TABLE OF CONTENTS

PAGE
CHAPTER NO TITLE
NO.
LIST OF TABLE 8
LIST OF CHART 9
INTRODUCTION 10
1.1 concept of employee welfare 10

1.2 objectives of employee welfare 11

1.3 why it is important 12
1.4 Approaches 12
1.5 Benefits 13
1 1.6 Various schemes and procedures 14
1.7 Statutory welfare 14
1.8 Other schemes 16
1.9 company profile 18
2 REVIEW OF LITERATURE 24
RESEARCH METHODOLOGY 28
3.1 research design 28
3.2 scope of the study 28
3.3 objectives of the study 28
3.4 need of the study 29
3 3.5 sources of data 29
3.6 population 29
3.7 sample size 30
3.8 period of study 30
3.9 structure of questionnaire 30
3.10 analytical tool 30
DATA ANALYSIS AND INTERPRETATION 30
4 Percentage analysis 30 -37
Chi square 37-40
Finding, suggestion, conclusion 41
5.1 findings 41
5 5.2 suggestion 41
5.3 conclusion 42
REFERENCE 43
Annexure-1 Questionnaire 45
Annexure -2 article 51

6
 ABSTRACT

Employees' play a key role in the existence and growth of any

organisation, therefore their welfare is essential. During the past few
years, organisations have been contributing towards the employee's
benefits and also increase their efficiency. Employees' welfare facilities
include housing facilities, free medical facilities, retirement benefits,
children and adult educational benefits, welfare measures for the
employee's families, loan facilities, etc. If the organisations do not bother
about the employees benefit, but expect efficient and high performance
from them, it is a mere waste. So there is utmost need for the employee's
welfare in any type of organisation. Organizations have to provide welfare
facilities to their employees to keep their motivation levels high.

7
 LIST OF TABLE

TABLE PARTICULARS PAGE

NO NO

4.1 Organization involve employee in training new technology 31

4.2 Woman empowerment programs 31

4.3 General fulfillment with representative of welfare exercise 32

4.4 Rewarding / appraisal techniques 33

4.5 Basic facilities 34

4.6 Satisfaction level 35

4.7 Educational allowance 36

8
 LIST OF CHARTS

CHART NO PARTICULARS PAGE

NO

4.1 Organization involve employee in training new technology 31

4.2 Woman empowerment programs 32

4.3 General fulfillment with representative of welfare exercise 33

4.4 Rewarding / appraisal techniques 34

4.5 Basic facilities 35

4.6 Satisfaction level 36

4.7 Educational allowance 37

9
 CHAPTER 1

INTRODUCTION

Welfare measures are something that is available to employees in addition to regular

wages and other economic benefits under legal provisions and collective bargaining.
The perseverance of employee welfare is to improve the working class which in turn
makes a worker a good employee and a happy citizen. Employee welfare means
anything done for the comfort and (intellectual or social) improvement of the
employees, over and above the wages paid.

According to International Labor Organization -

“Employee welfare should be understood as such service, facilities and amenities

which may be established in or in the vicinity of undertakings to enable the persons
employed in them to perform their work in healthy and peaceful surroundings and to
avail of facilities which improve their health and bring high morale”.

1.1 CONCEPT OF EMPLOYEE WELFARE

Employee welfare is a dynamic concept as new welfare measures are added to the
existing ones along with social changes. It is also a comprehensive concept. The
modern concept of employee welfare entails all those activities of the employers
which are directed towards providing the employees with certain facilities and
services in addition to wages or salaries. Employee welfare is a dynamic concept as
new welfare measures are added to the existing ones along with social changes. It is
also a comprehensive concept. The modern concept of employee welfare entails all
those activities of the employers which are directed towards providing the employees
with certain facilities and services in addition to wages or salaries.

These are not a form of employers’ goodwill or charity to the workers, but are
facilitative services to build and maintain the morale of the workers to achieve the
objectives of the organization. It is not only in the interest of the employees to provide
them with necessary medical benefits, recreation facilities, retirement benefits, etc.,

10
but also in the interest of the organization itself. The employees feel satisfied if they
are provided with such services and they also feel committed to the organization.
Though welfare services are merely maintenance factors and not motivators, yet they
are necessary for the health of the organization since they bear close connection with
the productivity of the employees.

The basic features of employees’:

(i) Labor welfare includes various facilities, services and amenities provided to
workers for improving their health, efficiency, economic betterment and social status.
(ii) Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining.
(iii) Labor welfare measures are flexible and ever-changing. New welfare measures
are added to the existing ones from time to time.
(iv) Welfare measures may be introduced by the employers, government, employees
or by any social or charitable agency.
(v) The purpose of labour welfare is to bring about the development of the whole
personality of the worker to make him a good worker and a good citizen.

1.2 OBJECTIVES OF EMPLOYEE WELFARE:

(i) To enhance the level of morale of employees.
(ii) To create a loyal, contented workforce in organization.
(iii) To develop a better image of the company in the minds of the employees.
(iv) To enable the workers to live comfortably and happily.
(v) To develop efficiency of the workers.
(vi) To reduce influence of trade unions over the workers.
(vii) To expose philanthropic and benevolent activities of the company.
(viii) To make the workers know that the company takes care of them.
(ix) To develop positive attitude towards job, company and management.
(x) To reduce tax burden.
(xi) To develop a feeling of satisfaction of employees with the company.
(xii) To develop a sense of belonging to the company.

