1.

INTRODUCTION

1.1 INTRODUCTION TO THE STUDY

INTRODUCTION

Employee or labour welfare is a comprehensive term including various

services, benefits and facilities offered to employees by the employer. Through such

generous fringe benefits the employer makes life worth living for employees. The

welfare amenities are extended in addition to normal wages and other economic

rewards available to employees as per the legal provisions. According to

Dr. Parandikar, “Labour welfare work is work for improving the health, safety and

general well being and the industrial efficiency of the workers beyond the minimum

standard laid down by labour legislation” Welfare measures may also be provided by

the government, trade unions and non-government agencies in addition the

employer. The basic purpose of labour welfare is to enrich the life of employees and

keep them happy and contented. Welfare measures may be both statutory and

voluntary. Labour laws require the employer to extend certain benefits to employees

in addition to wages. Voluntary benefits are the result of employer’s generosity,

enlightenment and philanthropic feelings.

MEANING OF EMPLOYEE WELFARE

According to the Oxford dictionary employee welfare or labour welfare means

“the efforts to make life worth living for workmen”.

According to the Labour Investigation Committee (1946), employee welfare

means “anything done for intellection physical, moral and economic betterment of the

workers, whether by employers, by Government or by other agencies, over and

above what is laid down by law, or what is normally expected on the part of the

contracted benefits for which workers may have bargained”.

FEATURES OF EMPLOYEE WELFARE

 Employee welfare is a comprehensive term including various services,

facilities and amenities provided to employees for their betterment.

 Employee welfare is a dynamic concept varying from country to country

and from region to region within the same country. It is a flexible and ever

changing concept as new welfare measures are added to the existing

measures from time to time.

 Welfare measures are in addition to regular wages and other economic

benefits available to employees under legal provisions and collective

bargaining.

 Welfare measures may be provided not only by employers but by the

government, trade unions and other agencies too.

 The basic purpose of employee welfare is to improve the working class a

lot and thereby make the worker as a good employee and a happy citizen.
  Employee welfare is an essential part of social welfare. It involves

adjustment of an employee’s work life and family life to the community or

social life.

 Welfare measures may be both voluntary and statutory. Voluntary

measures are the result of paternalistic and philanthropic feelings of

employer. These may also be provided due to customs or traditions in the

particular industry or region. Statutory measures are prescribed under

labour laws.

 Employee welfare measures are also known as fringe benefits and

services.

SIGNIFICANCE OF EMPLOYEE WELFARE

 It helps to improve recruitment. As the job becomes more attractive, more

efficient employees can be recruited.

 Employee welfare improves the morale and loyalty of workers by making

them happy and satisfied.

 It reduces labour turnover and absenteeism thereby building a stable

workforce.

 It helps to increase employee productivity or efficiency by improving their

physical and mental health. By supplementing wages, welfare measures

free employees from the worries of daily life and thereby enable them to

concentrate on their jobs.

 Improvement in material, intellectual and cultural conditions of life protects

workers from social evils like drinking, gambling, prostitution, etc.,

 Employee welfare helps to improve industrial relations and industrial

peace. When the workers feel that the employer and the Government are

interested in their happiness, they are less likely to indulge in militant

trade unionism.

 Welfare measures help to improve the goodwill and public image of the

enterprise.

 Voluntary efforts for the welfare of workers reduce the threat of further

Government intervention.
TYPES OF WELFARE FACILITIES

Welfare services may broadly be classified into two categories.

(i) Intramural activities which are provided within the establishment such as latrines

and urinals, crèches, rest centers, canteens, uniforms, library, medical aid,

subsidized food, shift allowance etc; (ii) Extramural activities which are undertaken

outside the establishment such as family planning, child welfare, cooperative stores,

credit societies, vocational guidance, holiday homes, leave travel facilities, transport

to and from the place of work etc.

BOX 19.2 INTRAMURAL AND EXTRAMURAL WELFARE ACTIVITIES :

Intramural Extramural

• Drinking water
• Shift Timing
• Toilets
• Festival Advance
• Creches
• Pay Advance
• Washing and bathing facilities
• Overtime Wages
• Rest shelters
• Bonus
• Uniforms and protective
• Housing
clothing
• Transportation
• Recreation facilities
• Social Insurance
• Canteens
• Vocational Training
• Subsidized food
• Leave Travel allowance
• Medical aid
 Labour welfare work may also be divided into two categories.

(i) statutory welfare work comprising the legal provisions in various pieces of labour

legislation (ii) Voluntary welfare work includes those activities which are undertaken

by employers for their workers voluntarily. Many employers, nowadays, offer the

following welfare amenities voluntarily.

i. Education: A scheme of worker’s education was envisaged on an all India basis

by the Government of India, way back in 1957.

The scheme had four main objectives:

• To develop strong unions through trained officials and more enlightened

members

• To develop leadership from the rank and file

• To equip organized labour to take its place in a democratic society and

discharge its social and economic functions.

• To promote, among workers, a greater understanding of the problems of their

economic environment and their privileges and obligations as union members

and officials and as citizens.

II. HOUSING

Housing is the primary need of a worker’s family in civilized life. Without a roof

to cover his head, the worker naturally feels frustrated about his poor standard of

living in big cities. Good house means possibility of home life, happiness and health;

bad houses spell squalor, drink, diseases, immorality, crime, etc. overcrowding of

people in dark quarters in slum areas is mainly responsible for the outbreak of

tuberculosis. According to Radha Kamal Mukerjee,”In the thousand slums of the

industrial centers, manhood is unquestionably brutalized, womanhood dishonored

and childhood poisoned at its very source”. Recognizing the need for housing

accommodation, an Industrial Housing Scheme was introduced in 1952. Under this

scheme, the Central Government offers loans to industrial subsidized housing

scheme for economically weaker sections of society (1952) Rural House-sites-cum-

hut construction scheme for landless workers (1971), has also been introduced to

reduce the housing shortage to workers. The government has also introduced

housing schemes for mines and plantation workers in early 50s. Housing schemes

for dock workers was drawn up in 1964. The progress of industrial housing schemes

has so far been very slow due to various reasons: non-utilization of allocated funds,

non-availability of development land in urban areas. The NCL recommended that the

Government should assume major responsibility for housing, with active help from

employers.

