CHAPTER 1

INTRODUCTION

1
1.1 BACKGROUND OF THE STUDY

Labour welfare refers to those activities of employers which are directed towards
providing the employees with certain facilities and services in addition to wages and salaries.
They are not a form of employer goodwill or charity to the workers but are facilitative service
to maintain the morale of the workers to ultimately achieve the objective of the organization.
It is not only in the interest of the employees to be provided with necessary medical benefits,
recreation facilities and fringe benefits but also in the interest of the organization itself
because employees feel satisfied if they are necessary for the health of the organization. Since
they bear close connection with undertaken by any of the three agencies employee trade
unions and government for the physical and mental development of the workers.

The importance of labour welfare was recognized as early 1931, when the royal
commission on labour started than the benefit which go under a great importance to the
worker who is unable to secure by himself. The scheme of labour welfare may be regarded as
a ‘wise investment’ which should usually does bring a profitable return in the form of greater
efficiency. The role of management in providing employees benefits and services adequately
is very significant because they are likely to further goal of organizational maintenance by
contributing to the general satisfaction of employee and generating in them a sense of
security and high morale and thus minimizing internal stress within the organization.

Labour welfare is a dynamic concept; it varies from time to time and from place to
place. The growth and development of national economy will profitably affect the living
standard and the welfare amenities of the people. According to the International Labour
Organization, labour welfare means, such services, facilities and amenities as adequate
canteen, rest and recreation facilities arrangements for travel to and from work and for the
accommodation of workers employed at a distance from their houses and such other services,
amenities and facilities as contribute to improve the condition under which the workers are
employed.

1.2 NEED AND SIGNIFICNCE OF THE STUDY

Every organization provides the statutory welfare measures for their employees but
they don’t enough to provide basic facilities to the contract labours. Generally welfare
measures are recreational, medical, educational, housing, canteen, sanitation and so on. If the
labour gets adequate facilities and if he is satisfied with that, it will result the employees

2
quality of work life. By the result of improved quality of work life among the workers and
their involvement in job gets increased and results in increased productivity of the
organization.

1.3 STATEMENT OF PROBLEM

Employee is not only an asset to employer but also serves to raise the standard of
industry and manpower in the country. The employee welfare facilities may be regarded as
worth investments which bring profitable return in the form of increased efficiency and
productivity to the organization. Satisfaction is a positive state of mind which is directly
related to morale of employees which enhances commitment to the organization as well as
the work also. The positive attitude boost up the employee to perform well again and again.

Labour problems are of primary importance to almost all the countries of the world,
majority of the population is engaged in production and depends on production for their
livelihood. A satisfied and contented labour force has the basic, for the development of any
organisation. The role of management in providing employee welfare services adequately
very significant, because they are likely to further the goal of organisational maintenance by
contributing them a sense of security and high morale and thus minimizing the internal stress
within the organisation.

1.4 OBJECTIVES OF THE STUDY

 To identify the welfare measures of KMML.

 To analyse the satisfaction level of employees in the welfare benefits provided by the
organisation.
 To ascertain the needs and expectations of the employee towards the various schemes
offered by KMML.
 To examine various factors which influence employee morale.

1.5 SCOPE OF THE STUDY

The study access the effectiveness of employee's welfare benefits adopted by KMML
Ltd. The data collected may vary according to the response of the employees. It may help to
increase more welfare benefits as per the requirement of employer and employees. This
project throws light on the welfare measures provided in KMML. It also reveals the
awareness and satisfaction of employee with welfare scheme.
3
1.6 LIMITATIONS OF THE STUDY

 The topic under review is vast and requires an in-depth evaluation which could not be
undertaken due to time constraints.
 The delicacy and fear on the part of responsible officers of the company to part with
the officials information is yet another limitation,
 The general limitation of primary data source is that the unwillingness of officers to
disclose certain information.
 Only 50 respondents are selected for the study due to time constraints.
 The duration of the time for the study was limited and hence elaborated and survey
was not under taken.

1.7. ORGANIZATION OF THE REPORT

 Chapter one introduction deals with the Background of the study, Problem statement,
Need and Significance of the study, Scope of the study, Objectives of the study,
Limitations of the study.
 Chapter two literature review deals with identify and reviews previous and relevant
work done on the topic.
 Chapter three theoretical framework deals with review of theories related to the topic.
 Chapter four research methodology deals with Objectives, Hypothesis, Research
Design, Source of data, Primary data, Secondary data, Population, Sample design,
Sample size, Sampling method, Method of Data Collection, Drafting a questionnaire,
Pilot survey, Data Analysis techniques.
 Chapter five data analysis deals with data analysis and interpretation.
 Chapter six deals with findings of the study.
 Chapter seven recommendation deals with appropriate recommendations of the study
 Chapter eight concluding the study.

1.8 INDUSTRY AND COMPANY PROFILE

THE KERALA MINERALS AND METALS LIMITED (KMML):

The Kerala Minerals and Metals Ltd. (KMML.) is a public limited company in India,
having monopolistic nature in Titanium Dioxide (Rutile) pigment (Ti02) industry in the
country. An overview of the company is dealt with in this chapter.

4
Origin of the Company

Kerala has the richest and one of the most extensive heavy mineral deposits which
contain high percent of Titanium. The deposits stretch from sea cost of Neendakara to
Kayamkulam an approximate 20 km in length and 500 m – 2 km breath in a total area of
1570.6490 hectares. The first full-fledged mineral industry was established in 1932 by M/s F
X Pereira and Son’s Pvt. Ltd, the forerunner to KMML. They are involved mainly in mineral
separation technology. J.C.A. Pereira, a private entrepreneur who established the company
constantly tried to improve the technology which was very costly. Gradually the company
found itself in financial crisis. Ownership of the company subsequently changed hands three
times, after which in 1956 it was taken over by the Government of Kerala and placed under
the control of the industries department, and continued under the name FXP minerals. The
state recognized the potentiality of this natural resource and the necessity of exploiting it.
The unit was subsequently converted as a limited company in 1972 by the name of „The
Kerala Minerals and Metals Ltd.‟ with the objectives of better utilisation of mineral wealth
found along the sea coast of Kollam and Alappuzha Districts, generation of growth and
employment in the state in general and the local area in particular. The company took over
the assets and liabilities of FXP minerals. The Kerala Minerals and Metals Ltd., a state
Government undertaking is world’s first fully integrated Titanium Dioxide Plant. It is India’s
only producer of Rutile grade Titanium Dioxide by chloride route. The construction of
titanium dioxide pigment using chloride technology began in 1979, and was commissioned in
1984 as the first and only integrated titanium dioxide plant in the world. The company
maintains quality systems as per ISO 9002-1994. KMML‟s state of the art of factories
located at Sankaramangalam and Kovilthottam (Kerala, India) have access to world’s richest
mineral beaches. Branded KEMOX, the Titanium Dioxide produced by the company is in
great demand in the world market. The KMML is the first and only manufacturer of Rutile
grade Titanium Dioxide in collaboration with international giants like Benelite Corporation
of America, Woodall, Duckham – U.K., KERRMCGEE Chemical Corporation U.S.A. These
companies gave their support to KMML on a global level. Access to one of the world richest
mineral deposits helps KMML to retain its leadership in the manufacture of quality products.
KMML‟s Titanium pigments are reputed for their high degree of gloss, tint retention
capabilities and ease of dispersion.

