Ma Minor Project ORGNL

Effectiveness of employee welfare measures in
Dinesh foods, Kannur
INTRODUCTION OF THE STUDY
The project entitled A study on the effectiveness of employee welfare measures

in Dinesh food products is aimed to understand the efficiency of welfare facilities provided by
the organization.
Man management is very vital for any organization. This has to be, followed by
providing necessary infrastructure facilities and Welfare Measure to the employees of the
organization.
Employee welfare is a term including various services, benefits and facilities
offered to employees by the employers. The welfare measures need not be monetary but in any
kind/forms. This includes items such as allowances, housing, transportation, medical insurance
and food. Employee welfare also includes, monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families. Through such generous
benefits the employer makes life worth living for employees.
In the Narrow sense, Welfare in addition to general physical working condition is
only conceived with the day to day problem of the workers and the Social Relationship at the
place of Work.
The sampling method used for the study was convenience sampling. Both
primary data and secondary data have been used for the study. Sample size was limited to
50.The data then collected was then coded and tabulated in general format. The data analysis
was done using chi- square testing and using charts and tables.
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INDUSTRY PROFILE
FOOD INDUSTRIES OF INDIA
Food is any substance consumed to provide nutritional support for the body. Food
processing is the preparation and preservation of man's food supply. It is probably reasonable to
assert that food processing was one of the first industries known to man (besides hunting and
the simplest cultivation). In his primitive existence in a purely rural and agricultural society,
man processed his own food.
India is the world second largest producer of food after China, and has the
potential of being the biggest with the food and agricultural sector. The total food production in
India is likely double in the next ten years and there is a opportunity for large investment in
food and food processing technologies, skills and equipments, especially in areas of canning,
Dairy and food processing, specialty processing, packaging, frozen food/refrigeration and
thermo processing. Fruits and vegetables, fisheries, milk and milk products, meat and poultry,
packaged/convenience foods, alcoholic beverages and soft drinks and grains are important sub-
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sectors of the food processing industries and health food supplements are other rapidly rising
segments of this industry, which is gaining vast popularity amongst the health conscious.
Food sector is one of the largest sectors in India in terms of production, growth,
consumption, and export. Indian food industry currently stands at Rs 247,680 crore (US$ 39.71
billion) and is expected to touch Rs 408,040 crore (US$ 65.41 billion) by 2018, registering a
growth of 11 per cent, according to a report titled 'India Food Service Report 2013' by National
Restaurant Association of India (NRAI).
The Indian food services industry has witnessed strong growth over the past few
years. The industry is further expected to grow, given the rising disposable incomes, a greater
population of younger people, the growth of consumers in smaller towns and the widening
exposure to new cultures and cuisines besides an increased propensity of eating outside the
home.
With a huge agriculture sector, abundant livestock, and cost competitiveness,
India is fast emerging as a sourcing hub of processed food. Food processing sector has become
a catalyst for the development of Indian agriculture and is of enormous significance to
development.
Food Processing Industry
The Indian food processing industry is a high priority sector and is poised for
excellent growth in the coming years. The total value of Indian food processing industry is
expected to touch US$ 194 billion by 2015 from a value of US$ 121 billion in 2012, according
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to Mr. Swapan Dutta, Deputy Director General, Indian Council of Agricultural Research
(ICAR).
The packaged food sector is presently the fifth largest sector in India and has grown rapidly
over the past few years. The industry registered a compound annual growth rate (CAGR) of
15.6 per cent during FY07-FY13. In India, the industry is largely dominated by ready to eat
segment, which contributed nearly 90 per cent of the total sales of packaged foods in India
FY13.
The Indian food processing industry is primarily export orient. Indias agri and
processed foods exports stood at Rs 116,331.68 crore (US$ 18.65 billion) during April-March,
2012-13, as compared to Rs 82,480.25 crore (US$ 13.22 billion) in the corresponding period
last year, according to data compiled by the Agricultural and Processed Food Products Export
Development Authority (APEDA).
Investments in the Indian food processing sector grew at 20 per cent per annum
in five years and total investment at present is estimated at Rs 150,000 crore (US$ 24.04
billion), employing over 10 million, as per Mr S Sivakumar, Head, ITC Agri and IT Business
Group. Further, the Government of India expects US$ 21.9 billion of investments in food
processing infrastructure by 2015.
The food processing industries in India attracted foreign direct investments (FDI)
worth US$ 1,970.09 million during April 2000 to July 2013, according to the latest data
published by Department of Industrial Policy and Promotion (DIPP).
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Indian food processing sector covers fruit and vegetables, meat and poultry, milk
and milk products, alcoholic beverages, fisheries plantations grain processing and other
consumer products groups like confectionery, chocolates and cocoa products, soya-based
products, mineral waters high protein foods etc.
The most promising sub-sectors include soft drinks, bottling confectionery

manufactures, fishing agriculture, grain based products, meat and poultry processing, tomato
paste, fast food, ready-to-eat breakfast cereals food additives, flavors etc.
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COMPANY PROFILE
HISTORY AND ORIGIN
The Kerala Dinesh Workers Central Co-operative Society is one of the biggest
co-operative societies in India. It is established in the year 1969 and has a 38 year of
meritorious service in the co-operative sector. The society was born and brought up with the
active support and initiative of government of Kerala with 22 primary societies on February
15th 1969 to rehabilitate the 12000beedi workers who had become jobless overnight due to
closure the private enterprises where the workers had been employed for many years. All
jobless workers were soon employed at one point of time the no. of workers increased to
42000, eminent persons from India and abroad often visit the society, conduct deep study and
get their paper published in journals, periodical and books worldwide. Famous among them is
Democracy at work in an Indian industrial co-operative the story of Kerala Dinesh Beedi a
book published by Corwell university press USA.
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It is based at Kannur with operational units in the three northern district of Kerala
Kannur, Kasaragod and Kozikode. It Provides full time employment to 9500 persons directly
and more than one lakh people indirectly through functional units of beedi rolling, food
processing, umbrella assembling, garments making and Information Technology (IT).
Since the mission of the KDBWCCS is up liftment of weaker section in the

society, it has been focused on new venture which creates more employments. Coconut milk
extraction unit was started in the year 1997. curry powder and pickle unit in the year 1998 and
a fruit processing unit during 1999 and a more labour oriented umbrella assembling unit during
2000.
Production capacity of Dinesh Food is around 10 tonnes per day. There is
separate godown facility & factories are spread all around Kannur city. The manufacturing
units have their raw materials, finished goods and for packing materials. The Dinesh groups
employ around 9500 employees.
MISSION
Their mission is to create a memorable experience by exceeding yours

expectations and to become a reference in the competitors quality control systems.
PRESENT
The Factory in Kerala was conceived to work on larger volumes, and also with
options of importing raw materials. Hence Dinesh Apparels took shape as an Export unit. The
Management is from Kerala; hence they understand the culture and people. As a social
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responsibility they have started working from grass root level to impart training to young girls
in various aspects of garment manufacturing.
DINESH FOODS
Dinesh products are also available at local market as well as district and also
several selected areas. Food products are brand produced by the firm. The firm products are
available in different quantities, i.e. 50g, 100g and 1 kg. The curry powders like chilly, turmeric
and coriander are packed in pouched. Fruit products like jams squashed and pickle are mainly
packed in cups.
PRODUCTS
1. CURRY POWDER
Dinesh curry powder is an incomparable combination of the spices ground

packed in sufficient way to provide the home made taste. The verities of curry powder are
Chilly Powder, Coriander powder, Pepper Powder and Turmeric powder
2. CURRY MASALA:
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Verities of Curry Masala are:
SAMBAR POWDER
CHICKEN POWDER
MEAT POWDER
FISH POWDER
RASAM MIX
EGG MASALA
PICKLE MIX
3. PICKLE:
A unique blend as carefully selected fruits vegetable and fine spices processed in
scientific way preserving the traditional tastes. Varieties of Dinesh Pickles are:
DINESH MANGO
LIME
GARLIC
TENDER MANGO PICKLE
SPACKING 200GM, 300 GM, 1 KG, 5 KG
4. JAM AND SQUASH:
Varieties of Jam are:

