A Study On Employee Welfare Measures BY Amazon Private Ltd Bangalore

1. INTRODUCTION

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

THE CONCEPT OF HUMAN RESOURCE MANAGEMENT:

1.1 HUMAN RESOURCES MANGEMENT (HRM)

HRM is a process of managing people of organization with human approach.

Human resources approach to manpower enables the manager to view the people
as an important resources .It is the approach through which organization can utilize
the manpower not only for the benefits of the organization but for the
growth, development and self satisfaction of the concerned people .Thus, HRM
is system that focuses on human resources development on one hand
and effective management of people on the other hand so that will enjoy human
dignity in their employment .

HRM is involved in providing human dignity to the employees taking into account
their personalities are recognized as valuable human beings. If an organization can
trust, depend and draw from their bank account on the strength of their capital
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assets, they can trust , depend and draw more on their committed, talented,
dedicated and capable people .This is what the HRM is involved in every
business, managerial activity or introduction .

Human resource has a paramount importance in the success of any organization

because most of the problems in organizational setting are human and social rather
than physical, technical or economical failure. ‘No industry can be rendered
efficient so long as the basic fact remains unrecognized that it is principally
human.

Human Resources Management is concerned with the “people” dimension in

management. Since every organization is made up of people acquiring their
services, developing their skills, motivating them to high level of performance and
ensuring that they continue to maintain their commitment to the organization are
essential to achieve organizational objectives. This is true regardless of the type of
organization, government, business, education, health, recreation or social action.
Getting and keeping good people is critical to the success of every organization,
whether profit or non-profit, public or private.

The principal component of an organization is its human resources or ‘people at

work’ . According to LEON C .MEGGISION from the national point of view
Human Resources as, “the knowledge , skills ,creative abilities , talent and
aptitudes obtained in the population ; whereas from the view point of the individual
enterprise , they represent the total of inherited abilities ,acquired knowledge and
skills as exemplified in the talents and aptitudes of its employees .

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MEANING OF HUMAN RESOURCES MANAGEMENT:

It can be defined as managing the functions of planning, organizing,
directing, controlling, developing, compensating human resource
resulting the creation and development of human relation with a view to
contribute proportionately to the organizational social and individual
goals of organization .
In other words HRM is a process which consists of four main activities, namely,
acquisition, development, motivation, as well as maintenance human resources.

DEFINITION OF HUMAN RESOURCE MANAGEMENT

HRM is the part of the part of the organization that is concerned with the
people dimension . HRM deals with human relations of an organization starting
from recruitment to labor relation . HRM is concerned with the people
dimension of management. it is a process of acquisition , development ,
motivation , and maintenance of human resources of an organization .

1. M.J. JUCIOUS: “The field of HRM involves planning organization, directing

and controlling functions of procuring, developing, maintaining and utilizing a
labor force.”

2. DALE YODER: “HRM is the provision of leadership and direction of people

in their working o ties.”

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THE NATURE OF HUMAN RESOURCE MANAGEMENT:

1. Inherent Part of Management:

2. Pervasive Function: Human resources management is a pervasive
function of management. It is performed by all managers at various levels in
the organization. It is not a responsibility that a manager can leave
completely to someone else. However, he may secure advice and help in
managing people from experts who have special competence in personnel
management and industrial relations.

3. Basic to all Functional Areas: Human Resource Management

permeates all the functional area of management such as production
management, financial management, and marketing management. That is
every manager from top to bottom, working in any department has to
perform the personnel functions.

4. People Centered: Human Resource Management is people centered and

is relevant in all types of organizations. It is concerned with all categories of
personnel from top to the bottom of the organization. The broad
classification of personnel in an industrial enterprise may be as follows :

(i) Blue-collar workers (i.e. those working on

machines and engaged in loading, unloading etc.) and white-collar workers
(i.e. clerical employees)

(ii) Managerial and non-managerial personnel,

5. Personnel Activities or Functions: Human Resource

Management involves several functions concerned with the
management of people at work. It includes manpower planning,
employment, placement, training, appraisal and compensation of employees.
For the performance of these activities efficiently, a separate department
known as Personnel Department is created in most of the organizations.

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6. Continuous Process: Human Resource Management It must be performed

continuously if the organizational objectives are to be achieved smoothly.

7. Based on Human Relations: Human Resource Management is concerned

with the motivation of human resources in the organization. The human beings
can‘t be dealt with like physical factors of production. Every person has different
needs, perceptions and expectations. The managers should give due attention to
these factors. They require human relations skills to deal with the people at work.
Human relations skills are also required in training performance appraisal, transfer
and promotion of subordinates.

