facilities available and the degree of satisfaction of the employees

CHAPTER - 1

2

INTRODUCTION

3

1. INTRODUCTION

An organization’s goals can be achieved only when people put in their

best efforts. Effective utilization of Human Resources is one of the most

important factors for the efficient and profitable functioning of an

organization. Organizations provide welfare facilities to their employees to

keep their motivation levels high thereby increasing the productivity of an

organization. Welfare work aims at providing such facilities and amenities,

which enable the employees in an organization to perform their work in

healthy, congenial surrounding conducive to good health and high morale of

the employees.

An Organization must provide "adequate and appropriate" welfare

facilities for their employees. These must be provided unless they are

unreasonable in terms of time, cost and physical difficulty. How to ascertain

whether the employees of an organization are provided with adequate and

appropriate welfare facilities, the degree of satisfaction achieved by the

employees of an organization. Assessment of welfare facilities whether the

welfare facilities provided by the organization is adequate and appropriate is

one of the fundamental jobs of human resource management, but not an easy

one through. This study on “welfare facilities provided and the degree of

satisfaction achieved by the employees” is devoted to a detailed discussion

of the nature. and process of reviewing welfare facilities provided in an

organization.

4

Ask.Commerce Private Limited is to assess the degree of satisfaction

achieved by the employees of their client Sri Shivasakthi Engineering,

Chennai through this study to improve the individual and organization

performance.

5

Definition:

Labor welfare entails all those activities of employer which are

directed towards providing the employees with certain facilities and services

in addition to wages or salaries.

Meaning:

Welfare includes anything that is done for the comfort and

improvement of employees and is provided over and above the wages.

Welfare helps in keeping the morale and motivation of the employees high

so as to retain the employees for longer duration. The welfare measures need

not be in monetary terms only but in any kind/forms. Employee welfare

includes monitoring of working conditions, creation of industrial harmony

through infrastructure for health, industrial relations and insurance against

disease, accident and unemployment for the workers and their families.

6

Objectives:

To provide better life and health to the workers

To make the workers happy and satisfied

To relieve workers from industrial fatigue and to improve intellectual,

cultural and material conditions of living of the workers.

To provide legal provisions (statutory welfare facilities)

To improve employees health, efficiency, economic betterment and social status.

7

Five Elements of Employee welfare

Satisfied employees contribute to the development and

growth of the organization. Apart from providing statutory

benefits an organization offers various voluntary benefits to

its employees in the form of various allowances, perks and

advances. This helps in attracting and retaining skilled and

professionally qualified talent in the organization in the

present highly competitive business environment. The five

elements of employee welfare are:

1. A plan, fund or program

2. Established or maintained

3. By an employer or by an employee organization or by both

4. For the purpose of providing benefits

5. To the employees or to their beneficiaries.

The Six Benefit factors to Employer

1. Increase the productivity

2. Reduces labour turnover

3. Improve communication between employer and management

4. Saves time

5. Employer will get act and Sound Professionals

6. Save Money

8

Factors that help improve accuracy of rating satisfaction level of

employees:

1. The rater has observed and is familiar with welfare facilities provide.

2. The rater has documented welfare facilities to improve the recall.

3. The rater has a checklist to obtain and review job – related

information.

4. The rater is aware of personal biases and is willing to take action to

minimize their effect.

5. Rating scores by raters of one group or organization are summarized

and compared with those by other raters.

6. The rater focuses attention on rater behaviors over which the rater has

better control than in other aspects of evaluation.

7. Higher levels of management are held accountable for reviewing all

welfares.

8. The rater’s own performance rating or related to the quality of rating

given and the performance of units.

9. Rating factors are properly defined.

9

Guidelines for effective interview with employees for ascertain degree of

satisfaction:

Select a good time

minimize interruptions

welcome set at ease

start with something positive

ask open – ended questions to encourage discussion

listen

manage eye contact and body language.

Be specific

Rate welfare facilities based on his satisfaction level, not on personality

Layout development plan

Encourage subordinate participation

Complete form

Set mutually agreeable goals for improvement

End in a positive, encouraging note

Set time for any follow – up meetings

10

Data and information will be useful in the following areas of HRM:

Welfare facilities administration

Validation in Welfare programmes

Employee welfare programmes

Promotion, transfer and lay – off decisions

Grievance programmes

HR planning

11

Use of data:

1. The final step in the evaluation process is the use of evaluation data.

The data and information generated through evaluation of welfare

facilities must be used by the HR department.

2. Money to purchase goods and services required not only for current and

future survival, but also for the luxuries modern life has to offer.

3. The opportunity to use innate and learned skills and talents in a

productive manner that the individual and his or her managers and co-

workers recognize as valuable.