MANGO
ORANGE
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PINEAPPLE
Verities of squash are:
MANGO
ORANGE
PINEAPPLE
5. COCONUT MILK
Packing 200 ml, 1 Liter
6. MANGO DRINK
DIVERSIFICATION PLANS
Foreseeing the crisis, the Kerala Dinesh Beedi Workers Central Co-operative
Society Limited planned for diversification. After a well conducted study, the Kerala Dinesh
Beedi workers Central Co-operative society limited started its foods division in Kannur itself.
The product included chilly, coriander, turmeric and other masala powder in consumer packets.
These were many players in the market and hence it was difficult to stay out there. Moreover,
the Kerala Dinesh Beedi workers Central Co-operative society limited has launch DINESH as
household brand name. Earlier its relation was with tobacco only, which might have some
resistance from the family point of view and that was a tremendous job, which with the help of
the marketing terms and advertisement, Kerala Dinesh Beedi Workers Central Co-operative
Society Ltd. Achieved. In the meantime the society concentrated on information technology
field also. Certain units began to make umbrella in the brand name Dinesh. All these where
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needed to give jobs to those who were affected by the down warded trend in the sale of the
prime products of the , Kerala Dinesh Beedi Workers Central Co-operative Society Ltd.
The first setup towards diversification was by entering into food industry. The central
society board decided to extent the future products in the same brand name of Dinesh
and then Dinesh Foods was launched. Here they produced chilly powder, coriander
powder, turmeric powder, other masala powder, pickle, jams, squash & syrups. Another
novelty was condensed coconut milk in bottles.
The central society was into information technology sector with software development
under with DITS, which has many projects in banking & Govt. sectors.
The central societies produce different types of umbrellas under the brand name
Dinesh.
Recently the central society was into textile manufacturing which is mainly expert
oriented.
COMPANY DETAILS
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Chairman : C. Rajan
Registered Office : Dinesh Bhavan
Payyambalam
Kannur- 670001
Phone Numbers : 04972701699, 04972706883

Fax : 04972706883
Location : Kanhira and Thottada
Products : Curry powder, Curry Masala,
Fruit Products and Coconut milk
Market : Kerala, Bangalore and Mumbai
Website : www.keraladinesh.com
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ORGANIZATIONAL CHART
BOARD OF DIRECTORS
CHAIRMAN
SECRETARY
OFFICE MANAGER
Production Human Resource Marketing Finance

Manager Manager Manager manager
Curry Powder Supervision Sales Accountant

Executive
Food Processing Clerk
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Workers
DEPARTMENTATION OF DINESH FOODS
Departmentation can be defined as the process of grouping of activities in to units

and sub units for the purpose of administration. The administrative units and sub units may be
designated as divisions, units, branches, sections etc. the process of departmentation is done at
all levels of the organization. The top level executive or manager of the organization groups
entire activities into major divisions such as production, sales, HRM etc.
HUMAN RESOURCE DEPARTMENT
INTRODUCTION
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Personal Management is one of the most complex and challenging field of

endeavors. The firms require an effective workforce. The personnel manager must be greatly
concerned with the exception of both the employee and society. General society has proclaimed
its human resources to have vital needs that move beyond a work force status. The employee is
simultaneously an instrument of the firm, a human being and a citizen.
DEFINITION
According to Edward Flippo, Personnel Management is the planning and

organizing, director and controlling of the procurement, development, compensation
integration, maintenance and separation of human resources to the end that individual,
organizational and social objective are accomplished.
FUNCTIONS OF PERSONAL DEPARTMENT
In Dinesh Foods, there is a specialized department known as personnel and

administration, which seem to both personal and administration functions. The employee
experience range from 3 to 12 years. The firm has human resource development programme
where by training needs of employee are identified and necessary class on the job is given. In
KERALA DINESH all personal administrative functions are done under the control of
chairman of the company.
Their functions are:
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1. Selection, Placement, Training and Evaluation of performance of employees in the

organization.
In Kerala Dinesh recruitment is mainly through advertisement in leading news
paper based on the requirement of the organization. The company undertaking a continuous
training schedule. The company gives on the job training for the employees.
2. Maintaining attendance record of staff and workers

The responsibilities of administration department are mainly to keep the records
of attendance of staff and workers. It also includes various records, leaves taken by the
employees and management staff, conclusion of the salaries, PF, bonus of the employees
records of their entry into the service, issue of memos and other service related rules.
3. Payment of employees wages and Salary

The department is responsible for wage and salary calculation. The salary given
to the employees are according to Kerala state rules. The wages given to casual workers are
according to the Factories Wage Act
4. Employee welfare and motivation
Happy employees mean a healthy organization. HR Department conducts various

employee welfare activities which might include employees get together, annual staff parties
etc. HR department also reviews organizational policies and its impact on the motivation of the
employees.
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5. Labour management relations

For the smooth operation of any organization, it is crucial to have good labour
management relations. HR department has to ensure that these relations are cordial. In case of
any labour-management conflict the HR Department will play a vital role in bringing both
management parties to the negotiation table and resolving the issue
Various welfare schemes in regional agro industrial development corporation are:
1. Canteen Facility
2. First Aid Facility
3. Drinking water Facility
4. Rest room Facility
5. Latrine Facility
Classification of Human Resources
Managerial Staff 10
Office Staff 15
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Marketing Staff 19
Security Staff 8
Workers 40
Packing Workers 10
Casual Workers (Daily Wage) 30
PRODUCTION DEPARTMENT
INTRODUCTION
Among all functional area of management, production is considered to be crucial

in any industrial organization. Production in the process by which raw materials and other input
are converted into finished products. The other word used synonymously used with production
is manufacturing. Manufacturing refers to the process of producing only tangible goods,
whereas production includes creation of both tangible goods as well as intangible services.
Efficient production department helps the organization to more according to demand. The best
layout of the factory must be seeing selected in order to avoid bottlenecks & distraction of
production process.
PRODUCTION PLANS IN DINESH FOODS

