EMPLOYEE WELFARE

Employee welfare defines as “efforts to make life worth living for workmen”. These efforts
have their origin either in some statute formed by the state or in some local custom or in
collective agreement or in the employer’s own initiative.
The basic features of Labor welfare measures are as follows:

 Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
 Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining
 Labor welfare schemes are flexible and ever-changing. New welfare measures are added
to the existing ones from time to time.
 Welfare measures may be introduced by the employers, government, employees or by any
social or charitable agency.
 The purpose of Labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.

The very rationale behind giving welfare plans is to make proficient, sound, steadfast and
fulfilled Labor constrain for the association. The motivation behind giving such offices is to
improve their work life and furthermore to raise their way of life. The essential advantages of
welfare measures can be outlined as pursues:
• They give better physical and psychological wellness to specialists and in this manner
advance a solid workplace
• Facilities like lodging plans, health advantages, and training and amusement offices for
specialists' families help in raising their ways of life. This makes specialists to give more
consideration towards work and hence expands their profitability.
• Employers get steady Labor drive by giving welfare offices. Specialists check out their
occupations and work with a sentiment of contribution and investment.
• Employee welfare estimates increment the profitability of association and advance solid
mechanical relations in this manner keeping up modern harmony.
• The social indecencies predominant among the Labors, for example, substance misuse,
and so forth are diminished to a more prominent degree by the welfare approaches.

1
The idea of human asset the executives has become out of advancement in India, which went
through different periods of improvement. In the start of the century, the underlying concern
was on consummation the misuse in what was the "Perspired Industries". Along these lines,
administrative estimates were activity by the state to ensure workers against abuse by their
representatives. This offered ascend to welfare as the key idea in the board of Human Resource.

The advancement of welfare administration in businesses starts in the U.K in the late twentieth
century, when there was no worry for welfare state and working conditions were shocking.
Some paternalistic trusted that they had an obligation to take care of representatives for both
monetary and social reasons.
Any work whether manual or mental attempted for a fiscal thought is called Labor. Profitability
of Labor is a successful instrument for monetary improvement. The entire financial state of the
nation relies on increment of the profitability of Labor and the administration needs to accept
conceivable ways without an effective Labor compel, capital speculation better administration,
better innovation the regular assets are the components fundamental for creation. Be that as it
may, everything demonstrates good for nothing until the Labor control is added to all variables.
Truth be told, laborers are individuals are equipped for holding duties, broadening co-activity
for accomplishing objective. They have their own characteristics and yearnings which
whenever dealt with legitimately lead to the accomplishment of businesses and development
of economy.

Welfare of Labor has fundamental noteworthiness for any nation both from national and
worldwide perspective; the flourishing of the country relies upon the correct arrangements of
industry Labor. On the off chance that a nation takes least participation of Labor for generation
reason, it might prompt contortion. The administration needs to deal with improving Labor
profitability through different work activities.

Welfare exercises and satisfying their essential needs to improve the monetary states of Labor
to verify social equity and value, decrease the mechanical agitation and to improve Labor
profitability.

Work welfare is imperative in open area association as lakhs of laborers are utilized in them.
After autonomy open undertakings expected a prevailing job in Indian national economy.
Colossal synthetic and compost industrial facilities, designing organizations, building railroad
motors and Coaches and organizations delivering completed purchaser merchandise such a

2
medications, watches, careful instruments and photographs films are the different elements of
open division action in India.

In a welfare state where the philosophy of socialistic pattern of society is followed, it is

imperative to have a contended Labor force. Enjoying reasonable standard of living with
adequate facilities. Hence in view of the importance of Labor welfare an attempt made in this
study to enquire in to the social security and welfare activities in L.G. Polymers India

3
 NEED FOR THE STUDY

Welfare measures are measures which promotes the physical, psychological well-
being of the working population. Very recently, the government and other
agencies also recognized the importance of the welfare measures that are
provided by the employers to the employees. These measures help to improve the
standards of living of workers, housing, minimum wages and other benefits are
bound to create a feeling of satisfaction among the workers and are therefore more
helpful in reducing the extent of labor turnover and absenteeism.

Provisions of good medical and working conditions, recreational, educational are

bound to increase the mental efficiency and economic productivity of industrial
workers. And there are nearly 300 employees working at L.G.Polymers Pvt.Lltd
hence the topic of the study has been chosen has employee welfare measures of
L.G. Polymers Pvt. Ltd.

4
 SCOPE OF THE STUDY

1. The study covers the perception of employees on welfare activites of the Organisation.
2. It takes into consideration the opinions of permanent employees only.

5
 OBJECTIVES

1. To study and understand various standards, systems and practices being followed in L.G.
Polymers India Private Limited (LGPI).
2. To study the Employee Welfare measures of organization and various participative welfare
forums.
3. To analyze the welfare measures of the employees in the organization and also to find out
the root causes of dissatisfaction of employees regarding welfare.

6
 METHODOLOGY OF THE STUDY

INTRODUCTION:
The purpose of research is to discover answers to questions through the application of scientific
procedures. The main aim of research is to find out the truth which is hidden and which has not
been discovered as yet, though each research study has own its specific purpose. A research
design is a specification of methods and procedures for requiring the information needed to
structure or solve the problems. It’s our all frame work of the project stipulate the information
to be collected from sources and ensures that the information obtain is relevant to research
conducted.

Aim of the Research:

To ascertain the effectiveness of Employee welfare practices used by the Organization.

Research Design:

A research design is a type of blueprint prepared on various types of blueprints available for
the collection, measurement and analysis of data. A research design calls for developing the
most efficient plan of gathering the needed information. The design of a research study is based
on the purpose of the study.
A research design is the specification of methods and procedures for acquiring the information
needed. It is the overall pattern or framework of the project that stipulates what information is
to be collected from which source and by what procedures.

Data collection method:

Collection of data is the first step in statistics. The data collection process follows the
formulation for research design including the sample plan. The data can be secondary or
primary. Collection of Primary Data during the course of the study or research can be through
observations or through direct communication with respondents on one form or another or
through personal interviews. I have collected primary data by the means of a Questionnaire.
The Questionnaire was formulated keeping in mind the objectives of the research study.
Secondary data means data that is already available i.e., they refer to data, which has already
been collected and analyzed by someone else. When a secondary data is used, the researcher

7
has to look into various sources from where he can obtain data. This includes information from
various books, periodicals, magazines etc.

SOURCES OF DATA:

The information is collected from both primary and secondary sources.

Primary Data:

The primary data was collected through

1. Questionnaire
2. Personal interactions with employees
3. By observations
The questionnaire method consists of multiple choice answers to simplify the
data collection, and for better understanding of respondent’s opinion.

Secondary Data:

The secondary data collected form:

1. Company profile

2. Books and journals

3. Websites

Secondary data includes those data which are collected for some earlier research
work and are applicable in the study, the study researcher has presently undertaken.
Efficacious use of secondary data can both save money and time of researcher. The
researcher using the secondary data must also know the fundamentals of Primary data
collection. Secondary data is a valuable source of data. Though the secondary data is less
expensive and can be collected within a short time-period, yet they do not solve the
research problems completely.

This may be due to different units of its measurement: Different classes employed
to the report data, which may not be adequately processed: It may not be sufficient and so
on.

8
 STATISTICAL TOOL EMPLOYED:

Percentage and survey methods were used to smooth out the differences in data for
a uniform analysis. It was also felt that interpretation would be easier with percentage
method. Bar-chart& Pie-charts were used to represent the data.

STATISTICAL TOOL EMPLOYED:

Percentage and survey methods were used to smooth out the differences in data for
a uniform analysis. It was also felt that interpretation would be easier with percentage
method. Bar-chart& Pie-charts were used to represent the data.

STEPS IN METHODOLOGY:

a. The first step involves analyzing the Employee welfare practices in L.G. Polymers India
Private Limited (LGPI). This focuses on studying the factors affecting the performance of
employees in the organization.

b. Then questionnaire is issued to the employees stressing to know their level commitment
to the company.

c. The data is collected from the employees and is used for analysis.

d. The data collected is properly analyzed using appropriate tool.

The findings are listed and suggestions given to enhance employees commitment and
involvement towards job and effectiveness of the organization L.G. Polymers India Private
Limited (LGPI).

METHODOLOGY:

Total population (N) =370 (total no. of employees)

Sample size(n) =120 (i.e, approximately 32% of the total employees)

Sampling method used - Simple random sampling.

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 LIMITATIONS OF THE STUDY

 The study was purely based on the information given by the employees and there are
chances for gave wrong data.
 The time period was not sufficient for the study
 The sample size is 120 , so the employee’s opinion may not reflect the exact scenario.
 Employees are very busy in their work so they gave answers very much in the
questionnaire method.
 Certain employees were biased in answering to the questions.
 Some employed are illiterate and may not be able to fill up the questionnaire
themselves.

10
 INDUSTRY PROFILE

In the following decades, plastic begin to be used in numerous products, ranging from
packaging to new textiles, and it also paved the way for the invention and it also paved the way
for the invention innovative products such as television and computers. In 2007, total usage of
plastic had reached close to 100 million tonnes, and this has caused significant depletion of
natural resources such as petroleum and natural gas.

Today, polyethylene is the wisely used plastic. On the other hand, the rise of polypropylene
and the introduction of acetyl and polycarbonate from the plastics family named as engineering
thermoplastics. As we completely innovative, there are for sure more to expect.

The Natural polymers:

 The word polymer literally means poly (many) mer (unit).