11
(xiii) To retain skilled and talented workers.
(xiv) To develop better human relation.
(xv) To prevent social evils like drinking, gambling through improvement of working
conditions, cultural activities and social conditions.

1.3 WHY EMPLOYEE WELFARE IS IMPORTANT?

1. Lack of strong trade union movement – In the absence of strong trade unions
and effective leaders, welfare work helps the workers in the industry to stand on their
own feet, think properly and systematically of their interests, progress hand in hand
and participate in the nation’s development.
2. Poverty – Poverty is one of the main reasons behind the provisions of labor
welfare activities. Indian workers in majority are poor, and are, therefore, unable to
provide a healthy living for their families and good education for their children.
3. Illiteracy – In India, the number of educated workers is low. Being illiterate, they
are unable to receive advanced industrial training, understand the problems in
industries, and understand their own interests and those of nations.
4. Low level of health and nutrition – Due to poverty and illiteracy, the workers
remain unhealthy and ill fed. This reduces their productivity and efficiency.
5. Lack of healthy recreation – Due to lack of healthy recreation, the workers
indulge in crime and other wrong activities. The employer should provide means of
healthy recreation in order to maintain their efficiency.
6. Lack of training – The number of trained workers in India is very low. Thus, it is
necessary to have training facilities for such a vast workforce.

1.4 EMPLOYEE WELFARE APPROACHES:

The different approaches to employee welfare reflect the evolution of the concept of
welfare. Earlier, the Government of the land had to compel the industrial houses to
provide the basic amenities to their employees. Such compulsion was necessary
because the employers believed in exploiting the employee and treating it in an unfair
manner. But with passage of time, the concept of welfare has undergone changes,
but today management provides welfare facilities voluntarily and with enlightened

12
willingness and enthusiasm. In fact, welfare facilities are, no longer, restricted to
workers alone, it has been extended to include social welfare too.

1. Policing Approach:
According to this theory, the factory owners exploit the employee in an unfair manner.
Instances of exploitation are making the employees work for long hours, paying low
wages, neglecting health and safety provisions, providing unhygienic conditions of
work, etc. A welfare state enacts legislation under which managements are compelled
to provide basic amenities to the workers. Thus, the state assumes the role of a
policeman and compels the employers to provide welfare facilities and punishes the
non-complier.
2. Philanthropic Approach:
Affection for mankind is the basis of philanthropic theory. This theory refers to the
provision of good working conditions, creches and canteens out of pity on the part of
the employers who want to remove the disabilities of the employees. The
philanthropic theory is more common in social welfare rather than in industrial
enterprises.
3. Paternalistic Approach:
According to the paternalistic theory, the industrialist holds the entire industrial estate,
properties and the profits accruing from them in trust. This trust is not actual and legal
but it is moral. The employers provide for the well-being of their employees out of
funds under their control. As, the whole enterprise is held in trust for the benefit of the
employees, this theory is also called trusteeship theory.
4. Placating Approach:
When workers are organized and unions are strong, management has to appease
them. As crying children are pacified by sweets, workers are pleased by welfare
works. This theory is based on the assumption that management can bring peace in
the organization by welfare measures.

5. Functional Approach:

13
According to the functional theory, welfare work is a means of securing, preserving
and increasing the efficiency of labor. Welfare facilities are provided by the employers
to the employees to make them more efficient.
6. Social Approach:
The social responsibility of business has been assuming great significance these
days. The social theory implies that an industrial establishment is morally bound to
improve the conditions of society in addition to improving the condition of the
employees. Labor welfare is gradually taking the shape of social welfare.
7. Public Relations Approach:
According to this theory, welfare facilities provided by the employers to the employees
create a good image of the employer in the mind of the general public. Some
employers proudly take their visitors around the plant to show how well they have
organized their welfare activities.

1.5 EMPLOYEE WELFARE BENEFITS:

1) Employees would start working sincerely and honestly.

2) It would improve the productivity and efficiency of the employees.
3) The attachment and belongingness among the employees would be developed.
4) Employees would be healthy and they would be mentally and physically fit to
perform in the best manner. Thus; it promotes a healthy work environment.
5) Employees can enjoy stable, developed, dedicated employees; moreover,
employees will work with interest and with full involvement.
6) Higher Productivity, higher efficiency, promotes health industrial relations,
ultimately industrial peace can be achieved.
7) Absenteeism, labor turnover such problems of the employees would not arise in
the organization.
8) Employees would come forward to share additional responsibilities of the
company.
9) It will improve the standard of living of the employees.
10) Work environment, work culture will be developed in the organization.

14
11) It enhances the goodwill and reputation and thereby image of the company.
12) No chance for industrial dispute in the company. Healthy, harmonious relation
between employer and employees will be developed.

1.6 EMPLOYEE WELFARE UNDER VARIOUS SCHEMES AND PROCEDURES

Employee Welfare activities are provided under various schemes by central

government/state government / trade unions / voluntary agencies etc.

Those are provided as stated below:

Central Government has enacted various laws, to provide certain welfare

facilities by the employers to their employee’s viz.:

1. Canteen facility if employing more than 250 workers, creche, if employing more

than 30 women, welfare officer if employing 500 or more workers.

2. Provision of shelters for taking food and rest if 150 or more persons are employed,

first aid rooms, in mines employing more than 150 workers

3. Educational facilities, in the estate for the children of workers where there are 25

workers children, between the age of 6 and 12, housing facilities to every worker and

his / her family residing in the plantation.

