MBA Shivaji University Kolhapur

Shivaji University Kolhapur

1.1 Introduction:

Employee welfare, work aims at providing such service facilities & amenities which enable the workers employed in an organization to perform their work in healthy congenial surrounding conductive to good health & high morale.

Employee welfare is a comprehensive term including various services, benefits & facilities offered by the employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in additional to normal wages & other economic rewards available to employees as per the legal provisions. Employee measures also be provided by the government, trade unions, non government agencies in addition to the employer. International Labour Organization efforts to make life worth living for workers. According to Oxford dictionary Welfare is fundamentally an attitude of mind on the part of management influencing the method by which management activities are undertaken. In this project an attempt is made to analyze various areas of the welfare activities & also attempt is made to analysis the labor welfare activities & labor welfare facilities given to the employees in the Kirloskar EBARA Pumps Ltd. Kirloskarwadi & tried to point out whether this organization is successfully maintaining the good relationship with the employees so as to get maximum efficiency of the workers in the organization, so as to achieve the ultimate goal of the organization.

Employee welfare covers a very broad field. It suggest many ideas, meanings & connotations such as safe of all being heath, happiness, prosperity & development of human resources.1.2 PORPOSE OF STUDY The purpose of the study is to study Employee Welfare Facilitieswith the special reference to be KIRLOSKAR EBARA PUMPS LTD.KIRLOSKARWADI.

1.3 OBJECTIVES:-

1. To study the existing welfare facilities provided to the workers at KEPL, Kirloskarwadi.

2. To study the workers opinion about the existing welfare facilities.

3. To study the working condition and its effect on the workers.

4. To give certain suggestion based on findings for improvements in the welfare facilities provided by the management.1.4 Scope of study:-

1. The study is related to the KEPL. Kirloskarwadi.2. Analytical scope of the study is to fulfill the objective consider for study.

3. The scope of this project is to know the employee welfare facilities of company.1.4 Research Methodology

1.4.1 Research Title;-

A study of Employee Welfare facilities with special reference to KEPL, Kirloskarwadi.

1.4.2 Research method;-

From the above study the researcher selected observation, interview &questionnaire method for research.A) Primary data:-

Primary data means the data which is fresh as morning tea. The data which is personally collected by the researcher is nothing but the primary data is collected by following ways:

i) Questionnaire:-

The survey method is used to collect the data used in the project report. The technique of collecting data is by asking questions to the people who are the employee in KEPL. ii) Personal discussion:-

Discussion with people on the premises was done to collect the data.B) Secondary data:- The secondary data means the data that already available or collected, it may be published or unpublished data. In this study the researcher used published manual and unpublished data from personal records of company. Secondary data collection also through Books

Internet

Company report and document1.5.1 Sample:-

The total worker in KEPL, Kirloskarwadi. has 150 but the researchers have selected 50 workers for this study randomly giving priority to all the departments.

1.6 Importance of the Study- It helps to improve working conditions which promotes morale & motivation of the employees. To increase productivity is one of the immediate outcomes of welfare facilities. This study has given research an opportunity to get information about labour welfare facilities provided by the organization. This project study is beneficial for research to increase the knowledge & to get experience of practical work.1.7 Limitations of study- Time span available was limited because the time allocated for the Study was only 50 days. Sample size for the study was very small as compared to size of population considering the heterogeneity of population.

Geographically it is restricted to Kirloskarwadi.

2.1 Introduction- Employee welfare facilities include any benefits that the employee receives in addition to direct remuneration. Welfare facilities, however, are indirect compensation because they are usually extended as a condition of employment & are not directly related to performance. Employee welfare facilities are alternatively known as fringes, service programs, employee benefits or hidden payroll. The word fringe is not appreciated by management practitioners on the ground that nowadays welfare facilities constitute substantial labour cost for any organization. They are no longer mere fringe costs or fringe items. They are important to managements, employees & unions alike.

