CHAPTER NO.

1
INTRODUCTION TO THE STUDY

1
EXECUTIVE SUMMARY
Employee welfare and safety at the workplace is one of the important measure of
life at work place. Organizations ensure that employees are exposed to a risk level which do
not affect their physical, emotional and mental health. Also the organizations do not entertain
any activity in its premises that will disturb the work life of the employees. Employees are
trained appropriately about the work and about all precautionary measures that will prevent
accidents at the work place. In addition to these, all the organizations have rigorous checking
process that avoid intrusion of outsiders into the office premises. It is sincerely thought that the
welfare notion will help the organizations to maintain harmonious industrial relations and more
lasting industrial peace to tackle effectively the social problems and attain human welfare.

Employees at the FMCG manufacturing are exposed to high risk due to the working conditions.
They need more training and have to be aware of safety measures that prevent them from
accidents. For example, they should be aware of chemicals, fumes, ovens etc., to protect
themselves from fire and chemical fumes and machineries. The present study is aimed at
observing the satisfaction level of the employees with respect to the safety and welfare
measures adopted by FMCG plant*. It not only includes studying the awareness of the
employees about the safety measures at the work place taken up by the FMCG to ensure that
its employees work under safe conditions but also the utilization of the same by the employees.

The study was carried out by Ms. Namrata Patil at a FMCG plant in Maharashtra. The
manufacturing plant where the study has been under taken is one of the manufacturing and
quality control plants which has good system that ensures the safety of the employees. It also
has a track record of managing such provisions effectively and efficiently. Safety and Welfare
schemes are provided to create efficient, healthy, loyal and satisfied employees. Therefore, the
study tried to explore how an employee is continuously motivated and focused to do duties
with safety and welfare measures at the organisation.

The FMCG plant has employees at various levels starting from senior [Link] (Food
),engineers (Chemicals) to daily labourers.

To understand whether the employees are aware of the safety and welfare measures adopted
by the management, a questionnaire was designed. The sampling method used to collect the
responses from the employees at various levels was a convenient sampling technique.

2
The results of the study showed that the employees are happy with the management in terms
of the welfare and safety measures taken to ensure better work life.

INTRODUCTION

Company profile - Nilon's, today, is the largest producer of pickles, Tooty-Fruity and
Roasted Vermicelli and is a leading food company in India. Managed by a professional and
dynamic team, Nilon's is now among the fastest growing processed food suppliers in India.

Employee welfare and safety has seen as one of the important measures of performance
of an organization. The changes in the work life of employees and changes in the business
environment internal as well as external has brought tremendous transformation in the
organizational behaviour. Globalisation, Technology and other work-design factors have
forced organizations to focus on employee Safety and Welfare. Organizations have set standard
measures to take care of the employees’ professional and personal careers. Increase in reliance
on technology, distributed work arrangements, increase in pace of work, and diversity in the
work environment creating several challenges for Human Resource Management personnel.
First, potential new hazards are emerging from the introduction of new technologies and
through the performance of work in a more virtual organization. Second, businesses are
becoming smaller and flatter and are redefining the content of work and the nature of the
employment relationship.

Safety: Safety in the workplace means having an environment free from injury and hazards.
Proper processes and procedures will allow employees to work without worrying about the
safety.

Labour Welfare : The concept of labour welfare is necessarily dynamic and has been interpreted
in different ways from country to country and from time to time and even in the same country,
according to social institutions, degree of industrialization and general level of social and
economic development. Labour Welfare includes under it “Such services, facilities and
amenities as adequate canteens, rest and recreational facilities, sanitary and medical facilities,
arrangements for the travel to and from and for the accommodation of workers employed at a
distance from their homes, and such other services, amenities and social facilities including
security measures as contributing to conditions under which workers are employed” Welfare
activities influence the sentiments of the workers. When workers feel that the employers and
the state are interested in their happiness, his tendency to grouse and grumble will steadily

3
disappear. The provision of various welfare measures such as better housing, canteen, medical
and sickness benefits etc.

Research Problem –

• What was the source and types of hazards encountered by workers in Nilon’s
Enterprises [Link].
• What Was the level of implementation of occupational safety and health
management system.
• What factors influenced implementation of occupational safety and health
management system.