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OBJECTIVES OF HUMAN RESOURCE MANAGEMENT:

1. To create, utilize and motivate work force to achieve the
organizational goal.
2. To develop the inner hidden talent of every individual this might be
used for the development of the organization.
3. To maintain high employee morale and maintain sound human
resource.
4. To develop term work among the workforce.
5. To strengthen and appreciate the human assets continuously by
providing training and development programs.
6. To make the organization effective enough to face competition and
fast growing environment.
7. To identify and satisfy individual needs and group needs by offering
appropriate monetary and non- monetary incentive.

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EMPLOYEE WELFARE MEASURES

INTRODUCTION:

The economic development of a country depends upon the production of

commodities and services. The production is the result of five factors of production
land, employee, capital, organization or management and entrepreneurship. Out of
these five factors, the employee is the active factor of production. The productivity
of employee has gained the greatest attention of industrial psychologists and
researchers in the field of economics and management. The productivity of
employee depends upon its efficiency. Quality of employee depends primarily
upon its health and nutrition, literacy and social values and customs. Poor diets,
unhygienic conditions, inadequate disease preventive measures and lack of
medicines and medical care have an adverse bearing on their efficiency.

The happiness and the efficiency of workers are the mirror of the Prosperity of an
industry. This prosperity of an industry is the end result of productivity. To neglect
the employee class is to neglect the productivity. So employee welfare measures
become crucial because of the reasons like low level of wages, irregular working
hours, inability of trade union to undertake welfare work, to build up a stable
employee force for creating a genuine welfare state, Under such conditions
employee welfare can be only relief to employee class .The concept of ‘employee
welfare’ is necessarily flexible and elastic and differs widely with time, region,
industry, social values and customs, degree of industrialization, the general socio-
economic development of the people and the political ideologies prevailing at a
particular time.

Welfare in Indian industry implies the provision of medical and educational

services, a congenial work atmosphere, etc. The need for providing such services
and facilities arises from the social responsibility of industry, a desire for
upholding democratic values and a concern for employees. Employee welfare
implies providing better work conditions, such as proper lighting, heat control,
cleanliness, low noise level, toilet and drinking-water facilities, canteen and rest

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rooms, health and safety measures, reasonable hours of work and holidays, and
welfare services, such as housing, education, recreation, transportation and
counseling.

MEANING OF EMPLOYEE WELFARE MEASURES:

Employee welfare refers to all those efforts of employer’s, trade union, voluntary
organization and governmental agencies which help employees fell better and
perform better.

Employee welfare facilities motivate and retain the employee. It also helps to
minimize social evils such as alcoholism, gambling, drug, addiction and likewise.

DEFINITION OF EMPLOYEE WELFARE MEASURES:

According to k.Ashwathappa:
“Employee welfare refers to all those efforts of employees, trade union, voluntary
organization and governmental agencies which help employee feel better and
perform better”.

According to N.M.Joshi:
“Welfare work covers all the efforts with employee make for the benefit of their
employees and above minimum standards of act of the provision of the social
legislations providing against accident, old age employment and sickness”.

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ADVANTAGES OF EMPLOYEE WELFARE MEASURES:

1. Improved Industrial Relations:
These measures provide great satisfaction to the workers and also help in
maintaining industrial peace.
2. Increase in the General Efficiency and Income:
Welfare facilities make the workers happy and contented both at home and the
factory and it brings improvement in their general efficiency. Their efficiency and
productivity may not be up to the mark, if they are not relieved of their domestic
worries like poor housing, insanitary conditions etc. Once they are relieved of
these worries, they work with full zeal and enthusiasm.

3. High Morale:
The welfare measures shall also help in securing the willing co-operation of the
workers. Once satisfied they will be less tempted to destructive and anti-social
activities. Thus, a high degree of employee morale is ensured.

4. Creation of Permanent employee Force:

These facilities will provide an attraction to the workers to stay longer in the
undertaking. In the absence of such facilities, the workers often leave for their
villages in search of recreation etc. Efficient workers can also search for better
chances and may switch over to other establishments. In order to create a
permanent employee force, such facilities are essential.ler life”. Finally, the living
standard of the society is raised.

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DISADVANTAGES OF EMPLOYEE WELFARE MEASURES:

1. Cost to the employer:
Providing welfare measures to the employees and their family members invariably
increases the cost of employee to the employee.