Similarly, the term welfare facilities are often used interchangeably by some writers. But some maintain distinction between the two. For these people, the term facilities applies to those items for which a direct monetary value to the individual employee can be ascertained, as in case of pension, medical insurance, or holiday pay. 2.2 Definition of Employee welfare facilities

1. Royal Commission on Labour:

Welfare is one which must necessarily be elastic, bearing a somewhat different interpretation in one country from another, according to different social customs, development of the workers.2. Report of committee on labour welfare:

It is a condition of well-being, happenings, satisfaction, conservation & development of human resource & speaks of measure which promotes the physical, psychological & general well-being of the working population. 2.3 Objectives of Employee welfare facilities-1. To enhance the mental efficiency of the industrial employees resulting into qualitative productivity.

2. To increase the efficiency of the organization as a whole.

3. To make the industrial employment more attractive an enables the workers to have a quality of work life.

4. To raise the standard of living of the workers by providing them additional facilities to grow & indirectly reduce the burden.

5. To predict the need of the industrial work & to design the welfare programmes according to face the challenges industrialization.

6. To engage in the similar welfare facilities provided by the industries. 2.4 Need of Employees welfare facilities- Nearly every organization in our country provides welfare facilities to its employees. They represent increased earnings to employees. In fact, employees prefer indirect remuneration to direct pay. Any increase in direct pay only adds to ones taxable income. But most benefits are not taxed & hence are advantageous to employees. Furthermore, there are economic reasons why facilities are preferred by employees. Health & life insurance can generally be purchased by the employer at group rates, which are typically lower than those the employees would have to pay.

More than salary structure & financial arrangements, there is a need to attract & retain competent personnel. An employee joins & stays with an organization which guarantees attractive welfare facilities. Besides, vacations along with holidays & rest breaks help employees mitigate fatigue & enhance productivity during the hours actually employees work. Similarly, retirement, health-care & disability benefits may allow workers to be more productive by freeing them of concerns about medical & retirement costs. So, it is quite accurate to state that indirect remuneration may:1. Mitigate fatigue,

2. Discourage labour unrest,

3. Satisfy employee objectives,

4. Aid recruitment,

5. Reduce turnover, &

6. Minimize overtime cost. Thus, an organization, with the introduction of fringes, seeks to enhance employee morale, remain cost-effective, & introduce changes without much resistance.2.5 Principles of welfare facilities- The following principles must govern the administration of welfare facilities:1. Benefits & services must be provided to the employees on the basis of a genuine interest in the protection & promotion of their well-being. The managements should not feel that the facilities are thrust upon them. Nor should the managements feel that they are providing the benefits as a matter of charity.

2. The facilities must satisfy a real need. Employees resist or are indifferent to any benefit which is not liked by them3. The benefit must be cost-effective.

4. The benefit should be as broad-based as possible.5. Administration of facilities should be preceded by sound planning.6. The wishes of employees as expressed by their union representatives & the bargaining power of the union must be considered.7. Employees must be educated to make use of the benefits. 2.6 Important welfare facility programmes-Some organizations provide an amazing range of benefits. The discussion below, however, focuses on major facilities to which organizations contribute a substantial amount of service.

1. Payment for time not worked-Companies provide payment for time not worked, both on- & off-the job. On-the-job free time includes lunch periods, rest periods, coffee breaks, wash-up times & get-ready times. Off the-job time includes vacations, sick leaves, public holidays, & personal or casual leaves.2. Insurance benefits- Organizations offer life & health insurance programs to their employees. Most organizations offer insurance at a cost far below what individuals would have to pay to buy insurance by themselves.3. Compensation Benefits-Disability & workers compensation benefits are also offered to employees. Employers contribute funds to assist workers who are ill or injured & cannot work owing to occupational injury or ailment. These benefits are regulated by the Workmens Compensation Act.4. Pension Plan- Most organizations offer plans to provide supplementary income to employees after they retire. These are either company paid or join employee-&-company-paid programmes meant to supplement social security.5. Sports & cultural activities-Every year sports & other events should organize for the enjoyment of the workers & there family members. Cultural activities should also conduct on many occasions.6. Medical facilities-a) Scheme for reimbursement of hospitalization expenses:

The scheme is intended to provide relief to the employees in meeting the hospitalization expenses incurred for self &/or dependents. The benefit under the scheme is available for minor & major operations. Many companies avails all expenses by reimbursing the total amount paid by the employee at the time of treatment.

b) Reimbursement of expenses of medical check-up:

Many companies have its own hospital which is situated in each area. Doctors & nurses in these hospitals are appointed by the company itself. The employees can take the treatment from these hospitals without paying any charge & they can take the medicines from the medical stores which are in the panel of this company. 7. Funds for community development:The company provides funds for community development such as electricity, water supply, road, streets lights etc.

