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KERALA STATE ELECTRICITY BOARD
M P BIRLA INSTITUTE OF MANAGEMENT
1
A REPORT ON
A STUDY ON EMPLOYEE WELFARE MEASURES WITH
REFRENCE TO KSEB. KANNUR, KERELA
Submitted in partial fulfillment of the requirements of
The M.B.A Degree Course of Bangalore University
Submitted By
BINEESH BALAN
(REGD.NO: 04 XQCM 6017)
Under the Guidance and Supervision
Of
Prof. Savitha Heble
Faculty - MPBIM
M.P.BIRLA INSTITUTE OF MANAGEMENT
Associate Bharatiya Vidya Bhavan
# 43, Race Course Road, Bangalore-560001
JUNE– 2006
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DECLARATION
I hereby declare that this project report “A STUDY ON EMPLOYEE
WELFARE MEASURES WITH REFRENCE TO KSEB. KANNUR,
KERELA” is a record of independent work carried out by me towards
partial fulfillment of requirements for MBA course of Bangalore
University at M.P.Birla Institute of Management. It is my original work
and that no part of the work has been submitted for any degree,
diploma, fellowship or other similar title or prizes for any institution
previously.
Place: Bangalore.
Name: Bineesh Balan
Date:
Register Number:
04XQCM6017
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GUIDE’S CERTIFICATE
I hereby certify that the project work embodied in this dissertation
entitled “A STUDY ON EMPLOYEE WELFARE MEASURES WITH
REFRENCE TO KSEB. KANNUR, KERELA” has been undertaken
and completed by Mr.Bineesh Balan under my guidance and
supervision.
I also certify that he has fulfilled all the requirements under the
covenant governing the submission of dissertation to the Bangalore
University for the award of M.B.A Degree.
Place : Bangalore.
Prof. Savitha Heble
Date:
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PRINCIPAL’S CERTIFICATE
This is to certify that Mr.Bineesh Balan has carried out the project
work embodied in this dissertation entitled “A STUDY ON
EMPLOYEE WELFARE MEASURES WITH REFRENCE TO KSEB.
KANNUR, KERELA” under the guidance of Prof.. Savitha Heble.
Place : Bangalore
(Dr. N.S.
Malavalli)
Date :
PRINCIPAL
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ACKNOWLEDGEMENT
The immense gratification this Project work has given me does not
lead to a sense of fulfillment unless I express my boundless gratitude to all those
who made this work successful. I do recognize that mere thanksgiving does not
redeem me of my indebtedness for all the timely help, support and guidance I
received. I script on this page my sincerest thanks to each one of them:
I am particularly grateful to Prof. Sumithra Sreenath, M.P.Birla Institute of
Management . for showing her keen interest in the project and guiding me with
his valuable suggestions, without which it would not have been possible for me to
complete the project in time.
I am also thankful to my guide, Prof. Savitha Heble for her support and
encouragement rendered for this project.
I express my thanks to Mr.Nagesh.S.Malavalli, Principal, M.P.Birla
Institute of Management for his constant support and encouragement.
I owe my thanks and wholehearted gratitude to Mr. sureendran, and
all those who rendered help at critical moments for the successful outcome of
this work and especially the staff of KERALA STATE ELECTRICITY BOARD for
their constant encouragement and for being a great group of knowledgeable and
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cooperative people to work with.
To my friends, I extend my gratitude for their moral support throughout
the project.
Bineesh
balan
CONTENTS
Sl no:
Topic
Page no:
i) EXECUTIVE SUMMARY………………………............................1
1. INTRODUCTION………………………………….………............2
THEORITICAL BACKGROUND...................... ...........................2
NEED FOR HUMAN RESOURCE MANAGEMENT…......…….3
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT…….3
HRD SYSTEMS……………...…………………….........................4
2. COMPANY PROFILE...………………............................................5
3. EMPLOYEE WELFARE…………………………………………10
4. RESEARCH DESIGN……………………..……………….….……23
PROBLEM STSTEMENT…………………………………………23
RESEARCH METHODOLOGY……….………………………....25
DATA COLLECTION METHODS……………............................26
PLAN OF ANALYSIS………………………....…………….........26
LIMITATIONS OF THE STUDY………………………………..27
5. DATA INTERPRETATION AND ANALYSIS…………….….......28
6. FINDINGS AND SUGGESTIONS………...………………….…....52
FINDINGS……….…..………………………………………...........52
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SUGGESTIONS & RECOMMENDATIONS………....……..…….53
CONCLUSIONS……………………..…………………………..…54
7. SAMPLE QUESTIONAIRE……………………………………….55
8. ANNEXURES………………….…………………………………….59
BIBLIOGRAPHY…………………………………………………..56
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EXECUTIVE SUMMARY
An industry is certainly not a place where workers and employers try to get the
maximum each other. Both employee and management can be lot more if and
when they work together as partners in an enterprise, and if they have sympathy
of understanding of each other problems, which is the basic problem in employee
welfare. It is sincerely hope that he welfare notion will help the industry
community better, to maintain harmonious industrial relations and more lasting
industrial peace to tackle effectively the social problems and attain human
welfare.
The industrial revolution began in the 18century and since it introduced the big machine
it came to be known as the machine age. Industrialization is employment of labor
accompanying of this welfare in as much as on their welfare depends the future progress
of industrialization employee welfare is a direct sequel to industrialization
Employee welfare has positive aspect to it. It has statutory measures, which lays down
minimum standouts of facilities to be given to the employees. Retaining and motivation
employees and minimizing socialize evils are most of the beneficiary outcomes of
employee welfare.
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KSEB has large strength of employees working at all levels, A study of the welfare
measures being provided to its employees was done. This problems faced by the
employees regarding these spheres were observed with the help of questionnaire and an
analysis of the same was carried out.
The survey at KSEB showed an average satisfaction level among the employees. If the
company thinks it apt, it can provide its employees with certain more non-statutory
welfare measure and benefits that they may help in increasing the satisfaction level of
employees.
INTRODUCTION
THEORITICAL BACKGROUND
Human Resource is of paramount importance for the success of any Organization.
It is a source of strength and aid. Human Resources are the wealth of an organization that
can help it in achieving its goals. Human Resources Management is concerned with the
human beings in an Organization. It reflects a new outlook, which views organization’s
manpower as its resources & assets. Human Resource is the total knowledge, abilities,
skills, talents & aptitudes of an organization’s work force. The values, ethics, beliefs of
the individuals working in an organization also form a part of Human Resource. Human
Resource is a resource like any other natural resource.
Thus, it is the management which matters people realize the objectives of the
organization and directs their efforts towards their achievement. Marketing plans
organizes co-ordinates & controls the affairs of the organizations. It brings the human &
material resources together material resources for the achievement of the objectives of the
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organization. Human resource management is the process by which the employees of an
organization are helped in a continuous planned way to Acquire and to sharpen
capabilities required to perform various function associated with their present or expected
future jobs. Develop their general capabilities as individuals and discover and exploit
their own inter potentials for their own and or for organizational development purposes
and Develop an organization culture in which superior subordinate relationship,
teamwork and collaboration among sub-unit are strong and contribute to the professional
well-being and promote motivation and pride of the employees.
1:1
NEED FOR HUMAN RESOURCE MANAGEMENT
Human Resource Management helps in creating a better understanding between
employees and Management. It helps workers in accomplishing individual and
organizational goals. This approach has been attracting the attention of management
professionals in the last decade or so. HRM is considered essential due to the following
reasons.