5
INDUSTRY PROFILE

Industries play a significant role in almost every economy. Industrial development has
been accorded great importance in Indian planning on account of industrial development. The
credit for recognizing the existence of titanium goes to Rev. William Gregor who found
traces of black magnetic sand unfamiliar to him. But it was M.H. Klapoth who discovered
Titanium. He examined rutile and identified it as an oxide of a metal and named it as
“Titanium” after “Titan” of Greek mythology. The first commercial production of titanium
was an alloy additive to iron steel when ferro alloys were developed in U.S.A. in the year
1906. A decade later Titanium Dioxide pigment (TiO2) was produced on a commercial
scale. Ilmentie is the basic raw material used for producing Titanium Dioxide pigment. Rutile
of beneficiated Ilmenite is used for welding electrodes used in the manufacture of titanium
salts and titanium metal. Currently there are four units in India engaged in the manufacturing
of Titanium Dioxide Pigment with a total combined capacity of 44560 metric tons per
annum. These units are:-

1. The Kerala Minerals and Metals Limited, Chavara, Kollam

2. Travancore Titanium Products, Trivandrum

3. Kilburn Chemicals Ltd., Chennai

4. Kolmark Chemicals Ltd., Kolkata

Major Titanium Dioxide manufactures in the world are:

1. Eldupontde Nemourous & Co. Inc. U.S.A.

2. Millenium Inorganic Chemicals.

3. Huntsman Tioxide, a joint venture between Huntsman and ICIPIC.

4. Kerr-McGee Chemical Corporation – U.S.A.

5. Kronos Titan, Nordenhjam, Germany.

6. Ishiharo Sangyo Karsha – Japan.

7. Sachtleben, Germany.

8. National Titanium Dioxide Company, Saudi Arabia.

6
9. Kemira – Finland.

10. Woodall – U.S.A.

COMPANY PROFILE

The history of the beaches of Sankarmangalam and nearby areas is inextricably

intertwined with the history of the precious beaches and KMML. Precious, as was discovered
in 1909 by the German scientist Dr. Schomberg who found traces of monazite in the sand
flakes on the imported coir from Sankaramangalam. The beaches with a wealth of rare earth
minerals became the centre of scientific attraction.

By 1932, a visionary private entrepreneur established the F. X. Perira and Sons

(Travancore) Pvt. Ltd, the forerunner to KMML. During the course of time, KMML changed
hands three times over. In 1956 it was taken over by the state government and was placed
under the control of the industries department. The unit was subsequently converted as a
limited company in 1972 by the name of “The Kerala Minerals and Metals Limited” with the
following broad objectives. They are as follows:

1. Optimum utilisation of mineral wealth found along the sea coast of Kollam-Alappuzha
Districts.

2. Large scale generation of employment in the state in general.

3. Overall growth and development of the local area in particular and the state in general.

MISSION OF KMML.

(1) To become the nodal agency for promoting and establishing mineral based industries in
the state to ensure value addition and effective and controlled exploitation of mineral
reserves.

(2) To develop adequate supply base for the services and utility for development of the
mineral based industries.

(3) To create more awareness about corporate social responsibilities for chemical industries
in the state.

(4) To become the leader in controlling Green House Gas Emission so as to promote the
concept of green earth.

7
VISION OF KMML.

The vision of KMML is to become world class producer of minerals and based value added
products.

KMML PRODUCTS

KMML always maintains high standards of perfection, achieving technical excellence

in every phase of production. Catering to strict guidelines, KMML offers a wide range of
products for quality conscious customers. The products go into the manufacture of a variety
of products used in everyday life. Dress materials, facial creams, tablets, newsprints, wood
paints, emulsions, enamels, plastics, tooth paste, rubber products, cosmetics, and printing ink
– All contain titanium dioxide.

• Titanium Dioxide Pigment

• Magnesium Chloride

• Nano Titanium Dioxide Pigment (Rutile)

• Titanium Tetra Chloride

• Ilmenite

• Monazite

• Sillimenite

• Zircone

• Leucoxene

• Rutile

• Titanium Sponge

8
 CHAPTER 2

LITERATURE REVIEW

9
 2. LITERATURE REVIEW

Labour plays a very important role in the industry production of the country. The human
resource management is really concerned with the management of the people at work. It is
necessary to secure the co-operation of the labour force in order to increase the production
and earn higher profit. The co-operation of labour force is only possible when they are fully
satisfied of their employees and working conditions on the job. In the past industrialist and
employers believed that their duty towards their employees was to pay wages and salaries. In
course of time with the introduction of the concept of HRM psychological researches
convinced them that the workers required something more important.

l. K Srikanth, Thc productivity of an organization is dependent on occupational health

and well-being, 2004. The productivity of an organization is dependent on occupational
health and employee wellbeing. The researcher concluded the research addressing
occupational health and employee wellbeing concentrating on four major organizational
psychology, job insecurity, work hours, control at work and managerial style. The heightened
pressure can impact their behaviour towards employees.

2. S.K Srivastava (2004), Impact of labour welfare on employee attitudes and job
satisfaction. lf the management goes on working for welfare of labours, the labours feel
satisfied with their job and get the motivation towards their work. For two hundred workers
were selected from private and public sector with the help of incidental sampling method and
both the sectors have been taken from Kanpur city. The researcher attempted to assess the
quality labour welfare activities ; measure the degree of job satisfaction of workers provided
with labour welfare facilities in private and public sectors and evaluates the attitudes of
workers towards management in both the sectors,

3. Goyal (1995) studied the awareness of Labour Welfare and Job Satisfaction. The
study analysed the impact of labour welfare measures on job satisfaction in the textile
industries in Punjab, the extent of awareness and implementation of labour welfare measures
among workers and the extent to which these measures have been successful to improve the
workers lot. Further the study critically assessed the problems and suggested ways to improve
the implementation of labour welfare measures. In her research a comparative study was
made between six cotton textile industries in Punjab belonging to the private, public, and co-
operative sectors.

10
4. Sumithi Rcddy, HRM REVIEW- Employee health and wellness, (2006), Employee
health and wellness is a key concern for employees and employees alike. Intense competition,
tendency for a more materialistic life and intensification of work due to modem production
and processing technology are some of the factors contributing towards an imbalanced life
style. Unless conscious measures are taken relating to health and wellness, it will lead to loss
of productivity and working days and loss of valuable talent.

5. Kirabakaran, A study was conducted on welfare measures, (1996), A study was

conducted on welfare measures by his finding are as follows Dunlop India Ltd, has
undertaken a number of welfare measures in addition to statutory provision. Majority of the
worker s and staff are satisfied about the welfare facilities provided by the concern.

6. S. Kumar, A study on the labour welfare measures in AFT Ltd Pondy, (1993). The
author concluded the objective of the study is to find out the welfare facilities provided on the
AFT and the employees suggestion and opinion about welfare measures by using structured
questionnaire and by concluding personal simple random sample for a sample of hundred.
The study revealed the welfare measure provided by the company was adequate except for a
few systems like housing scheme and pension scheme.

7. Johri C K and Sharma D. I, Financing and administration of labour welfare,( I 995).

Sri Ram centers for industrial relation 1968, New Delhi analysis on the lines of important
aspects to be much more deficient is considered as a favour by the employer to employee in
terms of providing facilities like having education and recreation. R Najeed (1996),
"labour welfare measures in Tanjore Corporatinn Spinning Mills, Manalmedu". The main
objective of his study is to identity the worker welfare measure and to analysis the problem
in the implementation of the welfare measures to identify the need for improved working
condition. Labour welfare may be viewed as total concept, as a social concept and as a
relative concept.

8. Robert. Employee welfare in general (2004). According to Robert, the benefits that an
employee must receive from his or her company. Iike allowances, housing tor those
companies who provides, transportation, medical, insurances, food and some other way
where the employee has rights to demand.

9. Misra.K.K (1974), Labour Welfare in Indian Industries, Meerut,

Meenakshiprakashan, Misra ( 1974), carried out a research aimed at sociological analysis of

11
the labour welfare problems of sugar industry. The analysis was based on the first hand data
collected from the sugar factories of Eastern Uttar Pradesh. The study found that the
conditions of work in sugar factories of eastern region of Uttar Pradesh were not very
satisfactory particularly in respect of safety measures, cleanliness, sanitation, latrine facilities,
drinking water, rest rooms, etc. It also points out that the provisions for leaves and Holidays,
lighting, housing, medical and education are far from satisfactory.

