1.1 INTRODUCTION TO EMPLOYEE WELFAREWelfare includes anything that is done for the comfort and improvement of employeesandisprovidedoverandabovethewages. Welfarehelpsinkeepingthemoraleandmotivation of the employees high so as to retain the employees for longer duration. Thewelfare measures need not be in monetary terms only but in any kind/forms. Employeewelfare includes monitoring of working conditions, creation of industrial harmonythrough infrastructure for health, industrial relations and insurance against disease,accident and unemployment for the workers and their families.Labor welfare entails all those activities of employer which are directed towardsprovidingtheemployees withcertainfacilities andservices inadditiontowages orsalaries.1.1.1 Welfare:Welfare is the provision and maintenance of the conditions of life for individuals bythe community.Welfare has a positiveand negativeaspect.Negativewelfare is theprovision by the state or other institutions of a safety net or the distribution ofbenefitsaccordingtosomecriteria!so"calledpositivewelfareistheprovisionofopportunities for people to help themselves. This contrast lies behind foreign"aidstrategies which concentrate on providing skills or seed capital rather than foodparcels, for e#ample. The concept of positive and negative welfare is related to theconcepts of positive and negative freedom. $ar#ists support both positive and negative welfare, but recognise that the marketinevitablygeneratesine%ualityandaclassofpeopleinevitablytherecipientsofwelfare, who have nothing to sell but their labour power, alongside a class of peoplewho live off the proceeds of e#ploitation, invariably the providers of welfare. &nlyby bringing the means of production under thorough going proletarian democracycan the very need for welfare be abolished.1.1.2 Employeean Employee Welfare Employee sector addresses multidimensional socio"economic aspects affectingemployee welfare, productivity, raising living standard of labour force and social'security.Toraiseearningsofworkforceandachievehigherproductivity,skillupgradation through suitable training is of utmost importance. $anpowerdevelopment to provide ade%uate employee force of appropriate skills and %ualityto different sectors essential for rapid socio"economic development andelimination of the mismatch between skills re%uired and skills available has been ama(or focus of human resource development activities during the last fifty years.Employment generation in all the productive sectors is one of the basic ob(ectives.)n this conte#t, providing enabling environment for self employment has receivedspecial attentionbothinurbanandrural areas. &b(ectiveis alsotoeliminatebonded labour, employment of children and women in ha*ardous industries, andminimi*e occupational health ha*ards. +uring the ,inth -lan period, eliminationofsuchundesirablepracticesaschildlabour,bondedlabour,ensuringworkers.safetyandsocialsecurity,lookingafteremployeewelfareandprovidingofthenecessarysupport measuresforsortingout problemrelatingtoemployment ofboth men and women workers in different sectors will receive priority attention. )tis also envisaged that the employment e#changes will be reoriented so that theybecomethesourceofemployeerelatedinformation, employment opportunitiesand provide counseling and guidance to employment seekers.1.1.! Pr"n#"ple$ of Employee Welfare/ertain fundamental considerations are involved in the concept of employeewelfare. The following are the more important among them.