Objective:
1- To find out the utilization of welfare facilities by the employees.
2- To find out the level of satisfaction of employees with regard to labour healthy and
safety labour welfare facilities.
3- To understand the awareness of safety welfare facilities among the employees provided
by the organization.

Scope of the Study:

The study aims to find out the satisfaction of the employees, whether the company is
providing necessary health, safety and welfare measures in Nilon’s Enterprises, the scope of
the current study named “employee welfare facilities” is limited only to production and
packaging and its study cannot be applied to other unit of Nilon’s enterprises. The study helps
to improve the performance of the Human resource management department.

Safety and Welfare is the main concern for the employees in the food and beverages
manufacturing industry. Minor neglects may also cause irreversible hazards. Hence, the
malfunctions in day to day activities should be checked in every function.

An environment should be created such that the employees work fearlessly, focusing on their
work rather than safety issues. Welfare measures should be adopted by the organisations in a
way to take utmost care of the employee and its family, in case anything happens. Organisation
should make an attempt to make its associates aware of all the related issues. This in turn will
improve the employee productivity and efficiency.

4
Organizational focus on employee safety can provide for higher morale and productivity in the
workplace. This is due to the perception that the company truly cares about the health and
wellbeing of its employees, thus creating a sense of pride for the organization. Increased
productivity as it correlates to safety and morale is a difficult metric to measure, but forward-
thinking organizations realize that it does exist and can therefore justify the costs of their safety
programs as compared to the productivity benefits that they provide. In contrast to measuring
productivity as it relates to safety, the indirect costs of employee injuries are much more
measurable. For example, a death or severe injury on the job site can shut down a project for
extended periods of time while it is under investigation, and lost time equals lost money.
Additionally, there is the cost of lost productivity of the affected employee, increased insurance
premiums, cost of replacing the injured worker, cost of training the new worker and potential
fines. These costs can be so severe that they may make it difficult to run a profitable
organization.

The above mentioned points stand as motivation factors to undertake the present study.
Accordingly appropriate objectives are framed and studied using primary and secondary data.

❖ Limitations of The Study:

1- The data was collected during the working hours, employees were busy in their routine
work so they were less responsive.
2- The data is collected from the permanent and casual employees and hence the opinion
of contract employees is not collected.
3- Inadequacy of time was a major limiting factor faced by researcher.

❖ Research Methodology:

In order to reach the objectives of the study, a sample survey was conducted inside
the production and the responses were collected from the employees of the plant. A
questionnaire was given to the employees and were asked to respond to the questions related
to the safety and welfare activities of the thermal plant.

❖ Sampling Method:

5
 Simple Random Sampling Technique -Simple random sampling is the basic sampling
technique where we select group of subjects (a sample) for study from a larger group (a
population). Each individual is chosen entirely by chance and each member of the
population has an equal chance of being included in the sample.

❖ Types of Research Design

Descriptive (e.g., case-study, naturalistic observation, survey)-

Descriptive research is a study designed to depict the participants in an accurate
way. The three main way to collect this information are: Observational, defined as a method of
viewing and recording the participants. Case study, defined as an
in-depth study of an individual or group of individuals.

❖ Sample Size:

Sample size of 100 employees has been taken in the manufacturing and
packaging plant through a convenient sampling technique. This technique was adopted
due to the fact that the plant has several employees and it is difficult to apply a simple
random sampling technique.

❖ Data Collection Method:

Data was collected directly from the respondents through questionnaires, personal interviews
and discussions with officials and manager at manufacturing industry. The responses of the
employees towards worker “safety and welfare” measures in the organization is analysed using
appropriate statistical tools which can be found in Levin and Rubin (2000).

1- Primary Data

6
 2- Secondary Data

1-Primary Data:

Questionnaire methods are used to elicit information from employees of various

hierarchy departments.

Primary data are those which are gathered specially for the project at hand is directly
through questionnaire and personal interactions.

2. Secondary Data:

The secondary data has been collected from different books and company files and
websites.

The secondary data has been collected by an individual from different source like text book
and internet.

