ 35% of the employees are satisfied with accident benefit, they says that great care is taken in the time of accident. ➢ 50% of the employees’ opinion regarding the lighting facility is good. ➢ 48% of the employees’ opinion regarding the drinking water facility is good. ➢ 43% of the employees say that cleanliness in Narayana Exports is average. ➢ 46% of the employees’ opinion regarding ventilation is average. ➢ 36% of the employees’ opinion regarding Latrine and Urinal is average. ➢ From the chi-square test it is found that there is a significant relationship between age and income level of the respondents. ➢ From the chi-square test it is found that there is a significant relationship between educational qualification and income level of the respondents. ➢ From the chi-square test it is found that there is no significant relationship between educational qualification and role of safety officer. ➢ From the chi-square test it is found that there is a significant relationship between experience and income level of the respondents. RECOMMENDATIONS ➢ Most of the employees’ are in need of increase the night shift allowance for their night shift. ➢ Workers are having less knowledge in the labour act’s so, the management may take necessary steps to give awareness program regarding these Act. ➢ The company may improve their Medical Facilities by starting a small dispensary within the company with suitable medicines. ➢ They may improve the Canteen Facilities by providing lunch and other items with the considerable cost. ➢ Most of the employees are in need for recreation facility such as arts and sports. So, the company may take some steps regarding recreation facility. ➢ The employee’s children’s are may be facilitated by providing adequate education and crèches. ➢ Rest room and Lunch room facility have to be improved. ➢ Ventilation, Latrine and Urinals have to be improved. CONCLUSION The main aim of providing facilities to the employees is to improve the business and to maintain a positive attitude towards the company. From the study, the researcher came to the conclusion that most of the employees are satisfied with labour welfare facilities provided by the organization. Labour welfare facilities are very important in an organization. It increases the morale of the employees and thus increases job satisfaction. Job satisfaction increases productivity of the organization. But the employees are not satisfied with some of the facilities such as Rest room, ventilation and canteen facility. If the organization implement the suggestion given in the report it will be helped to the organization. A STUDY ON EMPLOYEES’ WELFARE MEASURES OF NARAYANA EXPORTS IN PERUNDURAI. QUESTIONNNAIRE |1. |Name : | |2. |Age | | |a) 55 ( | |3. |Gender | | |a) Male ( b) Female ( | |4. |Educational qualification | | |a) Schooling ( b)Under graduate ( | | |c) Post graduate ( d) Technical ( | | |e) Others ___________ | |5. |Cader of job | | |a) Managerial level ( b) Executive Level ( | | |c) Subordinate Level ( | |6. |Years of Experience in the company | | |a) 20 years ( | | | | |7. |Monthly income | | |a) Below rs.5000 b) 5000 to 10000 c) Above Rs. 10000 | |8. |Do you know the various welfare measures provided by the company? | | |a) Yes ( b) No ( | | |Are you satisfied with the following welfare measures provided by the company? | | |Welfare measures |Highly |Satisfied |Neutral |Dissatisfied |Highly | | | |satisfied | | | |dissatisfied | |9. |Working Conditions | | | | | | |10. |Transport facilities | | | | | | |11. |Death and emergency | | | | | | | |relief fund | | | | | | |12. |Night shift allowance | | | | | | |13. |Medical Facilities | | | | | | | | | | |Welfare measures |Highly satisfied |Satisfied |Neutral |Dissatisfied |Highly dissatisfied| |14 |Canteen facilities| | | | | | |15 |Rest room and | | | | | | | |Lunch Room | | | | | | | |facilities | | | | | | |16 |Accidents benefit | | | | | |#p#分页标题#e# |17. |Please tick (() in the appropriate columns regarding the satisfaction level with the following welfare | | |measures | | |1. |Lighting |: |a) Good | |b) Average | |c) Bad | | |2. |Drinking water |: |a) Good | |b) Average | |c) Bad | | |3. |Cleanliness |: |a) Good | |b) Average | |c) Bad | | |4. |Ventilation |: |a) Good | |b) Average | |c) Bad | | |5. |Latrine and urinals |: |a) Good | |b) Average | |c) Bad | |18. |Do you need Recreation Facility? | | |a) Yes ( b) No ( | |19. |Do you need Children Education Facility? | | |a) Yes ( b) No ( | |20. |Do you need Festival Allowance? | | |a) Yes ( b) No ( | |21. |Do you expect any facilities apart from the given measures? | | |Please mention : | | |____________________________________________________________ ______________________________________________| | |______ | |22. |Are you satisfied with the Role of safety officer in this company? | | |a) Yes ( b) No ( | |23. |Please suggest your opinion to improve the welfare measures in this company | | |____________________________________________________________ ______________________________________________| | |______ | BIBLIOGRAPHY ➢ Kothari C.R., “Research Methodology”, New Age international prakasan publishers, Second edition, 2006. ➢ Memoria.C.B & gankar S.V., “Personnel Management”, Himalaya Publishing house, 21st Edition, 2005. ➢ Rao. V.S.P, “Human Resource Management”, Excel books publishers, New Delhi, Second edition, 2005. Websites ➢ www.textileindustry.com ➢ www.google.com |
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