 They are complex and giant molecules different from low molecular weight compounds
like common salts.
 A unit may consist of a single atom or a small group of atoms linked chemically. A
simple chemical unit repeats itself a very large number of times in the structure of a
polymer molecule.

In the 17th century, an Englishman John Osborne made moulding from the natural polymer,
horn by the 19th century, the moulded horn industry was thriving and geared to sell mass
produced items to the emergency middle classes. Comes from tropical trees were exploited
especially rubber and Gutta Precha for which Bewely invented the plastic extruder in 1847.
Gutta Precha was used to protect and insulate the first submarine telegraph cables in 1850.

With his brother Charles, Thomas Hancock worked extensively with this material but is now
best known for his Discovery 1839 of his vulcanization of rubber whilst Good Year
independently discovered it in America. There was the first deliberate chemical modification
of a natural polymer to produce a moulding material. In America Indian 1850s shellac was
being compounded with wood flour to mould Union cases to display early photographs. Shellac
based compositions were used until 1940s to mould gramophone records.

Lepage worked in France with albumen and wood flour to produce his decorative Bois Durci
plaques. And many others worked with a wide variety of ingredients included Seaweed, peat,

11
paper and Leather. Nearly 10% of all British patents issued in 1885 referred to moulding
materials but the major breakthrough was in the modification of cellulose fibres with nitric acid
to give the first semi synthetic plastic material, cellulose nitrate.

Timeline - Precursors

1839 - Natural rubber - method of processing invented by Charles Goodyear

1843 - Vulcanite - Thomas Hancock.

1843 - Gutta Precha - William Montgomery

1856 - Shellac - Alfred Critchlow, Samuel Peck

1856 - Bois Durci - Francois Charles Lepage

Timeline - Beginning of the Plastic Era with Semi Synthetics

1839 - Polystyrene or PS discovered - Eduard Simon

1862 - Parkesine - Alexander Parkes

1863 - Cellulose nitrate or Celluloid - John Wesley Hyatt

1872 - Polyvinyl chloride or PVC - first created by Eugene Baumann

1894 - Viscose Rayon - Charles Frederick cross, Edward John Bevan

Timeline - Thermosetting Plastics and Thermoplastics

1908 - Cellophane - Jacques E. Brandenberger

1909 - First true plastic phenol-formaldehyde trade named Bakelite - Leo Hendrik Baekeland

1926 - Vinyl or PVC - Walter Semon invented a kind of PVC.

1927 - Cellulose Acetate

1933 - Polyvinylidene Chloride or Saran also called PVDC - accidentally discovered by Ralph
Wiley, a Dow chemical lab worker

1935 - Low density polyethylene or LPDE - Reginald Gibson and Eric Fawcett

1936 - Acrylic or Poly methyl Methacrylate

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1937 - Polyurethanes trade named Agamid for plastic materials and Perlon for fibres - Otto
Bayer and co-workers discovered and patented the chemistry of Polyurethanes

1938 - Poly tetra fluoro ethylene or PTFE trade named Teflon - Roy Plunkett

1939 - Nylon and Neoprene considered a replacement for silk and a synthetic rubber
respectively - Wallace Hume Carothers

1941 - Polyethylene Terephthalate or PET - Winfield Dickson

1942 - Unsaturated Polyester also called PET patented by John Rex Winfield and James
Tennant Dickson

1951 - High density polyethylene or HDPE trade named Marlex - Paul Hogan and Robert
Banks

1951 - Polypropylene or PP - Paul Hogan and Robert Banks

1953 - Saran Wrap introduced by Dow Chemicals

1954 - Styrofoam a type of foamed polystyrene foam was invented by Ray McIntire for Dow
Chemicals

1964 - Polyimide

1970 - Thermoplastic polyester this includes trademarked Dacron, Mylar, Melinex, Teijin, and
Textron.

1978 - Linear Low Density Polyethylene

1985 - Liquid Crystal Polymers

Polymer Industry:

The polymer industry started in particular for spectacular growth because of its wide range and
applications. A polymer basically comprises of thermoplastic. It has wide applications, very
much advantageous, cost in energy efficient too. A polymer can be recycled so it can be
reshaped a number of times by applying heat and pressure. In order to meet the basic needs of
the growing population and to enhance the overall standard of living our natural resources are

13
being exploited. In order to attain a better quality of life, synthetic fibres, plastics, synthetic
rubber Railway complimenting the natural products like cotton, jute, paper, wood and metals.

Being repetitive wares that are generally exchanged, ware Polymers are estimated on import
equality premise Indian household advertise. In this way, the edges earned by the local makers
of saps are generally controlled by the universal tolling edges import obligation levels and the
local interest supply circumstance. Remote trade rates likewise assume a job in affecting edges.
Indian item polymer produces have of late been experiencing a down cycle hastened to a great
extent by the Global monetary log jam and started in mid-2008 sharp unpredictability in raw
material costs, and flood in a limit augmentations in West Asia which has served to expand
rivalry from imports close residential industry on its part is additionally liable to observe
noteworthy limit options over the medium term. On the Global supply side why numerous
polymer limit expansion ventures have been declared the slower than anticipated advancement
of such activities as a result of the deficiency of Engineering and labor assets overbooked
merchants and contractual workers raw material limitations and issues in plant adjustment are
causing delays in the appointing of the new limits consequently influencing steady item
accessibility. Wild is Ganesh have pushed back the eagerly awaited down cycle in the division
Air Supply excess is normal in the close term and this Shilpa help for the following couple of
years which thusly would apply weight on petrochemical edges.

At present the demand of polystyrene in some areas of application in India is as follows

Applications demanded in tons per year

1. Audio/video 1420
2. TV/VCR 24000
3. Refrigerator/Washing Machine 19200
4. Clocks 8900q
5. Households 2400
6. Stationary 120

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Indian Plastic Industry:

The plastic industry is considered as Sunrise industry and has been exhibiting a consistent
export growth rate in the past. The plastics industry in India has made significant achievement
ever since it made a modest but promising beginning by commencing production of polystyrene
in 1975. The chronology of manufacturing of polymers in India is summarised as under

1975 - POLYSTYRENE

1959 - DPF

1968 - PVC

1978 - POLYPROPYLENE

Commodity Polymers are used mostly in the manufacture of various plastic products that find
application in sectors such as packaging storage automotive construction and irrigation.
Although there are several grades of commodity polymers, the major ones -- PE, PP, and PVC
-- account for an estimated 90% of the total commodity polymer usage in India. The domestic
commodity polymer industry is characterized by the presence of a few resin producers and
several downstream processors, who in turn sell semi-finished, finished plastic articles to end
customers. The Indian Polymers industry is a small by international standards, accounting for
only around 3.5% of the Global production. However the rate of growth of Indian polymer
consumption is among the highest in the world and this is because of the low Bass effect and
burgeoning demand from several end users.

The potential Indian market has motivated Indian entrepreneurs to acquire technical expertise,
achieve high quality standards. Phenomenal developments in the plastic machinery sector
coupled with matching developments in the petrochemical sector, both which supported the
plastic processing sector, and facilitated the plastic processors to build capacities to server both
the domestic market and overseas market.

The per capita usage of polymers in India at about 6 kgs is far below the Global average of 29
kgs and below that of China at 24 kgs and of Asia at 22 kgs. The domestic per capita usage as
well as the absolute usage of commodity Polymers is expected to grow because of various.

economic and demographic factors. Some of these factors are increase in Urban population and
shift of population from rural 2 urban areas; rise in per capita income; growth of middle class;

15
growth in infrastructure including national highways growth in housing sector increasing
penetration of synthetic bags in food grain packaging changing Lifestyle with increase in
demand for FMCG products and cosmetics changing food habits and study steadily rising
application of polymers in the agriculture sector.

Polyethylene:

The Indian per capita usage of polyethylene at about 2 kgs is only about a fifth of the Global
average which stands at about 10 kgs. Under the penetrated Indian polyethylene market
reported a compounded annual growth rate (CAGR) of about 12% from 2003 - 2004 to 2009-
10, although there were large year on year fluctuations. Around 30% of the domestic demand
of polyethylene is met by imports, which have also been growing at robust rates because of
domestic supply constraints and rising demand. To meet import competition, some domestic
Petrochemical producers are developing speciality, niche and value added grades of
polyethylene that fetch higher margins and are less prone to competitive pricing pressures from
imports.

Given the spread of modern retail formats, increasing consumer spending, housing sector
growth and rising disposable incomes, almost all grades of polyethylene are expected to report
high growth rates over the medium to long term. Basing on the grade the polyethylene can be
classified into three:

High density polyethylene (HDPE)

Linear low density polyethylene (LLDPE)

Low density polyethylene (LDPE)

The Indian per capita consumption of PVC at 1.5 kg is only about a third of the Global average
of 5 kg. PVC demand in India are reported a CAGR of about 11% from 2005-6 to 2009-10,
although there were large year on year variations. India is a net importer of PVC, with imports
meeting around 40% of the total domestic demand. Moreover, the country’s dependence on PP
imports has been rising because of increasing demand, low prices of imports, vis-a-vis domestic
produce, lack of commensurate growth in domestic capacity.