10. Pond James (1991) 12 in his article titled "Exploring Options in Employee services",
He reports that with the growing emphasis on keeping employees comfortable and happy,
many firms are providing their workers with more than a traditional benefits package. One
perquisite that is often provided is an on-site food service. Other services include on-site
fitness centers, day-care facilities, and small retail establishments such as stationery stores.
Some firms even provide health care in the home for employees, children or elderly parents.
Not every firm will be able to provide its employees with every one of the services, but those
companies that can provide one or more of the amenities will benefit from higher
productivity, lower turnover and improved morale.

11. Yakushev (1991) 11 in his paper titled "New Approaches to Social Security
Provision in the USSR", He states that social security plays an important social and
economic role in the USSR. In order to improve social security provisions, it is necessary not
only to increase expenditure substantially, but to ensure better organization not only to raise
the level of minimum social protection for needy persons, but also to overcome leveling
effects in the system. To achieve a more efficient distribution of resources, it is necessary to
eliminate the existing imbalance between financing and expenditure and to establish the
closest Possible correspondence between the value extracted from particular categories of
workers and the social protection they receive in return. The Soviet Pensions Act, 1990 does
away with the regressive method of basing pensions on wage scales. The Draft Fundamental
Principles, set forth by the Ministry for Labour and Social Affairs, will helpto establish a
number of social security principles.

12. Speamerfam (2011) describes that hiring the best talent for the organization is the job of
HR department. Significant amount of planning is required for all this in order to put
attractive advertisement to attract talented candidates. Afterwards, job descriptions and job
specifications are put forward to provide details relevant to the work. The responsibilities to
handle in a particular job, required qualifications, technical and other needed skills. In human

12
resource planning, turnover I · ate of employees is also forecasted. Lastly, interviews are
done and candidates are selected to whom training is provided so that they conduct all their
job activities very well. This effective working motivates the employees and reduces the
turnover rate of employees. Also, the administrative activities of HR department such as
performance appraisal. Employee compensation management need proper planning and
management of all the functions.

13. Srimannarayana and Srinivas (2005) conducted a study titled Welfare Facilities in a
Cement Plant : Employees Awareness, Utilization And Satisfaction which analysed welfare
facilities provided by the plant, its administration and examined the extent of Awareness,
utilization and satisfaction of the employees with the welfare facilities. For the purpose of the
study a private cement plant located in rural India was selected. The sample of the study
constituted officers in the personal department (management) and 97 random samples of 100
worker's covering 50 monthly rated employees and 50 daily rated employees. A schedule was
administered to the sample to collect their viewpoint on welfare.

14. Craft (1980), Employee welfare measures owns a significant role in deciding and
specifying the characteristics of applicants, in order to select the best fit that organization
looks for.

15. Kumar (2003) the study on labour welfare was on workers in selected medium scale and
large scale units equally drawn from public and private sectors in Haryana. A representative
sample of 12 units was selected from these industries in Haryana. The objective of the study
was to ascertain the level of awareness, the extent of implementation and utility of selected
labour laws among the workers in the selected units. A comparison was made of the
awareness, implementation and utility of selected labour laws in the public and private
sectors chosen for the study.

13
Quotes about employee welfare

 We should measure welfare's success by how many people leave welfare, not by how
many are added.

-Ronald Reagan

 It is a general popular error to suppose the loudest complainers for the public to be the
most anxious for its welfare.

-Edmund Burke

 Anyone who can walk to the welfare office can walk to work.

-Al Capp

14
 CHAPTER 3

THEORETICAL FRAMEWORK

15
3. THEORETICAL FRAMEWORK

Welfare is the provision of a minimal level of well-being and social support for
citizens and other eligible residents without sufficient current means to support basic needs.
In most developed countries, welfare is mainly provided by the government from revenue,
and to a lesser extent by NGOs, charities, informal social groups, religious groups, and inter-
governmental organizations. social security expands on this concept, especially in welfare
states, by providing all inhabitants with various social services such as universal healthcare,
unemployment insurance, student financial aid (in addition to free post-secondary education),
and others. In its 1952, the International Labour Organization (ILO) defined the traditional
contingencies covered by social security.

Labour welfare activities in an industrialized society has far reaching impact not only
on the work force but also all the facets of human resources. Labour welfare includes all such
activities, which not only secures existential necessities but also ensures improvement in
spiritual and emotional quotient. It comprises of short term and long terms goal toward
building a humane society. As labour welfare is a dynamic concept, changes in its principles
activities and the rationale supporting them have not been static. They closely follow the
stages of advancement of the industrialized society from police Theory to Functional Theory.
Accordingly principles for successful implementation of labour welfare activities ranges from
adequacy of wages to impact on efficiency as well as transformation of personality in nut
shell.

EMPLOYEE WELFARE: CATALYST FOR ORGANIZATION'S SUCCESS

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.

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3.1 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. It is apt to state that a company
is as good as her employees. A personnel manager once said ;"Employees who believe that
management is concerned about them as a whole person-not just as an employee-are more
productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers
which leads to profitability. "

1. Compliance

As an owner, you are required by law to provide certain benefits for the welfare of
your employees. You may have to match the Social Security taxes your employees pay and
obtain a worker's compensation insurance policy. If you terminate an employee, you may
have to funds to extend his health insurance.

2. Hiring and Retention

The benefits an employee receives from his employer for his welfare are often a
significant reason why he decides to accept a job offer. As such, providing employee benefits
allow you to compete with other businesses to recruit and retain qualify employees. If other
employers offer better benefits, good employees may choose to go there. This is one of the
many reason why many employees do not stay long in some organizations, they are treated as
slaves which is very bad. Endeavour them to treat your employees exactly as you want to
treat your best customers.

3. 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 cover age and preventative care, employees
are more likely to stay healthy, cutting down on absenteeism and sick days.

4. 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 and

17
professional growth. Investing in employees pays dividends in terms of higher productivity
and greater loyalty

5. 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.

3.2 SCOPE OF LABOUR WELFARE

A perusal of the definitions indicates that the term labour welfare is a very
comprehensive concept and is wide in its scope. It includes in its fold all efforts in the form
of amenities and activities which vary from place to place, industry to industry and time to
time. Labour welfare activities are broadly classified as (I) statutory, (ii) non-statutory or
voluntary and (iii) mutual. Labour welfare activities is combinations of various steps, the
cumulative effect of which is to grease the wheels of industry and society. Sound industrial
relations can only be based on human relations and good human relations dictate that labour
being, human being should be treated humanely which includes respect for labour dignity,
fair dealing and concern for the human beings physical and social needs. In any industry good
relations between the management and workers depend upon the degree of mutual
confidence, which can be established. This, in turn, depends upon the recognition by the
labour of the goodwill and integrity of the organization in the day to day handling of
questions which are of mutual concern.

The basic needs of a labour are freedom from fear, security of employment and
freedom from want. Adequate food, better health, clothing and housing are human
requirements. The human heart harbours secret pride and invariably responds to courtesy and
kindness just as it revolts to tyranny and fear. An environment where he is contended with his
job, assured of a bright future and provided with his basic needs in life means an atmosphere
of good working condition and satisfaction to labour. Labour welfare activities are based on
the plea that higher productivity requires more than modem machinery and hard work. It
requires co-operative endeavour of the parties, labour and management. This is possible only
when labour is given due importance and human element is taken into account at every stage.
The worker has a fund of knowledge and experience at his job. If rightly directed and fully

18
used, it would make a great contribution to the prosperity of the organization. This can only
be achieved through satisfaction of the labour as the worker feels that he is an active
participant in the production process, and he does at most for increasing the production and
its productivity.

3.3 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.
 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
employees work life and family life to the community or social life.
 Welfare measures may be both voluntary and statutory.

3.4 OBJECTIVES OF LABOUR WEI.FARE ACTIVITIES

The object of welfare activities is to promote economic development by increasing

production and productivity. The underlying principle is to make the workers given their
loyal services ungrudgingly in genuine spirit of co-operation, in return for obligations,
voluntary and compulsory, accepted by the employee towards the general well-being of the
employees.