In Dinesh foods production department prepares monthly production plan based
on the report of marketing and production departments target are decided. Based on this
production plan is prepared. Operates logo sheets are prepared for the verification of the work.
The workers will complete their work according to the target prepared by production
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department. This will helps in evaluating the workers performance. They should maintain
daily shift report, daily production report etc.
PRODUCTION METHODOLOGY
The production methodology followed by Dinesh Foods is batch production. That
is products are manufactured on the basis of their requirement and are produced as batch wise.
Each batch should be assigned a batch number and they are stored in the godown.The materials
are move from store according to their respective batch number. The product having high
priority is moved out of the store first.
PRODUCTION CAPACITY
The production capacity of curry product unit is 300 tones per month and food
processing unit is 250 tons per month.
PRODUCTION DEPARTMENT STRUCTURE KANHIRA
PRODUCTION MANAGER
PRODUCTION INCHARGE
FLOOR SUPERVISOR
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HELPERS SKILLED WORKERS PACKING
PRODUCTION DEPARTMENT STRUCTURE THOTTADA
PRODUCTION MANAGER
PRODUCTION INCHARGE
PICKLE UNIT FRUIT UNIT COCONUT MILK

SUPERVISOR SUPERVISOR UNIT SUPERVISOR
WORKERS WORKERS WORKERS
RESEARCH PROBLEM
Labour welfare is an important facet of industrial relations, the extra dimension,

giving satisfaction to the worker in a way which even a good wage cannot. With the growth of
industrialization and mechanization, it has acquired added importance.
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The worker cannot cope with the pace of modern life with minimum sustenance
amenities. He needs an added stimulus to keep body and soul together. Labour welfare, though
it has been proved to contribute to the efficiency in production, is expensive. Each employer
depending on his priorities gives varying degrees of importance to labour welfare.
The main objective behind this project is to analyse the effectiveness of welfare
measures and this project aims at assessing and anaysing the welfare measure in the
organization and its effectiveness
OBJECTIVE OF STUDY
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Primary Objective
To study the effectiveness of labour welfare in Dinesh Food Products Co-op.
Society Ltd
Secondary Objective
To study the existing welfare measures adopted by the organization

To know the satisfaction level of employees regarding the welfare measures of the
organization.
To analyze the employees opinions, views regarding the welfare facilities provided by
the organization
To know the cooperation level among the superior, subordinates and management
To know satisfaction level of employees towards remuneration
To identify the recreation facilities that boost employee satisfaction
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RESEARCH METHODOLOGY
Research methodology is a systematic way to solve research problems.

Researcher has to design his methodology. Research methodology deals with research methods
and takes into consideration the logic behind the method .It also deals with
Objective of research study,
Method of defining the problem,
Type of data collected,
Methods used for collecting and analyzing data.
It also deals with objective of research study; the method is defining the problem,
type of data collected and the methods used for collecting the data.
AREA OF STUDY
The study was conducted in Dinesh foods, Kannur to analyze the effectiveness of
employees welfare measures.
SOURCES OF DATA
The study has made of both primary and secondary data.
1) Primary data
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The primary data were collected through questionnaire and personal interviewing
of the employees in the firm. They include supervisors and company staff members.
2) Secondary data
The secondary data has been collected from the company profile and office
records.
PERIOD OF THE STUDY

The study was conducted for a period of 21 days from October 17 to November 8
including the primary data collection, analysis and interpretation and report preparation.
RESEARCH DESIGN
The study was conducted as an attempt to highlight and study the significance of
labour welfare measures provided in the company. The research is descriptive in design as it
includes survey and fact finding enquiries of different kinds. The purpose of descriptive
research is the description of state affairs, as it exists at present.
SAMPLE DESIGN
It is the method of selecting the sample, in other words is a definite plan

Predetermined before any data are actually collected for obtaining a sample from a given
sample from a given sample frame.
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SAMPLE SIZE
The random size taken for study was 50.This includes permanent as well as
temporary employees.
SAMPLING PROCEDURE
In this study, a random sampling method was used for the purpose of the survey
to identify the respondents.
TOOLS FOR DATA ANALYSIS

The different statistical methods used are;
Percentage analysis
Pie- diagram
Bar-diagram
Tabular representation
Chi-square test
Weighted average method
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SCOPE OF THE STUDY
The scope of the study on the employee welfare measures was conducted in
Dinesh foods, Kannur .The study includes familiarizing with various human resource activities
in the organization, with emphasis on the welfare activities, policies and procedures formulated
and implemented by the organization. It also includes evaluation of satisfaction of the
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employees and also the effectiveness of welfare measures provided .It helps the employee to
function more effectively in their present position by having a better climate for working.
The study focuses on assessing the impact on employees through the welfare
measures provided by the organization. The study will bring forth the employees feelings in
respect of their job. It also helps to know the type of welfare measures that motivates the
employees.
LIMITATIONS OF THE STUDY
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Duration of the project is only 21 days which is not sufficient for a detail study.
Personal Bias of the respondent and their busy schedule also was a limiting factor in the
collection of the data.
As the study is based on information received from questionnaire, there are chances of
error.
Since the sample size was limited, the selected sample nay not be an exact
representation of total workers.
Only certain factors were considered in this study to measure the effect of welfare
measures.
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REVIEW OF LITERATURE
Introduction:
Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. The welfare
measures need not be in monetary terms only but in any kind/forms. Employee welfare
includes monitoring of working conditions, creation of industrial harmony through
infrastructure for health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families
Employee welfare may be viewed as a total concept, as a social concept and as a
relative concept. The total concept is desirable state of existence involving the physical, mental,
moral and emotional well-being. These four elements together constitute the structure of
welfare, on which its totally is based, the social concept of welfare implies the welfare of man,
his family and his community. All those aspects are inter related and worked together is a three
dimensional approach. The relative concept of welfare implies that welfare is relative in time
and place. It is dynamic and flexible concept and hence its meaning and concept differ from
time to time, region to region, industry to industry and country to country, depending upon the
value system level of education social customs and degree of industrialization and general
standard of the social economic development of the people.
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Employee welfare implies the setting of the minimum desirable standards and
provisions of facilities like health, food, housing, medical assistance, education, job security,
recreation such facilities enable the workers and his family to lead good work social life.
Employee welfare also operates to neutralize the harmful of large scale industrialization.
Meaning
The word labour means any productive activity. In a broader sense therefore the
phrase labour welfare means the adoption of measures to promote the physical, social,
psychological and general well-being of the working population. Welfare work in any industry
aims at improving the working and living conditions of workers.
Definitions:
The Oxford dictionary defines employee welfare as, Efforts to make life worth
living for workers.
In the words of R.Rhopkins welfare is fundamentally an Attitude of the mind
on the part of management activities is under taken.
Aim of welfare:
The main aim of providing the welfare measures is to bring the development in
the personality of the worker his social, psychological, moral, cultural and intellectual
development to make him a good worker a good citizen and a good member of the family
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Need for welfare work:

The need for labour welfare arises from very of the industrial system which is
characterized by two basic factors.
1. The conditions under which work is carried on or no congenial for health.