The agriculture sector is the major consumer of PVC in India, accounting for about
60% of the total usage. The prospectus for PVC usage by the agriculture sector appear bright
at present, given that the use of PVC pipes for irrigation is expected to increase with both the

16
central and state governments focusing on bringing a larger area under irrigation as well as
conserving water through various schemes ( eg Micro-irrigation and water harvesting).
Agriculture apart, the higher outlay being made for infrastructure development through plants
such as Bharat Nirman rural infrastructure and the national highways development programme
NHDP are also expected to drive growth in PVC demand. While the overall PVC market has
executed healthy growth rate during the last decade, there have been certain pockets where
demand growth has either be negative or muted. In recent years, environmental and safety
issues as well as substitution by polyethylene have impacted PVC usage negatively in certain
segments. The plastic processing sector comprises of over 30000 units which involved in
producing a variety of items like injection mouldings blow 19 moulding extrusion and
calendaring. The capacities built in most segments of this industry are coupled with inherent
capabilities which made U.S capable of serving the Overseas markets. The Economic reforms
launched in India since 1991, have added for the flip to the Indian plastic industry. Joint
ventures and foreign investments have given easy access to technology from developed
countries, which open new vistas to further facilitate for the growth of this industry.

Notwithstanding the sizeable capacity additions anticipated in India over the next three
to four years, the domestic demand supply balance should remain favourable for polyethylene
and PVC resin producers, even as the PP resin market should remain in surplus. It is however
not the demand supply dynamics but increasing import competition from west Asian
manufacturers that makes for a pressing concern, given that such competition good translate
into subdues tolling margins for incumbents and new entrants over the medium term.

Domestic manufacturers who have moderate to high share of speciality/niche grades

they not produced by West Asian manufacturers could however partly avoid the pressures
exerted by larger imports. Import competition apart, the other near term concerns relate to the
rising crude oil prices to consumers and to manage any slowdown in short term demand against
the possible backdrop of rising resin prices.

17
The top 10 trading partners for our plastic products are

1. USA
2. UAE
3. ITALY
4. UK
5. BELGIUM
6. GERMANY
7. SINGAPORE
8. SAUD ARABA
9. CHINA
10. HONG KONG

18
 COMPANY PROFILE

The company was incorporated 1961 as “Hindustan Polymers” for manufacturing

styrene monomer polystyrene and its co-polymers at Visakhapatnam India merged with
McDowell & co. ltd. of UB group in 1978. L.G. Chemical considered India as an important
market and in its aggressive global growth plan identified Hindustan polymers as a suitable
company for entering Indian market through 100% takeover y L.G. Chem. (South Korea)
Hindustan Polymers was renamed as L.G. Polymers India Private Limited (LGPI) in July 1997.

In the year 1997 L.G. Chem. Korean multinational took over the company from
McDowell and Co. Ltd. This is a multinational corporation. The objective is high productivity
with low manpower. Under the McDowell the company produced the raw material styrene on
its own which led to the losses. But is taken over by Korean the raw material was imported.
From Korea and Saud Arabia for a comparatively cost. By reducing the manpower and also the
cost of production slowly the company came out of losses and started increasing profits and
ultimately the company reached a profitable stage. And for the first time they made a profit of
28 crores. Later due to market and cut throat compensation they faced losses. Further to meet
the customer satisfaction L.G. starts improving the quality instead of increasing the pricing to
meet the market compensation. At present they face stiff compensation from

 Supreme industries
 Pushpa Polymers
 BASF

They have their man corporate office in Mumbai and man marketing divisions is in Mumbai
and they also have regional sales are under control of central marketing office at Mumbai since
then Lucky Gold Polymers India Pvt. Ltd. As it is shortly called as a leader in Polystyrene and
impact able polystyrene.

 The word polymer literally means poly (many) mer(unit).

 They are complex and giant molecules and are different from low molecular weight
compounds like common salts.

19
  This unit may consist of a single atom or a group of atoms linked chemically. A simple
chemical unit repeats itself a very large number of times in the structure of polymer
molecule.

Polymer is made up of many small molecules which have combined to form single long or
large molecule. The development and increased its production capacities over the period
ISO 18001 is under progress. And also the company follows special systems like total
productivity management (TPM), 5S, Quality Circles (QC), suggestions scheme and 6
sigma they produce high quality material for customers.

Brief History of Lgpi:

1961: Initially the company started and incorporated as Shri Ram Mills Group.

1962: The Company was again incorporated as “Hindustan Polymers”.

1964: The Company had collaborated with “BX Plastic Ltd London” to produce
polystyrene.

1967: Alcohol production was started.

1972: DCM (Delhi Cloth Mill) has taken change of organisation.

1973: The faced losses due to high cost and security of raw material.

1978: McDowell & Co. Ltd. Has taken over the company from DCM.

1989: EPS production plant was started.

1991: Polystyrene modernization plant was constructed.

1997: L.G. Korean multinational took over the company from McDowell & Co. Ltd.

Products of Lgpi:

Polystyrene (PS)

Expandable Polystyrene (EPS)

High impact Polystyrene (HIPS)

General purpose Polystyrene (GPPS)

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Goals of Lgpi:

 To maintain a 100% customer satisfaction.

 To maintain a 100% quality n production of the product.
 To maintain the company reputation as a best company n the world.

Properties:

 The concern for their ultimate customer satisfaction and intermediate customer for
trade.
 Their gratitude and concern for the suppliers who supply raw materials.
 Concern for the employees and their most valued asset.
 Knowledge about their competitors for healthy competition.

About Polystyrene (PS):

It is a versatile thermoplastic which can e processed n various ways namely injection

mouldings extrusion etc.; to give several intricate shapes. It is available in wide range of
grades ranging from general purpose and high impact to highly specialized grades. This
finished product is more favourably priced with respect to properties compared to other
thermoplastics. The consumption of India alone about 5Years back was about 1Lac MT. it
was expected to double y 2000 A.D that had happened. The annual growth is being
expected to be more than 20% for the coming 3 years and at 12-15% or the next THREE
years thereafter.

Major Applications of Polystyrene (PS):

 TV / Radio Cabinets.
 Disposable Containers.
 Audio/ Video Cassettes.
 Refrigerator Lining.
 Food packing.
 Lamination jewellery.
 Crystal ware.
 Ball pens/ Novelties.
 Tail lights.
 Shoe heels.

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  Structure foam.

About Expandable Polystyrene:

It is a versatile foam plastic which has extensive application n thermal insulation. It has
good acoustic properties. The present consumption in India is about 2000 MT.

Major Applications of Expandable polystyrene (EPS):

 Packing.
 False ceiling.
 Disposable cups and trays.
 Loose fills.
 Building and constructions.
 Outdoor decorations.
 Cold insulation.
 Sound proofing of buildings.
 Marine applications.
 Lost foam castings.

Vision of L.G.P.I:

We are committed to customer satisfaction at L.G. Polymers India Pvt. Ltd. We shall
meet customer needs and expectations by timely delivery of quality products through
continuous improvement of technology infrastructure and work environment with
innovation and total production.

To become internationally recognised company by quality and customer satisfaction by

adopting international standards and techniques QC, TQM, TPM, SQC, SPC etc.

Mission of L.G.P.I:

Consistent with the vision and values of L.G.P.I strives to strengthen India’s industrial
base through effective utilisation of men and materials. The means envisaged to achieve
high technology and productivity consistent with modern management practices.

L.G Polymers recognises that honesty and integrity are essential ingredients of a strong
and stale enterprise profitability provides the man spark of economic activity.

22
 Overall the company seeks to scale heights of excellence in all that it does in an
atmosphere free from fear and one which encourages innovates and creativity.

Functional divisions:

 Industrial relations and human resources.

 Accounts and EDP.
 Materials and logistics.
 Production.
 Engaging.
 Technical services and research development.
 Quality control department.
 Marketing.
 Innovative.
 Environment and safety

About Industrial Relations and Human Resources Department:

This department consists of 2 sections i.e., HR and IR. This department is headed by
senior manager (IR & HR). This department looks after all HR functions of the organisation
from recruitment to separation. It also conducts welfare programmes free of cost in the
surrounding areas like Medical Camps, Welfare of School Children etc.

Functions:

 HR Planning
 Recruitment and Selection
 Employee Induction and Development
 Wage and Salary Administration

HR Policy of L.G.P.I:

 To provide a realistic and generous understanding and acceptance of their needs and
enlightened awareness of the social problem of the industry.
 To provide adequate wages, good working conditions and effective machinery for
redresses of grievance and suitable opportunities for promotions and self-development
through internal and external programmes.

23
  To create a sense of belonging through women and purposeful activities in an integral
part of human relations ensuring their willing cooperation and loyalty and personnel
rules and programmes help in translating procedure into concrete action.

Employee Welfare Activities Carried Out at L.G.P.I:

 Medical subsidy-officers, staff, workmen.

 Med claim policy officers, staff, workmen (ICICI Lombard).
 Group personal accidents policy officer, staff and workmen.
 Canteen facilities.
 First aid centre.
 Periodical health check-up for all employees.
 Group Janatha personal accident policy-all employees of L.G.P.I.
 Scholarships to the meritorious students of employees’ children (staff and workmen).
 Picnics (once a year).
 Sweets distribution to employees 5 times a year.
 Uniforms, shoes, socks to all employees at works (including casual labour).
 Marriage gifts.
 Family planning incentives.
 Retirement gift.
 Funeral expenses.
 Venkatapuram village welfare activity.
 Rain suits for staff and workmen.
 Literary programme.
 Venkatapuram village school activity.
 Employee shop management on no profit basis.
 Works committee.
 Benevolent fund committee.
 AP labour welfare fund.
 Scooter loans.
 Production reward/ex-gratia/bonus.
 Festival advance.

24
 About Accounts Department:
The department of L.G.P.I deals with the record keeping of various transactions and
management of financial resources. It is headed by accounts director it deals.

Functions of department are:

 Financial accounting.
 Management accounting.
 Investment management.
 Taxation.

