Chapter 1

Introduction Labour welfare

Labour welfare activities benefit not only the workers but also the management in term of greater industrial efficiency

Principles of labour welfare

Certain fundamental considerations are involved in the concept of labour welfare. The following are the more important among them:

Social responsibility of industry

This principle is based on the social conception of industry and its role in the society that is, the understanding that social responsibility of the state is manifested through industry. Industry is expected to win the co-operation of the workers, provide them security of employment, fair wage, and equal opportunity for personal growth and advancement, and make welfare facilities available to them.

Democratic values
The principle of democratic values of labour welfare concedes that workers may have certain unmet needs, that industry has an obligation to render them help in gratifying those needs, and that workers have a right of determining the manner in which these needs can be met and of participating in the administration of the mechanism of need gratification.

Adequacy of wages
The third principle of labour welfare is adequacy of wages; it implies that labour welfare measures are not a substitute for wages. It will be wrong to argue that since workers are given a variety of labour welfare services, they need be paid only low wages.

Efficiency
The fourth principle of labour welfare lays stress on the dictum that to cultivate welfare is to cultivate efficiency. It has been often mentioned that workers education and training, housing,

and diet are the three most important aspects of labour welfare, which always accentuate labour efficiency.

Co-responsibility
The fifth principle of labour welfare recognises that the responsibility for labour welfare lies on both employers and workers and not on employers alone. Labour welfare measures are likely to be of little success unless mutuality of interest and responsibilities are accepted and understood by both the parties.

Employee welfare schemes

The employee welfare schemes can be classified into two categories viz. statutory and nonstatutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry.

Statutory welfare schemes:

The statutory welfare schemes include the following provisions: Drinking Water: At all the working places safe hygienic drinking water should be provided Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

Non statutory schemes:

Many non statutory welfare schemes may include the following schemes: Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up Flexi-time: The main objective of the flexi-time policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs Employee Assistance Programs: Various assistant programs are arranged like external counselling service so that employees or members of their immediate family can get counselling on various matters. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.

Maternity & Adoption Leave: Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.

Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.

Objective of the study

The major objective of the study is to find out the level of employee satisfaction towards the labour welfare measures provided in ITC

Scope of the study

The satisfaction level of the labourers will help to identify whether the welfare measures provided by the company are sufficient enough to increase productivity, raise standards of its employees. If the labourers are not satisfied there is a scope of what are the various welfare measures that can be implemented in the company.

Methodology used in the study Survey design:

The study is a cross sectional study because the data were collected at a single point of time. For the purpose of present study a related sample of population was selected on the basis of convenience.

Sample Size and Design:

A sample of 20 labourers was taken on the basis of convenience.

Research Period:
Research work was carried on for 5 days.

Research Instrument:
There were various sources of data collection used for this study. These are direct and indirect sources which are referred to as primary and secondary sources. These sources are as follows: Primary sources: Some of the primary sources of data collection is questionnaire
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Secondary sources: The secondary sources were used to gain basic and extra information regarding labour welfare. The secondary source used was internet source.

Limitations of the study

1. Permission for conducting a proper survey was not given. 2. Sufficient time was not given to me to understand the exact nature and the concept of labour welfare.
3. Some of the staff was less cooperative with me.