2. When a labour joins in an industry he has to work in an entirely strange atmosphere which
creates problem of adjustment with one another.
The need for labour welfare was strongly felt by the royal commission on labour
as and back as in 1931, primarily because of a lack of commitment to industrial work among
factory workers and the harsh treatment they received from their employers. This need was
emphasized in free India by the constitution, which contains the following articles in this regard
Article 41the state shall within the limits of its economic capacity and development make
effective provision for security.
The right to work and right to education and right to public assistance in the case
of unemployment, old age, sickness and disablement and in other cases of understand.
Features of Employee Welfare
Employee welfare is a comprehensive term including various services, facilities and

amenities provided to employees for their betterment.
Welfare measures are in addition to regular wages and other economic benefits available
to employees under legal provisions and collective bargaining.
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The basic purpose of employee welfare is to improve the lot of the working class and
thereby make a worker a good employee and a happy citizen.
Employee welfare is an essential part of social welfare. It involves adjustment of an

employee's work life and family life to the community or social life.
Welfare measures may be both voluntary and statutory.
Importance of Employee Welfare

As a business, you have to provide various benefits to ensure your employees'
welfare. While this may increase your business expense and negatively affect your bottom line,
looking after your employees will benefit you in other ways.
Employees Motivation:
By providing a plan that's good for employees' welfare, you show them that you
value them. This can help make them feel welcome and happy in your company, motivating
them to work harder. If your health plan has wellness coverage and preventative care,
employees are more likely to stay healthy, cutting down on absenteeism and sick days.
Employees' Well-Being:
For companies that have a large base of employees working under stressful
conditions or living away from family, it is important to look at fostering personal happiness
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and professional growth. Investing in employees pays dividends in terms of higher productivity
and greater loyalty
Company Image:
Providing a good employee welfare plan reflects well on your business, building
a good company image. It may even earn you some press coverage, giving you free publicity to
improve awareness among potential customers. This may boost your sales and increase your
profits.
Social advantages of welfare of workers

It improves the workers physique and reduce incidence of eyes, mental efficiently
and economic productivity of workers.
Realization of workers importance
Workers realized that they have also some take in undertaking and reduce any
reckless on their part and will be realized by the employees.
Reduce turn over and absenteeism
Whatever improves conditions of the work and life of employees will reduce their
absenteeism and turnover from one to another.
It improves the standards of living workers
Welfare activities such as medical, canteen facilities and housing facilities
improve the standard of living of workers and their role in the economic development of our
country
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Merits of welfare measures:

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.
TYPES OF WELFARE MEASURES
STATUTORY MEASURES
These are mandatory by the Factories Act, 1948; The Mines Act; and some other
Acts.
A) THE FACTORIES ACT
The Act was first conceived in 1881 when the legislation was enacted to protect
children and to provide health and safety measures. Later, hours of work were sought to be
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regulated and were, therefore, incorporated in the Act 1911. The Act was amended and enlarged
in 1934 following the recommendations of the Royal Commission of Labour. A more
comprehensive legislation to regulate working conditions replaced the Act in 1948
The welfare amenities provided under the Act are:
Washing facilities
Facilities for storing and dry clothing
Sitting facilities
First aid boxes or cupboards
Canteen if employing more than 250 workers
Shelters, restroom and lunch rooms, if employing over 150 workers
Crche, if employing more than 30 women
Welfare officer, if employing 500 or more workers
B) THE MINES ACT,1952 AND THE MINES RULES

The main obligations of the mine owners regarding health and welfare of their
employees are:
Maintenance of crches where 50 women workers are employed
Provisions of shelters for taking food and rest if 150 or more persons are employed
Provisions for canteen in mines
First aid boxes and first aid rooms in mines
Provisions in coal mines
Appointment of a Welfare Officer in mines employing more than 500 workers
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C) THE PLANTATION LABOUR ACT, 1951

The following welfare measures are to be provided to the plantation worker:
Canteens in plantation employing 150 or more
Crches in plantation employing 50 or more women workers
Recreational facilities
Educational facilities
Housing facilities for every worker residing in plantation
Appointment of a Welfare Officer in plantation employing 300 or more workers
D) THE MOTOR TRANSPORT WORKERS ACT, 1961

The Motor Transport Undertakings are required to provide certain welfare and
health measures as:
Canteens of prescribed standard, if employing 100 or more workers
Clean, ventilated, well-lighted and comfortable restrooms
Uniforms, raincoats for drivers, conductors, and line checking staff
Medical facilities are to be provided to the motor transport workers at operating centers
First-aid facilities in every transport vehicle
E) THE CONTRACT LABOUR ACT, 1970

It includes:
Canteen in every establishment employing 100 or more
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Rest rooms or other suitable alternative accommodation where the contract

labour is required
Provisions for sufficient supply of wholesome drinking water
Provision for first-aid boxes
F) THE MERCHANT SHIPPING ACT, 1958

Provisions in the Act relating to health and welfare cover:
Crew accommodation
Supply of sufficient drinking water
Supply of medicines, medical stores, and provision of medical advice
Appointment of a Seamens Welfare Officer at ports
Provisions of medical treatment and hospital
Establishment of hostel, clubs, canteens, and libraries
Provision for education facilities
G) DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961

It includes:
Urinals and latrines
Drinking water
Washing facilities
Bathing facilities
Canteens
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Rest shelters
First-aid arrangements
Non-statutory amenities:
While the employers fulfill the statutory employees welfare provisions as a
matter of legal obligation, certain philanthropic and progressive minded employees have
accepted the wider social responsibilities towards their employers. They stand are conceding a
share of the prosperity of the establishment to the workers by providing voluntarily such
amenities as housing, education, transport, recreation, co-operative stores etc., so that the
benefit reaches the worker as well as his family. Thus the welfare and well being of the worker
and his family has become as much the concern of the employees as that of the employee
himself.
A) Housing Facilities:
Housing, as rightly pointed out by the committee on labour welfare, being a basic
human necessity needs a very high priority in any scheme of National Planning and Industrial
Development. It has been a social problem affecting all sections of populations in some
measures of other, particularly in the developing countries like India. The provision of housing
has a direct bearing on the health and efficiency of the factory workers. In fact, a solution for
the health and efficiency of the industrial workers lay in providing cheap, health and adequate
accommodation to them. It may be mentioned here that healthy accommodation includes
adequate space, ventilation, light, lavatories, drainages and other sanitary arrangements. But as
SMS Vatakara
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against this, adequacy and poor quality of housing has become the bane of urban industrial life.
In every industrial country the problems associated with the housing of the working clauses
have increased as industry has developed and India has been no exception to that rule.
B) Education Facilities:
Education promotes facilities of rezoning and thinking in person literacy
enhances general awareness among individuals, driving away innocence and ignorance. It also
helps them to industrial and copes with the general economic and social environment. In
juxtaposition, training increases the knowledge and skill of an individual in doing a particular
job.
The place of economic and social program of a particular country largely depends
upon the quality of work force education players an important in motivating and enabling the
working population for accelerated progress and for their mental and physical development.
Company has provided the provisions are air- conditioned vehicle for school going children in
city.
C) Transportation Facilities:
The provision of adequate and cheap transport facilities to industrial workers
residing at long distance from the place of their work is essential as such facilities relieve the
workers form strain and anxiety provide relief and relaxation and reduce the absenteeism on
account of late arrival. The International Labour Conference emphasized that by means of a
well conceived transport system and by affording special facilities in regard to farm and time
SMS Vatakara
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tables. Workers should be enabling to reduce to the minimum the time spent in travelling
between their homes and their work.
The importance of the transport facilities in a developing country like India hardly needs any
emphasis in view of general factory such as the remoteness of industrial areas from the main
centers of working population, growing urbanization and growing tempo of industrialization
coupled with dispersal of industries.
D) Lighting & Latrines and Urinals:
Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
A sufficient number of latrines and urinals are to be provided in the office and
factory premises and are also to be maintained in a neat and clean condition
E) Recreation:
Recreation is one of the items of welfare, which relaxes and refreshers the mental
and physical facilities of an employee after going through the strings and stresses of a busy
work should in the plant
Recreation is generally regarding to be the opposite to work. In the case of a very
few exceptional individuals who find their work so absorbing and satisfying, work itself may
be the recreation. But to millions of those who indulge in performing routine mechanical jobs is
factories and workshops, recreation is leisure time activity by which monetary and drudgery is
lessened.
F) Uniforms:
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The dress apparel is as important as a tool to a worker in a company. It provides

the means by which he performance his job effectively with case. In fact a particular type of
dress or the uniform goes to identity a person in that dress with a particular specified job.
G) Maternity & Adoption Leave :

