Rimpa 5th Sem Project.docx

CHAPTER: 1 Introduction

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Introduction of the topic: Welfare is comfortable living and working conditions´. Employee welfare means the efforts to make life worth living for workman.

Welfare is comfortable living and working conditions´. People are the most important asset of an organization, and the accounting profession has to assess and record the value and cost of people of an organization. Once this is accepted, the need for measuring the value for recording it in the books of accounts arises. The value of human assets can be increased substantially by making investment in their training and welfare activities in the same way as the value of repairs/overhauling, etc.

While the cost on training, development, etc., can be recorded separately and to be within the eventual, the expenditure on welfare activities can be added to the investment and the returns judged. Unlike other assets which have depreciation value as year’s passes by, value of human assets appreciates with passing years. The value can depreciate by aging process which is generally hastened up by worries, unhealthy conditions, etc. once this process is slowed down, or at least if the employee is made to feel young in spirits’ the value of this asset appreciates considerably.

Any investment constitutes the assets of a company and therefore, any investment for welfare of labor would constitute an extra investment in an asset. Industrial progress depends on a satisfied labor force and the importance of labor welfare measures was stressed as early as1931, when the Royal Commission on labor stated µthe benefits which go under this nomenclature, are of great importance to the worker and which he is unable to secure by himself. The schemes of labor welfare may be regarded as a ³wise investment´ which should and usually does bring a profitable return in the form of greater efficiency.

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The basic features of labor welfare measures are as follows: 1. Labor 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. Labor 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. 5. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. The important benefits of welfare measures can be summarized as follows: •

They provide better physical and mental health to workers and thus promote a healthy work environment.

•

Facilities like housing schemes, medical benefits, and education and recreation facilities for workers’ families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.

•

Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.

•

Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.

•

The social evils prevalent among the labors such as substance abuse, etc. are reduced to a greater extent by the welfare policies.

The concept of ‘labor welfare’ is flexible and elastic and differs widely with times, regions, industry, country, social values and customs, degree of industrialization, the general socioeconomic

development

of

the

people

and

the

political

ideologies

prevailing

at

particular moments. It is also according to the age group, socio-cultural background, marital status, economic status and educational level of the workers in various industries.

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OBJECTIVE OF EMPLOYEE WELFARE There is necessity to provide welfare measures to the employees for making them happy and contented. Workforce may remain with the organization when they find that in addition to wages. Company given them fringe benefit to carry on their lives comfortably and conveniently, so stable and created in such situation.

THE OBJECTIVES OF EMPLOYEE WELFARE ARE DISCUSSED BELOW:1. To enhance the level of moral of employees. 2. To Create a Loyal, Contented workforce in Organization. 3. To Develop a Better Image Of The Company In The Mind Of Employees. 4. To enable the workers too comfortably & happily. 5. To Develop Efficiency Of The Workers 6. To Reduces Influence Of Trade Union Over The Workers 7. To Expose Philanthropic & Benevolent Activities Of The Company 8. To Make the Workers know that the company takes Care of Them. 9. To Develop Positive Attitude Towards Job, Company & Management 10. To Reduce Tax Burden. 11. To Developed a feeling of satisfaction of employees with the company 12. To Develop a sense Of belonging To The Company 13. To Retain Skilled & Talented Workers

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14.

To Develop Better Human Relation.

15.

To Prevent Social Evils like Drinking, Gambling Activities & Social Conditions.

NEED FOR SOCIAL SECURITY & WELFARE ACTIVITIES 1.

EMPLOYEE DEMANDS

Employee’s demands more varied types of fringe Benefits rather than pay like because of reduction in Tax burden on the part of employees & in view of the galloping price index and cost of living.

2.

TRADE UNION DEMANDS

Trade unions compete with other for getting more and a new variety of fringe benefits to their members such as life insurance, beauty clinics etc. Thus, the competition among trade unions within an organization results in more & varied benefits.

3.

EMPLOYER’S PREFERENCE:

Employer prefers fringe benefits to pay-hike as fringe benefits motivate employees for better contribution to the organization results in more & varied benefits.

4.

AS A SOCIAL SECURITY:

Social security is a security that the society furnishes through appropriate organization against certain risks to which its members are exposed. These risks are contingencies of life like accidents & occupational diseases.