%o#"al re$pon$"&"l"'y of "n($'ryThisprincipleisbasedonthesocial conceptionofindustryanditsroleinthesociety that is, the understanding that social responsibility of the state ismanifested through industry. )t is assumed that employee welfare is an e#pressionof industry.s dutytowards its employees.0ocial responsibilitymeans that theobligation of the industry to pursue those policies, to take such decisions, and tofollowthoselinesofactionwhicharedesirableintermsoftheob(ectivesand1values currently obtaining in the society. Demo#ra'"# )al(e$Theprincipleofdemocraticvaluesofemployeewelfareconcedesthat workersmayhavecertainunmet needsfornofault of their own, that industryhasanobligation to render them help in gratifying those needs, and that workers have aright of determining the manner in which these needs can be met and ofparticipating in the administration of the mechanism of need gratification. Eff"#"en#yThe fourth principle of labour welfare lays stress on the dictum that to cultivatewelfare is to cultivate efficiency. Even those who deny any social responsibility forindustrydoaccept that anenterprise must introduce all suchlabour welfaremeasures which promote efficiency 2$arshall, 34567. )t has been often mentionedthat workers. education and training, housing, and diet are the three most importantaspects of labour welfare, which always accentuate labour efficiency.Re*per$onal"+a'"on0ince industrial organisation is rigid and impersonal, the goal of welfare inindustry is the enrichment and growth of human personality. The labour welfaremovement seeks to bring cheer, comfort, and warmth in the human relationship bytreating man as an individual, with %uiet distinct needs and aspirations. 0ocial andcultural programmes, recreationandother measures designedafter takingintoconsideration the workers. interests go a long way in counteracting the effects ofmonotony, boredom, and cheerlessness.Co*re$pon$"&"l"'yThesi#thprincipleof employeewelfarerecognises that theresponsibilityforemployeewelfareliesonbothemployersandworkersandnot onemployersalone 2$oorthy, 34587. Employee welfare measures are likelytobe of littlesuccess unless mutuality of interest and responsibilities are accepted and9understoodbyboththeparties, inparticularthe%ualityofresponsibilityat theattitudinal and organisational level.To'al"'y of ,elfareThe final principle of employee welfare is that the concept of employee welfaremust permeate throughout the hierarchy of an organisation, and accepted by alllevels of functionaries in the enterprise.1.1.- Approa#.e$The issue of employee welfare may be studied from different angles, such as:The location, where these amenities are provided, within and outside the industrialundertakings! The nature of amenities suchas thoseconcernedconditions ofemployment andThe welfare activities termedas ;statutory., ;voluntary. and;mutual.. Theagencies whichprovidelivingconditionsof workpeople! theseamenities.&n the basis of location of welfare activities, employee welfare work hasbeen classified by n able welfare officer would, therefore,include in his welfare program the activities that would be conducive to the well"being of the worker and his family. The following list, which is by no means e#haustive, gives the items under whichwelfare work should be conducted inside and outside the work place:1. Con"'"on$ of ,or0 en)"ronmen':The workshop sanitation and cleanliness, humidity, ventilation, lighting,eliminationofdust, smoke, fumesandgases, convenienceandcomfort duringwork, operative postures, sitting arrangements etc! distribution of work hours andprovision for rest times, breaks and workmen.s safety measures.2. Wor0er$ .eal'. $er)"#e$.These shouldinclude factoryhealthcentre! medical e#aminationof workers,factorydispensaryand clinic for general treatment! infant welfare! women.sgeneral education! workers recreation facilities! education, etc! !. Employee ,elfare pro1ram:Theseshouldcover factorycouncil consistingofrepresentativesofemployers!social welfare departments! interview and vocational testing! employment, follow"up, research bureau! workmen.s arbitration council.?-. Employee2$ E#onom"# ,elfare pro1ram:These should include co"operatives or fair price shops for consumer necessities!co"operativecredit society, thrift schemes andsavings bank! healthinsurance!employment bureau! etc./. 3eneral ,elfare ,or0:This should relate to housing and family care."