PRESENTED BY:

The project studied by me in PSPCL ,Patiala, was Employee Welfareness. It helps to understand the Employee welfare programs and they results in efficiency.

Employee welfare means the effort to make life worth living for workmen. When all basic facilities are provided and employees obtain satisfaction then the productivity can be increased and development of the organization will be possible

The Punjab State Electricity Board (PSEB) was a statutory body formed on 1-2-1959 under the Electricity Supply Act.1948.

Subsequently with the re-organization of the erstwhile State of Punjab under the Punjab Re-

organization Act 1966 this form came into existence w.e.f. 1st May, 1967.

Starting with the modest installed capacity of 62 MW, the PSEB grew up by leaps and bounds with generating capacity 6841 MW as on 31-3-2009 from all sources, including share from Central Sector Projects.

The Board's gross generation during the year2008-09 was 38880 Million Units. PSEB operated its own Generation Power Plants and also got power as its share from BBMB.

The PSEB also constructed and maintained its Transmission and Distribution system for providing efficient services to the various categories of electricity consumers in the state.

PSEB proudly serving more than 66.31 lakhs consumers comprising of approximate 54.86 lakhs .General, 1.12 lakhs Industrial and 10.33 lakhs Agricultural connections till 31.3.2009

The erstwhile Punjab State Electricity Board (PSEB) now

PSPCL is a statutory body formed on 1st Feb 1959 under the Electricity Supply Act, 1984.

Subsequently with the re-organization of the erstwhile State of Punjab under the Punjab Re-organization act

1966 the PSEB in the present form came into existence

w.e.f 1st May 1967.

It is an organization responsible for the generation, transmission and distribution of the electric power in the state of Punjab.

But on 15th April 2010, PSEB was divided into two separate corporations namely PSPCL which looks after the generation and distribution and PSTCL which looks after the transmission of electricity. Starting with the modest installed capacity of 62 MW, the PSPCL has grown by leaps and bounds with the metered sales of 20741.60 MW in 2009-10 and 5446.21 till June 2010-11

As per the electricity act of the Punjab, PSEB is unbundled and made into separate entities. PSEB is unbundled into two different companies- one Holding company Punjab State Power Corporation Limited (PSPCL) which is responsible for the generation and distribution of the electricity and one smaller corporation named as Punjab State Transmission Corporation

Limited (PSTCL) which is responsible for the

transmission of the electricity.

EMPLOYEE WELFARE(By Regina bare,1984) Employee welfare program is based on the management policy which is aimed shaping perfect employees. There fore the concept of employee welfare includes to aspects namely physical &mental welfare.

KIRABAKARAN (1983) his findings are as follows Dunlop India Ltd, has under taken a number of welfare measures in addition to statutory provision. Majority of the workers and staff are satisfied about the welfare facilities provided by the concern. S.KUMAR (1993), A study on the Labour welfare measures in AFT Ltd Pondy. 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 structure questionnaire and by concluding personal simple random sample for a sample of 100. The study revealed the welfare measure provided by the company was adequate except for a few systems like housing scheme and pension scheme. JOHRI C.K AND SHARMA D.I, Financing and administration of labour welfare Sri Ram centres for industrial relation 1968, New Delhi. Analysis on the lines of important aspect to be much more deficient is considered as a favor by the employer to employee in terms of providing facilities like having education and recreation. R.NAJEED (1996), labour welfare measure in Tanjore Corporation spinning mills, Manalmedu.The main objective of his study is to identify the worker welfare measure and to analysis the problem in the implementation of the welfare measure 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.

According to MR. R. PRADEEP (2009) Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees & by the employers. Through such generous fringe benefits the employer makes life worth living for employees. 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.

OBJECTIVES OF THE STUDY

To study the existing welfare facilities provided to the employees at pspcl.

To know the employees opinion about the present welfare facilities at pspcl

To study the satisfaction of workers towards the present welfare facilitates.

To give certain suggestion based on findings for improvement in the welfare facilities provided by the

SCOPE OF THE STUDY

This study aims to find out the satisfaction of the employees, whether the company is providing necessary

health, safety and welfare measures in PSPCL, Patiala. The

scope of the current study named Employee welfare facilities is limited only to PSPCL , Patiala unit & its application is also specifically limited to the PSPCL, Patiala unit, and the study cannot be applied to other unit of the PSPCL. This study helps to improve the performance department. of the Human resource management

Sample Size 100 Sample Unit Employees Area of Survey Patiala LIMITATIONS

The result of this research cannot be termed as making a fair representation of the sales promotion. Study was confined to Patiala Only. Sample size taken was 100 respondents, the result might have varied had there been a larger sample size. It is very much possible that some of the respondents may have given the incorrect information. The last but the most important point to that survey was carried through Questionnaire and the Questions were based on perception. Most important is positioning. But there may be certain aspects not taken into consideration.