4. Opportunities to interact with other people in a favorable working

environment.

5. A sense of performance and stability through the continuing existence

of the organization and the job.

6. The opportunity to perform work assignments within an environment

that not only protects, but promotes physiological, emotional and

psychological health.

12

1.2 THE NEED FOR SELECTION OF TOPIC

This study aims to understand the welfare facilities provided and the

degree of satisfaction achieved by the employees and to provide necessary

steps to development.

Development uses

This particular topic is chosen because in many developed countries

employee welfare facilities has become the most important human resource

function. It also helps in identifying difficulties faced by individual

employee and needs of the employees. Identification of difficulties and

individual and group development needs, determine the transfer and job

assignments etc.

Administrative uses

To provide information about the welfare schemes and recognize

welfare measures useful and attracted by most of the employees and non-

satiable welfare measure, which helps in decision making in future.

Organizational maintenance

To provide the information about the human resource planning,

determining organization welfare needs, evaluation of organization goal

achievement, information for goal identification, evaluation of human

resource systems, Reinforcement of organization development needs.

13

Documentation

Criteria for validation research, documentation for human resource

decision, helping to meet legal requirements.

14

1.2.1 IMPORTANCE OF THE STUDY

The importance of this project is concerned with identifying welfare

measures provided by “Sri Shivasakthi Engineers” to their employees

and the satisfaction level of employees.

Identification of individual needs and feedback on existing welfare

measures.

The result arrived out of this study would know about their need for

better performance in future.

It is the systematic examination of an employees job satisfaction.

Study on welfare measures provided is a on going or continuous

process where in the evaluation are arranged periodically according to

a definite plan.

The main purpose of performance appraisal is to secure information

necessary for

making objective and correct decisions on welfare measures provided

15

CHALLENGES OF THIS STUDY

Create a culture of excellence that inspires every employee to improve

and lent

him self or herself.

Align organizational objectives to individual aspiration.

Clear growth paths for employees.

Forge a partnership with people for managing their careers.

Empower employees to make decisions without the fear of failing.

Embed teamwork in all operational process.

.

16

1.3 REVIEW OF LITERATURE

1.3.1 INTRODUCTION:

The format of a review of literature may vary from discipline to

discipline and from assignment to assignment.

A review may be a self-contained unit an end in itself or a preface to

and rationale for engaging in primary research. A review is a required part of

grant and research proposals and often a chapter in theses and dissertations.

Generally, the purpose of a review is to analyze critically a segment of

a published body of knowledge through summary, classification, and

comparison of prior research studies, review of literature, and theoretical

articles.

A literature review must do these things:

a. Be organized around and related directly to the thesis or research

question

b. Synthesize results into a summary of what is and is not known

c. Identify areas of controversy in the literature

d. Formulate questions that need further research

17

Importance:

The literature review is a critical look at the existing research that is

significant to the work that the researcher is carrying out. Although the

researcher need to summarize relevant research, it is also vital that evaluate

this work, show the relationships between different works, and show how it

relates to work.

The chosen project is a significant element of the information and

control system in organization. It can be put to several uses concerning the

entire spectrum of Human resource management functions. They would

have concerned about the employees

18

1.4 ORGANIZATION OF THE PROJECT

This project is titled as ‘Study on Welfare facilities provided and the

degree of satisfaction achieved by the employees of Sri Shivasakthi

Engineers” thru Ask.Commerce private limited includes various steps and

chapters, each of which deals with different elements.

For this project organization, the researcher initially collected the

secondary data and established objectives, then based on the objectives the

questionnaire is prepared. the researcher personally met the respondents.

Then the data is analyzed and interpreted for conclusion. For the

analyzing portion the researcher used various statistical tools like

percentage, Standard Deviation, chi- square test, Rank correlation and

ANOVA then finally the conclusion was made.

19

First chapter

First chapter deals with the need for the selection of this topic, review

of literature and organization of the project.

Second chapter

Second chapter explains company profile.

Third chapter

Third chapter illustrate about the methodology, this methodology

includes statement of problem, objectives, limitations, hypothesis, sample

size and sampling techniques.

Fourth chapter

Fourth chapter deals with the data analysis and interpretation and

various statistical tools used to describe the findings and suggestions.

Fifth chapter

The final chapter states the conclusion which includes summary of

findings and recommendations.

20

CHAPTER - 2

21

COMPANY PROFILE

22

2. COMPANY PROFILE

Ask.Commerce private limited, a leading consulting company in

Chennai, established as a firm of Chartered Accountants in 1991 at alwarpet,

the firm provides services like Technology Consulting, Management Audits,

Audit and Assurance Advisory, Internal Audits, Tax Advisory and

Management etc. , apart from Accounting solutions the firm started

providing HR consulting, and new business development solutions for its

clients from the year 2000 at its fully equipped centre with panels, checkout,

FAT area with well equipped systems, at Tambaram, Chennai.

