eployee welfare measures project report

Employee welfare

INTRODUCTION:

Employee welfare work aims at providing such service facilities and

Amenities which enable the workers employed in an organization to perform

Their work in healthy congenial surrounding conductive to good health and

High morale.

Employee welfare is a comprehensive term including various services,

Benefits and facilities offered by the employer. Through such generous fringe

Benefits the employer makes life worth living for employees. The welfare

Amenities are extended in additional to normal wages and other economic

Rewards available to employees as per the legal provisions.

MEANING OF EMPLOYEE WELFARE:

The term is derived from the French word “WELFARE”. The of this

French word is “well being or happiness or prosperity of individuals’’

Welfare means faring or doing well. It is a comprehensive term and refers

The physical, mental, moral and emotional well being of individual

DEFINITION OF EMPLOYEE WELEARE:

Welfare measures may also be provided by the government, trade unions

And non-government agencies in addition to the employer. “International

Employee Organization efforts to make life worth living for workers” According

To the Oxford dictionary “Welfare is fundamentally an attitude of mind on the

Part of management influencing the method by which management activities

Are undertake

Employee Welfare as a term which is understood to include such services, facilities

and amenities as may be established in the vicinity of undertaking to enable the

persons employed in them to perform their work in healthy, congenial surrounding

to provide them amenities conductive to good and healthy and high moral.

-INTERNATIONAL EMPLOYEE ORGANIZATION

AT ASIAN RAGIONAL COFERENCE

ARTHUR JAMES TODD {1933} point welfare is “Anything” done for the

comfort and improvement, intellectual and social of the employees over and above

the wage paid, which is not necessary for the industry.

PROUD E.S. defines the welfare work as voluntary efforts on the part of

employers to improve the existing industrial system the condition of employment

in their own factories.

Objectives of employee welfare activities:-

Following are the objectives of the voluntary employee welfare services by

Employer-

1) To win over employees loyalty and increase their morale.

2) To develop efficiency and productivity among workers.

3) To reduce of threat of future government intervention.

4) To make recruitment more effective.

5) To earn goodwill and enhance public image.

6) To build up stable Employee force to reduce Employee turnover and

absenteeism.

Importance of employee welfare activities:-

Employee welfare in India has a special significance as the constitution

Provides for the promotion of welfare of the employee for human conditions of

Work and securing to all workers.

The various welfare measures provided by the employee will have

Immediate impact on the health, physical and mental efficiency, alertness,

Morale and overall efficiency of the workers and thereby contributing to the

highest productivity.

Social security measure provided by employer will act as a protection to

The workers.

Employee welfare means activities designed for the promotion of

The economic, social and cultural well being of the employees.

Includes both statutory as well as non-statutory activities undertaken by the

Employers, trade unions and both the central and state governments for the

Physical and mental development of the workers.

Employee welfare enables workers to have richer and more satisfying life. It

raises the standard of living of workers by indirectly reducing the burden on

their pocket. Welfare measures improve the physical and physiological health

Of the employees, which in turn enhance their efficiency and productivity.

Employee welfare promotes a sense of belongings among the workers,

Preventing them from resorting to unhealthy practices like absenteeism, Employee

unrest strike, etc. welfare work improves the relations between

Employees and employers.

The basic features of employee welfare measures are as follows:

1. Employee welfare includes various facilities, services and amenities

provided to workers for improving their health, efficiency, economic

betterment and social status.

2. Welfare measures are in addition to regular wages and other economic

benefits available to workers due to legal provisions and collective

bargaining

3. Employee welfare schemes are flexible and ever-changing. New welfare

measures are added to the existing ones from time to time.

4. Welfare measures may be introduced by the employers, government,

employees or by any social or charitable agency.

BENEFITS OF WELFARE FACILITIES:

DRINKER PAGER, mention the following points and benefits of

welfare facilities

1. Reduction in employee turnover

2. Reduction in absenteeism

3. Create a sense of belongingness

4. Reduction in employee dispute

5. Balanced development of employees

6. Increases the efficiency of the workers

7. Immunity from civil effect of industrialization

CONCEPT OF LABOUR WELFARE:

The National Commission on Labour has observed that the concept of

“welfare” is necessary dynamic bearing a different interpretation from country to

country and from time to time and even in the same country according to the value

system, social Institution, degree of industrialization and general level of social and

economic development. Even with one country its context may be different from

region to region.

AIM OF LABOUR WELFARE WORK:

C.B.Memoria (1966) points out the following aims of Labour Welfare Work.

1. It is partly humanistic to enable the workers to enjoy a fuller and richer

life.

2. It is partly economic to improve the efficiency of the workers, to increase

its availability where it is scarce and keep him contended so as to minimize the

inducement to form or join unions and to resort to strikes.

3. The aim of partly civic develop a sense of responsibility and dignity

among the workers and thus to make them worthy citizen of the nation.

In general, welfare measure are aimed at enabled the welfare to lead a more

satisfactory life.

THE HISTORY OF LABOUR WELFARE :

The history of Labour Welfare in India started with the abolition of slavery

system in 1833. Based on the recommendation of the International Labour

Conference in 1870 held in Berlin, the Government of India modified the factories

act in 1881.

Considering the suggestions given by the International Labour Organization,

which set up in the year 1919, the Government of India enacted the factories act in

1922, the Government of India launched scheme of Labour Welfare in their

ordnance ammunition and other factories in war production, to keep up the moral

of workers and also to increase their productivity.

After the Independence the amendment of factories act in 1948, the Labour

Welfare movement acquired new dimension, for one thing, the massive

investments in industry during various plans increased in number of workmen. It

was realized from the beginning that Labour Welfare had a positive role in

increasing productivity and reducing industrial tensions. At this State Government

enacted various legislations, regarding the welfare of the workers.

1. Workmen compensation Act, 1923.

2. Factories Act, 1948.

3. Employees State Insurance Act, 1948.

4. Coal Mines Labour Welfare Fund Act, 1947.

5. Employee’s Provident Fund and Miscellineous Provision Act, 1952.

6. Plantation Labour Act, 1957.

7. Mines Act, 1952.

8. Maternity benefits Act, 1962.

9. Payment of Bonus Act, 1965.

10.Payment of Gratuity Act, 1972.

The study team study appointment by the Government of India in 1959 to examine

Labour Welfare activities then existing divided the entire of these activities in to

THREE groups viz.,

1. Welfare measure inside the work place : Condition of the Work

Environment, Conveniences, Work Health Services, Women and Child

Welfare, Worker’s Recreation, Employment Follow-up Economic Services.

2. Welfare measure inside the work place : Housing, Water, Sanitation, Waste

Dioposal, Road, Recreation, Play Grounds, Schools, Markets, Bank,

Transport, Communication, Health and Medical Services, Security,

Community Leadership Development.

3. Social security measures : Welfare Services are “render to workers and their

families by an individual enterprise with the proposes of raising their morale,

material, social and cultural levels to adjust to better life”.

Welfare Activities of the Government of India :

The directive principles of state policy in the Indian Constitution refer

generally to the promotion of the welfare of people when lay down that the “state

shall strive to promote the welfare of the people by securing and protecting as

effectively as it may, a social order in which justice, social, economic and

political, shall inform all the institution of natural”.

In its specific application to the working class, “security and human

condition of work” has been highlighted with a view to ensure them provision of

a decent standard of life and full employment to leisure and social and culture

opportunities (Article 43).

These principles also refer to taking of the steps to secure the participation of

workers in the management of industries. Article 45 also deals with provision of

free and compulsory education for children, which impliedly includes those of

workers.

Company profile:

GRASIM INDUSTRIES LTD

[BIRLA WHITE CEMENT DIVISION]

GRASIM INDUSTRIES LTD

[BIRLA WHITE CEMENT DIVISION]

Our Vision

To be a premium global conglomerate with a clear focus on each business.

Our Mission

To deliver superior value to our customers, shareholders, employees and

society at large.

