a journal of radix international educational and research ... · representing the importance of...

RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994

Journal of Radix International Educational and Research Consortium

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LABOUR WELFARE MEASURES OF CHEMICAL COMPANIES IN TAMILNADU – AN

EMPIRICAL STUDY

R. RAJENDRAN

Research Scholar

Department of Business Administration

Annamalai University

Dr. K. Rajesh Kumar (Professor)

Department of Business Administration

DDE, Annamalai University

ABSTRACT

This research paper is an effort to present the various factors governing the labour

welfare measures in Chemical Companies which is applies in the general aspect of

Indian context. Particularly the employees have been got several stringent in the safety

and health affect through the enormous dust and chemicalised air breathing in factory

zones in their work spot. The researcher had reviewed many of the articles and

A Journal of Radix International Educational and

Research Consortium

RIJS

RADIX INTERNATIONAL JOURNAL OF RESERCH IN SOCIAL SCIENCE



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representing the importance of labour welfare and at what extent protects and to

provide the welfare measures to employees working in chemical companies. This

research paper also deals the problems of labour welfare measures in the aspects of

monetary, non-monetary, present working condition, safety, training, promotion,

transfer, entertainment facilities, rest room facilities, educational facilities, retirement

benefits, and other facilities.

Key Words: labour welfare measures, Chemical Companies, and problems of labour.

INTRODUCTION

People are stepping into a new social economic order, aiming at high productivity, low cost,

maximum utilization of resources of the dynamic economy. Being a developing country, it is

not offered to lose so much by money or man power. An analytical study in this field is of

paramount importance. By discovering attitudes on factors to the welfare can correct certain

bad situation and thereby improve the welfare of employees. An industrial organization can

benefit materially if it knows what individual attitudes constitute to welfare. For one thing,

applying this knowledge will result in better selection procedures. This is the broad

implication as far as welfare provided is concerned.

SCOPE OF THE STUDY

The scope of the study is the evaluation of the welfare of employees of the selected ten

Chemical companies in Chennai. The reason for the selection of selected chemical industries is

that largest chemical producing company in Chennai, Tamilnadu. Welfare is important for

every organization to know about the employees satisfaction on the welfare, what are the

factors important for their employees satisfaction, which may be both personal and welfare

related. It is also the responsibility of the organization to evaluate these factors and provide

solution to reduce them. As a result of which the performance and behaviour of the employees

will be enhanced.



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The present study on welfare measures of employees in selected chemical companies in

Chennai. It comprises of the analysis of the monetary and non – monetary benefits, allowances

and welfare measures, objective and rationality, present working condition, leave facilities,

working environment, working hours, safety and security measures, recruitment and selection,

training, transfer and promotion, employee‟s entertainment facilities, rest room facilities,

education and recreation facilities to their children, retirement benefits, canteen and

accommodation facilities, interpersonal relationship between top to bottom of the employees.

Comparison is also made among the factors to know the interrelationship and relation between

personal factors of employees and the welfare provided. This study on employees‟ welfare

intends to identify the level of perception among the labours, factors dominantly contributing

to the same and the level of association between personal variables and varied factors of labour

welfare.

STATEMENT OF THE PROBLEM

Welfare measure is an attitudinal reaction to the welfare. It is shown by the employee through

in feeling as to be happy or unhappy with various aspect of the welfare. Welfare is concerned

with various specific factors such as supervision, wages, security of employment, ambition of

work, advancement opportunity, recognition of ability, fair valuation of work, social relation,

employee age, health, temperament, social status, recreational out caste, family relationship,

etc., and all these factors contribute ultimately to welfare . Welfare refers to a broad discourse

which may hold certain implications regarding the provision of a minimal level of wellbeing

and social support for all citizens. In most developed countries, welfare is largely provided by

the government, in addition to charities, informal social groups, religious groups, and inter-

governmental organizations. In the end, this term replaces "charity" as it was known for

thousands of years, being the act of providing for those who temporarily or permanently could

not provide for themselves. In short, welfare is a general attitude which is the result of many

specific attitudes in three areas namely:



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1. Specific welfare factors

2. Individual characteristics

3. Group relation outside the welfare

But one cannot analyze the above factors individually without considering the others and

derive a concrete solution. By applying various statistical tools, significant and relative

importance factors could be derived. It is more an imbalance between the employee‟s

expectation from the existing welfare and what he/she gets from the provided welfare. It

favorable attitude much depends on this. This study is a venture to test the influencing factors

both intrinsic and extrinsic of labour welfare of chemical industrial workers. Especially the

Selected chemical industries, an attempt is made in this study to assess the extent of welfare

and the relative significance to the specific factors.

OBJECTIVE OF THE STUDY

Organizations have to upgrade their work method, work norms, technical and non-technical

skills and employee motivation to face the challenges of the changing times. People and their

developments are quite central to meet these needs. As more people recognize this now HRD

professionals are faced with great opportunities and challenges. The HRD professionals need

to remain well aware of the wider context and the whole Global system in which the changes

are taking place. The broad objective of this study is to analyze the complex psychological

issue of welfare of chemical unit, labours. The specific objectives of the present study are as

follows:

1. To study the extent of welfare of labours in relation to various factors.

2. To analyze and identify the factors influencing on welfare

3. To find out the problems faced by the labourers.

4. To find that whether the labourers are satisfied or not.

5. To analyze the company‟s working environment and conditions

6. To identify the relationship between top to bottom of the employees.



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7. To check the satisfaction level of employees towards welfare, and attitudes.