7
CHAPTER NO.2
CONCEPTUAL BACKGROUND

8
 Introduction
Employee welfare and safety has seen as one of the important measures of performance of
an organization. The changes in the work life of employees and changes in the business
environment internal as well as external has brought tremendous transformation in the
organizational behaviour. Globalisation, Technology and other work-design factors have
forced organizations to focus on employee Safety and Welfare. Organizations have set standard
measures to take care of the employees’ professional and personal careers. Increase in reliance
on technology, distributed work arrangements, increase in pace of work, and diversity in the
work environment creating several challenges for Human Resource Management personnel.
First, potential new hazards are emerging from the introduction of new technologies and
through the performance of work in a more virtual organization. Second, businesses are
becoming smaller and flatter and are redefining the content of work and the nature of the
employment relationship.

Safety: Safety in the workplace means having an environment free from injury and hazards.
Proper processes and procedures will allow employees to work without worrying about the
safety.

Labor Welfare: The concept of labor welfare is necessarily dynamic and has been interpreted
in different ways from country to country and from time to time and even in the same country,
according to social institutions, degree of industrialization and general level of social and
economic development. Labor Welfare includes under it “Such services, facilities and
amenities as adequate canteens, rest and recreational facilities, sanitary and medical facilities,
arrangements for the travel to and from and for the accommodation of workers employed at a
distance from their homes, and such other services, amenities and social facilities including
security measures as contributing to conditions under which workers are employed” Welfare
activities influence the sentiments of the workers. When workers feel that the employers and
the state are interested in their happiness, his tendency to grouse and grumble will steadily
disappear. The provision of various welfare measures such as better housing, canteen, medical
and sickness benefits etc.

• Role of HR in employee safety and welfare

HR has a role in bringing the parties together and facilitating meaningful dialogue,
even acting as a mediator between management and workers where necessary. HR can also

9
help by supporting and having membership in the health and safety committee, communicating
to employees the organization’s commitment to occupational health and safety, and training
managers and employees on safe work practices.

As I’ve mentioned before human resources is a management function. Therefore, to a large

extent, HR’s mandate with respect to occupational health and safety is to support line
management and the organization as a whole by creating and overseeing

policies, procedures and programs, dealing with regulatory compliance and reporting
requirements, and advising, coaching and training line managers and employees.

But just because HR is part of an organization’s management team doesn’t mean there isn’t an
important employee advocacy role there too. This is true especially where employees express
concerns around health, safety and wellness, or where managers do try to cut corners, keep
hazards under wraps or fail to report workplace accidents.

Health and safety matters can be extremely technical and complex in some environments,
meaning that much of the responsibility for safety management must be delegated to
occupational health and safety specialists, who may or may not fall under the umbrella of the
HR department. Yet, even in such organizations, HR typically has a role to play in developing
and enforcing policies, training, overseeing the functioning of the health and safety committee,
communication and regulatory reporting.

There are also many areas where health and safety overlaps with core aspects of human
resources management. These include workplace harassment and bullying, attendance
management, disability management, workers’ compensation claims, return to work programs,
job design, wellness initiatives and performance management.

• OSH ACT of 1970

To assure safe and healthful working conditions for working men and women; by
authorizing enforcement of the standards developed under the Act; by assisting and
encouraging the States in their efforts to assure safe and healthful working conditions; by
10
providing for research, information, education, and training in the field of occupational safety
and health; and for other purposes.

• WORKER’S COMPENSATION ACT

Workers' compensation Act of New Brunswick is founded on the Meredith Principles where
in 1913, William Meredith proposed a compensation system of guaranteed protection for
workers. Under this proposal, insurance providing wage replacement and medical benefits to
employees injured in the course of employment in exchange for mandatory relinquishment of
the employee's right to sue their employer for the tort of negligence.

Labour or employee welfare has the following objectives.

• To provide better life and health to workers.

• To make the workers happy, satisfied and efficient.

• To improve intellectual, cultural and material conditions of workers.

▪ Conceptual framework –

SAFETY MANAGEMNET SYSTEM ORGANIZATIONALCOMPONENETS –

• Safety oversight and program evaluation

• Senior management commitment

• Safety information management

• Safety promotion, training and education

• Safety analysis capabilities

• Investigation capabilities

• Policies and objectives

• Organization for safety, accident prevention advisor, structure, safety committee

• Risk Management

• Hazard identification systems

11
 • IMPORTANCE OF LABOUR WELFARE

The basic objective of labour welfare is to enable workers to live a richer and more
satisfactory life. Labour welfare is in the interest of the labour, the 4 employer and the society
as a whole. The main benefits of the employee welfare services have been discussed here under.