1.2 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
1. The primary objective of HRM is to ensure the availability competent and willing
work force to an organization. Beyond this, there are objectives too;
2. To help the organization attain the goals by providing the well trained and well
motivated employees.
3. To employ the skills and knowledge of employees efficiently and effectively.
4. To enhance job satisfaction and self-actualization of employees by Encouraging and
assisting every employee to realize his/her her full potential.
5. To maintain high morale and good human relations with organization.
6. To manage change to the mutual advantage of individual groups and Organization
and society.
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7. To recognize and satisfy individual needs and group goals by offering Appropriate
monetary and non-monetary incentives.
8. To help maintain ethical policies and behavior inside and outside the Organization.
9. To bring about maximum individual development of members of the organization by
providing opportunities for Training & Development
1.3 HRD SYSTEM
Increasing the `enabling capabilities’ by developing human resource organizational
health, team spirit and increasing employment, motivation and productivity.
Focus on balanced organizational culture - by conducting periodic surveys,
workshops, discussion, stimulating openers, mutual trust, workshops, creativity,
initiative, collaboration, delegation, management of conflict etc.,
Focus on periodic reviewing of HRD System - which may call for re-designing,
performance appraisal, Reward System, promotion, Selection, Induction, Training
and Development, etc. Focus on integrating HRD with other corporate functions like
production, Finance, Material Corporate planning etc. such integration will strengthen
the development of enabling organization. Focus on diffusion of HRD function -
involving line manager in various HRD aspects live training of sub-ordinates,
performance appraisal, promotion, placement, selection etc., Focus on working with
union by taking them into confidence and collaborating with them. The union also
plays a positive role like syndicate bank employee union.
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CHAPTER 2
COMPANY PROFILE
Kerala State Electricity Board commenced functioning on 31-3-1957 After Noon as per
order no. EL1-6475/56/PW dated 7-3-1957 of the Kerala State Government. It had 5
members with Sri K P Sreedharan Nair as Chairman. All the staff belonging to the
erstwhile Electricity Department was transferred to the Board. The 'Board' consisting of
the Chairman and the Members is the Supreme Governing Body.
State Electricity Consultative Council
The State Government by their notification EL3-9345 dated 21-2-1958 constituted the
State Electricity Consultative Council under section 16 of the Electricity Supply Act. The
Council functions as consultative body and the Board is required to place before the
council the annual financial statement and supplementary statements if any before
submitting such statements to the State Government.
Over the years, the Board has grown many times to reach the present position catering to
the demands of the industrial and domestic consumers, whose per capita consumption has
shown a significant increase due to industrialization and increased usage of electric
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household goods, improved economy etc. While it was possible to meet the energy
demand from the Boards own power plants in 1958, it has to resort to import of power
from Central Sector and also buy power from other power generating utilities within the
state to meet the demand for power at present. To meet the ever-increasing demand for
power in the future, the Board has plans to take up construction of more generating plants
mostly in the hydel sector, with proportionate investment and schemes in the
transmission and distribution sector to improve the system. In order to improve the
functioning of the Board, the Board has been segregated into three profit centers as part
of the power policy declared in 1998 by the Kerala State Government.
Classification of Consumers
Sl No
Category
Description
1
LT I(a)
Domestic use
2
LT I(b)
(I) Office of political parties approved by Election Commission of India.
(ii) Libraries and reading rooms.
(iii) Sports/arts club (with connected load not exceeding 2000 Watts). When the
connected load exceeds 2000 Watt, LT VII C will be applicable
In respect of Offices of Political parties not approved by the Election
Commission of India, LT VI (B) tariff shall be applicable. The libraries and
reading rooms having registration of the Kerala Grandhasala Sanghom or nor
having the registration of Kerala Grandhasala Sanghom shall be charged at the
same rate.
3
LT II
Colonies of HT and EHT consumers where re-sale of energy is not involved and
where supply at a single point is given at LT by the Board for domestic use in
staff quarters, street lighting and pumping water for domestic use.Colonies of
Universities, State/Central Government Departments, Public Institutions like
Companies/Board/Corporations under State/Central Government and Hospitals
therein, colonies of Railways, State/Central Government Undertakings,
Postal/BSNL, A.I.R, Dooradarsan and Private colonies.
4
LT III
Temporary Connection for Illumination, Exhibition, Festivals, Public Meeting
and Fairs
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5
LT IV
General purpose industrials loads (single or 3 phase) viz., Grinding Mills, Flour
Mills, Oil Mills, Rice Mills, Saw Mills, Ice Factories with or without cold
storage, rubber smoke houses, prawn peeling units, floriculture activities, tyre
vulcanising/retreading units, workshops using power mainly for production
and/or repair, pumping water for non agricultural purpose, Public Water Works,
Sewage Pumping, Power laundries, Hatcheries, Screen Printing of glassware or
ceramic, Printing Press, Milk Chilling Plant, Freezing Plant, Cold Storage,
Bakeries (where manufacturing process and sales are carried out in the same
premises), Stone Crushing units, Diamond-Cutting, Book binding and allied
activities, Garment Making, Electric Crematorium, Pyrolators installed by local
bodies, Mushroom farms, Shrimp farms, SSI Units engaged in computerised
color photo printing, computer consultancy services with SSI registration
engaged in Software services and data processing activities and Desk Top
Printing, Audio/Video Cassette Recording/Duplication,
CD recording/duplication, software development for recording/duplication
purpose,
manufacture of audio/video cassette, Software Technology/ Information
Technology, Dairy farms,
Agricultural Nurseries (without sale) and Marble Cutting.
6
LT V
Applicable to poultry farms, silk worm breeding, Government Livestock Farms,
Agricultural consumers, all cultivations including dewatering and Lift Irrigation
(Single or 3 phase), Private Livestock farms (minimum number of milky cattles
shall be five) and combination of livestock and dairy farms, private pig farms
(provided there is a minimum six breeding adult animals in the farm).
7
LT VI(A)
Temples, Churches. Mosques, Monastries, premises of religious Worship,
convents, private hospitals, registered under Cultural, Scientific and Charitable
Societies Act and exempted from payment of Income Tax, Government or
private educational institutions, libraries/reading rooms affiliated to Universities
or run by Government or private, Government Hospitals, X-ray units,
laboratories, mortuaries attached to Government Hospitals.
8
LT VI(B)
Offices and institutions under State/Central Government, Corporations/Board
under State/Central Government, Local Bodies, Hostels of educational
institutions affiliated to the Universities or under the control of the Director of
Technical/Medical Education, Director of Public Instruction or such other
officers of the Government or run by the Government or State Social Welfare
Board, Hostels run by institution that are registered under Cultural, Scientific
and Charitable Societies Act and exempted from payment of Income Tax,
KHRWS Paywards and institutions of KHRWS, Travellers Bungalows and
Guest/Rest Houses under Government, Typewriting Institutes, private hospitals,
mortuaries attached to private nursing homes, private mortuaries private, private
Blood Bank, clinical laboratories/X-ray units, private offices of
Advocates/Chartered Accounts/ Architects/ Social Organisations, Museum/Zoo,
Computer Training Institutes and Offices of the Political parties not approved by
the Election Commission of India and collection centred of 'FRIENDS' single
window service centres under department of Information technology, Police
clubs, Private Scanning Centres.