2. AS a matter of right:
Employees and their family members feel that they have a legal right to get welfare
measures.

3. Discrepancies and De-motivation:

Employees may commit some mistake while providing welfare
measures which might lead to discrepancies

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REASONS FOR THE EMPLOYEE WELFARE ACTIVITIESIN

INDIA:
1. Increase in efficiency of the employee:

Employee welfare activities increase the efficiency of the employee to work

productively. These facilities help in developing the feeling of dedication among
them. Due to increase in the production and productivity of the employee increase
considerably.

2. Helpful in reducing the state of poverty among employee:

Most of the workers in our country are unable to provide basic necessities to
themselves and to their family members. This is because of extreme poverty
among Indian workers. Provisions of employee activities play an important role in
reducing such poverty and in providing essential amenities to the workers.

3. Establishment of organization peace:

Employee welfare activities help in establishing sound relations between
employers and employees. When the employees of the organization feel that they
are getting all the possible facilities, and the employers are very caring to them
then such good feeling increases the enthusiasm among the employee which will
establish peace in the organization.

4. Helpful in reducing rate of absenteeism and employee turnover:

The rate of absenteeism and employee turnover is high in India as compared to that
of developed countries of the world. Provisions of employee welfare activities help
in reducing this problem because employees feel themselves well settled at one
place.

5. Employee welfare facilities are divided into two categories:

1. Statutory.
2. Non-statutory.

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1. Statutory employee welfare facilities:

 Washing facilities
 Drinking facilities
 First aid facilities
 Medical facilities
 Education
 Housing
 Transportation
 Recreation
 Canteen, lunch room facilities.

2. Non-statutory employee welfare facilities:

 Personal health care
 Flex time
 Rewards
 Employee counseling
 Providing coffee, tea
 Harassment policies
 Picnics
 Marriage loan facilities
 Social gatherings
 Sports to employees

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RESEARCH DESIGN

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REVIEW OF LITREATURE

1.Misra (2018): carried out a research aimed at sociological analysis of the olabur
welfare
problems of sugar industry. The analysis was based on the firsthand data collected
from the sugar factories of Eastern Uttar Pradesh. The study found that the
conditions of work in sugar factories of eastern region of Uttar Pradesh were not
very satisfactory particularly in respect of safety measures, cleanliness, sanitation,
latrine facilities, drinking water, rest rooms, etc. It also points out that the
provisions for leaves and holidays, lighting, housing, medical and education are far
from satisfactory.

2. Koshan Manjulika (2016)2 pointed out that in spite of statutory provisions and
enforcing agencies in India, the labour welfare facilities were absent and the
cement industry was the only one where provisions were adequate lyen forced. The
study insisted the need for overhauling and tightening the machinery of inspection.
Appointment of welfare inspectors for different industries,

3.Monga (2015)3 conducted a study on implementation and awareness of labour

laws in Haryana. He focused mainly on the machinery for implementation of
labour laws and the impediments confronting the implementation. He has found
that the staff deployed for enforcement of labour laws are inadequate, inspections
are not frequent, the status of supervision of returns under various laws reveals a
dolesome picture, procedures are frivolous and vexatious, penalties imposed for
offending legislation in the state are fine and the penalty of imprisonment is rarely
imposed. He concludes that the absence of adequate awareness about the laws is
the major factor for inadequate enforcement of law.

4.Srivastava (2014)4 states that work is important in man’s life since time
immemorial. Whatever may be the reason for working, one thing is certain that
man has continued to work. The urge to work seems to be deep rooted in most men
and work is viewed as much more than a means of seeking economic gratification.
Work seems to serve many other functions for an individual. An individual’s sense
of well being, of doing something worthwhile, of having purpose in life, seems to
be associated with work.

5.Deepak Bhatnagar (2013)5 in his study on “Labour Welfare and Social Security
Legislation in India” evaluated the effectiveness of the Employees State Insurance
Scheme. He has found that the employees are uncomfortable on the issue of their
contribution towards the scheme. Majority of the employees are not fully aware of
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different benefit schemes as admissible under the Act. Medical certificates are
easily available to the insured persons. He suggests that steps should be taken to
curb this tendency of tax certification.

Title of the study:

A study on EMPLOYEE WELFARE measures provided at AMAZON PRIVATE
LIMITED and the satisfaction level of employees towards the welfare and social
security measures and the impact of the same on the performance of the
employees.

STATEMENT OF PROBLEM:
The employees are exposed to dreadful risks and just wages to compensate them
may lead to absenteeism and employee turnover. A welfare and social security
benefit is provided by the company to motivate employees, retain them and to
minimum employee turnover

The WELFARE measures provided by the company should satisfy the employees
and motivate them to perform better. Therefore a study has been made to
understand to what extent the employees are satisfied with the welfare measures
provided.