/entral 0ectorThere are @our types of initiatives through the -lan for the Employee andEmployee Welfare 0ector. They are: Training for skills development 0ervices to (ob seekers Welfare of Employees >dministration of Employee regulations $any initiatives are taken for the benefit of workers through the plans of a numberof)ntensive0ectors. Thesearenot discussedherebecausetheyfall underthepurview of respective sectoral programmes of the plan.4o#a'"onal Tra"n"n15%0"ll De)elopmen' Tra"n"n1The primary purpose of vocational training is to prepare individuals, especially theyouthintheagegroupof35"'5years, fortheworldofworkandmakethememployable for a broad group of occupations. The main vocational trainingschemes comprise of /raftsmen Training scheme, >pprenticeship Trainingscheme, Training of 0killed Workers, Training of Women as a special target group,Training of /raft )nstructors, Training of 0upervisors and @oremen. >ppliedAresearch on vocational training problems is carried out. -reparation anddevelopment of instructional material is another area where appropriate attention isbeing paid.81.1.6 Employee Welfare %#.eme$&rgani*ations provide welfare facilities to their employees to keep their motivation levelshigh. The employee welfare schemes can be classified into two categories vi*. statutoryandnon"statutorywelfareschemes. Thestatutoryschemesarethoseschemesthat arecompulsory to provide by an organi*ation as compliance to the laws governing employeehealth and safety. These include provisions provided in industrial acts like @actories >ct3498,+ock Workers >ct 2safety,healthand welfare7348?,$ines >ct 34?'.Thenonstatutory schemes differ from organi*ation to organi*ation and from industry to industry.1.%'a'(a'ory Welfare%#.eme$The statutory welfare schemes include the following provisions:3. Dr"n0"n1 Wa'er: >t all the working places safe hygienic drinking watershould be provided.'. Fa#"l"'"e$for $"''"n1: )neveryorgani*ation, especiallyfactories, suitableseating arrangements are to be provided.1. F"r$' a" appl"an#e$: @irst aid appliances are to be provided and should bereadily assessable so that in case of any minor accident initial medicationcan be provided to the needed employee.9. La'r"ne$ an Ur"nal$: > sufficient number of latrines and urinals are to beprovided in the office and factory premises and are also to be maintained ina neat and clean condition.5. Can'een fa#"l"'"e$: /afeteria or canteens are to be provided by theemployer so as to provide hygienic and nutritious food to the employees.?. %p"''oon$: )n every work place, such as ware houses, store places, in thedock area and office premises spittoons are to be provided in convenientplaces and same are to be maintained in a hygienic condition.A. L"1.'"n1: -roper and sufficient lights are to be provided for employees sothat they can work safely during the night shifts.8. Wa$."n1 pla#e$: >de%uate washing places such as bathrooms, wash basinswithtapandtaponthestandpipeareprovidedintheport areainthevicinity of the work places.4. C.an1"n1 room$: >de%uate changing rooms are to be provided for4workers tochangetheir clothinthefactoryareaandofficepremises.>de%uate lockers are also provided to the workers to keep their clothes andbelongings.36. Re$' room$: >de%uate numbers of restrooms are provided to the workerswith provisions of water supply, wash basins, toilets, bathrooms, etc. 2. Non%'a'('ory%#.eme$$any non statutory schemes welfare schemes may include the following schemes:3. Per$onal 7eal'. Care 8Re1(lar me"#al #.e#0*(p$9: 0ome of thecompanies provide the facility for e#tensive health check"up'. Fle:"*'"me: The main ob(ective of the fle#time policy is to provideopportunity to employees to work with fle#ible working schedules. @le#iblework schedules are initiated by employees and approved by management tomeet business commitments while supporting employee personal life needs1. Employee A$$"$'an#ePro1ram$: Bariousassistantprogramsarearrangedlikee#ternal counselingservicesothat employees or members of theirimmediate family can get counseling on various matters.9. 