8. Canteen:

A good & well maintained clean canteen facility should be available at the area of office premises, for the employees.9. Good working condition:The working conditions in the area should be excellent. The environment should neat & clean. Lots of greenery should be present in the office premises such pleasant environment keeps employees fit & fine.

2.6 Administration of Welfare facilities-Organizations fumble while administering employee benefits & services. Yielding to the pressure of unions, employees demand or in deference to social response trends, companies have added newer benefits & services to the list, which is already lengthy. Organizations have seldom established objectives, systematic plans, & standards to determine the appropriateness of the programs. This patchwork of benefits & services has caused several problems. Problems in Administration-

The main problem in indirect remuneration is the lack of employee participation. Once a welfare facility program is designed by the company, employees have little discretion. For example, the same pension usually is granted to all workers. Younger employees see pensions as distant & largely irrelevant. Older female workers feel that maternity benefits are not needed. The uniformity of benefits fails to recognize workforce diversity. Admittedly, uniformity leads to administrative & actuarial economies, but when employees receive benefits they neither want nor need, these economies are questionable.

Managers, too, have little interest in the benefits programs & trade unions are almost hostile to the schemes. Managers are not even aware of the companys policy towards benefits & their contribution to the quality of corporate life trade unions entertain a feeling of alienation as the benefits are likely to erode their base.

Since, employees have little choice in their benefit packages, most workers are unaware of all the benefits to which they are entitled. This lack of knowledge often causes employees to request for more benefits to meet their needs. For example, older workers may want improved retirement plans, while younger workers seek improved insurance coverage for dependents. The result is often a proliferation of benefits & increased employer costs. And perhaps even worse, employee confusion can lead to complaints & dissatisfaction about their welfare facility packages, particularly when employees do not have to contribute financially.

These problems can be avoided if the following lines are taken while administering indirect remuneration. The steps are:

Administration of welfare facilities-

2.8 The future of welfare facilities- Current benefit packages have evolved over the years from plans that addressed the basic needs of the workers & provided minimum benefits to the individuals. Today, we see a much more complex pattern of plans with enhanced flexibility, tailored to meet the needs of individuals & costing public sector & private sector organizations dearly in terms of rupees. Employees in general are more educated, more sophisticated & more demanding of remuneration including welfare facilities. Employers are, therefore, required to devise newer benefit plans to attract & retain competent personnel, keeping a watch on the benefits costs.

2.9 Guidelines to make benefit programmes more effective-1. Welfare facility programs should be looked at as a worthwhile corporate instrument in Human Resource Management.

2. Future policy planning in this area will have to keep in view some fresh reference points. Non unionization& skills shortage are no more relevant for policy considerations.

3. Any meaningful package of benefits must reflect some perspective planning. Inflexibility brings stagnation.

4. Separate programmes directly beneficial to workers from those that are directed towards community welfare. Clubbing them together adds to their cost. This may not be liked by workers.

5. It is advisable not to have a facility rather than neglecting it in its administration.

6. Poor internal communication hurts the programme in at least three ways;

I. More money is spent for officers welfare;

II. Excess money spent on corporate image building at the cost of more bonus.;

III. Priority to officers children in administrations to schools. Therefore, make the internal communication system effectively.

7. Devise new ways to involve workers & their representatives at all levels of planning & implementation.

3.1 HISTORY:

With a mission of providing more including customer delight, quality in everything and precisely engineered equipment, Kirloskar Ebara Pumps Limited (KEPL) was established in 1988. Ebara establishes state-of-the-art manufacturing facilities in Japan.

KEPL is the collaboration of two renowned business houses, namely Kirloskar Brothers Limited (KBL), India and Ebara Corporation, Japan. It is an alliance of Ebara's advanced technology and Kirloskar engineering prowess and infrastructure. This successful association has helped us to develop world-class pumps and turbines that not just satisfy the demands, but exceed customer expectations.

We amalgamate technology and innovation to deliver the finest solutions that are safe and customized. Our expertise lies in the area of process pumps; boiler feed water pumps, steam turbines for mechanical drive and steam turbine generators.