OBJECTIVE OF THE STUDY:

1. To know about welfare measures provided to employees

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2. Employees opinion regarding all welfare facilities provided like canteen, price
and quality products in company co-operative society, recreation and medical
facilities etc

3. To analyze the employees level of satisfaction regarding wages and salary

provided

4. To know different medical facilities provided to employees

5. To know the reasons for accidents in factory, through employees view

6. To know what more employees expect other than compensation in case of

accidents

7. To know as to how far they make use of the available facilities

8. Employees level of satisfaction towards their jobs

9. To know the bottlenecks relating to the available facilities and to suggest

measures to overcome them

SCOPE OF THE STUDY:

Employee welfare measures are important factors to be considered by every
organization because these welfare and safety facilities will enrich the relation
between employees and employers. It also increases workers satisfaction towards
their jobs and morale towards the organization.

LIMITATIONS OF THE STUDY:

The research project is aimed at analyzing the employer’s satisfaction regarding
welfare and safety amenities provided by the AMAZON private limited

 The study is confined to Bangalore city AMAZON private limited and

therefore the result and the conclusions of the study may not be applicable to
other organization
 The study size is confined to 50 respondents due to time constraints so an
research could not be undertaken

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 Analysis is done on the assumption that the respondents have given the true
response to all the questions in the questionnaire
 Personal opinions fears and biases of the employees may have affected their
response
 Some employees may have filled the questionnaire carelessly (without
making serious reflection)

RESEARCH METHODOLOGY:

Concepts:
A research design is a logical and systematical plan prepared for directing
a research study. It constitutes the blueprint for the collection, measurement and
analysis of the data. It is the plan, structure and strategy of investigation conceived
so as to obtain answers to research question.

Research instrument:
Methodology used in study is self-completed questionnaire taking into account
time factor, survey was done in Bangalore city AMAZON PRIVATE LIMITED
BANGLORE. The tools used conducting research study is through standard
questionnaires and personal interviews. The questionnaire is framed with both
open ended and close ended questions. Study has also made use of books and
World Wide Web. A medium size questionnaire was designed keeping in mind the
main objective of the study.

SAMPLE DESIGN:
Sample design is a definite plan determined before any data are actually collected
for obtaining a sample from a given population sampling is used to collect data
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from limited numbers census is used for large numbers, for research, sampling
method was used.

POPULATION SIZE:
The overall population is 529

SAMPLING SIZE:
The sampling size of gathering information is 50 respondents have been taken for
this study. Both male and female employees have been interviewed.

SOURCES OF DATA:
 Primary data
 Secondary data

Primary data:
Primary data are first hand information collected directly by the researcher through
various methods such as observation, questionnaire, interviewing mailing etc.

Secondary data:
Data was collected from books, websites, going through the records of the
organization etc. it is the data which has been collected by an individual or
someone else for the purpose of other than those of our particular research study or
in other words we can say that secondary data is the data used previously for the
analysis for the analysis and result are undertaken for the next process.

QUESTIONNAIRE:

A questionnaire is a schedule consisting of a number of coherent and formulated

series of questions related to the various aspects of the understudy. In this is a pre
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printed list of questions arranged in sequence is used to elicit response from the
important.

TYPE OF QUESTIONNAIRES:

The following are the types of questionnaires which are used in research

1. Open ended questionnaire;

An open ended question gives the respondents complete freedom to decide to

from length and details of the form.

2. Closed ended questionnaire:

The closed ended question is of two types are as follows:

a) Dichotomous question:

This type has only two answers in the form of “yes” or “no” “true” or “false”.

b) Multiple choice questions:

In this case the respondents are offered two or more choices and the
respondents have to indicate which is applicable in the following cases.

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DATA ANALYSIS
AND
INTERPRETATION

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TABLE:1
Showing the opinion regarding welfare programs provided for works in
the organization.

Opinion No of respondents Percentage

Excellent 20 40%

Good 20 40%

Average 10 20%

Total 50 100%

Data Analysis:

From above table it is evident that the 40% of the employees

have rated as excellent, 40% of employees rated it as good. 20% of
employees rated the programs as average.

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CHART: 1

30

25

20

Opinion
15
Percentage

10

0
Fully Satisfied Mostly Satisfied Partially Satisfied Not Satisfied

Interpretation:
The level of sufficiency differs from person to person and from the above
chart is clear that 40% of employees have rated as excellent, 40% of employees
rated it as good, 20% of employees rated the program as average.