A) Benefits to the Workers

The usefulness of welfare need not be over emphasized. For instance, the provision of
welfare measures such as good housing, canteens medical facilities etc., makes the workers
realize that they have some stake in the undertaking in which they are employed and so they
think thrice before taking any reckless action, which might prejudice the interest of the
undertaking. Secondly, welfare measures such as subsidized food in canteens, free medical and
educational facilities etc. indirectly increase the real income of workers. If the workers go on
strike, they will be deprived of all these facilities. Thirdly, welfare activities improve the
psychological health of workers by reducing the incidence of the vices of industrialization.

B) Benefits to employers

The provision of welfare facilities is not only beneficial to workers but also to employers
in several ways. For instance, the provision of welfare facilities helps in increasing the
employee productivity by improving their physical and psychological health. Besides this, it
helps in improving the goodwill and public image of the enterprise. It also helps in improving
good industrial relations and industrial peace. Further employees take active interest in their
jobs and work with a feeling of involvement and commitment.

C) Labor / Employee welfare

It is also in the interest of larger society because the health, efficiency, and happiness of
each individual represents the general well-being of all. Well-housed, well-fed and well-looked
after labor is not only an asset to the employer but also serves to raise the standards of industry

STATUTORY WELFARE FACILITIES

Statutory welfare facilities refer to the provision of washing facilities, cool and wholesome
drinking water, conservancy facilities, first-aid appliances, crèche etc. in this regard, a brief
discussion is to be made here under about the various statutory welfare facilities to be provided.

A) Washing Facilities

12
Every industry establishment has to provide adequate, clean and conveniently accessible
washing facilities to its employees. Bathing and washing facilities are now provided by every
employer.

B) Drinking Water Facilities

The provision of drinking water facilities is a statutory obligation upon the employers. As such,
all the employers are required to make satisfactory arrangements for the provision of drinking
water.

C) Conservancy Facilities

To provide sufficient number of latrines and urinal points situated at convenient places and
they should be accessible to persons employed in the industry at all times. Mention should be
made here that where persons of both genders are employed, there shall be displayed outside
each latrine a sign board in the regional language for males and females and each sign board
should show the figure of a man or woman, as the case may be. Where piped water is available,
a sufficient number of taps, conveniently accessible shall be provided in or near each latrine.

D) First Aid Equipment

Every company should provide and 15 maintain first aid boxes or cupboards with prescribed
contents. The number of such boxes must be not less than one for every 150 workers and they
should be kept under the charge of a responsible person who holds a certificate in first-aid
treatment recognized by the state government. If 500 or more workers are employed, an
ambulance room shall be maintained under the charge of qualified medical practitioner assisted
by qualified staff.

A) Rest Shelter Facilities

The provision of rest shelter facilities is the responsibility of employer and it is also a statutory
obligation on the part of employers. The provision of this facility enables a person to sit down
occasionally without any break in his work and therefore contributes to his comforts and
efficiency. Rest rooms are provided so that workers may relax during the breaks for rest and
meal. They can also wait in comfort till the time they start work particularly before and after
late shifts. Suitable sitting arrangements are to be made and maintained for all workers who are

13
obliged to work in a standing position. The same legislation has also made provision for
suitable shelters, rest rooms and lunch rooms in a mine with more than 150 workers.

B) Canteen Facilities

The Royal Commission on Labour laid considerable emphasis on the provision of canteens
inside the work place. It said “the workers canteen is increasingly recognized all over the world
as an essential part of the industrial establishment, providing undeniable benefits from the view
point of health, efficiency and well-being. In most of the developed countries, canteens have
already become a longstanding feature of the industrial life. In India, it is a statutory obligation
to provide the facility of canteen where 250 or more workers are employees.

NON-STATUTORY WELFARE FACILITIES

A) Medical Facilities

The importance of industrial health has been emphasized by the International Labor
organization since 1919. The Royal Commission on Labor in 1931 and the Labor Investigation
Committee in 1946 also emphasized the necessity of providing basic health and medical
facilities to industrial workers since it helps in reducing the incidence of sickness and therefore
absentism.