4. Uniforms, raincoats to drivers, conductors and line checking staff, for protection

against rain and cold, medical facilities, to the motor transport worker

5. Ensure regular payment of minimum wages / equal pay for equal work irrespective

of sex / provide suitable residential accommodation to workers / to provide such

protective clothing to the workmen, as may be prescribed.

1.7 STATUTORY WELFARE

Statutory welfare measures mainly include welfare facilities provided within the
precincts of an industrial establishment. They form part of the employers‟ statutory
obligations. All welfare states provide welfare to the labor by securing and protecting
social order to ensure social, economic and political justice.

15
PROVISIONS REGARDING THE WELFARE OF WORKERS

1.7.1 Washing: In every factory adequate and suitable facilities for washing shall
be provided and maintained. They shall be conveniently accessible and shall be kept
clean. There must be separate provisions for male and female workers.-Sec. 42.

1.7.2 Storing and drying. The State Government may make rules requiring the
provision of suitable facilities for storing and drying clothing.-Sec. 43.

1.7.3 Sitting. Sitting facilities must be provided for workers who have to work in a
standing position. so that they may take rest when possible. When work can be done
in a sitting position efficiently the Chief Inspector may direct the provision of sitting
arrangements. Sec. 44.

1.7.4 First aid. Every factory must provide first aid boxes or cupboard. They must
contain the prescribed materials and they must be in charge of persons trained in first
aid treatment. Factories employing more than 500 persons must maintain an
ambulance roam containing the prescribed equipment and in charge of the prescribed
medical and nursing staff-Sec. 45.

1.7.5 Canteens. Where more than 250 workers are employed. the state Government
may require the opening of canteen or canteens for workers. Rules may be framed
regarding the food served. its management etc.,..-Sec.

1.7.6 Shelters. In every factory where more than 150 workers are employed there
must be provided adequate and suitable shelters or rest. rooms and a lunch room
(with drinking water supply) where workers may eat meals brought by them. Such
rooms must be sufficiently lighted and ventilated and must be maintained in a cool
and clean condition~. The standards may be fixed by the State Government. -Sec. 47

1.7.7 Creches. In every factory where more than 30 women a employed, a room shall
be provided for the use of the children (below 6 years) of such women. The room
shall be adequate size. well lighted and ventilated, maintained in a clean and sanitary

16
condition and shall be in charge of a woman trained in the care of children and
infants. The standards shall be laid down by the State [Link]. 48.

1.7.8 Welfare officers. Welfare officers must be appointed in every factory where
500 or more workers are employed. The State Government may prescribe the duties,
qualifications etc. of such officers. Sec. 49.

1.7.8 Rules. The State Government may make rules regarding the welfare of
workers.-Sec. 50.

1.8 Employee Welfare Benefits Schemes

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

Some of the employee welfare Laws in India

1.8.1 The Factories Act, 1948

Factories Act, 1948 has been enacted to consolidate and amend the law regulating
the workers working in the factories. It extends to whole of India and applies to every
factory wherein 20 or more workers are ordinary employed. Since the aim and object
of the Act is to safeguard the interest of workers and protect them from exploitation,
the Act prescribes certain standards with regard to safety, welfare and working hours
of workers, apart from other provisions. Factory means [section 2 (m)]Means any
premises including the precincts thereof where ten or more persons are working in
any manufacturing process being carried on with aid of power and where twenty or
more workers are working without the aid of power.

17
1.8.2 The Maternity Benefit Act, 1961

The 44th Session of Indian Labour Conference (ILC), has recommended for
enhancing maternity leave under Maternity Benefit Act, 1961 from existing twelve
weeks to twenty-four weeks. This recommendation has been reiterated during 45th
and 46th Session of ILC. The Ministry of Women and Child Development and other
stakeholders has also requested to enhance maternity benefit under the Maternity
Benefit Act, [Link] on the recommendations of ILC and requests from the
various quarters and the deliberations during the Tripartite Consultations with
stakeholders, it has been decided to amend the Maternity Benefit Act, 1961. The
Maternity Benefit Act, 1961, protects the employment of women during the time of
maternity and entitles them to a full paid absence from work to take care for the child.
The amendments in 2017 seeks to increase maternity leave period to 26 weeks in all
establishments, including private sector.

1.8.3 The Employee State Insurance Act, [ESI] 1948

The Employees* State Insurance Act (ESI Act) was enacted with the object of
introducing a scheme of health insurance for industrial workers. The scheme
envisaged by it is one of compulsory State Insurance providing for certain benefits in
the event of sickness, maternity and employment injury to workmen employed in or in
connection with the work in factories other than seasonal factories.

1.8.4 The employees’ provident funds and miscellaneous provisions act, 1952

The Employees' Provident Fund Organization (EPFO) is a statutory body of the

Government of India under the Ministry of Labour and Employment. It administers a
compulsory contributory Provident Fund Scheme, Pension Scheme and an Insurance
Scheme. It is one of the largest provident fund institutions in the world in terms of
members and volume of financial transactions that it has been carrying on. The
Employees' Provident Fund and Miscellaneous Provisions Act 1952 applies to the
whole India except Jammu & Kashmir. Employees' Provident Fund and
Miscellaneous Provisions Act 1952 is applicable to: Every establishment which is

18
engaged in any one or more of the industries specified in Schedule I of the Act or any
activity notified by Central Government in the Official Gazette.