8. To recapitulate the finding of the study and offer suitable suggestions for the

improvement.

PERIOD OF THE STUDY

This study was conducted by for a period of one year form 2010 – 2011 during the period that

data was collected, computation and analysis were made and the thesis was completed on

2012.

RESEARCH METHODOLOGY

Research is common parlance refers to a search for knowledge. Research methodology is a

way to systematically solve the problem. It may be understood as a science of studying how

research is done scientifically. In the study, the various steps that all generally adopted by a

researcher in studying his research problem along with the logic behind them.

In research it is the responsibility of the research to expose the research decisions to evaluate

before they are implemented. The researcher has to specify very clearly and precisely what

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

RESEARCH DESIGN

“A research design is the arrangement of the conditions for the collections and analysis of the

data in a manner that aims to combine relevance to the research purpose with economy in

procedure”. For any study there must be data for analysis purpose. Without data there is no

means of study. Data collection plays an important role in any study. It can be collected from

various sources. Data from two sources which are given below:

1. Primary Data



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Personal Investigation (questionnaire)

Direct Personal Observation

Information from superiors of the organization

2. Secondary Data

Published Sources such as Books, Journals, and Magazines.

Websites like of selected chemical companies, official site, some other sites are also

searched to find data.

AREA OF THE STUDY

Sampling

The validity of the survey depends on the technique adopted in sampling. The researcher

adopted convenient or non-probability sampling method for collection of data.

Sample size

Sample size was decided as per non-probability sampling method (250 respondents) this size

was decided so as to represent the sample 25 respondents of each company in various

categories of selected chemical companies, Chennai.

Questionnaire

To get the information from the selected respondents as well structured questionnaire was

designed in consultation with the guide. The questionnaire was containing questions relating to

personal data and analytical data.

The researcher has issued the questionnaire to labours directly in the industrial units. The

questions were self-explanatory easy to understand. Questionnaires were issued to 35

respondents of each industry, which only 25 questionnaires were selected after scrutinized due

to its completion criteria.



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FRAME WORK OF ANALYSIS

Simple rank method was used to determine the perception of employees and problems faced

by the employees. The factors such as promotional opportunities, reward for employees, and

relationship with co-workers were chosen. The relationship between these factors and level of

perception were found. To find out the level of perception among the respondents for specific

factor, Chi – Square test and per centage were applied. The study of relationship between the

levels of perception specific motivating factors is also illustrated.

FINDINGS

The followings are the findings of the study conducted on the labour welfare of the selected

chemical industries in Chennai.

I. SOCIO-ECONOMIC CHARACTERISTICS OF THE STUDY

Age of the respondent

Majority of the respondents were 10 per cent under the category of „above 50‟ age group 20

per cent comes under 41-50 year‟s age group. And 37.2 per cent of the respondents were 31-40

years age group. Only 32.8 per cent of the respondents alone were 21-30 years age group. It

denotes that above 31 and 40 age groups alone working in the organisation. Thus the

organisation had good experienced employees but the new entrance of employees restricted. It

should be rectified through employment opportunities to fresher‟s.

Gender of the Respondent

59.2 per cent of the employees were male and 40.8 per cent of them female had taken for the

study. And of course, the proportionate of female is very low in the organisation.



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Marital Status of the Respondents

The majority of the respondents were answered (68%) belong to married. Only 32% of the

respondents responded from unmarried.

Educational status of the Respondent

The respondents were (20.8 %) belong to upto school education. Graduation was 21.2 per cent,

diploma education was 46.4 per cent and only 11.6 per cent of the respondents were under the

category of post graduation. With these educational categories of respondents the analyses

were made.

Size of the Family

From the respondents‟ data of the family were held 3-5 persons (34.4%). Under the above 5

person group was 0 per cent and only 65.6 per cent of them were under the group of up to 2.

The researcher infers that majority of the respondents were under the boundary insisted by the

government that is the family planning. In that their feelings and attitudes of responding may

be well is possible.

Nature of Job

Majority of the respondents were under the technical group (52.4%). And only 47.6 per cent of

them belong to non-technical based working nature. It will assist to researcher get the

information relating to the problems in the working place with production aspects.

Working Department

62.67 per cent of the sample employees had more than 15 years of work experience. 30 per

cent of the respondents had 11-20 years of work experience, 18 per cent of the respondents had



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11-15 years and 10 per cent of them under 6-10 years of work experience and only 9.33 per

cent of the respondents had work experience 1-5 years.

Nature of Employment

The questionnaires were collected from only employees who have the salary on the time scale.

The respondents has working in permanent (58.8%).41.2 respondents has working in

probationary.

Experiences

18.4 per cent of the sample employees had more than 15 years of work experience. 21.6 per

cent of the respondents had 11-15 years of work experience, 41.2 per cent of the respondents

had 1-15 years and 18.8 per cent of them under 6-10 years of work experience

Salary Level

Majority of them (15.6%) were under the group of Rs. 15001 to Rs 25000. 12.8per cent of

them were above Rs. 35000. 52 per cent were under the group of 250001 to 35000 and 19.6

per cent were under the group of below 15000.