B) Recreational Facilities

A healthy body and healthy mind are closely connected and hence recreational facilities are
very important. Besides reducing strain, these facilities provide relaxation, and encourage
development of group feeling. Recreation makes employees psychologically happy as it gives
them an opportunity for self expression and relaxation. For instance, participation in fine arts
inculcates a sense of culture and participation in games help employees develop physically

C) Cooperative Credit Societies

The indebtedness of Indian industrial labour is one of the main obstacles in the way of
increasing the standard of living of the workers. The Royal commission found that majority of
the industrial workers was in debt for the greater part of their lives. The rate of interest charged
by these societies on the loans is comparatively very low and therefore they do not affect the
economic conditions of workers adversely.

14
 Chapter No.3
ORGANIZATIONAL PROFILE

15
 Introduction

Nilon's, today, is the largest producer of pickles, Tooty-Fruity and Roasted Vermicelli
and is a leading food company in India. Managed by a professional and dynamic team, Nilon's
is now among the fastest growing processed food suppliers in India.

From its humble inception in 1962 by Shri Suresh B. Sanghavi, Nilon’s India Private Limited
has grown into is India’s largest producer of pickles, tooty-fruity and roasted vermicelli today.
It is one of the country’s fastest growing processed food suppliers with an extensive range of
quality products.

An ISO 9001:2000 certified company, Nilon’s has given unwavering attention to quality
control and customer satisfaction. To ensure only the best reaches the consumers, state-of-the-
art microbial and quality control labs are an essential part of its manufacturing facilities. In
addition to the manufacturing plants in Maharashtra and Assam, new facilities in the North and
South of the country will be coming up to expand the regional offerings.

Vision

We thrive on the satisfaction of our consumers. Our ultimate vision is to bring more flavour to
their lives with nutritious and delectable products of outstanding quality, across diverse
regional platters.

Values

▪ Quality-driven: Bring best quality products to our consumers, each time

▪ Customer-centric: Understand sensitivities of internal and external customers

▪ Leader: Display the courage to shape a better future

▪ Responsive: Actively respond to changing market dynamics

16
Corporate Culture

▪ People-friendly: Provide freedom to work

▪ Entrepreneurial: Provide encouragement to take initiatives

▪ Rewards and recognition: Recognize outstanding employee performance

▪ Motivation and innovation: Take calculated risks for brand growth

Manager -

The Sanghavis are one of the most respected industrial Sanghavi Family –
[Link]

• families of Jalgaon (Maharashtra).

• Nilon’s was founded by the late Mr. Suresh B. Sanghavi, [Link]. (Agree), in
1962.
• Mr. Dipak Sanghavi is the Managing Director of Nilon’s. An IIM-A alumni, he
has proven his dynamic entrepreneurial skills time and again at a very young
age.
• Under his leadership, Nilon’s has become one of the fastest growing processed
food companies in India

17
History and Milestones

• The largest producer and marketer of pickles in the world

• The largest manufacturer of candied fruits (Tooti-fruity) in Asia
• The largest Manufacturer of Roasted Vermicelli in India
• ISO and HACCP certified manufacturing plants with high tech automation, R and D
microbial quality test labs are all a part of the sound infrastructure.
• Wide network of 27 CSA, 13 DEPOTS and 3000 Distributors enable the brand presence
in 4 Lacs+Retail Outlets in India.
• Nilon’s quality products are exported to focus market like France, Japan, Dubai,
Singapore, Malaysia, South Africa, Australia, and New Zealand
• Nilon’s is preferred and trusted supplier to the leading Indian companies in food.

Manufacturing Units

Corporate Office: Pune

Other Offices: Jalgaon, Mumbai, Guwahati

18
Product Portfolio

Pickles Blended Spices

Chinese Range Basic Spices

Pasta Cookies Paste

Jelly Instant Mixes

Sewaiyan/vermicelli ketchup and chutney

Jam Papad

Dairy Products Bakery Product

Award

Nilon’s Enterprises Pvt Ltd Mr Rajheev Agrawal – Director & CEO – Nilon’s,
accepting the award at the Asia’s Best and Fastest Growing Marketing Brands – FMCG
and Manufacturing, aired on NDTV Prime on 27th December 2014, Saturday, at 12.30
pm.