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9
LT VI(C)
Offices or institution under Kerala Water Authority K.S.R.T.C., Kerala Water
Transport, Income Tax/Central Excise/ Customs, offices under the Motor
Vehicles Department/ Sales Tax Department/ Excise Department, offices of all
tax/ revenue collecting departments under State/Central Government (other than
local bodies), Railways, International/Nation Airport Authority, Postal, Railway
Station, offices of Railways, Banks, Pawn brokers, light houses and any other
categories not included in LT VI (A) , (B) or (D).
10
LT VI(D)
Orphanages, schools and hostels of mentality retarded students, deaf/ dumb/
blind/ physically handicapped persons, oldage homes, cheshire homes, Polio
Homes and all other similar institutions all recognised by the Government.
11
LT VII (A)
Display lights, Cinema Studies, Commercial premises, Hotels and restaurants
(having connected load exceeding 2000W), Showrooms, Business Houses,
Private Hostels/Lodges/Guest/Rest houses, commercial cold storage bakeries
(without manufacturing processes), vehicle service stations, petrol/diesel bunks,
construction works (residential, industrial, non-domestic or commercial),
installations of cellular mobile communication/installations of cable TV
network, satellite Communications, offices/telephone exchanges under BSNL,
offices or institutions under AIR, Doordarshan, LIC recognised insurance
companies and radio stations.
12
LT VII (B)
Applicable to the following where connected load does not exceed 1000 Watts.
(i) Shops/Bunks/ hotels and restaurants
(ii) Telephone booths/internet/e-mail/fax/photocopy services.
13
LT VII (C)
(i) Cinema Theatres, Circus and other similar activities.
(ii) Sports and games activities having connected load exceeding 2000 Watts.
14
LT VIII
Temporary Extension (Single or Three Phase) Applicable to temporary
extension taken from consumer's premises: Fixed charge of Rs. 50/KW or part
thereof of connected load per day.Applicable fee, testing fee etc. will be payable
extra.
15
HT I
Water Works, printing presses (including presses engaged in printing dailies)
plantations, granite crushing units, industrial consumers, dairy farms, drinking
water pumping for the public by KWA, corporations, municipalities, panchayats,
information technology, software development and all other nonagricultural
pumping and drinking water pumping for the public by Kerala Water Authority,
Corporations, Municipalities and Panchayats
16
HT II
Non industrial, non commercial consumers such as Aerodromes, Public Offices
run by Central/State Government, Local Bodies,Technical & Educational
Institutions and Hostels run by or affiliated to Universities or Government
Departments and Government Hospitals and Government Nursing
Homes,Charitable Institutions and Colonies supplied with energy at HT and HT
Domestic
17
HT II B
Offices of political parties approved by the Election Commission of India
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HT III
(Agriculture)
Agriculture consumers for all cultivations including dewatering, lift irrigation,
sericulture, poultry farms, silk worm breeding and livestock farms both
government and private, private Piggery farms (Provided there is a minimum
six breedable adult animals in the farm
19
HT IV
(Commercial)
Tariff applicable to Hotels/Restaurants, Lodges, Hostels.Guest/Rest Houses.
Travellers Bungalows, Cold Storage, Freezing Units,Commercial
establishments,Business Houses,Film Studios,Cinema Theatres,Private
Hospitals,Private Nursing Homes, Private Scanning Institutions, Private X ray
Institutions,Private Clinical Laboratories,Offices/Telephone exchanges of
BSNL,Radio Stations,Doordarshan,Construction
Works(Residential,Industrial,Non Domestic or Commercial)
20
EHT 66 kV
21
EHT 110 kV
Consumer who is supplied with electrical energy at a voltage exceeding 33000
volts under normal conditions subject to however to the percentage variation
indicated in the agreement with the Board or allowed by the Indian Electricity
Rules 1956
22 Railway Traction 110 kV Electric Traction by the Railway
Welfare measures in KSEB:
KSEB offers large number of welfare measure to its employees, however the normal
rules and procedures and company rules and regulation are followed in good manners.
WELFARE OFFICER:
KSEB has not appointed welfare officer however a manager personnel is looking
after the welfare schemes of the company.
LEAVE RULES IN KSEB:
Leave includes casual leave, annual leave with wages (earned leave), leave on
loss of pay, maternity leave, sick leave and special leave. Discretion is reserved to the
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authority empowered to grant leave.
CHAPTER 3
EMPLOYEE WELFARE
3.1 INTRODUCTION
Welfare is a broad concept referring to a state of an individual or a group, in a
desirable relationship with the total environment, ecological, economic and social.
Employee welfare includes both the social and economic contents of welfare. Social
welfare is primarily concerned with the solution of the weaker sections of the society like
prevention of destitution, poverty etc. It aims at social development by such means its
social legislation, social reform, social services, social work social action, the object of
economic welfare is to promote economic development by increasing producing an
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productivity and through equitable distribution.
Meaning
Employee welfare implies the setting up to minimum desirable standards and the
provisions of facilities like health, food, clothing, housing, medical assistance, education,
insurance, job security, recreation, etc. such facilities enable the worker and his family to
lead a good work life, family life & social life. Employee welfare measures are an effort
towards revolving the industrial worker of his worries and making them happy.
Definitions:
The labor investigations committed (1944-46) defines labor welfare as “anything
done for the intestinal, physical, moral and economic betterment of the workers where by
employers, by government or by other agencies over and above what is laid down by law
or what is normally expected as part of the contractual benefits for which the workers
may have bargained.”
According to the report of the Asian regional conference of the ILO, the term
“Employee welfare is understood to include such services facilities and amenities which
may be established in or in the incite of undertakings to enable the persons employed
whether to perform their own in healthy congenial surroundings and provide them
amenities conductive to good health and high morale.”
Therefore Employee welfare aims at providing such service, facilities and
amenities that enable the workers, employed in industries factories to perform their work
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in healthy, congenial surrounding conductive to good health and high morale.
The importance of Employee welfare measures was accepted as early as 1931,
when the royal commission of labor started. The benefits, which go under this
nomenclature, are of great importance to the worker and which he is unable to secure by
himself. The labor welfare scheme may be regarded as a wise investment.
The worker should at least have the means and facilities to keep himself in a state of
health and efficiency. The working condition should be such to safeguard his health and
protect him against occupational hazards.
OBJECTIVES OF EMPLOYEE WELFARE:
1. To avoid the frustration of workers and thereby increase their overall efficiency
and productivity.
2. To improve the health and working environment of the individual
3. To release the employees from personal and family worries
4. To provide better amenities to the workers and thereby afford him a wider
concept of life
5. To increase the standard of living
6. To reduce absenteeism and labor turnover in organization.
SCOPE OF LABOUR WELFARE;
There are certain requirements, which we believe labour welfare should meet, it should
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a) Enable workers to live a richer and more satisfactory life.
b) Contribute to the productivity of Employee and efficiency of the enterprise
c) Enhance the standard of living of workers by indirectly reducing the burden on
their purse.
d) Be in the harmony with similar service obtaining in the neighboring community
where the enterprise is situated
e) Be administrate liable and essential development out look.
Thus if it would be clear that we inclined to regard all extra all mural and intramural as
well as statutory and non-statutory welfare measures of employers, government and trade
unions as fallings within the scope.
3.2 EMPLOYEE WELFARE MAIN CLASSIFICATION:
The Employee welfare includes various activities relating to the different aspects of
Employee class in brief. The activities are generally divided into 2 broad categories.
a Extramural
b Intramural
EXTRAMURAL
Those welfare activities, which are undertaken outside the vanity of the
undertaking. For example, facilities of transport to and from the place of work, provision
of good accommodations, maternity benefits, medical benefits, provident fund etc.