III. TRANSPORTATION

The Committee on Labour Welfare, 1969, recommended the provision of transport

facilities to workers so that they can reach the workplace punctually and comfortably.

Most employers have, however, recognized the workers’ need for transport services

and therefore responded favorably by providing company owned / leased vehicles to

workers in major industrial centers-especially in the private sector. They have also

introduced innovative financing schemes in recent times enabling workers to buy

their own bicycles, scooters, motor cycles, etc.

IV. RECREATION

Though there is no statutory stipulation in this area, progressive employers

both in the public and private sector (like the Tatas, HLL, Air India, BHEL, Infosys

technologies, Hughes Software systems, NIIT, Cadbury, Ranbaxy, Railway and

Defence Services have) consciously offered facilities for recreation sports and
cultural activities. For example companies like NIIT and TISCO have appointed a

Chief Fun Officer to take care of parties and functions held on every Friday. (In

addition to holiday packages, dating allowances, anniversary / birth day gifts, games

and competitions on weekends and Gulab Jamun, eating sessions). Sprawling food

courts, Basketball courts; Tennis, Golf, Billiards, swimming Sauna; Jacuzzi, Jogging

tracks, beauty centres, spacious gyms, ATMs, gift shops are to be found in most

software companies-such as Infosys, Wipro, Hughes Software systems, in India.

V. OTHER FACILITIES

These are basically intended to improve the comfort level of workers while at

work and include the following :

• Canteen, restrooms and lunchroom: Canteens established inside factories

generally offer food at subsidized rates. In modern organizations, food courts

offering a variety of continental and inter continental cuisine have become

quite popular in recent times.

• Washing facilities, medical aid, leave travel concessions : Most factories

have first-aid facilities to take care of minor injuries. Reimbursement of

medical expenses actually incurred is also increasingly favoured nowadays.

Consumer cooperative stores : The Indian Labour Conference in 1963

recommended the setting up of consumer cooperative stores in all industries

establishments including plantations and mines employing 300 or more workers. The

employer is expected to extend help in the form of share capital, working capital,

loans at concessive rates etc. The industrial Truce Resolution, 1962 aimed at

keeping prices of essential items low by opening a sufficient number of fair price

shops for workers.

 INTRODUCTION ABOUT THE TEXTILE INDUSTRY

Textile industry in India is the second largest employment generator after

agriculture. It holds significant status in India as it provides one of the most

fundamental necessities of the people. Textile industry is one of the earliest

industries to come into existence in India and it accounts for more than 30% of the

total exports. In fact textile industry is the second largest in the world, second only to

China.

Textile Industry is unique in the terms that it is an independent industry, form

the basic requirement of raw materials to the final products, with huge value-addition

at every stage of processing. Textile industry in India has vast potential for creation of

employment opportunities in the agricultural, industrial, organized and decentralized

sectors & rural and urban areas, particularly for women and the disadvantaged.

Indian textile industry is constituted of the following segments: Readymade

Garments, Cotton Textile including Handlooms, Man-made Textile, Silk Textile,

Woolen Textile, Handicrafts, Coir, and Jute.

Till the year 1985, development of textile sector in India took place in terms of

general policies in 1985, for the first time the importance of textile sector was

recognized and a separate policy statement was announced with regard to

development of textile sector. In the year 2000, National Textile Policy was

announced. Its main objective was: to provide cloth of acceptable quality at

reasonable prices for the vast majority of the population of the country, to

increasingly contribute to the provision of sustainable employment and the economic

growth of the nation; and to compete with confidence for an increasing share of the

global market. The policy also aimed at achieving the target of textile and apparel
exports of US $ 50 billion by 2010 of which the share of garments will be US $ 25

billion.

Strengths of Indian textile Industry

 India has rich resources of raw materials of textile industry. It is one of the

largest producers of cotton in the world and is also rich in resources of fibers

like polyester, silk, viscose etc.

 India is rich in highly trained manpower. The country has a huge advantage

due to lower wage rates. Because of low labour rates the manufacturing cost

in textile, automatically comes down to very reasonable rates.

 India is highly competitive in spinning sector and has presence in almost all

processes of the value chain.

 Indian garment industry is very diverse in size, manufacturing facility, type of

apparel produced, quantity and quality of output, cost, requirement for fabric

etc. It comprises suppliers of ready-made garments for both, domestic and

exports markets.

Weaknesses of Indian textile industry

 Indian textile industry is highly fragmented in industry structure, and is led by

small scale companies. The reservation of production for very small

companies that was imposed with the intention to help our small scale

companies across the country, led substantial fragmentation that distorted the

competitiveness of industries. Smaller companies do not have the fiscal

resources to enhance technology or invest in the high-end engineering of

processes. Hence they lose in productivity.

 Indian labour laws are relatively unfavorable to the trades and there is an

urgent need for labour reforms in India.

 India seriously lacks in trade pact membership, which leads to restricted

access to the other major markets.