1.8.5 The Payment of Bonus Act, 1965

The Payment of Bonus Act, 1965 is the principal act for the payment of bonus to the
employees which was formed with an objective for rewarding employees for their
good work for the organization. It is a step forward to share the prosperity of the
establishment reflected by the profits earned by the contributions made by capital,
management and labour with the employees. The Act mandates payment of bonus to
employees’ whose salary or wage is up to Rs 21,000 per month.

1.9 COMPANY PROFILE

UNIQ TECHNOLOGIES
1.9.1 About
Uniq technology is a leading software services company focusing on consulting,
enterprises solution, internet application, IT service system software, networking and
telecom and software testing, verification and validation. At uniq, they combine
business and technical knowledge based on the requirement of the client and ensure
maximum customer satisfaction. Equipped with the team comprising of experience
and dedicated professionals, we go about our task other ring to the choose and
framework and documentation standard. We also use document that system to
provide full satisfaction on the quality of product.
The main aim of this company is to provide high quality software that compresses to
given specification and deliver it within the stipulated time frame. They also support
developmental life cycle by providing function and technical recruitments through
coding and testing. They are ready to deploy our extensive resources to meet our
challenges. Apart from these they also expertise and sheer devotion to their work
which makes the obvious choice as information technology outsourcing consultant
and provider. They believe that any solution will be effective only when it perfectly
complements existing business strategies, practices, structure and vision. Each
project is unique in its recruitment and the approach subsequently differs.

19
 1.9.2 OUR VISION
“To be a globally respected corporation that provides best-of-breed business
solutions, leveraging technology, delivered by best-in-class people”

1.9.3 OUR MISSION

“To achieve our objectives in an environment of fairness, honesty, and courtesy
towards our clients, employees, vendors and society at large“

1.9.4 OUR VALUES

 Uncompromising integrity & flawless execution of commitments
 Edge in performance & envisioning technology leadership
 Shared vision among team members & teaming as a way of life

1.9.5 PRODUCTS
Biometric attendance system
Ve 2727 is a widely used access control in the office. Choosing a lot of stable original
parts, strictly follow the national security product standard. Ve 2727 is suitable for the
entrances and exits of office, factory, hotel, school, etc. All input /output are using
anti-jamming protection and over-voltage/circuit protection. The product experiences
the strict degradation test before leaving factory, the greatest advantage of ve 2727 is
easy to install, with multifunctional & elegant design and reasonable price.

Vehicle tracking system

Introducing a system where your vehicle can go anywhere except out of sight. The
vehicle tracking solution lets you see exactly where your cargo is whenever you need
to. Vehicle tracking solution is an efficient system for tracking and monitoring of
commercial and passenger vehicles.
How does it work?
The tracking device, which consists of a gps unit and a cdma module, constantly
sends out information about the vehicle’s position, speed, distance travelled and

20
duration of each halt. This information can then be accessed from a central location
through a website or a mobile phone.

Storage systems
We have catalyst which is the sole distributor of infortrend storage solutions in
Malaysia. Infortrend is a leading provider of cost-effective, high performance
networked storage solutions. Our eonstor raid subsystems support all storage
interfaces including fibre, iscsi, sas, sata and [Link] also provide storage support
services for all makes of storage

1.9.6 SERVICES
[Link] IT SERVICE

I. RESPONSIVE WEB DESIGNING

Responsive web design is an approach which demonstrates that the web design and
web development should respond to the user’s environment and actions supported by
the display size, orientation, and platform. Mobile Internet has taken the world long
way in the lead and largely the Indian marketplace. You all will be amazed to be
acquainted with the fact that there are 2.5 billion internet users, globally, and around
60% of them use cellular phones as the main mode for online accessibility. This
means that 6 out of 10 grown-up people use the mobile gadget to access the web.
The situation thus discloses a big opportunity for online marketers. If you crave to
accomplish your centre of attention on the audience at anytime and anywhere, then
there is no preferable option than to master your existing web page or to obtain an
exclusively mobile friendly responsive web page design.

II. SEO Services

UNIQ Technologies is a fastest growing SEO Company in India, Providing SEO
Services across the globe. SEO Services adopts an professional approach while
actualizing and executing a SEO process that will greatly impact the outcome of by
successful achievement through our demonstrated and experimentally figured

21
methodologies that is rehearsed and equipped by our team of SEO consultants,
analyst and experts who, with their familiarity and industry specific knowledge, give
you the ideal plan that will boost the search engine rankings. Search Engine
Optimization is more technical and needs a wonderful planning for sorting out the
right keywords and content rewriting for the website so that it can best describe the
type of website to the search engine. Web crawlers are the best approach to get your
site seen by potential clients. Site improvement or SEO is a science that calculates
web crawler calculations and human guest conduct to get your site rankings on real
web crawlers like Google, Bing, and Yahoo. SEO is likewise the speciality of utilizing
Meta Tags and other Parameters which are put-forth by Search Engines.

III. Mobile App Development

Android Application Development is taking an edge over other mobile operating
systems around the globe. The open eco-system of Android has worked in favour of
Google, running most of the major smartphones in the world today and has become
the most favoured platform.
Having an Android application developed gives your customers and employee easy
access to your business and in return gives you the huge profit.
Android not only strengthens your brand awareness but also helps you to connect
with your customers who are on the move.

[Link] CIVIL SERVICES

I. Architectural Services

Architectural Drafting and Design Services:

Architectural 2d drafting:
We offer all types of Architectural 2d Drafting services to help you in making paper
less working environment and digitize your drawings and ideas.