Our Values

Integrity

Commitment

Passion

Seamlessness

Speed

Grasim Industries Limited:

Grasim Industries was incorporated on 25 August 1947, exactly 10 days after India

achieved independence Originally a textile manufacturer, Grasim has successfully diversified

into VSF, cement and chemicals Aditya Birla Group is the world's largest producer of VSF The

Aditya Birla Group is the 11th largest cement producer in the world and the seventh largest in

Asia \Second largest producer of caustic soda in India Grasim and Graviera range of fabrics

signify the 'power of fashion.

Grasim Industries Limited is the brightest feather in the cap of the Aditya Birla Group which

one of the biggest private sector companies in India.

Grasim Industries was set up with the sole purpose of textiles manufacturing in the year 1948

but the company has entered into several commercial activities at a steady rate. Grasim

Industries is numero uno in many of the sectors where it operates.

In order to enter the Indian cement industry, Grasim Industries took over a big chunk of the total

shares and also the control of the management of the UltraTech Cement Limited, which was

merged with the Larsen and Toubro Cement Company in 2004. Within a very short span of time,

the company was able to penetrate a big portion of the market in India. Grasim industries,

including its subsidiaries, operates 7 split grinding units, 11 composite plants, 4 bulk terminals,

and 10 ready mix concrete units.

The divisions of Grasim Industries:

Viscose staple fiber: This division of the Aditya Birla Group is the biggest producer of

viscose staple fiber worldwide. It fulfills the demand of the domestic market for the

viscose staple fiber.

Cement: This division is ranked 11th in the international arena and 7th in Asia. It is

further divided into two grey cement and white cement.

o White cement products

Birla White GRC

Birla White Kool N Seal

Birla White Textura

Birla White Wallcare Putty

Birla White Levelplast

o Grey cement products

Rajashree Cement

Vikram Cement

Grasim Cement

Aditya Cement

Grasim Industries Limited, a flagship company of the Aditya Birla Group, ranks among

India's largest private sector companies, with consolidated net turnover of Rs.184 billion

and a consolidated net profit of Rs.22 billion (FY2009).

Starting as a textiles manufacturer in 1948, today Grasim's businesses comprise viscose

staple fibre (VSF), cement, chemicals and textiles. Its core businesses are VSF and

cement, which contribute to over 90 per cent of its revenues and operating profits.

The Aditya Birla Group is the world’s largest producer of VSF, commanding a 23 per

cent global market share. Grasim, with an aggregate capacity of 333,975 tpa has a global

market share of 12 per cent. It is also the second largest producer of caustic soda (which

is used in the production of VSF) in India.

In cement, Grasim along with its subsidiary UltraTech Cement Ltd. has a capacity of 45.7

million tpa as on 30 June 2009 and is a leading cement player in India. In July 2004,

Grasim acquired a majority stake and management control in UltraTech Cement Limited.

One of the largest of its kind in the cement sector, this acquisition catapulted the Aditya

Birla Group to the top of the league in India.

Viscose staple fibre

Grasim is India's pioneer in viscose staple fibre (VSF).

Cement

Grasim has grown to become a leading cement player in India.

chemicals

Grasim has India's second largest caustic soda unit

Textiles

Grasim has strong nation-wide retail network and also caters to international fashion

houses in USA and UK.

Textile

Aditya Birla Group operates over 40 companies in 12 countries across 4 continents. Grasim is

one of its flagship companies and It is the world’s second largest producer of Viscose Rayon

Fiber with about 21% market share. Textile and related products contributes to 15% of the group

turnover.

Global footsteps

Indo-Thai Synthetics Company Ltd was incorporated in 1969 in Thailand, started operations in

1970; this was Aditya Birla Group’s first foray into international venture. Aditya Birla Group

incorporated P.T. Elegant Textiles in 1973 in Indonesia. Thai Rayon incorporated in 1974, this

was the second company in Thailand, operating in Viscose Rayon Staple Fiber. Century Textiles

Co. Ltd. is taken over by Aditya Birla Group in 1974; this company is a weaving and dyeing

plant manufacturing and exporting variety of synthetic fabrics. PT Sunrise Bumi Textiles

incorporated in 1979, it produces yarn exported over 30 countries in 6 continents. P.T Indo

Bharat Rayon incorporated in 1980 produces Viscose Staple Fiber in Indonesia to become a

http://en.wikipedia.org/wiki/Indonesia

http://en.wikipedia.org/w/index.php?title=P.T._Elegant_Textiles&action=edit&redlink=1

http://en.wikipedia.org/wiki/Thailand

http://en.wikipedia.org/wiki/1969

http://en.wikipedia.org/w/index.php?title=Indo-Thai_Synthetics&action=edit&redlink=1

http://en.wikipedia.org/wiki/Rayon

http://en.wikipedia.org/wiki/Aditya_Birla_Group

dominant player in the domestic market as well as export markets. Thai Polyphosphates and

Chemicals was started in 1984 in Thailand to produce Sodium Phosphates, presently merged

with Thai Epoxy and Allied Products Company Limited (1992), Thai Sulphites and Chemicals

Company Limited (1995) to form Aditya Birla Chemicals Ltd. This company supplies to sectors

such as food, textiles, electrical and electronics, composites, leather, plastics and automobiles.

PT Indo Liberty Textiles was incorporated in 1995 to manufacture synthetic spun yarn.

In 2004, the Staple Fibre Division of Grasim Industries Ltd was presented with the Stockholm

Industry Water Award for the company's efforts to reduce water usage and improve their overall

environmental impact.[citation needed]

Focus of Growth Post MFA

In late 1990’s and later, the focus was the textile business because of the end of Multi-Fiber

Arrangement (MFA) which opened a host of opportunities to Indian exporters. In this period,

Aditya Birla Group took a three route strategy for growth.

Rapidly enhance existing capacities

Acquire and Build Garment brands for local and international markets

Jayashree textiles was acquired by Aditya Birla Nuvo (formerly Indian Rayon), is a leading

producer and exporter of yarns and fabrics to 50 countries with a turnover of $413 million. It

acquired Madura Garments in 2000 to enter the branded garments business. Has brands such as

Louis Philippe, Van Heusen, Peter England, Allen Solly, SF Jeans among others and also a

global supplier to global buyers such as Marks & Spencer’s, Polo etc.

Vertical integration to get cost advantage

AV Cell Inc., a joint venture between Aditya Birla Group and Tembec, Canada, established

operations in 1998 to produce softwood and hardwood pulp for the purpose of internal

consumption among different units of the Group.

http://en.wikipedia.org/w/index.php?title=Aditya_Birla_Nuvo&action=edit&redlink=1

http://en.wikipedia.org/w/index.php?title=Multi-Fiber_Arrangement&action=edit&redlink=1

http://en.wikipedia.org/w/index.php?title=Multi-Fiber_Arrangement&action=edit&redlink=1

http://en.wikipedia.org/wiki/Wikipedia:Citation_needed

http://en.wikipedia.org/wiki/Stockholm_Industry_Water_Award

http://en.wikipedia.org/wiki/Stockholm_Industry_Water_Award

Together, Aditya Birla Group and Tembec, Canada have acquired AV Nackawic Inc., which

produces dissolving pulp, as a further step to integrate. Grasim industries Ltd. is a leading player

in the Viscose Staple Fiber (VSP). The Aditya Birla Group's VSF manufacturing plants straddle

Thailand, Indonesia, India and China. At each of these locations, further capacity expansions are

under way — in Thailand by 31 ktpa; in Indonesia by 37 ktpa; in India by 64 ktpa and in China

by 30 ktpa. These brownfield expansions, slated to be completed by the second quarter of 2008,

will further notch up the Group's VSF production from 566 ktpa to 727 ktpa and entail an

investment close to US$ 260 million.

Grasim wants to follow a strategy of backward integration, right from plantation stage to the

final VSF stage. The Group's VSF business operates through its three companies — Grasim

Industries in India, Thai Rayon Corporation in Thailand and Indo Bharat Rayon in Indonesia,

which also oversees its Chinese operations at Birla Jingwei Fibres, China.