We cater to a wide range of industries having the most critical applications like hydrocarbon processing and nuclear power plants. We understand the nature of applications we cater to and hence adhere to strict safety measures for zero errors.

KEPL is an ISO 9001 accredited company and it has also developed an Environment, Health and Safety (EHS) Policy. Along with the business acumen of KBL, KEPL also carries KBL's legacy of reducing energy consumption through various initiatives.

EBARA CORPORATION-Established in May 1920 in Tokyo, Japan.

Have over 14000 employees worldwide through various subsidiaries (76 nos) and affiliate companies (15 nos) over 2700 employees in the main group. Over 401.6 billion yen in net sales globally.Besides this the other major companies in the K-group include:

Kirloskar Brothers Ltd (KBL)

Kirloskar Chiller Pvt. Ltd (KCPL)

Kirloskar Ferrous Industries Ltd (KFIL)

Kirloskar oil Engines Ltd (KOEL)

Kirloskar Pneumatic co. Ltd Kirloskar proprietary Ltd.(KPL)3.2 VISION, MISSION & VALUES:VISION-To have market leadership through products conforming to customer specifications at competitive prices with on time deliveries and prompt after sales services. To achieve Rs. 700 Cores in sales, 21% PBT, 50% ROCE and 80% EES by the year 2016-17MISSION-To manufacture and sell special purpose rotary machines required in hydrocarbon processing industries and power sector and ensure proper returns to all stake holders of the companyVALUES- Developing and working with mutual trust Building and nurturing team work Fairness in dealing with stakeholders Quality in everything Commitment towards environment3.3 MAJOR TECHNOLOGIES & MAIN PRODUCTS:

MAJOR TECHNOLOGIES - KEPL operates in an engineered products market. Sources of technologies are: Ebara Corporation, Japan - Process pumps & Boiler Feed Water pumps

Elliott Co., USA - Steam turbines: Drive & TG Sets up to 7.5 MW

MAIN PRODUCTS-

Fluid Machinery & system: Manufacturing, Sales & maintenance of Pumps, blowers fans, compressors, turbines, refrigerator & heating equipment & other item. Engineering and construction, operation and maintenance & services for hydroelectric power plant, Nuclear power related equipment.Environmental Engineering: Engineering, Construction, Operation & maintenance of environmental improvement equipment, incinerator plant waterworks & sewage system & other type of plant & equipment.

Public limited co., jointly promoted in 1988 by Kirloskar Brothers Ltd & Ebara Corporation. Japan Shareholding between the above two promoters is 45% each. Manufacturing process pumps, boiler feed water pumps & steam turbines as per American petroleum institute (API) & turbo gen sets to meet the requirement of hydrocarbon processing industries and power sector.

Precision Machinery: Manufacturing, sales and maintenance of vacuum pumps. CMP system, Plating system and Machinery & equipment for the semi conductor industry.1.40 billion Engineering conglomerate by Laxmanrao Kirloskar.Caters to a variety of Industrial verticals like:

Power Construction Agriculture Industry and transport Oil & Gas3.4 POLICIES:QUALITY POLICY- To understand the requirements of customers for Centrifugal Process Pumps, Boiler Feed Pumps and Steam Turbines and to ensure that product meeting customer specified quality and statutory & regulatory requirements is delivered as per contractual terms & conditions. To enhance customer satisfaction by way of prompt after-sales service and continual improvement in the effectiveness of Quality Management System as per ISO 9001:2008. To bring in new designs, new products, appropriate technology as well as to explore new markets to ensure business growth. All employees have responsibility to implement and maintain this Quality Policy.Energy Policy- Achieving optimum use of energy in our operations by bringing about improvements in the energy efficiency in our processes. It will form an integral part of the continuous improvement efforts in our organization. We shall strive to reduce energy consumption per unit of value added by:

Minimizing wastage 3Using energy efficient processes and equipment Conducting periodic energy efficiency improvement studies and implementing improvement measures Involvement of employees at all levels in the energy conservation efforts Effective dissemination of information Establishing norms for energy consumption and initiating programmers to reach those norms Use of renewable source of energy wherever possible. In achieving these, we shall utilize the knowledge and expertise available from various sources including sister organizations, collaborators and outside experts. We shall make efforts to bring about continuous improvement in the energy efficiency of our products.Health & Safety Policy- We believe that health and safety of people related to our operations is of prime concern. Maintenance of safe & healthy environment is essential for productivity, quality, cost and well being of employees. All hazards can be controlled and personal injuries prevented by effective participation of all employees and implementation of necessary preventive measures. Were committed to:

Compliance of statutory and regulatory requirements related to industrial health & safety.