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

Employee Welfare

The ILO (International Labour Organization) defined, welfare as a term which is understood to include such services and amenities as may be established in or the vicinity of undertaking to perform their work in healthy, congenial surrounding and to provide them with amenities conductive to good health and high morale.

TOOLS OF Employee Welfare

Working conditions Factory Sanitation and Cleanliness Welfare Amenities Factory health services Recreation Workers education Economic Services Housing for employees and community services Study of the working of welfare Acts Social Work in industrial Setting Safety provision inside the workshop Employee counselling The medical services The recreational and other welfare facilities Fringe benefits and supplementary items

Aware Not aware

90 10

Not aware 10%

Aware Not aware Aware 90%

Good Excellent Not aware

70 15 15

Good Excellent 15% Other 15% Good 70% Excellent Not aware Not aware 15%

Training Health and Safety Other welfare measures

24 64 12

Other welfare measures 12% Training 24% Health and Safety 64%

Training Health and Safety Other welfare measures

Yes No

94 6

No 6%

Yes No

Yes 94%

higher productivity industrial harmony welfare programmes

76

peace 19

welfare programmes industrial 5% peace harmony 19%

higher productivity industrial peace harmony welfare programmes

higher productivity 76%

Yes No

76 24

No 24%

Yes Yes 76% No

Immediately

56

Within 15 mints
Within 1/2hour More than 1 hour

37
6 1

Within 15 mints 37%

Other 7%

Immediately 56%

Within 1/2hour 6%

More than 1 hour 1% Immediately Within 15 mints Within 1/2hour More than 1 hour

Every time Mostly Sometimes only

84 11 5

Sometimes only Mostly 5% 11% Every time Mostly Sometimes only Every time 84%

Full claim amount

50

Job to one of the family 44

members Any other type specify
Any other type specify 6% Full claim amount

Job to one of the family members 44%

Full claim amount 50%

Job to one of the family members Any other type specify

To the lowest Somewhat Neutral To the lowest

8 60 32

To the lowest 8% To the lowest 32% Somewhat Neutral 60%

To the lowest
Somewhat Neutral To the lowest

Yes No

90 10

No 10%

Yes No

Yes 90%

Yes No

100 0

No 0%

Yes No

Yes 100%

Quarterly Half yearly Yearly

9 18 73

quarterly 9%

half yearly 18%

quarterly half yearly yearly

yearly 73%

Yes No

97 3

Yes 97%

Other 3%

No 3%

Yes No

Yes No

80 20

No 20%

Yes No

Yes 80%

Strongly Agree

54

Neutral

35

Strongly Disagree 11

Strongly Disagree 11%

Strongly Agree

Neutral
Neutral 35% Strongly Agree 54% Strongly Disagree

Yes No

88 12

Yes 88%

Other 12%

No 12%

Yes No

rank 1 rank 2 rank 3 rank 4 rank 5

6 6 32 29 27

rank 1 rank 3 32% rank 2 Other 56% rank 4 29% rank 5 27% rank 3 rank 4 rank 5

rank 2 6% rank 1 6%

Yes
No

21
79

Yes 21%

Yes No 79% No

Yes
No

92
8

Yes 92%

Other 8%

No 8%

Yes No

Above average
Average Below average

19
78 3

Below average 3% Above average 19% Above average Average Below average Average 78%

BOOKS REFERENCES: 1. Louis Angelo Boettiger, 1 ST Edition, 2008, Employee welfare work:, The Ronald press company, Page No: 4659. 2. Kothari C.R, 2 ND Edition, 2004, Research Methodology Methods and techniques, New age international (P) Ltd, Page No: 1-7. 3. K Aswathappa 12 TH Edition, 1999, Human Resource And Personnel Management, Himalaya Publishing House, Page No. 445-449. WEBSITE REFERENCES: http://www.pspcl.in/docs/milestone.htm http://www.pspcl.in/docs/nps_cpf.htm

Human resource plays an important role in any organization .employee welfare facilities are concern to this department, if the employee happy with welfare facilities then only the productivity of that organization can be increased. Based on the study of Employee Welfare Facilities in PSPCl it is clear that the company is very keen in the promoting all the welfare facilities provided by State Govt. Employees are satisfied to medical check up and HRA allowance. Really company will take care about all Employees and also contract base workers. Finally the study concludes that the employees are satisfied with the present Welfare Facilities in the organization.

Employees are not satisfied to quality of the Snacks which is provided by the canteen, so quality of the food has to be increased to keep the health of the employees good. In my opinion company should provide transportation facility to contract worker by taking the fare of the bus. The company should provide Toilet and wash room facilities to contract workers. Company should increase the Canteens facilities for the contract workers. Some workers complained about the rest room in the company is not so good it should be kept clean and comfortable in rest period.