Employees can avail maternity or adoption leaves. Paternity leave policies have
also been introduced by various companies.
Table 1
Gender wise classification
Gender Number Percentage
Male 5 10
Female 45 90
Total 50 100
Chart 1
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Gender wise clasification
10%
female male
90%
Inference:
From the above table, it is clear that 90% of employees are female and 10% of employees are
male.
Table 2
Age wise classification
Age Number Percentage
Above 40 25 50
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Between 25 & 40 17 34
Bellow 25 8 16
Total 50 100
Chart 2
Age wise clasification
50
45
40
35
30
25
20
15
10
5
0
Above 40
between 25&40
Bellow 25
Inference-:
It is found that 50% of employees are under the age group of 25-40, 34% of employees are
under the age group of 40 and above and 16% of respondents come under the age group of
bellow 25.
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Table 3
Years of service
Years of service Number Percentage
Below 5 year 21 42
5-10 year 10 20
Above 10 year 19 38
Total 50 100
Chart 3
Years of service
45
40
35
30
25
20
15
10
5
0
Bellow 5 year 5-10 year Above 10 year
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Inference -:
It is found that 42%of the employees have bellow 5 year experience, 20% have 5 to 10 year
experience and 38% are worked above 10 years in the organization.
Table 4
The Working Environment of the Organization
Satisfaction level Number Percentage
Highly satisfactory 0 0
Satisfactory 5 10
Moderately satisfactory 16 32
Dissatisfactory 29 58
Total 50 100
Chart 4
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45
The Working Environment of the Organization

70
60
50
40
30
20
32
10
10
0
y
y
y
or
or
or
or
ct
ct
ct
ct
fa
fa
fa
fa
tis
is
tis
tis
at
sa
Sa
sa
s
is
y
D
hl
el
ig
at
H
er
od
M
Inference-:
From the above table it is clear that 10% of the respondents respond that the working
environment is satisfactory, were as 32% are moderately satisfied and 58% are dissatisfied with
the working environment.
Table 5
Employee welfare activities of the organization give a feeling of safety and improve your
performance
Opinion Number Percentage
Strongly agree 6 12
SMS Vatakara
46
Agree 11 22
Moderately agree 33 66
Disagree 0 0
Total 50 100
Chart 5
Employee welfare activities opinion
70
60
50
40 66
30
20
10
0
Strongly agree Agree Moderately agree Disagree
Inference-:
It is found that 66% of the respondents moderately agree with the statement Employee welfare
activities of the organization give a feeling of safety and improve your performance, 22% of
them agree, 12% of them strongly agree.
Table 6
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Lighting and ventilation facilities provided by the company

Very good 0 0
Good 17 34
Average 33 66
Poor 0 0
Total 50 100
Chart 6
ghting and ventilation facilities provided by the company
70
60
50
40 66
30
34
20
10
0
0
Very good Good Average Poor
Inference-:
From the table it has been found that 34% of the feel that the lighting and ventilation facilities
are good, while 66% feel that it is average.
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Table 7
Pure drinking water in your organization
Satisfactory 5 10
Highly dissatisfactory 0 0
Total 50 100
Chart 7
Pure drinking water in your organization
10% Highly satisfactory

Satisfactory
90%
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Inference-:
The table shows that 90% are highly satisfied with the pure drinking water facility and the
other 10% are satisfied.
Table 8
Sanitary facilities
Satisfactory 39 78
Dissatisfactory 0 0
Total 50 100
Chart 8
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Moderately satisfactory; 6
Highly satisfactory; 16
Satisfactory; 78
Inference-:
Above table shows that 16% of the respondents respond that they are highly satisfied with the
sanitary facilities, 78% of them said that they are satisfied and 6% are moderately satisfied.
Table 9
The medical benefits provided by the organisation
Highly satisfied 0 0
Satisfied 0 0
Moderately satisfied 30 60
Dissatisfied 20 40
Total 50 100
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Chart 9
The medical benefits provided by the organisation
60
50
40
60
30
40
20
10
0
Highly satisfied Satisfied Moderately satisfied Dissatisfied
Inference-:
The table shows that 62% respond that they are dissatisfied with the level of freedom to express
their ideas, 32% are moderately satisfied, and 6% are satisfied.
Table 10
The first-aid services in the organization
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Satisfied 4 8
Dissatisfied 4 8
Total 50 100
Chart 10
The first-aid services in the organization
90
80
70
60
50
40
30
20
10
0
Inference-:
The table shows that 8% are satisfied with the first aid services, 84% are moderately satisfied
and the rest 8% is dissatisfied.
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Table 11
The working hours of the Organization
Rating of working Number Percentage
hours
Very good 3 6
Good 9 18
Average 38 76
Poor 0 0
Total 50 100
Chart 11
The working hours of the Organization
80
70
60
50
40 76
30
20
10
0
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Inference-:
From the table it is found that 76% evaluate the working hours as average, 18% rates the
working hours as good, and 6% rates as very good.
Table 12
Leave policy of the organization
Satisfactory 37 74
Dissatisfactory 0 0
Total 50 100
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Leave policy of the organization
80
70
60
50
40
30
20 0
10
0
y
y
or
or
or
or
ct
ct
ct
ct
fa
fa
fa
fa
tis
tis
tis
tis
Sa
sa
sa
sa
is
y
y
D
el
hl
ig
at
H
er
od
M
Chart 12
Inference-:
The table shows that 74% are satisfied with the leave policy of the organization and 26% are
moderately satisfied.
Table 13
Company provides maternity leave to female employees
Company provides maternity leave
Number Percentage
SMS Vatakara
56
Strongly agree 41 82
Agree 9 18
Disagree 0 0
Total 50 100
Chart 13
90
80
70
60
50
40 82
30
20
10
0
0
Strongly agree 0
Agree
Moderately agree
Disagree
Inference-:
From the table it has been found that 82% respondent strongly agree that company provide
maternity leave to female employees and other 18% agree the statement.
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Table 14
Satisfaction with the present job
Satisfied 9 18
Dissatisfied 25 50
Total 50 100
Chart 14
Satisfaction with the present job
2%
Highly satisfied Satisfied 18%
Moderately satisfied Dissatisfied
50%
30%
Inference-:
The table shows that 50% are dissatisfied with the present job, 30% moderately satisfied, 18%
are satisfied, and 2% are highly satisfied.
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Table 15
Present wage structure of the organization
Satisfied 0 0
Dissatisfied 40 80
Total 50 100
Chart 15
Present wage structure of the organization
80
70
60
50
40
30
20
10 0 0
0
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Inference-:
Above table shows that 80% of respondents are dissatisfied and 20% are moderately satisfied
with the present wage structure of the organization.
Table 16
Overtime allowances and bonus provided by the organization
Option Number Percentage
Very good 0 0
Good 0 0
Average 43 86
Poor 7 14
Total 50 100
Chart 16
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ertime allowances and bonus provided by the organization
90
80
70
60
50
40
30
20
10 0 0
0
Inference
The table shows that 86% of respondents that the overtime allowances and bonus provided are
average and the rest 14% says that it is poor.
Table 17
The ESI Scheme provided by the organization
Satisfied 1 2
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Dissatisfied 38 76
Total 50 100
Chart 17
The ESI Scheme provided by the organization
80
70
60
50
40
30
20
10
0
Inference-:
The table shows that 76% are dissatisfied with the ESI Scheme of the organization, 20% are
moderately satisfied, 2% are satisfied and 2% are highly satisfied.
Table 18
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Provident Fund provided by the company is effective