7ara$$men' Pol"#y: To protect an employee from harassments of any kind,guidelines are provided for proper action and also for protecting theaggrieved employee.5. Ma'ern"'y ; Aop'"on Lea)e < Employees can avail maternity or adoptionleaves. -aternity leave policies have also been introduced by variouscompanies.?. Me"*#la"m In$(ran#e %#.eme: This insurance scheme provides ade%uateinsurance coverage of employees for e#penses related to hospitali*ation dueto illness, disease or in(ury or pregnancy.A. Employee Referral %#.eme: )n several companies employee referralscheme is implemented to encourage employees to refer friends andrelatives for employment in the organi*ation.The very logic behind providing welfare schemes is to create efficient, healthy, loyaland satisfied labor force for the organi*ation. The purpose of providing such36facilities is to make their work life better and also to raise their standard of living.The important benefits of welfare measures can be summari*ed as follows: They provide better physical and mental health to workers and thus promote ahealthy work environment @acilities like housing schemes,medical benefits,and educationandrecreationfacilities for workers. families help in raising their standards of living. This makesworkers to pay more attention towards work and thus increases their productivity. Employersget stablelaborforcebyprovidingwelfarefacilities. Workerstakeactive interest in their (obs and work with a feeling of involvement and participation. Employee welfare measures increase the productivity of organi*ation and promotehealthy industrial relations thereby maintaining industrial peace.1.1.=Welfare%#.eme$ offere &y A:"$ >an0@ollowing are the welfare schemes which are offered by >#is ene)olen' %#.eme:)n terms of #is ll dues shouldbe settledandpaidwithon35days fromthe date of theemployees.d7 Thecompanyhasintroducedasocial securityscheme, w.e.f. 33.3'.3448. Thee#isting scheme of providing compassionate employment to the dependents/death/retirement onaccount of permanent while in service ofthe company shall cease to operate.-. A:"$ >an02$ %o#"al %e#(r"'y %#.eme:&n separation fromthe service of the companyon account of permanent totaldisablement/retirement on medical grounds, the employee/dependent family membersshall be provided lump sum benefit e%uivalent to basic pay E +> for 56F of the leftover months of service limitedto ?6 months pay, whichever is less, to be released in aphasedmanner.0ub(ect tota#deductionundertheincometa#laworCs. 3lakhwhichever is ever./. 3ro(p %a)"n1 L"n0e In$(ran#e %#.eme:The group saving linked insurance of L)/ has been introduced in all units/office of thecompany providing a coverage of insurance amount ranging from Cs 16666/" to Cs.3.'6 lakhs in the event of death of an employees. The scheme provides for a monthlycontribution D3F of the total sum insured, out of which 15F is appropriated towardsrisk for insurance cover and ?5F is credited to saving portion.The saving portion earns interest D33F p.a. The contributions paid under the schemeareeligiblefore#emptionundertheincometa#act34?3thematurityproceedsorclaimamountarefreefromincometa#.Thecontributionsarepayableonmonthlybasis through deduction from employee.s salary.6. Welfare E:#(r$"on %#.eme:Two e#cursion trips in a calendar year are arranged by the club at units however tripsare arrangedbythe concernedwelfare/industrial relations department. Gnder thescheme, theplacestobevisitedduringsuche#cursiontripsarearrangedwithinadistanceof 966kms eachways fromthetownship/placeof work. $anagementprovides hire charges for two buses for each trip at units and totalbuses for the tripsat /.&H /$&.3' =.Lon1 %er)"#e A,ar %#.eme:)n terms of company.s policy regarding grant of long service award, employees are givenan award on completing specified length of service of 36/35/'6/16H15 years.?. Welfare an %por'$ 3ran'$5Fa#"l"'"e$:@ollowing grants/facilities are providing for this purpose:0ports Irants:Gnder this head, budget allocations are made for the following:"a7 >nnual 0ports/Welfare Irants.b7 Irants for holding inter"unit tournaments.c7 0ponsored Tournament.