About Material and Logistics Department:

This area deals with the storing of materials, material controlling and issue of materials
to department where these are need. This work in close coordination with purchase
management and various other functions too.

Functions of the department are:

 Raw material handling

 Material management.
 Packaging.
 Logistics.
 Inventory management.
 Engineering and machinery service.

Raw material supplied from Goa, Ahmadabad, Faridabad, Delhi, Mumbai, Chennai, Calcutta,
etc. Raw materials are rubber and other chemicals.

About Production Department:

These departments are headed by G M Productions. The production plant is located at

Visakhapatnam. In this division G M heads production activity and it deals with production
function of the plant and reporting to the Director (Operations). This department consists of
THREE Production Plants namely GPPS, HIPS and EPS.

25
About Quality Control Department:

This department takes care in maintaining quality of the products produced in the plant
after production through various tests and testing devices are used to test the required properties
are present in the finest product.

 Universal testing machine.

 Gas-Liquid chromatography.

Quality Policy of L.G.P.I:

At L.G Polymers India Pvt. Ltd., the employees are committed to customer satisfaction.
They shall meet customer needs and expectations by timely delivery of quality products
through continual improvement of technology, infrastructure and work environment with
innovation and total participation. To maintain this quality, they conduct “Quality Circle
Concept”.

Quality Objectives:

 To develop a well-trained and motivated workforce for continuous improvements in

quality.
 To build corporate image as quality polystyrene producer, giving requisite thrust on
customer satisfaction and establishment of assured product market within the country.
 To develop a well-trained workforce for continuous improvement of quality.
 To maintain the best quality product in the market.

Total Productivity Management (TPM):

TPM is a part of quality management just like QC (Quality Circles) activities are carried
out in small groups. Both QC and TPM are aimed at zero defectives in production putting
tighter a shop floor system to present and past results are compared throughout the entire
production system life cycle.

In the year 1970 production was started through implementing TPM method in the plant. To
achieve high plant productivity effectively through a comprehensive system based on respect
for individual and total employee participation. TPM is a methodology used for max equipment
efficiency.

26
  Establishing a TPM system has improved production and productivity of the plant.
 All employees are involved in to the first time operations of the plant.
 TPM motivation normally by autonomous small group.
 Full participation by all departments including equip planning, operation maintenance
department.

About Marketing Department:

The marketing department of the company had an intense network to market their
products in their products in the domestic & overseas markets. L.G.P.I central marketing office
is situated at Mumbai and regional sales offices at all metro cities (i.e., Mumbai, Delhi,
Bangalore and Kolkata). Consignments are delivered through stockiest in all important cities
in the country.

Objectives of the Department:

 To increase sales volume.

 To improve the market share.
 To design demand strategies.
 To explore new markets.
 To develop new product application.
 To build higher sales realisation.
 To make prompt collection.
 To build high sales returns.
 Sustaining competitive edge in the market.
 To provide better customer service to customer.

About Innovative Department:

This department is headed by HOD; innovative department is supported by the

technical advisor. This department deals with the emerging competitions in the market and
provides innovative ideas for the achievement of sustainable growth and experience in the
market

It aims to constantly aspire for customer oriented product with reduced cost prices. It
conducts various turn around and cultural activities.

27
About environment and safety department:

This department is mainly concerned with following objectives:-

 To run the organisation with safety and security of property and people.
 To comply environmental laws laid by the government to give feedback of compliance.
 Educating, motivating and planning people for safe work.
 Incorporation of safety systems and designing of format for every job.
 Fire protection through crews, alarms and smooth detectors.
 Environmental monitoring.

Standards:

ISO-9002: Quality system model for assurance in production as installation.

Pollution control and environmental protection:

It is located far from the city, so there is no much pollution control caused towards the
people and environment. They have land a lot of greenery inside the firm, which controls
pollution.

Environmental Policy:

L.G. Polymers India Pvt. Ltd., shall ensure that they manufacture a product range of
general purpose, high impact and expandable polystyrene resin the most environmental
friendly way possible by:

1. Meeting all the legal requirements related to internal and external environment
requirement and striving to exceed them where possible.
2. Ensure a safe working environment for all the employees.
3. Achieving excellent levels of housekeeping in all areas, and maintaining a clean and
green work environment.
4. Using best available options for waste disposal and management, while actively
working to reduce wastes at source.
5. Striving to continually improve unit consumption of resources and reduce total demand
where possible.
6. Ensuring that the neighbouring community is not put to inconvenience.
7. Developing and maintaining an extensive green belt.

28
8. Maintaining a high level of environment awareness of among all the employees.
9. Continually improving the environmental management system.

29
 THEORETICAL FRAMEWORK

Industrial progress depends on the satisfied employee force, for that providing of adequate
welfare measures is important. The ancient industrial system was not as complex and
complicated as we find industries in modern world. The main industry of our ancestors was
agriculture. The modern industrial working calls grew up in India after the advent of industrial
revolution. Due to division of employee in the factory system, the workers could get required
satisfaction, the employers used to behave according to their whims and fancies. In the factory
system the worker had to live in overcrowded colonies with very poor sanitary conditions,
which adversely affect their health, social and family life. The work involved the use of bid
machines, which exposed him to many hazards use to illiteracy and ignore.
Earlier, employer regarded their workers as a more factors production and did no give much
attention to their well being and satisfaction. On the other hand they cared more for machines.

The wages also were low and the employers dictated the terms and condition of service. To
protect the workers and to give them just hare in the profits of the factory, the sate interfered
and laid down certain laws, rules and enactments and made them binding on the part of
employers who employee a certain number of workers.

Employee welfare implies setting up of minimum desirable standards and the provision of
facilitates like health, food, clothing, housing, medical assistance, education, job security,
recreation etc,.such facilities enable the workers and his family lend a god work life, family
life and social life. Employee welfare also operates to neutralize the includes both social and
economic contents of weaker section of society it aims at social to promote economic
development by increasing production and productivity through able distribution.

3.1. Importance of employee welfare:

Roberto well was the dad of employee welfare. Mechanical advancement of a nation relies
upon its submitted representative power. In such manner the significance employee welfare
was perceived as right on time as 1931, when the imperial commission on worker expressed
"the advantages, which go under this classification, are extraordinary significance to specialist
and which he is unfit to verify independent from anyone else. The plans of employee welfare

30
might be viewed as an "Astute speculation" which ought to and as a rule brings a gainful return
as more noteworthy productivity.

After twenty years, the arranging commission additionally understood: the significance of
employee welfare, when it saw that "So as to get best yield of labourer in the matter of creation,
working conditions required to be improved to a substantial degree. The LABOURER ought
to at any rate have the methods and offices to keep himself in a condition of wellbeing and
proficiency.

3.2. Concept employee welfare:

The idea of "Employee welfare" is adaptable and versatile and fifers broadly with times, locale,
industry, social esteem and traditions level of industrialization the general financial
advancement of the general population and political belief systems winning at a specific
minutes. It is likewise mounded by the age gathering, sex, socio-culture foundation, conjugal
status, monetary status and training dimension of the specialists in different ventures

Employee welfare has been characterized in various ways:

The oxford word reference characterizes worker's welfare as:

"Endeavours make life worth living for labourers"

The reference book of sociologies characterizes it as:

" The wilful endeavours of the representatives to build up, with in the current modern
framework, working and once in a while living and social states of worker past what is required
by law, the traditions of the nation and the states of market"

The I L O reports allude with Gerard to employee welfare as:

"Such administrations, offices and comforts which might be set up in or in the region of
undertaking to empower the people utilized in their to play out their work in solid, amiable
encompassing and gave luxuries helpful for good wellbeing and high assurance".

As per advisory group on employee welfare, welfare administrations should mean

"Such administrations, offices satisfactory flasks rest and amusement offices, clean and
medicinal offices, game plans for movement to and from and administrations, as added to
conditions under which LABOURERs are utilized".

31
3.3. Scope employee welfare:

The extent of employee welfare can be translated in various ways by various nation with the
shifting phases of financial improvement political standpoint and social rationality, some of
the time the idea is wide one and is pretty much synonymous with conditions or work all in all.
It may not just incorporate the base standard of cleanliness and security set down by and large
enactment, yet additionally such parts of working life as social protection, plans, measures for
assurance of ladies and youthful specialists, impediments of hours LABOURERs, paid get-
away and so on.

All additional painting and intra-wall painting welfare actuates just as statutory welfare
measures attempted by the businesses, government worker's organization or deliberate
associations fall within the extent of employee welfare. It additionally incorporates government
managed savings estimates which add to the labourers welfare, for example, mechanical
medical coverage, provident reserve, tip, maternity benefits, labourers remuneration, annuity,
retirement benefits and so forth,,. Which are the types of the bigger family enveloped by the
term employee welfare.

3.4. Basic features of employee welfare

Based on different definitions the premise qualities of employee welfare:

It is the work, which is normally embraced with in the premises or in the region of the
endeavour for the representatives and the individuals from his family.

The motivation behind giving welfare enhancements is to achieve the improvement of the
specialists his social, mental, financial, moral, social and scholarly advancement to make him
a decent labourer, a great resident and a decent individual from the family.

Worker welfare is expansive term covering government managed savings and such different
exercises as therapeutic guides, crèches, containers, amusement, lodging, grown-up training,
and course of action for transport of representative to and from the work spot to living
arrangement and so forth.

It might be noticed that intra-wall painting as well as additional painting. Statutory just as non-
statutory exercises, embraced by any of three offices - the businesses. Worker's guilds or the
Govt.

32
Welfare within the precincts of the Establishment

 Arrangements for drinking water.