INTRAMURAL:
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Those welfare activities, which are undertaken inside the premises of the factory:
Ex:- Canteen, restroom, first aid equipment, proper ventilation and sanitation etc.
By applying another mode of classification Employee welfare measures can be divided in
to three categories
i. Statutory welfare measures
ii. Voluntary / non-statutory welfare measures
iii. Mutual welfare measures
STATUTORY WELFARE MEASURES
It includes all activities undertaken under the provisions of law passed by central
& state government for general welfare of workers which are compulsory provisions
relating to living conditions minimum wages, sanitary conditions hours of work lighting
etc.
The employee is legally bound to adapt welfare measures under different labor
legislation.
EX; The factories act, 1948
The payment of gratuity Act, 1972
3.5 STATUTORY WELFARE MEASURE
1 Canteen (section 46)
2 Shelters, restrooms and lunch rooms (sections 47)
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3 Creches (section 48)
4 Washing facilities
5 Facilities for storing and drying clothing (Section 43)
6 Facilities for sitting (section 44)
7 First aid appliances (Section 45)
8 Drinking water (section 18)
9 Latrines & urinals (section 19)
10 Spittoons (Sections 20)
STATUTORY SOCIAL SECURITY WELFARE MEASURES
1 Family pension schemes
2 Gratuity
3 Provident fund scheme
4 Employment state insurance scheme
5 Deposit linked insurance scheme
3.3 NON-STATUTORY / VOLUNTARY WELFARE MEASURE
Voluntary welfare measures include those undertaken by the employees voluntarily
without any pressure from government. This is intended for efficiency of workers such as
free food government. This is intended for efficiency of workers such as free food during
work, facilities for relaxation reading room etc.
Non-statutory Employee welfare includes those activities undertaken by the
employers for their workers welfare. The idea is apparently philanthropic but it is also a
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round investment because the various welfare activities of the employees not only
increase the efficiency of the workers but also reduce the chances of industrial disputes.
Non-statutory Employee welfare work is also undertaken by some social
organizations. The various types of non-statutory Employee welfare activities, which may
be undertaken by the employers, are
a) Educational facilities for the workers and their children in the form of provision
of schools, libraries and financial assistance
b) Medical facilities for worker and their families in the form of first aid centers,
dispensaries and treatment of diseases
c) Free transport facilities
d) Recreational facilities in the form of music, dance, drama, games and other
cultural activities
e) Housing facilities - construct houses or provide housing loans for workers
f) Consumer co-operative societies - which provide members with good quality food
grains and other.
g) Family planning programmers
h) Counseling programs for the management of workers personal and emotional
problems.
Welfare activities greatly affect the health and efficiency of the workers and promote
industrial peace. Therefore, the employers must under take the responsibility of providing
welfare measures for their workers. Welfare activities will help to establish a harmonious
relationship between employers and workers. The employers thus have a moral obligation
to look after the welfare of their workers.
The Employee welfare measures mentioned in the previous topics contribute
positively to employee satisfaction and hence play an important role in reducing
employee turnover and absenteeism and improve workers health and efficiency.
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.
3.4 MUTUAL WELFARE MEASURES
These welfare measures are undertaken jointly by the management and workers by
each other co-operation. Sometimes mutual welfare measures activities are organized by
unions for benefits of workers such as co-operative societies etc.
MUTUAL WELFARE MEASURES
1 Credit co-operative society
2 Death relief fund
3 Group insurance scheme
VOLUNTARY WELFARE MEASURES
1 Housing facilities
2 Transportation facilities
3 Medical facilities
4 Cultural facilities
5 Recreation facilities
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3.6 FACTORIES ACT - 1948:
OBJECTIVES:
To regulate the conditions of work in manufacturing establishments that come within
the definition of the term `factory’ as used in the act. The act makes provisions regarding
the following matters.
HEALTH:
1. CLEANLINESS:
o Factory to be kept clean from effluvia and dirt
o Effective means of drainage
o Use of disinfectants
2. DISPOSAL OF WASTE AND EFFLUENTS:
o Factories to make arrangements for treatment of wastes and effluents from
the manufacturing process.
3. VENTILATION AND TEMPERATURE
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o Maintain adequate ventilation and temperature
o Process producing high temperature to be separated
o Standards of ventilation and temperature to be prescribed
4. OVERCRODWING:
o It must be avoided
o Specified space per worker must be maintained
5. LIGHTING:
o Sufficient and suitable lighting must be provided in the factory
o Measures for presentation of glare and formation of shadows
6. DRINKING WATER:
o Provide suitable points of drinking water
o Points to be marked and away from urinals
7. LATRINES AND URINALS:
o Separate latrines and urinals for male and female workers, adequately
lighted and ventilated.
WELFARE:
1. Washing facilities:
Adequate facilities should be made available to all workers which should be
kept clean
2. Facility for sitting
o Provisions for seating arrangements for workers obliged to work in a
standing position
o Provisions for seating arrangements for workers doing work, which can be
in a sitting position.
3. Canteens:
Canteens in a factory employing more than 250 workers.
4. Shelters:
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Restrooms and lunch rooms in factories employing 150 / more workers
5. Creches:
Provision for crčches in factories employing more than 30 women workers. It
must be ventilated and under the charges of trained women.
6. Welfare officers
Appointed in factories employing 500 / more workers.
3.7 EMPLOYEES PROVIDENT FUND ACT - 1952
OBJECTIVES :
To provide provident fund and pension scheme for employees in factories and other
establishments. As per the scheme an employee is entitled to receive his contribution at
the time of his retirement or leaving the service, whichever is earlier.
Employees provident fund schemes:
The central government frames the employees provident fund scheme for
establishment of provident fund under the act for employees and specifiy the class of
establishments to which the scheme applies. The central board administrates the fund.
Employees family pension scheme:
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It provides family pension and life insurance benefits to the employees of any
establishments. A family pension fund is created from the contributions of the employees
and employers this fund is administrated by the central board.
Employees deposit linked scheme:
This scheme is framed for providing life insurance benefits to employees of any
establishments, the employer make contributions to the deposit linked insurance fund.
The amount not being more than 1% of the aggregate of basic wages dearness,
allowances and retaining allowance.
3.8 Employees Estate insurance act 1948:
OBJECTIVES:
To provide certain benefits to employees in case of sickness, maternity and
employment injury. Employees sate insurance fund - at contributions are paid under this
act shall be paid in to a fund called ESI fund, which is administrated by the ESI
Corporation.
BENEFITS
Sickness benefits:
The qualification of a person to claim sickness benefit. The condition subject to
which benefit may be given. The rates and periods those of shall be prescribed by the
central government.
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Maternity benefits:
The increased women employee is entitled to periodical payments at the rate of her
average daily wage for a maximum period of 12 weeks in case of her miscarriage or
sickness, arising out of pregnancy, confinement or premature birth.
Disablement benefit:
An employee who sustains temporary disablement, weaker total or partial, shall be
entitled to periodic payment.
3.9 EQUAL REMUNERATION ACT, 1976
Objectives:
To provide for the payment of equal remuneration to men and women workers and
for the presentation of discrimination on the ground of sex, against women in the matter
of employment.
It is the duty of the employer to pay equal remuneration to men and women workers
for same work or work of similar nature. In doing so, the employer shall not reduce the
rate of remuneration of any employee.
No employee shall, while making recruitment for the same work or work of similar
nature make any discrimination against women except where the employment of women
in such work is prohibited under the any law.