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TABLE: 2

Showing the satisfaction level with regard to wages and salary provided to
workers in the organization.

Opinion No of Respondents Percentage

Yes 25 50
No 10 20
Can’t Say 15 30
Total 50 100

Data Analysis:

From the above table 50% of employees are satisfied, 20% of employees
are saying no, 30% of employees do not want to express their opinion with regard
to wage and salary provided to workers.

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CHART:2

30

25

20

15 Opinion
Percentage
10

0
Fully Satisfied Mostly Partially Not Satisfied
Satisfied Satisfied

Interpretation:
From the above table 50% of employees are satisfied, 20% of
employees are saying no, 30% of employees do not want to express their opinion
with regard to wage and salary provided to workers.

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TABLE: 3
Showing whether they are receiving any monetary benefits other than salary and
the satisfaction level.

Opinion No of Respondents Percentage

Yes 100 100%

No 0 0%

Total 100 100%

Data Analysis:

From the above table it can be interpreted that 100% employees are
receiving monetary benefits others than salary. Different monetary benefits other
than salary are shown graphically in the proceeding page.

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CHART:3

30

25

20

15 Opinion
Percentage
10

0
Fully Satisfied Mostly Satisfied Partially Satisfied

Interpretation:
From the above chart it can be interpreted that 100% employees are
receiving monetary benefits others than salary. Different monetary benefits other
than salary are shown graphically in the proceeding page.

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TABLE: 4
Showing the satisfaction level of workers with regard to quality, quantity
and cost of food in the canteen provided to employees.

Opinion No of Respondents Percentage

Fully Satisfied 37 74%

Mostly Satisfied 8 16%

Partially Satisfied 4 8%

Not Satisfied 1 2%

Total 50 100%

Data Analysis:
From the above table it can be interpreted that 74% of employees are fully
satisfied, 16% are mostly satisfied, 8% are partially satisfied and 2% of employees
are not satisfied.

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CHART:4

Opinion

Fully Satisfied
26%

Total
50%
Mostly Satisfied
16%

Partially
Satisfied
8%
Not Satisfied
0%

Interpretation:
From the above chart it can be interpreted that 74% of employees are fully
satisfied, 16% are mostly satisfied, 8% are partially satisfied and 2% of employees
are not satisfied.

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TABLE:5
Showing the satisfaction level of workers with regard to drinking water
facility.

Opinion No. of Respondents Percentage

Fully Satisfied 26 52%

Mostly Satisfied 16 32%

Partially Satisfied 8 16%

Not Satisfied 0 0%

Total 50 100%

Data Analysis:

From the above table it can be interpreted that 52% of employees are fully
satisfied, 32% are mostly satisfied, 16% are partially satisfied and 0% of
employees are not satisfied with the drinking water facility.

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CHART: 5

50
45
40
35
30
Opinion
25
Percentage
20
15
10
5
0
Fully Satisfied Mostly Satisfied Partially Satisfied Not Satisfied Total

Interpretation:
From the above table it can be interpreted that 52% of employees are fully
satisfied, 32% are mostly satisfied, 16% are partially satisfied and 0% of
employees are not satisfied with the drinking water facility.

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TABLE: 6
Showing whether they are satisfied with education scholarship provided to
their children.

Opinion No. Of percentage

respondents
Fully satisfied 20 40%

Mostly 20 40%
satisfied
Partially 10 20%
satisfied
Not satisfied 0 0%

Total 50 100%

Analysis:
Table shows the educational scholarship facilities provided by the bank are at
normal satisfaction level that is, 40% of employees are fully satisfied, 40% of
employees mostly satisfied, 20% are partially satisfied.

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CHART: 6

50
45

40
35
30

25 on. Of respondents
percentage
20

15
10

0
fully mostly partially not satisfied total
satisfied satisfied satisfied

Inference:
Graph show the educational scholarship facilities provided by the company are at
normal satisfaction level i.e., 40% of employees are fully satisfied, 40% of
employees mostly satisfied, 20% are partially satisfied.

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TABLE: 7
Showing the opinion of the employees regarding recreation facilities they
are getting in the organization.

opinion library Games Cultural

Fully satisfied 28 40 60

Mostly 40 20 40
satisfied
Partially 32 40 0
satisfied
Total 100% 100% 100%

Analysis:
From the above table it can be interpreted that the 28% of the employees are
fully satisfied 40% of employees are mostly satisfied. 32% are partially satisfied
regarding library 40% of the employees are fully satisfied 20% of the employees
are mostly satisfied 40% of the employees are partially satisfied regarding games.
60% of the employees are fully satisfied. 40% of employees are mostly satisfied
regarding cultural in the organization.