 INTRODUCTION ABOUT THE COMPANY

“Eastman” is splendidly steered by the combined vision, energy and the

acumen of technocrat brothers Mr.N.Palaniswamy, the chairman, and

Mr.N.Chandran, the Managing Director. The modest growth from the time of

inception to the current business volume of US$175 million per annum is a

completed testimony to the clarity of vision and the quantum of energy that propels

the company.

Eastman is the mother concern of Narayan Exports. It is located in perundurai.

Narayana Exports started during the year 1985, Under the mother concern of

Eastman Exports.

The day-to-day working of the company has been departmentalized into various

sections for optimum efficiency.

• Sampling & Development

• Merchandising

• Purchase

• Production

• Quality Assurance

• Logistics

• Finance & Administration

• Human Resources

• Compliance & Social Management

• Information Systems
Eastman Exports

Global Clothing Private Limited, Largest Manufacturers & Exporters of Knitted

Garments established in 1983, is a Government Recognized Three Star Exports

House engaged in the business of exporting knitted and woven garments to various

countries across the globe, the company is located in Tirupur town, the hub of Indian

knit garment industry near Coimbatore.

Eastman has the most modern infrastructure and machinery available in the

market. The manufacturing operations are vertically integrated to facilitate all the

processes under one roof.

Yarn Spinning:

A full fledged spinning mill with a spindle capacity of 50,000 spindles, meets

the captive production requirement of 30,000 kgs per day.

Yarn Dyeing:

Yarn dyeing facility, which specializes in HTHP cheese, can process both

cotton and blended yarns.

Fabric Dyeing:

Fabric dyeing facility has sophisticated soft machines with batch facilities

ranging from 500 to 1500 kgs and can dye both cotton and blended yarns.

Rotary printing:

Printing is one of the biggest fortes. Equipped with two rotary printing

machines, the printing plant has a capacity of printing upto 10 colors in pigment,

reactive and discharge prints.

Garment spot printing:

Garment spot printing facility is equipped to print on MHM machines from

Austria and machines made in India. They are also well equipped in thermal transfer

printing, flock printing, and specialized prints using latest print techniques.

Company Highlights

• Turnover of the company is $175 Million at the financial year 2007-2008

• Excellent Sampling Development System with creative team of professional.

• Exclusive design studio with CAD/CAM facility.

• Recognition secured from all major buyers as an acknowledgement for

compiling with their respective code of conduct.

• Prestigious award have been consistently conferred upon by various federal

& private agencies such as (AEPC) Apparel Exporters promotion council,

(CIAE) Confederation of Indian Apparels Exporters (CMAI) Clothing

Manufactures Association of India indo-German Chamber of Commerce.

• Certificate of merit for outstanding export performance in readymade

garment during the year 1998-1999 from the honorable Prime Minister, of

India-Mr. Vajpayee.

• Niryat shree & Niryat Banthu award for their export performance from

Honorable Vice President of India (FIEO) Federation of Indian Export

Organization for years 2001 and 2002.

Commitment

“Compliance with better environmental practices and services standards, so

as to provide quality garments to their valuable customers, thereby enhancing their

satisfaction” is their mission statement. At Eastman, their commitment takes

precedence over everything else. They believe their success is the result of their

commitment to product quality, timely delivery, the environment and their human

resources.

Their products are manufactured under the requisite laws and regulation. By

immaculate planning, they are able to strictly adhere to our delivery commitments.

They impart continuous training to their employees to create among them awareness

to the customers requirement to achieve the right quality products. By establishing an

effective communication system, the company enable easy access to their

customers. Their efforts are always directed at continuous improvement of their

processes, quality management system and their products. They ensure the product

delivery is in line with the customers. Requirement Enhancing customers’ satisfaction

is of prime importance to them.

At Eastman, they pledge to care for the society & the environment. The

WRAP certification testifies them as a responsible apparel producer. Endorsing their

commitment to the environment is the ISO 14001, Oeko Tex Standard-100 and Eco-

tex their Social accountability management system complies with the SA 8000

standards. They have also installed windmills whereby 40% of our power

requirements are met by green energy. The reduced water consumption in our

dyeing unit, following energy saving means and reduced carbon emission reinforce

our responsibility. they are certified to produce all blends of Organic Cotton products
known as Sustainable Textile Products, which further testify our commitment to the

world they live in.

Their operations are conducted with awareness for environmental safeguard

and they deem it their obligation to prevent pollution by complying with relevant

environmental legislations. They constantly aim at enhancing environment

awareness amongst our employees. They strongly believe in their commitment to the

environment.

They are committed to pursue high-quality manufacturing practices and

ethical employment practices facilitated by clean, safe and healthy working

environment and supply consistently high-quality products on time to our valuable

customer.

Operations

Eastman has the most modern infrastructure and machinery available in the

market. Our manufacturing operations are vertically integrated to facilitate all the

processes under one roof.

 Operations-Circular & Flat knitting

 Operations-Yarn Dyeing

 Operations-Fabric Dyeing

 Operations-Fabric Finishing

 Operations-Rotary Printing

 Operations-Garment Spot Printing

 Operations-Embroidery

 Operations-Design & Sampling

 Operations-Production Facilities
 Eastman export covers the entire range of knitted garments their bouquets of

categories include:

Menswear

T-Shirts, Polo’s, under garments, Sleepwear, Sportswear, Work wear short

Shirts, Cardigans, Bermudas.

Ladies wear

T-shirts, Cycling Shorts, Nightwear, Ensamples, Cardigans, pullovers, vests,

Leggings, under Garments, Woven Shirts.

Kid swear

Fancy T-Shirts, Boxer Shorts, Ensembles, Cardigans, pullovers, Cycling shorts,

Vests, coordinates, Leggings, underwear, Woven Shirts & Woven underwear.