5. TO IMPROVE HUMAN RELATIONS:

Human relations are maintained when the employees are satisfied economically, socially the worker’s economic, Social & psychological needs. Consumer stores, credit facilities, canteen ‘Recreational facilities satisfy the worker’s needs.

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EMPLOYEE WELFARE IN INDIA. The chapter on Directive principle of state Policy in the Indian constitutes express the need for labour welfare as discussed below:

ARTICLE 38: The state shall strive to promote the welfare of the people by securing & protecting as effectively as it may a social order in which justice social, economic & political shall inform all the institution of the national life ARTICLE 39: The state shall in particular, direct its policy towards securing. 1. That the citizen, men & women equally have the right to an adequate means of livelihood. 2. That the ownership & control of the material resources are so distributed as to sub serve the common goal. 3. That the operation of the economic system does not result in the concentration of Wealth & means of production to the common detriment.

ARTICLE 41: The state shall within the limits of its economic capacity & development, make effective provision for securing the right to work, to education & to public assistance in case of unemployment, old age, sickness & disablement & other case of underserved wants. ARTICLE 42: The state shall make provision for securing just & human conditions of work & for maternity relief. ARTICLE 43: The state endeavor to secure, by suitable legislation or economic organization or in any other way, to all workers, agricultural, industrial or otherwise, work a living wage, conditions of work ensuring a decent standard of life & full employment of leisure & social & cultural opportunities & In, particular, the state shall endeavor to promote cottage industries on an individual or cooperative basis in rudrapur.

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CAUSES FOR THE SLOW PROGRESS OF LABOUR WELFARE ACTIVITIES IN INDIA: 1.

The ales parried in India for the welfare of workers are not coordinative in nature these ales have been passed in unplanned & unscientific manner.

2.

In most of the industries workers are not united they are not aware of their rights.

3.

There is a lack of proper planning & scientific approach in easier welfare activities being underline by the employers, the government in our country.

4.

There is a lack of proper implementation of labour welfare also.

5.

Workers are also responsible for such slow progress they do not have attuned towards their employers.

There is lack of initiative among employers to provide such facilities to them worked they feel the money spent on labour welfare activities is only the wastage of money whatever facilities they provide they are providing either because of legal compulsion or because of possibility of sheik by workers.

PRINCIPLES OF LABOUR WELFARE: Following Principal should be kept in mind & properly following to achiever successfully implementation of welfare programmes: 1. Principal of social responsibility industry. 2. Principle of totality of welfare. 3. Principle of accountability. 4. Principle of timelier. 5. Principle of responsibility. 6. Principle of democratic values. 7. Principle of efficiency. 8. Principle of co- ordination or integration. 9. Principle of adequacy of wages. 10. Principle of repersonalisation.

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STATUTORY PROVISIONS: Employees are required to offer welfare facilities to workers under different labour laws. These are as follows:-

TRADE UNIONS:The contribution of trade unions in India towards labour welfare activities is not significant. A poor finance, multiple unionisms comes in the way of undertaking labour welfare work enthusiastically; they can however take the following measures. 1. To act as a watch dog of worker’s interest. 2. To organize & inexpensive facilities. 3. To assist in the establishment & administration of welfare schemes. 4. To identify worker’s need & bring them to the notice of the government & the employers.

VOLUNTARY AGENCIES:Many voluntary social services have been doing labour welfare work. Mention may be made of the Bombay social service, seva sadan society, Maternity & infant welfare association the depressed classes’ mission society & women institute of Bengal.

CENTERAL GOVERNMENT:The central Government tries to extend its helping hand through various acts covering the safety, health & welfare of workers. It also administers the implementation of industrial & labour laws .The important acts which as follows. The factories act 1948, Mines act 1952, Shipping act 1948, Employees state Insurance Act 1948, Plantation labour Act 1951, etc.

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THE FACTORY ACT 1948:The act provides the following services to workers. 

Washing facilities to male & female workers separately



Facilities for storing & drying clothes.



Facilities for occasional rest for workers who work in a standing position for long hours.



First aid boxes or cupboard & the ambulance facility if there are more than 500 workers.



Canteen where there are more than 250 workers.



Shelters, restroom & lunchrooms where over 15 workers are employed.



Crèche, If 30 or more women are employed.



Welfare officer, If 500 or more workers are employed.