Joint ventures

Thai Rayon

Promoted in 1974 by the Aditya Birla Group, Thai Rayon is the sole manufacturer of Viscose

Rayon Staple Fibre (VSF) in Thailand. More than 50 per cent of Thai Rayon's VSF throughput is

directly exported to more than 20 countries worldwide. The VSF meets the stringent quality

expectations of customers in USA, Mexico, Europe, Turkey, Canada, Israel, Australia, South

Korea, Philippines, Indonesia, Pakistan, Bangladesh and Sri Lanka.

PT Indo Bharat Rayon

Marketed under the brand name of 'Birla Cellulose', the company produces a wide range of VSF

in engineered specifications for textiles and non-woven applications. The company's strong focus

on environmental protection is reflected through its investments in a sophisticated state-of-the-art

waste-water treatment plant and scientific waste disposal systems

Grasim Cement

Grasim Cement was set up as a greenfield cement plant at Raipur, Chhatisgarh, in 1995. Based

on the most advanced technologies, this plant has an annual installed capacity of 2.06 million

tpa.

The plant’s unique features include:

:: Asia’s first gamma ray belt analyser from Gamma Matrix (USA) ensuring the highest

standards in online quality control.

:: India’s first polycom (blast furnace slag grinder) with a dynamic air separator from Krupp

Polysius Germany, which helps to generate the desired homogeneous particle size

distribution.

:: One of the few single kiln cement plants producing more than eight varieties of cement.

:: Its captive power generation ensures a reliable power supply. The plant is also an ISO

14001, ISO 9001, and IQRS L-5 certified unit.

Aditya Cement

Commissioned in a record time of 22 months as a Greenfield 1.0 mtpa plant in 1995 in

Shambupura, Rajasthan, its current capacity is about 1.50 million tpa.

Some of the prestigious awards won by this unit include:

:: Aditya Limestone Mines wins the following awards at the Mines Safety Week 2004,

Udaipur:

Mines machinery and maintenance: first

Safety, occupational health and VTC: first

Mine working: second

Environment protection, publicity, propaganda

and housekeeping: second

Overall performance: second

:: Best Productivity Award by National Productivity Council for 1999

:: The National Energy Conservation Award by Ministry of Power, Government of India, and

Best Energy Efficient Unit Award by CII for the year 2000

:: IQRS level rating from DNV, Netherlands, in the year 2000

:: First in India to achieve Certification ISO 9001:2000 by DNV, Netherlands, 2001

:: TPM Excellence Award – first category by JIPM, Tokyo 2001

Rajashree and Birla Super cement

Commissioned in 1984, Rajashree Cement has a capacity of 4.20 million tpa. The salient facts

about Rajashree Cement are:

:: Coal-based thermal power plant with a 38.5 MW capacity

:: Modern dry process technology from KhD, Germany, with a state-of-the-art process control

system

:: The only cement plant in India with a captive coal washery

:: First in India to achieve Certification ISO 9001:2000 by DNV, Netherlands, 2001

:: Cement varieties catering to different segments: Rajashree Cement for residential and

commercial construction; Birla Super Cement for multi-storeyed buildings, dams and

bridges; UltraTech Cement (formerly Birla Plus) for mass concrete laying and non-

structural applications, Birla Coastal for foundation work and for use in coastal areas as well

as sugar and fertiliser plants, and OPC 53 - S (sleeper grade cement)

Some of the awards won by this unit are:

:: National Award for ‘Quality Excellence in the Indian Cement Industry’ by the National

Council for Cement and Building Materials, for the year 2000-01

:: IMC Ramakrishna Bajaj National Quality Award (certificate of merit) in 1999

:: Jamnalal Bajaj Uchit Vyavahar Puraskar for Fair Business Practices in 1995

:: Rajiv Gandhi National Quality Award in 1993

Grasim South

Grasim acquired Dharani Cements (since merged with the company) in April 1998. The

company has a cement plant at Ariyalur, Tamil Nadu. In April 2000, a state-of-the-art cement

plant, among the most modern in Asia, was commissioned at Reddipalayam, Tamil Nadu. This

unit now has a capacity of 1.16 million tpa.

Grasim ventured into cement production in the mid 1980s, setting up its first cement cement

player in India.

Grasim’s cement operations today span the length and breadth of India, with 11 composite

plants, 11 split grinding units, four bulk terminals and 64 ready-mix concrete plants as on 30

June 2009.

All the plants are located close to sizeable limestone mines and are fully automated to ensure

consistent quality. All units use state-of-the-art equipment and technology and are certified with

ISO 9001 for quality systems and ISO 14001 for environment management systems.

Leveraging the strong equity and goodwill of the house mark, the company has a strong national

brand UltraTech cement under the Aditya Birla Group logo. Grasim is also nurturing some

regional brands like Vikram Cement and Rajashree Cement.

Grasim is one of the largest ready mix concrete (RMC) players in India. RMC business is in a

rapid growth phase. The company has consolidated capacity of 11.31 million cubic meters with

the network of 64 plants as on 30 June 2009.

Grasim is also the largest producer of white cement in India, with a capacity of 560,000 tpa as on

30 June 2009. Branded as "Birla White", white cement division manufactures world-class

white cement in a variety of textures and finishes. It has applications in floorings and exterior

wall finishes, apart from other innovative uses. The division also manufactures value added

products like putty, GRC etc. which are used in wall finishing and various architectural

applications.

Location of units Capacity (as on 30 June 2009)

Grey cement: Grasim

Composite plants: Jawad, Rawan, Shambhupura,

Malkhed, Reddipalayam

22.55 million tpa

Ready-mix concrete (35 plants) 6.7 million cubic metres

UltraTech Cement Ltd.

Composite plants: Pipava, Awarpur, Tadpatri,

Hirmi, Jafrabad

23.10 million tpa

Ready-mix concrete (29 plants) 4.6 million cubic metres

White cement

Kharia, Khangar560,000

GRASIM INDUSTRIES MILESTONES:

Grasim, Harihar Polyfibres

2007

:

:

IMC Ramakrishna Bajaj National Quality Special Award for

performance excellence 2007 in the manufacturing

category

Grasim, Nagda

2006

: Greentech Environmental Excellence Award by Greentech

http://www.birlacellulose.com/media/features/thomas_varghese_interview.htm



: Foundation

:

:

Distinguished Achiever Award to Mr. Ravi Uppal from the

Aditya Birla Group

:

:

Young Achiever Award to Mr. Rakesh Jha from the Aditya

Birla Group

2005

:

:

Environmental and Ecological Gold Award by Greenland

Society

:

:

Golden Peacock Eco-Innovation Award by IOD

:

:

Safety awards for longest accident-free period (Membrane

Cell) and lowest average frequency rate (CSA plant) by the

Government of India

:

:

CII National Energy Management Award for the most

energy efficient unit

:

:

Certificate for Strong Commitment to Excel CII-Exim

Bank Award for business excellence

:

:

Rajiv Ratna National Award — Best Chief Executive Gold

Award by Greenland Society

:

:

Greentech Environment Excellence Award by the

Greentech Foundation

:

:

Rajiv Ratna National Award – Best Pollution Control

Implementation Gold Award by Greenland Society

:

:

Greentech Safety Gold Award by the Greentech

Foundation

:

:

National Safety Award by the Government of India

: Indira Gandhi Memorial National Award by the Greenland

: Society

:

:

Vishkarma National Award by the Government of India

2004

:

:

Grasim, Nagda received the FICCI Annual Award 2003-

2004 in recognition of corporate initiative in rural

development

Vikram Cement

:

:

The first Indian unit to win the coveted TPM award from

the Japan Institute of Plant Maintenance, Tokyo, in 1995

:

:

The Ramakrishna Bajaj National Quality award in 1998

:

:

The first cement unit in the world to receive IQRS level 5

rating from DNV, The Netherlands

:

:

The first cement unit in India to be certified ISO 14001

(1997) and OHSA 18001 (certifications from DNV,

Rotterdam, The Netherlands, in 2001)

:

:

SA 8000 certification achieved

Aditya Cement

2004

:

:

Aditya Limestone Mines wins the following awards at the

Mines Safety Week 2004, Udaipur:

Mines machinery and maintenance: first

Safety, occupational health and VTC: first

Mine working: second

Environment protection, publicity, propaganda

and housekeeping: second

Overall performance: second

1999

:

:

Best productivity award by the National Productivity

Council

2000

:

:

National energy conservation award by Ministry of Power,

Government of India

:

:

Best energy efficient unit award by CII

:

:

IQRS level 6 rating from DNV, The Netherlands

2001

:

:

First in India to be certified ISO 9001:2000, by DNV, The

Netherlands (2001)

:

:

TPM Excellence award, first category, by JIPM, Tokyo

Rajashree Cement

2004

:

:

Birla Super Cement received the Environment Excellence

Award under the silver category by GreenTech Foundation

:

:

Birla Super Cement certified with the OHSAS 18001:1999

for their occupational health and safety management

system by Det Norske Veritas (DNV)

2001

: National award for 'Quality excellence in the Indian

: Cement Industry' from the National Council for Cement

and Building Materials

1999

:

:

IMC Ramakrishna Bajaj National Quality award

(certificates of merit)

1995

:

:

Jamnalal Bajaj Uchit Vyavahar Puraskar for fair business

practices

1993

:

:

Rajiv Gandhi National Quality award

Viscose Staple Fibre

2004

:

:

The 2004 Stockholm Industry Water award

2003

:

:

Deming Quality Control award

:

:

IMC Ramkrishna Bajaj National Quality award

:

:

IMC Ramkrishna Bajaj National Quality award —

commendation certificate for Grasilene Division

:

:

CII Exim Bank award — commendation for business

excellence

: Greentech Gold award for environmental excellence

:

2002

:

:

Chairman's Gold award for manufacturing excellence

:

:

CII Exim Bank award — commendation for commitment

of TQM

:

:

Rajiv Gandhi National Quality award — best of all

:

:

ISO - 9001 certification

:

:

ISO - 14001 certification

2001

:

:

Rajiv Gandhi National Quality award — commendation

certificate

:

:

Corporate Citizen award for excellent contribution in the

area of social development

2000

:

:

Chairman's Silver award for manufacturing excellence

:

:

Rajiv Gandhi National Quality award — commendation

certificate

Board of Directors of Grasim Industries:

Mr. Kumar Mangalam Birla, Chairman

Mrs. Rajashree Birla

Mr. M. L. Apte

Mr. S. G. Subhrahmanyan

Mr. R. C. Bhargava

Mr. Cyril Shroff

Mr. S. B. Mathur

Mr. B. V. Bhargava

Mr. Shailendra K. Jain

Mr. D. D. Rathi

Business Heads at Grasim Industries:

Mr. Shailendra K. Jain, Viscose Staple Fiber

Mr. Vikram Rao, Textiles

Mr. Ravi Kastia, Sponge iron

Mr. Saurabh Misra, Cement

Mr. K. K. Maheshwari, Chemicals

Mr. D. D. Rathi, Chief Financial Officer

Mr. Ashok Malu, Company Secretary

Community services by Grasim Industries:

Adult education

Non-formal education

Medical camps

Mobile clinics

Health training and awareness

Irrigation

Check dam

Land developmen

REVIEW OF LITERATURE

The OXFORD dictionary defines labour welfare an effort to make life worth

living for work man.

CHANDRA and SING (1983) found that the condition under which brick kiln

workers live subhuman. There were no rest hours and workman in klin was

made to work even in the advanced stage of pregnancy.

PRASAD (1984) pointed out that in many mines in Bihar workers were

provided with facilities for drinking water, toilets and other facilities.

A series of study carried out by the labour bureau of India in a variety of

industries showed a large of women working in Menes did not have separate

arrangements, latrines and rest rooms shelters and crèches were in

neglected condition (1979).

NATIONAL COMMISSION (1969) The report of this commission was

appointed in 1966 had reviewed many aspects of labour welfare in India such

as existing conditions of labour. Legislative measures available to protect

their interest level of workers earnings, standard of living and various welfare

facilities, canteens, crèches, housing, transportation, recreational facilities,

provisions.

NATIONAL COMMISSION (1972) In conjunction with the passage of 1970

of the occupational Safety and Health Act Congress established a National

Commission undertake a compensation laws in order to determine if such

provide an adequate, prompt, equitable system of compensation.

MANTRA has undertake research on such areas as pollution control,

mechanical and wet processing. Some of the on-going projects and effluent

treatment and cleanliness of drinking water.

PETER ROGERS Chairman, The strategic forum for construction has taken

up research in industries and have concluded that unsafe, disorganized and

dirty organizations lead to poor standards and settling for a compromise in

the needs mean risking of lives.

EMPLOYEE WELFARE IN INDIA :

The chapter on the directive principles of state policy first our constitution expresses the need for labour welfare thus :

Article 38. The state shall strive to promote the welfare of the people by securing and protecting as effectively as it may a social order in which,

Justice, social, economic and political shall inform all the institution of the national life.

Article 39. The state shall, in particular, direct its policy towards security.

a). That the citizen, men and women equally, have the rights to an adequate means of livelihood.

b). That the ownership and control of the material resource are so distributed so as to sub serve the common good.

c). That the operation of the economic system does not result in the concentration of wealth and means of protection to the common determine.

d). That there is equal work for both men and women, and Article 42. The State shall make provision for securing just and human condition for work and for maternity relief.

OBJECTIVES OF STUDY:

To study the welfare facilities provided to employees by GRASIM

INDUSTRIES.LTD Chennai.

To study how the organization motivate the employees by identifying

and satisfying their unsatisfied needs.

To find out the expectations of workers with regard to welfare facilities.

To analyze the extent of utilizations of welfare facilities.

To make constructive suggestion to improve the welfare.

SCOPE OF THE STUDY:

The study mainly focused on Employee welfare

measures at Grasim Industries Ltd, Chennai and the

researcher analyze this topic on the following criteria’s;

Relationship between blue color and white color employees.

Relationship between employer’s and employee’s

The statutory welfare facilities Provided to the employees,

Motivation level of the workers with respect to welfare facilities.

LIMITATION OF THE STUDY:

The sample size was limited to BIRLA WHITE.

Time factor is a major limitation

The result depends on the answers received from

respondent which may be biased

RESEARCH METHODOLOGY

INTRODUCTION:

Research is the process of systematic and in-depth study or search for any

Particular topic, subject or area of investigation, backed by collection,

Compilation, presentation and interpretation of relevant details or data.

Research methodology is a way to systematically solve the research problem.

It may be understood as a science of studying how research is done

Scientifically.

Research may develop hypothesis and test it. In it we study the various

Steps that are generally adopted by the researcher in studying his research

Problem along with the logic behind them.

Research must be based on fact observable data forms a sound basis for

Research inductive investigation lead better support to research finding for

Analyzing facts a scientific methodology of analysis must be developed and

Result interpreted logically.

It is necessary for the researcher to know not only the research method

or techniques but also the methodology. Thus, when we talk of research

Methodology we not only talk of the research methods but also consider the

Logic behind the methods we use in the context of our research study and

Explain why we are using a particular method or technique and why we are

Not using others so that research results are capable of being evaluated

Either by the researcher himself or by others.

Research problems would result in certain conclusions by means of logical

Analysis which the decision-maker may use for his action or solution.

RESEARCH DESIGN:

After formulating the problem the research design has to be Prepared. Preparation of research

design involves selection of means of Obtaining information, time available for research and

selection of Method of tabulation & presentation of data.

The research of my project is descriptive study. I have obtained Information by the HODof the

HR Department and some of the Employees of the organization & also from annual reports of

company, Newspapers, magazines and websites.