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CHART: 7

60

50

40

library
30 Games
cultural

20

10

0
fully satisfied mostly satisfied parially satisfied Total

Inference:
From the above table it can be interpreted that the 28% of the
employees are fully satisfied 40% of employees are mostly satisfied. 32% are
partially satisfied regarding library 40% of the employees are fully satisfied 20%
of the employees are mostly satisfied 40% of the employees are partially satisfied
regarding games. 60% of the employees are fully satisfied. 40% of employees are
mostly satisfied regarding cultural in the organization.

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TABLE: 10

Opinion No. Of respondents Percentage

Yes 25 50%

No 15 30%

Can’t say 10 20%

Total 50 100%

Analysis:
In Bangalore city co-operative bank 50% of the employees are saying yes
30% of employees are saying no 20% of the employees are saying can’t say with
regard to leaves provided in the organization to workers.

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Chart: 8

no.of respondents
yes no cant say total

25%

50%

15%

10%

Inference:
In Bangalore city co-operative bank 50% of the employees are saying yes
30% of employees are saying no 20% of the employees are saying can’t say with
regard to leaves provided in the organization to workers. so, it can be specified that
employees are satisfied with leaves provided by organization.

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TABLE: 9
Showing whether organization recognize employee’s
performance or not

Opinion No. of respondents Percentage

Yes 50 100%

No 0 0%

Cant ‘say 0 0%

Total 50 100%

Analysis:
From the above table it can be specified that the performance of employees
is recognized.

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Chart: 9

50

45

40

35

30
no.of respondents
25
percentage
20

15

10

0
yes no cant say total

Inference:
100% of the employees are saying yes regarding recognition of performance
of employees.

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TABLE: 12
Showing, how the company recognizes their
performance.

Opinion No of respondents Percentage

Monetary Benefits 32 64%

Promotions 18 36%

Total 50 100%

Analysis:
From the above table we can know that 64% of employees are receiving
monetary benefits and 36% of employees are getting promotions.

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Chart: 10

50

45

40

35

30
no.of respondents
25
percentage
20

15

10

0
montary benefits promotions total

Inference:
Organization should have more responsibility, authority or high status of
living so that can perform their job more effectively in future which is beneficial to
both employees and organization.

From the above table we can know that 64% of employees are receiving monetary
benefits and 36% of employees are getting promotions.

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TABLE: 11
Showing whether management takes suggestions or
feedback from employees.

Opinion No. of respondents Percentage

Yes 46 92%

No 4 8%

Total 50 100%

Analysis:
From the above table it can be noted that 92% of feel that management
takes feedback or suggestions but 8% of the workers feel that the management is
not their suggestions.

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Chart: 11

50

45

40

35

30
no.of respondents
25
percentage
20

15

10

0
yes no total

Inference:
From the above table it can be noted that 92% of feel that management
takes feedback or suggestions but 8% of the workers feel that the management is
not their suggestions.

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TABLE: 12

Opinion No. of respondents Percentage

Weekly 2 4.34%

Monthly 20 43.60%

Annually 6 13.00%

Occasionally 18 39.00%

Total 46 100.00%

Analysis:
It can be interpreted from the above table 4.34% of the employees opinion are
taken weekly by the management 43.6% of the workers suggestions are taken
monthly by the management 13% of the employee suggestions are taken annually
and 39% of employees suggestions are taken occasionally.

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Chart: 12

50

45

40

35

30

25 no.of respondents
percentage
20

15

10

0
weekly monthly annually occasionally Total

Inference:
It can be interpreted from the above table 4.34% of the employees
opinion are taken weekly by the management 43.6% of the workers suggestions are
taken monthly by the management 13% of the employee suggestions are taken
annually and 39% of employees suggestions are taken occasionally.

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TABLE: 13

Opinion No. of respondents Percentage

Fully satisfied 28 56%

Mostly satisfied 16 32%

Partially satisfied 4 8%

Not satisfied 2 4%

Total 50

Analysis:
From the above table it is clear that 56% of the employees are fully satisfied,
32% of employees are mostly satisfied, 8% of employees are partially satisfied, 45
of employees are not satisfied.