22
 Animation & Walkthroughs:
We create quality animation & walkthroughs with latest animation software available
today to meet industry demands. We can convert 3D models in to walkthrough, giving
you a feel of reality to your concept/product/buildings.

II. Structural Services

We provide complete details for each steel member, its fastening details, hardware
list and the match-mark. Using the customer prescribed CAD Software we can
customize the drawings as per specific need of marking schemes (Sheet size,
layering, text style, etc.). AISC codes and other standards are followed as per design
requirement.

[Link] Engineering Services

I. New Product Development Services
UNIQ provides high-quality turnkey new product development services. This includes
end-to-end development from a “concept”, making the product a reality.
We provide services for the development of following types of products:
1. Electronic products
2. Electro-Mechanical products
3. Mechanical products

II. Hardware Design Services

Hardware design is a critical part of any system design. Achieving optimal and right
hardware design is important.
UNIQ team has extensive expertise and years of experience in low to high complexity
and high-speed hardware system and board designs. This includes designs for harsh
environment industrial and defence applications. Our engineers have vast experience
in all aspects of good hardware design including high-speed designs, timing analysis,
Signal Integrity analysis to achieve “first time right” designs. Our team is well versed
with requirements of EMI/EMC, safety, DFM/ DFT and ensure the success of the
product when it goes in the “real world” environment.

23
 [Link] Mechanical Services
I. Product Design and Development

New Product Development(NPD):

CEC’s New Product Development is designed for organizations that want to:
 Create a pipeline of new products.
 Develop an existing product to target the demanding market.
 Re-engineer an existing product by introducing new exciting features with latest
technology.
 Innovate completely new ideas for sustainable products.

II. Reverse Engineering

“Reverse Engineering (RE) is today a consolidated methodology integrated in the
design process for reconstructing surfaces from physical prototypes.”.
While doing Reverse Engineering, we analyse what makes a product works and the
product will be digitized which could be converted in to 3D CAD models. We create
reports, and those reports specify the exact answers to the questions posed. The
data points could be captured in 2D or 3D using contact or non-contact methods. The
collected data points can be supplied in convenient CAD formats as required by our
customers. Engineering companies requesting either data retrieval of part geometry
or generating part prints can be reverse engineered. The data is generated by
scanning X Y Z points and supplying them in an ASCII, DXF or IGES format.

III. Industrial Design

The skills that we encompass cover the aesthetics and usability of a product, which
may be improved for marketability and production. As such the industrial design looks
at form and function, and the connection between product and user.

24
 CHAPTER 2
REVIEW OF LITERATURE

Lalitha, K., & Priyanka, T. (2014). A study on employee welfare measures with
reference to IT industry. The present study is made an attempt to identify the
employee welfare measures adopted in IT industry. The basic purpose of employee
welfare is to enrich the life of employees and keep them happy. Employees spend at
least half their time at work or getting to it, or leaving it.

Manasa, B. R., & Krishnanaik, C. N. (2015). Employee welfare measures-A study

on cement corporation of India units, in Thandur and Adilabad. The main purpose of
employees’ welfare is to enrich or develop the quality of life of employees and keep
them satisfied and contended. Extra-Mural benefits are the result of employer’s
generosity, enlightenment and philanthropic feelings. This paper contributes the in-
depth of analysis of both Intra-Mural and Extra-Mural and its impact on employee
satisfaction in Cement Corporation of India units in Thandur and Adilabad. And also
focussed on layoff benefits, welfare measures providing by the organization to its
temporary employees.

Venugopal, D., Bhaskar, T., Principal, V. I. C. E., & Usha, P. (2011). Employee
welfare activities with respective measures in industrial sector. Human Resources
play a very important role in the development of the business. They constitute the
organization at all levels and are regarded as a dynamic factor of production. In order
to get best results from the employees, management must be aware of what
employees expect from their employees. In the ‘narrow sense’, welfare in addition to
general physical working conditions is mainly concerned with the day – to – day
problems of the employees and social relationships at the place of work.

Ravi, S. (2016). Management A Study on Employee Welfare Measures with

Reference to Small Scale Industries at Hosur, In the early stages of Industrialization,
the scope of Personnel Management was very limited. Recent developments in the

25
field of Management increased the scope of Personnel Management. It can be
concluded that the welfare measures in an organization are one of the factors for the
workers to stay within the organization and to work towards success of the
organization and this has been evident in this organization.

Patro, C. S. (2017). Employee welfare measures in public and private sectors.

Employees' play a key role in the existence and growth of any organization, therefore
their welfare is essential. During the past few years, both public sector and private
sector organizations have been contributing towards the employee's benefits and also
increase their efficiency. The study also throws light on impact of welfare measures
on the employees' performance.

Anand (2010) stated in his research work that employees of IT sector in Chennai
district are satisfied with the welfare measures provided by the company. But
researcher also suggested some recommendation pertaining to periodic audit of
welfare programs by management, personality & tress management etc.
Modifications are requiring in the field of safety consciousness, grievance handling&
sexual harassment especially for women employees.

Balaji (2013) explored the influence of rewards & welfare on job satisfaction &
productivity of both public & private sector employees in measure Industrial cities of
Tamilnadu. The working environment was faire in terms of office accommodation &
furniture, working material, health & safety facilities but on the other side he
recommended salary increment, allowances, bonus, fringe benefit &compensation on
regular & specific periods to keep their moral high & make them productive.

