LABOUR WELFARE MEASURE

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CHAPTER – 1

INTRODUCTION TO THE STUDY

1.1 ABOUT THE STUDY

The study was conducted in order to find out welfare measures provided to employees by

the Sandfits Foundries Pvt Ltd., The study reveals the various Labour Welfare Measures and

the level of satisfaction and dissatisfaction of the employees with respect to the measures

provided by the company.

This report would stand as one of the powerful input for the company to find out whether

the welfare measures has reached employees and their opinion about it i.e., especially at

operational level. So, that the company can take necessary steps in order to satisfy their workers

and which in turn increase the productivity, earn profit and achieve their objectives.

The Industrial worker is indeed a soldier safeguarding the social and economic factors of

the industrial economy. Therefore, there is need to take care of the workers, to provide both

statutory and non-statutory facilities to them, which has direct influence on the social and

economic development of the organization as well as the nation.

1.1.A INTRODUCTION TO LABOUR WELFARE MEASURES

The National commission on labour observes that the concept of “Welfare” is necessarily

dynamic, bearing a different interpretation from country to country and from time to time, and

even in the same country, according to its value system, social institution, degree of

industrialization and general level of social and economic development.

The directive principles of state policy in our constitution refer generally to the

promotion of the welfare of the people.

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In its resolution of 1947, the ILO defined “Labour Welfare” as such services,

facilities and amenities as adequate canteens, rest and recreation facilities, arrangement for travel

to and from work and for the accommodation of workers employed at a distance from their

houses and such other services. Amenities and facilities as contribute to improvements in the

conditions under which workers are employed.

The study team appointed by the government of India in 1959 to examine the labour

welfare activities them existing divided the entire range of these activities into three groups, viz.,

i. Welfare within the precincts of an establishment, medical aid, crèches, canteens, supply

of drinking water.

ii. Welfare outside the establishment, provisions for indoor and outdoor recreation, housing

adult education, visual instructions and

1. Welfare measures inside the work place and

2. Welfare measures outside the work place.

Each group includes several activities.

1) Welfare Measures Inside the work place:

Conditions of the Work Environment:

.Workmen’s safety measures, that is, maintenance of machines and tools, fencing of

machines, providing guards and first aid equipment

Workshop Sanitation and cleanliness, temperature, humidity, ventilation, lighting,

elimination of dusk, smoke, fumes, gases.

3

Distribution of work hours and provisions for rest hours, meal times and breaks.

Convenience and comfort during work that is operative’s posture, seating arrangements.

Provision of drinking water, water coolers.

Canteen services, full meal, mobile canteen.

Notice boards, posters, pictures, slogans, information or communication.

Sanitory facility, wash basins, bathrooms.

Worker’s Health Services:

Factory health centre, dispensary, ambulance, emergency aid, medical examination for

workers, health education, health research, family planning services.

Employment Follow-up:

Progress of the operative in employees work, employee’s adjustment problems with

regard to machines and workload, supervisors and colleagues.

Economic Services:

Co-operative, loans, financial grants, thrift and saving schemes, budget knowledge,

unemployment insurance, health insurance, employment bureau, profit-sharing and bonus

schemes, transport services, provident fund, gratuity and pension, rewards and incentives,

workmen’s compensation for injury, family assistance in times of need.

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ii) Welfare measures outside the work place:

The welfare measures outside the working environment include the following:

Housing: bachelor’s quarters, family residences according to types and rooms.

Health and medical services, dispensary, emergency ward, out-patient and in-patient care.

Transport

Water, sanitation, waste disposal

1.1. B IMPORTANCE OF LABOUR WELFARE

DEFINITIONS:

Sharma (1981) stated that, labour welfare is, according to the Encyclopedia of

social science defines it as, the voluntary effort of the employers to establish, within the existing

industrial system, working and sometimes living and cultural conditions of the employees

beyond what is required by the law, the customs of the industry and the condition of the market.

The report is of International Labour office, stated that workers welfare may be

understood to mean such services facility and amenities, which may be established outside or

inside the vicinity o undertakings to enable the persons employed there, to perform their work in

healthy and congenial surroundings and to provide them with amenities conclusive to good

health and high moral.

The aim of welfare is three fold. It constitutes humanistic, economic and civic aims.

Since it enables the workers to enjoy a richest and fuller life by providing them those amenities

and convenience of life which they themselves can’t provide. The study team appointed by the

Central Government in 1959, as stated by Rawat (1988) divided the welfare facilities into the

following three groups.

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Welfare within the premises of an establishment, (medical aid, canteen, supply of

drinking water)

Welfare outside the establishment (provisions for indoor and outdoor recreation,

housing, adult education)

The Labour Welfare is one major aspect of national programmed towards bettering the

lot of labour and creating a life and work environment of decent comfort for their lass of

population. Manufacturing welfare may be said to have been the outcome of the movement for

better and more efficient management in industry including the human angle. The all around

acceptance of the concept of labour welfare has been mainly due to.

The need to provide better life for the worker’s dictated by the necessity and maintain the

good will of the large and rather freshly required labour force to year them to increased

production.

Growing public and government concern, especially in the economically less developed

countries, over the amelioration of the working and living conditions, of industrial

workers and measures in the regard, taken in many countries as an aspect of national

policy.

The industrial expansion in the advanced countries of the world and concomitant process

of mass production and mass selling rendering the working class as a source of power,

steps to promote labour welfare being a directed recognition of the new situation.

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1.2 ABOUT THE INDUSTRY

Casting Industry

Cast metal products are found in 90 percent of manufactured goods and equipment.