Chapter 2
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Company profile
ITC is one of India's foremost private sector companies with a market capitalisation of nearly US $ 14 billion and a turnover of over US $ 5 billion.* ITC is rated among the World's Best Big Companies, Asia's 'Fab 50' and the World's Most Reputable Companies by Forbes magazine, among India's Most Respected Companies by BusinessWorld and among India's Most Valuable Companies by Business Today. ITC has a diversified presence in Cigarettes, Hotels, Paperboards & Specialty Papers, Packaging, Agri-Business, Packaged Foods & Confectionery, Information Technology, Branded Apparel, Personal Care, Stationery, Safety Matches and other FMCG products. While ITC is an outstanding market leader in its traditional businesses of Cigarettes, Hotels, Paperboards, Packaging and Agri-Exports, it is rapidly gaining market share even in its nascent businesses of Packaged Foods & Confectionery, Branded Apparel, Personal Care and Stationery. ITC's diversified status originates from its corporate strategy aimed at creating multiple drivers of growth anchored on its time-tested core competencies: unmatched distribution reach, superior brand-building capabilities, effective supply chain management and acknowledged service skills in hoteliering. Over time, the strategic forays into new businesses are expected to garner a significant share of these emerging high-growth markets in India. ITC's Agri-Business is one of India's largest exporters of agricultural products. ITC is one of the country's biggest foreign exchange earners (US $ 3.2 billion in the last decade). The Company's 'e-Choupal' initiative is enabling Indian agriculture significantly enhance its competitiveness by empowering Indian farmers through the power of the Internet. This transformational strategy, which has already become the subject matter of a case study at Harvard Business School, is expected to progressively create for ITC a huge rural distribution infrastructure, significantly enhancing the Company's marketing reach. ITC's wholly owned Information Technology subsidiary, ITC Infotech India Limited, is aggressively pursuing emerging opportunities in providing end-to-end IT solutions, including e-enabled services and business process outsourcing.

ITC's production facilities and hotels have won numerous national and international awards for quality, productivity, safety and environment management systems. ITC was the first company in India to voluntarily seek a corporate governance rating. ITC employs over 25,000 people at more than 60 locations across India. The Company continuously endeavours to enhance its wealth generating capabilities in a globalising environment to consistently reward more than 3,72,000 shareholders, fulfil the aspirations of its stakeholders and meet societal expectations. This over-arching vision of the company is expressively captured in its corporate positioning statement: "Enduring Value. For the nation, for the Shareholder."

ITC- Business portfolio

Awards and Achievements

1. Quality improvement (QIMPRO) Benchmark Awards for 1997 and 1998 ITCs Packaging business. 2. The Golden Peacock Innovation Award 2004 for e-Choupal. 3. The Golden Peacock Global Award for Corporate Social Responsibility (CSR) in Emerging Economies for 2005. 4. The Best Supply Chain Practices Award 2006 for time-effective and cost-efficient logistics management in Organized retail. 5. Five Star Rating from the British Safety Council to Tribeni unit in 2006 for excellent performance in Health & Safety management. 6. The Greentech Safety Gold Award to Munger Unit for the Year 2006 ITCs Packaging Business. 7. Achieved 5 star Health & Safety Rating from the British Safety Council for its cigarette factories at Bengaluru, Munger, kolkatta, and Saharanpur and the Sword of Honour for Bengaluru & Saharanpur for 2006-07.

Constituents of labour welfare in ITC

Social security is the main constituent of labour welfare in ITC and the others are: welfare included working hours working conditions, safety industrial health insurance workmens compensation provident funds gratuity Pensions protection against indebtedness,
industrial housing, restrooms, canteens, crches, wash places, toilet facilities, lunches,

cinemas, theatres, music, reading rooms, holiday rooms, workers education

co-operative stores, excursions, and scholarships and other help for education of employees children.

Chapter 3
Data analysis and Interpretation
Table 3.1 Satisfaction level of workers towards safety practices
Response
Highly Satisfied Satisfied Moderately Satisfied Dissatisfied Highly Dissatisfied Total

No. of Respondents
2 13 3 2 0 20

Percentage
10 65 15 10 0 100

Interpretation
65% of the workers are satisfied with the safety practices followed by the company while 10% are highly satisfied, 15% are dissatisfied and 10% are moderately satisfied. Thus it is found that, the safety practices followed by the company are up to the standard level.

Table 3.2 Satisfaction level of the workers towards recreational activities

Response
Highly Satisfied Satisfied Moderately Satisfied Dissatisfied Highly Dissatisfied Total

No. Of Respondents
1 11 7 1 0 20

Percentage
5 55 35 5 0 100

Interpretation
55% are satisfied with the recreational activities provided to them, while 5% of them are highly satisfied and only 5% are dissatisfied.