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TYPES OF WELFARE ACTIVITIES. Moorthy has divided welfare activities in two groups:

1-WELFARE MEASURES INSIDE THE WORK PLACE

       

Condition of work environment. Conveniences. Worker health Services. Women & child welfare. Worker recreation Employment follows up. Economic services. Work Education.

2- WELFARE MEASURES OUTSIDE THE WORK PLACE.        



Water, waste disposal. Road, Park, Playgrounds. Market & co- operatives. Bank. Transport. security Communication. Housing. Games & clubs

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RELATION BETWEEN WELFARE AND PRODUCTIVITY

Welfare services are not charity to workers but are necessary for the organization to achieve its goals. There is a distinct relationship between welfare measure and the worker’s productivity which is described below:

1.

The welfare work of an employer largely differentiates attitude towards the workers in the employment market. It serves to attract and keep a better workforce for the work in relation to other organizations.

2.

Generally, the existence of these benefits gives an idea to the workers that these are non-monetary gains. It will give him a different kind of motivation to feel loyal to the organization and work devotedly for achieving the desired results.

3.

Such service facilities like housing scheme, medical benefits, education and recreational facilities for worker’s families help create contented worker’s families. This will help them to devote themselves towards their work. The gain in terms of productivity and quality of work will be large indeed.

4.

Employee’s services also serve to maintain some degree of peace with the employee’s union in as much as these constitute a considerable part of the bargaining package. The harmony and the good relations that result in the kingpin of higher productivity.

APPROACHES TO LABOUR WELFARE The various approaches to labour welfare reflect the attitudes and benefits of the agencies which are engaged in welfare activities. Welfare facilities may be provided on religion, philanthropic or some other ground. More over, the different approaches to labour welfare reflect the evolution of the concept of welfare. In bygone days, the government of the land had to compel the owner of an industry establishment to provide such basic amenities as canteens, rest room drinking water, good working condition, and so forth, for their employees . Such compulsion was necessary because the employer believed in exploiting labour and treating it in an unfair manner. But times have changed and the concept of welfare, too, has undergone change. Much progressive management today provides welfare facilities, voluntarily and with enlightened willingness and enthusiasm. In fact, welfare facilities are not restricted to the worker alone.

A study of the approaches to labour welfare is desirable for the management, the workers and the general reader. For the general reader, a study of approaches is essential his/her knowledge of the subject is incomplete without knowledge of these approaches, and knowledge of approaches enables the manager and the worker to have a better perspective on welfare work.

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1. The policing theory of labour welfare. 2. The religion theory of labour welfare. 3. The philanthropic theory of labour welfare. 4. The paternalistic theory of labour welfare. 5. The placating theory of labour welfare 6. The public relation theory of labour welfare. 7. The functional theory of labour welfare. 8. The social theory of labour welfare.

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APPROACHES TO LABOUR WELFARE POLICING THEORY A welfare state cannot remain a passive spectator of this limitless exploitation. It enacts legislation under which management are compelled to provide basic amenities to the workers. The state assumes the role of a policeman, and compels the managers of industrial establishments to provide welfare facilities, and punishes the non – complier. This is the policing theory of labour welfare.

RELIGION THEORY The religion theory has two connotations, namely, the investment and atonement aspects. The investment aspect of the religion theory implies that the fruits of today’s deed will be reaped tomorrow. Any action, good or bad, is therefore treated as an investment. Inspired by this belief, some employers plan and organize canteens. The atonement aspect of the religion theory implies that the present disabilities of a person are the result of the sins committed by her/ his previously. He / She should undertake to do good deeds now to atone or compensate for his/ her sins.

PHILANTHROPIC THEROY Philanthropic means affection for mankind. The philanthropic theory of labour welfare refers to the provision of good working conditions, crèches and canteens out of pity on the part of the employers who want to remove the disabilities of the workers.

PATERNALISTIC THEORY This theory is also called the trusteeship theory, of the labour welfare, the industrialist or the employer holds the total industrial estate, properties and the profit accruing from them, in trust. The trusteeship is not actual and legal, but it is moral and, therefore, not less real.

PLACATING THEORY This theory is based on the assumption that appeasement pays when the workers are organized and are militant. Peace can be bought by welfare measures. Workers are like children who are intelligent, but not fully so. As crying children are pacified by sweets, workers should be pleased by welfare works.

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PUBLIC RELATIONS THEORY According to this theory, welfare activities are provided to create a good impression on the minds of the workers and the public, particularly the latter. Clean and safe working conditions, a good canteen, crèche and other amenities, make a god impression on the workers, visitors and the public.