 Health services, including occupational safety.
 Rest shelters and canteens.
 Crèches.
 Washing and bathing facilities.
 Latrines and urinals
 Arrangement for prevention of fatigue.
 Administrative arrangement with in a plant to look after welfare.
 Uniform and protective clothing.
 Shift allowance.

Welfare outside the Establishment:

Social protection measures (Including tip, annuity, provident reserve and restoration).

• Education facilities.

• Medical facilities (counting programs for physical wellness and productivity, family
arranging and kid welfare)

• Benevolent reserves.

• Housing facilities

• Maternity benefits

Entertainment offices (Including sports, social exercises, library, perusing rooms).

Occasion homes and leave travel offices.

Labourers co-agents including buyers co-usable credit and thrift social orders.

Professional preparing for wards of labourers.

33
3.5. Objectives of employee welfare activities

Incompletely compassionate I.e., to empower specialists to appreciate a fuller and more

extravagant life.

1. Partly monetary i.e., to improve the productivity of the specialists to build its
accessibility where it is rare and to keep him satisfied as to limit the prompting to frame or join
associations and resort to strikes.

Another object of representative welfare is to satisfy the future need and goals of worker.

In perspective on above discourses plainly representative welfare measures are excessively

unavoidably attempted by the businesses to decrease non-appearance and worker turnover and
to expand generation.

3.6. Need for employee welfare

The requirement for the representative welfare emerges from the very idea of mechanical
framework, which is portrayed by two essential actualities. One, the conditions under which
are continued isn't friendly for the wellbeing. Second, when a worker joins an industry he needs
to work in a whole odd environment, make issues of modification. At the point when a
labourers, who is in reality a strike back, comes to work in a processing plant needs to work
and live unfortunate, blocked production lines and territories, with no open air diversion
offices.

The need for representative welfare is felt more our nation in light of its creating economy went
for fast monetary and social advancement.

The requirement for representative welfare was firmly felt by the advisory group of illustrious
commission on representative as far back as in 1931, essentially due to a look duty to modern
work among assembly line labourers and furthermore unforgiving treatment they got from the
business.

The goals gone by the Indian National congress for major rights and monetary program, in
1931 underlined that the state should protect the intrigue specialists and should verify for them,
by appropriate enactment, a living pay. Solid states of work, constrained hour, reasonable
apparatus for question among businesses and labourers and assurance against the financial
outcomes of seniority, infection and joblessness.

The specialists ought to be outfitted with vital specialized preparing and a specific dimension
of general instruction in view of the high rate of lack of education among the labourers. The
offices would likewise help in diminishing the quantity of modern mishaps and expanding the

34
labourer’s effectiveness. Thusly appropriate association and organization welfare exercises can
assume a fundamental job in advancing better working conditions and living standers for
modern specialists and furthermore increment their profitability particularly in creating
nations.

Employee welfare legal side:

The motivation behind giving welfare facilities is to realize the improvement of the specialists
his social, mental, monetary, moral, social and scholarly advancement to make him a decent
laborer, a great native and a decent individual from the family.
Workers are statutorily required to conform to the arrangement of different welfare pleasantries
under various employee welfare enactments.
Important Acts relating to Labor Welfare are:

 factory Act, 1948

 Mines Act, 1952
 Workmen’s Compensation Act 1923.
 Maternity b
 Benefit Act, 1961
 Employee’s state Insurance Act, 1948
 Contract Labor (R&A) Act, 1970
 The Equal Remuneration Act, 1976
 A.P Labor Welfare Fund Act, 1987.
 Employee’s Provident Fund and Miscellaneous Provisions Act, 1952.
 Payment of Gratuity Act, 1972.
 The Minimum Wages Act, 1948.
 The Payment of Wages Act, 1936.
 The Industrial Dispute Act, 1947.

35
1. Factories Act, 1948.

The primary focal point of the Act is on representative's health, welfare and security. In so far
as is concerned, the Acaroid for arrangement of on offices for washing, putting away and drying
garments, medical aid, bottles, covers, rest rooms and lounges, crèches and so on it is the duty
of the business to give the above statutory welfare offices under this Act.

2.The workmen’s compensation Act, 1923.

This object of the Act is providing the maternity benefit and certain other benefits to women
employees working factories and other establishments. Leave with pay of 12 weeks for
miscarriage / abortion is required to be given by the employer to women employees, under this
Act.

3. Employees State Insurance Act, 1948.

The fundamental goal of ESI Act is to give the specific advantages to the workers if there
should be an occurrence of ailment, maternity and business damage. The Act accommodate
affliction advantage, disablement advantage, and depended advantage subject to periodical
installment by the harmed worker. The ESI Act is relevant to the representatives working in
the secured foundations of the advised zone.

4. Contract Labour (R&A) Act, 1970.

The main object of Act is to manage the work of the provisional work in certain foundation
and to accommodate its cancellation in specific situations on the guidance of the warning board.
The Act accommodates welfare and health of provisional work including prevision identifying
with flask, rest rooms, and medical aid offices. The Act appreciates the key manager, the
obligation regarding installment of wages and pay if there should be an occurrence of mishaps
and in the event of non-installment of the equivalent by the temporary worker.

36
5. The Equal Remuneration Act, 1976.

The Equal Remuneration Act accommodates installment of equivalent compensation to people

laborers for it work of a comparative nature and for the avoidance of separation on grounds of
sex, against women in the matter of business.

6. A.P Labour Welfare Fund Act, 1987:

This Act provides for the constitution of a fund for financing of activities to promote welfare
of Labour in the State of Andhra Pradesh and for the established of a board for conducting
welfare related activities

7. Employee’s Provident Fund and Miscellaneous Provision Act, 1952:

The main objective of this Act is to accommodate provident Fund, Employee annuity and
Deposit connected Insurance for employees working in Factories and different foundations.
The demonstration thinks about a commitment by the business to wards PF. It additionally
demonstrated for an and conspire. Workers are permitted, withdrawals for certain particular
reason like, House Building, Children's marriage/instruction and so forth

8. Payment of Gratuity Act, 1972:

The Act gives of installment of tip to representatives working in industrial facilities, mines and
so on. The Act urges upon the workers to pay tip at the rate of 15 days wages for each finished
long periods of administrations with a roof of 20 months wages (in general roof Rs.3.5 lakhs)
to representatives who have put in least time of administrations. If there should be an
occurrence of death of representatives the base time frame condition is loose.

9. The Minimum Wages Act, 1948:

The Minimum Wages Act,1948 seeks to protect the workers form underpayment of wages for
their efforts. It present the guidelines for the fixation of minimum wages which is just sufficient
to meet the basic need of workers and to keep a man’s ‘body and soul’ together.

37
The Act provides for fixing of
o Minimum wage in certain employments.
o Minimum time rate
o Minimum piece rate
o Guaranteed time rate.
o Overtime rate.
o Basic pay and D.A.

10. The Payment of Wages Act, 1936:

To guarantee appropriate installment of wages and keeping away from all misbehaviors like
non-installment, under installment, deferred and sporadic installment, installment in kind under
estimation of work. The Act covers every one of the workers attracting the wages up to Rs.
1000 every month. The Act stipulates that the associations with under 100 specialists should
pay the compensation by seventh and the associations with in excess of 100 representatives
should pay by tenth of one month from now.
Under the Act, fines can be required, yet after due notice to the workers and the fine derivations
are confined to 1/32nd of compensation.

11. The Industrial Dispute Act, 1947:

The Industrial Dispute Act, 1947, is the main Act which accommodates specialists' joblessness
because of cutback. This alleviation is given by method for remuneration to the influenced
laborers at certain predefined rates.
The remuneration in conservation cases sums 15 days' normal income for each finished year
of administration or part thereof. In case of conclusion of undertaking, the conserved laborers
get remuneration at a similar rate. In any case, it is constrained to a limit of 3 months' normal
profit if the conclusion is because of conditions outside the ability to control of the business.

12. Principle of Employees Welfare:

Welfare will help to minimize the misunderstanding Employees welfare is dependent on certain
basic principle the following are to be kept in mind successful implementation of any welfare
programs is organization.

38
  Principle of adequacy of wages.
 Principle of social responsibility of industry.
 Principle of efficiency.
 Principle of patronization.
 Principle of co-ordination and integration.
 Principle of association.
 Principle of responsibility.
 Principle of accountability.
 Principle of timeliness.

3.7. WELFARE MEASURE IN LGPI

Types of Welfare Activities:
 Welfare measures inside the work place.
 Welfare measures outside the work place.

Welfare measures inside the work place:

 Conditions of the work environment.
 Workshop sanitation and cleanliness.
 Workshop, Sanitation and cleanliness, Ventilation, Lighting, Temperature, Elimination
of dust, humidity etc.
 Convenience and comfort during the work.
 Distribution of work hours and provisions for rest hours, Meal times and breaks.
 Workmen’s safety measures.
 Supply of necessary beverage and pill and tastes i.e., salt taste, milk, soda.

Factory sanitation and cleanliness:

 Urinals and Lavatories.
 Washbasins, bathrooms.
 Provision cleanliness, white- washing and repair of building and workshop
 Provision of drinking water, gardens and roads.
 Canteen services, full meals and mobile canteen.