THE TOP 10 COMPANIES IN FMCG SECTOR

• Hindustan Unilever Ltd,
• ITC (Indian Tobacco Company)
• Nestle India
• GCMMF (AMUL)
• Dabur India
• Asian Paints (India)
• Cadbury India
• Britannia Industries
• Procter and Gamble Hygiene and Health Care
• Marico Industries

19
CHAPTER NO.4
DATA ANALYSIS

20
The data collected was analysed using appropriate statistical tools and the results are presented
appropriately addressing the objectives mentioned above.

1. To understand the awareness of safety and welfare facilities among the employees
provided by the organization.

The employees were asked to rate their awareness about the facilities provided by the
food and beverages manufacturing plant the following gives the details
Table 1:
Ratings for Awareness about Facilities

Excellent 8

Very Good 25

Good 65

Poor 2

Total 100

Ratings for Awareness about Facilities:

2%
8%

25%
Excellent
Very Good
Good
Poor
65%

21
 Note that only 2% were unaware of the facilities provided by the manufacturing plant and
8% were excellently aware of the facilities. 90% of the employees sated that they were clear on
the facilities. Using this we have constructed a 95% confidence interval, (0.8412, 0.9588),
which shows that in future the proportion of employees who will be aware of the facilities
provided by the production will increase to 95% or decrease to 84% based on the training
programmes conducted by the plant.

We next examine whether the training programmes have any relation with the employee
awareness. For this we have used Chi-Square test for independence of attributes. The
hypothesis tested is the employee awareness depends on number of training programmes
attended by the employees. Since the p-value >0.05, we do not reject the null hypothesis and
conclude that the employee awareness is independent of the number of training programmes
attended.

Similar hypotheses are studied on employee awareness of hazards, handling emergency

situation at work place, use of first-aid treatment and the number of training programmes.

The hypotheses that handling emergency, aware of using first aid, and aware of hazards at work
place is independent of number of training programmes is rejected (p-value<0.05) and hence
employees are advised to attend the training programme as many times as possible so that they
254 gain necessary expertise to handle emergency situations, awareness of the first aid facilities
at work place and hazards at work place. At the same time the thermal plant is also advised to
arrange as many training programmes as possible to the employees to ensure safety of the
employees.

22
 2) To Find Out the Utilization of Welfare Facilities by the Employees.

Under this we check whether the employees are utilizing the welfare facilities like medical
facilities, health insurance, and accident benefits.

Table 2:
Ratings for the Medical Facilities

Frequency Per cent

Excellent 4 4.0

Very Good 24 24.0

Good 58 58.0

Dissatisfied 14 14.0

Total 100 100.0

4%
14%

24%
Excellent
Very Good
Good
Dissatisfied

58%

From Table-1, one could see that 14% of the employees are dissatisfied with the medical
facilities provided by the management. The 95% confidence interval for this event is (0.0720,
0.2080). If the organization takes necessary measures to address the grievances of the
employees, then this percentage may come down to 7% and may go up to 20% in future if they

23
do not address their problems. It is very important for the management to ensure that the
percentage will come down below 7% in future.

We tested the hypothesis whether the experience of the customers in the plant affects their
opinion on the ratings.

For this we have adopted Chi-Square test for independence of attributes and found that the two
are independent(p-value>0.05). That is, experience of the employee didn’t influence their
ratings towards medical facilities.

24
Table 3:

Ratings for Services from Doctors and Nurses

Services from doctors and Frequency Percent

nurses

Highly Satisfied 3 3.0

Satisfied 79 79.8

Dissatisfied 17 17.2

Total 99 100.0

Missing 1

Total 100

1%
3%
17%

Highly Satisfied
Satisfied
Dissatisfied
Missing

79.80%

The positive aspect of the plant is that 82% employees are happy with the services
provided by the doctors and nurses. This shows that the plant has taken necessary care to
appoint good doctors and nurses who can take care of the employees’ health properly. But, the
problems of rest 17% who are dissatisfied should be addressed immediately so that they also
receive better services from the doctors and nurses.