Improving the efficiency of the labour is another objective of labour welfare

activities, Efficiency gives double reward, one in the form of increased production and the
other in the shape of higher wages due to achievement of higher productivity. Welfare
activities add to their efficiency and efficiency in turn help the worker to earn more wages.
Therefore, welfare activities in an organization are twice blessed. It helps the employer and
the employee both.

Another objective of welfare activities is Io secure the labour proper human

conditions of work and living. Working conditions of organization may be led by an artificial
environment which features are dust, fumes, noise, unhealthy temperature, etc. It is generally
found that these conditions impose strain on the body.

19
 The welfare activities are done to minimize the hazardous effect on the life of the
workers and their family members. It is the duty of the employer to see these human needs. ir
welfare activities are viewed in this light, it can be seen that they are guided by purposes of
humanitarian and social justice.

The next objective of welfare activities is to add in a real way to the low earning of
the labour. The facilities are provided to supplement the income of the workers by services
such as housing, medical assistance, school, co-operative, canteens, stores, play grounds etc.

Thus, the objective of activities are to promote greater efficiency of the workers,
assure proper human conditions to the worker s and their family members, supplement their
wages in monetary teams, give more real wages and foster better industrial relations.

3.5 HOW TO DEVELOP AN EFFECTIVE EMPLOYEE WELFARE

PROGRAM

 Conduct employee surveys to understand their needs and expectations

 Identify key areas of building skills and engagement and facilitating trainings for the
same
 Propose solutions for personal upkeep, family uplifting and future security
 Create opportunities for greater synergies between the management and employees
 Conduct impact assessments and feedback surveys.

3.6 TYPES OF EMPLOYEE WELFARE

A comprehensive list of welfare activities on labour welfare into two broad groups, namely.
1. Welfare measures inside the work place ; and

2. Welfare measures outside the work place.

1. WELFARE MEASURES INSIDE THE WORK PLACE

a) Conditions of the work Environment

 Safety and cleanliness : attention to approaches.

 Housekeeping
 Workshop sanitation and cleanliness.
 Control of effluents

20
  Convenience and comfort during work
 Distribution of work hours
 Workmen's safety measures
 Supply of necessary beverages
 Notice Boards

b) Conveniences

 Provision of drinking water

 Urinals and bathrooms
 Provision for spittoons
 Canteen services
 Rest rooms and reading rooms

C) Worker's Health Services

 Factory health center

 Dispensary
 Ambulance
 Emergency aid
 Health education

d) Women and Child Welfare

 Services Creche and child care

 Separate services for woman workers
 Family planning

e) Workers recreation

Indoor games ; strenuous games to be avoided during intervals of work

f) Economic services

 Cooperatives, loans, financial grants

 Thrift and savings schemes
 Unemployment insurance
 Profit sharing and bonus schemes
 Gratuity and pension

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g) Labour management participation

 Formation and working of various committees

 Workmen’s arbitration council
 Research bureau

h) Workers education

 Reading room
 Library
 Adults education
 Daily news review
 Factory news bulletin

2, WELFARE MEASURES OUTSIDE THE WORK PLACE

a. Water, sanitation, waste disposal.

b. Roads, lighting, parks, recreation, playgrounds.

c. Schools : nursery, primary, secondary and high school.

d. Markets, cooperatives, consumer and credit societies.

e. Bank

f. Transport

g. Communication : post, telegraph and telephone.

h. Health and medical services : dispensary, emergency ward, outpatient and in-patient care,

family visiting, family planning

1. Recreation : games ; clubs ; craft centers ; cultural programmers

j. Watch and ward security.

k. Administration of community services and problems.

Welfare facilities may also be categorized as

(a) intra-mural and

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(b) extra-mural

a) Intra-mural facilities

Intra-mural activities consist of facilities provided with in the factories and include
medical facilities, compensation for accidents, provision of creches and canteens, supply of
drinking water, washing and bathing facilities, provision of safety measures, activities
relating to improving conditions of employment, and the like.

b) Extra-mural facilities

Extra-mural activities cover the services and facilities provided outside the factory
such as housing accommodation, indoor and outdoor recreational facilities, amusement and
sports, educational facilities for adults and children, and the like. It may be started that the
welfare activities may be provided by the employer, the government, non-government
organization and the trade unions.

3.7 BENEFITS OF EMPLOYEE WELFARE

A) BENEFITS TO WORKERS

 Provide better physical and mental health to the workers and make them happy.
 Welfare activities like housing, medical benefits, education, and recreation facilities
for the workers families to help them to create dedicated workers.
 Improvement in mental, intellectual and cultural conditions of life protected workers
from social evils like drinking, gambling etc.

B) BENEFITS TO EMPLOYERS

 Increase employee productivity and efficiency.

 Improve the goodwill image of the enterprise.
 Improve industrial relations and maintain industrial peace.
 Reduce employees turn over and absenteeism.

C) BENEFITS TO SOCIETY

Labour welfare is also in the interest of larger society because the health, efficiency
and happiness of each individual represent the general well-being of all. Wee housed, well

23
looked after labours is not only an asset to the employers but server to raise the standard of
industry and labour in the country.

3.8 THEORIES OF EMPLOYEE WELFARE

1) POLICING THEORY

According to this view, the factory and other industrial workplaces provide ample
opportunities for owners and manager s of capital to exploit worker s in an unfair manner.
This could be done by making the labour work for long hours, by paying workers low wages,
by keeping the workplaces in an unhygienic condition, by neglecting safety and health
provisions, and by ignoring the provision of elementary human amenities, such as drinking
water, latrines, restrooms and canteens. Clearly, a welfare state cannot remain a passive
spectator of this limitless exploitation. It enacts legislation under which managements are
compelled to provide basic amenities to the workers. In short, the state assumes the role of a
policeman, and compels the manager s of industrial establishments to provide welfare
facilities, and punishes the non-complier. This is the policing theory of labour welfare.

2) 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 deeds
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 and crèches. The
atonement aspect of the religion theory implies that the present disabilities of a person are the
result of the sins committed by him/her previously. There is the story of a big aim employer
who firmly held the belief that the provision of welfare facilities for workers was outside the
duties of the management. Whatever he did provide was under government compulsion and
supervision. It so happened, however, that the children born to him died as soon as they were
born. Later, his own health suffered. Felt that, as a compensation, or expiration or even as an
investment in a good deed should liberally contribute to the crèche in the factory & as well as
to other child-welfare institutions and also to medical services for his workers. Consequently,
in this particular factory, there came to exist an excellent creche and a well-organized
dispensary.

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3) PHILANTHROPIC THEORY

Philanthropy means affection for mankind. The philanthropic theory of labour welfare
refers to the provision of good working conditions, creches and canteens out of pity on the
part of the employers who want to remove the disabilities of the workers. Robert Owen of
England was a philanthropic employer, who worked for the welfare of his workers. The
philanthropic theory is more common in social welfare. Student hostels, drinking water
facilities, the rehabilitation of crippled persons, donations to religious and educational
institutions, and so forth are examples of philanthropic deeds.

4) PATERNALISTIC THEORY

According to the paternalistic theory, also called the trusteeship theory, of labour
welfare. The industrialist or the employer holds the total industrial estate, properties and the
profits accruing from them, in trust. Several reasons, such as low wages, lack of education,
and so forth the workers are at present unable to take care of themselves. They are, therefore,
like minors, and the employers should provide for their well-being out of funds in their
control. The trusteeship is not actual and legal, but it is moral and, therefore, not less real.

5) PLACATING THEORY

This theory is based on the assumption that appeasement pays when the workers are
organized and are militant. 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.

6) 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, creche and other amenities, make a good impression on
the workers, visitors and the public. Some employers proudly take their visitors round the
plant to show how well they have organized their welfare activities.

7) 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

25
congenial, they will work efficiently. Welfare work is a means of securing, preserving and
increasing the efficiency of labour.

8) 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 conditions of the society in addition to improving the condition of its employees. Labour
welfare. As mentioned earlier, is gradually becoming social welfare.