Hangarki (2014) revealed the relationship between employee satisfaction level &
welfare measures in selected national bank in Hyderabad Karnataka region. It is clear
that welfare facilitated employment by bank are not equally satisfactory to all
employees. Most of the employees are dissatisfied with the clarity and transparency
in communication, training& development, lunch rooms & rest rooms, health checkup

26
camp etc. He recommended some measures but separate lunch room & rest rooms
are most important in those amenities because employees are very inconvenient to
have their lunch in front of the customer.

Prabhakar S (2013) found employees of Don bosco college of arts and science
Sogathur,Dharampuri,Tamilnadu,are very satisfied with intramural facilities but they is
a need of further development in the areas of extra mural facilities like transport,
leave facility, maternity benefits, promotion for the staff in college etc. Researchers
recommended fixing pay scale for experienced staff in tune with the cost of living and
have to think high salaries for those awarded Ph.D.

Shelar (2013) identified the effective & welfare provisions on manufacturing industrial
units & service industrial unit in Karad taluka, District Satara, Maharashtra. She found
that employee welfare & social security measures offered by management of service
industries in Karad taluka are not effective in reducing employee absenteeism of
turnover management employees are satisfied or moderately satisfied with some
provisions while service employees have problem related to employment security to
boost the employees morale, both industries units should provide good working
conditions, co-operative societies, canteen, libraries to their employees.

Yazhini, T. K., & Keerthi, H. K. (2018). A Study on Effectiveness of Employee

Welfare Measures at Pfizer, Chennai. Welfare means living in a comfortable
conditions. It also means that the attempt to create a satisfied life for employee.
Employee is foremost vital plus for a company, also the job has got to record worth
and value of individuals in a company. the Commission on labor declared advantages
that go below this language, area unit of nice significance to labor that he is not able
to protect himself. Schemes of employee welfare could also, be, considered as gentle
investment that ought to, typically will lead to profitable, outcome within sort of bigger
potency.

27
Durairaj, Y. A., & Kareem, S. A. (2013).The present study was under taken with
such a task in mind and it aims at unearthing the satisfaction level of the employees
towards welfare measures provided in ABC Limited. This project aims at knowing
‘Welfare System’. In this project the work atmosphere and the welfare measures
provided by the organization had been studied. It also aims at finding out the
relationship between demographic factors with the satisfaction level of the welfare
measures provided.

Pawar, I. A. (2013). The term 'welfare measures' refers to the facilities provided for
the employees at the working environment called statutory welfare measures and the
facilities for them called non statutory measures. The main aim of providing welfare
measures is to achieve the organization's objectives and targets. By extending these
facilities, the employees feel responsible towards the organization and do to their
best. In this context, an attempt has been made in this paper to analyze the
effectiveness of welfare measures at VSP as a case study.

[Link] (1997) in his work A Study on the welfare measures and their
Impact on QWL provided by the Sugar companies declared that improved quality of
work life among the employees increases their involvement in job and results in
increased productivity of the organization. The organizations make efforts to maintain
smooth relationship between workers and management, which leads to attainment of
organization efforts

Harikrishnan (2014) in his work A Study On Labour Welfare Measures – With

Special Reference To Rubber Board of India, a well-fed, well-clad and satisfied
worker is an asset to the organization. He makes no loss of man hours by
absenteeism, strikes etc. and he feels essence of allegiance to the organization in
which he works. A satisfied worker makes other resources meaningful. It is concluded
from this study that Rubber Board is very much interested in providing welfare facility
to their plantation workers. Workers have good opinion about Group Insurance Cum
Deposit Scheme, Medical Attendance Scheme, Sanitary Subsidy Scheme and

28
Housing and sanitary Subsidy Scheme. Workers are satisfied about Educational
Stipend Scheme. They are less satisfied with Merit Award Scheme, Housing Subsidy
Scheme for north east.

CHAPTER 3

RESEARCH METHODOLOGY

3.1 RESEARCH DESIGN

The research design used in this is descriptive research design.

Descriptive research design is a scientific method which involves observing and

describing the behavior of a subject without influencing it in any way. The main
characteristics of this method is that the researcher has no control of variables, he
can report only what has happened or what is happening.

3.2 SCOPE OF THE STUDY

This study will also help the management to reduce the job-related problems,
increase motivational activities and develop the employees in such a way that their
career goals are achieved. This is an opportunity for the employees to give their
feedback which aids the management will do some alteration in the future welfare and
other further facilities. The study helps the management to know about the
shortcoming in managing employees and that also encourage them to take action to
reduce their shortcomings.

3.3 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE
“To study on employee welfare measures at uniq technologies”

SECONDARY OBJECTIVE

 To study about statutory welfare measure provided to the employees.

29
 To study about non-statutory welfare measure provided to the employees.
 To analyse the employee satisfaction with respect of welfare measures.
 To understand how welfare measures improve the motivation of the employee.

3.4 NEED OF THE STUDY

 The need of this study is to provide the welfare measures to create efficient,
healthy, loyal and satisfied work force for the organization.
 Employee welfare measures are endeavoring to establish effective systems for
performance evaluation.
 It helps to increase employee’s productivity efficiency and protect workers from
social evils.
 It helps to enhance goodwill and public image of the organization.
 It helps to improve industrial relations and peace.

3.5 SOURCES OF DATA

The analysis of financial viability of the company necessitates accurate and

reliable data. Therefore, the methodology used for the collection of information.

Data collection is the term used to describe a process of preparing and collecting
data.