II. FACTORS OF LABOUR WELFARE MEASURES

Monetary Aspects

The monetary aspects of the employees represented their opinion highly neutral (28.4% of

mean average). They would not accept the festival bonus system in the organisation and not

available of such provisions to them. They had opened 11.6 % is very high. It results that the

organisation has not concentrate the motivational aspects of the employees. Thus the

organisation is better in the monetary aspects like loans, advance facilities, overtime wage, and

work compensation benefits and also has to concentrate the other heads of the monetary

aspects.



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Non-Monetary Aspects

The non-monetary aspects of the employees and their responses are highly neutral 16.8 %.

They had somewhat satisfied up to 1.6 %. They were dissatisfied with their leave facilities and

employees welfare programme. They were very satisfied with the Transport (8%), Hospital

facilities (8%), and food coupon facilities (8%). Totally 30.8% of them satisfied, 15.8% of the

dissatisfied, 31 per cent of them neutral rest of them not provided any data to this regards. It

shows that non-monetary aspects of the employees were generally satisfied. But the industry

has to concentrate on the „dissatisfied elements‟ of the non-monetary aspects.

Present Working Conditions

Other than working environment, water and lighting facilities the employees were not much

satisfied. In that the work environment 56.4%) has highly dissatisfied. Thus the chemical

industry has to mad such arrangement for the betterment of ( Flexibility in working hours 8%,

physical working conditions 8% and temperature maintain in the work spot 3.2 %) the present

working conditions. Generally the working conditions of the chemical industry is somewhat

satisfied (3.2%) as per the means score average of the opinion of the respondents.

Safety Measures

The safety measures of the Distance between Men and Machine is averagely somewhat

satisfied 8%). Providing gloves and mask had got 7.2% of the somewhat satisfied,

Maintenance of safety system and Controlling of movement and use of hazardous s got 10.4%

very satisfied. It denotes that the organization is well in the part of the safety measures.

Training, Promotion And Transfer

Training and development are considered to be one of the essential determinants of the level of

Human Resource Development. It includes the opinion of sample respondents regarding job

training, training methods, and stipend during the training period. Promotion and transfer of

the employees of the chemical industry has been evaluated by the respondent‟s opinion in



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which the transfer with promotion, scope of promotion, promotion with increments, de-

promotion, and transfer policies.

The training, promotion and transfer policies and practices practiced by the chemical industry

and the opinion of the employees were moderately neutral 16 % high responses to this factor.

In which transfer and promotion got 7.6% of neutral. 4.8% of them satisfied as overall means

score average. The method of training practiced by the organisation was somewhat dissatisfied

to the employees. It denotes that there was no participation role on decision making in this

regard. Thus the chemical industry and the union members have undergo with collective

bargaining to transfer and promotion policies.

Entertainment Facilities

The entertainment facilities provided by the organisation and the opinions of the respondents

were 12.8 % of neutral and somewhat dissatisfied equally as per the means score average.

There was no park and cinema theatre inside the organisation the respondents‟ opinion of the

chemical industry. It denotes that the employees‟ desires on entertainment had been

disappointed by the management. Thus, the organisation has to enhance the entertainment

facilities to the employees.

Rest Room Facilities

The rest room facilities provided by the organisation were somewhat satisfied (1.2% high).

The respondents would not say anything to toilet and sanitary provisions (1.6 %) and they

somewhat dissatisfied (26%) with the hand wash provisions separately. It indicates that the

organisation not intend with health care of the employees with these provisions. Thus the

industry has to make such arrangements to wiped-out the problem in the rest room facilities.

Educational Facilities

The educational facilities provided to the employees and their children was not available in the

organisation as per means score average 11.6% high. Particularly to their children there was no

provision of education and related activities. It signifies that basic need of the employees had



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not been provided to the employees. Thus the above notified provisions related to the

education must to be provided by the organisation.

Retirement Benefits

The employees of the chemical industry was somewhat satisfied with the provident fund

schemes and rest of the elements mentioned in the factor of retirement benefits were

moderately and averagely neutral 17.2s% of means score average. But in the case of scope for

after retirement they would not get the same job to their Son / Daughter 100%. It shows that

there was no job entrance to family members after the retirement of an employee. It may be a

good heath for fresher‟s to occupy the employment. But the employees are concern the future

family economic assurance have not been assured by these means. Thus, the organisation may

introduce the system of job entrance to family members after the retirement; it will enhance

the organisational reputation among the employees.

Other Facilities

All the other facilities have not satisfied with the labours of the chemical industries of the

study. The respondents were not satisfied with the crèche provisions 80%. Canteen and tea and

snacks are not satisfied by the respondents. It denotes that the companies have not

concentrated with the provision of other facilities to their employees at work spot regularly.

Only few of them have satisfied with all the variables of the other facilities. Thus, the

companies have to give importance to the above aspects of the other facilities.

GENERAL OPINION TOWARDS LABOUR WELFARE MEASURES PRACTICED

IN CHEMICAL COMPANIES IN CHENNAI

Most of the aspects of the factor have opined as very unimportant. It results that only few of

them have opined the labour welfare is important one for the organization. Rest of them have

not represented the labour welfare measures is important. The employers have given the

importance to employees performance recognized by the company (8.4%), welfare policies



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follow-up m(4%), company treats all employees on a fairness way (11.2), job security (8%),

benefits provided by the company (2%), salary on prescribed date (9.6), performance appraisal

system of the company (2.6%), quality systems like ISO, to the company (16%), training and

development provided by the company (10.4%), overall communication system of the

company (7.6%), special training programme for safety (1.8%), disciplinary action (3.6%), and

company rules and regulations (2.4%). Thus the chemical industries have to strengthen the

welfare activities for the betterment of the organizational benefit.