3.9 PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF

WELFARE ACTIVITIES

The success of welfare activities depends on the approach which has been taken into
account in providing such activities to the employees. Welfare policy should be guided by
idealistic morale and human value. Every effort should be made to give workers/employees
some voice in the choice of welfare activities so long as it does not amount to dictation from
workers.

There are employers who consider all labour welfare activities as distasteful legal
liability. There are workers who look upon welfare activities in terms of their inherent right.
Both parties have to accept welfare as activities of mutual concern. Constructive and lasting
progress in the matter of social justice can be achieved only if welfare activities are accepted
as essential Labour welfare is dependent on certain basic principles. The following are the
which successful implementation progress of the business of welfare programmes depends

1. Adequacy of Wages

Labour welfare measures cannot be a substitute for wages. Workers have a right to
adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring
about a sense of commitment on the part of workers. A combination of social welfare,
emotional welfare and economic welfare together would achieve good results.

2. Social Liability of Industry

Industry, according to this principle, has an obligation or duty towards its employees
to look after their welfare. The constitution of India also emphasizes this aspect of labour
welfare.

26
3. Impact on Efficiency

This plays an important role in welfare services, and is based on the relationship
between welfare and efficiency, though it is difficult to measure this relationship.
programmes for housing, education and training, the provision of balanced diet and family
planning factors in the principles on organization measures are some of the important
programmes of labour welfare which increases the efficiency of the workers, especially in
underdeveloped or developing countries.

4. Increase in Personality

The development of the human personality is given here as the goal of industrial
welfare which, according to this principle, should counteract the baneful effects of the
industrial system. Therefore, it is necessary to implement labour welfare services. Both inside
and outside the factory, that is, provide intra-mural and extra-mural labour welfare services.

5. Totality of Welfare

This emphasizes that the concept of labour welfare must spread throughout the
hierarchy of an organization. Employees at all levels must accept this total concept of labour
welfare programme will never really get off the ground.

6. Co-ordination or Integration

This plays an important role in the success of welfare services. From this angle, a co-
ordinated approach will promote a healthy development of the worker in his work, home and
community. This is essential for the sake of harmony and continuity in labour welfare
services.

7. Democratic Values

The co-operation of the worker is the basis of this principle. Consultation with, and
the agreement of workers in, the formulation and implementation of labour welfare services
are very necessary for their success. This principle is based on the assumption that the worker
is "a mature and rational individual”. Industrial democracy is the driving force here. Workers
also develop a sense of pride when they are made to feel that labour welfare programmes are
created by them and tor them.

27
8. Responsibility

This recognizes the fact that both employers and workers are responsible for labour
welfare. Trade unions, too, are involved in these programmes in healthy manner, for basically
labour welfare belongs to the domain of trade union activity. Further, when responsibility is
shared by different groups, labour welfare work becomes simpler and easier.

9. Accountability

This may also be called the Principle of Evaluation. Here, one responsible person
gives an assessment or evaluation of existing welfare services on a periodical basis to a
higher authority. This is very necessary, for then one can judge and analyze the success of
labour welfare programmes.

10. Timely

The timeliness of any service helps in its success. To identify the labour problem and to
discover what kind of help is necessary to solve it and when to provide this help are all very
necessary in planning labour welfare programmes. Timely action in the proper direction is
essential in any kind of social work.

 ADVANTAGES OF EMPLOYEE WELFARE

1. It improves access to health care.

Providing all citizens equal access to necessary health care is highly important to the
continued success of the American society. This is significantly a literal life-saver to those
who are struggling to find consistent employment, which means that they are having a
difficult time obtaining good health insurance, as well as to those with disabilities.

2. It provides some children their essential needs.

Children do not deserve to be born to parents who are not capable of handling the
financial responsibility to provide food and shelter for them, but unfortunately, there are
children who are not receiving their basic needs. This is where welfare comes into play,
helping unfit parents to take care of their children.

28
3. It helps reduce crime rates.

While it is difficult to attribute crime rates to any specific government policy or law, it is
easy to associate not providing citizens with their basic needs with them resorting to a life of
crime just to keep food on their tables. This means that welfare can greatly help with
preventing people to commit crimes.

 DISADVANTAGES OF EMPLOYEE WELFARE

1. It is at risk of fraud.

There were cases where welfare programs were exploited. This is why the
government needs a special body to fully investigate every case of welfare fraud to catch
criminals who are reducing the chances of help to be given to those who truly need it.

2. It can make people dependent.

By allowing people to receive money while unemployed, it can encourage a feeling of

dependence. This would create a number of less motivated workers who are used to receiving
financial support without doing anything and develop the habit to prolong the process for as
long as possible, which would cause their skills to deteriorate.

3. It can keep some people from marrying.

There is also the tendency of a person who is receiving welfare not to have to
motivation to get married. You see, married individuals add their income to each other's,
which will basically keep them from being eligible to receive further benefits.

3.10 EMPLOYEE WELFARE ACTS

 Factories Act 1948

Factories Act was enacted in 1948 to overcome the weakness of the law relating to
factories. This act came into force on 1st April 1949 and extents to the whole of India. Its
main object is to regulate the conditions of work in factories. In other words, its aim is to
ensure safe and healthy conditions of life and work in factories.

29
  Employee state insurance Act 1948

The major object of this Act provides certain benefits to the employees in case of
sickness, maternity or disablement. This Act extents whole of the India. It is applicable to all
the factories including government factories. But it is not applicable to seasonal factories.
The Act imposes duty on the principle employer to insure every employee by payment of
employees and employer s contribution to the Employee State Insurance Corporation.

 Employee provident fund Act 1952

This Act has been enacted for the pur pose of institution of provident fund for employees
in factories and other establishment. It came into scheduled in which 20 or more person are
employed. BLit now it extends to more than 100 industries and classes of establishment
including non-factory establishment.

 Payment of gratuity Act 1972

Gratuity is a payment to help the employees after their retirements and to appreciate their
faithful service over a long period. It is also a kind of retirement benefits like pensions. To
ensure a uniform pattern of payment of gratuity to the employees throughout the country.
This Act was enacted by the Central government. It came into force on 16th September 1972.

 Payment of bonus Act 1965

This came onto force on 25th September 1965. It is applicable to the whole of the India.
The dictionary meaning of the term "bonus" is that it is a gratuity or payment to workman
over and above their normal wages. Therefore, till the enactment of this Act. There was no
duw for the employer to pay bonus and no right to the employee to claim it.

3.11 TYPES OF EMPLOYEE BENEFITS

Benefits are any perks offered to employees in addition to salary. The most common
benefits are medical, disability, and life insurance ; retirement benefits ; paid time off and
fringe benefits. Benefits can be quite valuable. Medical insurance alone can cost several
hundred dollars a month. That's why it's important to consider benefits as part of your total
compensation. Make sure you understand which ones you will receive.

30
1. Medical Insurance

Medical insurance covers the costs of physician and surgeon fees, hospital rooms, and
prescription drugs. Dental and optical care might be offered as part of an overall benefits
package. It may be offered as separate pieces or not covered at all. Coverage can sometimes
include the employee's family (dependents). Employers usually pay all or part of the
premium for employee medical insurance. Often employees pay a percentage of the monthly
cost. The cost of insurance through an employer.

2. Disability Insurance

Disability insurance replaces all or part of the income that is lost when a worker is
unable to perform their job because of illness or injury. This benefit is not commonly offered.
There are two main types of disability insurance

Short-term disability insurance begins right away or within a few weeks of an accident,
illness, or some other disability. For example, someone hurt in a car accident would &offered
a few paid weeks to recover.

Long-term disability insurance provides benefits to an employee when a long-term or

permanent illness, injury, or disability leaves the individual unable to perform his or her job.
For example, an employee with spinal injuries could be entitled to long-term disability
benefits until retirement age.