From critical components for aircraft and automobiles to home appliances and surgical

equipment, cast metal products are integral to the global economy and our way of life. The U.S.

metal casting industry is the world's largest supplier of castings, shipping cast products valued at

over $18 billion annually and directly employing 225,000 people. Metal casting companies are

often at the heart of the economy in the communities where they reside. Of the 2,950 metal

casting establishments located throughout the United States, over 80 percent are small

businesses.

Sand casting

A sand casting or a sand molded casting is a cast part produced by forming a mold

from a sand mixture and then pouring molten liquid metal into the cavity in the mold. The mold

is then cooled until the metal has solidified. In the last stage, the casting is separated from the

mold. There are six steps in this process:

1. Place a pattern in sand to create a mold.

2. Incorporate a gating system.

3. Remove the pattern.

4. Fill the mold cavity with molten metal.

5. Allow the metal to cool.

6. Break away the sand mold and remove the casting.

There are two main types of sand used for molding . Green sand (the name is due to its

unfired or green state, not its colour), it is a mixture of silica or olivine sand, clay, moisture and

other additives. The air set method uses dry sand bonded to materials other than clay, using a

fast curing adhesive. The latter may also be referred to as no bake mold casting. When these are

used, they are collectively called "air set" sand castings to distinguish these from "green sand"

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Two types of molding sand are natural bonded (bank sand) and synthetic (lake sand), which is

generally preferred due to its more consistent composition.

The accuracy of the casting is limited by the type of sand and the molding process.

Sand castings made from coarse green sand impart a rough texture on the surface of the casting,

and this makes them easy to identify. Air-set molds can produce castings with much smoother

surfaces. Surfaces can also be ground and polished, for example when making a large bell. After

molding, the casting is covered in a residue of oxides, silicates and other compounds. This

residue can be removed by various means, such as grinding, or shot blasting.

During casting, some of the components of the sand mixture are lost in the thermal

casting process. Green sand can be reused after adjusting its composition to replenish the lost

moisture and additives. The pattern itself can be reused indefinitely to produce new sand molds.

The sand molding process has been used for many centuries to produce castings manually. Since

1950, partially-automated casting processes have been developed for production lines.

Molding box and materials

A multi-part molding box (known as a casting flask, the top and bottom halves of

which are known respectively as the cope and drag) is prepared to receive the pattern. Molding

boxes are made in segments that may be latched to each other and to end closures. For a simple

object—flat on one side—the lower portion of the box, closed at the bottom, will be filled with

prepared casting sand or green sand—a slightly moist mixture of sand and clay. The sand is

packed in through a vibratory process called ramming and, in this case, periodically screeded

level. The surface of the sand may then be stabilized with a sizing compound. The pattern is

placed on the sand and another molding box segment is added. Additional sand is rammed over

and around the pattern. Finally a cover is placed on the box and it is turned and unlatched, so that

the halves of the mold may be parted and the pattern with its sprue and vent patterns removed.

Additional sizing may be added and any defects introduced by the removal of the pattern are

corrected. The box is closed again.

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This forms a "green" mold which must be dried to receive the hot metal. If the mold is

not sufficiently dried a steam explosion can occur that can throw molten metal about. In some

cases, the sand may be oiled instead of moistened, which makes possible casting without waiting

for the sand to dry. Sand may also be bonded by chemical binders, such as furane resins or

amine-hardened resins.

Essential improvements of the foundry technology

In 1924 the Ford automobile company set a record by producing 1 million cars, in the

process consuming one-third of the total casting production in the U.S. As the automobile

industry grew the need for increased casting efficiency grew.

The increasing demand for castings in the growing car and machine building industry

during and after World War I and World War II, stimulated new inventions in mechanization and

later automation of the sand casting process technology.

There was not one bottleneck to faster casting production but rather several.

Improvements were made in molding speed, molding sand preparation, sand mixing, core

manufacturing processes, and the slow metal melting rate in cupola furnaces. In 1912 the sand

slinger was invented by the American company Birdsley & Piper. In 1912 the first sand mixer

with individually mounted revolving plows was marketed by the Simpson Company. In 1915 the

first experiments started with bentonite clay instead of simple fire clay as the bonding additive to

the molding sand. This increased tremendously the green and dry strength of the molds. In 1918

the first fully automated foundry for fabricating hand grenades for the U.S. Army went into

production. In the 1930s the first high-frequency coreless electric furnace was installed in the

U.S. In 1943 ductile iron was invented by adding magnesium to the widely used grey iron. In

1940 thermal sand reclamation was applied for molding and core sands. In 1952 the "D-process"

was developed for making shell molds with fine, pre-coated sand. In 1953 the hotbox core sand

process in which the cores are thermally cured was invented. In 1954 a new core binder - water

glass hardened with CO2 from the ambient air, was applied.

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Fast molding & sand casting processes

With the fast development of the car and machine building industry the casting

consuming areas called for steady higher productivity. The basic process stages of the

mechanical molding and casting process are similar to those described under the manual sand

casting process.

The technical and mental development however was so rapid and profound that the character of

the sand casting process changed radically.

Mechanized sand molding

The first mechanized molding lines consisted of sand slingers and/or jolt-squeeze devices

that compacted the sand in the flasks. Subsequent mould handling was mechanical using cranes,

hoists and straps. After core setting the copes and drags were coupled using guide pins and

clamped for closer accuracy. The moulds were manually pushed off on a roller conveyor for

casting and cooling.

Automatic high pressure sand molding lines

Increasing quality requirements made it necessary to increase the mould stability by

applying steadily higher squeeze pressure and modern compaction methods for the sand in the

flasks. In early fifties the high pressure molding was developed and applied in mechanical and

later automatic flask lines. The first lines were using jolting and vibrations to precompact the

sand in the flasks and compressed air powered pistons to compact the molds.