With more than 17 years of experience in dealing with domestic and

international clients, the company has 9 chartered accountants, 2 cost

accountants, and 15 HR consultants and 20 supporting staffs to focus on all

categories of accounting, Management, HR and new business development

solutions.

Sri Shivasakthi Engineers

A client company of ask.commerce private limited for providing HR

consultancy is manufacturing various automobile components, and regularly

supplying various components to Breaks India Limited, and Rane TRW running in 3

shifts at mogappair with a staff strength of about 250 employees.

23

HRD vision:

“The Human Resources Department will be a team of professional, responsive and

innovative internal consultants who support the business’ vision and values by striving

to promote a culture of customer satisfaction, participation, innovation, continuous

improvement and self development”

HRD goals

Recruit and retain high caliber employees.

Encourage and recognize outstanding merit and contribution.

Create opportunities for professional growth and satisfaction.

Develop leadership capabilities at all levels.

Foster employee involvement and develop a work ethos that builds dignity

and pride.

HRD ORGANIZATION

24

HRD at ask.commerce pvt. ltd. Operates at two levels:

At Group level – Formulates policies and designs major people development

initiatives to enhance professional capability of employees at group level.

At Business unit level – Companies implement group policies and develop unit

specific interventions.

Strategies and initiates at the group level :

Specific Strategies and initiatives are designed to enable actualization of HRD

goals.

Recruitment and retention:

High capacity employees are recruited through well structured process

including campus recruitments of MBA graduates and lateral recruitment of

experienced employees.

Recognition and reward:

Outstanding performance is recognized and rewarded through

comprehensive performance assessment development systems, aligned to TQM

principles and practices.

Opportunities of professional growth:

25

Internal candidates first considered for job vacancies, thereby, providing

employees opportunity for lateral upward growth.

Professional knowledge and skills enhanced through continuous training at

their training centre.

Leadership development:

Leadership and managerial capabilities are developed through specific

training programmes, job rotation, participation in cross teams etc.

Recruitment Process Flowchart of the company :

26

Objective:

To attract potential employees into the rolls of the company

To make a positive impact with our clients, thereby increase the goodwill and equity for the Company, leading to better market standing.

Generic Overview of the company’s Selection Process:

27

Resourcing Process flow of the Company

28

Resourcing Process

29

CHAPTER - 3

30

RESEARCH METHODALOGY

3. RESEARCH METHODALOGY

31

Meaning of research:

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

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

research as “a careful investigation or inquiry especially through search for

new facts in any range of Knowledge.

Definition of this sort is rather abstract. So a summary of some of the

characteristics of research may help to clarify the sprit, meaning, and

methodology of search.

The summary of the characteristic feature of research follows:

Research is directed toward the solution of a problem

Research is highly purposive

Research involves the quest for answers to unsolved problems

Research is characterized by patient and unhurried activity

Research is logical and objective

Research is carefully recorded and reported

Methodology:

32

The purpose of the methodology section is to describe the research

procedure. This includes overall research design, the sampling procedure,

data collection method, field methods and analysis procedures.

3.1 STATEMENT OF THE PROBLEM

33

Growing internalization of business has its impact on human resource

management functions. The human resource department is required to cope

up with problems on individual employee’s attitude, culture, behaviors,

ethics and morale. Human resource management is the planning, organizing,

directing and controlling of the manpower.

This particular topic is chosen because development of employee

welfare facilities has a vital role in organizational development. This project

is aimed at understanding employee’s satisfaction level and welfare needs.

This study is also aimed at understanding the employees welfare

facilities and development system in ask.commerce private limited.

3.2 OBJECTIVES OF THE STUDY

34

Primary objective

1. To study the welfare facilities and degree of satisfaction achieved by the employees

2. To study the different welfare measures influencing job satisfaction.

Secondary objectives

1. To identify the welfare measure assessment raters

2. To rank the benefits received from welfare measures.

3. To evaluate the employee attracted welfare measures.

4. To ascertain the perception of the employees regarding the

satisfaction of the welfare measures.

3.3 LIMITATION OF THE STUDY

35

1. The sample is restricted only up to the Chennai office of Sri Shivasakthi Engineers.

2. Time was the major constraints .The researcher had to complete

project within the stipulated time limit.

3. Findings of the study on based on the information provided by the respondents.

4. The Suggestions made at the end are based on the information given

by the employees and HR consultants of ask.commerce pvt. ltd.