39
  Management of workers clock rooms, resting rooms and library.

Workers health services:

• Factory health centers, health training, medicinal examination for specialists, health
research.
• Factory dispensary hand center for general treatment and individual sicknesses,
weariness, mishaps and so on.
• Workmen and youngster welfare hostile to natal and maternity help, newborn child
welfare and crèches and ladies general training.
• Workmen amusement office Playground, outside life, games, exercise center and
laborers entertainment.
• Education – Reading rooms, libraries, flowing library, visual instruction, pictorial
training, addresses, discussing study circles, laborers youngsters instruction, nursery schools,
elementary schools, ladies' training, general training on cleanliness, family arranging kid care,
household economy, home painstaking work.
• Cultural exercises – melodic night and circles, craftsmanship circles, society tunes,
drama, people moving, celebration festivities

Welfare measures outside the work place:

 Housing
 Water, Sanitation and waste disposal
 Roads
 Lighting
 Recreational clubs, parks and playgrounds.
 Communication (post, telegraph, telephone and internet)
 Recreation facilities
 Child, youth, and workers club etc.

40
Classification of Welfare Activities
1. Statutory:
The welfare norm to be fulfilled compulsory by the employees as prescribed by Legal Norm
and legislation:
 Sanitary and hygiene facilities
 Rest rooms
 Medical Facilities
 Crèches
 Drinking water
 Canteens

2. Non- Statutory:

The welfare measures provided to employees in order to maintain good human touch or
pressure by units or due to his concern to workers or to avoid takes for due to many more
reasons there voluntary in the aspect of employees.
 Transport
 Recreation and cultural activities
 Education facilities
 Saving facilities
 Co-operative and credit societies
 Distress relief and cash benefits
 Scheme for grant of merit scholarship to the of employees.
 Reimbursement in fees of higher studies.

Statutory welfare programs:

A. Washing Facilities:
In every factory
 Adequate and suitable washing facilities shall be provided and maintained for the use
of the workers

41
  Separate and adequate facilities shall be provided for the use of male and female
workers
 Such facilities shall be conveniently accessible and shall be kept clean.

Storing and Drying Clothing:

The state government may in respect of many factory or class or description or factories
make rules requiring the provision there in of suitable places for keeping clothing hot warn during
hours and for the drying of wet clothing.

Facilities for Sitting:

In every factory suitable arrangement for sitting shell be provide and maintained for all workers
obliged to work in a standing position in order that they may take advantage of any opportunities
for rest which may acquire in the course of their work.

First – Aid Appliance:

There will in each industrial facility be given and kept up in order to be promptly available amid
every working hour first-aid boxes or cup boards, equipped with the prescribed contents, and the
quantity of such boxes are container board to be given and kept up will at the very least one for
each one hundred and fifty laborers customarily utilized in the plant.
Each first-aid box or cupboard shall be kept in the charge in the separate responsible person.

Canteen:

The state government makes decide requiring that in any predetermined industrial facility.
Where in excess of 250 laborers are conventionally utilized a flask or containers be given and kept
up by the occupier for the utilization of the specialists.
Sanctuaries, Rest Rooms and Lunch Rooms:
In each production line where in excess of 150 laborers are conventionally utilized, satisfactory
and appropriate safe houses or rest rooms and a reasonable lounges with arrangement for drinking
water, when specialists can eat suppers brought by them, will be given and kept up to the utilization
of laborers.

42
Crèches:
In each industrial facility where in more than [30 ladies workers] are conventionally utilized there
will be given and kept up an appropriate room or spaces for the utilization of youngsters, younger
than 6 years of such rooms.

Welfare Officer:
One of the imperative tourist spots in the advancement of Labour welfare software engineers
in India was the death of the industrial facilities Act, 1948, which made it compulsory with
respect to workers to name welfare officer in all plants.

The demonstration likewise accommodates the arrangement of extra or associate welfare

officer if there should be an occurrence of greater foundation. In any firm may will be 500 or
more, Welfare Officer will be selected. Position of the Labour welfare officer is especially not
the same as the "labour officer" or the "personal officer".

The arrangement of the Labour welfare officer is statutory prerequisite the others are most
certainly not.

The welfare officer fret about the usage of Labour laws, the upkeep of legitimate working
condition with issue associated with specialists, prosperity and advancement of agreeable and
tranquil Labour the board connection. At the end of the day, it is for the most part a staff work
with a job of staff-counsel or pro. He is required to go about as consultant, instructor, arbiter
and contact – man among the board and Labour i.e., to go about as "support engineer on the
human side"

The administration should structure are of the current officers of staff division as welfare
officer to satisfy the reason for the law. The administration ought to guarantee that just such
officers of the staff division are assigned to take after the welfare exercises as are appropriately
fit the bill to hold these posts and has fitness for welfare work.

There are some mechanical associations where social specialists are likewise designated
notwithstanding the welfare faculty. These social labourers are more representatives arranged
and are help full to the mechanical specialists in different circumstances where individual and
logical social work .

Non-Statutory welfare programmers:

All Labour welfare activities other than those, which are provided in full filament of the
requirement of the law, are known as non-statutory welfare measures.

43
Non-statutory welfare activities are undertaken, usually, outside the work place. Generally
Non-statutory welfare activities are grouped in to four categories:

a) Medical facilities
b) Educational facilities
c) Recreational facilities
d) Housing facilities
e) Consumer co-operative stores
f) Sports and cultural activities

Medical Facilities:
The statutory medical facilities are provided in establishment under the employee’s state
insurance Act 1948.
Besides, medical facilities in varying degrees are provided by many undertakings through
their own hospital or by arrangement with well-established medical institutions.

Educational Facilities:
The government has provided education for both workers and their employee in township.

Recreational Facilities:
In India, a number of recreational facilities are provided either by employees or by social
welfare agencies.

Other Activities:

There are certain Non-statutory welfare measures, which are organized by some of the employees.
In this category some important welfare facilities provided by the employees are:
1) Transport
2) Consumer co-operative societies & fair price shops.
Distress relief and cash benefits etc.
Non- statutory welfare facilities provided to the workers over a wide range depends basically upon
the attitude of employees towards the workers health.

44
Welfare Items
 The act of welfare, regarded as the most crucial aspect on the preventive side of
industrial relation, if maintained properly received
 the deserving attention and trust at unit. To ensure effective administration of the
welfare measure/ schedules in vogue the same is divided into two distinct areas viz.
1) Welfare plant area.
2) Welfare outside area.
In Plant:

Work Environment

Adjacent to giving and look after toilets, water coolers at effectively open areas to the
employees working inside the plant, air coolers amid the late spring have been given to different
areas to make the workplace friendly.

Canteen Facilities:

Appropriate canteens would be organized inside the work premises for the employees.
All the ventures in order to give tea, lunch and snacks and so forth, at sensible modest rate.
Experience of numerous other endeavour have demonstrated that canteens kept running by
contractual workers spent significant time in the zone with the administration end up being
preferred and financial over departmentally run containers.

45
1] Opinion of the employees on the working facilities of organisation

Response No. of respondents Percentage

Excellent 35 29
Good 73 61
Satisfactory 8 7
Neutral 4 3
Poor 0 0
Total 120 100
Table 4.1: working facilities of organization

No. of respondents
80

70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.1: working facilities of organisation

Interpretation:

As per the above table, around 61% of the employees have an opinion that the facilities at the
work spot are good, 29% of the employees feel that the facilities provided at workplace are
excellent, 7% of the employees feel that the facilities provided at workplace are satisfactory
and 3% are neutral.

46
2] Opinion on the Availability of drinking water and its facilities

Response No. of respondents Percentage

Excellent 56 47
Good 58 48
Satisfactory 6 5
Neutral 0 0
Poor 0 0
Total 120 100
Table 4.2: Availability of drinking water and its facilities

No. of respondents
70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.2: Availability of drinking water and its facilities

Interpretation:

As shown in the table above, around 48% of the employees that they are good with drinking
water facilities inside the factory, 47% of the employees felt that the drinking water facility is
excellent and 5% of the employees felt that the drinking water facilities are satisfactory

47
3] Opinion of the employees on the sanitary facilities

Response No. of respondents Percentage

Excellent 64 53
Good 49 41
Satisfactory 7 6
Neutral 0 0
Poor 0 0
Total 120 100
Table 4.3: sanitary facilities

No. of respondents
70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.3: sanitary facilities

Interpretation:

As shown in the table above, around 53% of the employees have an opinion that the sanitary
facilities at the work spot are excellent. As shown in the table above, around 41% of the
employees felt that the sanitary facilities inside the organisation are good. Whereas 6% of the
employees felt that the sanitary facilities are satisfactory.

48
4] Opinion of the employees on the hygienic conditions of the work place

Response No. of respondents Percentage

Excellent 48 40
Good 66 55
Satisfactory 3 2.5
Neutral 3 2.5
Poor 0 0
Total 120 100
Table 4.4: hygienic conditions of the work place

No. of respondents
70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.4: hygienic conditions of the work place

Interpretation:

The above table reveals the opinion of the employees on hygienic conditions of the work place.
The data shows around 40% of the employees felt that hygienic conditions are excellent, 55%
of the employees felt that hygienic conditions are good, and 2.5% of the employees felt that
hygienic conditions are satisfactory and the remaining 2.5% of the employees felt that hygienic
conditions at the work place are neutral.

49
5] Opinion of the employees on the medical facilities.

Response No. of respondents Percentage

Excellent 36 30
Good 73 61
Satisfactory 8 7
Neutral 3 2
Poor 0 0
Total 120 100
Table 4.5: medical facilities.

No. of respondents
80

70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.5: medical facilities.

Interpretation:

As shown in the above table, 30% of the employees felt that the medical facilities are excellent,
61% of the employees felt that the medical facilities are good, 7% of the employees felt that
the medical facilities are satisfactory. Whereas 2% of the employees felt that the medical
facilities are neutral.