3.10 THE PAYMENT OF GRATUITY ACTS, 1972
OBJECTIVES:
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To provide for a post retirement financial security to employees in factories and
other establishments gratuity shall be payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five years:
a On his superannuating
b On his retirement or resignation
c On his death or disablement due to accident or disease.
The gratuity is calculated based on 15 days wages for every completed year of service
to the maximum of Rs. 25 lakhs, gratuity can be fortified if the employee has committed
a misconduct of moral turpitude. Gratuity shall be paid to the nominees in the event of
death of the employees while in service.
CHAPTER - 4
Research Design
4.1 Introduction
Welfare of employee is the welfare of industry. They rise or sink together; the
country’s progress is bound up with the progress of industry and of employee. A
worker’s well being inside as well as outside the factory is mainly out of employer’s
concern, because it has a direct bearing on the efficiency of his work and job satisfaction.
It is the right of the worker as a human being to get the minimum amenities, which in
turn contributes to a very large extent towards production efficiency.
They are also the best kind of investment for employees as they promote
industrial efficiency and provide the workers facilities and amenities, which enable the
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workers employed to perform their work in healthy an congenial climate.
4.2 Problem Statement
The liberalization, privatization and globalization of Indian economy in the last
few years have presented unprecedented challenges to the decision makers in
government, industry and service sectors; to compete in the global market with
competitive edge necessitates the industry to improve its productivity and quality of
products.
This objective cannot be achieved unless and until the workers are highly satisfied
with the working environment and welfare facilities, which have an important impact on
industrial relations.
Thus a research study has been conducted in the area of “Employee welfare and its
impact on job satisfaction” at KSEB. Welfare measures are vital to improve employee
efficiency and commitment.
In this aspect, not only the statutory provision should be compiled with but the
employers must also strive to provide certain voluntary & mutual welfare measures to
ensure employee satisfaction. Therefore a study of the statutory, non-statutory & mutual
measures provided by the organization and the satisfaction level of employees towards
these welfare measures and its impact on job satisfaction, but also to draw suggestions
and conclusions which would enable the organization to make improvements in its
welfare measure if necessary.
4.3 Objectives of study
In this study an attempt has been made to examine the welfare measures offered by
KSEB to its employees & its impact on job satisfaction. The specific objectives of the
study are:-
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1. To examine the various statutory and non-statutory, mutual welfare measures
provided to the employees of KSEB
2. To understand the reaction of the employees towards the welfare measures in
terms of their awareness, perception and level of satisfaction with there facilities
3. To find out the satisfaction level of the employees and identify reasons for and
source of dissatisfaction, if any
4. To make suitable suggestions and recommendations with a view to improve the
existing welfare measures, if necessary.
4.4 Scope of study:
The scope of the study is extended only to the respondents working in the KSEB
divisions in Kannur district, Kerela. It does not cover all the employees working in
KSEB. The study covers only some of the levels in the organization. The welfare
measure studied includes both statutory, non-statutory (voluntary) measures & mutual
welfare measures.
4.5 Research methodology
Research refers to the search for practical knowledge, and it is a scientific
investigation for the search for relevant information.
Research consists of comprising and redefining problem, formulating, solutions,
collecting, organizing, and evaluating data, making conclusions and carefully testing
conclusion clarify the accuracy of conclusion.
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Methodology:
An exploratory research study is conducted and a sample survey method is
employed. Here the study is conducted based sample drawn from the population and
therefore inferences are drawn about the welfare measures at KSEB.
In due course of data collection for covering the above stated objectives. An in-
depth study of the various book, manuals, forms, reports and other documents in order to
study and understand the functioning of the divisions.
Sampling and sample size:
In order to reduce the sampling bias and sampling error, the method appropriate to
this is taken i.e., stratified random sampling is adopted where by each level is treated as a
strata and sample would be drawn from the strata.
The sample size is 60 employees .
4.6 Data collection methods:
Source of data:
1. Primary data
2. Secondary data
Primary data:
It is the data collected which is collected directly from questionnaires, personal
interview and discussions with officials and manager at KSEB. The responses of the
employees towards worker welfare measures in the organization and their job satisfaction
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is analyzed through questionnaires.
Secondary data:
It is that data which is already available from,
a. Companies annual report
b. File and documents relating to employee welfare
c. Text books relating to labour welfare measures and job satisfaction.
4.7 PLAN OF ANALYSIS
Data collected from various sources are carefully computed, classified, tabulated,
analyzed an interpreted. The statistically technique used for analyzing the data collected
from the tabulated data would be analyzed with tables & charts wherever necessary, so as
to draw inferences based on which findings, suggestions and conclusions regarding
employee welfare measures and its impact on job satisfaction are arrived at.
4.8 LIMITATIONS OF THE STUDY:
• The study is limited to only some of the levels in the organization; hence it may not
be universally applied to the organization as a whole.
• Since the nature of the study and the complexity entails a greater depth in study for
which sufficient time was not available, time factor is also one of the limitations to
the study.
• It is assumed that answers given by the employees are true and adequate; therefore
the study is a representative of the employees opinions.
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CHAPTER - 5
ANALYSIS OF DATA AND INTERPRETATION:
The study has been on "A study on impact of Employee Welfare measures
towards job satisfaction of employees at KSEB. The data collected from the employees
using with scientific questionnaires. The primary data has been collected by way of
structured scientific questionnaire through focus interview technique from 60 employees
from 2 divisions in KSEB.
The data has been bifurcated into groups
1.
Personal details (question 1.1 to 1.3)
2.
Pertaining to the project
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a.
Statutory welfare measures
b.
Non-statutory welfare measures
c.
Mutual welfare measures
d.
Other information relating to job satisfaction
The various Employee welfare measures has been drawn from the factory act
1948, employee state insurance act 1948, employees provident fund act 1952 payment of
gratuity act 1972, workmen's compensation act 1923. While structuring the questionnaire
care was taken to see that the questions that were being framed were relevant to the
objectives of the study.
Questionnaires were designed to find out about welfare measures and also the
satisfaction level of the employee sin the organization, on the basis of the answers
collected from the employees, inferences were drawn to arrive at a final conclusions the
respondents have been selected from various department to get their general opinion of
the welfare measures offered by the organization.
5.1 PERSONAL DETAILS:
1.1 Table showing age wise distribution of the respondents
Age (in years)
No of Respondents
Percentage
Below 25
0
0
25-35
14
24
35-45
27
45
45 and above
19
31
Total
60
100
From the above table it is observed that no respondents fall under below 25 years
category, 24 percent under 25-35 years category, 45 percent under the 35-45 years
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category, and 31 percent of the respondents under 45 and above category
It can be inferred that most of the employees fall in the group of 35-45 and 45
above. It is important to note that they from 45 percent of the employees are continuing
in the same organization for a number of years. Therefore the organization must ensure
that they are satisfied with all the welfare measures and must try to improve some of the
welfare measures with which the older employees are not satisfactory.
1.2 Table showing sex-wise distribution of the respondents
Sex
No. of Respondents
Percentage
Male
22
36
Female
38
64
Total
60
100
From the above table it is observed that 64 percent of the respondents are male 36
percent of the respondents are females.
1.3 Table showing educational qualification of workers
Qualification
No. of Respondents
Percentage
Under graduate
14
31
Graduate
23
38
Post graduate
05
09
Diploma
8
13
Others
10
09
Total
60
100
From the above table it is observed that most of the respondents are graduates
who account for 38 percent, 23 percent of the respondents are undergraduates. 9 percent
of the respondents are postgraduates, 15 percent of the respondents are diploma holder, 0
percent have done other course.