3.4 HYPOTHESIS

36

3.4.1 Chi-square test:

Null Hypothesis Ho:

There is no relationship between gender/age and satisfaction with the

welfare facilities given to the employee.

Alternative hypothesis H1:

There is relationship between the gender/age and satisfaction level on

welfare

facilities provided to employees.

3.5 SAMPLING

37

Sampling is a selection of some part of an aggregate or totality on the

basis of which a judgment or inference about the aggregate or totality is

made. In briefly, “sample is a smaller representation of larger whole”

The items of so selected constitute what is technically called a

“sample”, the selection process or technique is called the “Sample design”

and the survey conducted on the basis of sample is described a “sample

survey”. Here sample is truly representative of population characteristics

without any bias so that it may result in valid and reliable conclusion.

3.5.1 POPULATION

In any statistical investigation we are interested in studying the

various characteristics relating to items are individual belonging to particular

growth. This group of individuals under study is known as the population.

Nearly 300 employees are working in Sri Shivasakthi Engineers. Out of this

225 member are working as operators/workers in the factory. This study

based mainly on attitudes of the operators in the establishment. So, 300

employees were taken as the population for this study.

3.5.2 SAMPLE SIZE

38

A finite subset of population, selected from it with the objective of

investigation is properties is called sample and the number units in the

sample is know as the sample size.

Out of 225 operators, 100 were taken for investigation. So the sample size is

100.

3.5.3 SAMPLING TECHNIQUE

For this study Stratified Random sampling method was used. Under

this method population (225 workers) is divided into 3 sub population (3

shifts). From this each sub population samples were selected randomly.

3.6 PLAN OF ANALYZING THE DATA

39

3.6.1 Research Design

The research design used for this study is of the Descriptive research

includes surveys and fact-findings enquire of different kinds. The major

purpose of descriptive research is description of the state of affairs as it exits

at present. The main objective of this research design is to acquire

knowledge.

3.6.2 Tools for Data Collection

Questionnaire has been used as the tool for data collection in this

study as it acts as a direct tool to research the target group. This

Questionnaire covers various aspects of industrial relations in the

establishment.

The data used in this study are primary data and secondary data.

3.6.3 Primary Data

Primary data are those which are collected for the first time, and thus

happen to be original. The Data collected from the respondents is through

Questionnaire; the data collection is directly related to the topic being

studied.

3.6.4 Secondary Data

Secondary data are those, which have been collected by someone else

for some other purpose. In other words, secondary data refers to the data

compiled from already available data. They are websites, Business

magazines, reports prepared by the scholars, company records, etc.

3.6.5 Statistical Tool Used

40

The statistical package used here is statistical

Package for social science (SPSS) to summarize the research data are

tables, graphs, bar diagram, and pie charts, cross tabulation for finding how

variables are ordered and related, chi-square test, percentage analysis,

correlation method and weighted average method used to finding the

attitudes and practices of the establishment.

Using the correlation analysis we can find whether there is any

relationship between the variables. Correlation and regression analysis show

how to determine the nature and strength of the relationship between

variables. The correlation analysis is used to determine the degree of the

relationship between the variables.

The Chi-square is an important test amongst several tests of

significance developed by Statisticians. Chi-square symbolically written as

Ψ² is a statistical measure used in the Context of sampling analysis for

comparing a variance to a theoretical variance.

In order that we may apply chi-square as a test to judge the

significance of association between attributes, it is necessary that the

observed as well as expected frequencies must be grouped.

O = Observed Frequency

E = Expected Frequency

41

The weighted arithmetic mean is an average used to summaries item,

which are not of casual importance that the level of important varies from on

attribute to another. The usual arithmetic mean is not an effective

representative of the data the right in the weighted average.

Formula: Ψ² = ∑ (O-E) ²/E

Weighted average method:

The weighted arithmetic mean is an average used to summaries item,

which are not of casual importance that the level of important varies from on

attribute to another. The usual arithmetic mean is not an effective

representative of the data the right in the weighted average.

Weighted average (w) = w1*1+w2*2+……………..+wn*n

= Ewx

where w1,w2,w3………..wn are revised value called weightage

x1,x2,x3…………..xn are attributes.

Formula:

Weighted average = ∑ F W/ ∑ W

42

CHAPTER - 4

43

DATA PRESENTATION

&

ANALYSIS

44

TABLE – 4.1

SPACE AND COMFORT(PHYSICAL) IN WORKING IN PLACE

S. No Particular No of person

Percentage

1 Excellent 20 20%

2 Good 25 25%

3 Moderate 55 55%

4 poor 0 0%

Total 100 100%

Chart– 4.1

Source: Primary data

INFERENCE:

It is interpreted that 55 % of the employees feel space and physical

comfort in their working place is moderate, 25 % of the employees fell good,

and 20 % of employees feel its excellent.