Horizontal sand flask molding

In the first automatic horizontal flask lines the sand was shot or slung down on the

pattern in a flask and squeezed with hydraulic pressure of up to 140 bars. The subsequent mould

handling including turn-over, assembling, pushing-out on a conveyor were accomplished either

manually or automatically. In the late fifties hydraulically powered pistons or multi-piston

systems were used for the sand compaction in the flasks. This method produced much more

stable and accurate molds than it was possible manually or pneumatically.

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In the late sixties mold compaction by fast air pressure or gas pressure drop over the

pre-compacted sand mold was developed (sand-impulse and gas-impact). The general working

principle for most of the horizontal flask line systems is shown on the sketch below.

Today there are many manufacturers of the automatic horizontal flask molding lines. The

major disadvantages of these systems is high spare parts consumption due to multitude of

movable parts, need of storing, transporting and maintaining the flasks and productivity limited

to approximately 90 –120 molds/hour per molding unit.

Vertical sand flaskless molding

In the end of the fifties foundry industry, as all the others, called constantly for

reduction of the labor costs, higher productivity casting quality and improved dimensional

accuracy. Due to constantly increasing wages reduction of the human labor became important.

This required automation. In 1962 Danish company Dansk Industri Syndikat A/S (DISA)

implemented an ingenious idea of molding without flasks applying vertically parted and poured

moulds. The first automatic DISA molding line could produce up to 240 complete sand molds

per hour. Today a modern DISA molding line can achieve a molding rate of 550 sand molds per

hour (one complete mold for each 6.5 seconds) and requires only one monitoring operator.

Maximal mismatch of two half’s of the castings made on the DISA lines does not exceed

0.1 mm. Apart from the high productivity, low labor requirement and dimensional castings

accuracy DISA vertical flaskless moulding lines are very reliable (up to 98% in efficiency).

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1.3 ABOUT THE COMPANY

Company profile

Sandfits foundries Private limited-one of the leading foundries in south India was started

in 1962 at Coimbatore, primarily to cater to the captive need of the local industry. Early in our

inception we carved a unique business model to success. With state of the art infrastructure, a

team of qualified technical pool and a wide range of product and with excellent quality solutions,

we have emerged as a casting solution provider to a diverse industrial clientele. To-day we are a

well – establish entity with an emerging global presence.

Five well qualified and experienced youngsters of second generation belonging to the same

family are well managing the companies under the guidance of the founder Shri A V

Varadarajan, who is a well known in industrial and social circles of the Coimbatore district.

Our strategic location the Coimbatore keeps as well connected to major destination in India and

across the world. Our manufacturing plants are located on an expanse of 38 acres of land with

integrated facilities for machine moulding, hand moulding, No bake line of process, induction

melting ,fettling , machines facilities such as convectional ,CNC`s and CMM ,quality and testing.

Our combined annual production touches 24000 MT and covers a wide variety of castings for

textile of industry, automobiles segment, earth moving equipment industry, tractor industry,

special purpose machines and wind mill industry.

Our company has the capability to cater to the various engineering and production needs of some

of the biggest name in Auto, Textile, Earth movement, hydraulics, transmission and heavy

engineering and wind energy. This is largely due to

Engineering and manufacturing skills

Adequate manufacturing facilities, appropriate automation leading to economics in scale of

production and therefore attractive prices.

Flexibility for small batch and large volume production.

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The company by its high quality, timely supply and by implementing latest manufacturing

technology and effective management techniques is a key supplier of OEM components,

industrial casting to top tier 1 and tier 2 customers. A team of qualified and experienced

technical staffs are available to interact with the customers for new product development, after

sales services. As a value addition, most of the castings produced at our manufacturing plants are

being machine at our excellent in-house machine shop, which offers good facilities to meet the

strict quality requirement of auto majors, wind mill manufacturers and heavy engineering

industries.

History

1962 – Foundry established

1972 – Manufacturing castings for thermal stations

1988 – Factory shifted to own premises

1990 – Machine moulding started

1993 – Capacity expanded

1994 – Sand plant installed and mechanized

1995 – Induction melting commenced & further expansion

1996 – Commenced automobile parts Mfg.

1997 – M/c shop established & commenced exports

1999 – CNC Machine shop (OPEL) established.Sandplant expansion with cooler at Sandfits.

2000 – ISO 9002 Accredited by TUV

2001 – Winner of best founder award

2002 – QS 9000 certified by TUV

2003 – Installed Horizontal machine center makino A71.ISO 9001-2000 version updated in

Oct.2003.melting capacity increased with further expansion in buildings

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2005 – New EIRICH (Germany) Automated sand plant with ONLINE moisture correction

system commissioned.DISA Dust collection system commissioned to improve working

atmosphere

2006 – ISO/TS 16949:2002 certified (valid up to 2009).expansion of Sandfits - unit II

2007 – Additional induction furnace installed in unit I. IMF line for resin sand plant installed in

unit II & production Commenced

1st phase established with installation IMF resin bonded sand plant with FLL and hand Moulding

facility, along with induction furnaces and necessary support system in fettling and others areas.

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CHAPTER – 2

2.1 OBJECTIVES OF THE STUDY

Primary Objective

The primary objective of the study is to study employee satisfaction towards welfare

measure provided at Sandfits foundries Pvt Ltd.