FUNCTIONAL THEORY Also known as the efficiency theory of labour welfare, the functional theory implies that welfare facilities are provided to make the workers more efficient. If workers are fed properly, clothed adequately and treated kindly, and if the conditions of their work are congenial, they will work efficiently. Welfare work is a means of securing, preserving and increasing the efficiency of labour.

SOCIAL THEORY The social obligation of an industrial establishment has been assuming great significance these days. The social theory implies that a factory is morally bound to improve the condition of the society in addition to improving the condition of its employees. Labour welfare, as mentioned earlier, is gradually becoming social welfare.

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MERITS AND DEMERITS OF WELFARE MEASURES Merits: Most of the organizations have been extending the welfare measures to their employees, year, for the following merits:

MEETS EMPLOYEE DEMANDS: Employees demand more and varied types of fringe benefits rather than pay hike because of reduction in tax burden on the part of employees and in view of the galloping price index and cost of living.

BUYS EMPLOYEE LOYALTY: Providing employee welfare measure leads to employee satisfaction and satisfied employees become loyal to the organization.

BUYS EMPLOYEE COMMITMENT: Employees increase their commitment to the job having availed of welfare measures.

LOYALTY OF EMPLOYEE FAMILY MEMBERS: Welfare measures are provided not only to employees, but also their family members. Employees’ family members also are loyal to the organization having availed of welfare measures.

MEET TRADE UNION DEMANDS: Trade unions compete with each other for getting more and a new variety of fringe benefits to their members such as life insurance, beauty clinics etc. If one union succeeds in getting one benefit, the other union persuades the management to provide a new model fringe. Thus, the competition among trade unions within an organization results in more and varied benefits.

SATISFIES EMPLOYER’S PREFERENCE: Employers prefer fringe benefits to pay hike, as fringe benefits motivate the employees for better contribution to the organization. It improves morale and works as an effective advertisement.

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MEETS THE CRITERIA AS A SOCIAL SECURITY: Social security is a security that the society furnishes through appropriate organization against certain risk to which their members are exposed. These risks are contingencies of life like accident and occupational disease. The employer has to provide various benefits like safety measures and compensation in case of involvement of workers in accidents, medical facilities etc., with a view to provide security to his employees against various contingencies.

IMPROVES HUMAN RELATIONS: Human relations are maintained when the employees are satisfied economically, socially and psychologically. Fringe benefits satisfy the worker’s economic, social and psychological needs. Consumer stores, credit facilities, canteen, recreational facilities etc., satisfy the worker’s social needs, whereas retirement benefits satisfy some of the psychological problems about the postretirement life. However, most of the benefits minimize economic problems of the employee. Thus, fringe benefits improve human relations.

CREATE AND IMPROVES SOUND INDUSTRIAL RELATIONS: Welfare measures satisfy employee and trade union and thus prevent grievances disputes. Absence of grievances and disputes lead to sound industrial relations.

BOOST UP EMPLOYEE MORALE: Providing employee welfare measures enhance employee state of mind, turns employee state of mind positive towards the job and organization. Thus employee welfare measures boost up employee loyalty.

MOTIVATE THE EMPLOYEES BY IDENTIFYING AND SATISFYING THEIR UNSATISFIED NEEDS: Employee welfare measures satisfy physiological, security and affiliation needs by identifying unsatisfied needs of employees.

PROVIDE QUALITATIVE WORK ENVIRONMENT AND WORK LIFE: Employee welfare measures improve the quality of work life as well as general life.

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PROVIDE SECURITY TO THE EMPLOYEES AGAINST SOCIAL RISK LIKR OLD AGE BENEFITS AND MATERINTY BENEFITS: Welfare measures provide insurance and security against social risks.

PROTECT THE HEALTH OF THE EMPLOYEES AND TO PROVIDE SAFETY TO THE EMPLOYEES AGAINST ACCIDENTS: Welfare measures protect the general health, health against accidents and safety of employees and their family members.

CREATE A SENSE OF BELONGINGNESS AMONG EMPLOYEES AND TO RETAIN THEM: Welfare measures create and improve a sense of belonging ness of employee to the organization and hence, employees prefer to stay with the organization for longer period. Therefore, fringe benefits are called golden hands-cuffs.