 Primary Data
Questionnaire given to employees working in Uniq Technologies.
 Secondary Data - Websites and online journals, Published reports & Review of
literature from published articles

3.6 POPULATION
The population comprises of 200 employees at Uniq Technologies.

30
3.7 SAMPLE SIZE
120 samples are selected for the study from the above population.

3.8 PERIOD OF STUDY

The period of study is three months from December 2021 to March 2022.

3.9 STRUCTURE OF QUESTIONNAIRE

The questionnaire consist of both open ended and closed ended questions.

3.10 ANALYTICAL TOOL

The statistical tool used for analysis is Chi square .

CHAPTER 4
DATA ANALYSIS AND INTERPRETATION

PERCENTAGE ANALYSIS
4.1 Do the organization involve employee in training new technology?
Table No.4.1

The table showing the involving new employees in training new technology

31
 No of Percentage of
[Link] Particulars
Respondent Respondent
1 a. Strongly agree 24 23.7
2 b. Agree 45 44.5
3 c. Neutral 27 26.7
4 d. Disagree 5 4.9
5 e. Strongly disagree 0 0
Total 101 99.8

Interpretation:

From the table 4.1, it is observed that around 44.5% of the respondents are agreed
that they have attended the training program based on new technology, 26.7% are
neutral, 23.7% are strongly agreed, and the remaining 4.9% are disagreed.
Chart No.4.1
The chart showing the involving new employees in training new technology
50
45 44.5
45
40
35
30 27 26.7
24 23.7
25
20
15
10
5 4.9
5
0 0
0
a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly
disagree

4.2 Do the organization conduct woman empowerment programs?

Table No.4.2

The table showing the women empowerment program

Percentage
No of
[Link] Particulars of
Respondent
Respondent

32
 1 a. Strongly agree 30 29.7
2 b. Agree 43 42.5
3 c. Neutral 20 19.8
4 d. Disagree 4 3.9
5 e. Strongly disagree 4 3.9
Total 101 99.8

Interpretation:

From the table 4.2, it is observed that around 42.5% of the respondents are agreed
with the women empowerment program, 29.7% are strongly agreed, 19.8% are
neutral, 3.9% are disagreed and the remaining 3.9% are strongly disagreed.
Chart No.4.2
The chart showing the women empowerment program
50
45 43 42.5

40
35
30 29.7
30
25
20 19.8
20
15
10
4 3.9 4 3.9
5
0
a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly
disagree

4.3 Rate the general fulfillment with representative welfare exercises of the
Organization?

Table No.4.3

The table showing the general welfare exercises of organization

Percentage
No of
[Link] Particulars of
Respondent
Respondent
1 a. Strongly agree 25 24.7

33
 2 b. Agree 41 40.5
3 c. Neutral 30 29.7
4 d. Disagree 5 4.9
5 e. Strongly disagree 0 0
Total 101 99.8

Interpretation:

From the table 4.3, it is observed that around 40.5% of the respondents are agreed
with the general welfare exercises, 29.7% are neutral, 24.7% are strongly agreed,
and the remaining 4.9% are disagreed.
Chart No.4.3
The chart showing the general welfare exercises of organization
45
41 40.5
40

35
30 29.7
30
25 24.7
25

20

15

10
5 4.9
5
0 0
0
a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly
disagree

4.4 Are you Satisfied with the appraisal/ rewarding technique followed in the
organization?

Table No.4.4

The table showing the satisfaction level towards the rewarding techniques followed

No of Percentage of
[Link] Particulars
Respondent Respondent
1 Highly Satisfied 27 26.7
2 Satisfied 48 47.5

34
 3 Neutral 21 20.7
4 Dissatisfied 4 3.9
5 Highly Dissatisfied 1 0.9
Total 101 99.7

Interpretation:

From the table 4.4, it is observed that around 47.5% of the respondents are satisfied
with the rewarding and appraisal techniques , 26.7% are highly satisfied, 20.7% are
neutral, 3.9% are dissatisfied and the remaining 0.9% are highly dissatisfied.
Chart No.4.4
The chart showing the satisfaction level towards the rewarding techniques followed
60
48 47.5
50

40

30 27 26.7
21 20.7
20

10 4 3.9
1 0.9
0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

4.5 Basic Facilities Provided By The Organization

Table No.4.5
The table showing the basic facilities provided by the organization
Particulars strongly agree neutral disagree strongly No of
agree disagree respondent
Lunchroom 45 36 17 4 0 102
Facilities

35
Restroom 38 38 23 1 32 102
Facilities
Drinking 46 35 17 3 1 102
water
Facilities
Crèche 33 34 27 6 2 102
Facilities

Interpretation
From the above table 4.5 it is clear that 45% strongly agree that they are satisfied
with their lunch room facilities , 46% strongly agree with their drinking water facility
and there is strongly disagree with all these basic facilities.

Chart 4.5

Basic Facilities
Strongly Agree Agree Neutral Disagree Strongly Disagree

45 46

36 38 37
34 33 34
26
23
16 17

4 6
1 2 3 1 2
0

Lunchroom Facilities RestroomFacilities Drinking waterFacilities CrecheFacilities

4.6 Satisfaction level towards medical benefits

Table 4.6

highl Satis Neu highly No. of

Particulars y fied tral Dissati dissati respon
satis sfied sfied dent
fied
First aid 39 39 18 5 1 102
Medi claim 33 38 26 4 1 102
policy
personal 34 38 26 3 1 102

36
 healthcare
maternity/ 41 31 26 3 1 102
paternity
policy

Interpretation
From the above table 4.6 it is clear that most of the employees are satisfied with
their medical benefits provided by the organization. 41% are highly satisfied with
their maternity / paternity policy provided by the organization and only 1% of the
employee highly dissatisfied with the medical benefits.