Secondary Objective

a) To ascertain employee satisfaction towards welfare measure.

b) To study about the intra mural and extra mural facility provided at work place.

c) To study about the statutory and non- statutory benefits provided by the company.

d) To make suitable suggestion for improving satisfaction towards the welfare measures

of the company.

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2.2 SCOPE OF THE STUDY

The concept of welfare is necessarily dynamic, having a different interpretation from

country to country and from time to social institution, Degree of industrialization and general

level of social and economic development. Even within the country its content may be different

from region.

The study of various report and various works, concludes that the following activities

are generally includes the Housing, medical, educational facilities, Nutrition (including the

provision of canteens), Facilities for rest and recreation, Provision of sanitary accommodation,

Social insurance measures undertaken voluntarily by employers alone or jointly with workers

including sickness, maternity benefit scheme, provident fund, gratuities and pension, etc.

Statutory Welfare Provision includes washing facilities, Facilities for sitting, Facilities for

storing and drying clothing, First aid appliances, Shelter, rest room and lunch rooms, Canteen

facilities, Facilities of crèche.

Voluntary Welfare Measure has certain employers especially in the organized sector of

industry, who have promised a wide variety of welfare amenities and services to their employees.

A brief account of such welfare measures given as Educational facilities, Medical facilities.

Transport facilities, Housing facilities, Recreational facilities.

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2.3 LIMITATION OF THE STUDY

This study confined to a single organization. Hence the findings of the study will be

applicable to the organization.

Only opinions of the workers and lower level staffs have been considered.

The study expresses only the general view of the workers.

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2.4 RESEARCH METHODOLOGY

2.4.1 Research Design:

A research design is collection and analysis of data in a manner, which is

relevance to the research purpose with economy in procedure. The design adopted for the study

is descriptive in nature.

2.4.2 Research Problem:

A research problem in general, refers to some difficulty which a researcher experiences in

the context of either a theoretical or practical situation and wants to obtain a solution for the

same. A problem well defined is half solved. The research problem is to study the effectiveness

of labour welfare measures at Sandfits foundries Pvt Ltd.,

4.3 SAMPLING:

Sampling is that part of statistical practice concerned with the selection of an unbiased or

random subset of individual observations within a population of individuals intended to yield

some knowledge about the population of concern, especially for the purposes of making

predictions based on statistical inference. Sampling is an important aspect of data collection.

2.4.3 Sample size

A sample of 100 employees was taken for the study.

2.4.4 Sampling Design:

The population (universe) of this study is 1000. The sample size is 100 (ie) 10% of the

population. Since the population from which a sample is to be drawn does not constitute a

homogeneous group, stratified sampling technique is applied.

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2.4.5 STATISTICAL TOOLS:

1. Simple Percentage Analysis.

2. Chi-Square (2) Analysis.

Simple Percentage Analysis:

Number of Respondents

Percentage of Respondents = -------------------------------------------- x 100.

Total Respondents

Chi- square Test:

The chi-square test is an important test amongst the several tests of significant'.

Chi-Square, symbolically written as χ2 (Pronounced as Ki-Square), is a statistical measure used

in the context of sampling analysis for comparing a variance to a theoretical variance.

It can also be used to make comparisons between theoretical populations and actual data

when categories are used. Thus, the chi-square test is applicable in large number of problems.

The tests is, in fact, a technique through the use of which it is possible for all researchers to (i)

test the goodness of fit; (ii) test the significant of association between two attributes, and (iii) test

the homogeneity or the significance of population variance.

STEPS INVOLVED IN APPLYING CHI-SQUARE TEST

The various steps involved are as follows:

(1) first of all calculate the expected frequencies on the basic of given hypothesis or on the

basic of null hypothesis, usually in case of a 2x2 or any contingency table, The

expected frequency for any given cell is worked out as under.

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Row total for the row of that cell x column

Total for the column of that cell

Expected frequency of any cell =

Grand total

(2) Obtain the difference between observed and expected and find out the squares of such

difference I.e., calculate(O-E)

(3) divide the quantity obtained above by the corresponding expected frequency to get (O-

E)2/E and this should be done for all the cell frequencies or the group frequencies

(O-E) 2 / E

(4) Find the summation of (O-E) 2/E values or what we cell ∑ this is the required χ2 values.

(5) The χ2 value obtained as such should be compared with relevant table values of χ2 and

the inference be drawn as stated above.

χ2 = (O-E) 2 / E

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CHAPTER – 3

ANALYSIS AND INTERPRETATION

3.1. SIMPLE PERCENTAGE ANALYSIS:

TABLE: 3.1

Table showing Employee opinion about Designation

SNO DESIGNATION NO.OF RESPONDENTS PERCENTAGE OF

RESPONDENTS

1. Labour 84 84

2 Supervisor 10 10

3. Staff 6 6

TOTAL 100 100

INFERENCE:

The above table shows that 84% of the respondents belong to the labour category,

10% of the respondents belong to the supervisor category and 6% of the respondents

belong to the staff category.

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CHART 3.1

Chart showing Employee opinion about Designation

Labour Supervisor Staff

0

10

20

30

40

50

60

70

80

90

NO.OF RESPONDENTS

NO.OF RESPONDENTS

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TABLE: 3.2

Table showing Employee opinion about Age criteria of respondents

SNO AGE NO.OF RESPONDENTS PERCENTAGE OF

RESPONDENTS

1. Below 20 0 0

2 21-30 37 37

3. 31-40 35 35

4. Above 40 28 28

TOTAL 100 100

INFERENCE:

The above table shows that 37% of the respondents belong to 21-30 years, 35% of the

respondents belong to 31-40 years and 28% of the respondents belong to above 40 years.