1.2 In'ro(#'"on of A:"$ >an0>#is #is #is griculture, )nfrastructure 0ector, 0ervice0ector andTradeH/ommerce. )t workstowards becoming one of the most trusted and admired financial institution as well as themost sought"after destination for the customers and investors.>#is #is ccount in @oreign /urrency at )ndian en0o82@129e#amined thatEmployee ct of 34A92QEC)0>Q7, providingsubstantive regulation under labor law and ta# law. 0ince EC)0>, there have been aboutthree do*en public laws which have changed the systems. ,ot surprisingly, confusion hasaccompanied the regular modifications to a very technical area of law. ,evertheless, themultitude of laws can be simplified. This was possible with an understanding of how theparts combine to form cohesive regulatory systems. )n short, /ongress overlapped ta#law and labor law to create the bounds of the regulatory systems for employer"providedretirement and healthcare benefits. Within these systems, two types of rules wereemployed: incentives andsanctions. This articlee#plainedhowall of thepieces fittogethertopromoteretirement andhealthcaresecurity,andsuggeststhat asystematicmethod of analysis may be the best approach for creating the benefits law of tomorrow.7a&eman 82@1!9 describedthe significant developments of the last year 2>ugust '669">ugust '6657, the authors discuss changes in the rules of %ualified retirement plans andthe ta#ation of employee welfare benefits. The authors discuss: final, updated regulationsfor )nternal Cevenue /ode 2)C/7 section 9632k7 cash"or"deferred arrangements! proposedQCoth 9632k7Q regulations! )nternal Cevenue 0ervice 2)C07 guidance on actuarialassumptionstobeusedforlump"sumdistributionsfromdefinedbenefit plansduring'669 and '665! rumblings at the )C0 over application of %ualified plan nondiscriminationrules! temporary and proposed regulations for Employee 0tock &wnership -lans holdingstock of subchapter 0 corporations! guidance from both the +epartment of Labor 2+&L7and)C0regardingautomaticrolloversfrom%ualifiedplans to)C>s! +&Lguidanceregarding the accounts of missing participants, abandoned defined contribution plans, anda simplified Boluntary @iduciary /orrection -rogram! additional guidance on both Mealth0avings >ccounts 2M0>s7 and Mealth Ceimbursement >ccounts 2MC>s7! )C0 guidanceonmedical reimbursement accounts withinprofit sharingplans! andinitial proposedregulations to implement the Gniformed 0ervices Employment and CeemploymentCights >ct 2G0ECC>7.%m"'. 82@1!9e#aminedthe legal struggle to organi*e andrepresent familychild careproviders who provide publicly"subsidi*ed child care. )n '665, the 0ervice Employees'6)nternational Gnion 20E)G7 achieved the largest child"care union victory in Gnited 0tateshistory when it won the right to represent more than 94,666 child care workers in )llinois.The victory, remarkable in its own right, was all the more stunning as the workers werefamily child care providers, who provide child care for compensation from within theirprivatehomes andwhoaregenerallyregardedas independent contractors wholackcollective bargaining rights. 0E)GPs success was made possible by the increasingly publiccharacter of familychild care. )n the aftermath of welfare reform, local and stategovernments are compensatingfamilychildcare providers tocare for the childrenof welfare"to"workrecipients.Netwhilefamilychildcarehasbecomecriticaltolow"income families, rarely do providers receive ade%uate compensation fromthe government. -roviders claim that they are de facto state employees " paid by the stateand regulated by the state " and as such are entitled to negotiate with the state regardingthe terms of their labor arrangements. )n the course of e#ploring this claim, the >rticleconsiders the independent contractor/employee distinction as applied to family child careproviders and e#amines how unions can use the state action doctrine under antitrust lawto grant collective bargaining rights to providers.