Compliance of statutory and regulatory requirements as applicable for the product to be supplied as per customers specifications.

Integrate health & safety aspect in selection, use and maintenance of plant, machines, equipments, materials, processes, and products.

Incorporate health & safety in selection, training, placement and career advancement of personnel.

Provide all individuals with all necessary information, instructions and supervision for safe working practices.

Evaluate and improve health and safety performance of the organization through periodical safety inspection and reviews.

Implement and maintain 5-S working environment.Environmental Policy- We, at Kirloskar Ebara Pumps Ltd., Savantpur Vasahat(at & post Kirloskarwadi) involved in manufacturing of industrial pumps, pumping systems and steam turbines are committed to protect environment by prevention of pollution.

We will continually improve our environment performance by:

Striving to go beyond compliance to applicable environmental legislations, regulations and other environmental requirements of state & central government.

Conserving natural resources such as air, water, oil, energy and raw materials used at various processes, products & operations.

Reduction, recycle, reuse and/or proper disposal of waste that include used water, oil, plastic, metal scrap, paints and flue gases.

Improve in working ambiance.

Creating awareness amongst all persons involved on environmental issues. This environmental policy is communicated to all persons working for or on behalf of us and is available to the public on request.3.5 ORGANISATIONAL STRUCTURE:

STRUCTURE IN HR DEPARTMENT:

3.6 ACHIEVEMENTS: ARAMCO Revalidation, CINDA, SAIPEM, Approval received. Local partners in Middle East (UAE/ Abu Dhabi/ Oman/ Kuwait) Malaysia, Indonesia Korea appointed. SNC Laval in USA proposed a SUPPLIER CHOICE agreement factory survey completed and KEPL has been recommended for supplier choice agreement. CE/ ATEX for OH2 series received. First prize in industrial health & safety by health & safety directorate Sangli district. 3.7 Rewards and recognition-Rewards & Recognition Sr. NoAwardFrequencyType of rewardAmount

1Best workerOnce a yearMonetaryRs. 10,000/-

2Accepted KaizenEach monthMonetaryRs. 250/-per accepted Kaizen

3Best attendance

3.1StaffYearlyMonetaryRs. 5000/-

3.2WorkersYearlyMonetaryRs.5000/-

4Best CFTYearlyMonetaryRs. 10,000/-

5Best 5-SzoneOnce in 6 monthsBy letter of appreciation-

6Cash rewards for best job doneAs& whenMonetary & letterRs. 2000/-

7Recognition for good workAs & whenBy letter of appreciation-

3.8 CUSTOMERS LIST OF KEPL:Some of our prestigious customers SectorTypical customers

HPIReliance, IOCL,HPCL, BPCL, Essar

LSTK ContractorsL&T, Toyo, Samsung, Punj Lloyd,

OEMKBL, Flowserve Pumps, BHEL, WIL, Thermax, ThyssenKrupp, KSB Pumps, SS Engg

Fertilizers & ChemicalsIFFCO, RCF, GNFC,GSFC, Zuari Agro, Deepak Fertilizers

PowerGMDC, Toshiba, IHI

Water treatmentIon Exchange(I), Doshi Ion Exchange, Aquatech, GEA

ExportEbara-Japan, Elliott-USA, LSTK contractors

Consulting agenciesEIL, PDIL, UHDE, Bechtel, Toyo, TICB, Technip

3.9 COMPETITIORS:

Table no-4.1: Awareness of respondent about welfare facilities. OptionNo. of Respondent% Of Respondent

Yes 4080

No 1020

Total50100

(Source Note-Field Work)

Graph no-4.1

Interpretation-

Above table and graph shows that 80% respondent that is 40 out of 50 respondents know about welfare facilities in Company and, remaining 10% employee that is 20 out of 50 respondents dont know about welfare facilities in Company.Table no-4.2: First AID services in the Company.OptionNo. of Respondent% Of Respondent

Very Good2754

Good1734

Need improvement0612

Total50100

(Source Note-Field Work)Graph no-4.2

Interpretation

Above table and graph shows that 54% respondent that is 27 out of 50 says First AIDService is very good, 34% respondents that is 17 out of 50 are good with first AID Service, and 12 % respondents that is 6 out of 50 want improvement in first AID service.Hence, the first aid service of the company isgood and respondent are happy with those services.Table no-4.3: Company provides the housing facilities to respondent.