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Chart: 13

Chart Title
no.of respondents percentage

50

28

16

4
2 100.00%
56% 32% 8% 4%

fully satisfied mostly satisfied partially satisfied Not satisfied Total

Inference:
Every worker should have adequate ventilation and lighting facility at their
work place to work effectively. From the above graph it is clear that 56% of the
employees are fully satisfied, 32% of employees are mostly satisfied, 8% of
employees are partially satisfied, and 45 of employees are not satisfied.

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TABLE: 14
Showing whether ambulance services are provided by the
organization.

Opinion No. of respondents Percentage

Yes 50 100%

No 0 0%

Can’t say 0 0%

Total 50 100%

Analysis:
From the above table it is clear that ambulance facility has been provided to
employees as 100% of employees have said yes.

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Chart: 14

50

45

40

35

30
no.of respondents
25
percentage
20

15

10

0
yes No can't say total

Inference:
From the above table it is clear that ambulance facility has been provided
to employees as 100% of employees have said yes.

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TABLE: 15
Showing whether the employees are satisfied regarding
the vehicle loan provided in the organization.

Opinion No. of respondents Percentage

Fully satisfied 30 60%

Mostly satisfied 20 40%

Partially satisfied 0 0%

Not satisfied 0 0%

Total 50 100%

Analysis:
From the above table it is clear that 60% of employees are fully satisfied
40% of employees are partially satisfied regarding vehicle loan provided in the
organization.

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Chart: 15

Chart Title
No. of respondents percentage

50

27
23

54% 46% 100% 20% 100%

yes no total

Inference:
From the above table it is clear that 60% of employees are fully satisfied
40% of employees are partially satisfied regarding vehicle loan provided in the
organization.

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TABLE: 16
Showing whether company is contributing towards life
insurance premium of the employees.

Opinion No. of respondents Percentage

Yes 45 90%

No 05 10%

Total 50 100%

Analysis:
From the above table 90% of employees are saying yes and 10% of
employees are saying no regarding company contribution towards life insurance
premium of employees.

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Chart: 16

percentage
1 2 3

27%

50%

23%

Inference:
From the above table 90% of employees are saying yes and 10% of
employees are saying no regarding company contribution towards life insurance
premium of employees so, we can specify that bank contributes towards
employee’s life insurance.

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TABLE: 17
Showing whether the employee satisfaction with bonus
provided by the company.

Opinion No. of respondents Percentage

Fully satisfied 10 20%

Mostly satisfied 20 40%

Partially 10 20%
satisfied
Not satisfied 10 20%

Total 50 100%

Analysis:
From the above table 20% of the employees are fully satisfied 40% of the
employees are mostly satisfied 20% of the employees are partially satisfied 20% of
employees are not satisfied regarding bonus provided by the company.

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Chart: 17

No. of respondents
yes no total

23%

50%

27%

Inference:
From the above table 20% of the employees are fully satisfied 40%
of the employees are mostly satisfied 20% of the employees are partially satisfied
20% of employees are not satisfied regarding bonus provided by the company.

So, it can be specified that average no. of employees are happy with bonus
provided by the company.

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TABLE: 18
Showing whether workers are receiving conveyance
allowances, house allowance provided by the organization.

Opinion No. of respondents Percentage

Yes 23 54%

No 27 46%

Total 50 100%

Analysis:
From the above table 54% of employees are receiving conveyance
allowance, and 46% of employees receive house allowance provided by
the bank.

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Chart: 18

No. of respondents
yes no total

23%

50%

27%

Inference:
From the above table 54% of employees are receiving conveyance
allowance, and 46% of employees receive house allowance provided by the bank.

So it can be specified that majority of the employees do receive allowance

provided by the bank.

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TABLE: 19
Showing whether employees are happy with annual leave
and leave compensation

Opinion No, of Percentage

respondents
Fully satisfied 18 36%

Mostly satisfied 10 20%

Partially 12 24%
satisfied
Not satisfied 10 20%

Total 50 100%

Analysis:
From the above table it is clear that 36% of employees are fully
satisfied 20% are mostly satisfied 24% are partially satisfied and 20%
are not satisfied regarding leave compensation allowance.

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Chart: 19

Chart Title
NO,of respondents percentage

50

27

13
10

54% 26% 20% 100%

yes no can't say total

Inference:
From the above table it is clear that 36% of employees are fully satisfied 20%
are mostly satisfied 24% are partially satisfied and 20% are not satisfied regarding
leave compensation so, it can be specified that majority workers are satisfied.

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TABLE: 20
To know whether employees are getting interest free loan
from the organization.

Opinion No, of respondents Percentage

Yes 27 54%

No 13 26%

Can’t say 10 20%

Total 50 100%

Analysis:
From the above table it is clear that 54% of the employees are saying yes
26% of employees are saying no and 20% are saying can’t say with regard to free
loan provided by the bank.