SUGGESTIONS

1. The organisation had good experienced employees but the new entrance of employees

restricted. It should be rectified through employment opportunities to freshers‟.

2. Overtime Policy is concern employees should be provided with the adequate

allowances and facilities during their overtime, if they happened to do so, such as

transport facilities, overtime pay, etc. Hospitalization is concern the employees should

be provided allowances to get their regular check-ups, say at an interval of one year.

Even their dependents should be eligible for the medi-claims that provide them

emotional and social security.

3. The organizations provide for paid leaves such as, casual leaves, medical leaves (sick

leave), and maternity leaves, statutory pay, etc. Overtime Policy is concern employees

should be provided with the adequate allowances and facilities during their overtime, if

they happened to do so, such as transport facilities, overtime pay, etc. Hospitalization is

concern the employees should be provided allowances to get their regular check-ups,

say at an interval of one year. Even their dependents should be eligible for the medi-

claims that provide them emotional and social security.

4. The educational facilities provided to the employees and their children was not

available in the organisation as per means score average 11.6% high. Particularly to

their children there was no provision of education and related activities. It signifies that

basic need of the employees had not been provided to the employees. Thus the above

notified provisions related to the education must to be provided by the organisation.



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5. All the other facilities have not satisfied with the labours of the chemical companies of

the study. The respondents were not satisfied with the crèche provisions 80%. Canteen

and tea and snacks are not satisfied by the respondents. It denotes that the companies

have not concentrated with the provision of other facilities to their employees at work

spot regularly. Only few of them have satisfied with all the variables of the other

facilities. Thus, the companies have to give importance to the above aspects of the other

facilities.

6. The employers have given the importance to employees performance recognized by the

company (8.4%), welfare policies follow-up m(4%), company treats all employees on a

fairness way (11.2), job security (8%), benefits provided by the company (2%), salary

on prescribed date (9.6), performance appraisal system of the company (2.6%), quality

systems like ISO, to the company (16%), training and development provided by the

company (10.4%), overall communication system of the company (7.6%), special

training programme for safety (1.8%), disciplinary action (3.6%), and company rules

and regulations (2.4%). Thus the chemical industries have to strengthen the welfare

activities for the betterment of the organizational benefit.

7. From the study the chemical industries have not been providing as per the expectations

of the labour, it has been proved from the data and analysis of the study. The

government of India have been giving suggestive measures for the labour welfare from

the Minimum Wages Act 1948 onwards; the chemical industries have to take

magnitude on the rules and regulations to provide the welfare activities.

8. The companies have not concentrated on the motivational aspects of the employees. It

is highly wrong thing and also will affect the organisational prime objective. It should

be rectified immediately.

9. Environment, water and lighting facilities the employees were not much satisfied. First

the companies have to fulfil the basic needs and most important that would not affect or

create the labour disputes.

10. The method of training practiced by the organisation was somewhat dissatisfied to the

employees and there was no participation role on decision making in this regard. The



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chemical industries and the union members have to undergo with collective bargaining

to training practices, transfer and promotion policies.

CONCLUSIONS

The chemical companies have selected for the present study had good experienced employees

but the new entrance of employees restricted. It should be rectified through employment

opportunities to fresher. The organisation is better in the monetary aspects like loans, advance

facilities, overtime wage, and work compensation benefits and also has to concentrate the

other heads of the monetary aspects. The chemical industries have to made such arrangement

for the betterment of ( Flexibility in working hours 8%, physical working conditions 8% and

temperature maintain in the work spot 3.2 %) the present working conditions. Generally the

working conditions of the chemical industry is somewhat satisfied (3.2%) as per the means

score average of the opinion of the respondents. This result is very poor it should be improved

to access more productivity without any affect with employees‟ welfare. The chemical

industry and the union members have undergo with collective bargaining to transfer and

promotion policies. The organisation has to enhance the entertainment facilities to the

employees from the rest room facilities onwards. The notified provisions related to the

education must to be provided by the organisation. The organisation may introduce the system

of job entrance to family members after the retirement; it will enhance the organisational

reputation among the employees. The companies have to give importance to the all other

facilities given in the study. The chemical industries have to strengthen the welfare activities

for the betterment of the organizational benefit. Hence, it is concluded that the average level of

satisfaction on labour welfare measures have been provided by the selected chemical

industries in Chennai do differ significantly between technical and non-technical labourers for

the welfares provided by the selected chemical companiesies in Chennai. Thus, they have to

improve their labour welfare immediately, if not it will lead to create a remarkable cause to

organizational, political, societal, and economical hazards.