The way of selecting a sample is known as the sample design. Here the researcher used

Simple Random Sampling.

SAMPLING DESIGN:

Sampling is the process of selecting a sufficient number of elements from the

population, so that a study of the sample and an understanding of its properties or characteristics

would make it possible for us to generalize such properties or characteristics to the population

elements.

Descriptive research design:

It provides description of something. It is undertaken in order to ascertain and describe the

characteristics of variables of interest in a particular situation. It is a preplanned and structure

design

‘Descriptive research design is used in this project’

SAMPLING TECHNIQUES:

The sampling technique used for carrying out this study is RANDOM

Sampling technique.

SIMPLE RANDOM SAMPLING :{ meaning]:

Simple Random Sampling is the foundation of probability sampling. It’s a special case of

probability sampling in which every unit in the population has an equal chance of being included

in a sample. Simple random sampling also makes the selection of every possible combination of

the desired number of units likesly.sampling may be done with or without replacement

SAMPLE UNIT:

Worker in GRASIM INDUSTRIES .LTD at Chennai.

A smallest non-divisible part of the population is called a unit. A unit should be well defined and

should not be ambiguous.

TARGET POPULATION:

The total population is 200 in GRASIM INDUSTRIES.LTD in Chennai.

SAMPLE SIZE:

A Sample of 100 was taken from the workers.

A finite subset of a population is a sample and the number of units in a sample is

called its sample size.

HYPOTHESIS:

Employees of GRASIM INDUSTRIES.LTD are found to be satisfied with the

Welfare facilities provided by their organization.

SAMPLING METHOD:

The statistical tools used such percentage; diagrams, Chi-square test& one way ANOVA

‘F’ test have been used.

CHI – SQUARE TEST :

The Chi – square test amongst the several tests of significance developed by statisticians. A very powerful testing the significance of the discrepancy between theory and experiment is

given by Prof. Karl Pearson in the year 1990 and is known as “Chi-square test of goodness of fit ”.

It enables us to find it the deviation of the experiment from theory is just by chance (or) is it really due to inadequacy of the theory to fit the observed data. If Oi (I = 1,2,3…n) is a set of observed [experimental / frequencies] and E (I = 1,2,3…) is the corresponding set of expected [theoretical or hypothetical] frequencies then Karl Pearson’s Chi – square given by

X 2=∑i=0

n

[¿ Oi−EiEi

]¿

The Chi – square is applicable in large number of problems. The test is in fact a technique through the use of researchers to test the goodness of fit, test the significance of association between two attributes and test the homogeneity or the significance of popular varience.

One-Way ANOVA’F’Test:

The t test is commonly used to test the equality of two population means when the data are composed of two random samples. We wish to extend this procedure so that the equality of

population means can be tested using r independent samples. Thus the hypothesis and the alternative are

Where

In designing an experiment for a one-way classification, units are assigned at random to any one of the r treatments under investigation. For this reason, the one-way classification is sometimes referred to as a completely randomized design.

Table No – 4.1.1

Distribution of the respondents and their age

Sl.no AgeNo. of respondents

(n=100)

Percentage

(100%)

1 18 to 25yrs 33 33

2 26 to 32yrs 34 34

3 33 to 40yrs 21 21

4 41 to 50yrs 12 12

The above table shows that one third (34percent) of the respondents were in 26 to 32yrs age, 33

percent of the respondents were in 18 to 25yrs, 21 percent of the respondents were in 33 to 40yrs

and remaining 12 percent of the respondents were in 41 to 50yrs.

Frequency

18 to 25yrs26 to 32yrs

33 to 40yrs41 to 50yrs

12

34

0

5

10

15

20

25

30

35

Series1Series2

Age of the respondents

Table No – 4.1.2

Distribution of the respondents and their educational qualification

Sl.noEducational

qualification

No.of respondents

(n=100)

Percentage

(100%)

1 UG 51 51

2 PG 49 49

The above table indicates that half (51 percent) of the respondents were in under graduates and

remaining 49percent of the respondents were in PG.

Frequency

No.of respondents

1 UG2 PG

Educational qualification of respondents

Table No – 4.1.3

Distribution of the respondents and their salary

Sl.no Salary No.of respondents

(n=100)

Percentage

(100%)

1 Rs.10000 43 43

2 Above Rs.10000 57 57

The above table indicates that more than half (57 percent) of the respondents were in above

Rs.10000 and remaining 43 percent of the respondents were in Rs.10000.

Frequency

Rs.10000 Above Rs.100001 2

-20

0

20

40

60

80

100

120

140

PercentageNo.of respondents

Income of the respondents

Table No – 4.1.4

Distribution of the respondents and their experience

Sl.no Experience No.of respondents

(n=100)

Percentage

(100%)

1 Below 5yrs 54 54

2 Above 5yrs 46 46

The above table indicates that more than half (54 percent) of the respondents were in below 5yrs

experience and remaining 46 percent of the respondents were in above 5yrs.

Frequency

1 20%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

54 54

46 46

1 Below 5yrs 2 Above 5yrs

Experience of the respondents

Table No – 4.1.5

Distribution of the respondents and their level of job satisfaction

Sl.no Job satisfaction No.of respondents

(n=100)

Percentage

(100%)

1 Highly satisfied 47 47

2 Satisfied 32 32

3 Neutral 11 11

4 Dissatisfied 5 5

5 Strongly dissatisfied 5 5

The above table reveals that nearly half (47 percent) of the respondents were in highly satisfy for

the job satisfaction, 32 percent of the respondents were in satisfied, 11 percent of the respondents

were in neutral and remaining equally 5 percent of the respondents were in dissatisfied and

highly dissatisfied.

Frequency

High

ly sa

tisfie

d

Satis

fied

Neut

ral

Diss

atisfi

ed

Stro

ngly

diss

atisfi

ed

1 2 3 4 5

Series1

Percentage

Series1Percentage

Job satisfaction of the respondents

Table No – 4.1.6

Distribution of the respondents and their satisfaction with regard to company

Sl.no Company satisfaction No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 50 50

3 Neutral 23 23

4 Dissatisfied 8 8


The above table reveals that half (50 percent) of the respondents were in satisfy for the company

satisfaction, 23 percent of the respondents were in neutral, 17 percent of the respondents were in

highly satisfied, 8 percent of the respondents were in dissatisfied and remaining 2 percent of the

respondents were in strongly dissatisfied.

Frequency

0 1 2 3 4 5 6 7

-1000%

0%

1000%

2000%

3000%

4000%

5000%

6000%

Percentage

Percentage

Company satisfaction of the respondents

Table No – 4.1.7

Distribution of the respondents and their relevancy of job for graduation

Sl.no Relevant job No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 37 37

3 Neutral 15 15

4 Dissatisfied 13 13


The above table reveals that one third (37 percent) of the respondents were in satisfy for the

relevant job, 30 percent of the respondents were in highly satisfied, 15 percent of the respondents

were in neutral, 13 percent of the respondents were in dissatisfied and remaining 5 percent of the


Frequency

High

ly sa

tisfie

d

Satis

fied

Neut

ral

Diss

atisfi

ed

Stro

ngly

diss

atisfi

ed

1 2 3 4 5

0

10

20

30

40

50

60

70

80

Series3Series2Series1

Job Relevant of the respondents

Table No – 4.1.8

Distribution of the respondents about salary

Sl.no Good salary No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 33 33

3 Neutral 25 25



The above table reveals that one third (33 percent) of the respondents were in satisfy for the offer

good salary, 25 percent of the respondents were in neutral, 20 percent of the respondents were in

highly satisfied, 13 percent of the respondents were in dissatisfied and remaining 9 percent of the


Frequency

1Highly satisfied

2020

0

5

10

15

20

25

30

35

Series1Series2Series3Series4

Company offer good salary to respondents

Table No – 4.1.9

Distribution of the respondents and their convenient duty time

Sl.no Convenient duty time No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 43 43

3 Neutral 27 27

4 Dissatisfied 9 9


The above table shows that nearly half (43 percent) of the respondents were in satisfy for the

convenient duty time, 27 percent of the respondents were in neutral, 16 percent of the

respondents were in highly satisfied, 9 percent of the respondents were in dissatisfied and

remaining 5 percent of the respondents were in strongly dissatisfied.