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Chart: 20

Chart Title
NO,of respondents percentage

50

27

13
10

54% 26% 20% 100%

yes no can't say total

Inference:
From the above table it is clear that 54% of the employees are saying
yes 26% of employees are saying no and 20% are saying can’t say with regard to
free loan provided by the bank.

So, it can be specified that only certain class of workers are receiving interest free
loan in bank.

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Conclusions:
Employee welfare measures are advocated to maintain a strengthen manpower both physically
and mentally. The study of various welfare measure bring into light that the present measures
taken by the company. The improvement in the working condition are suggested to improve
effectiveness of the employee welfare measure like canteen facilities, drinking water, spittoons,
restroom, housing facilities which in turn would build the moral and increase the productivity of
the employees.

If any of the manufacturing unit always have content of improving their business goal. This
development process needs seven M’s men, money, minute, machine, method and material and
marketing. Among these men ASHUMAN power is very essential for achieving individual and
organizational goal.

Suggestions:
 The management has to improve the quality adequate items of food which is one of the
most important basic amenities and it helps to satisfy the employees

 The number of spittoons provided at the work place is not sufficient, so the company has
to increase the number of spittoons which keeps the environment clean

 Restroom facilities have to be sufficiently provided

QUESTIONNAIRES FOR EMPLOYEE WELFARE MEASURES

Personal details:

1. Age

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2. Gender

3. Qualification

4. No of experience in service

5. Department

1. Regarding welfare programs provided for works in the organization

1. Excellent

2. Good

3. Average

4. Can’t say

2. The satisfaction level with regard to wages and salary provided to workers in the organization

1. Yes

2. No

3. Can’t say

3. Whether they are receiving any monetary benefits other than salary and the satisfaction level

1. Yes

2. No

4. The satisfaction level of workers with regard to quality, quantity and cost of food in the
canteen provided to employees

1. Fully satisfied

2. Mostly satisfied

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3. Partially satisfied

4. Not satisfied

5. The satisfaction level of workers with regard to drinking water facility

a) Full satisfied

b) Mostly satisfied

c) Partially satisfied

d) Not satisfied

6. Whether they are satisfied with education scholarship provided to their children

a) Fully satisfied

b) Mostly satisfied

c) Partially satisfied

d) Not satisfied

7. The opinion of the employees regarding recreation facilities they are getting in the
organization

a) Fully satisfied

b) Mostly satisfied

c) Partially satisfied

8. Whether organization recognize employees performance or not

a) Yes

b) No

9. Whether organization recognize employee’s performance or not

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a) Yes

b) No

10. How the company recognize their performance

a) Monetary benefits

b) Promotion

11. Whether management takes suggestions or feedback from employees

a) Yes

b) No

12. How the company recognizes their performance

a) Monetary benefits

b) Promotions

13. whether company is contributing towarda life insurance premium of tbe employees

a) Yes b) No

14. Whether ambulance services are provided by the organization

a) Yes

b) No

15. Whether the employees are satisfied regarding the vehicle loan provided in the organization

a) Fully satisfied

b) Mostly satisfied

c) Partially satisfied

d) Not satisfied

16. Whether company is contributing towards life insurance premium of the employees

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a) Yes

b) No

17. Whether the employee satisfaction with bonus provided by the company

a) Fully satisfied

b) Mostly satisfied

c) Partially satisfied

18. Whether workers are receiving conveyance allowances, house allowance provided by the
organization

a) Yes

b) No

19. Whether employees are happy with annual leave and leave compensation

a) Fully satisfied

b) Mostly satisfied

c) Partially satisfied

20. To know whether employees are getting interest free loan from the organization

a) Yes

b) No

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REFERENCE
1.Bhatnagar Deepak (2013). Labour Welfare and Social Security Legislation in
India, New Delhi, Deep and Deep Publications..

2.Koshan Manjulika (2016). Labour Welfare in India, in Uppal, J.S (Eds.) India’s Economic
Problems: An Analytical Approach, New Delhi, Tata McGraw Hill Publishing Company Limited,
pp.203-219

3.Misra, K.K (2018). Labour Welfare in Indian Industries, Meerut, Meenakshi Prakashan.

4.Monga, M.L (2015). Implementation and Awareness of Labour Laws in Haryana, Unpublished
Ph.D. Thesis Submitted to Punjabi University, Patiala

5.Srivastava, A.K (2014). Job Motivation, New Delhi, Deep and Deep Publications.

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