DEMERITS OF WELFRE MEASURES: Demerits of the employee welfare measures are limited compared to merits. Demerits include;

COST TO THE EMPLOYER: Providing welfare measures to the employees and their family members in variably increases cost of labour to the employers.

AS A MATTER OF RIGHT: Employees and their family members feel that they have a legal right to get welfare measures. Therefore, employees some times may not be satisfied and loyal to the organizations. In fact, satisfied needs are no longer motivators.

DISCREPANCIES AND DE- MOTIVATION: Employers may commit some mistakes while providing welfare measures, which may lead to discrepancies. These situations lead to employee de-motivation.

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WELFARE MEASURES IN PLANEDWAY SERVICES Statuary welfare scheme:Drinking water:-at all the working place Safe and hygienic drinking water should be provided. Facility of sitting: - in every organization especially factory suitable sitting arrangement should be provided. First aid: - first aid appliances should be readily assessable so that in case of any minor accident medication can be provided. Lighting: - lighting facility should be proper.

Health and safety standard:we maintain a safe clean and healthy environment in compliances with all applicable law and regulation. That are as follows:Fire protection equipment: Fire alarm in all floor Fire protection equipment is immediately accessible and free from abstraction Emergency and fire alarm. Medical programme: - we provide adequate and appropriate first aid facility for our employee in case of injury or illness

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COMPANY PROFILE

•

Our point of difference is that we are a highly focused, professional and proactive company.

•

Our philosophy is to solve our client’s problems in a quality, timely and effective manner, because we believe in investing a greater amount of time in search for excellence.

•

PLANED WAY SERVICES has been in the business of placements, mainly in the BPO and ITES sector. We are a placement firm that is dedicated to providing exemplary permanent staffing services to a broad base of clients and applicants alike.

•

In today's competitive marketplace, companies face an enormous challenge in trying to recruit and retain top performers.

•

Highly qualified candidates are in demand and are seeking firms that are committed to excellence and positioned for growth.

•

PLANED WAY understands what it takes for a company to hire the right professional for the right position. A well-managed organization, we have a mature team of experts to evaluate candidates, from a large database of resumes.

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Expertise •

Planed way Services is an out-sourced service provider for employee selection.

•

Our goal is to bring value to our client by acting as an extension of their business by serving them as a Recruitment Consultant.

•

Our main focus is to create a long term business relationship with our clients.

•

We are established in the field of recruitment & manpower providers.

•

We have successfully catered & provided requisite manpower requirement of various international and domestic BPO’s in Delhi and NCR to their entire satisfaction since we are a one- source multi-resources organization.

Modus operandi •

Our Modus Operandi / Core strength is our well trained / experienced staff who are specialized in talent hunt i.e. identifying and sourcing candidates from the exact companies in India who are engaged in similar business related to our clients.

•

This way we not only save time but also help our clients recruit suitable staff in short time.

•

We provide HRO services with KPO and BPO Services.

•

Our in-depth industry knowledge and quality and excellent client partnerships are our forte.

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Services •

We will make sure that the clients business plan/ strategy mesh with our recruitment.

•

We have the ability to shape our assessment process to reflect the specific requirements of our clients.

•

We offer cost effective solutions to meet clients out-sourcing & staffing needs.

•

For the assessment of an individual in totality- his aptitude, personality, attitude, communication skills, IQ- level, soft skills, Behavior, intelligence and psychological analysis. We offer a wide range of specific assessment tools to identify his professional capabilities.

•

Total dedication towards client is our commitment.

•

We share information only with individuals who have a need to know. Information should only be given in order to help client meet business objectives.

•

We believe in quality work with professional attitude.

•

We have the capability and infrastructure to conduct assessment to meet out-sourcing and consulting need of our clients

•

We have an in-house energetic team having relevant experience in HR assessment.

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We create policies and procedures that are consistent with client’s business objectives.

System •

We have developed a comprehensive and continuously growing database of highly qualified applicants in the BPO industry.

•

The result of our efforts has created a loyal client base that utilizes our services on a continual basis.

•

Our firm's success is attributed to being highly focused, well managed, and adaptable to the ever changing marketplace.

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Our expertise in IT with knowledge of all the critical verticals/ domain and skill sets are unmatched.

Process •

PLANED WAY SERVICES has robust processes & tools to facilitate sourcing, validating and evaluating profiles to deliver candidates of the required skills and caliber to its clients.