Frequency

No.of respondents

1 Highly satisfied2 Satisfied3 Neutral4 Dissatisfied5 Strongly dissatisfied

Convenient duty time of the respondents

Table No – 4.1.10

Distribution of the respondents and their allowances

Sl.no Allowances No.of respondents

(n=100)

Percentage

(100%)

1 Bonus 24 24

2 Vehicle 32 32

3 Mobile 13 13

4 Medical 14 14

5 Loans 17 17

The above table shows that one third (32 percent) of the respondents were in vehicle allowances, 24 percent of the respondents were in bonus, 17 percent of the respondents were in loan, 14

percent of the respondents were in medical and remaining 13 percent of the respondents were in. Mobile

Frequency

No.of respondents

1 Bonus2 Vehicle3 Mobile4 Medical5 Loans

Allowances of the respondents

Table No – 4.1.11

Distribution of the respondents and their promotional policy

Sl.no Promotion policy No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 38 38

3 Neutral 19 19



The above table shows that one third (38 percent) of the respondents were in satisfied

promotional policy, equally 19 percent of the respondents were in highly satisfied and neutral, 17

percent of the respondents were in dissatisfied and remaining 7 percent of the respondents were

in strongly dissatisfied.

Frequency

High

ly sa

tisfie

d

Satis

fied

Neut

ral

Diss

atisfi

ed

Stro

ngly

diss

atisfi

ed

1 2 3 4 5

-5

0

5

10

15

20

25

30

35

40

No.of respondentsPercentage

Promotional policy of the respondents

Table No – 4.1.12

Distribution of the respondents and their welfare facility duration of prescribed time

Sl.no Sanction timeNo.of respondents

(n=100)

Percentage

(100%)

1 1-2weeks 24 24

2 2-3weeks 31 31

3 3-4weeks 19 19

4 4-5weeks 17 17

5 5-6weeks 9 9

The above table reveals that one third (31 percent) of the respondents were in 2 to 3 weeks take

time for sanction welfare facility, 24 percent of the respondents were in 1to2 weeks, 19 percent

of the respondents were in 3 to 4 weeks, 17 percent of the respondents were in 4 to 5 weeks and

remaining 9 percent of the respondents were in 5 to 6 weeks.

Frequency

1-2weeks

2-3weeks

3-4weeks

4-5weeks

5-6weeks

12

34

5

-10 0 10 20 30 40 50 60 70


Sanction time of the respondent

Table No – 4.1.13

Distribution of the respondents and their ventilation.

Sl.noVentilation for good

environment

No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 40 40

3 Neutral 29 29

4 Dissatisfied 4 4


The above table shows that one third (40 percent) of the respondents were in satisfied for good

environment, 29 percent of the respondents were in neutral, 17 percent of the respondents were

in highly satisfied, 10 percent of the respondents were in strongly dissatisfied and remaining 4

percent of the respondents were in dissatisfied.

Frequency


Ventilation good environment

Table No – 4.1.14

Distribution of the respondents and their work place cleanliness

Sl.no Work place cleanliness No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 38 38

3 Neutral 23 23

4 Dissatisfied 8 8


The above table shows that one third (38 percent) of the respondents were in satisfied for work

place cleanliness, 26 percent of the respondents were in highly satisfied, 23 percent of the

respondents were in neutral, 8 percent of the respondents were in dissatisfied and remaining 5

percent of the respondents were in strongly dissatisfied.

Frequency

High

ly sa

tisfie

d

Satis

fied

Neut

ral

Diss

atisfi

ed

Stro

ngly

diss

atisfi

ed

1 2 3 4 5

-505

10152025303540



Cleanliness facility

Table No – 4.1.15

Distribution of the respondents and their welfare facility

Sl.no Provide welfare facility No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 42 42

3 Neutral 20 20



The above table reveals that more than half (42 percent) of the respondents were in satisfied for

provision for welfare facilities, 20 percent of the respondents were in neutral, 18 percent of the

respondents were in highly satisfied, 11 percent of the respondents were in dissatisfied and

remaining 9 percent of the respondents were in strongly dissatisfied.

Frequency

Highly satisfied

Satisfied

Neutral

Dissatisfied

Strongly dissatisfied

12

34

5

-5 0 5 10 15 20 25 30 35 40 45


Welfare facility

Table No – 4.1.16

Distribution of the respondents and their job security

Sl.no Job security No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 43 43

3 Neutral 25 25




our job security, 25 percent of the respondents were in neutral, 20 percent of the respondents

were in highly satisfied and remaining 12 percent of the respondents were in dissatisfied.

Frequency


Job security of the respondents

Table No – 4.1.17

Distribution of the respondents and their top management relationship

Sl.no Top management relationship No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 40 40

3 Neutral 23 23




the top level management relationship, 23 percent of the respondents were in neutral, 20 percent

of the respondents were in highly satisfied, 16 percent of the respondents were in dissatisfied and

remaining 1 percent of the respondents were in highly dissatisfied.

Frequency


Top management relationship

Table No – 4.1.18

Distribution of the respondents and their assured insurance

Sl.no Assured insurance No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 37 37

3 Neutral 28 28

4 Dissatisfied 7 7


The above table reveals that one third (37 percent) of the respondents were in satisfied for the

assured insurance, 28 percent of the respondents were in neutral, 24 percent of the respondents

were in highly satisfied, 7 percent of the respondents were in dissatisfied and remaining 4

percent of the respondents were in highly dissatisfied.

Frequency

High

ly sa

tisfie

d

Satis

fied

Neut

ral

Diss

atisfi

ed

Stro

ngly

diss

atisfi

ed

1 2 3 4 5

0%10%20%30%40%50%60%70%80%90%

100%


Insurance assured of the respondents

Table No – 4.1.19

Distribution of the respondents and their time to spend with their family

Sl.no Gives time to spent familyNo.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 35 35

3 Neutral 30 30

4 Dissatisfied 8 8


The above table reveals that one third (35 percent) of the respondents were in satisfied for

company provide time to spent your family, 30 percent of the respondents were in neutral, 26

percent of the respondents were in highly satisfied, 8 percent of the respondents were in

dissatisfied and remaining 1 percent of the respondents were in highly dissatisfied.

Frequency

1 Highly satisfied

2 Satisfied

3 Neutral

4 Dissatisfied

5 Strongly dissatisfied

-50

0

50


Time to spent family

Table No – 4.1.20

Distribution of the respondents and their PF withdrawal facility

Sl.no PF withdrawal facilityNo.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 44 44

3 Neutral 23 23



The above table reveals that nearly half (44 percent) of the respondents were in satisfied for

provident fund with drawl facility, 23 percent of the respondents were in neutral, 19 percent of

the respondents were in highly satisfied, 10 percent of the respondents were in dissatisfied and

remaining 4 percent of the respondents were in highly dissatisfied.

Frequency

High

ly sa

tisfie

d

Satis

fied

Neut

ral

Diss

atisfi

ed

Stro

ngly

diss

atisfi

ed

1 2 3 4 5

-10

0

10

20

30

40

50


PF withdrawal facility

Table No – 4.1.21

Distribution of the respondents and top management commitment to solve the problems.

Sl.no Help to problem solving No.of respondents

(n=100)

Percentage

(100%)

1 Always 21 21

2 Sometimes 34 34

3 Never 31 31

4 No opinion 14 14

The above table reveals that one third (34 percent) of the respondents were in sometimes to help

their help to problem solving, 31 percent of the respondents were in never, 21 percent of the

respondents were in always and remaining 14 percent of the respondents were in no opinion.