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REFERENCES

1. Amit K. Bhandari and Almas Heshmati, “Wage Inequality and Job Insecurity among Permanent and Contract

Workers in India: Evidence from Organized Manufacturing Industries”,IZA Discussion Paper No. 2097, April

2006

2. Annual Report, Eastman Chemical Co, Feb-2010

3. Babu P Remesh, “ILO: Nine Decades of Labour for Labour”, Labour file, Vol. 8 No: 1-3, January-June 2010, pp 107-108

4. Chen R, Semple S, Dick F and Seaton A, “Nasal, eye, and skin irritation in dockyard painters”, Occup Environ

Med, Vol. 58, 2001, pp542-543

5. Christine Trampusch, “Industrial relations and welfare states: the different dynamics of retrenchment in Germany

and the Netherlands”,Journal of European Social Policy , Vol. 16, Issue 2, 2006, pp 121–133

6. Daniel Beland and Jacob S Hacker, “Ideas, private institutions and American welfare state „exceptionalism‟: the

case of health and old-age insurance, 1915–1965”, Int J Soc Welfare, Vol. 13,2004, pp42–54

7. H. Mahadevan, “Employee Participation in Achieving Industrial Safety & Health – Vision 2020”, Ndoshnews,

Vol.13, No 2, April-June 2008

8. Hacker J, The Divided Welfare State. The Battle over Public and Private Social Benefits in the United States. Cambridge: Cambridge University Press, 2002

9. Jayan Jose Thomas, “Labour and Industrialization in Kerala”,Indian Journal of Labour Economics, Vol. 46, No.4,

June-December 2003, pp 575-92

10. Justice J Kanakaraj, The Indian People‟s Tribunal Report, On Human Rights Violations, Industrial Pollution and

the Implications of the Proposed ChemplastSanmar PVC Factory in SIPCOT, Cuddalore, T.N,

11. Kamuzora P, “Non-decision making in occupational health policies in developing countries”, Int J Occup Environ

Health, Vol. 12, Issue 1, Jan-Mar, 2006, pp 65-71

12. KaushikBasu, (2005) in his paper entitled “Labor Laws and Labor Welfare in the Context of the Indian

Experience”, CAE Working Paper #05-17, Cornell University, Ithaca, November 2005

13. Labour and Employment Department, Policy Note on Labour, Factories, Employment AND Training, Demand

No.32, 2010 – 2011

14. N Stout and H Linn, Occupational injury prevention research: progress and priorities, Injury Prevention, Vol. 8, Issue 4, Dec 2002, pp 9-14

15. Neetha N, “Domestic Workers: Profile and Emerging Concerns”, Labour file, Vol. 8 No: 1-3, January-June 2010,

pp 13-15

16. Report, “Protecting Workers Exposed to Lead-Based Paint Hazards: A Report to Congress”, U.S. Department of

Health and Human Services, Public Health Service Centers for Disease Control and Prevention, National

Institute for Occupational Safety and Health, January 1997

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Provided by the Textile Mills with reference to Salem District, Tamil Nadu, India”, Asian Journal of

Management Research, Vol. 1, No. 1, 2010, pp 15-24

18. Shobha Mishra and ManjuBhagat, “Principles for successful implementation of labour welfare activities from

police theory to functional theory”, www.tesionline.com 19. Valerie J. Nicholson, Terry L. Bunn and Julia F. Costich, “Disparities in work-related injuries associated with

worker compensation coverage status”, American Journal of Industrial Medicine, Volume 51, Issue 6, June 2008,

pages 393–398,

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Oxford Journals, Medicine, The Annals of Occupational Hygiene, Volume30, Issue3, 1986, Pp. 307-317

ANNEXURE

IMPORTANT TABLES FOR THE ABOVE FINDINGS



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Table No. 1

MONETARY ASPECTS

S. No MONETARY ASPECTS: Highly Satisfied

Satisfied

Neutral Dissatisfied Highly Dissatisfied Total

1 Salary/Wages 18

(7.2)

30

(12)

71

(28.4)

72

(28.8)

59

(23.6)

250

(100)

2 Bonus Systems 17

(6.8)

34

(13.6)

65

(26)

69

(27.6)

65

(26)

250

(100)

3 Increment Systems 18

(7.2)

48

(19.2)

68

(27.2)

59

(23.6)

57

(22.8)

250

(100)

4 Allowances Systems 26

(10.4)

29

(11.6)

59

(23.6)

63

(25.2)

73

(29.2)

250

(100)

5 Loan Facilities 29

(11.6)

6

(2.4)

62

(24.8)

79

(31.6)

74

(29.6)

250

(100)

6 Advance Facilities 17

(6.8)

29

(11.6)

47

(18.8)

59

(23.6)

98

(39.2)

250

(100)

7 Festival Bonus Systems 17

(6.8)

8

(3.2)

45

(18)

75

(30)

105

(42)

250

(100)

8 Overtime Wages 2

(8)

15

(6)

43

(17.2)

91

(36.4)

99

(39.6)

250

(100)

9 Work Compensation Benefits 8

(3.2)

17

(6.8)

32

(12.8)

94

(37.6)

99

(39.6)

250

(100)

10 Incentive Systems 8

(3.2)

4

(1.6)

28

(11.2)

110

(44)

100

(40)

250

(100)

Source: Primary data

Table No. 2

NON-MONETARY ASPECTS

S. No NON-MONETARY ASPECTS Highly Satisfied

Satisfied


1 Leave 6

(2.4)

16

(6.4)

20

(8)

91

(36.4)

117

(46.8)

250

(100)

2 Festival Holidays 4

(1.6)

11

(4.4)

25

(10)