45

TABLE – 4.2

46

PROVIDED WITH SUITABLE TRAINING FOR DEVELOPMENT


Percentage

1 Strongly agree 26 26%

2 Agree 32 32%

3 Neutral 12 12%

4 Disagree 13 13%

5 Strongly Disagree 17 17%

Total 100 100%

Chart – 4.2


INFERENCE:

From the above table it is found that 26 % of the employees strongly

agree that they are provided with suitable training for their development, 32

% of the employees perceive agree, 12 % of the employees perceive neutral,

13 % of the employees perceive disagree, 17 % of the employees perceive

strongly disagree.

47

TABLE – 4.3

48

ATTITUDE OF SUPERVISOR/MANGER


Percentage

1 friendly 45 45

2 Normal 37 37

3 Strict 15 15

4 Grim 3 3

Total 100 100%

Chart - 4.3


INFERENCE:

It is interpreted that the 45 % of the employees feel that their

supervisor/manager has friendly attitude, 37 % of the employees are feel its

normal, 15 % of employees are feel its very strict. 3 % of people gave no

comments on it.

49

TABLE – 4.4

50

SATISFACTION WITH CONVEYANCE FACILITIES


Percentage

1 Satisfied 86 86%

2 Dissatisfied 0 0%

3 neutral 14 14%

Total 100 100%

Chart – 4.4


INFERENCE:

It is interpreted from the above table 86 % of employees are feel

satisfied with cab facilities provided to them. 14 % of people gave no

comments on it.

51

TABLE – 4.5

52

CANTEEN/FOOD SUBSIDY


Percentage

1 Excellent 10 10 %

2 Good 45 45 %

3 Average 43 43 %

4 poor 2 2 %

Total 100 100%

Chart –4.5


INFERENCE:

It is defined from the above chart 10 % of employees declared that

they have excellent canteen facilities. 45 % of employees were declared that

its good, 43 % of employees declared neutral, 2 % of people declared poor.

53

TABLE - 4.6

54

GROUP INSURANCE SCHEME


Percentage

1 Excellent 22 22

2 Good 68 68

3 Average 6 6

4 Poor 4 4

Total 100 100%

Chart -4.6


INFERENCE:

From the above given data, 22 % of the employees feel excellent

about group insurance scheme provided to them, 68 % of the employees feel

its good, 4 % of people feels about its poor. The rest 6 % of people are not

commented on it.

55

TABLE - 4.7

56

RANK HOW YOU GET MOTIVATED WHILE WORKING


Percentage

1 Rightful promotion 32 32%

2 Deserved increment 35 35%

3Increased Welfare

facilities 19 19%

4 Improved Self Development

14 14%

Total 100 100%

Chart - 4.7


INFERENCE:

It is found that 32 % of the employees ranked rightful promotion as

number 1 motivation factor by the performance assessment methods, 35 %

of the employees have ranked deserved increment as no.1 motivation factor,

19 % of the employees feel increased self development as no.1 motivation

factor, and 14% of the employees feel improved self development as no.1

motivation factor.

57

TABLE –4.8

NEED FOR MORE WELFARE FACILITIES

58


Percentage

1 Yes 100 100 %

2 No 0 0 %

Total 100 100%

Chart –4.8 Source: Primary data

INFERENCE:

From the above table, we see that all the employees (100%) prefer

more welfare program for their development.

59

TABLE - 4.9

OVERALL SATISFACTION WITH EXISTING WELFARE FACILITIES

60


Percentage

1 Highly satisfied

12 12 %

2 Satisfied 31 31 %

3 Dissatisfied 47 47 %

4 undecided 10 10 %

Total 100 100%

Chart - 4.9


INFERENCE:

47 % of the employees are dissatisfied with overall welfare

facilities presently provided to them. 31 % of the employees satisfied. 12 %

of the employees highly satisfied 10 % of the employee’s undecided.

61

12. Rate the benefits of Welfare facilities

62

TABLE NO: 4.10

The Table Shows the Employees Statements about benefits

of Welfare facilities:

S.N

O.PARTICULARS

Hig

hly

sati

sfi

Sati

sfi

ed

Neutr

al

Not

sati

sfi

Str

on

gly

1 Increased efficiency 35 21 26 12 6

2 Increased Moral 24 15 12 26 23

3 Better HR relation 20 13 17 29 21

4 Better Organization climate 24 23 10 15 28

5 Adaptability to change 22 45 11 6 16

6 Higher job satisfaction 24 28 15 20 14

7 Higher Motivation 29 16 10 23 22

Total 134 161 101 271 130

Percentage16.8

20.2

012.7 34 16.3

Chart: 4.10.1


63

INFERENCE:

64

From the above table 4.10 figure it is inferred that, there are perceive

increased efficiency 35 respondents highly satisfied that their jobs require

Training and development, 21 employees satisfied the statement, 26

respondents are belong to neutral 2 respondents dissatisfied the statement.6

respondents strongly Dissatisfied.