Frequency 1 Always 2 Sometimes 3 Never 4 No opinion

Problem solving of the respondents

Table No – 4.1.22

Distribution of the respondents and their leave facility

Sl.no Leave facilityNo.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 38 38

3 Neutral 20 20

4 Dissatisfied 7 7


The above table reveals that one third (38 percent) of the respondents were in satisfied for leave

facility for festival and family functions, 31 percent of the respondents were in highly satisfied,

20 percent of the respondents were in neutral, 7 percent of the respondents were in dissatisfied

and remaining 4 percent of the respondents were in highly dissatisfied.

Frequency

High

ly sa

tisfie

d

Satis

fied

Neut

ral

Diss

atisfi

ed

Stro

ngly

diss

atisfi

ed

1 2 3 4 5

0%10%20%30%40%50%60%70%80%90%

100%


Leave facility

Table No – 4.1.23

Distribution of the respondents and their time to spent BIRLA WHITE

Sl.no Time to spent BIRLA WHITENo.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 42 42

3 Neutral 16 16



The above table reveals that nearly half (42 percent) of the respondents were in satisfied for time

to spent Birla white, 25 percent of the respondents were in highly satisfied, 16 percent of the

respondents were in neutral, 13 percent of the respondents were in dissatisfied and remaining 4


Frequency 0 2 4 6 8 10 120

2

4

6

8

10

12

Series2Series4Series6

Respondents Time to spent BIRLA WHITE

Table No – 4.1.24

Distribution of the respondents and their gratuity present method of calculation

Sl.no Gratuity present method No.of respondents

(n=100)

Percentage

(100%)


2 Satisfied 32 32

3 Neutral 28 28



The above table reveals that on third (32 percent) of the respondents were in satisfied for present

gratuity method, 28 percent of the respondents were in neutral, 23 percent of the respondents

were in highly satisfied, 15 percent of the respondents were in dissatisfied and remaining 2


Frequency

High

ly sa

tisfie

d

Satis

fied

Neut

ral

Diss

atisfi

ed

Stro

ngly

diss

atisfi

ed

1 2 3 4 5

0

10

20

30

40

50

60

70

Series2Series1

Method of calculation

Table No – 4.1.25

Association between age of the respondents and their job satisfaction

Sl.no Age

Job satisfaction

Statistical

inference

Highly

satisfied

(n=47)

Satisfied

(n=32)

Neutral

(n=11)

Dissatisfied

(n=5)

Strongly

dissatisfied

(n=5)

118 to

25yrs

16

(48.5%)9 (27.3%) 3 (9.1%) 2 (6.1%) 3 (9.1%)

X2 = 5.346

Df = 12

P > 0.05

Not

Significant

226 to

32yrs17 (50%)

11

(32.4%)3 (8.8%) 2 (5.9%) 1 (2.9%)

333 to

40yrs8 (38.1%) 7 (33.3%) 4 (19%) 1 (4.8%) 1 (4.8%)

441 to

50yrs6 (50%) 5 (41.7%) 1 (8.3%) 0 0

The above table shows that there is no significant association between age of the respondents and their

job satisfaction. Hence, the calculated value greater than table value. (Table value = 21.026)

Research hypothesis

There is a significant association between age of the respondents and their job satisfaction.

Null hypothesis

There is no significant association between age of the respondents and their job satisfaction.

Statistical test

Chi-square test was used the above hypothesis

Findings

The above table shows that there is no significant association between age of the respondents and their

job satisfaction. Hence, the calculated value greater than table value. So the research hypothesis rejected

and the null hypothesis accepted.

Table No – 4.1.26

Association between gender of the respondents and their welfare measures help to solve the

problem

Sl.no Gender

Welfare measures help to solve the problemStatistical

inferenceAlways

(n=21)

Sometimes

(n=34)

Never

(n=31)

No opinion

(n=14)

1 Male 8 (16.3%) 15 (30.6%) 20 (40.8%) 6 (12.2%) X2=4.521

Df = 3

P > 0.05

Not Significant

2 Female 13 (25.5%) 19 (37.3%) 11 (21.6%) 8 (15.7%)

The above table shows that there is no significant association between gender of the respondents and their

welfare measures help to solve the problem. Hence, the calculated value greater than table value. (Table

value = 7.815)

Research hypothesis

There is a significant association between gender of the respondents and their welfare measures help to

solve the problem.

Null hypothesis

There is no significant association between gender of the respondents and their welfare measures help to

solve the problem.

Statistical test


Findings

The above table shows that there is no significant association between gender of the respondents and their

welfare measures help to solve the problem. Hence, the calculated value greater than table value. So the

research hypothesis rejected and the null hypothesis accepted.

Table No – 4.1.26

Association between educational qualification of the respondents and their relevant job

Sl.noEducation

qualification

Relevant job

Statistical

inference

Highly

satisfied

(n=30)

Satisfied

(n=37)

Neutral

(n=15)

Dissatisfied

(n=13)

Strongly

dissatisfied

(n=5)

1 UG19

(37.3%)

17

(33.3%)

7

(13.7%)6 (11.8%) 2 (3.9%)

X2=2.681

Df = 4

P > 0.05

Not

Significant

2 PG11

(22.4%)

20

(40.8%)

8

(16.3%)7 (14.3%) 3 (6.1%)

The above table shows that there is no significant association between educational qualification of the

respondents and their relevant job. Hence, the calculated value greater than table value. (Table value =

9.488)

Research hypothesis

There is a significant association between educational qualification of the respondents and their relevant

job.

Null hypothesis

There is no significant association between educational qualification of the respondents and their relevant

job.

Statistical test


Findings

The above table shows that there is no significant association between educational qualification of the

respondents and their relevant job. Hence, the calculated value greater than table value. So the research

hypothesis rejected and the null hypothesis accepted.

Table No – 4.1.27

Association between salary of the respondents and their company offering good salary

Sl.n

oSalary

Company offering good salary

Statistical

inference

Highly

satisfied

(n=20)

Satisfied

(n=33)

Neutral

(n=25)

Dissatisfied

(n=13)

Strongly

dissatisfied

(n=9)

1 Rs.10000 6 (14%)14

(32.6%)

13

(30.2%)6 (14%) 4 (9.3%)

X2=2.270

Df = 4

P > 0.05

Not

Significant

2Above

Rs.10000

14

(24.6%)

19

(33.3%)

12

(21.1%)7 (12.3%) 5 (8.8%)

The above table shows that there is no significant association between salary of the respondents and their

company offering good salary. Hence, the calculated value greater than table value. (Table value = 9.488)

Research hypothesis

There is a significant association between salary of the respondents and their company offering good

salary.

Null hypothesis

There is no significant association between salary of the respondents and their company offering good

salary.

Statistical test


Findings


company offering good salary. Hence, the calculated value greater than table value. So the research


Table No – 4.1.28

Association between salary of the respondents and their job security

Sl.n

oSalary

Job security

Statistical

inference

Highly

satisfied

(n=20)

Satisfied

(n=43)

Neutral

(n=25)

Dissatisfied

(n=12)

Strongly

dissatisfied

(n=0)

1 Rs.10000 7 (16.3%)23

(53.5%)

7

(16.3%)6 (14%) 0

X2=4.987

Df = 3

P > 0.05

Not

Significant

2Above

Rs.10000

13

(22.8%)

20

(35.1%)

18

(31.6%)6 (10.5%) 0


job security. Hence, the calculated value greater than table value. (Table value = 7.815)

Research hypothesis

There is a significant association between salary of the respondents and their job security.

Null hypothesis

There is no significant association between salary of the respondents and their job security.

Statistical test


Findings


job security. Hence, the calculated value greater than table value. So the research hypothesis rejected and

the null hypothesis accepted.