•

Our processes are metrics driven - we have developed indices for skills transportability, resource transportability, employability

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Our bench-marks for various parameters that are used to evaluate potential candidates.

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Our expertise in head-hunting and getting the right resource for our clients is unmatched in the industry.

Research •

We have a well-defined process for identifying target companies where the skills required are available.

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The various companies are evaluated and continuously monitored to check if they have the human resources with the skills and potential that can be transported to client companies.

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Information & feedback provided by our clients and independent experts is also used to grade the companies.

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The companies are graded and a "resource transportability" index is created for each company relative to each client.

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In the IT /ITES front we keep track of the process and the domain each organisation is specialized in, which makes our work perfect and resourcing becomes easy as it consumes less time.

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Evaluation •

Candidates' CVs are checked to establish their technical skills, experience and personal qualities on paper.

•

We validate the CVs by the academic background of the candidate, the company they work for, their career record, their experience profile in terms of roles, responsibilities, skills and accomplishments and compute the "employability index" and "skills transportability index" for each candidate.

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Only candidates who measure up to the standards of our clients are considered for detailed evaluation.

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Candidates are interviewed by a qualified recruiter to verify if the person can live up to their CVs.

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We only conduct high-level screening using check-lists and question-banks; we do not do in-depth interviews.

Vendor Management •

We have the systems and processes to be a primary vendor and manage sub-vendors providing recruitment services.

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PLANED WAY SERVICES respects the stringent expectations of highly competitive, new economy firms who value commitment and quality from their business partners.

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PWS strives to meet their expectations and is proud to be associated with such clients.

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We have been able to create a niche for our self with our professional approach, prompt action, right placements and of course goodwill and trust of their reputed clients & candidates.

•

Today, we are known for our integrity and quality in helping clients to fill all technical and professional positions.

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CHAPTER :2 RESEARCH METHODOLOGY

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Research Methodology RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any branch of knowledge’. RESEARCH DESIGN: The research design that will be used for this project is exploratory and descriptive. The exploratory research will be conducted using secondary data. The descriptive research will be conducted through personal interviews with respondents using questionnaire. SAMPLE DESIGN: Sample Size: The sample size is limited to 100. Sampling frame: The sampling frame is taken from the employees working in BPO companies. Sampling units: Employees working in five BPO Companies such as SITEL, Genpact, 24*7, ICICI, HSBC may form part of sampling units. Sampling Technique: The sampling technique to be used is Simple random sampling method. DATA COLLECTION SOURCES: Primary data: The primary data will be collected through questionnaires containing close ended questions. The employees are asked to fill the questionnaires and their responses are collected back. Secondary Sources: Secondary data will be collected from the historical/existing sources of data as databases, journals, books, articles, research reports, websites and etc. The data thus collected will be used in framing the concepts and for the review of literature

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Objective of the study The main objective of this study is to get information about. Non statutory welfare measure impact on employee productivity This Dissertation report also covers following objectives:

1. To get an insight into the concept of employee welfare and its significance 2. To study the welfare measures adopted in BPO Companies 3. To know the various benefits enjoyed by the employees 4. To know the employee opinion of the various measures and inconvenience caused due to lack of facilities 5. To come out with suitable measures to improve the welfare activities in BPO Companies

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SCOPE OF THE STUDY: The study on the employee welfare measures is confined to the BPO companies in Delhi. The employees of this particular branch are the respondents of the study. Further the study is confined to the following welfare measures. a) Drinking Water b) Facilities for sitting c) First aid appliances d) Sanitation e) Washing places f) Rest rooms g) Recreation facilities h) Medical facility

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CHAPTER: 3 DATA ANALYSIS & INTERPRETATION

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DATA ANALYSIS

The analysis of the data is done as per the survey finding. The data is represented graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of charts.

1. Are you aware about welfare facilities? S. No.

Response

No. of respondents in %

1.

YES

80%

2.

NO

5%

3.

NOT MUCH

15%

15% 5% YES

NO NOT MUCH

80%

In my survey, I found that 80% of employee aware about welfare measure, 15% less aware about welfare measure and, 5% unknown to welfare measures.

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2. Whether company provided welfare facilities? S. No.

Response

No. of respondents in %

1.

YES

80%

2.

NO

20%

20%

YES

NO

80%

In my survey, I found that 80% of employee says, Yes Company provided, welfare measure, where as 20% say. Not up to mark company provided welfare measures.