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Therefore it is inferred that all the respondents are literate. Analyzing the
qualification is essential because it helps us to find out if the employees are educated or
not. Therefore of the respondents are aware of the welfare measure.
5.2 STATUTORY WELFARE
I
Welfare measure covered under factories act 1948:
A.
Table showing satisfaction level of employees for the following facilities covered
under factories act 1948
Graph
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0
10
20
30
40
50
60
70
80
ab
cd
e
fg
Rest rooms
Drinking Water
Medical
Canteen
Urinals
Salary
Advance
Extra Payment
SL.
No
Faclities
Very
Satisfied
Satisfied
Dis
Satisfied
Fair
Absolutely
Dissatisfied
Not
aware
Not
applicable
1 Rest rooms
0
0
17
5
0
73
0
2 Drinking Water
4
38
18
24
0
16
0
3 Medical & First aid
9
36
18
28
7
0
2
4 Canteen
0
23
21
26
0
23
5 Urinals & latrines
6
37
27
22
8
0
0
6 Salary Advance
20
53
5
22
0
0
0
7 Extra payment
4
62
4
28
2
0
0
1.
REST ROOMS:
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a.
Analysis
Table 2 shows that all employees interviewed for the study can be observed that the
respondents are not aware of rest room in the organization, respondents are also
dissatisfied.
b.
Inferences:
a. It can be inferred that the organization has no rest room facility
2.
DRINKING WATER FACILITIES:
Analysis
It is observed that most of the respondents state that drinking water facilities is
satisfied, 38 percent of the respondents state they are satisfied 24 percent of the
respondents state that drinking water facility is fair, 18 percent of the respondents
state they are dissatisfied and 16 percent of the respondents are absolutely
dissatisfied. All the respondents are aware of drinking water facility in the
organization.
Inferences:
It is inferred majority of the employees are satisfied as well as dissatisfied this
because not all departments / divisions are provided with safe portable drinking
water. The company must provide them with safe drinking water as it is a basic
necessity. In every dept., necessary arrangements have to be made to provide and
maintain water at suitable points conveniently situated for all workers.
3.
MEDICAL AND FIRST AID FACILITIES:
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a. Analysis
It is observed 36 percent of the respondents are satisfied, only 9 percent
are very satisfied; where as 28 percent of the respondents state it to be fair, 18
percent of the respondents are dissatisfied and 2 percent of the respondents are not
aware of medical and first aid facility.
b. Inferences:
As regards to medical facilities, its importance for the workers to be being
ignored because it not only important for himself but also for the overall industrial
developments and progress.
4.
CANTEEN
Analysis
It is observed that 20 percent of the respondents are stated it is fair 26 percent
of the respondents are absolutely dissatisfied with the canteen facilities, 23
percent are dissatisfied and 30 percent of the respondents are not aware of the
canteen facilities.
Inferences.
It can be inferred that 30 percent of the respondents are not aware of canteen
facilities and majority of the respondents are dissatisfied this is because the
company do not have canteen facilty.
5.
URINAL AND LATRINES:
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Analysis:
It is observed that most of the respondents are satisfied and they account for 37
percent, 22 percent of the respondents satisfied it to fair, 27 percent of the respondents
are dissatisfied, 8 percent of the respondents are absolutely dissatisfied and all the
respondents are aware of the sanitary conditions in the organization.
b. Inferences:
it is inferred that even though most of the employees are satisfied with the
sanitary condition: the management should take steps to maintain and improved
the sanitary condition so that the dissatisfied respondents are satisfied with regard
to cleanliness and hygiene of latrines.
6.
Earned Leave:
a. Analysis:
It is observed that out of 100 percent, 41 percent of the employees are satisfied,
25 percent of the respondents are very satisfied, and 30 percent stated it to be fair
and only 2 percent of the respondents were dissatisfied which is an insignificant
figure. All the respondents are aware of earned leave and it is applicable to all the
respondents.
b. Inferences:
It is inferred that majority of the employees are satisfied with the earned leave
benefits
7.
Casual leave:
Analysis:
It is observed that 50 percent of the respondents are satisfied with the casual
leave, 16 percent of the respondents say it is fair, 30 percent of the respondents
state they are very satisfied and another small percentage are dissatisfied. All the
respondents are aware of casual leave and it is applicable to the entire employee.
Inferences:
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Overall it can be inferred that a majority of all respondents are satisfied with the
casual leave.
B.
Welfare measures covered under employee state insurance act 1948
Sl.
No.
Benefits
Very
Satis
fied
Sat
isfi
ed
Fai
r
Abs
olute
ly
Diss
atisfi
ed
Not
Awa
re
Appl
icabl
e
Tota
l
1
Maternity Leave
9
33 6 0
48
100
2
Sick Leave
4
73 17 0
0
100
3
Physically Handicapped Allowance
8
13 4 0
72
100
4
Medical Benefits
12
62 21 2
0
100
Graph
0
10
20
30
40
50
60
70
80
a
b
c
d
f
g
maternity leave
sick leave
physically
handicapped
allowance
medical
benefits
1.
Maternity Benefits:
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A.
Analysis:
From the above table, it is observed that 33 percent of the employees are satisfied
a small percentage of 9 percent state they are very satisfied 6 percent of the respondents
state it to be fair, an insignificant figure 5 percent state they are dissatisfied with the
maternity leave.
B. Inferences:
All the respondents men or women are aware of the maternity leave and it is not
applicable to 48 percent of the respondents since they are men therefore it is inferred
that majority of the women respondents are satisfied with the maternity leave
benefits.
2.
Sick Leave:
a.
Analysis:
It is observed that 73 percent of the respondents are satisfied with the sick leave
benefits, a small percentage of 4 percent state they are very satisfied 17 percent of the
respondents say it is fair and another the small percentage 6 percent are dissatisfied. All
the respondents are aware of the sick leave benefits and it is applicable to all employees
in KSEB.
b.
Inferences:
Overall it can be inferred that a majority of the employees are satisfied
with the sick leave benefits.
3.
Physically handicapped allowances:
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Analysis
It is observed that 13 percent of the employees are very satisfied with the
physically handicapped allowances. A very small figure of 2 percent of the
respondents say that they are dissatisfied 72 percent of the respondents say it
is not applicable to them; this is because they do not fall in the physically
handicapped category.
Inferences
Therefore it can be inferred that among the physically handicapped employees
most of the respondents are satisfied.
4. Medical benefits:
a. Analysis:
It is observed that 62 percent of the respondents are satisfied i.e., most of the
employees are satisfied, 12 percent of the respondents state to be fair, and a small
figure of 3 percent of the respondents are dissatisfied and 2 percent of the
respondents are absolutely dissatisfied.
b. Analysis:
It is inferred that majority of the respondents are satisfied accounting to 74
percent of the respondents. However, the management must see the health of the
workers.
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C. Welfare measures covered under employee provident fund and miscellaneous
provisions act
Table showing the satisfaction level of welfare measures covered under Employee
provident fund and miscellaneous provisions act.
Satisfaction level
Employee provident find
Scheme
Family Person Scheme
No. of
Respondents
Percentage No. of
respondent
Percentage
Very Satisfied
05
08
05
08
Satisfied
25
42
25
25
Fair
20
34
20
20
Dissatisfied
4
7
4
4
Not aware applicable 0
0
0
0
Total
54
100
54
100
1.