>ro,nC ForeC e'. al. 82@1-9 e#amined that their significant increase in satisfaction withthe sense of achievement from work between 3448 and '669! a number of other measuresof (ob %uality are found to have increased over this period as well. )t also found a declineintheincidenceof manyformal humanresourcemanagement practices. Thepaperreports a weak association between formal human resource management practices andsatisfaction with sense of achievement. )mprovements in perceptions of (ob security, theclimate of employment relations and managerial responsiveness were the most importantfactors in e#plaining the rise satisfaction with sense of achievement was due in large partto the e#istence of falling unemployment during the period under study, which has drivenemployerstomakeimprovementsinthe%ualityofworkinsatisfactionwithsenseofachievement between 3448 and '669. D(man 82@1-9suggested that collective bargaining was closely related to social policymakingtothe e#tent that the outcomes of the former inform. )t was widelyheld,'3however, that trade unions in/entral EasternEurope 2/EE7 donot have a strongbargaining position and thus e#ert little impact on policy decisions. This paper challengesthe view of /EE labour as a uniformly weak actor. )t argues that /EE unions. ability toshape the bargaining agenda and social policies depends largelyonthe degree ofprivati*ation, which overlaps with sectoral divisions. We found that unions in e#posedsectors are unable to oppose greater fle#ibility even when there are no considerable wagegains, whereas workers in protected sectors manage to maintain their status and at timeseven enhance their welfare, both in terms of higher wages and better working conditions.The perusal of literature revealed thatthere had been many researches regardingprogramme effectiveness, advantages and disadvantages of different approaches towelfare provisions, downsi*ing concept, Employee benefits like retirement andhealthcarebenefits. 0oall thestudies that wereconductedwerenot focusedonthewelfare schemes that >#is #is #is #is#is #is #is #is ar 3rap.$ an P"e C.ar'$: These tools were used for analysis ofdata.-./ L"m"'a'"on$ of '.e %'(yThe limitations of the study are:" +ue to shortage of time available at disposal, we were not able to collect as muchinformation as needed for the study. There may be untrue information provided by the respondents for the study. 'A s there is always a cost factor involved in every research, so it is not possible toinclude large universe.>lthough the staff of >#is dampur was highly co"operative and devotedenough to its valuable time on me but because of their busy schedules, ) feel that )unable to gain complete knowledge. @urthermore, ) was allotted a limited time periodfor study. bove '3 Nears '6 96To'al /@ 1@@F"1(re /.1 Wor0"n1 E:per"en#eBelow 5 Years; 10%6-10 Years; 20%11-15 Years; 10%16-20 Years; 20%Above 21 Years; 40%Percentage of RespondentsAnaly$"$ an In'erpre'a'"on:* The figure above e#amined that 96F of employees have working e#perience above '3years, '6F of respondents have working e#perience 3?"'6 tears and ?"36 years, and 36Fof employees have working e#perience 33"35 years and below 5 years.0o by this it hasbeen found that ma(ority of the employees have working e#perience above '3 years.16%'a'emen' 2: To 0no, ,.e'.er '.e employee$ are $a'"$f"e ,"'. '.e &an0 an $(per)"$"on of employee$ a$ per '.e ,elfare ,or0 pro)"e:Ta&le /.2 %a'"$fa#'"on Le)el of Employee$ $'a'emen' No. of Re$ponen'$ Per#en'a1e of Re$ponen'$Mighly 0atisfied '5 560atisfied 36 '6,eutral 35 16+issatisfied 6 66Mighly +issatisfied 6 66To'al /@ 1@@ F"1(re /.2 %a'"$fa#'"on le)el of Employee$ Highly Satisfed; 50%Satisfed; 20%e!tral; "0%No. of RespondentsAnaly$"$ an In'erpre'a'"on:* >s shownabovema(orityi.e. 56Fof theemployees werehighlysatisfiedwiththeorgani*ational supervision of employee welfare provided by >#is bout '6F ofthe employees were satisfied and 16F were neutral, whereas none of the employee wasdissatisfied respectively.13 %'a'emen' !: To 0no, ,.e'.er '.e employee$ are a,are of all '.e ,elfare $#.eme$or no'Ta&le /.! A,arene$$ of Welfare %#.eme$%a'"$fy ,"'. $alary No. of Re$ponen'$ Per#en'a1e of Re$ponen'$Nes 96 86,o 36 '6To'al /@ 1@@F"1(re /.!A,arene$$ of Welfare %#.eme$Yes; #0%o; 20%No. of Respondents