CHART 3.2

Chart showing Employee opinion about Age

NO.OF RESPONDENTS

Below 2021-3031-40Above 40

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TABLE: 3.3

Table showing Employee opinion about gender of respondents

SNO SEX NO.OF RESPONDENTS PERCENTAGE OF

RESPONDENTS

1. Male 92 92

2 Female 8 8

TOTAL 100 100

INFERENCE:

The above table shows that 92% of the respondents belong to male, 8% of the

respondents belong to Female.

CHART 3.3

Chart showing Employee opinion about gender

Male Female0

102030405060708090

100

NO.OF RESPONDENTS

NO.OF RESPONDENTS

TABLE: 3.4

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Table showing Employee opinion about Marital status

SNO MARITAL STATUS NO.OF RESPONDENTS PERCENTAGE OF

RESPONDENTS

1. Unmarried 20 20

2 Married 80 80

TOTAL 100 100

INFERENCE:

The above table shows that 80% of the respondents belong to Married category, 20% of the

respondents belong to Unmarried category.

CHART 3.4

Chart showing Employee opinion about Marital status

Unmarried Married

0

10

20

30

40

50

60

70

80

90

NO.OF RESPONDENTS

NO.OF RESPONDENTS

TABLE: 3.5

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Table showing Employee opinion about Qualification level

SNO EDUCATIONAL

QUALIFICATION

NO.OF RESPONDENTS PERCENTAGE OF

RESPONDENTS

1. Below SSLC 76 76

2 SSLC & +2 8 8

3. ITI/Diploma 12 12

4. Degree 3 3

5. Others 1 1

TOTAL 100 100

INFERENCE:

The above table shows that 76% of the respondents education is Below SSLC, 12%

of the respondents education is ITI/Diploma, 8% of the respondents education is

SSLC & +2, 3% of the respondents education is Degree and 1% of the respondents

education is Others.

CHART 3.5

Chart showing Employee opinion about Qualification level

NO.OF RESPONDENTS

Below SSLCSSLC & +2ITI/DiplomaDegreeOthers

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TABLE: 3.6

Table showing Employee opinion about Period of service

SNO PERIOD OF SERVICE NO.OF

RESPONDENTS

PERCENTAGE OF

RESPONDENTS

1. Below 5 years 37 37

2 6-10 years 29 29

3. 11-15 years 24 24

4. 16 years & above 10 10

TOTAL 100 100

INFERENCE:

The above table shows that 37% of the respondents period of service is Below 5

years, 29% of the respondents period of service 6-10 years, 24% of the respondents

period of service 11-15 years and 10% of the respondents period of service 16 years

& above.

CHART 3.6

Chart showing Employee opinion about Period of service

NO.OF RESPONDENTS

Below 5 years6-10 years11-15 years16 years & above

TABLE: 3.7

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Table showing Employee opinion about No. of Dependents

SNO NO. OF

DEPENDENTS

NO.OF

RESPONDENTS

PERCENTAGE OF

RESPONDENTS

1. 0-1 0 0

2 2-3 38 38

3. 4-5 40 40

4. Above 5 22 22

TOTAL 100 100

INFERENCE:

The above table shows that 40% of the respondents dependents 4-5, 38% of the

respondents dependents 2-3 and 22% of the respondents dependents above 5.

CHART 3.7

Chart showing Employee opinion about No. of Dependents

NO.OF RESPONDENTS

0-1 2-3 4-5 Above 5

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TABLE: 3.8

Table showing Employee opinion about Additional work

S.No ADDITIONAL WORK No of Respondents % of Respondents

1 Yes 5 5

2 No 95 95

Total 100 100

INFERENCE:

The above table shows that 100% of the respondents are not doing additional work apart from

main job.

CHART 3.8

Chart showing Employee opinion about Additional work

Yes No

0102030405060708090

100

No of Respondents

No of Respondents

TABLE: 3.9.A

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Table showing Employee opinion about welfare measure in Internal Workplace

Internal

Workplace

HS S N DS HDS TOTAL

1.Workmen`s

safety measure 14 43 26 17 0 100

2. Workshop

sanitation

measure

3 31 34 22 10 100

3. Working

hours 4 46 33 17 0 100

4. Uniform

facilities 11 53 31 5 0 100

5. Drinking

water facility 10 50 31 9 0 100

6. Canteen

facility 6 51 25 12 6 100

7. Sanitory

facility 2 35 39 22 2 100

INFERENCE:

3.9. A.1 Workmen`s safety measure

The above table shows that 43% of the respondents have given the opinion as

Satisfied, 26% of the respondents have given the opinion as Neutral and 17% of the respondents

have given the opinion as Dissatisfied.

3.9. A.2 Workshop sanitation measure

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The above table shows that 34% of the respondents have given the opinion as Neutral,

31% of the respondents have given the opinion as Satisfied and 22% of the respondents have

given the opinion as Dissatisfied.

3.9. A.3 Working hours




3.9. A.4 Uniform facilities



have given the opinion as Highly Satisfied.

3.9. A.5 Drinking water facility




3.9. A.6 Canteen facility




3.9. A.7 Sanitory facility

The above table shows that 39% of the respondents have given the opinion as Neutral,

35% of the respondents have given the opinion as Satisfied and 22% of the respondents have

given the opinion as Dissatisfied.