145

(58)

65

(26)

250

(100)

3 Insurance 0

(00)

9

(3.6)

31

(12.4)

118

(47.2)

92

(36.8)

250

(100)

4 Health care Schemes 8

(3.2)

5

(2)

40

(16)

104

(41.6)

93

(37.2)

250

(100)

5 ESI Facilities 12

(4.8)

5

(2)

34

(13.6)

84

(33.6)

115

(46)

250

(100)

6 Hospital Facilities 2

(8)

5

(2)

26

(10.4)

83

(33.2)

134

(53.6)

250

(100)

7 Ambulance Facilities 3

(1.2)

2

(8)

19

(7.6)

101

(40.4)

125

(50)

250

(100)

8 First Aid Facilities 7

(2.8)

14

(5.6)

34

(13.6)

79

(31.6)

116

(46.4)

250

(100)

9 Accident Benefits 7

(2.8)

14

(5.6)

34

(13.6)

79

(31.6)

116

(46.4)

250

(100)

10 Accommodation Facilities 6

(2.4)

4

(1.6)

12

(4.8)

80

(32)

148

(59.2)

250

(100)

11 Transport facilities for Staffs / Workers 2

(8)

8

(3.2)

26

(10.4)

105

(42)

109

(43.6)

250

(100)

12 Food Coupon Facilities 2

(8)

0

(00)

42

(16.8)

90

(36)

116

(46.4)

250

(100)

13 Employee's Welfare Programmes 0

(00)

5

(2)

38

(15.2)

117

(46.8)

90

(36)

250

(100)

Source: primary data



www.rierc.org

Table No. 3

PRESENT WORKING CONDITIONS

S. No PRESENT WORKING CONDITIONS Highly Satisfied

Satisfied


1 Flexibility in working hours 2

(8)

4

(1.6)

45

(18)

79

(31.6)

120

(48)

250

(100)

2 Work Load 0

(00)

6

(2.4)

32

(12.8)

114

(45.6)

98

(39.2)

250

(100)

3 Physical Working Conditions 2

(8)

2

(8)

30

(12)

102

(40.8)

114

(45.6)

250

(100)

4 Working Environment 2

(8)

6

(2.4)

24

(9.6)

77

(30.8)

141

(56.4)

250

(100)

5 Temperature Maintained in the work Spot 8

(3.2)

11

(4.4)

28

(11.2)

92

(36.8)

111

(44.4)

250

(100)

6 Ventilation Facilities 4

(1.6)

5

(2)

43

(17.2)

94

(37.6)

104

(41.6)

250

(100)

7 Drinking Water Facilities 0

(00)

3

(1.2)

41

(16.4)

86

(34.4)

120

(48)

250

(100)

8 Noise and Pollution Free 6

(2.4)

0

(00)

41

(16.4)

83

(33.2)

120

(48)

250

(100)

9 Illumination Facilities 11

(4.4)

7

(2.8)

33

(13.2)

107

(42.8)

92

(36.8)

250

(100)

10 Leisure Provisions 4

(1.6)

12

(4.8)

38

(15.2)

83

(33.2)

113

(45.2)

250

(100)


Table No. 4

SAFETY MEASURES

S. No SAFETY MEASURES Highly Satisfied

Satisfied


1 First- aid facilities with dispensaries 3

(1.2)

8

(3.2)

49

(19.6)

65

(26)

125

(50)

250

(100)

2 Fire Fighting Equipment's 7

(2.8)

16

(6.4)

43

(17.2)

85

(34)

99

(39.6)

250

(100)

3 Providing Gloves and Mask 3

(1.2)

3

(1.2)

46

(18.4)

82

(32.8)

116

(46.4)

250

(100)

4 Fire Service Facilities 0

(00)

2

(8)

26

(10.4)

110

(44)

112

(44.8)

250

(100)

5 Distance between Men and Machine 2

(8)

7

(2.8)

34

(13.6)

84

(33.6)

123

(49.2)

250

(100)

6 hazard free 3

(1.2)

11

(4.4)

45

(18)

118

(47.2)

73

(29.2)

250

(100)

7 Security system installation inside the

production unit

5

(2)

11

(4.4)

42

(16.8)

99

(39.6)

93

(37.2)

250

(100)

8 Safety dresses 0

(00)

14

(5.6)

33

(13.2)

103

(41.2)

100

(40)

250

(100)

9 Safety Committee 7

(2.8)

21

(8.4)

20

(8)

77

(30.8)

125

(50)

250

(100)

10 Incident investigation and analysis 6

(2.4)

13

(5.2)

29

(11.6)

109

(43.6)

93

(37.2)

250

(100)

11 In-house safety rules and regulations 18

(7.2)

30

(12)

71

(28.7)

72

(28.8)

59

(23.6)

250

(100)

12 Safety promotion 17

(6.8)

34

(13.6)

65

(26)

69

(27.6)

65

(26)

250

(100)

13 Safety inspection 18

(7.2)

48

(19.2)

68

(27.2)

59

(23.6)

57

(22.8)

250

(100)

14 Maintenance of safety system 26

(10.4)

29

(11.6)

59

(23.6)

63

(25.2)

73

(29.2)

250

(100)

15 Controlling of movement and use of

hazardous s

29

(10.4)

29

(11.6)

59

(23.6)

63

(25.2)

73

(29.2)