25
Table 4:

Problems to Receive Medical Services

Frequency Percent

Yes 10 10.1

No 89 89.9

Total 99 100.0

Missing 1

Total 100

Problems to receive medical services – is unavailability of doctors, documentation problem,

lack of medical equipments etc.

1%

10%

Yes
No
Missing

89%

89% of the employees do not have any problems and 95 % confidence interval (0.8287,
0.9513) suggest that if the management takes necessary steps as suggested in the
recommendations, it can have 95% of the satisfied employees in the plant.

26
Table 5:

Ratings for Health Insurance and Accident Benefits

Health insurance and accident benefits . Frequency Percent

Excellent 10 10.1

Very Good 77 77.8

Good 10 10.1

Dissatisfied 2 2.0

Total 99 100.0

Missing 1

Total 100

2% 1%

10%
10%

Excellent
Very Good
Good
Dissatisfied
Missing

77%

27
From above table, we infer that the employees are receiving health and accident benefits
regularly from the management and the management should continue the same standards in
future.

3) To Find Out the Level of Satisfaction of Employees with Regard to Labour Welfare
Facilities.

Under this we consider leave policy, advances/ loans provided by the plant, grievance
redresses, and sharing of new ideas with the management.

28
Table 6:

Rating for Satisfaction on Leave Policy

Leave policy Frequency Percent

Very High 10 10.1

High 77 77.8

Low 10 10.1

Not at all 2 2.0

Total 99 100.0

Missing 1

Total 100

It is interesting and has to be noted that 87% of the employees are happy with respect to the
leave policy adopted by the management.

10%

1% 77% Very High

High

10% Low
Not at all
Missing

2%

29
Table 7:

Ratings on Advances/ Loans:

Advances /loans Frequency Percent

Very Good 15 15.2

Good 60 60.6

Poor 18 18.2

No Idea 6 6.1

Total 99 100.0

Missing 1

Total 100

From tables-6, it is evident that management has to take appropriate measures to help
employees get advances/ loans so that it improves their personal life.

1%
0

6%
15%

18% Very good

Good
Poor
No idea
Missing

60%

30
Table 8:

New Ideas Frequency Valid

Frequency Percent

Very High 3 3.2

Moderate 65 68.4

Low 21 22.1

Very Low 6 6.3

Total 95 100.0

Missing 5

5% 3%
6%

21% Very High

Moderate
Low

65% Very low

Missing

Table-7 reveals that employees are not completely encouraged in sharing new ideas. It may
not be possible to involve employees as the quality assuarance plant is a government owned
plant. It is the government that has to take the views of the employees and improve their work
life.

31
 CHAPTER NO.5
Findings, Suggestions, Conclusion

32
 Findings

The welfare facilities which are organized by the management as well known to the workers
and all about the respondents are satisfied with the majority welfare facility. which is
mentioned below –

• The awareness of safety and welfare facilities among the employees provided by the
organization is 95 percent are satisfied.
• Utilization of the welfare facility by the employee to see that 14% of the employees are
dissatisfied with the medical facilities provided by the management.
• The positive aspect of the plant is that 82% employees are happy with the services
provided by the doctors and nurses.
• The management provide medical service 89% of the employees do not have any
problems.
• the employees are receiving health and accident benefits regularly from the
management and the management.
• It is interesting and has to be noted that 87% of the employees are happy with respect
to the leave policy adopted by the management.

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 Suggestions

The study reveals that there is a positive relationship between the levels of satisfaction and
the implementation of various employee safety and welfare measures, which should be
properly implemented to improve so that it might increase employee satisfaction, which in
turn may help increase productivity. An employee can feel safe in the organization to be
happy with his employment. Employee welfare ensures health and safety, comfort and
efficiency of the workers, in turn to have a positive impact on employee productivity in the
organization.

• Organization needs to conduct more safety training programs for the employees. Need
to supply safety equipment wherever required and supervising to follow safety
measures by the employee.
• Explain both the employee and employer responsibilities as outlined in both the OHS
Act and WC Act. Specific information includes:
• Reporting of accidents
• Reporting unsafe working conditions
• Process for exercising their right to refuse unsafe work.
• Organization should provide separate rest rooms and wash rooms for each department
for both male and female employees.
• Organization should provide drinking water facilities near the plant or outside of plant
for working labour as well as employee.
• Promotion s and allowances should be provided to the employee based on their
performance rather then their experience.
• Organization should improve medical facilities regarding services and treatment.
• Organization should provide liveries and PPEs (personal protective equipment) for
working labour where employee wherever it’s required.
• To provide Workplace Hazardous Material Information System(WHMIS) to the
employees.