Quality

Quality speaks volumes about the manufacturer and the product. “Quality First”

has always been a watchword in all of their processes.

They have got an efficient quality assurance team which looks into the

intricacies of quality management through continuous online checks right from receipt

of raw material to end product, using the latest quality monitoring machines, and

ensuring that the end product meets buyer requirement.

They are conferred with ISO 9001: 2000 and ISO 14001:1996 certifications

towards Quality Management System and Environment Management System

respectively.
 In addition to ISO certifications, they are also certified for Oeko-Tex-

Standared-100 and Exo-tex. This allows them to supply our products under the

respective labels.

One of the production facilities is conferred with SA 8000:20001 towards

Social Accountability Management System.

Two of our production facility is certified for Worldwide Recognized Apparel

Production Certificate of compliance, developed by M/S. American Apparel and

Footwear Association, the largest sewn product association in the United States.
 EMPLOYEES STRENGTH OF THE COMPANY

Management Staff : 95

General Staff : 115

Permanent Workmen : 630

Temporary Workmen : 220

Total : 1060
 OBJECTIVES OF THE STUDY

1. To Study and analyze labour welfare facilities provided in Narayana Exports

(Pvt.) Ltd.

2. To know the medical and first aid facilities provided to the employees.

3. To analyze the level of satisfaction of the employees.

4. To study the working condition of the employees.

5. To analyze better way to improve the welfare measures of Narayana Exports

(Pvt.) Ltd.
 LIMITATIONS OF THE STUDY

1. The data analyzed for the study was based on the opinion of the respondents

and respondents are biased about the management.

2. Insufficient duration given for the researcher’s study.

3. The sample of this study is 274. So, it becomes difficult to collect the data at

time.
 RESEARCH METHODOLOGY

The advanced learner’s dictionary of current English lays down the meaning

of research as a careful investigation or inquiry especially through search for new

facts in any branch of knowledge. It can be defined as a scientific and systematic

search for pertinent information on a specific task. Research is thus a

“Systematized effort to gain new knowledge” Research methodology is a way to

solve the research problem systematically It may be understood as a science of

studying how research is done scientifically. It is the responsibility of the researcher

to expose the research decisions to evaluate, so that, they are implemented. The

researcher has to specify very clearly and precisely what decisions he selects and

why he selects them so that others can evaluate on it.

Research Design

A research design is blue print for fulfilling objectives and answering

Questions “A research design is the arrangement of conditions for collection and

analysis of data in a manner that aim to combine analysis of data in a manner that

aim to combine relevance to the research purpose with economy in procedure”, The

researcher has undertaken a descriptive type of research. It describes the

characteristics of population or presentation of answers for the question like where,

when and how relating to field to matter.

This study presents the state of affairs as it exists. This type of study mainly

helps to know the past and to predict the future area of the study.

Area of the Study

 This study was undertaken in perundurai, with reference to Narayana

Exports.

Target Population

To measure the welfare facilities, the employees of Narayana Exports are

taken as the target population.

Sample Size

A sample is part of the target population. It refers to the number of items to

be selected from the universe to constitute a sample from the population. The

researcher has taken 274 employees as sample.

Sampling Method

Convenient sampling method is adopted in this study.

Data collection method

While dealing with any real life problem, it is obvious that data at hand are

inadequate and hence it becomes necessary to collect that are appropriate.

Depending upon the sources of information available, the data can be classified as

 Primary data

 Secondary Data

Primary Data

Primary data refers to the data, which is collected for the first time. The

primary data collection is done with the help of questionnaire that proved to be
effective in collecting the relevant information regarding the employee’s welfare

measures.
Secondary data

Queries made by others for their own purpose represent secondary data.

Secondary data is collected from books, company records and internet.

Statistical tools used

• Percentage analysis

• Chi –square analysis.

Simple Percentage

Simple Percentage analysis used by the researcher for analysis and

interpretation of collected data.

Actual respondent s
Simple Percentage = x 100
Total respondent s

Chi-Square Analysis

Chi- Square test is applied in statistics to test the goodness of fit to verify the

distribution of observed data with assumed theoretical distribution. Therefore, it is

measured to study the divergence of actual expected frequencies it has great use in

statistics especially in sample studies. The expected frequency in chi-square is zero.

Thus chi-square test describes the discrepancy between theory and observation

(O − E ) 2
Chi- Square test (X2) = ∑ E

Degrees of freedom = (R-1) (C-1)

Where as

O= Observed frequency

E= Expected Frequency

R= Number of Rows

C= Number of columns.
 4. ANALYSIS AND INTERPRETATION

TABLE No – 1

TABLE SHOWING THE AGE – WISE CLASSIFICATION OF THE

RESPONDENTS

No. of
S.No Age Percentage (%)
Respondents

1 Less than 25 years 53 19

2 20 – 35 years 114 42

3 36 – 45 years 53 20

4 46 – 55 years 39 14

5 Greater than 55 years 15 5

Total 274 100

Interpretation

From the above table, it is inferred that 42% of the respondents belong to the

age group of 25 to 35 years, 20% of the respondents belong to the age group of 36

to 45 years, 19% of the respondents belong to the age group of less than 25 years,

14% of the respondents belong to the age group of 46 to 55 years and the remaining

5% of the respondents belong to the age group of more than 55 years.

 TABLE No – 2

TABLE SHOWING THE GENDER-WISE CLASSIFICATION OF THE

RESPONDENTS

No. of
S.No Gender Percentage (%)
Respondents

1 Male 193 70

2 Female 81 30

Total 274 100

Interpretation

From the above table, it is inferred that 70% of the respondents are male

gender and 30% of the respondent’s are female gender.