Provident Fund provided Number Percentage
is effective
Strongly agree 0 0
Agree 2 4
Disagree 44 88
Total 50 100
Chart 18
Provident Fund provided by the company is effective
4% 8%
Agree Moderately agree Dis agree
88%
Inference-:
The table shows that 88% disagree that the provident fund provided is effective, 8% moderately
agree and the remaining 4% agree that it is effective.
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Table 19
Employees opinion is consider while framing welfare measures
Option Number Percentage
Highly Considered 0 0
Considered 0 0
Moderately Considered 5 10
Not Considered 45 90
Total 50 100
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Employees opinion is consider while framing welfare measur
10%
Moderately Considered
Not Considered
90%
Chart 19
Inference-:
The table shows that 90% of respondents said that their opinion is not considered while framing
the welfare measures and the other 10% said that their opinion are moderately considered.
Table 20
Management solve all your grievances
Strongly agree 0 0
Agree 0 0
Disagree 28 56
Total 50 100
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Chart 20
Management solve all your grievances
Moderately agree Disagree
44%
56%
Inference-:
The table shows that 56% disagreed that the management solves their entire grievance and 44%
moderately agrees the statement.
Table 21
Mutual co-operation among your superior, subordinates and management
Mutual co-operation Number Percentage
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Excellent 0 0
Good 6 12
Average 9 18
Need Improvement 35 70
Total 50 100
Chart 21
o-operation among your superior, subordinates and manageme
70
60
50
40
30
20
10
0
0
Excellent Good Average Need Improvement
Inference-:
The above table shows that 12% says that the mutual cooperation among the superior,
subordinates and management is good, 18% says that it is average and 70% says that the
cooperation needs improvement.
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Table 22
Supervisor motivates employees to do their job
Strongly agree 6 12
Agree 22 44
Disagree 0 0
Total 50 100
Chart 22
Supervisor motivates employees to do their job
45
40
35
30
25
20
15
10
5 0
0
Strongly agree Agree Moderately agree Disagree
Inference-:
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The table shows that 44% of the respondents do agree, another 44% moderately agreed and
12% strongly agrees the statement.
Table 22
Satisfaction with the existing welfare measures
Rating the trainer Number Percentage
Very good 3 6
Good 12 24
Average 32 64
Poor 3 6
Total 50 100
Chart 23
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Satisfaction with the existing welfare measures
70
60
50
40
30
20
10
0
Inference-:
The table shows that 64% respond that the satisfaction level with the existing welfare measures
is average, 24% said it is good, 6% says that its very good and the rest 6% is of the opinion that
it is poor.
Table 24
Rating the recreational facilities that can boost employees satisfaction level
Opinion of the respondent

Total
Recreational
Rank Rank Rank Rank
facilities
1 2 3 4
Club 1 3 15 31 50
Rest Room 12 35 2 70 1 50
Library 3 6 24 17 50
SMS Vatakara
TV Room 34 6 9 1 50
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ANALYSIS USING
CHI SQUARE METHOD
The chi square test is used to check the relationship between age of the employees and wage
structure of the organization
Table 25
Age Option Total
Highly Satisfied Moderately Dissatisfied
satisfied satisfied
Above 40 1 2 7 15 25
25-40 2 0 2 15 17
Bellow 25 2 0 1 5 8
Total 3 2 10 35 50
A) SETTING HYPOTHESIS
Null hypothesis(Ho): there is no significant relationship between age of the employees
and wage structure of the organization.
Alternative hypothesis(H1): there is significant relationship between age of the
employees and wage structure of the organization.
B) COMPUTING STATISTICS
2 = [ (Oi Ei) 2 ]
E
Oi = Observed Frequency Ei = Expected Frequency
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Calculation of expected frequency

Expected value E = Row Total x Column Total
Total
Observed Expected (Oij-Eij) (Oij-Eij)2 (Oij-Eij)2/Eij
Value (Oij) Value (Eij)
1 1.5 -0.5 0.25 0.1666
2 1 1 1 1
7 5 2 4 0.8
15 17.5 -2.5 6.25 0.3571
0 1.02 -1.02 1.0404 1.02
0 0.68 -0.68 0.4624 0.68
2 3.4 -1.4 1.96 0.5764
15 11.9 3.1 9.61 0.8075
2 0.48 1.52 2.3104 4.8133
0 0.32 -0.32 0.1024 0.32
1 1.6 -0.6 0.36 0.225
5 5.6 -0.6 0.36 0.0642
Total 10.8301
C) LEVEL OF SIGNIFICANCE
Significant level ( ) = 5% = 0.05
D) DEGREE OF FREEDOM
Degree of freedom (df) = (row-1) x (column-1)
= (4-1) (3-1) = 6
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E) DECISION
Chi square value = 10.8301
Table value for 6 degree of freedom with significance 0.05 =12.592
Here calculated 2 is less than Tabulated 2. Hence we accept Null Hypothesis (H0) and reject
Alternative Hypothesis (H1).
INFERENCE:
From the above calculations it is clear that we must accept the null hypothesis and reject the
alternative hypothesis. This is because if the calculated value is less than the table value we
accept the null hypothesis. Hence there is no significant relationship between age of the
employees and wage structure of the organization.
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The chi square test is used to check the relationship between job satisfaction and satisfaction
with the existing welfare measures.
Table 26
Job satisfaction Total
Welfare
Highly Satisfied Moderately Dissatisfied
activities
satisfied satisfied
Highly 1 0 0 0 1
satisfied
Satisfied 0 2 1 0 3
Moderately 1 3 10 2 16
satisfied
Dissatisfied 0 6 13 11 30
Total 2 11 24 13 50
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A) SETTING HYPOTHESIS
Null hypothesis (Ho): there is no significant relationship between job satisfaction and
satisfaction with the existing welfare measures.
Alternative hypothesis (H1): there is significant relation between job
satisfaction and satisfaction with the existing welfare measures.
B) COMPUTING STATISTICS
2 = [ (Oi Ei) 2 ]
E
Oi = Observed Frequency Ei = Expected Frequency
Calculation of expected frequency