Analy$"$ an In'erpre'a'"on:* >sshownabovema(orityi.e. 86Fof theemployees wereawareof all thewelfareschemes provided by the organi*ation, whereas '6F of the employees thought that theywere not fully aware about all the schemes provided.1'%'a'emen' -: To 0no, '.e op"n"on of employee$ a&o(' '.e &an02$ ,elfare $#.eme$.Ta&le /.- Op"n"on of Employee$Op"n"on No. of Re$ponen'$ Per#en'a1e of Re$ponen'$E#cellent 16 ?6Iood 35 16 @air 5 36-oor 66 66Bery -oor 66 66To'al /@ 1@@ F"1(re /.- Op"n"on of Employee$$%&elle't; 60%(ood; "0% )air; 10%No. of RespondentsAnaly$"$anIn'erpre'a'"on:*>sshownabovema(orityi.e. ?6Fof theemployeesthought that the bank.s welfare schemes were e#cellent and about 16F thought that theywere good and 36F thought that the schemes were fair respectively.11%'a'emen' /: To 0no, '.e ran0"n1 of employee$ ,."#. '.ey '."n0 are &e$' on '.e$#ale of 1 'o / 81 &e"n1 more preferreC / &e"n1 lea$' preferre9 Ta&le /./ Preferen#e of %#.eme$%#.eme$ Ran0 1 Ran0 2 Ran0 ! Ran0 - Ran0 / To'al Ra'e0ocial security scheme A 36 '3 4 1 318 1Welfare E#cursion scheme'6 3? 5 9 5 336 '$edical 3A '6 A ' 9 361 3Mousing 5 ' 3' '1 8 3A1 9,umber of respondents" 56Cank 3" $ost -referredCank 5"Least -referredAnaly$"$ an In'erpre'a'"on:*)n this above table weighted average score method was used where 3 rank was the mostpreferred rank and 5 was the least preferred rank.>s in the above table various schemes were being ranked. The above table depicted thatma(ority of the respondents felt that the medical scheme was best and was most preferredscheme . Then welfare e#crusion scheme was given Cank '. Then social security, housingschemes were considered as Cank 1, Cank 9 and Cank 5respectively.

19%'a'emen' 6: To 0no, '.e na'(re of Fo& 1")en 'o '.e employee$Ta&le /.6 Na'(re of Fo& 1")en 'o '.e Employee$Na'(re of Fo& No. of Re$ponen'$ Per#en'a1e of Re$ponen'$)nteresting '9 98Kuite ccording to 0kills 1 ?To'al /@ 1@@F"1(re /./ Na'(re of Fo& 1")en 'o '.e Employee$*'teresti'g; 4#%+!ite Bori'g; 10%,halle'gi'g; "6%A&&ordi'g to S-ills; 6%Percentage of RespondentsAnaly$"$ an In'erpre'a'"on:* The figure above e#amined that 98F of the employees thought that interesting type of(obs were given to them, 1?F of the employees thinks that challenging type of (obs aregiven to them, 36F of the employees thought that %uite boring type of (obs were given tothem while only ?F of the employees thought that (obs were given to them according toskills. 0o the ma(ority of the employees thought that interesting type of (obs were givento them.15 %'a'emen' =: To ra'e '.e $'a'emen'$: 87%* 7"1.ly %a'"$f"eC %* %a'"$f"eC N* Ne('ralC D* D"$$a'"$f"eC 7D* 7"1.ly D"$$a'"$f"e9Ta&le /.=%a'"$fa#'"on le)el of Re$ponen'$%'a'emen'$ %A A N D %D %(mma'e%#ore8.37 The procedure adopted for career growth of Employee.36 '6 35 1 ' 3?A8.'7 Working environment of >#is #is sfromtheabovetableno5.33comparisonwasdonebetweenma#imumscoreandsummated score. $a#imum score was the score which represents the strongly agree levelamong the respondents. 0o, information related to the level of agreement or leastagreement to various factors >#is bove '3 years 5'G!.Are yo( $a'"$f"e ,"'. '.e or1an"+a'"on an $(per)"$"on of employee$ ,elfare,or0 pro)"e &y A:"$ >an0Ha7 Mighly 0atisfiedb7 0atisfiedc7 ,eutrald7 +issatisfiede7 Mighly +issatisfied

G-. Are yo( a,are of all '.e ,elfare $#.eme$ pro)"e &y A:"$ >an0Ha7 Nesb7 ,o

G/. 3")e yo(r op"n"on a&o(' #ompany2$ ,elfare $#.eme$Ha7E#cellent b7 Ioodc7 @air d7 -oore7 Bery -oor G6.Ra'e '.e $#.eme$ ,."#. yo( '."n0 are &e$' for employee$ on '.e $#ale of 1*/:81