Table 3.3 Satisfaction towards Educational assistance provided for childrens education:
Response
Highly Satisfied Satisfied Moderately Satisfied Dissatisfied Highly Dissatisfied Total

No. Of Respondents
0 3 9 7 1 20

Percentage
0 15 45 35 5 100

Interpretation
45% of the workers are moderately satisfied, 35 % are dissatisfied and 5% of them are highly dissatisfied. Thus the company has to work out with this measure of providing educational assistance of providing childrens education.

Table 3.4 Satisfaction towards Assistance for post death formalities of employees and relatives:
Response
Highly Satisfied Satisfied Moderately Satisfied Dissatisfied Highly Dissatisfied Total

No. Of Respondents
1 8 9 2 0 20

Percentage
5 40 45 10 0 100

Interpretation
45% of the workers are moderately satisfied while 40% of them are satisfied towards the assistance provided by the company for post death formalities of employees and relatives.
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Table 3.5 Satisfaction towards the Retirement benefit provided:

Response
Highly Satisfied Satisfied Moderately Satisfied Dissatisfied Highly Dissatisfied Total

No. Of Respondents
0 10 9 1 0 20

Percentage
0 50 45 5 0 100

Interpretation
Nearly 50% of the workers are satisfied with the retirement benefits to be provided by the company, and 45% are moderately satisfied. This does not seem to be useful for the existing employees.

Table 3.6 Satisfaction towards HRA:

Response
Highly Satisfied Satisfied Moderately Satisfied Dissatisfied Highly Dissatisfied Total

No. Of Respondents
1 8 7 3 1 20

Percentage
5 40 35 15 5 100

Interpretation

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40% of the workers are satisfied with the HRA provided by the company, while 35% are moderately satisfied, 15% are dissatisfied and 5% are highly dissatisfied

Table 3.7 Satisfaction towards the Canteen Subsidy:

Response
Highly Satisfied Satisfied Moderately Satisfied Dissatisfied Highly Dissatisfied Total

No. Of Respondents
0 11 8 1 0 20

Percentage
0 55 40 5 0 100

Interpretation
55% of the workers are satisfied with the canteen subsidies. There is a still more the company can improve in providing canteen facilities.

Table 3.8 Satisfaction towards Festival Allowance:

Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Highly dissatisfied Total No. Of Respondents 0 9 11 0 0 20 Percentage 0 45 55 0 0 100

Interpretation

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45% of the workers show satisfaction towards the festival allowance provided to them while 55% of them are moderately satisfied. Workers expect more towards the festival allowances.

Table 3.9 Satisfaction level towards the Rest room facility:

Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Highly dissatisfied Total No. Of Respondents 0 7 8 3 2 20 Percentage 0 35 40 15 10 100

Interpretation
40% of the workers are moderately satisfied with the rest room facilities provided, 15% of them are dissatisfied and 10% of them show high dissatisfaction.

Table 3.10 Satisfaction level towards Uniform allowance:

Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Highly dissatisfied Total No. Of Respondents 0 6 7 4 3 20 Percentage 0 30 35 20 15 100

Interpretation
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35% of the workers are moderately satisfied towards the uniform allowance provided to them while 20% are dissatisfied and 15% are highly dissatisfied.

Table 3.11 Satisfaction level towards the Counselling process:

Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Highly dissatisfied Total No. Of Respondents 2 8 6 2 2 20 Percentage 10 40 30 10 10 100

Interpretation
40% of the workers from the collected sample were satisfied towards the counseling rendered to them by the company while 30% are moderately satisfied.

Table 3.12 Satisfaction level towards the First aid provided:

Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Highly dissatisfied Total No. Of Respondents 3 15 2 0 0 20 Percentage 15 75 10 0 0 100

Interpretation
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Majority of the workers are highly satisfied with the first aid provided by the company to the workers in case of injury or accidents.