3. Life Insurance

Life insurance protects your family in case you die. Benefits are paid all at once to the
beneficiaries of the policy-usually a spouse or children. You can get life insurance through an
employer if they sponsor a group plan. Company-sponsored life insurance plans are standard
for almost all full-time workers in medium and large firms across the country. You can also
buy it privately, but this is usually 111ore expensive. The number of people employed usually
determines whether a company will offer life insurance or not. Only 15.5 percent of firms
with fewer than 10 employees offer this benefit. Firms with more than 250 employees offer it
almost universally.

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4. Retirement Benefits

Retirement benefits are funds set aside to provide people with an income or pension when
they end their careers. Retirement plans fit into two general categories.

 In defined benefit plans (sometimes called pension plans), the benefit amount is pre-
determined based on salary and the years of service. In these plans, the employer
bears the risk of the investment.
 In defined contribution plans (such as a 401k plan), employer or employee
contributions are specified, but the benefit amount is usually tied to investment
returns, which are not guaranteed.

5. Domestic Partner Benefits

Some employers offer benefits to unmarried domestic partners, while others do not.
Check this list of Minnesota employers offering domestic partner benefits. Requirements to
qualify vary from simply signing a form to showing proof of domestic partnership or
financial interdependence. A common domestic-partner benefit is access to family health
insurance, but that benefit is considered taxable income by the federal government.

6. Paid Time Off

Paid time off (also referred Io as PTO) is earned by employees while they work. The
three common types or paid time off are holidays, sick leave, and vacation leave. Most
employees earn these as separate benefit. About 10 percent or Minnesota employer's offer
consolidated P'I'0. This combines sick leave and vacation into one account for the employee
to use as needed. The most popular benefit with employees is paid vacation. sixty-two
percent of firms offer this benefit to full-time workers. paid holidays lire also very common.
Thirty-three percent of firms have paid sick leave for full-time employees.

7. Fringe Benefits

Fringe benefits are a variety or non-cash payments are used to attract and retain
talented employees. They may include tuition assistance, flexible medical or child-care
spending accounts (pre-tax accounts to pay qualified expenses), other child-care benefits, and
non- production bonuses (bonuses not tied to performance). Tuition reimbursement can be an
especially important benefit if you plan to take classes in your personal time. This can be a
great way to advance in your career. Most firms offering tuition assistance require that

32
courses are related to job duties. Fringe benefits are most common for full-time employees in
the manufacturing sector. These include hiring, signing, year-end, attendance, and holiday
bonuses.

3.12 EMPLOYEE WELFARE SCHEMES

A) STATUTORY WELFARE SHEMES

1. Medication : It can be provided to the needed employee.

2. Latrines and urinals : 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.

3. Canteen facilities : Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.

4. Spittoons; In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.

5. Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.

6. Washing places: Adequate washing places such as bathrooms, wash basins with tap and
tap on the stand pipe are provided in the port area in the vicinity of the work places.

7. Changing rooms: Adequate changing rooms are to be provided tor workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to the
workers to keep their clothes and belongings.

8. Drinking Water: At all the working places safe hygienic drinking water should be
provided.

9. Facilities for sitting : In every organization, especially factories, suitable seating

arrangements are to be provided.

10. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial

33
B) NON STATUTORY SCHEMES

1. Personal Health Care (Regular medical check-ups) Some of the Companies provide the
facility for extensive health check-up

2. Employee Assistance programs: Various assistant programs are arranged like external
counselling service so that employees or members of their immediate family can get
counselling on various matters.

3. Harassment Policy: To protect an employee from harassments of any kind, guidelines are
provided for proper action and also for protecting the aggrieved employee.

4. Maternity and Adoption Leave: Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.

5. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or injury
or pregnancy.

34
 CHAPTER 4

RESEARCH METHODOLOGY

35
4. RESEARCH METHODOLOGY

Research is defined as a "careful investigation on enquiry especially through search

for new facts in any branch of knowledge". Research is a long process to achieve expected
results keeping a view to develop any branch of activities. Research methodology is a way to
systematically solve a problem. It is the sum total of the ways of planning, conducting and
reporting the outcome of a research study.

Research methodology is a science. It is a method that can be used to solve research

problems. The scope of the research methodology is wider than that of research methods. It
includes not only research but also considers the logic behind those methods. Research
methodology deals with the objective of a study, the method of defining the research
problem, the type of hypothesis formulated the type of data collected, methods used for
collecting and analysing the data etc.

4.1 OBJECTIVES

 To identify the welfare measures of KMML.

 To analyse the satisfaction level of employees in the welfare benefits provided by the
organisation.
 To ascertain the needs and expectations of the employee towards the various schemes
offered by KMML.
 To examine various factors which influence employee morale.

4.2 HYPOTHESIS

Null hypothesis: Assumes that there is no association between the two variables.

Alternative hypothesis: Assumes that there is an association between the two variables.

Hypothesis testing :

It is the same for the ANOVA as it is for other tests like chi-square, t-test, etc. If the
calculated value of the ANOVA is greater than the table value, we will reject the null
hypothesis, or the calculated value is less, then we will accept the null hypothesis.

Hypothesis

1. To identify the welfare measures of KMMI..

36
H: To test whether identified the welfare measures of KMML.

H1 : To test whether there is no statically identified the welfare measures or KMML.

2. To analyses the satisfaction level of employees in the welfare benefits provided by the
organization

H: To test whether the satisfaction level of employees in the welfare benefits provided by the
organization.

H1 : To test whether there is no satisfaction level of employees in the welfare benefits

provided by the organization.

3. To ascertain the needs and expectations of the employee towards the various schemes
offered by KMML,

H To test whether the needs and expectations of the employee towards the various schemes
offered by KMML.

H1: To test whether there is no needs and expectations of the employee towards the various
schemes offered by KMML.

4. To examine various factors which influence employee morale.

H : To test where the various factors influence employee morale.

H1: To test whether there is no factors influence employee morale.

4.3 RESEARCH DESIGN

The design used for this study is a descriptive survey, thus data was systematically
collected at a point in time, analysed and presented to give a clear picture of Employee
welfare measures at Human Resource Department. A descriptive research was used in that it
is basically designed to find out the existing situation of a particular phenomenon of concern.
In other words, a descriptive research is the research which deals with the relationship among
non-manipulated variables. In descriptive research, the events or conditions either already
exist or have occurred and the researcher mainly selects the relevant variables for an analysis
for their relationships (Best and James, 1993). This type of research is a systematic attempt to
collect information from members of an identifiable population particularly, employees of
KMML.

37
4.4 SOURCES OF DATA

There are two types of data used for this study. which are primary and secondary data.
Primary data collected through questionnaire. Secondary data of this study collected through
various books, articles, journals, registers, and websites.

Data are of two types

4.5 PRIMARY DATA AND SECONDARY DATA

 Primary Data

Primary data are those data which the data are collected for the first time. They are the
information received directly from the respondents.

Here primary data was collected by sampling method. The data were collected through
questionnaire from 50 respondents.

 Secondary Data

Secondary data are those data which have been already collected by some other person for his
purpose and published, unpublished document and various other data.

Here secondary data was collected from the business journals, magazines, websites,
brochures and annual reports.

4.6 POPULATION

Population is a large collection of individuals which have similar characteristics

.Population refers to the total number of items about which the information is desired. For
this study the overall population is 2000, they are the employees of KMML.

4.7 SAMPLE DESIGN

Sample design is a definite plan determined before any data are actually collected for
obtaining a sample from a given population. Sampling is used to collect data from limited
number s whereas census is used for large number. For the research, sampling method was
used.

38
 There are different type of sample design based on two factor namely the
representation basis and element selection technique. There are two main categories under
which various sampling method can be put. There are

1. Probability sampling

2. Non probability sampling

In this particular research the study is on probability sampling. And in the simple random
sample is used.

1. Probability sampling

Probability sampling is based on the concept of random selection the sample may be
either unrestricted or restricted. When each sample elements is drawn individually from the
population at large, then the sample so drawn is known as ‘unrestricted sample'. Where as all
other forms of sampling are covered under the term ‘restricted sample’.