OptionNo. of Respondent% Of Respondent

Yes 4488

No 0612

Total50100

(Source Note-Field Work)Graph no-4.3

Interpretation-

Above table and graph shows that 88% respondent that is 44 out of 50 employees says that the company provides them housing facilities and remaining 12% respondents that are 6 out of 50 says that the company does not provide housing facilities to them. Table no-4.4: Pure drinking water facilities in Company. OptionNo. of Respondent% Of Respondent

Excellent 2652

Very Good2040

Good 0408

poor0000

Total50100

(Source Note-Field Work)Graph no-4.4

Interpretation-

Above table and graph shows that 52% respondent that is 26 out of 50 says that companys drinking water facility is excellent, 40% respondent that is 20 out of 50 says that this facility is very good, and remaining 8% respondent that is 4 good with drinking water facility provided by company. Hence, the drinking water facility of an Company is excellent.Table no-4.5: Getting education facilities for children

OptionNo. of Respondent% Of Respondent

Yes 3366

No 1734

Total50100

(Source Note-Field Work)Graph no-4.5

Interpretation-

Above table and graph shows that 66% respondent that is 33 out of 50 says that Company provide education facility and remaining 34% respondent that is 17out of 50 says that Company does not provide education facility to them. Table no-4.6: Safety equipment provided by the Company.OptionNo. of Respondent % Of Respondent

Yes 50 100

No 00 00

Total 50 100

(Source Note-Field Work)Graph no-4.6

Interpretation-

Above table and graph shows that 100% respondents i.e. 50 are says that company provide safety equipment to all respondent.

Table no-4.7: Company provides snacks and tea to respondent. OptionNo. of Respondent% Of Respondent

Yes 50100

No 0000

Total50100

(Source Note-Field Work)Graph no-4.7

Interpretation-

Above table shows that 100% respondent says that company provided all the services.Table no-4.8: Medical benefits provide by the Company for the respondent and their families.

OptionNo. of Respondent% Of Respondent

Excellent 0510

Very Good3978

Average 0612

Poor0000

Total50100

(Source Note-Field Work)Graph no-4.8

Interpretation-Above table and graph shows that 10% respondent that is 5 out of 50 says that medical benefits provided by the company is excellent, 78% respondents that is 39 out of 50 says that this benefit is very good, and remaining 12% respondents that is 6 out of 50 says that medical benefit of Company is average.Table no-4.9: Working environment of the Company. OptionNo. of Respondent% Of Respondent

Excellent 1632

Good3162

Average 0306

poor0000

Total50100

(Source Note-Field Work)Graph no-4.9

Interpretation-Above table and graph shows that 32% respondent that is 16 out of 50 says that working environment of organization is excellent, 62% respondents that is 31 out of 50 says that working environment of Company is good, and remaining 6% respondents that is 3 out of 50 says that working environment of the Company is average. Hence, the working environment of Company is very good and respondent are happy.Table no-4.10: Working hours of the Company. OptionNo. of Respondent% Of Respondent

Excellent 0714

Good3876

Average 0510

poor0000

Total50100

(Source Note-Field Work)Graph no-4.10

Interpretation-Above table and graph shows that 14% respondent that is 7 respondents out of 50 says that the working hours of Company is excellent, 76 % respondents that is 38 out of 50 says that the working hours of Company is good, and remaining 10% respondents that is 5 out of 50 says that the working hours of Company is average. Hence, the working hour of Company is good.Table no-4.11: Conveyance Allowance offered by the Company to the respondent.OptionNo. of Respondent% Of Respondent

Excellent

0714

Good2958

Average 1428

Poor0000

Total50100

(Source Note-Field Work)