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3. Are you satisfied with Tea break (lemon water/Tea) provided by company? S. No.

Response

No. of respondents in %

1.

YES

50%

2.

NO

20%

3.

NOT MUCH

30%

30% YES 50%

NO NOT MUCH

20%

In my survey, I found that 50% of employee is satisfied with Tea break (lemon water/Tea) and 20% not satisfied and 30% not much satisfied Tea break (lemon water/Tea).

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4. Appreciation and recognition given to employee for their excellence in company? S. No.

Response

No. of respondents in %

1.

YES

50%

2.

NO

20%

3.

NOT UP TO THE SATISFACTION

30%

30%

YES

50%

NO NOT UP TO THE SATISFACTION

20%

In my survey, I found that 50% of employee is satisfied with Appreciation and recognition of given to employees for their excellence and 20%not satisfied and 30% not up to the mark.

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5. Does company provide all type of welfare facilities (like safety, health, and social security? S. No.

Response

No. of respondents in %

1.

YES

90%

2.

NO

0%

3.

NOT ALL TYPE

10%

10%

YES NO NOT ALL TYPE

90%

In my survey, I found that 90% of employee Say Company provides all type of welfare measure and 10% not up to the mark.

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6. Does the company provide Cultural programmes to the employee? S. No.

Response

No. of respondents in %

1.

YES

80%

2.

NO

0%

3.

SOMETIME

20%

20% 0%

YES NO SOMETIME

80%

In my survey, I found that 80% of employee Say Company provide Cultural programmes where as 20% say, company provide Cultural programmes

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7. Does the company provide counseling to the employee? S. No.

Response

No. of respondents in %

1.

YES

80%

2.

SELDOM

20%

20%

YES SELDOM

80%

In my survey, I found that 80% of employee say, company provide counseling whereas 20% say, company provided sometime counseling.

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8. Are you satisfied with first aid and safety equipment and non-statutory welfare measures, which are provided by the employer? S. No.

Response

No. of respondents in %

1.

YES

80%

2.

NOT MUCH

20%

20%

YES

NOT MUCH

80%

In my survey, I found that 80% of employees are with first aid and safety equipment and non-statutory welfare measures, which is provided by the employer whereas 20% employees are not satisfied.

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9. Are you satisfied with the promotion policy in your organization? S. No.

Response

No. of respondents in %

1.

HIGHLY SATISFIED

40%

2.

SATISFIED

20%

3.

NEUTRAL

35%

4.

DISSATISFIED

5%

5.

HIGHLY DISSATISFIED

0%

0% 5% HIGHLY SATISFIED 40%

SATISFIED

35%

NEUTRAL DISSATISFIED HIGHLY DISSATISFIED

20%

In my survey, I found that 40% of employees are highly satisfied with the promotion policy, 20% are satisfied, and 35% says it’s neutral whereas 5% employees are not satisfied with the promotion policy.

37

10. Does a welfare benefit provided by the organization play a Motivational factor? S. No.

Response

No. of respondents in %

1.

HIGHLY SATISFIED

50%

2.

SATISFIED

35%

3.

NEUTRAL

9%

4.

DISSATISFIED

4%

5.

HIGHLY DISSATISFIED

2%

2% 4% 9% HIGHLY SATISFIED SATISFIED NEUTRAL

50%

DISSATISFIED 35%

HIGHLY DISSATISFIED

In my survey, I found that 50% of employees says that company provide welfare benefit plays a motivational factor ,35% are satisfied, and 9% says it’s neutral whereas 4% employee says that company provide welfare benefit do not plays a motivational factor and 2% are highly dissatisfied.

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11. Do the welfare measures help in solving the problems faced by employees? S. No.

Response

No. of respondents in %

1.

ALWAYS

70%

2.

SOMETIMES

23%

3.

NEVER

2%

4.

NO OPINION

5%

2% 5%

ALWAYS

23%

SOMETIMES NEVER

NO OPINION 70%

In my survey, I found that 70% of employees says that company provide welfare benefit helps in solving the problems, 23% say sometimes whereas 2% employee says that company provide welfare benefit does not help in solving the problem and 5% employees gives no response.

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12. Is there suitable ventilation and good environment in the work place? S. No.

Response

No. of respondents in %

1.

HIGHLY SATISFIED

80%

2.