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TABLE: 3.9.B

Table showing Employee opinion about welfare measure in External Workplace

External

Workplace

HS S N DS HDS TOTAL

1.Housing

Facility 1 29 38 24 8 100

2. Healthy &

medical services 0 36 35 25 4 100

3.Transport facility 9 48 34 9 0 100

4. Waste disposal 0 36 38 22 4 100

INFERENCE:

3.9. B.1 Housing Facility


Neutral, 29% of the respondents have given the opinion as Satisfied and 24% of the respondents


3.9. B.2 Healthy & medical services




3.9. B.3 Transport facility




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3.9. B.4 Waste disposal




TABLE: 3.10

Table showing Employee opinion about Statutory benefits provided by the organization

Statutory

benefits

HS

S

N DS

HDS TOTAL

1.E.S.I 8 48 31 13 0 100

2.P.F 11 48 30 11 0 100

3. Monthly

allowance

5 42 34 19 0 100

4. First aid

appliances 12 45 32 11

0 100

INFERENCE:

3.10.1 E.S.I




3.10.2 P.F




33

3.10.3 Monthly allowance




3.10.4 First aid appliances




TABLE: 3.11

Table showing Employee opinion about Non-Statutory benefits provided by the

organization

Non-Statutory

benefits

HS S

N DS

HDS TOTAL

1.Personal health

care 2 34 42 17 5 100

2.Educational

allowances 0 38 35 27 0 100

3.Recreational

facility 0 31 36 23 10 100

4. Employee

assistance

program

2 46 33 19 0 100

34

INFERENCE:

3.11.1 Personal health care




3.11.2 Educational allowances




3.11.3 Recreational facility


Neutral, 31% of the respondents have given the opinion as Satisfied, and 23% of the respondents


3.11.4 Employee assistance program


Satisfied, 33% of the respondents have given the opinion as Neutral, and 19% of the respondents


35

TABLE: 3.12

Table showing Employee opinion about Relationship with superiors

SNO RELATIONSHIP

WITH SUPERIORS

NO.OF

RESPONDENTS

PERCENTAGE OF

RESPONDENTS

1. Highly satisfied 4 4

2 Satisfied 43 43

3. Neutral 26 26

4. Dissatisfied 18 18

5. Highly dissatisfied 9 9

TOTAL 100 100

INFERENCE:

The above table shows that 43% of the respondents have given the opinion as Satisfied,

26% of the respondents have given the opinion as Neutral, 18% of the respondents have given

the opinion as Dissatisfied, 9% of the respondents have given the opinion as Highly Dissatisfied

and 4% of the respondents have given the opinion as Highly Satisfied.

CHART 3.12

Chart showing Employee opinion about Relationship with superiors

High

ly sati

sfied

Satisfi

ed

Neutra

l

Dissati

sfied

Highly

dissati

sfied

01020304050

NO.OF RESPONDENTS

NO.OF RESPONDENTS

36

TABLE: 3.13

Table showing Employee opinion about Behavior of co-workers

SNO BEHAVIOR OF CO-

WORKERS

NO.OF

RESPONDENTS

PERCENTAGE OF

RESPONDENTS


2 Satisfied 49 49

3. Neutral 25 25

4. Dissatisfied 0 0


TOTAL 100 100

INFERENCE:


Satisfied, 26% of the respondents have given the opinion as Highly Satisfied and 25%

of the respondents have given the opinion as Neutral.

CHART 3.13

Chart showing Employee opinion about Behavior of co-workers

High

ly sati

sfied

Satisfi

ed

Neutra

l

Dissati

sfied

Highly

dissati

sfied

0102030405060

NO.OF RESPONDENTS

NO.OF RESPONDENTS

37

TABLE: 3.14

Table showing Employee opinion about Overall Job Satisfaction

SNO OVERALL JOB

SATISFACTION

NO.OF

RESPONDENTS

PERCENTAGE OF

RESPONDENTS


2 Satisfied 39 39

3. Neutral 32 32



TOTAL 100 100

INFERENCE:


Satisfied, 32% of the respondents have given the opinion as Neutral, 19% of the

respondents have given the opinion as Dissatisfied and10% of the respondents have

given the opinion as Highly Satisfied.

CHART 3.14

38

Chart showing Employee opinion about Overall Job Satisfaction

High

ly sati

sfied

Satisfi

ed

Neutra

l

Dissati

sfied

Highly

dissati

sfied

05

1015202530354045

NO.OF RESPONDENTS

NO.OF RESPONDENTS

39

TABLE: 3.15

Table showing Employee opinion about Grievance procedure

SNO GRIEVANCE

PROCEDURE

NO.OF

RESPONDENTS

PERCENTAGE OF

RESPONDENTS


2 Satisfied 40 40

3. Neutral 31 31



TOTAL 100 100

INFERENCE:



respondents have given the opinion as Dissatisfied and 9% of the respondents have

given the opinion as Highly Satisfied.

40

CHART 3.15

Chart showing Employee opinion about Grievance procedure

High

ly sati

sfied

Satisfi

ed

Neutra

l

Dissati

sfied

Highly

dissati

sfied

0

10

20

30

40

NO.OF RESPONDENTS

NO.OF RESPONDENTS

TABLE: 3.16

41

Table showing Employee opinion about Training program

S.No TRAINING PROGRAM No of Respondents % of Respondents

1 Yes 79 79

2 No 21 21

Total 100 100

INFERENCE:

The above table shows that 79% of the respondents are of the opinion that they

are providing training program and 21% of the respondents are of the opinion that they

are not providing training program.