50
6] Opinion of the employees on the transport facilities

Response No. of respondents Percentage

Excellent 36 30
Good 65 54
Satisfactory 7 6
Neutral 6 5
Poor 6 5
Total 120 100
Table 4.6: transport facilities

No. of respondents
70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.6: transport facilities

Interpretation:

From the above graph it is found that around 30% of the employees felt transport facilities
provided are excellent, 54% of the employees felt transport facilities provided are good, 6% of
the employees felt transport facilities provided are satisfactory, 5% of the employees felt
transport facilities provided are neutral and 5% of the employees felt transport facilities
provided are poor.

51
7] Opinion of the employees on the quality and quantity of food provided in the canteen

Response No. of respondents Percentage

Excellent 27 22
Good 78 65
Satisfactory 12 10
Neutral 2 2
Poor 1 1
Total 120 100
Table 4.7: quality and quantity of food provided in the canteen

No. of respondents
90
80
70
60
50
40
30
20
10
0
Excellent Good Satisfactory Neutral Poor

Graph 4.7: quality and quantity of food provided in the canteen

Interpretation:

As shown in the above table, 65% of the employees felt that the quality and quantity of food
provided in the canteen are good, 22% of the employees felt that the quality and quantity of
food provided in the canteen are excellent, 10% of the employees felt that the quality and
quantity of food provided in the canteen are satisfactory,2% of the employees felt that the
quality and quantity of food provided in the canteen are neutral. Whereas 1% of the employees
felt that the quality and quantity of food provided in the canteen are poor.

52
8] Opinion of the employees on the subsidiary price of the items provided in the canteen

Response No. of respondents Percentage

Excellent 42 35
Good 62 52
Satisfactory 13 11
Neutral 3 2
Poor 0 0
Total 120 100
Table 4.8: subsidiary price of the items provided in the canteen

No. of respondents
70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.8: subsidiary price of the items provided in the canteen

Interpretation:

As shown in the above table, 52% of the employees felt that the subsidiary price of the items
provided in the canteen are good, 35% of the employees felt that the subsidiary price of the
items provided in the canteen are excellent, 11% of the employees felt that the subsidiary price
of the items provided in the canteen are satisfactory. Whereas 2% of the employees felt that the
subsidiary price of the items provided in the canteen are neutral.

53
9] Opinion of the employees on the interdepartmental relations

Response No. of respondents Percentage

Excellent 38 32
Good 76 63
Satisfactory 4 3
Neutral 2 2
Poor 0 0
Total 120 100
Table 4.9: interdepartmental relations.

No. of respondents
80

70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.9: interdepartmental relations

Interpretation:

As shown in the above table, 63% of the employees felt that the interdepartmental relations are
good, 32% of the employees felt that the interdepartmental relations are excellent, 3% of the
employees felt that the interdepartmental relations are satisfactory. Whereas 2% of the
employees felt that the interdepartmental relations are neutral.

54
10] Opinion of the employees on the first aid facilities

Response No. of respondents Percentage

Excellent 49 41
Good 63 52
Satisfactory 7 6
Neutral 1 1
Poor 0 0
Total 120 100
Table 4.10: first aid facilities

No. of respondents
70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.10: first aid facilities

Interpretation:

As shown in the above table, 52% of the employees felt that the first aid facilities are good, 41%
of the employees felt that the first aid facilities are excellent, 6% of the employees felt that the
first aid facilities are satisfactory. Whereas 1% of the employees felt that the first aid facilities are
neutral.

55
11] Opinion of the employees on the facilities of health insurance and accident benefits

Response No. of respondents Percentage

Excellent 45 38
Good 54 45
Satisfactory 7 6
Neutral 11 9
Poor 3 2
Total 120 100
Table 4.11: facilities of health insurance and accident benefits

No. of respondents
60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.11: facilities of health insurance and accident benefits

Interpretation:

As shown in the above table, 45% of the employees felt that the facilities of health insurance and
accident benefits are good, 38% of the employees felt that the facilities of health insurance and
accident benefits are excellent, 6% of the employees felt that the facilities of health insurance and
accident benefits are satisfactory, 9% of the employees felt that the facilities of health insurance
and accident benefits are neutral. Whereas 2% of the employees felt that the facilities of health
insurance and accident benefits are poor.

56
12] Opinion of the employees on the safety measures provided by the organisation

Response No. of respondents Percentage

Excellent 55 45.83
Good 48 40
Satisfactory 12 10
Neutral 4 3.33
Poor 1 0.83
Total 120 100
Table 4.12: safety measures provided by the organization

No. of respondents
60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.12: safety measures provided by the organisation

Interpretation:

As shown in the above table, 46% of the employees felt that the safety measures provided by the
organisation are excellent, 40% of the employees felt that the safety measures provided by the
organisation are good, 10% of the employees felt that the safety measures provided by the
organisation are satisfactory. Whereas 3% of the employees felt that safety measures provided by
the organisation are neutral, 1% of the employees felt that safety measures provided by the
organization are poor

57
13] Opinion of the employees on the condition of shelter and restrooms

Response No. of respondents Percentage

Excellent 37 31
Good 75 62
Satisfactory 6 5
Neutral 1 1
Poor 1 1
Total 120 100
Table 4.13: condition of shelter and restrooms

No. of respondents
80

70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.13: condition of shelter and restrooms

Interpretation:

As shown in the above table, 62% of the employees felt that the condition of shelter and restrooms
are good, 31% of the employees felt that the condition of shelter and restrooms are excellent, 5%
of the employees felt that the condition of shelter and restrooms are satisfactory, 1% of the
employees felt that the condition of shelter and restrooms are neutral. Whereas 1% of the
employees felt that the condition of shelter and restrooms are poor.

58
14] Opinion of the employees on the adequate level against work provided by the organisation

Response No. of respondents Percentage

Excellent 33 27
Good 66 55
Satisfactory 11 10
Neutral 10 8
Poor 0 0
Total 120 100
Table 4.14: adequate level against work provided by the organisation

No. of respondents
70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.14: adequate level against work provided by the organisation

Interpretation:

As shown in the above table, 55% of the employees felt that the adequate level against work
provided by the organisation are good, 27% of the employees felt that the adequate level against
work provided by the organisation are excellent, 10% of the employees felt that the adequate level
against work provided by the organisation are satisfactory. Whereas 8% of the employees felt that
the adequate level against work provided by the organisation are neutral.

59
15] Opinion of the employees, if the educational allowance provided to the employee is adequate

Response No. of respondents Percentage

Excellent 48 40
Good 53 44
Satisfactory 7 6
Neutral 5 4
Poor 7 6
Total 120 100
Table 4.15: if the educational allowance provided to the employee is adequate

No. of respondents
60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.15: if the educational allowance provided to the employee is adequate

Interpretation:

As shown in the above table, 44% of the employees felt that the educational allowance provided
are good, 40% of the employees felt that the educational allowance provided are excellent, 6% of
the employees felt that the educational allowance provided are satisfactory, 4% of the employees
felt that the educational allowance provided are neutral. Whereas 6% of the employees felt that
the educational allowance provided are poor.

60
16] Opinion of the employees on the satisfactory level of work timings and its feasibility

Response No. of respondents Percentage

Excellent 35 29.16
Good 79 65.83
Satisfactory 3 2.5
Neutral 2 1.66
Poor 1 0.83
Total 120 100
Table 4.12: satisfactory level of work timings and its feasibility

No. of respondents
90
80
70
60
50
40
30
20
10
0
Excellent Good Satisfactory Neutral Poor

Graph 4.12: satisfactory level of work timings and its feasibility

Interpretation:

As shown in the above table, 66% of the employees felt that the satisfactory level of work timings
and its feasibility are good, 29% of the employees felt that the satisfactory level of work timings
and its feasibility are excellent. 3% of the employees felt that the satisfactory level of work timings
and its feasibility are satisfactory, 2% of the employees felt that the satisfactory level of work
timings and its feasibility are neutral, 1%of the employees felt that the satisfactory level of
work timings and its feasibility are poor.

61
17] Opinion of the employees on the compensation and facilities provide to the employees

Response No. of respondents percentage

Excellent 46 38
Good 66 55
Satisfactory 6 5
Neutral 0 0
Poor 2 2
Total 120 100
Table 4.17: compensation and facilities provide to the employees during the leave period

No. of respondents
70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.17: compensation and facilities provide to the employees during the leave period

Interpretation:

As shown in the above table, 55% of the employees felt that the compensation and facilities
provide to the employees during the leave period are good, 38% of the employees felt that the
compensation and facilities provide to the employees during the leave period are excellent, 5% of the
employees felt that the compensation and facilities provide to the employees during the leave period
are satisfactory. Whereas 2% of the employees felt that the compensation and facilities provide to
the employees during the leave period are poor.

62
18] Opinion of the employees on the effectiveness of welfare officer

Response No. of respondents percentage

Excellent 43 36
Good 72 60
Satisfactory 0 0
Neutral 5 4
Poor 0 0
Total 120 100
Table 4.18: effectiveness of welfare officer

No. of respondents
80

70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.18: effectiveness of welfare officer

Interpretation:

As shown in the above table, 60% of the employees felt that the effectiveness of welfare officer
are good, 36% of the employees felt that the effectiveness of welfare officer are excellent.
Whereas 4% of the employees felt that the effectiveness of welfare officer are neutral.