 TABLE No – 3

TABLE SHOWING THE EDUCATIONAL QUALIFICATION OF THE

RESPONDENTS

No. of
S.No Educational Qualification Percentage (%)
Respondents

1 Schooling 55 20.07

2 Under Graduate 80 29.19

3 Post Graduate 48 17.51

4 Technical 38 13.86

5 Others 53 19.4

Total 274 100

Interpretation

From the above table, it is inferred that 29.19% of the respondents are Under

Graduates, 20.07% of the respondents are up to school level, 19.34% of the

respondents belong to others qualification like diploma, computer course, ect,17.51%

of the respondents are post Graduates, and 13.86% of the respondents are technical

people.
 TABLE No – 4

TABLE SHOWING THE JOB CADER WISE CLASSIFICATION OF THE

RESPONDENTS

No. of
S.No Cader of Job Percentage (%)
Respondents

1 Managerial Level 53 19.34

2 Executive Level 81 29.56

3 Subordinate Level 140 51.09

Total 274 100

Interpretation

From the above table, it is inferred that 51.09% of the respondents belong to

subordinate level, 29.56% of the respondents belong to executive level, and the

remaining 19.34% of the respondents belong to Managerial level.

 TABLE No – 5

TABLE SHOWING THE OVERALL EXPERIENCE WISE CLASSIFICATION

OF THE RESPONDENTS IN THIS COMPANY

No. of
S.No Experience Percentage (%)
Respondents

1 < 5 years 80 29.19

2 6 – 10 years 120 43.79

3 11 – 15 years 54 19.70

4 16 – 20 years 13 4.74

5 > 20 years 7 2.55

Total 274 100

Interpretation

From the above table, it is found that 43.79% of the respondents have 6 –10

years of experience, 29.19% of the respondents have less than 5 years of

experience, 19.70% of the respondents have 11–15 years of experience, 4.74% of

the respondents have 16 – 20 years of experience, and the remaining 2.55% of the

respondents have 20 years of experience.

 TABLE No – 6

TABLE SHOWING THE INCOME LEVEL OF THE RESPONDENTS IN THIS

COMPANY

No. of
S.No Income per month Percentage (%)
Respondents

1 Below Rs. 5000 69 25.18

2 Rs.5000 – Rs.10000 155 56.56

3 Above Rs.10000 50 18.24

Total 274 100

Interpretation

From the above table, it is found that 56.56% of the respondents belong to

the income level of Rs.5,000 to 10,000. 25.18% of the respondents belong to the

Income level of below Rs.5,000 and the remaining 18.24% of the respondents belong

to the Income level of above Rs.10,000.

 TABLE No – 7

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

WORKING CONDITIONS

No. of
S.No Particulars Percentage (%)
Respondents

1 Highly satisfied 99 36.13

2 Satisfied 76 27.73

3 Neutral 66 24.08

4 Dissatisfied 26 9.48

5 Highly satisfied 7 2.55

Total 274 100

Interpretation

From the above table, it is found that 36.13% of the respondents are highly

satisfied with the working conditions of the company, 27.73% of the respondents are

satisfied, 24.08% of the respondents have neutral opinion about the working

conditions, 9.48% of the respondents are dissatisfied and only 2.55% of the

respondents are highly dissatisfied with the working conditions of the company.
 TABLE No – 8

TABLE SHOWING THE EMPLOYEE SATISFACTION LEVEL REGARDING THE

TRANSPORTATION FACILITY

No. of
S.No Particulars Percentage (%)
Respondents

1 Highly satisfied 29 10.58

2 Satisfied 130 47.44

3 Neutral 83 30.29

4 Dissatisfied 18 6.56

5 Highly satisfied 14 5.10

Total 274 100

Interpretation

From the above table, it is found that 47.44% of the respondents satisfied with

the transportation facility provided by the company, 30.29% of the respondents have

neutral opinion about the transportation facility, 10.58% of the respondents are highly

satisfied, 6.56% of the respondents are dissatisfied and only 5.10% of the

respondents are highly dissatisfied with the transportation facilities provided by the

company.
 TABLE No – 9

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

DEATH AND EMERGENCY RELIEF FUND

No. of
S.No Particulars Percentage (%)
Respondents

1 Highly satisfied 43 15.69

2 Satisfied 83 30.29

3 Neutral 100 36.49

4 Dissatisfied 33 12.04

5 Highly satisfied 15 5.47

Total 274 100

Interpretation

From the above table, it is found that 36.49% of the respondents have neutral

opinion about the death and emergency relief fund, 30.29% of the respondents have

satisfied with the death and emergency relief, 15.69% of the respondents have highly

satisfied, 12.04% of the respondents have dissatisfied and remaining 5.47% of the

respondents have highly dissatisfied with the death and emergency relief fund

provided by the company.

 TABLE No – 10

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

NIGHT SHIFT ALLOWANCE

No. of
S.No Particulars Percentage (%)
Respondents

1 Highly satisfied 23 8.39

2 Satisfied 72 26.27

3 Neutral 91 33.21

4 Dissatisfied 67 24.45

5 Highly satisfied 21 7.66

Total 274 100

Interpretation

From the above table, it is found that 33.21% of the respondents have neutral

opinion about night shift allowance, 26.27% of the respondents have satisfied with

the night shift allowance, 24.45% of the respondents have dissatisfied, 8.39% of the

respondents have highly satisfied and 7.66% of the respondents have highly

dissatisfied with the night shift allowance provided by the company.