The most frequently used probability sample are

 Simple random sample

 Systematic sample
 Stratified sample (Proportionate and disproportionate)
 Cluster sample

2. Non-probability sampling

Non-probability sampling is that sampling procedure which does not afford any basis for
estimating the probability that each item in the population has of being included in the·

 Judgement sampling
 Convenient sampling
 Quota sampling
 Snowball sampling

4.8 SAMPLING METHOD

For this purpose of the study the sampling method used is simple random sampling.
Simple random sample means the sample is selected from the population in such a way that
any member of the population has an equal chance of being selected and the selection of any

39
individual doesn't influence the selection of any other. The present bias of the investigation
will not be present in sample selected.

4.9 METHOD OF DATA COLLECTION

Primary data is known as the data collected for the first time through field survey.
Such data are called with specific set of objective to assess the current status of any variable
studied. In this project, the data were collected through structured questionnaire.

4.9.1 QUESTIONNAIRE

A questionnaire is a schedule consisting of a number of coherent and formulated

series of questions related to the various aspects of the under study.

4.10 DRAFTING A QUESTIONNAIRE

Four point scale: A four point scale is used to measure reactions of respondent. In
software evaluation, researchers can often objectively measure efficiency and effectiveness
with performance metrics such as time taken or errors made a four point scale is a type of
categorical, non- comparative scale that determines respondents levels of agreement to a
series of statements relating to an attitude being measured. Four point scales usually have
four choices (highly satisfied, satisfied, neutral and dissatisfied).

4.11 PILOT SURVEY

The pilot survey used to testing the questionnaire using a smaller sample. Objective of
pilot study is to determine whether conducting a large scale survey is worth the effort for this
study the pilot survey has been conducted by collecting 20 samples. By incorporating the
information collected in the pilot survey the draft questionnaire was corrected and finalized
for the study.

4.12 DATA ANALYSIS TECHNIQUES

1. Percentage analysis

Percentage is referred as a special kind ratio. Percentage is used in making

comparison between two or more series of data. They are used to describe relationship. More
over percentages can be used to compare the relative terms of the distribution of two or more
series of data.

40
Formula

Percentage of respondents = No. of Respondents×100

Total no: of observation

T TEST

One sample t-test is a statistical procedure used to examine the mean difference
between the sample and the known value of the population mean. In one sample t-test, we
know the population mean. We draw a random sample from the population and then compare
the sample mean with the population mean and make a statistical decision as to whether or
not the sample mean is different from the population mean. We can use this analysis, for
example, when we take a sample from the city and we know the mean of the country
(population mean). If we want to know whether the city mean differs from the country mean,
we will use the one sample t-test.

2. ANOVA:- Analysis of variance (ANOVA) is a collection of statistical models used to

analyze the differences among group means and their associated procedures (such as
"variation" among and between groups), developed by statistician and biologist Ronald. In
the ANOVA setting, the observed variance in a particular variable is partitioned into
components attributable to different sources of variation. In its simplest form, ANOVA
provides a statistical test of whether or not the means of several groups are equal, and
therefore generalizes the t-test to more than two groups. ANOVAs are useful for comparing
(testing) three or more means (groups or variables) for statistical significance. It is
conceptually similar to multiple two-sample t-tests, but is more conservative (results in less
type I error) and is therefore suited to a wide range of practical problems.

41
 CHAPTER 5

DATA ANALYSIS

42
PERCENTAGE ANALYSIS

How do you feel the welfare measures provided by KMML?

Table. 5.1

Frequency Percentage
Highly satisfied 10 20
Satisfied 30 60
Neutral 8 16
Dissatisfied 2 4
Total 50 100

Figure.5.1

Satisfaction

HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED

Interpretation

From the above table we can interpret 60 employees satisfied 20 employees are highly
satisfied 2 employees are dissatisfied in the welfare measures provided by the company.

43
How do you feel about the job security in this company?

Table.5.2

Frequency Percentage
Highly satisfied 9 18
Satisfied 28 56
Neutral 8 16
Dissatisfied 5 10
Total 50 100
Figure.5.2

Satisfaction

HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED

Interpretation

In this table we can interpret 56 employees are satisfied 18 employees are highly satisfied 10
employees are dissatisfied.

What is your opinion about the transportation facility?

Table.5.3

Frequency Percentage
Highly satisfied 16 32
Satisfied 30 60
Neutral 3 6
Dissatisfied 1 2
Total 50 100

44
 Figure.5.3

Satisfaction

HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED

Interpretation

In this analysis we can interpret 60 employees are satisfied with the transportation facility and
32 employees are highly satisfied.

Are you satisfied with the Housing loan subsidy provided by the company?

Table.5.4

Frequency Percentage
Highly satisfied 5 10
Satisfied 15 30
Neutral 22 44
Dissatisfied 8 16
Total 50 100
Figure.5.4

Satisfaction

HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED

45
Interpretation

From the above table we can interpret 15 employees are satisfied 5 employees are highly
satisfied with the housing loan subsidy.

Are you satisfied with the educational allowance provided by the company?

Table.5.5

Frequency Percentage
Yes 25 50
No 25 50
Total 50 100

Figure.5.5

Number of respondents
No

Yes

0 10 20 30

Interpretation

In this table we can interpret 50 employees are satisfied with the educational allowances
provided by the company.

46
Are you satisfied with the medical facilities provided by the company?

Table.5.6

Frequency Percentage

Yes 39 78

No 11 22

Total 50 100

Figure.5.6

Number of respondents

No

Yes

0 10 20 30 40 50

Interpretation

In this table we can interpret 78 employees are satisfied with the medical facility provided by
the company.

47
Are you satisfied with the infrastructure facilities provided by the company?

Table. 5.7

Frequency Percentage
Highly satisfied 10 20
Satisfied 30 60
Neutral 5 10
Dissatisfied 5 10
Total 50 100

Figure.5.7

Satisfaction

HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED

Interpretation

In this above table we can interpret 60 employees are satisfied with the infrastructure
facilities and 20 employees are highly satisfied.

Are you satisfied with the working condition provided by the company?

Table.5.8

Frequency Percentage
Highly satisfied 10 20
Satisfied 25 50
Neutral 8 16
Dissatisfied 7 14
Total 50 100

48
 Figure.5.8

Satisfaction

HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED

Interpretation

From the above table we can interpret 10 employees are highly satisfied 25 employees are
satisfied and 7 employees are dissatisfied with the working conditions.

Whether the management is ready to implement your suggestion for improving welfare
policies?

Table.5.9

Frequency Percentage
Yes 15 30
No 35 70
Total 50 100
Figure.5.9

Number of respondents
No

Yes

0 10 20 30 40

49
Interpretation

In this above table we can interpret 15 employees are satisfied with the implementation of
suggestion.

Do the welfare measures help in solving the problems faced by employees?

Table.5.10

Frequency Percentage
Always 4 8
Sometimes 34 68
Never 10 20
No opinion 2 4
50 100

Figure.5.10

Satisfaction

ALWAYS
SOMETIMES
NEVER
NO OPINION

Interpretation

In this above table we can interpret 4 employees are satisfied with the welfare measures help
in solving the problems faced by the employees.

50
Does the company providing any counselling programs for the employees?

Table.5.11

Frequency Percentage
Yes 35 70
No 15 30
Total 50 100

Figure.5.11

Number of respondents
No

Yes

0 10 20 30 40

Interpretation

Above this table we can interpret 35 employees are satisfied with the counselling programs
provided by the company.

51
T TEST

Give your opinion about the factors influencing employee morale in the company?