Increased morale for 24 respondents highly satisfied that their jobs

require Training and development, 15 employees satisfied the statement, 2

respondents are belong to neutral 26 respondents dissatisfied the

statement.23 respondents strongly Dissatisfied.

Better HR relation for 20 respondents highly satisfied that their jobs

require more welfare programs, 13 employees satisfied the statement, 17



Better organization Climate for 24 respondents highly satisfied that

their jobs require more welfare facilities, 23 employees satisfied the

statement, 10 respondents are belong to neutral 15 respondents dissatisfied

the statement.28 respondents strongly Dissatisfied.

Chart: 4.10.2

65

INFERENCE:

Adaptability to change for 22 respondents highly satisfied that their

jobs require more welfare programs, 45 employees satisfied the statement,

11 respondents are belong to neutral 6 respondents dissatisfied the


Higher job satisfaction for 24 respondents highly satisfied that their

jobs require more welfare programs, 28 employees satisfied the statement,

15 respondents are belong to neutral 20 respondents dissatisfied the

statement.14 respondents strongly Dissatisfied

Higher motivation for 29 respondents highly satisfied that their jobs

require Training and development, 16 employees satisfied the statement, 10



Chart: 4.10.3

67

INFERENCE

From the table 4.10 and chart 4.10.3 it is inferred that, there are 16.80% of

the employees highly satisfied the beneficial of welfare programs, 20.2 % the

employees satisfied the beneficial of the welfare programs, 12.7 % of employees

fall under the category of neither satisfied nor dissatisfied, 34 % of them

dissatisfied the statements and only 10.40% of the respondents strongly

dissatisfied.

TABLE NO: 4.11

69

Table Shows the Employees’ Statements about outcomes as

the result Welfare facilities:

S.N

O.PARTICULARS

STR

O

NG

LY

AG

RE

E

NEIT

H

ER

DIS

AG

REE

STR

O

NG

LY

1 Increased productivity 46 22 10 15 7

2 Increased sales 26 35 22 13 5

3Increased customer

satisfaction12 15 24 23 26

4 Decreased turnover rate 17 13 20 29 21

5 Decreased absenteeism 10 15 23 24 28

Total 111 100 98 104 87

Percentage 22.2 20 19.6 20.8 17.4

Chart 4.11.1

Source: secondary data

70

INFERENCE

From the above figure it is inferred that, 46 respondents strongly agree

that their outcome as the result of Welfare program increased productivity,

22 respondent are agree, 10 of them neither agree nor disagree the statement,

15 respondents are belong to disagree the statement, 7 respondents strongly

disagree the statement.

26 respondents strongly agree that, outcome as the better welfare

program there are increased sales, 35 respondent are agree, 21 of them

neither agree nor disagree the statement, 13 respondents are belong to

disagree the statement, 5 respondents strongly disagree the statement.

12 respondents strongly agree that outcome as the result of better

welfare program there are increased customer satisfaction, 15 respondent

are agree, 24 of them neither agree nor disagree the statement, 23

respondents are belong to disagree the statement, 26 respondents strongly

disagree the statement.


welfare program there are decreased turnover rate, 13 respondent are agree,

20 of them neither agree nor disagree the statement, 29 respondents are

belong to disagree the statement, 21 respondents strongly disagree the

statement.

72


welfare program there are decreased absenteeism, 15 respondent are agree,

23 of them neither agree nor disagree the statement, 24 respondents are


statement.

Chart 4.11.2

73

INFERENCE

From the above table it is inferred that, there are 22.2 % of the employees

strongly agree overall the statements and 26.60 % the employees agree over all the

statement, 24.40 % of employees fall under the category of neither neither agree

nor disagree, 19.10 % of them disagree the statements and only 10.40% of the

respondents strongly disagree.

74

Statistical Tools

Chi – square methods:

Question:75

1. Sex

2. Rate the following benefits of the welfare program

Null Hypothesis (Ho):

There is no relationship between gender and satisfaction with the

welfare facilities given to the employee.

Alternative Hypothesis (H1):

There is relationship between gender and satisfaction with the welfare

facilities given to the employee.

HS – Highly satisfied, S – Satisfied, NU – Neutral, NS – None satisfied

HNS – Highly not satisfied.