CHART 3.16

Chart showing Employee opinion about Training program

Yes No

0

10

20

30

40

50

60

70

80

90

No of Respondents

No of Respondents

TABLE: 3.17

Table showing Employee opinion about Satisfaction level of Training program

42

SNO SATISFACTION

LEVEL OF TRAINING

PROGRAM

NO.OF

RESPONDENTS

PERCENTAGE OF

RESPONDENTS


2 Satisfied 37 37

3. Neutral 22 22

4. Dissatisfied 9 9


TOTAL 100 100

INFERENCE:



respondents have given the opinion as Highly Satisfied and 9% of the respondents


CHART 3.17

Chart showing Employee opinion about Satisfaction level of

Training program

High

ly sati

sfied

Satisfi

ed

Neutra

l

Dissati

sfied

Highly

dissati

sfied

010203040

NO.OF RESPONDENTS

NO.OF RESPONDENTS

TABLE: 3.18

43

Table showing Employee opinion about Interest to work for long period

S.No INTEREST TO WORK

FOR LONG PERIOD

No of Respondents % of Respondents

1 Yes 87 87

2 No 13 13

Total 100 100

INFERENCE:

The above table shows that 87% of the respondents are of the opinion that

they are interested to work for long period and 13% of the respondents are of

the opinion that they are not interested to work for long period.

CHART 3.18

Chart showing Employee opinion about Interest to work for long period

Yes No

0102030405060708090

100

No of Respondents

No of Respondents

CHI-SQUARE TEST(X2)

3.1.1 Age Vs Service

44

AgeService

< 5 6-10 11-15 > 16 Total

< 20

21-30

31-40

>40

0

26

7

1

0

9

17

7

0

2

11

12

0

0

0

8

0

37

35

28

Total 34 33 25 8 100

H0: The Null hyphosis is Age and services are independent.

H1: The Alternative hyphosis is Age and services are dependent.

Degrees of freedom = 3x3= 9

Fix 5% level of significance

Table value= 17

Expected Frequency = RTxCT

n

2 = (fo-fe) 2)

fe

2 = 52.76

Inference: Since the calculated value (52.76) is greater than the table value (17). The Null

hyphosis H0 is rejected and the Alternative hyphosis H1 is accepted (ie) Age and service are

dependent.

45

3.1.2 This table shows that the relation between the Internal Workplace & Level of

Satisfaction.

Internal

Workplace

HS S N DS HDS RT

1.Workmen`s

safety measure 14 43 26 17 0 100

2. Workshop

sanitation

measure

3 31 34 22 10 100

3. Working

hours 4 46 33 17 0 100

4. Uniform

facilities 11 53 31 5 0 100

5. Drinking

water facility 10 50 31 9 0 100

6. Canteen

facility 6 51 25 12 6 100

7. Sanitory

facility 2 35 39 22 2 100

CT 50 309 219 104 18 700

H0 There is no relationship between the internal workplace & level of satisfaction.

H1: There is relationship between the internal workplace & level of satisfaction.

46

Degrees of freedom = 6 x 4 = 24

Fix 5% level of significance.

Table value = 36.4


n

2 = (fo-fe) 2)

fe

2 = 88.41

Inference: Since the calculated value (88.41) is greater than the table value (36.4). H0 is

rejected, H1 is accepted. (ie) There is relationship between the internal workplace & level of

satisfaction.

3.1.3 This table shows that the relation between the External Workplace & Level of

Satisfaction.

External HS S N DS HDS RT

47

Workplace

1.Housing

Facility 1 29 38 24 8 100

2. Healthy &

medical services 0 36 35 25 4 100

3.Transport facility 9 48 34 9 0 100

4. Waste disposal 0 36 38 22 4 100

CT 10 149 145 80 16 400

H0 There is no relationship between the external workplace & level of satisfaction.

H1: There is relationship between the external workplace & level of satisfaction.



Table value = 21


n

2 = (fo-fe) 2)

fe

2 = 44.45

Inference: Since the calculated value (44.45) is greater than the table value (21). H0 is rejected,

H1 is accepted. (ie) There is relationship between the external workplace & level of

satisfaction.

48

3.1.4 This table shows that the relation between the Statutory benefits & Level of

Satisfaction.

Statutory

benefits

HS

S

N DS

HDS RT

1.E.S.I 8 48 31 13 0 100

2.P.F 11 48 30 11 0 100

3. Monthly

allowance

5 42 34 19 0 100

4. First aid

appliances 12 45 32 11

0 100

CT 36 183 127 54 0 400

H0 There is no relationship between the statutory benefits & level of satisfaction.

H1: There is relationship between the statutory benefits & level of satisfaction.



Table value = 21


n

2 = (fo-fe) 2)

49

fe

2 = 9.26

Inference: Since the calculated value (9.26) is less than the table value (21). H0 is accepted,

H1 is rejected. (ie) There is relationship between the statutory benefits & level of satisfaction.

3.1.5 This table shows that the relation between the Non-Statutory benefits & Level of

Satisfaction.

Non-Statutory

benefits

HS

S

N DS

HDS RT

1.Personal health

care 2 34 42 17 5 100

2.Educational

allowances 0 38 35 27 0 100

3.Recreational

facility 0 31 36 23 10 100

4. Employee

assistance

program

2 46 33 19 0 100

CT 4 149 146 86 15 400

H0 There is no relationship between the non-statutory benefits & level of satisfaction.

H1: There is relationship between the non-statutory benefits & level of satisfaction.

50



Table value = 21


n

2 = (fo-fe) 2)

fe

2 = 36.49

Inference: Since the calculated value (36.49) is greater than the table value (21). H0 is rejected,

H1 is accepted. (ie) There is relationship between the non-statutory benefits & level of

satisfaction.

CHAPTER – 4

4.1 FINDINGS

51

The find that the above discussion in data analysis conclude following decision.

84% of the respondents belong to the labour category and remaining are supervisor and

staff category.

92% of the respondents belong to male and remaining 8% of the respondents are Female.