63
19] Opinion of the employees on the tendering of wages and its smooth transfer process

Response No. of respondents Percentage

Excellent 47 39
Good 56 47
Satisfactory 4 3
Neutral 7 6
Poor 6 5
Total 120 100
Table 4.19: tendering of wages and its smooth transfer process

No. of respondents
60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.19: tendering of wages and its smooth transfer process

Interpretation:

As shown in the above table, 47% of the employees felt that the tendering of wages and its smooth
transfer process are good, 39% of the employees felt that the tendering of wages and its smooth
transfer process are excellent, 3% of the employees felt that the tendering of wages and its smooth
transfer process are satisfactory, 6% of the employees felt that the tendering of wages and its
smooth transfer process are neutral. Whereas 5% of the employees felt that the tendering of wages
and its smooth transfer process are poor.

64
20] Opinion of the employees on the satisfaction with their present job

Response No. of respondents percentage

Excellent 37 31
Good 76 63
Satisfactory 0 0
Neutral 0 0
Poor 7 6
Total 120 100
Table 4.20: satisfaction with their present job

No. of respondents
80

70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.20: satisfaction with their present job

Interpretation:

As shown in the above table, 63% of the employees felt that the satisfaction with their present
job are good, 31% of the employees felt that the satisfaction with their present job are excellent.
Whereas 6% of the employees felt that the satisfaction with their present job are poor.

65
21] Opinion of the employees on the overall welfare amenities

Response No. of respondents percentage

Excellent 46 40
Good 68 57
Satisfactory 6 5
Neutral 0 0
Poor 0 0
Total 120 100
Table 4.21: overall welfare amenities

No. of respondents
80

70

60

50

40

30

20

10

0
Excellent Good Satisfactory Neutral Poor

Graph 4.21: overall welfare amenities

Interpretation:

As shown in the above table, 57% of the employees felt that the overall welfare amenities are
good, 40% of the employees felt that the overall welfare amenities are excellent. Whereas 5% of
the employees felt that the overall welfare amenities are satisfactory.

66
CHI-SQUARE TEST

Satisfaction of the employees of different age groups over the implementation of safety
measures :-
NULL HYPOTHESIS Ho: We take that there is no significant difference between the
satisfaction over the welfare measures and age groups.
ALTERNATIVE HYPOTHESIS H1: We take that there is significant difference between
the satisfaction over the welfare measures and age groups.
Level of significance at 5%
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-
9.951a 12 .620
Square
Likelihood Ratio 12.580 12 .400
N of Valid Cases 120
a. 12 cells (60.0%) have expected count less than 5.
The minimum expected count is .13.
The calculated chi-square value is 9.951

The chi-square Table value at 12 degree of freedom is 21.026

CONCLUSION: Here, the calculated chi-square value is less than the chi-square table value
i.e, 9.954 ˂ 21.026, therefore we accept the null hypothesis Ho i.e, there is no significant
difference between the satisfaction of the employees of different age groups over the
implementation of safety measures.

67
Q.NO 16) Satisfaction of the employees of different age groups over the level of work timings
and its feasibility :-
NULL HYPOTHESIS Ho: We take that there is no significant difference between the
satisfaction over the work timings and age groups.
ALTERNATIVE HYPOTHESIS H1: We take that there is significant difference between
the satisfaction over the work timings and age groups.
Level of significance at 5%

Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 16.834a 12 .156
Likelihood Ratio 23.062 12 .027
N of Valid Cases 120
a. 13 cells (65.0%) have expected count less than 5. The
minimum expected count is .13.

The calculated chi-square value is 16.834

The chi-square Table value at 12 degree of freedom is 21.026

CONCLUSION: Here, the calculated chi-square value is less than the chi-square table value
i.e, 16.834 ˂ 21.026, therefore we accept the null hypothesis Ho i.e, there is no significant
difference between the satisfaction of the employees of different age groups over the work
timings.

68
 FINDINGS

The welfare facilities, which are organised by the management, are well known to the
workers and all about the employees are satisfied with the majority welfare facility except the
few mentioned below. But the only complaint is that transportation and canteen facility which
is essential for them. I have pointed out the positive and negative points of the welfare facilities
as follows:

 From the study it was noticed the majority of the employees aware of all the welfare
facilities provided by the company it means company always think of employee but
still it can improve to satisfy in rest of the employees.
 It was noticed that majority of employees feel good about present welfare facilities. It
shows the welfare facilities are good.
 It was found that majority of employees say, training is the most important welfare
activity and that the training and education provided by the organisation is popular and
as per the expectation of the employees.
 It was found that majority of employees participate in workers participation programme
indicating that the employees are happy to be part of the organisation and the activities
that are happening around them. They are so happy to help the management as and
when their capabilities are required.
 It was found that majority of employees said that higher productivity is the first
objective of the company.
 It was found that majority of employees said that there is advancement for the employee
for their upliftment of career it shows company trying to increase knowledge of the
employees.
 It was found that majority of the employees said that treatment is given to injured
worker immediately it shows other employees getting treatment in 15 minutes or more
than it therefore company have to try to give the treatment before 15 minutes.
 From the study it was found that majority of employees said that every time contents
are available in first aid box, means medical committee always aware of its functions.
 From the study it was found that majority of employee opinion is full claim amount, if
any major accidents happen to them, it shows monetary benefits is important for them.

69
 It was found that least number of employees are somewhat satisfied with
food/snacks/drinks provided at different intervals means they want some changes in the
food, snacks, drinks provide.
 From the study it was found that majority of employees said that food provided by the
canteen is somewhat nutritive.
 From the study it was noticed that majority of employees i.e., 55% of employees said
that the health and safety training increases the moral of the workers in it.
 From the study it was noticed that majority of employees i.e., 55% of employees said
that management conducts health check-up programmes.
 It was found that majority of the employees said that management conducts health
chech-up programmes yearly.
 From the study it was found that majority of employees said that they are satisfied with
drinking water facility it shows company is providing good drinking water.
 From the study it was found that majority of employees said that HRA allowance
provided by the company is satisfactory it shows employee can stay at convenient
places.
 From the study it was found that majority of employees said that company is taking due
care of them, it means everyone is important in company.
 From the study it was found that majority of employees said that facilities provided by
the credit society are satisfactory. It shows the credit society is helping the employee
for their future.
 From the study it was found that majority of employees given rank to 3, means
employees are trying to achieve company’s objectives.
 From the study it was found that majority of employees said that health is not affected
by the workplace environment it means the workplace environment is clean and not
hazardous.
 From the study it was found that majority of the employees said that there are sufficient
number of restrooms and washrooms at convent places.
 From the study it was found that majority of the employees said that average hygienic
conditions maintained in latrines and urinals.

70
 SUGGESTIONS

1. Employees are not satisfied to quality of the food which provided by the canteen, so
quality of the food has to be increased to keep the health of the employees good.
2. In my opinion, company should provide transportation facility to contract worker by
taking the fare of the bus.
3. The company should provide restroom and washroom facilities to contract workers.
4. Company should increase the canteen facilities to the contract workers.
5. Some workers complained about the rest room in the company is not so good. It should
be kept clean and comfortable in rest period.

71
 CONCLUSION

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 organisation can be increased.

Based on the study of Employee Welfare Facilities Life Care Limited Nkangala it is
clear that the company is very keen in the promoting all welfare facilities provided by
L.G.Polymers, Visakhapatnam.

Employees are satisfied to medical check-up and HRA allowances. 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.

72
 BIBLIOGRAPHY

Text Books References:

1. Kothari C.R, 2nd Edition, 2004, Research Methodology Methods and Techniques, New
Age International (P) Ltd.
2. P.Subba Rao, Essential of Human Resource Management & Industrial Relations,
Himalaya publishing house, Mumbai, 1996.
3. K.Aswathappa, Human Resource and Personnel Management, TMH, 2009.
4. CS Venkataratnam, Management of Industrial Relations, Oxford University Press,
2009.
5. Sinha, Industrial Relations, Trade Unions and Labour Legislations, Pearson, 2009.

Journals:

1. Academy of Management Journal, Volume 60, Issue 3, June 2016; Academy of

Management
2. Human Relations, Volume 69, Issue 8, August 2016; Sage
3. Human Resource Management, Volume 55, Issue 6, November 2016; Wiley
Periodicals, Inc.

Websites References:

 www.citehr.com
 www.hrguru.com
 www.wikipedia.com
 www.educationplus.com
 www.lgpolymers.com

73
 QUESTIONAIRE ON EMPLOYEE WELFARE

This is DINESH NALLA. I am a student of MBA program, JNTUK, Kakinada. I am

conducting a research on the topic “A STUDY ON EMPLOYEE’S PERCEPTION ON
WELFARE ACTIVITIES with reference to L.G.Polymers India Pvt Ltd.,
VISAKHAPATNAM I am assuring that your information will be used exclusively for
academic purpose only and will be kept confidential.

Personal Details

EMPLOYEE ID :

AGE :

DESIGNATION :

DEPARTMENT :

S.NO Welfare measures Excellent Good Satisfactory Poor Neutral

1 Working facilities of
organisation
2 Availability of
drinking water
3 Sanitary facilities
4 Hygienic conditions of
the work place
5 Medical facilities
6 Transport facilities
7 Quality & quantity of
food provided y
canteen
8 Subsidiary price of the
items provided in the
canteen
9 Interdepartmental
relationship
10 First Aid facilities

74
11 Health insurance and
accident benefits
12 Safety measures
provide in the
organisation
13 Conditions of shelter
of rest rooms
14 Is adequate leave
against work provided
15 Educational
allowances provided to
the employee
16 Satisfactory leaves of
working timings
17 Compensation and
facilities provided to
the employees

18 Effectiveness of
welfare officer
19 Wages and its smooth
transfer process
20 Satisfaction with the
present job
21 Overall welfare
amenities

75