Expected value E = Row Total x Column Total
Total
Observed Expected Value (Oij-Eij) (Oij-Eij)2 (Oij-Eij)2/Eij
Value (Oij) (Eij)
1 0.04 0.96 0.9216 23.04

0 0.22 -0.22 0.0484 0.22
0 0.48 -0.48 0.2304 0.48
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0 0.26 -0.26 0.0676 0.26

0 0.12 -0.12 0.0144 0.12
2 0.66 1.34 1.7956 2.7206
1 1.44 -0.44 0.1936 0.1344
0 0.78 -0.78 0.6084 0.78
1 0.96 0.04 0.0016 0.0016
3 3.52 -0.52 0.2704 0.0768
10 7.68 2.32 5.3824 0.7008
2 4.16 -2.16 4.6656 1.1215
0 0.6 -0.6 0.36 0.6
6 6.6 -0.6 0.36 0.0545
13 14.4 -1.4 1.96 0.1361
11 7.8 3.2 10.24 1.3128
Total 31.7591
C) LEVEL OF SIGNIFICANCE
Significant level ( ) = 5% = 0.05
D) DEGREE OF FREEDOM
Degree of freedom (df) = (row-1) x (column-1)
=(4-1) (4-1) = 9
E) DECISION
Chi square value = 31.7591
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Table value for 9 degree of freedom with significance 0.05 =16.919
Here calculated 2 is more than Tabulated 2. Hence we reject Null Hypothesis (H 0) and accept
Alternative Hypothesis (H1).
INFERENCE:
From the above calculations it is clear that we must reject the null hypothesis and accept the
alternative hypothesis. This is because if the calculated value is more than the table value we
reject the null hypothesis. Hence there is significant relation between job satisfaction and
satisfaction with the existing welfare measures.
ANALYSIS USING
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WEIGHTED AVERAGE METHOD

Rating the factor that influence the trainer more effective
Table 27
Opinion of the respondent
Total
Recreational
Rank Rank Rank Rank
facilities
1 2 3 4
Club 1 3 15 31 50
Rest Room 12 35 2 1 50
Library 3 6 24 17 50
TV Room 34 6 9 1 50
Total 50 50 50 50
Calculating rank by using Weighted Average

RANK AND THEIR CORRESPONDING WEIGHTS
RANK 1 2 3 4
WEIGHT 4 POINTS 3 POINTS 2 POINTS 1 POINTS
S
Step1: Calculation of Weight Total

i.e., Weight total =1*4+3*3+15*2+31*1=74
Step 2: Calculation of Weighted Average

Weighted Average = (weight total / total no. of respondents)*100
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Step 3: Assigning Ranks

Ranks are assigned with respect to the ascending order of the weighted value,
Weighted
Waited ranks Total Rank
Options average
(1) (2) (3) (4)
Club 4 9 30 31 74 14.8 4
Restroom 48 105 4 1 158 31.6 2
Library 12 18 48 17 95 19 3
TV room 136 18 18 1 173 34.6 1
Total 500
INFERENCE:
From the given data of 50 respondents, we can come to the conclusion that most
of responses about the rating the recreational facilities that can boost employees satisfaction
level. We can use this aspects using weighted average and obtain rank as follows:
1. TV room
2. Restroom
3. Library
4. Club
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FINDINGS
1. The study reveals that most of the employees are female.
2. In the organization, majority of the employees comes under the age group above 40.
3. Through the study conducted it has been found that most of employees have below 5
years of service in the organization.
4. Majority of the employees said that they are dissatisfied with the working environment
of the organization.
5. Most of the employees moderately agree that employees welfare activities of the
organization give a feeling of safety and improve their performance.
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6. Majority are of the opinion that the lighting and ventilation facility provided by the
company is average.
7. All most all employees responded that pure drinking water in the organization is
satisfactory.
8. The study reveals that most of the employees are satisfied with the sanitary facilities of
the organization.
9. The study reveals that most employees rate the working hours as average one.
10. All most all the employees are moderately satisfied with the present medical facilities
provided.
11. Majority of the employees have moderately satisfied with the existing first-aid
services.
12. Most of the employees have the opinion that the existing leave policy is satisfactory.
13. Majority of the respondents has strongly agreed that the company provides maternity
leave to female employees.
14. Most of the employees are dissatisfied with their present job.
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15. From the study it was found that, majority of respondents are dissatisfied with the
wage structure of the organization.
16. As per the study most of the respondents have rated the overtime allowances and
bonus provided by the organization as average.
17. Most of the employees have dissatisfied with the ESI Scheme of the organization.
18. All most all employees disagree the statement that PF is effective.
19. Majority of respondents have said that while framing the welfare measures their
opinion is not considered.
20. The study reveals employees disagrees the statement that management solves all their
problems.
21. Most employees are of the opinion that mutual co-operation among superior,
subordinates and management needs improvement.
22. Most of the employees agree that the supervisor motivates employees to do their job.
23. The study shows that, most of the respondents are dissatisfied with the existing welfare
measures.
.
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24. The chi square test reveals that there is no significant relationship between age of the
employees and wage structure of the organization
.
25. The chi square test reveals that there is significant relation between job satisfaction
and satisfaction with the existing welfare measures
26. From the weighted average analysis, the respondents rank the the recreational facilities
that can boost employees satisfaction level, TV room, restroom, library, club
respectively.
SUGGESTIONS
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1. It is very important for the organization to improve their overall welfare activities in
order to increase their employees job satisfaction.
2. It will be good to have a library or reading room for the employees to acquire
knowledge and information.
3. As of now the wage structure is dissatisfactory to the employees, so organization must

put some measures to improve the same.
4. Organization must try to provide facilities like housing schemes, medical benefits, and
educational schemes to workers families for raising their standard of living. In this way
the employees will show more commitment towards work and thus increase their
productivity.
5. Further there is no recreation club or recreation activity in the organization in order to

get a mental relaxation and personal development of the labours. So as per the
employees requirement necessary step needs to be taken.
6. The management must undertake steps to improve the present ESI scheme of the
organization.
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7. The employee employer relation needs to be strengthened, so as the management must

need to provide due consideration to the labours while making decisions.
8. The working hours and working environment needs to be altered so that the employees
are satisfied.
9. The organization can improve the grievance handling system so that they can increase
the employee satisfaction.
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CONCLUSION
The project titled STUDY ON EFFECTIVENESS OF EMPLOYEE WELFARE

MEASURES IN DINESH FOOD PRODUCTS CO.OP.SOCIETY LTD helped me to know
better about the companys welfare activities. Researches of this kind help the organization to
identify main factors to be considered and various other parts which need improvement
Generally, welfare measures are recreational, medical, educational, housing,
sanitation and so on. Every organization provides the statutory welfare measures but some
organization provides some more welfare facilities to the employees so that they may retain the
employees and their quality of work life. By the result of improved quality of work life among
the employees and their involvement in job gets increased and results in increased productivity
of the organization. The organizations maintaining smooth relationship between workers and
management, which leads to attainment of organization efforts.
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87
With the help of a well structured questionnaire and with the support of HRD
staff at Dinesh, data was collected from the selected employees. Literature and records from
Dinesh were also reviewed. Data analysis was done on selected indicators and findings
reported with the help of tables and charts. This project work has assessed the employee
welfare measures and suggested modest improvements based on the findings.
It can be concluded that the Dinesh foods has followed to improve their present
welfare measures. This will always helps the employee to perform their task efficiently and
effectively in a good working environment. So let me thank each and everyone, for giving me
all the facilities for such a unique experience.
BIBLIOGRAPHY
Kothari C.R., Research Methodology