80% of the respondents belong to Married category and remaining 20% of the respondents

are Unmarried category.

76% of the respondents education is Below SSLC and remaining are SSLC & +2,

ITI/Diploma, Degree and Others.

95% of the respondents are not doing additional work apart from main job and remaining

5% are doing additional work.

Regarding canteen facilities employees are very much satisfied.

Majority of the respondents are satisfied regarding transport facilities.

Majority of the respondents are satisfied regarding uniform facilities.

Majority of the respondents are satisfied with E.S.I & P.F benefits are satisfied expect

few.

Majority of the respondents are satisfied with behavior of co-workers.

Majority of the respondents are satisfied with relationship with their superior and few

employees are not satisfied.

52

Most of the employees are fully interested to put their service in the company for the long

period.

Chi-Square Results:

Age and service are dependent.

There is relationship between the internal workplace & level of satisfaction.

There is relationship between the external workplace & level of satisfaction.

There is relationship between the statutory benefits & level of satisfaction.

There is relationship between the non-statutory benefits & level of satisfaction.

4.2 SUGGESTIONS

53

The suggestions are

After the analysis and interpretation about the labour welfare of the company, it is well known

that the company is providing much more benefit to the labours. Most of the facilities are

satisfied for them.Excluding these facilities the labours are giving some more suggestions to

increase the work force

For all the employees can be provide E.S.I & P.F benefits.

The Company should take same action to provide the monthly allowance to the

employees.

Management need to provide the quarters facilities to the employees.

The Company`s hospital have insufficient medical for emergent diseases. Necessary

steps to be taken for providing more valuable medicines.

Some of the employees are not satisfied with their superior relationship due to

communication problem so give training to improve communication for workers.

4.3 CONCLUSION

54

The report is based on the “Labour Welfare Measures” provided by Sandfits Foundries Pvt Ltd,

Ravathur pirivu, Sulur to their employees. The industry has provided many benefits and

facilities, to their employees. And this report would surely be useful to the management to know

about the opinion of the employees.

Through this report, the management can also take any remedial measures to necessary and to

motivate the employees. Based on employees only an organization can increase its productivity,

earn profit and reach its objectives. So, there for any concern can succeed only through the

employees who are the main assets of an organization and not through the technology, experts

and specialists alone.

APPENDIX

A STUDY ON LABOUR WELFARE MEASURE IN SANDFITS FOUNDRIES

PVT LTD. RAVATHUR PIRIVU, SULUR

55

QUESTIONNAIRE

PERSONAL PROFILE:

1. Designation :

2. Age in years : Below 20 21-30 31-40 above 40

3. Gender : Male Female

4. Marital Status : Single Married

5. Educational Qualification:

Below SSLC SSLC & +2 ITI/DIPLOMA

DEGREE Others

6. Period of Service

Below 5 years 6-10 years 11-15 years 16years&above

7. Number of dependents

0 – 1 2 – 3 4 – 5 Above 5

8. Is there any additional work you look after apart from main job?

Yes No

9. Work Conditions in the organization:

56

A. State your level of satisfaction for the following welfare measures in internal work place:

HS - Highly Satisfied S - Satisfied

N - Neutral DS - Dissatisfied

HDS - Highly Dissatisfied

PARAMETER HS S N DS HDS

1.Workmen`s

safety measure

2. Workshop

sanitation

measure

3. Working

hours

4. Uniform

facilities

5. Drinking

water facility

6. Canteen

facility

7. Sanitory

facility

B. State your level of satisfaction for the following welfare measures in external work

place:

57

PARAMETER HS S N DS HDS

1.Housing

Facility

2. Healthy &

medical services

3.Transport facility

4. Waste disposal

10. How far you satisfied with the following statutory benefits provided by the organization

PARAMETER

HS

S

N DS

HDS

1.E.S.I

2.P.F

3. Monthly

allowance

4. First aid

appliances

11. How far you satisfied with the following non-statutory benefits provided by the

organization

PARAMETER

HS

S

N DS

HDS

1.Personal health

58

care

2.Educational

allowances

3.Recreational

facility

4. Employee

assistance

program

12. How is your relationship with your superiors?

Highly satisfied Satisfied

Neutral D Dissatisfied Highly dissatisfied

13. State the behavior of co-workers



14. How far you satisfied with overall Job satisfaction?



15. How far you satisfied with grievance procedure provided by your company?



16. Whether the company is providing training program for the

59

Employees.

Yes No

17. How far you satisfied with training program given by your company?



18. Are you interested to put your service in your company for

Long period?

Yes No

19. Give your suggestion about the company

--------------------------------------------------------------------------------------------

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BIBLIOGRAPHY

Books:

60

1. Aswathappa k., Second edition (1999), Human Resource and personnel Management, Tata

McGraw – Hill publiship company Limited, New Delhi, pp.215.

2. Biswajeet Pattanayak (2002), Human Resource Management, Prentice - Hall of India private

Limited, New Delhi, pp. 156 – 157

3. David A. Decenzo and Stephen P. Robbins., Seventh Edition (2003), Human Resource

Management, John wiley & Sons, New Delhi,

pp.215-219.

4. Research Methodology by Azar Kazmi

5. Research Methods for Business by Uma Sekaran (2003)

6. Research Methodology in Management by P.P. Arya and Yesh Pal

7. Statistics for Management by Richard I.Levin, David S. Rubin

8. Research Methodology by Kothari

Websites:

1. www.google.com

2. www.sandfits.com

3. www.wikipedia.com

http://www.wikipedia.com/

http://www.sandfits.com/

http://www.google.com/

Documents

LABOUR WELFARE MEASURE