 TABLE No – 11

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

MEDICAL FACILITIES

No. of
S.No Particulars Percentage (%)
Respondents

1 Highly Satisfied 34 12.40

2 Satisfied 58 21.16

3 Neutral 93 33.97

4 Dissatisfied 68 24.81

5 Highly Dissatisfied 21 7.66

Total 274 100

Interpretation

From the above table, it is found that 33.94% of the respondents have neutral

opinion about the medical facilities, 24.81% of the respondents have dissatisfied,

21.16% of the respondents have satisfied, 12.40% of the respondents have highly

satisfied and 7.66% of the respondents have highly dissatisfied with the medical

facilities provided by the company.

 TABLE No – 12

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

CANTEEN FACILITIES

No. of
S.No Particulars Percentage (%)
Respondents

1 Highly Satisfied 51 18.61%

2 Satisfied 89 32.48%

3 Neutral 71 25.91%

4 Dissatisfied 53 19.34%

5 Highly Dissatisfied 10 3.64%

Total 274 100

Interpretation

From the above table, it is found that 32.48% of the respondents are satisfied

with the canteen facilities, 25.91% of the respondents are neutral, 19.34% of the

respondents are dissatisfied, 18.61% of the respondents are highly satisfied about

the canteen facilities and only 3.64% of the respondents are highly dissatisfied with

the canteen facilities provided by the company.

 TABLE No – 13

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

REST ROOM AND LUNCH ROOM FACILITIES

No. of
S.No Particulars Percentage (%)
Respondents

1 Highly Satisfied 22 8.02

2 Satisfied 101 36.86

3 Neutral 103 37.59

4 Dissatisfied 40 14.59

5 Highly Dissatisfied 8 2.91

Total 274 100

Interpretation

From the above table, it is found that 37.59% of the respondents have neutral

opinion about the rest room and lunch room facilities, 36.86% of the respondents are

satisfied, 14.59% of the respondents are dissatisfied, 8.02% of the respondents are

highly satisfied, and only 2.91% of the respondents are highly dissatisfied with the

rest room and lunch room facilities provided by the company.

 TABLE No – 14

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

ACCIDENT BENEFIT

No. of
S.No Particulars Percentage (%)
Respondents

1 Highly Satisfied 33 12.04

2 Satisfied 77 28.10

3 Neutral 95 34.67

4 Dissatisfied 55 20.07

5 Highly Dissatisfied 14 5.10

Total 274 100

Interpretation

From the above table, it is found that 34.67% of the respondents have neutral

opinion about the accident benefit, 28.10% of the respondents have satisfied,

20.07% of the respondents dissatisfied, 12.04% of the respondents have highly

satisfied and only 5.10% of the respondents have highly dissatisfied with the accident

benefit provided by the company.

 TABLE No – 15

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

LIGHTING FACILITIES

No. of
S.No Particulars Percentage (%)
Respondents

1 Good 137 50

2 Average 106 38.68

3 Bad 31 11.31

Total 274 100

Interpretation

From the above table, it is found that 50% of the respondents have good

opinion about lighting facilities, 38.68% of the respondents have the average opinion,

11.31% of the respondents have bad opinion regarding lighting facilities, provided

within the organization.

 TABLE No – 16

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

DRINKING WATER FACILITIES

No. of
S.No Particulars Percentage (%)
Respondents

1 Good 131 47.81

2 Average 103 37.59

3 Bad 40 14.59

Total 274 100

Interpretation

From the above table, it is found that 47.81% of the respondents have good

opinion about water facilities, 37.59% of the respondents have the average opinion,

14.59% of the respondents have bad opinion regarding the water facilities, provided

within the organization.

 TABLE No– 17

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

CLEANLINESS OF THE COMPANY

No. of
S.No Particulars Percentage (%)
Respondents

1 Good 115 41.97

2 Average 117 42.07

3 Bad 42 15.32

Total 274 100

Interpretation

From the above table, it is found that 42.07% of the respondents have

average opinion about cleanliness, 41.97% of the respondents have the good

opinion, 15.32% of the respondents have bad opinion regarding cleanliness.

 TABLE No – 18

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

VENTILATION

No. of
S.No Particulars Percentage (%)
Respondents

1 Good 96 35.03

2 Average 125 45.62

3 Bad 53 19.34

Total 274 100

Interpretation

From the above table, it is found that 45.62% of the respondents have

average opinion regarding ventilation, 35.03% of the respondents have good opinion,

and the remaining 19.34% of the respondents have bad opinion regarding ventilation.
 TABLE No – 19

TABLE SHOWING THE EMPLOYEES’ SATISFACTION LEVEL REGARDING THE

LATRINE AND URINALS

No. of
S.No Particulars Percentage (%)
Respondents

1 Good 92 33.57

2 Average 99 36.13

3 Bad 83 30.29

Total 274 100

Interpretation

From the above table, it is found that 36.13% of the respondents have

average opinion regarding latrine and urinals, 35.57% of the respondents have good

opinion, and the remaining 30.29% of the respondents have bad opinion regarding

latrine and Urinals.

 TABLE No – 20

TABLE SHOWING THE EMPLOYEES’ NECESSITY REGARDING THE

RECREATION FACILITIES

No. of
S.No Opinion Percentage (%)
Respondents

1 Yes 222 81.02

2 No 52 18.97

Total 274 100

Interpretation

From the above table, it is found that 81.02% of the respondents need

recreation facility and 18.97% of them do not need recreation facility.

 TABLE No – 21

TABLE SHOWING THE EMPLOYEES’ NECESSITY REGARDING THE CHILDREN

EDUCATION FACILITY

No. of
S.No Opinion Percentage (%)
Respondents

1 Yes 240 87.59

2 No 34 12.40

Total 274 100

Interpretation

From the above table, it is found that 87.59% of the respondents need

children education facility and 12.40% of them do not need children education facility.
 TABLE No – 22

TABLE SHOWING THE EMPLOYEES’ NECESSITY REGARDING THE FESTIVAL

ALLOWANCE

No. of
S.No Opinion Percentage (%)
Respondents

1 Yes 234 85.40

2 No 40 14.59

Total 274 100

Interpretation

From the above table, it is found that 85.40% of the respondents need festival

allowance and 14.59% of them do not need festival allowance.