Table No – 4.1.29

Association between experience of the respondents and their time to spent BIRLA WHITE

Sl.no Experience

Time to spent BIRLA WHITE

Statistical

inference

Highly

satisfied

(n=25)

Satisfied

(n=42)

Neutral

(n=16)

Dissatisfied

(n=13)

Strongly

dissatisfied

(n=4)

1 Below 5yrs18

(33.3%)

24

(44.4%)

6

(11.1%)5 (9.3%) 1 (1.9%)

X2=7.799

Df = 4

P > 0.05

Not

Significant

2 Above 5yrs 7 (15.2%)18

(39.1%)

10

(21.7%)8 (17.4%) 3 (6.5%)

The above table shows that there is no significant association between experience of the respondents and

their time to spent BIRLA WHITE. Hence, the calculated value greater than table value. (Table value =

7.815)

Research hypothesis

There is a significant association between experience of the respondents and their time to spent BIRLA

WHITE.

Null hypothesis

There is no significant association between experience of the respondents and their time to spent BIRLA

WHITE.

Statistical test


Findings

The above table shows that there is no significant association between experience of the respondents and

their time to spent BIRLA WHITE. Hence, the calculated value greater than table value. So the research


Table No – 4.1.30

Difference between age of the respondents and their promotional policy

Sl.no Promotional

policy

Mean S.D SS Df MS Statistical inference

1 Between Groups 1.258 3 .419

F = .293

P > 0.05

Not Significant

G1 (n=33) 2.61 1.321

G2 (n=34) 2.62 1.129

G3 (n=21) 2.33 1.155

G4 (n=12) 2.58 1.084

2 Within Groups 137.492 96 1.432

G1 = 18 to 25yrs/ G2 = 26 to 32yrs/ G3 = 33 to 40yrs/ G4 = 41 to 50yrs

The above table shows that there is no significant difference between age of the respondents and their

promotional policy. Hence, the calculated value greater than table value.

Research hypothesis

There is a significant difference between age of the respondents and their promotional policy.

Null hypothesis

There is no significant difference between age of the respondents and their promotional policy.

Statistical test

One way ANOVA ‘f’ test was used the above hypothesis

Findings

The above table shows that there is no significant difference between age of the respondents and their

promotional policy. Hence, the calculated value greater than table value. So the research hypothesis

rejected and the null hypothesis accepted.

I. FINDING RELATED TO MAJOR SOCIO – DEMOGRAPHIC FACTORS :

1. 32% of the respondents are in the age group of 26%32 yrs (Table 4.1)

2. 51% of the respondents are in the under graduates (Table 4.2)

3. 57% of the respondents are in the Income group of Rs. 10,000 (Table 4.3)

4. 54% of the respondents are in the 5 yrs experience (Table 4.4)

II. FINDING RELATED TO HYPOTHESIS :

FINDINGS:

1. The finding reveals that there is no significant between respondents age

and job satisfactions. Hence the null hypothesis is to be accepted.

2. The finding reveals that there is no significant between respondents gender

and welfare measure help to solve the problem. Hence the null hypothesis

is to be accepted.

3. The finding reveals that there is no significant between respondent

educational qualification and relevant job. Hence the null hypothesis is to

be accepted.

4. The finding reveals that there is no significant between re3spondent

experience and job security. Hence the null hypothesis is to be accepted.

5. The finding reveals that there is no significant between respondents age

and promotional policy. Hence the null hypothesis is to be accepted.

6. The finding reveals that there is no significant between respondent salary

and company offering good salary. Hence the null hypothesis is to be

accepted.

III. GENERAL FINDINGS :

1. Majority of the respondents are extremely satisfied with the

welfare facilities (42%).

2. Majority of the respondents are satisfied with Provident Fund

withdrawal facility (44%).

3. Majority of the respondents are satisfied with spend time to Birla

White (42%).

4. Majority of the respondents are satisfied relationship with top

management (40%).

Suggestion:

Need to provide more welfare facilities, environment with cleanliness

Sanctioning time of special welfare facility should be reduced.

New facilities should be added to the existing ones by early actiontaken by management.

CONCLUSION:

Grasim Industries Ltd is the largest cement manufacturing company in India. It is

located at Chennai.

The researcher has found after visiting the spots and places related with welfare

facilities the statutory conditions. According to the factories act 1948, are fulfilled in welfare

activities. Most of the employees are satisfied with the welfare facilities and most of the

employee are well aware with the measures activity. The company takes good care of its

employees.

With available information the researcher suggest that the company should

further, to reduce the bad opinion’s about the facilities provided. Welfare facilities to employees

not only to increase productivity but also increase the standard of the living of the employees.

The researcher hope that the company must considered the suggestion and pay

more attention for further improvement.

BIBLIOGRAPHY

MAMORIA.MAMORIA.MAMORIA, (2004) “DYNAMICS OF INDUSTRIAL RELATIONS” 14th

EDITION.

SEWA SINGH CHAUHAN, (1993) “LABOUR WELFARE ADMINISTRATION IN INDIA” FIRST

EDITION.

AJAY GARG, (1995) “LABOUR LAWS” 8th REVISED EDITION.

C.R.KOTHARI, (1997), “RESEARCH METHODOLOGY- METHODS AND TECHNIQUES” 2nd

EDITION.

ARUN MONAPPA, (1994), “INDUSTRIAL RELATIONS” 8th EDITION.

UMA SEKAREN, (2009),”RESEARCH METHODS FOR BUSINESS”4thEDITION

A STUDY ON EMPLOYEE WELFARE MEASURE

IN

GRASIM INDSUTRIES.LTD, CHENNAI

QUESTIONNAIRE

I introduce myself as SRINATH.V.R.S, II M.B.A student from JJ College of

Engineering&Technology affiliated to ANNA UNIVERSITY. I’m intend to do the project in

HUMAN RESOURSE MANEGEMENT. My project area is EMPLOYEE WELFARE

MEASURES. I wish you free and frank answer to exhibit the views to help in getting useful

results and ensure that the project for academic purpose and identify will be strictly confidential.

I. PERSONAL INFORMATION:

Name [optional ] :

Age : 18-25 [ ] 26-32 [ ] 33-40 [ ] 41-50[ ]

Education : UG[ ] PG[ ]

Sex : MALE [ ] FEMALE [ ]

Salary : 10,000 [ ] above10,000 [ ]

Work Experience : below 5yrs [ ] above 5yrs [ ]

II. WELFARE:

1. Are you satisfied with the job

Highly satisfied [ ] Satisfied [ ] Neutral [ ]

Dissatisfied [ ] Highly Dissatisfied [ ]

2. Are you satisfied with the company



3. Is the job relevant to your graduation



4. Is the company offering you good salary



5. The duty time in BIRLA WHITE is very convenient

Strongly Agree [ ] Agree [ ] No opinion [ ]

Disagree Highly [ ] Dissatisfied [ ]

6. What are the allowances paid by your company?

Bonus [ ] Vehicle [ ] Mobile [ ]

Medical [ ] Loans [ ]

7. Are you satisfied with the promotion policy in your organization



8. How much time it will take for sanctioning special welfare facility?

1-2 week [ ] 2-3 week [ ] 3-4 week [ ]

4-5week [ ] 5-6 week [ ]

9. Is there suitable ventilation and good environment in the work place?



10. Is the work place regularly cleaned?



11. Does welfare benefits provided by the organization plays a

Motivational factor?



12. Are you satisfied with the job security in BIRLA WHITE



13. The top management interest with you



14. Are you satisfied with the Insurance assured in BIRLA WHITE



15. Are you satisfied with the time that Birla White gives, to spend

with your family at home?



16. Are you satisfied with the withdrawal facilities in the employee

provident fund Scheme?



17. Do the welfare measures help in solving the problems faced by

employees?

Always [ ] Sometimes [ ] Never [ ] No opinion [ ]

18. Are you satisfied with the festival or family function to provide

leave in BIRLA WHITE?



19. How would you rate the time spent in BIRLA WHITE



20. Are you satisfied with the present method of calculation of gratuity



THANKS FOR YOUR CO-OPERATION

eployee welfare measures project report

Documents