Table.5.12

One Sample Statistics

N Mean Std. Deviation Std. Error Mean

Nature of work 49 2.3061 .54788 .07827

Levels of 49 2.3265 .47380 .06769
satisfaction
Employee 49 2.3469 .48093 .06870
occupational

Test value 2
T Df Sig. (2-tailed)

Nature of work 3.911 48 .000

Levels of satisfaction 4.824 48 .000

Employee 5.050 48 .000

occupational

Interpretation

In this analysis we can interpret nature of work, levels of satisfaction and employee
occupation are effective in this organisation. Where the sig (2-tailed) value is 0.000

52
How do you feel about the prevailing canteen facilities provided by the company?

Table.5.14

One Sample Statistics

N Mean Std. Deviation Std. Error Mean

Taste of goods 50 2.3800 .49031 .06934

Quality of foods 50 1.8400 .65027 .09196

Price of foods 50 1.5800 .49857 .07051

Test value 2
T Df Sig. (2-tailed)

Taste of goods 5.480 49 .000

Quality of foods -1.740 49 .088

Price of foods -5.957 49 .000

Interpretation

In this study we can interpret taste of foods, quality of foods and price of foods are effective.
Where the sig(2-tailed) value is 0.000

53
CHAPTER 6

FINDINGS

54
 FINDINGS

The research has conducted a study with its prime objective to find out the effectiveness of
various welfare measures provided by the company. The major finding is:

 Majority of the respondents are 30-40 and 50-60 years of age group.
 Majority of the employees are receive above Rs.30, 000 they are satisfied with the
salary they receive.
 70% of the employees have adequate experience in their service.
 43% of the employees have degree qualification.
 Employees are satisfied with transportation facilities provided by the company.
 In KMML 70% are male workers in the organization.
 Majority of the employee are satisfied with the canteen facility.
 Majority of the employee are satisfied with the medical facility available in the
company. Employees are covered by family medical scheme.
 Employees are satisfied with the various schemes of loans and advances provided by
the company.
 Employees are satisfied with the statutory and non-statutory welfare measures offered
by the company.
 Some employees are not satisfied with the spittoons, latrines and urinals facilities in
the company.
 70% of respondents agree that welfare measures are necessary for a better working
environment of the organization.
 The employees are satisfied with the salaries and bonus provided by the company.
 Employees are not much satisfied with the restroom facilities and recreational
facilities provided by the company.
 The overall opinion of employees towards the welfare measures offered by the
company is satisfactory.

55
 CHAPTER 7

RECOMMENDATIONS

56
 RECOMMENDATIONS

 The welfare measures provide by the organization should be satisfactory to all the
employees.
 The organization should focus on welfare measures before fixing the welfare
measures.
 Improve family packages to the employees who perform well in the organization.
 Improve the facilities of rest room, latrines, urinals and spittoons.
 Conduct medical camp every year.
 Take suitable step to improve the recreational activities provided by the company.
 The organization can improve the work environment of the organization.
 Improve the co-operation between the management and the employees.

57
CHAPTER 8

CONCLUSION

58
 CONCLUSION

The project work is done at Kerala Minerals and Metal Limited, Chavara, Kollam and
on the topic of Effectiveness of Employee Welfare Measures adopted in KMML. The labour
welfare is an important thing for the growth and development of an organization. From the
study it reveals that the welfare measures of KMML are good and almost all the employees
are satisfied with the welfare measures. The labour welfare can provide benefits to the
employees, benefits to the workers and benefits to the society. This can create dedicated
workers. It can improve mental, intellectual and cultural conditions of life. The labour
welfare will improve the public image of the enterprise. The main object is to improve
welfare and thereby provide a better working environment to them which helps to improve
productivity and profitability of the company. The study was conducted with the help of
questionnaire and interview schedule with the employees.

This study also helped me a lot to analyse the importance of welfare measures in the
company. It also helps to get an idea about viewpoint of different categories of employees.
The good corporation of human resource management department and the employees of the
organization also help to do the project successfully. The study ends with a recommendation
for KMML towards the further improvement of employee welfare measures.

59
REFERENCES

60
 REFERENCES

1. Alpander, Guvenc G. ( 1980), California Management Review ; Spring 80, Vol. 22, Issue
3, p24.

2. Mackey, craig B. (I 98 l), Management Review May8l, Vol. 70, issue 5,p17

3. Ulrich, Dave (1986), Human Resource Planning, 1986, Vol.9, Issue 2, p41

4. Manzini, Andrew 0. ( 1988), Human Resource planning, 1988, Vol. 11, Issue 2, p79.

5. Narahari, N. S, Murthy, Narasimha H. N. (2009), CURIE Journal, 2009, Vol. 2, Issue 3,

6. Fajan sola (2002), Human Resource Management, Lagos, Labofin Press.

7. Craft ( 1 980), Human resource practices and organizational performance review synthesis

8. Noe et al (2003), Human resource practices and organizational performance review

synthesis and research implications Human Resource planning,

9. Walker, J. w. ( 1990). 'Human resource planning, 1990 style'.Vol.13, no. 4, 229-240.

10. Taylor. S. (1998). People and Organisations, Employee Resourcing. The Cronwell Press
Ltd, UK.

11. Ulrich, D. (1987). 'strategic human resource planning : why and how? 'Human Resource
planning, Vol. I0, no. 1, 37-56.

12. Rothwell, W. J, (1994) Effective Succession Planning. American Management

Association, New York.

13. Farnham, D. (2006) Examiner's Report, May, CIPD Co. U. K.

Website

www.kmml.com

61
APPENDIX

62
 APPENDIX

QUESTIONNAIRE

Dear Sir/Madam

I am Anjaly A, an MBA student, conducting a project on the topic “An Analysis of

Employee Welfare at KMML, Chavara”. So I request you to invest your valuable time in
filling up this questionnaire and help me in successful completion of my work. The responses
will be kept confidential and used for academic purpose only.

Personal profile

Name :

Gender : Male Female

Age : 20-30 30-40 40-50 Above 50

Marital status : Single Married

Qualification : SSLC Plus two Degree PG

Experience : 0-5 years 5-10 years Above 10 years

Monthly income : Below 15000 15000-25000 25000-35000 35000+

Area of location : Urban Semi urban Rural

1. How do you feel the welfare measures provided by KMML?

Highly satisfied Satisfied

Neutral Dissatisfied

2. How do you feel about the job security in this company?

Highly satisfied Satisfied

Neutral Dissatisfied

63
3. What is your opinion about the transportation facility?

Highly satisfied Satisfied

Neutral Dissatisfied

4. Are you satisfied with the Housing loan subsidy provided by the company?

Highly satisfied Satisfied

Neutral Dissatisfied

5. Are you satisfied with the educational allowance provided by the company?

Yes No

6. How do you feel about the prevailing canteen facilities provided by the company?

Good Average Poor

Taste of foods
Quality of foods
Price of foods

7. Are you satisfied with the medical facility provided by the company?

Yes No

8. Are you satisfied with the vehicle loan provided by the company?

Highly satisfied Satisfied

Neutral Dissatisfied

9. Does the company providing any counselling programs for the employees?

Yes No

10. What is your opinion towards the leave structure prevailing in the company?

Very good Good

Average Poor

64
11. Are you satisfied with the infrastructure facilities provided by the company?

Highly satisfied Satisfied

Neutral Dissatisfied

12. Give your opinion about the factors influencing employee morale in the company?

Highly satisfied Satisfied Neutral Dissatisfied

Nature of work

Levels of
satisfaction
Levels of
supervision
Employee
occupational
level

13. Whether the management is ready to implement your suggestion for improving welfare
policies?

Yes No

14. Employees are aware about the non-statutory welfare measures provided by the
company?

Yes No

15. Are you satisfied with the working condition provided by the company?

Highly satisfied Satisfied

Neutral Dissatisfied

16. Is the work place regularly cleaned?

Highly satisfied Satisfied

Neutral Dissatisfied

65
17. Do the welfare measures help in solving the problems faced by employees?

Always Sometimes

Never No opinion

18. How do you feel about the overall accident and safety precaution offered by the
company?

Highly satisfied Satisfied

Neutral Dissatisfied

19. How do you feel about the interpersonal relationship with your co-workers in this
company?

Highly satisfied Satisfied

Neutral Dissatisfied

20. How do you feel about the regular increments provided by the company?

Highly satisfied Satisfied

Neutral Dissatisfied

66
67