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 Conclusion

Every industry sector is a dynamic and different from each other therefore people
policies and practices are different for the industries. At present the safety condition in work
place is satisfactory. Welfare facilities rendered to the employees are of good quality but
there is a scope for improving safety and welfare measures for the employees to provide full
range of amenities that may improve living standards of the employees in the organization.
The effective and efficient safety policies and welfare facilities make the employee to
perform the job better, which leads to effectiveness of the organization.

Finally it can be said that when employees perceive that safety is not a priority of the company,
their behaviours and attitudes are adversely affected. This can be a recipe for disaster leading
to increased workplace injuries, lower morale and decreased profitability.

An investment in a safety programme that focuses on hazard identification, training,

prevention and assessment will not only help reduce losses and increase overall safety
compliance records.

//add

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Appendix:

Questionnaire

1. To what extent you are aware of safety and welfare policy of your organization?

(a) Excellent b) Very good c) Good d) poor

[Link] are the safety measures you are following in your work place? (State any two)
a.________________ b.___________________

3. How far you are aware of hazards at your work place (if any)?

(a) Fully b) Partially c) Not at all

4. To what degree you have trained for handling any kind of emergency situation in your work
place?

(a) Excellent b) Good c) Average d) poor

5. How much do you aware of First-Aid treatment for various ailments?

(a)Excellent b) Good c) Average d) poor

6. How many safety training programs attended by you in the current year?

(a) 1 (b) 2 (c) More than 2 (d) Nil

7. How do you rate medical facilities provided by your organization?

(a) Excellent b) Very good c) Good d) Dissatisfied

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8. Please appraise the round the clock services provided by the Doctors and the nursing staff at
medical center to the employees and their dependents.

(a) Highly satisfied (b) Satisfied (c) Dissatisfied (d) Highly dissatisfied

9. Do you face any problems in availing medical facilities?

(a) Yes b) No If yes, please state reasons___________________

10. How satisfied are you with present leave policy of your organization?

(a) Very high (b) High (c) Low (d) Not at all

11. How far you have been satisfied with the following welfare measures mentioned below, in
your organization?

Request you to rate on following scale.

(I)Outstanding (II) very Good (III) Good (IV) Fair (V) Dissatisfied

a) Drinking water facilities j) Work area (space)

b) Hygienic at workplace k) Noise control & Lighting

c) Phone /Internet facilities l) Toilet facilities

d) Transport facilities m) Shelters, Rest rooms

e) Schooling facilities n) Personal Protection

eqp (PPE)

f) Parks & greenery o) Gym/Recreatio facilities

g) Auditorium/Function hall p) Hospital facilities

h) Liveries q) Co-operative stores

i) Creche facilities r) Gratuity

12. How do you rate the health insurance and accidents benefits?

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(a) Excellent b) Very good c) Good d) Dissatisfied

13. Please give the ratings to Canteen facility provided by the organization (Please fill the
appropriate box)

Subject Highly Satisfied Satisafied Neutral Dissatisfied Highly Dissatisfied Cleanliness

Hygienic
Serving
Price

14. How do you rate the Advances / loans provided by your organization?

(a) Very Good b) Good c) Poor d) No idea

15. How do you rate with the present grievance redressal procedure system?

(a) Highly satisfied (b) Satisfied (c) Dissatisfied (d) Highly dissatisfied

16. How often you find the platform to express your ideas and to suggest further improvements
for your betterment of your organization?

(a) Very high (b) Moderate (c) Low (d) Very low

17. Would you like to suggest any other safety and welfare methods for further improvement
in your work place? if yes, please mention__________________________

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BIBLIOGRAPHY

NEWS PAPER

Times of India

The Economic Times

MAGAZINES

Business world

Business Today

India Today

BOOKS

Human Resource Mnagement – Garry Dessler

WEB

[Link]

[Link]

[Link]

[Link]

[Link]

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