250

(100)

16 Emergency preparedness 17

(6.8)

8

(3.2)

45

(18)

75

(30)

105

(42)

250

(100)

17 Occupational health programs 17

(6.8)

29

(11.6)

47

(18.8)

59

(23.6)

98

(39.2)

250

(100)



www.rierc.org


Table No. 5

TRAINING

S. No TRAINING Highly Satisfied

Satisfied


1 Induction Training 2

(8)

15

(6)

43

(17.2)

91

(36.4)

99

(39.6)

250

(100)

2 In plant Training 8

(3.2)

17

(6.8)

32

(12.8)

94

(37.6)

99

(39.6)

250

(100)

3 Training outsourcing 8

(3.2)

4

(1.6)

28

(11.2)

110

(44)

100

(40)

250

(100)

4 Training equipments 6

(2.4)

16

(6.4)

20

(8)

91

(36.4)

117

(46.8)

250

(100)

5 Stipend during the Period 4

(1.6)

11

(4.4)

25

(10)

145

(58)

65

(26)

250

(100)

6 Training policies 0

(00)

9

(3.6)

31

(12.4)

118

(47.2)

92

(32.8)

250

(100)


Table No. 6

PROMOTION

S. No PROMOTION Highly Satisfied

Satisfied


1 Scope of Promotion 0

(00)

4

(1.6)

39

(15.6)

95

(38)

112

(44.8)

250

(100)

2 Transfer with Promotion 8

(3.2)

5

(2)

40

(16)

104

(41.6)

93

(37.2)

250

(100)

3 Promotion with Increment 12

(4.8)

5

(2)

34

(13.6)

84

(33.6)

115

(46)

250

(100)

4 De-Promotion 2

(8)

5

(2)

26

(10.4)

83

(33.2)

134

(53.6)

250

(100)

5 Promotion Policies 3

(1.2)

2

(8)

19

(7.6)

101

(40.4)

125

(50)

250

(100)


Table No. 7

TRANSFER

S. No VII. TRANSFER Highly Satisfied

Satisfied


1 Transfer by promotion 7

(2.8)

14

(5.6)

34

(13.6)

79

(31.6)

116

(46.4)

250

(100)

2 Transfer by requirement 6

(2.4)

4

(1.6)

12

(4.8)

80

(32)

148

(59.2)

250

(100)

3 Transfer by mutual 2

(8)

8

(3.2)

26

(10.4)

105

(42)

109

(43.6)

250

(100)

4 Transfer by punishment 2

(8)

0

(00)

42

(16.8)

90

(36)

116

(46.4)

250

(100)



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5 Transfer policies 0

(00)

5

(2)

38

(15.2)

117

(46.8)

90

(36)

250

(100)


Table No. 8

ENTERTAINMENT FACILITIES

S. No ENTERTAINMENT FACILITIES Highly Satisfied

Satisfied


1 Tour Programmes 2

(8)

4

(1.6)

45

(18)

79

(31.6)

120

(48)

250

(100)

2 Park facilities for children 0

(00)

6

(2.4)

32

(12.8)

114

(45.6)

98

(39.2)

250

(100)

3 Company Anniversary Day and get-together 2

(8)

2

(8)

30

(12)

102

(40.8)

114

(45.6)

250

(100)

4 Film show 2

(8)

6

(2.4)

24

(9.6)

77

(30.8)

1211

(56.4)

250

(100)

5 Recreation Club 8

(3.2)

11

(4.4)

28

(11.2)

92

(36.)

111

(44.4)

250

(100)


Table No. 9

REST ROOM FACILITIES

S. No REST ROOM FACILITIES Highly Satisfied

Satisfied


1 Toilet and Sanitary Facility 4

(1.6)

5

(2)

43

(17.2)

94

(37.6)

104

(41.6)

250

(100)

2 Ventilation Facilities 0

(00)

3

(1.2)

41

(16.4)

86

(34.4)

120

(48)

250

(100)

3 Water Facilities 6

(2.4)

0

(00)

41

(16.4)

83

(33.2)

120

(48)

250

(100)

4 Cleaning Facilities 11

(4.4)

7

(2.8)

33

(13.2)

107

(42.8)

92

(36.8)

250

(100)

5 Separate Hand wash Facilities 4

(1.6)

12

(4.8)

38

(15.2)

83

(33.2)

113

(45.2)

250

(100)

6 Provisions of adequate furniture 3

(1.2)

8

(3.2)

49

(19.6)

65

(26)

125

(50)

250

(100)

7 Appropriate Illumination 7

(2.8)

16

(6.4)

43

(17.2)

85

(34)

99

(39.6)

250

(100)

8 Distances to work spot 3

(1.2)

3

(1.2)

46

(18.4)

82

(32.8)

116

(46.4)

250

(100)


Table No. 10

EDUCATIONAL FACILITIES



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S. No EDUCATIONAL FACILITIES Highly Satisfied

Satisfied


1 Company Providing Education Loan 0

(00)

2

(8)

26

(10.4)

110

(44)

112

(44.8)

250

(100)

2 Company's School Facilities 2

(8)

7

(2.8)

34

(13.6)

84

(33.6)

123

(49.2)

250

(100)

3 Company's College Facilities 3

(1.2)

11

(4.4)

45

(18)

118

(47.2)

73

(29.2)