75

TABLE 4.12

Problem:

Satisfaction

level

gender

HS S NU NS HNS Total

Male

Female

15

10

24

16

6

3

10

6

7

3

62

38

Total 25 40 9 16 10 100

A = 62 A = 62

B = 25 B = 40

N = 100 N = 100

EF = 62*25/100 EF = 63*40/100

= 15.5 = 24.8

A = 62 A = 62

B = 9 B = 16

N = 100 N = 100

EF = 62*9/100 EF = 62*16/100

= 5.58 = 9.92

76

A = 62 A = 38

B = 10 B = 25

N = 100 N = 100

EF = 62*10/100 EF = 38*25/100

= 6.2 = 9.5

A = 38 A = 38

B = 40 B = 9

N = 100 N = 100

EF = 38*40/100 EF = 38*9/100

= 15.2 = 3.42

A = 38 A = 38

B = 16 B = 10

N = 100 N = 100

EF = 38*16/100 EF = 38*10/100

= 6.08 = 3.8

77

Solution:

O E O-E (O –E)2 (O –E)2 / E

15

24

6

10

7

10

16

3

6

3

15.5

24.8

5.58

9.92

6.2

9.5

15.2

3.42

6.08

3.8

-.5

-.8

.42

.08

.8

.5

.8

-.42

-.08

-.08

.25

.64

.17

.006

.64

.25

.64

.18

.0064

.0064

.016

.025

.030

.000

.10

.26

.04

.05

.000

.000

Total .521

Degrees of freedom

= (r-1) * (c-1)

= (5-1) * (2-1)

= 4 * 1

= 4

Degrees of freedom = 9.49

Calculated value < chi square table

= .46 < 9.49 Hence the calculated value of 2 is less than the table value.

Null Hypothesis:

The null hypothesis is accepted.

78

Result:

There is no relationship between the gender and satisfaction with the welfare

facilities.

Question:

1. Age

2. How do you feel about the welfare facilities provided in your

company?

Null Hypothesis (Ho):

There is no relationship between age and satisfaction level.

Alternative Hypothesis (H1):

There is relationship between the age and satisfaction level.

TABLE 4.13

Age

PA method

Excellent Good Average Poor Total

Below 25

25 – 35 yr

35 – 45 yr

Above 45

8

5

3

2

10

16

9

5

7

9

13

3

3

1

4

2

28

31

29

12

Total 18 40 32 10 100

79

A = 28 A = 28

B = 18 B = 40

N = 100 N = 100

EF = 28*10/100 EF = 28*40/100

= 5.04 = 11.2

A = 28 A = 28

B = 32 B = 10

N = 100 N = 100

EF = 28*32/100 EF = 28*10/100

= 8.96 = 32.8

A = 31 A = 31

B = 18 B = 40

N = 100 N = 100

EF = 31*18/100 EF = 31*40/100

= 5.58 = 12.4

A = 31 A = 31

B = 32 B = 10

N = 100 N = 100

EF = 31*32/100 EF = 31*10/100

= 9.92 = 3.1

80

A = 29 A = 29

B = 18 B = 40

N = 100 N = 100

EF = 29*18/100 EF = 29*40/100

= 5.22 = 11.6

A = 29 A = 29

B = 32 B = 10

N = 100 N = 100

EF = 29*32/100 EF = 29*10/100

= 9.28 = 2.9

A = 12 A = 12

B = 18 B = 40

N = 100 N = 100

EF = 12*18/100 EF = 12*40/100

= 2.16 = 4.8

A = 12 A = 12

B = 32 B = 10

N = 100 N = 100

EF = 12*32/100 EF = 12*10/100

= 3.84 = 1.2

81

O E O-E (O –E)2 (O –E)2 / E

8

10

7

3

5

16

9

1

3

9

13

4

2

5

3

2

5.04

11.2

8.96

2.8

5.58

12.4

9.92

3.1

5.22

11.6

9.28

2.9

2.16

4.8

3.84

1.2

2.96

-1.2

-1.96

.2

-.58

3.6

-.92

-2.1

-2.22

-2.6

3.72

1.1

-.16

.2

-.84

.8

8.76

1.44

3.84

.04

.3364

12.96

.8464

4.41

4.93

6.76

13.84

1.21

.0256

.04

.705

.64

1.74

.13

.43

.01

.06

1.05

.085

1.42

.944

.582

1.49

.13

.01

.008

.18

.533

Total 8.802

Degrees of freedom

= (r-1) * (c-1)

= (4-1) * (4-1)

= 3 * 3

= 9

Degrees of freedom = 16.19

82

Calculated value > chi square table

= 8.802 <16.19

Hence the calculated value of chi square is less than the table value.