Venugopal K, Quantitative Techniques
Aswathappa K, Human Resource and Personnel Management
WEBLIOGRAPHY
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www.wikipedia.org
www.google.com
www.keraladinesh.com
QUESTIONNAIRE
Survey on Effectiveness of Labour Welfare Measures
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Dear Respondent,
I am Bindya Balakrishnan, doing MBA at School of Management Studies Vatakara. I
have been conducting a study about Effectiveness of Labour Welfare Measures at Dinesh
foods, Kannur.
So I humbly request you to respond to the questionnaire below. Your response would be
greatly useful in successful completion of this survey. Your responses will be used only for
academic purposes and will be kept strictly confidential.
Name:
Age: Above 40 25-40 Below25
Gender: Male Female
Education: SSLC HSC Diploma UG PG
Experience: Below 5 yrs 5-10 Above 10
1) How do you rate the Working Environment of the Organization?

Highly Satisfactory
Satisfactory
Dissatisfactory
Highly Dissatisfactory
SMS Vatakara
90
2) Do you agree with the statement employee welfare activities of the organization give a
feeling of safety and improve your performance?
Strongly agree
Agree
Moderately agree
Disagree
3) State your opinion about the lighting and ventilation facilities provided by the company?
Very good
Good
Average
Poor
4) Are you satisfied with the pure drinking water in your organization?
Highly Satisfactory
Satisfactory
Dissatisfactory
5) Are you satisfied with the sanitary facilities?
SMS Vatakara
91
Highly satisfied
Satisfied
Moderately satisfied
Dissatisfied
6) How do you rate the medical benefits provided by the Organization for the employees?
Highly satisfactory
Satisfactory
Moderately satisfactory
Dissatisfactory
7) Are you satisfied with the first AID services in the organization?
Highly satisfied
Satisfied
Dissatisfied
8) What do you think about the working hours of the Organization?

Very good
SMS Vatakara
92
Good
Average
Poor
9) How do you rate leave policy of the Organization?

Highly Satisfactory
Satisfactory
Dissatisfactory
10)Whether the company provides maternity leave to female employees?

Strongly agree
Agree
Moderately agree
Disagree
11)Are you satisfied with your present job?

Highly satisfactory
Satisfactory
SMS Vatakara
93
Dissatisfactory
12)Are you satisfied with the present wage structure of the organization?
Highly satisfied
Satisfied
Dissatisfied
13)How do you feel the overtime allowances and bonus provided by the organization?
Very Good
Good
Satisfied
Poor
14)State your opinion about the ESI Scheme provided by the organization?
Highly Satisfactory
Satisfactory
SMS Vatakara
94
Dissatisfactory
15)Provident Fund provided by the company is effective?

Strongly agree
Agree
Moderately agree
Disagree
16)Does the employees opinion considered while framing welfare measures?

Highly Considered
Considered
Moderately Considered
Not Considered
17)Do you agree with the statement the management solve all your grievances?
Strongly agree
Agree
Moderately agree
Disagree
SMS Vatakara
95
18)Is there any mutual co-operation among your superior, subordinates and management?
Excellent
Good
Satisfactory
Need Improvement
19)Your supervisor motivates you to do your job Do you agree?

Strongly agree
Agree
Moderately agree
Disagree
20)Are you satisfied with the existing welfare measures in the organization?
Highly Satisfactory
Satisfactory
Dissatisfactory
21)Please rate the following recreational facilities that can boost your satisfaction level
accordingly.
SMS Vatakara
96
Particulars RANK 1 RANK 2 RANK 3 RANK 4

Club
Rest Room
Library
TV Room
22)Give your suggestion about overall welfare activities in Dinesh foods?

...

SMS Vatakara
97

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Effectiveness of employee welfare measures in

Dinesh foods, Kannur

INTRODUCTION OF THE STUDY

The project entitled A study on the effectiveness of employee welfare measures

FOOD INDUSTRIES OF INDIA

Food Processing Industry

The most promising sub-sectors include soft drinks, bottling confectionery

Since the mission of the KDBWCCS is up liftment of weaker section in the

Their mission is to create a memorable experience by exceeding yours

Dinesh curry powder is an incomparable combination of the spices ground

Verities of Curry Masala are:

4. JAM AND SQUASH:

Varieties of Jam are:

Packing 200 ml, 1 Liter

Phone Numbers : 04972701699, 04972706883

Production Human Resource Marketing Finance

Curry Powder Supervision Sales Accountant

Food Processing Clerk

DEPARTMENTATION OF DINESH FOODS

Departmentation can be defined as the process of grouping of activities in to units

HUMAN RESOURCE DEPARTMENT

Personal Management is one of the most complex and challenging field of

According to Edward Flippo, Personnel Management is the planning and

FUNCTIONS OF PERSONAL DEPARTMENT

In Dinesh Foods, there is a specialized department known as personnel and

1. Selection, Placement, Training and Evaluation of performance of employees in the

2. Maintaining attendance record of staff and workers

3. Payment of employees wages and Salary

4. Employee welfare and motivation

Happy employees mean a healthy organization. HR Department conducts various

5. Labour management relations

Various welfare schemes in regional agro industrial development corporation are:

Classification of Human Resources

Among all functional area of management, production is considered to be crucial

PRODUCTION PLANS IN DINESH FOODS

PRODUCTION DEPARTMENT STRUCTURE KANHIRA

HELPERS SKILLED WORKERS PACKING

PRODUCTION DEPARTMENT STRUCTURE THOTTADA

PICKLE UNIT FRUIT UNIT COCONUT MILK

WORKERS WORKERS WORKERS

Labour welfare is an important facet of industrial relations, the extra dimension,

To study the existing welfare measures adopted by the organization

Research methodology is a systematic way to solve research problems.

PERIOD OF THE STUDY

It is the method of selecting the sample, in other words is a definite plan

TOOLS FOR DATA ANALYSIS

SCOPE OF THE STUDY

LIMITATIONS OF THE STUDY

Need for welfare work:

1. The conditions under which work is carried on or no congenial for health.

Features of Employee Welfare

Employee welfare is a comprehensive term including various services, facilities and

Employee welfare is an essential part of social welfare. It involves adjustment of an

Welfare measures may be both voluntary and statutory.

Importance of Employee Welfare

Social advantages of welfare of workers

Merits of welfare measures:

TYPES OF WELFARE MEASURES

B) THE MINES ACT,1952 AND THE MINES RULES

C) THE PLANTATION LABOUR ACT, 1951

D) THE MOTOR TRANSPORT WORKERS ACT, 1961

E) THE CONTRACT LABOUR ACT, 1970

Rest rooms or other suitable alternative accommodation where the contract