250

(100)

4 Transport Facilities for Studied children 5

(2)

11

(4.4)

42

(16.8)

99

(39.6)

93

(37.2)

250

(100)

5 Children's Uniform Facilities 0

(00)

14

(5.6)

33

(13.2)

103

(41.2)

100

(40)

250

(100)

6 Food facilities for Studied Children 7

(2.8)

21

(8.4)

20

(8.0)

77

(30.8)

125

(50)

250

(100)

7 Library Facilities 6

(2.4)

13

(5.2)

29

(11.6)

109

(43.6)

93

(37.2)

250

(100)

8 Play Ground Facilities 18

(7.2)

30

(12)

71

(28.4)

72

(28.8)

59

(23.6)

250

(100)

9 School / College Annual Day Celebration 17

(6.8)

34

(13.6)

65

(26)

69

(27.6)

65

(26)

250

(100)

10 Competition at School / College Level 18

(7.2)

48

(19.2)

68

(27.2)

59

(23.6)

57

(22.8)

250

(100)

11 Award and Prizes for the winners 26

(10.4)

29

(11.6)

59

(23.6)

63

(25.2)

73

(29.2)

250

(100)

12 Cash incentives 29

(11.6)

6

(2.4)

62

(24.8)

79

(31.6)

74

(29.6)

250

(100)


Table No. 11

RETIREMENT BENEFITS

S. No RETIREMENT BENEFITS Highly Satisfied

Satisfied


1 Pension Schemes 17

(6.8)

29

(11.6)

47

(18.8)

59

(23.6)

98

(39.2)

250

(100)

2 Provident Fund Schemes 17

(6.8)

8

(3.2)

45

(18)

75

(30)

105

(42)

250

(100)

3 Gratuity 2

(8)

15

(6)

43

(17.2)

91

(36.4)

99

(39.6)

250

(100)

4 Scope of Voluntary Retirement 8

(3.2)

17

(6.8)

32

(12.8)

94

(37.6)

99

(39.6)

250

(100)

5 Scope of Compulsory Retirement 8

(3.2)

4

(1.6)

28

(11.2)

110

(44)

100

(40)

250

(100)

6 Job extension and retention after Retirement 6

(2.4)

16

(6.4)

20

(8)

91

(36.4)

117

(46.8)

250

(100)


Table No. 12

OTHER FACILITIES



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S. No OTHER FACILITIES Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

1 Recreation Facilities

4

(1.6)

11

(4.4)

25

(10)

145

(58)

65

(26)

250

(100)

2 Canteen Facilities 0

(00)

9

(3.6)

31

(12.4)

118

(47.2)

92

(36.8)

250

(100)

3 Tea and Snacks 0

(00)

4

(1.6)

39

(15.6)

95

(38)

112

(44.8)

250

(100)

4 Residential Facilities 8

(3.2)

5

(2)

40

(16) 104

(41.6)

93

(37.2)

250

(100)

5 Creche Facilities 12

(4.8)

5

(2)

34

(13.6)

84

(33.6) 115

(46)

250

(100)

6 Uniform Facilities 2

(8)

5

(2)

26

(10.4)

83

(33.2)

134

(53.6)

250

(100

7 Uniform washing Facilities 3

(1.2)

2

(8)

19

(7.6)

101

(40.4)

125

(50)

250

(100


Table No. 13

GENERAL OPINION TOWARDS LABOUR WELFARE MEASURES PRACTICED

S. No General Opinion Towards Labour Welfare Very important Important Neither

important nor unimportant Unimportant Very unimportant Total

1 Employees performance recognized by the company 7

(2.8)

14

(5.6)

34

(13.6)

79

(31.6) 116

(48.4)

250

(100)

2 Welfare policies follow-up 6

(2.4)

4

(1.6)

12

(4.8)

80

(32)

148

(59.2)

250

(100)

3 Company treats all employees on a fairness way 2

(8)

8

(3.2)

26

(10.4)

105

(42)

109

(43.6)

250

(100)

4 Job Security 2

(8)

0

(00)

42

(16.8)

90

(36)

116

(46.4)

250

(100)

5 Benefits provided by the company 0

(00)

5

(2)

38

(15.2) 117

(46.8)

90

(36)

250

(100)

6 Salary on prescribed date 2

(8)

4

(1.6)

45

(18)

79

(31.6) 120

(48)

250

(100)

7 Performance appraisal system of the company 0

(00)

6

(2.4)

32

(12.8) 114

(45.6)

98

(39.2)

250

(100)

8 Quality systems like ISO, to the company 2

(8)

2

(8)

30

(12)

102

(40.8)

114

(45.6)

250

(100)

9 Training and development provided by the company 2

(8)

6

(2.4)

24

(9.6)

77

(30.8)

141

(56.4)

250

(100)

10 Overall communication system of the company 8

(3.2)

11

(4.4)

28

(11.2)

92

(36.8)

111

(44.4)

250

(100)

11 Special training programme for safety 4

(1.6)

5

(2)

43

(17.2)

94

(37.6) 104

(41.6)

250

(100)

12 Disciplinary action 0

(00)

3

(1.2)

41

(16.4)

86

(34.4) 120

(48)

250

(100)

13 Company Rules and Regulations 6

(2.4)

0

(00)

41

(16.4)

83

(33.2) 120

(48)

250

(100)


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