SATISFIED

15%

3.

DISSATISFIED

5%

5% 15% HIGHLY SATISFIED SATISFIED DISSATISFIED

80%

In my survey, I found that 80% are highly satisfied with the suitable ventilation and good environment in the work place, 15% are only satisfied with the suitable ventilation and good environment in the work place whereas 5% employees are highly dissatisfied.

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CHAPTER: 4 FINDINGS

41

FINDINGS 1. There is a good working condition inside the company. 2. There is a high cooperation and good deal in the team spirit. 3. Workers are given adequate facilities like restroom, clean drinking water, and medical facilities. In short we can say fulfills the statuary provisions of the factory act 1948. 4. Large number of the employees aware about the welfare programmes carried on, in the company. 5. Company provides welfare benefit plays a motivational factor for the employees. 6. The company provide cultural programmes to the employees.

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CHAPTER :5 CONCLUSION, LIMITATION AND SUGGESTIONS

43

CONCLUSIONS According to the report that conclusion are extracted

1. Welfare schemes are properly applies due to financial condition of the company. Company spends a lot of money on the employees for their welfare. 2. Planedway services concentrate more on welfare programmes for the employees. It provides subsidized workplace for both staff & teammates. Special welfare policies & benefits are provided to the employees.

3. The management selects proper educated employee and post in proper place where employee can work as per qualification & experience. The company also provides training time to time as according to their need.

4. An excellent performance appraisal system is carried on, in order to know the requirements as well as to judge the performance of the employees.

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SUGGESTIONS Time management is very essential and it should not be ignored at any level of the process. Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being more which needs to be reduced. Communication, personal and technical skills need to be tested for employees.

45

LIMITATIONS 1) The research process was time consuming and little expensive well. 2) The sources of data collection were limited. 3) It was difficult to complete a study of this nature and to study all the aspect of Problem with in short period. 4) The time factor is important.

46

CHAPTER: 6 REFERENCES AND BIBLIOGRAPHY

47

BIBLIOGRAPHY

Books: (1) Research Methodology: K.K.Kothari (2) Human Resource Management: Ankur Chhabra (3) Employee Welfare and Social Security: P. Subha Rao

Links: (1) http://www.businessmanagementideas.com/employee-management/welfareservice/employee-welfare-in-india/4628 (2) http://www.yourarticlelibrary.com/management/labour-welfare-paternalistic-industrialefficiency-and-social-approach/26105 (3) http://www.naukrihub.com/industrialrelations/employee-welfare.html (4) http://www.businessmanagementideas.com/personnel-management/functions-personnelmanagement/top-15-welfare-measures-for-workers/6288 (5) https://content.wisestep.com/employee-welfare-measures-advantages-disadvantages/

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CHAPTER: 7 APPENDIX

49

QUESTIONNAIRE: Name – Company’s name – Designation – DateNote – Please fill the appropriate option. 1. Are you aware about welfare facilities? a)

Yes

b)

No

c)

Not much

2. Whether company provided welfare facilities? a)

Yes

b)

No

3. Are you satisfied with Tea break (lemon water/Tea) provided by company? a)

Yes

b)

No

c)

Not much

4. Appreciation and recognition given to employee for their excellence in company?

a)

Yes

b)

No

c)

Not up to satisfaction level

50

5. Does company provide all type of welfare facilities (like safety, health, and social security? a)

Yes

b)

No

c)

Not much

6. Does the company provide Cultural programmes to the employee? a)

Yes

b)

No

c)

Sometimes

7. Does the company provide counseling to the employee? a)

Yes

b)

No

8. Are you satisfied with first aid and safety equipment and non-statutory welfare measures, which are provided by the employer? a)

Yes

b)

Not much

9. Are you satisfied with the promotion policy in your organization? a)

Highly Satisfied

b)

Satisfied

c)

Neutral

d)

Dissatisfied

e)

Highly Dissatisfied

51

10. Does welfare benefit provided by the organization play a Motivational factor? a)

Highly Satisfied

b)

Satisfied

c)

Neutral

d)

Dissatisfied

e)

Highly Dissatisfied

11. Do the welfare measures help in solving the problems faced by employees? a)

Always

b)

Sometimes

c)

Never

d)

No Opinion

12. Is there suitable ventilation and good environment in the work place? a)

Highly Satisfied

b)

Satisfied

c)

Dissatisfied

52