 TABLE No – 23

TABLE SHOWING THE EMPLOYEES’ SATISFACTION REGARDING THE ROLE

OF SAFETY OFFICER

No. of
S.No Opinion Percentage (%)
Respondents

1 Yes 193 70.43

2 No 81 59.56

Total 274 100

Interpretation

From the above table, it is found that 70.43% of the employees are satisfied

with the role of safety officers and 59.50% of them are dissatisfied about his

performance in this company.

 CHI-SQUARE TEST

RELATIONSHIP BETWEEN AGE AND INCOME LEVEL OF THE RESPONDENTS

Aim : To find out the relationship between age and income level of
the respondents

H0 : There is no significant relationship between age and income

level of the respondents

H1 : There is a significant relationship between age and income

level of the respondents

TABLE-24

Table Showing the Relationship between Age and Income Level of the
Respondents

AGE OF THE RESPONDENTS

INCOME OF THE
Total
RESPONDENTS
< 25 25 to 35 > 34

Below Rs. 5000 20 (13.34) 33 (28.70) 16 (26.94) 69

Rs. 5000 to 1000 25 (29.98) 69 (64.48) 61 (60.52) 155

Above Rs. 10000 8 (9.67) 12 (20.80) 30 (19.52) 50

Total 53 114 107 274

Degree of freedom : 4
Level of Significance : 5%
Table Value : 9.488
Calculated Value : 25.73

Inference

The calculated value (25.73) is greater than the tabulated value (9.488), so

the null hypothesis is rejected. Based on this, it is inferred that there is a significant

relationship between age and income level of the respondents.

 CHI-SQUARE TEST

RELATIONSHIP BETWEEN EDUCATIONAL QUALIFICATION AND INCOME

LEVEL OF THE RESPONDENTS

Aim : To find out the relationship between educational qualification

and income level of the respondents

H0 : There is no significant relationship between educational

qualification and income level of the respondents

H1 : There is a significant relationship between educational

qualification and income level of the respondents

TBALE-25

Table Showing the Relationship between Educational Qualification and Income

Level of the Respondents

EDUCATIONAL QUALIFICATION OF THE

RESPONDENTS
INCOME OF
THE TOTAL
UNDER POST TECHNICAL
RESPONDENTS SCHOOL
GRADUATE GRADUATE AND
LEVEL
LEVEL LEVEL OTHERS

Below Rs. 5000 32 15 4 18 69

(13.85) (20.14) (12.08) (22.91)

Rs.5000 to10000 21 60 29 45 155

(31.11) (45.25) (27.15) (51.47)

Above Rs. 10000 2 5 15 28 50

(10.03) (14.59) (8.75) (16.60)

Total 55 80 48 91 274

Degree of freedom : 6
Level of Significance : 5%
Table Value : 12.592
Calculated Value : 65.55
Inference

The calculated value (65.55) is greater than the tabulated value (12.592), so

the null hypothesis is rejected. Based on the data it is inferred that there is a

significant relationship between educational qualification and income level of the

respondents.
 CHI-SQUARE TEST

RELATIONSHIP BETWEEN EDUCATIONAL QUALIFICATION AND ROLE OF

SAFETY OFFICER

Aim : To find out the relationship between educational qualification

and role of safety officer

H0 : There is no significant relationship between educational and

role of safety officer

H1 : There is a significant relationship between educational

qualification and role of safety officer

TABLE-26

Table Showing the Relationship between Educational Qualification and Role of

Safety Officer

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

ROLE OF
SAFETY UNDER POST Total
SCHOOL TECHNICAL
OFFICER GRADUATE GRADUATE OTHERS
LEVEL LEVEL
LEVEL LEVEL

Yes 37 62 32 28 34 193
(38.74) (56.35) (33.81) (26.76) (37.33)

No 18 18 16 10 19 81
(16.25) (23.64) (14.18) (11.23) (15.66)

Total 56 80 48 38 53 274

Degree of freedom : 4

Level of Significance : 5%

Table Value : 9.488

Calculated Value : 3.65

Inference

The calculated value (3.65) is lesser than the tabulated value (9.488), so the

null hypothesis is accepted. Based on the data it is inferred that there is no

significant relationship between educational qualification and role of safety officer.

 CHI-SQUARE TEST

RELATIONSHIP BETWEEN EXPERIENCE AND INCOME LEVEL

Aim : To find out the relationship between experience and income

level of the respondents

H0 : There is no significant relationship between experience and

income level of the respondents

H1 : There is a significant relationship between experience and

income level of the respondents

TABLE-27

Table Showing the Relationship between Experience and Income Level

Experience of the Respondents

Income of the
Total
Respondents 6 to 10 11to 15
<5 Years >15 Years
Years Years

Below Rs. 5,000 35 (20.14) 22 (30.21) 7 (13.59) 5(5.30) 69

Rs. 5,000 to 41 (45.25) 76 (21.89) 19 (9.85) 10 (11.31) 155

10,000

Above 4(14.59) 22(21.89) 19.(9.85) 5(3.64) 50

Rs. 10,000

Total 80 120 54 20 274

Degree of freedom : 6

Level of Significance : 5%

Table Value : 12.592

Calculated Value : 42.07

Inference

The calculated value (42.07) is lesser than the tabulated value (12.592), so

the null hypothesis is rejected. Based on the data it is inferred that there is a

significant relationship between experience and income level of the respondents.