Graph no-4.11Interpretation-Above table and graph shows that 14% respondent that is 7 out of 50 says that the conveyance allowance of Company is excellent, 58% respondents that is 29 out of 50 says that the conveyance allowance of Company is good, and remaining 28% respondents that is 14 out of 50 says that the conveyance allowance of Company is average. Table no-4.12: Overtime allowance offered by the Company. OptionNo. of Respondent% Of Respondent

Excellent 0306

Good4488

Average 0306

Poor0000

Total50100

(Source Note-Field Work)Graph no-4.12

Interpretation-Above table and graph shows that 6% respondent that is 3 out of 50 respondents says that the overtime allowance offered to respondents excellent, 88% respondents that is 44 out of 50 respondent says that the overtime allowance offered to respondent. is good, and remaining 6% respondents that is 3 out of 50 says that the overtime allowances offered to respondent is average. Hence, the overtime allowance facility is good.Table no-4.13: Canteen facilities provided by the Company. OptionNo. of Respondent% Of Respondent

Excellent 1734

Good3060

Average 0306

Poor0000

Total50100

(Source Note-Field Work)Graph no-4.13

Interpretation-Above table and graph shows that 34% respondent that is 17 out of 50 says that the canteen facilities is excellent, 60% respondents that is 30 out of 50 says that the canteen facilities is good, and 6% respondents that is 3 out of 50 says that the canteen facilities is average. Hence, the canteen facility of Company is good and respondentis satisfied with those facilities.Table no-4.14: Employee Insurance facility in the Company. Option No. of Respondent% Of Respondent

Yes 50 100

No 00 00

Total 50 100

(Source Note-Field Work)Graph no-4.14

.

Interpretation-

Above table shows that 100% respondent says that company provided insurance facility to respondents.Table no- 4.15: Rest room and lunch room facility of the Company.OptionNo. of Respondent% Of Respondent

Excellent 1634

Good3774

Average 0408

Poor0000

Total50100

(Source Note-Field Work)Graph no-4.15

Interpretation-Above table and graph shows that 34% respondent that is 17 out of 50 says that the rest room and lunch room facilities of Company is excellent, 74% respondents that is 37 out of 50 rest room and lunch room facilities of Company is good, and 8% respondents that is 4 out of 50 says that the rest room and lunch room facilities of Company is average. Hence, the rest room and lunch room facility of Company is very good.

Table no- 4.16: Company takes care of the respondent working in night shift.OptionNo. of Respondent% Of Respondent

Yes 4896

No 0204

Total50100

(Source Note-Field Work)Graph no-4.16

Interpretation-

Above graph and table shows that 96% respondent that is 48 out of 50 says that the Company takes care of respondent in night shift and remaining 4% respondent 2 out of 50 says that company not take care of workers in night shifts. Hence, the Company is care of the respondent in night shift.Table no- 4.17: Respondent welfare activities of the Company give a feeling of safety and improve employee performance.OptionNo. of Respondent% Of Respondent

Yes 4998

No 0102

Total50100

(Source Note-Field Work)Graph no-4.17

Interpretation-

Above table and graphs shows that 98% respondents i.e. 49 out of 50 says thatan respondent welfare activity of the Company give a feeling of safety and improve workers performance and the remaining 2% respondents i.e. 1 out of 50 is unsatisfied of this.

Table no-4.18: Compensation in the case of the accidents OptionNo. of Respondent% Of Respondent

Yes 4182

No 0918

Total50100

(Source Note-Field Work)Graph no-4.18

Interpretation-

Above table and graph shows that 82% respondent that is 41out of 50 says that the Company is give the compensation to workers in case of accidents and, remaining 18% respondents that is 9 out of 50 says that Company cannot give compensation in case of accident. Hence, the Company provides compensation to respondent in case of accident.Table no-4.19: Respondent opinion about ventilation facility in the Company. OptionNo. of Respondent% Of Respondent

Good2754

Average 0000

Poor 2346

Total50100

(Source Note-Field Work)

Graph no-4.19

Interpretation-Above table and graph shows that 54% respondent that is 27 out of 50 respondents opinion about ventilation facility in Company good and, remaining 46% respondent that is 23 out of 50 respondents opinion about ventilation facility in Company is poor. Table no-4.20: Induction training facility to respondent.