Satisfaction level of provident fund scheme;
Analysis:
It is observed that 42 percent of the employees respondents are satisfied,
34 percent of the respondents stated it to be fair,8 percent of the
respondent are very satisfied, where as 7 percent of the employees are
dissatisfied and 9 percent of the respondents are absolutely dissatisfied
with the employees provident fund scheme provided by KSEB.
Inferences:
All the employees are aware of the scheme and it is applicable to the entire
employee in the organization.
Graph showing the satisfaction level of welfare measures covered under Employee
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provident fund and miscellaneous provisions act.
Graph
0
5
10
15
20
25
30
35
40
45
50
1st Qtr
2nd Qtr
3rd Qtr
4th Qtr
very satisfied
satisfied
fair
dissatisfied
not applicable
2.
Satisfaction level of family pension scheme:
a.
Analysis:
From the above table, it is observed that 47 percent of the respondents are
stated it to be fair 30 percent
Of them were satisfied and 11 percent are dissatisfied, 7 percent of respondents
are absolutely dissatisfied, and percent of the respondents are not aware of employees
family pension scheme and it is applicable to all the respondents
b. Inferences:
It is inferred that most of the employees i.e., 47 percent are stated it is as fair and satisfied
with the scheme.
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5.5 Welfare measures covered under workmen compensation Act 1923
Table showing satisfaction level of welfare measures covered under workmen
compensation act 1923
Rating scale answers
given by selected
respondents
Personal accident Scheme
Death Relief Fund
No of
Respondents
Percentage No. of
Respondent
Percentage
Very Satisfied
3
5
10
16
Satisfied
29
48
37
54
Fair
13
22
8
14
Dissatisfied
6
10
4
9
Absolutely Dissatisfied
9
15
5
7
Not Aware applicable
0
0
0
0
Graph showing satisfaction level of welfare measures covered under workmen
compensation act 1923
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0
10
20
30
40
50
60
a
b
c
d
very satisfied
satisfied
fair
dissatisfied
absolutely
dissatisfied
not aware
1.
Personal accident scheme:
Analysis:
From the above table it is observed that 21 percent of the respondents are stated it
to be fare, 48 percent of the respondents are satisfied and a small percentage around 5
percent of the respondents are very satisfied towards employees personal accident
scheme. 10 percent of the respondents are dissatisfied, 15 percent of the respondents are
absolutely dissatisfied.
Inferences:
It is inferred that majority of the employee are satisfied with personal accident
scheme because there is no deduction from their salary it is the organization that
contributes towards the individuals.
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2.
Death relief fund:
Analysis:
From the above table it is observed that 14 percent of the respondents are stated it
to be fare, 54 percent of the respondents are satisfied, 16 percent of the respondents are
very satisfied with the employees death relief fund scheme. 9 percent of the respondents
are dissatisfied and 7percent are absolutely dissatisfied.
Inference:
Each employee contributes a monthly contribution of Rs. 25 the accumulated amt to be
given to the employee’s family member in case of death of the employee or a sum of Rs.
25,000 would be paid during retirement.
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5.3 NON-STATUTORYU WELFARE MEASURES:
Table showing satisfaction level of welfare measures covered under Non-statutory
welfare measures:
No of Respondents and Percentage
Sl.
No
.
Facilities
Very
Satis
fied
Sat
isfi
ed
Fai
r
Di
ssa
tisf
ied
Abs
olute
ly
Diss
atisfi
ed
Not
Awa
re
Appl
icabl
e
Tota
l
1 Vehicle Advance
16
48 24 12 0
0
100
2 Family Planning Incentive
3
27 24 9 2
35
100
3 House Building Advance
8
8 6 13 32
22
100
4 Education Allowance
8
32 28 17 9
6
100
5 Newspaper Allowance
3
33 29 12 10
13
100
Graph
0
5
10
15
20
25
30
35
40
45
50
a
b
c
d
e
f
vehicle
advance
family planning
incentive
house building
advance
educatio
allowance
newspaper
allowance
3-D Column 6
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1. House Building Advance:
Analysis:
From the above table it is observed that 6 percent of the respondent are fair, 8
percent of the respondent are satisfied 13 percent are dissatisfied and 32 percent of the
respondent absolutely dissatisfied 33 percent of the employee are not aware of this
scheme.
Inferences:
It inferred that majority of the respondents are dissatisfied this is mainly because
the organization does not give the housing loans to its employees from its own funds.
2. Education Allowance:
Analysis
From the above table states that 32 percent of the respondents state they are
satisfied 28 percent are to be fair small percentage of 8 percent of the respondents are
very satisfied, 17 percent of the respondents are dissatisfied 9 percent of the respondents
are absolutely dissatisfied and 6 percent are not aware of education allowance.
Inferences:
Education allowances is Rs. 250 pm to all the employees including staff and
management category inferred that majority of the respondent i.e. 40 percent are satisfied
with education allowance.
3. News paper allowances:
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Analysis
From the above table it is observed that 33% of the respondents are satisfied, 3%
of the respondents are very satisfied, 29% of the respondents stae it to be fair, 12% of the
respondents are dissatisfied, 10% of the respondents are absolutely dissatisfied, 9% of the
respondents are not aware of the paper allowances and 4% of the respondents are stated
that it not applicable to them.
Inferences
It is inferred that majority of the employee i.e. 36% of the employee are satisfied
with the newspaper allowances.
4. Conveyance allowances:
Analysis
It is observed that 28% of the respondents are satisfied with conveyance
allowances. A very small figure i.e., 5% of the respondents are very satisfied with the
conveyance allowances, 34% of the respondents say it is fair, 26% of the respondents are
dissatisfied and 7% of the respondents are absolutely dissatisfied with the conveyance
allowances.
Inferences
The above analysis shows that though the employees are satisfied with
conveyance allowances, a close percentage of them are dissatisfied with the conveyance
allowance. Most of them have asked for an increase in the conveyance allowance.
5.4 Mutual Welfare Measures
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How do you rate the comfort and convenience at the work place? Showing
satisfaction level with regard to Comfort and convenience at work place
7. Table showing satisfaction level of comfort and convenience at the work place.
Satisfaction
No. of respondents
Percentage
Satisfied
42
70
Dissatisfied
18
30
Not Aware
-
-
Not Applicable
-
-
Total
60
100
GRAPH
Graph showing satisfaction level of comfort and convenience at the work place
0
10
20
30
40
50
60
70
a
b
satisfied
dissatisfied
nor aware
not applicable
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Analysis:
An Observation of the above table states that of percent of the respondents are
satisfied with the comfort and convenience at the work place.
Inferences:
Management must see to that employees are provided proper working
environment. So that their efficiency, job satisfaction and morale increases. Since
majority of the employees rate the comfort ad satisfactory, it can be conclude that the
organization has ensured to make the work place more comfortable for its employee to
attain very satisfactory level in the organization.
Do you think absenteeism and labor turnover could be reduced if better welfare
measures are provided by KSEB ?
8. Table showing responses with regard to absenteeism and turnover:
Responses
No. of Respondents
Percentage
Yes
54
88
No
6
12
Total
60
100
Graph
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Graph showing responses with regard to absenteeism and turnover
0
10
20
30
40
50
60
70
80
90
No. Of Responent
Percentage
Yes
No
Analysis
From the above table it is observed that 88 percent of the respondents feel that the
absenteeism and employee turnover could be reduced if, better welfare measure is
provided by KSEB. Another 12 percent of the respondents feel that if better welfare
measures can never reduce labour turnover and absenteeism.