 FINDINGS

 41.06% of the respondents belong to the age group of 25-35

years.

 70.43% of the respondents belong to male gender.

 29.19% of the respondents are under Graduate level of

educational qualification.

 51.09% of the respondents are in the job cader of subordinate

level.

 43.79% of the respondents are having 6-10 years of experience

in this company.

 56.56% of the respondents is in the income level of Rs.5,000 to

Rs.10,000

 36% of the employees are highly satisfied with the working

conditions of the company.

 47% of the respondents are satisfied with the transportation

facility offered by the company.

 36% of the employees are neither satisfied nor dissatisfied with

the death and emergency relief fund given by the company.

 33% of the employees are also neither satisfied nor dissatisfied

with the night shift allowances.

 Nearly 34% of the employees are satisfied with the medical

facility.

 32% of the employees are satisfied with the food facilities in

canteen provided by the company.

 37% of the employees are satisfied with the rest room and lunch

room facilities provided by the company.

 35% of the employees are satisfied with accident benefit, they

says that great care is taken in the time of accident.

 50% of the employees’ opinion regarding the lighting facility is

good.

 48% of the employees’ opinion regarding the drinking water

facility is good.

 43% of the employees say that cleanliness in Narayana Exports

is average.

 46% of the employees’ opinion regarding ventilation is average.

 36% of the employees’ opinion regarding Latrine and Urinal is

average.
 From the chi-square test it is found that there is a significant

relationship between age and income level of the respondents.

 From the chi-square test it is found that there is a significant

relationship between educational qualification and income level

of the respondents.

 From the chi-square test it is found that there is no significant

relationship between educational qualification and role of safety

officer.

 From the chi-square test it is found that there is a significant

relationship between experience and income level of the

respondents.
 RECOMMENDATIONS

 Most of the employees’ are in need of increase the night shift

allowance for their night shift.

 Workers are having less knowledge in the labour act’s so, the

management may take necessary steps to give awareness program

regarding these Act.

 The company may improve their Medical Facilities by starting a small

dispensary within the company with suitable medicines.

 They may improve the Canteen Facilities by providing lunch and other

items with the considerable cost.

 Most of the employees are in need for recreation facility such as arts

and sports. So, the company may take some steps regarding

recreation facility.

 The employee’s children’s are may be facilitated by providing

adequate education and crèches.

 Rest room and Lunch room facility have to be improved.

 Ventilation, Latrine and Urinals have to be improved.

 CONCLUSION

The main aim of providing facilities to the employees is to improve the

business and to maintain a positive attitude towards the company.

From the study, the researcher came to the conclusion that most of the

employees are satisfied with labour welfare facilities provided by the organization.

Labour welfare facilities are very important in an organization. It increases the

morale of the employees and thus increases job satisfaction.

Job satisfaction increases productivity of the organization. But the employees

are not satisfied with some of the facilities such as Rest room, ventilation and

canteen facility. If the organization implement the suggestion given in the report it

will be helped to the organization.

 A STUDY ON EMPLOYEES’ WELFARE MEASURES OF NARAYANA
EXPORTS IN PERUNDURAI.

QUESTIONNNAIRE

1. Name :

2. Age

a) <25  b) 25 – 35  c) 36-45


d) 45-55  e) >55 

3. Gender

a) Male  b) Female 

4. Educational qualification

a) Schooling  b)Under graduate 

c) Post graduate  d) Technical 

e) Others ___________

5. Cader of job

a) Managerial level  b) Executive Level 

c) Subordinate Level 

6. Years of Experience in the company

a) <5 years  b) 6 – 10 years 

c) 11-15 years  d) 16-20 years  e) >20 years 

7. Monthly income

a) Below rs.5000 b) 5000 to 10000 c) Above Rs. 10000

8. Do you know the various welfare measures provided by the

company?
 a) Yes  b) No 

Are you satisfied with the following welfare measures provided by

the company?

Highly Highly
Welfare
satisfie Satisfied Neutral Dissatisfied dissatisf
measures
d ied

9. Working
Conditions

10. Transport
facilities

11. Death and

emergency
relief fund

12. Night shift

allowance

13. Medical
Facilities

Welfare Highly Satisfi Highly

Neutral Dissatisfied
measures satisfied ed dissatisfied

Canteen
14
facilities

15 Rest room
and Lunch
Room
 facilities

Accidents
16
benefit

Please tick () in the appropriate columns regarding the satisfaction

17.
level with the following welfare measures

1. Lighting : a) Good b) Average c) Bad

Drinking
2. : a) Good b) Average c) Bad
water

3. Cleanliness : a) Good b) Average c) Bad

4. Ventilation : a) Good b) Average c) Bad

Latrine and
5. : a) Good b) Average c) Bad
urinals

18. Do you need Recreation Facility?

a) Yes  b) No 

19. Do you need Children Education Facility?

a) Yes  b) No 

20. Do you need Festival Allowance?

a) Yes  b) No 

21. Do you expect any facilities apart from the given measures?

Please mention :
________________________________________________________
________________________________________________________

22. Are you satisfied with the Role of safety officer in this company?

a) Yes  b) No 

Please suggest your opinion to improve the welfare measures in this

23.
company

________________________________________________________
________________________________________________________
 BIBLIOGRAPHY

 Kothari C.R., “Research Methodology”, New Age international

prakasan publishers, Second edition, 2006.

 Memoria.C.B & gankar S.V., “Personnel Management”, Himalaya

Publishing house, 21st Edition, 2005.

 Rao. V.S.P, “Human Resource Management”, Excel books publishers,

New Delhi, Second edition, 2005.

Websites

 www.textileindustry.com

 www.google.com