Chart 4.6

45
40
35
30
highly satisfied
25 Satisfied
20 Neutral
15 Dissatisfied
10 highly dissatisfied
5
0
First aid Mediclaim policy personal maternity/
healthcare paternity policy

4.7 Do you agree with educational allowance given to employee children?

Table 4.7

[Link] Particulars no. of percentage of

respondent respondent
1 Strongly Agree 30 29.4
2 Agree 41 40.2
3 Neutral 24 23.5
4 Disagree 3 2.9

37
5 Strongly 4 3.9
Disagree

Interpretation

From the above table 4.7 it is clear that majority of 41% agrees with educational
allowance provided by the organization and 3% of the respondent disagrees with the
question.

Chart 4.7

45

40

35

30

25

20

15

10

0
Strongly Agree Agree Neutral Disagree Strongly Disagree

STATISTICAL ANALYSIS:

CHI SQUARE ANALYSIS

I have considered the analysis to know the relationship between involving the
employees in new technologies and also to know their satisfaction level towards the
appraisal and rewarding methods followed in organization.

Have considered the following table for analysis

Question: Do the organization involve employee in training new technology?

Table No.4.1

38
 Percentage
No of
[Link] Particulars of
Respondent
Respondent
1 a. Strongly agree 24 23.7
2 b. Agree 45 44.5
3 c. Neutral 27 26.7
4 d. Disagree 5 4.9
5 e. Strongly disagree 0 0
Total 101 99.8

The table showing the involving new employees in training new technology
Question: Are you satisfied with the appraisal/ rewarding technique followed in the
organization?
Table No.4.4

The table showing the satisfaction level towards the rewarding technique followed
Percentage
No of
[Link] Particulars of
Respondent
Respondent
1 Highly Satisfied 27 26.7
2 Satisfied 48 47.5
3 Neutral 21 20.7
4 Dissatisfied 4 3.9
5 Highly Dissatisfied 1 0.9
Total 101 99.7

Null Hypothesis H0: The two categorical variables are independent.

Alternative Hypothesis H1: The two categorical variables are dependent.

The Chi Square test statistic is calculated by using the formula: x2=Σ(O-E)2 / E

Where O represents the Observed Frequency. E is the Expected Frequency under

the null Hypothesis and computed by: E= (Row Total * Column Total) / Sample Size

We will compare the value of the test statistic to the critical value of χ2α with degree
of freedom = (r - 1) (c - 1), and reject the null hypothesis if χ2>χ2α.

Observation Table- 1.3

39
 Strongl
Strongly disagr
Particulars agree Neutral y
agree ee
disagree Total
Highly
27
Satisfied 6 12 5 4 0
Satisfied 13 21 14 0 0 48
Neutral 5 12 4 0 0 21
Dissatisfied 4
0 0 4 0 0
Highly
0 0 0 1 0 1
Dissatisfied
Total 24 45 27 5 0 101

Expected Table- 1.4:

Strongl
Strongly disagr
Particulars agree Neutral y
agree ee
disagree Total
Highly
27
Satisfied 6.41 12.0 7.21 1.33 0
Satisfied 11.4 21.3 12.8 2.37 0 48
Neutral 4.99 9.35 5.61 1.03 0 21
Dissatisfied 4
0.9 1.78 1.06 0.19 0
Highly
0.2 0.4 0.2 0.04 0 1
Dissatisfied
Total 24 45 27 5 0 101

(O-E) Table 1.5

Strongl
Strongly disagr
Particulars agree Neutral y
agree ee
disagree Total
Highly
27
Satisfied -0.41 0 -2.21 2.67 0
Satisfied 1.6 -0.3 1.2 -2.37 0 48
Neutral 0.01 2.65 -1.61 -1.03 0 21
Dissatisfied -0.9 -1.78 2.94 -0.19 0 4
Highly
-0.2 -0.4 -0.2 0.96 0 1
Dissatisfied
Total 24 45 27 5 0 101

40
(O-E) (O-E) Table-1.6

Strongl
Strongly disagr
Particulars agree Neutral y
agree ee
disagree Total
Highly
27
Satisfied 0.16 0 4.88 7.12 0
Satisfied 2.56 0.09 1.44 5.61 0 48
Neutral 0.0001 7.02 2.59 1.06 0 21
Dissatisfied 0.81 3.16 8.64 0.03 0 4
Highly
0.04 0.16 0.04 0.92 0 1
Dissatisfied
Total 24 45 27 5 0 101

(O-E) (O-E)/E Table-1.7

Strongl
Strongly disagre
Particulars agree Neutral y
agree e
disagree
Highly
Satisfied 0.02 12.0 0.67 5.35 0
Satisfied 0.22 0.004 0.11 2.36 0
Neutral 2.00 0.75 0.46 1.02 0
Dissatisfied
0.9 1.77 8.15 0.15 0
Highly
0.2 0.4 0.2 23 0
Dissatisfied

Calculated value from Table 1.7 = 59.734

Degree of freedom= (r - 1) (c - 1), (5-1) (5-1) = 16

Table value for DOF, Level of significance at 95%, 0.05= 26.29

Calculated value > table value therefore we suggest alternate hypothesis and thus we
conclude that there is a relationship between the amount of time spent at work and
the sufficient time for handling household responsibilities.

41