Inferences
It is inferred the majority of the employees feel that if welfare measures are
provided. Absenteeism and labour turnover can be reduced.
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Other welfare measures :
1. How would you rate the relationship with the supervisors and to the
workers?
Satisfaction
No. of respondents
Percentage
Very Satisfied
5
10
Satisfied
34
54
Dissatisfied
16
26
Absolutely Dissatisfied
5
10
Total
60
100
GRAPH
Graph showing satisfaction levels with respect the relationship with Supervisors and
co-workers.
0
10
20
30
40
50
60
No of Responent
Percentage
very satisfied
satisfied
dissatisfied
absolutely
dissatisfied
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Inference:
Relationship with supervisors and Co-workers is the dissatisfied as stated by
Herzberg because according to him if the relationship is a cordial one it does not lead to
satisfaction but if there is any friction it may make a worker dissatisfied with his job.
Analysis:
10 percent of the respondent stated that they are very satisfied with their
supervisors and workers, 10 percent of the respondent dissatisfied with supervisor and
worker and 10 percent of the employee are absolutely dissatisfied. Where as 54% of
employees are satisfied with their relationship with the supervisory.
How would you rate the overall employee measures and benefits
provided by the company?
Table showing satisfaction level with regard to Overall Welfare
Satisfaction level
No. of respondents
Percentage
Very Satisfied
11
18
Satisfied
42
70
Dissatisfied
7
12
Absolutely Dissatisfied 0
0
Total
60
100
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Graph Showing Satisfaction level with regard to Overall Welfare
0
10
20
30
40
50
60
No of
Responent
Percentage
very satisfied
satisfied
dissatisfied
absolutely
dissatisfied
From the above table, it is observed that 70 percent of respondent rate the overall welfare
measure to be satisfactory. 18 percent of the respondents are very satisfied, the while 12
percent of the respondents are dissatisfied. Therefore it can be concluded that most of the
employees re satisfied with the overall welfare measures provided by the KSEB.
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CHAPTER - 6
Findings
The study was conducted at KSEB to make analysis the impact of employee welfare
measures on Job Satisfaction which involved the study on statutory and non statutory
welfare measures provided by the company and other information pertaining to job
satisfaction or this a Questionnaire was administered to the respondents comprising are
60 employees of the company. The data was also collected was tabulated and analyzed
on evaluation of the primary data collected from the respondents.
Many respondents are under the age group of 35 -45 and 54 above.
Respondents have stated that there is no proper restroom facility and canteen facilities
in the company
Majority of the female respondents are not satisfied about the restroom and sanitary
condition in the company.
30% of respondents are not satisfied with the conveyance allowance provided by the
company.
More than 70% of respondents have stated that welfare measures in KSEB are
satisfactory.
Majority of respondents have stated that there is no welfare officer to solve the
employee problems.
54% of respondent have stated that they are satisfied with the relationship between
their superiors and workers while 10% of respondents are dissatisfied.
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Majority of the respondents are satisfied with the overall welfare measures provided
by KSEB
Recommendations
The study reveals that there is a positive relationship between the levels of satisfaction
and the implementation of various employee welfare measures, which should be properly
implemented to improved so that they may increase job satisfaction, which in turn may
help increase productivity. An employee can be happy with his employment only when
he has job satisfaction; employee welfare ensures health safety, comfort and efficiency of
the workers, in turn to have a positive impact on job satisfaction and productivity in the
organization.
1. Company must provide a canteen facility to their employees, as there is no
canteen in company.
2. Company can provide restroom for each individual department for both male and
female employees.
3. Company can arrange for drinking water facilities in each floor as each floor
contains a separate department..
4. Allowance provided to the employees can be based on their performance rather
than their experience.
5. Company can have a recreation club for employees to increase their interaction
between various departments.
6. Company must set up a reading room or library for employees to make use of
their leisure time.
7. Company can think about more on job training programmes to update their
employee’s knowledge.
8. Provision for doormat and foot mat wherever necessary in all department.
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9. Company can appoint welfare officer to solve all their employee problems.
Conclusions:
The analysis of the primary data and secondary data has helped to evaluate
whether the welfare measures covered under the statutory and non-statutory welfare
measures have an impact on job satisfaction. Where of satisfaction is one of the important
factors, which affect not only efficiency and productivity but also job behavior as
absenteeism, labor turnover and accidents.
The prime objective of the study was to study the existing welfare measures,
exists of awareness and implementation of employee welfare measures and the level of
job satisfaction among employees and, the ways through which welfare measures can be
improve the level of job satisfaction.
From the survey conducted we can conclude that most of the workers are satisfied
with the welfare facilities encourage them to improve their performance and encourage
them to improve their performance and concentrate on their work better.
At present the facilities rendered to the employees are to average quality and
needs to be improved the company provides good non-statutory benefits the employees.
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SAMPLE QUESTIONAIRE
Questionaire for Critical Analysis of a welfare measures of Kerela state electricity board.
1. PERSONAL DETAILS :
A. Name : ……………………………………………..
B. Age :
• 21-29 ( )
• 30-39 ( )
• 40-49 ( )
• 50- above ( )
C. Designation : ………………………………………
D. Years of service :
• 1 to 5 years ( )
• 1 to 10 years ( )
• 10 to 15 years ( )
• 15 to 20 years ( )
• 20 years n above ( )
E. Qualification :
• Undergraduate
• Graduate
• Postgraduate
• Others
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2. QUESTIONS :
2.1 STATUTORY WELFARE MEASURES :
A. would you rate your satisfaction levels with regard to the following welfare covered
under factories act 1948.
• Restroom
• Drinking water facilities
• Medical and first aid facilities
• Canteen facilities
• Salary advances
• Urinals and latrines
1. very satisfied
2. satisfied
3. fair
4. dissatisfied
5. absolutely dissatisfied
6. not aware
B Welfare measures under Employee State Insurance Act 1948.
• Maternity leave
• Sick leave
• Physically handicapped allowance
• Medical benefits
C. Welfare measures under Employee Provident scheme.
• Employee providend scheme ( )
• Employee family pension scheme ( )
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D. Welfare measures under Workmen Compensation 1923.
• Personal accident scheme ( )
• Death relief fund scheme ( )
2.2 NON-STSTUTORY WELFARE MEASURES :
A. What do you think about the following welfare measures provided to you at KSEB ?
• Vehicle benefits
• Family planning
• House building allowances
• Education allowances
2.3 MUTUAL WELFARE MEASURES :
A. How do you rate the comfort and conveniences at the work place ?
• Satisfied ( )
• Dissatisfied ( )
• Not aware ( )
• Not applicable ( )
B. Do you think absenteeism and turnover can be reduced if better welfare measures
provided in KSEB.
(a) YES
(b) NO
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2.4 OTHER INFORMATION
A. HOW WOULD YOU RATE THE RELATIONSHIP WITH SUPERVISIOR AND
CO-WORKERS ?
(a) Satisfied
(b) Dissatisfied
B. How would you rate the overall welfare measures and benefits provide in KSEB.
• VERY SATISFIED ( )
• SATISFIED ( )
• DISSATISFIED ( )
• ABSOLUTELY DISSATISFIED ( )
THANK YOU
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BIBLIOGRAPHY
1. A hand book of employee benefits by Jerry . S. Rosenbloom
2. www.google.com
3. www.familiesandwork.org
4. www.ilo.org
5. Center for Advanced Human Resource Studies (CAHRS):