OptionNo. of Respondent% Of Respondent

Yes 3570

No 1530

Total50100

(Source Note-Field Work)Graph no-4.20

Interpretation-

Above table and graphs shows that 70% respondents i.e. 35 out of 50 says that Company provide induction training to all respondent and the remaining 15% respondents i.e. 30 out of 50 says that Company not provide induction training to all respondent.5.1 Findings-1. The researcher found that 80% respondent knows about welfare facilities in Company and only 10% respondents dont know about welfare facilities in Company. (Table No-4.1)2. The researcher found that 54% respondent says First AID Service is good, and only 12 % respondents want improvement in first AID service. (Table No-4.2)3. The researcher found that 88% respondent says that the company provides housing facilities and 12% respondents say that the company does not provide housing facilities to them. (Table No-4.3)4. The researcher found that 52% respondent says that companys drinking water facility is excellent and 40% respondent says that drinking water facility is very good and only 8% respondent say that drinking water facility is good. (Table No-4.4)5. The researcher found that 66% respondent says that Company provides education facility and only 17% respondent says Company does not provide education facility to them. (Table No-4.5)6. The researcher found that 100% respondents say that company provides safety equipment, all services and insurance facility to all respondents. (Table No-4.6, 4.7, 4.14)7. The researcher found that 78% respondents say that medical benefit is very good, and only 12% respondents says that medical benefit of Company is average.(Table No-4.8)8. The researcher found that 8% respondent says that working environment is good and 12% respondents that say working environment of Company is average. (Table No-4.9)9. The researcher found that 76 % respondents say that the working hours of Company is good, and only 6% respondents says that the working hours of Company is average. (Table No-4.10)

10. The researcher found that 58% respondents say that the conveyance allowance of Company is good and 28% respondents says that the conveyance allowance of v is average. (Table No-4.11)11. In the Company 88% respondents says that the overtime allowance offered to respondent is good and only 6% respondents says that the overtime allowances offered to respondent is average.(Table No-4.12)12. The researcher found that 60% respondents say that the canteen facility is good and only 6% respondents say that the canteen facility is average.(Table No-4.13)

13. The researcher found that 74% respondents say that rest room and lunch room facilities of Company is good and 8% respondents says that the rest room and lunch room facilities of Company n is average. (Table No-4.15)14. The researcher found that 96% respondent says that the Company takes care of respondent in night shift and only 4% respondent says that company doesnt take care of workers in night shifts. (Table No-4.16)

15. The researcher found that 98% respondents says welfare activity of the Company give a feeling of safety and improve respondents performance and the only 2% respondents is unsatisfied .(Table No-4.17)

16. The researcher found that 82% respondent says that the Company gives compensation to workers in case of accidents and 18% respondents says that Company doesnt give compensation in case of accident. (Table No-4.18)

17. The researcher found that 54% respondent says ventilation facility in Company good and 46% respondent says ventilation facility in Company is poor. (Table No-4.19)18. The researcher found that 70% respondents says Company provides induction training to all respondent and 15% respondents says that Company not provide induction training to all respondent. (Table No-4.20)5.2 SAGGESIONS-1. Researcher suggests that Company should provide induction training to employee and introduce the welfare facilities and compensation facilities of Company; it can helpful to increase the awareness of welfare facilities and compensation facilities among the employee.2. Researchers suggest that the housing and education facilities should be provided to all the level.3. The ventilation facility of the Company n should be improved so that the employee can feel fresh and healthy while working. 4. Researcher suggests that the company should give immediate First AID service, so that the employee can get benefit in case of injury. 5. Company should restructure the compensation facility, so that it should be given to each and every level of the employee in the organization on time at in case of any accident.

6. Company should provide proper overtime allowances, so that all employees should be satisfied with overtime allowances paid by the organization. 5.3 Conclusion:

After completing study in KEPL on the subject Employee Welfare Facility, Researcher came to know that the organization is providing maximum facilities to their employees. They treat employees very well. All the employees are also satisfied with the welfare facilities provided by the organization.

Environment

Control Benefit Costs & Evaluation

Communication Benefit Information

Access Competitiveness

Assess Environmental Factors

Establish Benefit Objectives

AGIMS, SANGLI Page 45