Table 3.13 Satisfaction level towards the grievance handling procedure in the company:
Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Highly dissatisfied Total No. Of Respondents 7 10 2 1 0 20 Percentage 35 50 10 5 0 100

Interpretation
It is found that 50% percentage of workers show satisfaction towards the grievance handling procedure in the company while 35% are highly satisfied and 10% are moderately satisfied. Thus grievance handling procedure followed by the company is found to be good.

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Personal Information Table 3.14 Gender of the workers:

Response Male Female Total No. Of Respondents 16 4 20 Percentage 80 20 100

Chart 3.1

Interpretation
It is found from the collected sample that 80% of the workers in the company are male and only 20% are female workers. The percentage of female workers in case of the manufacturing sectors is much less compared to male workers.

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Table 3.15 Educational Qualification of workers:

Response Below SSLC SSLC Graduation P.G Total No. Of Respondents 4 12 4 0 20 Percentage 20 60 20 0 100

Chart 3.2

Interpretation
Majority of the workers from the selected sample were SSLC while 20% of them were graduates and below SSLC respectively.

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Chapter 4
Findings of the study
It is found that 80% of the workers in ITC Paper manufacturing unit are male and only 20% are female.

60% of the workers are qualified with SSLC.

65% of workers are satisfied towards the safety practices 55% are satisfied with the recreational activities. 45% of them are moderately satisfied with the educational assistance provided for childrens education. 45% of workers are satisfied with the assistance for post death formalities provided to employees and relatives. 50% of workers are satisfied with the retirement benefit scheme. 40% of them are satisfied with the HRA provided to them. 55% of the workers are satisfied with the canteen subsidies provided. 50% of them are moderately satisfied with the festival allowance. 45% of the workers are moderately satisfied with the rest room facilities. 35% are moderately satisfied with the uniform allowances provided. 45% of the workers are satisfied with the counselling provided to them.

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 Majority of the workers (75%) are satisfied towards the first aid provided to them. 50% of the workers are satisfied with the grievance handling procedure followed by the company.

Chapter 5
Recommendations and suggestions: Some of the things and areas actually required some sort of improvement. For this some of the
suggestions are: Foremost important suggestion is that should provide trainees with proper training and should give the knowledge regarding actual working in the HR department as it is the core department of any organization. A little more cleanliness is required in the area canteen. There are some of the parts in the plant where electricity is wasted. This thing should be taken care of.

Special program must be started for creating awareness among the employee related to labour laws. There is a need of promoting the present educational assistance for the workers children. Workers education can be introduced for employees who posses qualification below SSLC.
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Chapter 6 Conclusion
Thus from this study it found that though the company has provided various welfare measures, some of them seems to be not useful to the workers. The company has to get constant feedback from the workers in regard of the welfare activities provided to them. It is found that all the basic needs of the workers are met. Though their basic need s are met various welfare measures or schemes can be provided that can further motivate the employees, which can benefit them and also the organization in terms of increased efficiency and productivity. Thus the labour welfare measures provide better physical and mental health to workers and thus promote a healthy work environment. Workers take active interest in their jobs and work with a feeling of involvement and participation. Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace. The social evils prevalent among the labours such as substance abuse, etc are reduced to a greater extent by the welfare policies.

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Bibliography Website
www.itcportal.com www.scribd.com http://www.citehr.com/162015-labour-welfare.html

http://industrialrelations.naukrihub.com/employee-welfare.html

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Annexure Level of satisfaction of employees towards welfare programmes in ITC

Personal Information
a. Gender: Male Female

b.

Educational Qualification Below SSLC SSLC Graduation

S. NNo 1 2

Statements

Highly Satisfied

Satisfied

Moderate ly Satisfied

Dissatisfied

Highly Dissatis fied

Safety practices for the welfare of its workers Recreation of employees

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Educational provided for education

assistance childrens

Assistance for post death formalities of employees and relatives Retirement benefit HRA Canteen Subsidy Festival Allowance Rest Room Facility Uniform Allowance Counselling process First aid The grievance handling procedure in the company

5 6 7 8 9 10 11 12 13

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