Null Hypothesis:

The null hypothesis is accepted.

Result:

There is no relationship between the age and satisfaction level of employees

83

WEIGHTED AVERAGE METHOD

Question:

Rate the following benefits of the better welfare facilities.

Applying weights

5 points goes to the excellent 4 points goes to the Good

3 points goes to the Fair 2 points goes to the Poor

1 points goes to the Failure

TABLE 4.14

S.N

O.PARTICULARS

Hig

hly

sati

sfi

ed

Sati

sfi

ed

Neutr

al

Not

sati

sfiS

tron

gly

Avera

ge

1 Increased efficiency 35 21 26 12 6 3.67

2 Increased Moral 24 15 12 26 23 2.91

3 Better HR relation 20 13 17 29 21 2.82

4 Better Organization climate 24 23 10 15 28 3.00

5 Adaptability to change 22 45 11 6 16 3.51

6 Higher job satisfaction 24 28 15 20 14 3.31

7 Higher Motivation 29 16 10 23 22 3.07

Increased efficiency

= (35*5) + (21*4) + (26*3) + (12*2) + (6*1)

= 175+84+78+24+6

= 367 / 100

= 3.67

84

Increased Moral

= (24*5) + (15*4) + (12*3) + (26*2) + (23*1)

= 120+60+36+52+23

= 291 / 100

= 2.91

Better HR relation

= (20*5) + (13*4) + (17*3) + (29*2) + (21*1)

= 100+52+51+58+21

= 282 /100

= 2.82

Better Organization climate

= (24*5) + (23*4) + (10*3) + (15*2) + (28*1)

= 120+92+30+30+28

= 300 /100

= 3.00

Adaptability to change

= (22*5) + (45*4) + (11*3) + (6*2) + (16*1)

= 110+180+33+12+16

= 351/100

= 3.51

85

Higher job satisfaction

= (24*5) + (28*4) + (15*3) + (20*2) + (14*1)

= 120+112+45+40+14

= 331/100

= 3.31

Higher Motivation

= (29*5) + (16*4) + (10*3) + (23*2) + (22*1)

= 145+64+30+46+22

= 307 / 100

= 3.07

particular Aver

age

Rank

Increased efficiency 3.67 1

Increased Moral 2.91 6

Better HR relation 2.82 7

Better Organization climate

3.00 5

Adaptability to

change

3.51 2

Higher job 3.31 3

86

satisfaction

Higher Motivation 3.07 4

Result:

From the table it is clear that 1st rank goes to the increased efficiency for the

better welfare programs, 2nd rank goes to adaptability to change, 3rd rank

goes to the higher job satisfaction, 4th rank goes to the higher motivation, 5th

rank goes to the better organization climate, 6th rank goes to the Increased

morale, 7th rank goes to the Better HR relation.

87

Question:

Give your agreement to the following outcomes as the result of better welfare facilities

TABLE 4.15

S.N

O.PARTICULARS

STRO

NGLY

AGRE

E

AGR

EE

NEITHE

R

AGREE

NOR

DISAG

REE

DISA

GRE

E

STR

ONG

LY

DISA

GRE

E

Aver

age

1Increased

productivity46 22 10 15 7

3.85

2 Increased sales 26 35 22 13 5 3.64

3Increased customer

satisfaction12 15 24 23 26

2.64

4Decreased turnover

rate17 13 20 29 21

2.76

5Decreased

absenteeism10 15 23 24 28

2.55

Increased productivity

= 46*5+22*4+10*3+15*2+7*1 = 230+88+30+30+7

88

= 385/100

= 3.85

Increased Sales

= 26*5+35*4+21*3+31*2+5*1

= 130+140+63+26+5

= 364/100

= 3.64

Increased customer satisfaction

= 12*5+15*4+24*3+23*2+26*1

= 60+60+72+46+26

= 264/100

= 2.64

Decreased turnover

= 17*5+13*4+20*3+29*2+21*1

= 85+52+60+58+21

= 276/100

=2.76

Decreased Absenteeism

89

= 10*5+15*4+23*3+24*2+28*1

= 50+60+69+48+28

= 255/100

= 2.55

PARTICULARSAverage Rank

Increased

productivity

3.85 1

Increased sales 3.64 2

Increased customer

satisfaction

2.64 4

Decreased turnover

rate

2.76 3

Decreased

absenteeism

2.55 5

Result:

From the table it is clear that 1st rank goes to the increased productivity from

better welfare facilities outcome, 2nd rank goes to increased sales, 3rd rank

goes to the increased customer satisfaction, 4th rank goes to the increased

turnover rate, and 5th rank goes to the decreased absenteeism.

90

CHAPTER - 5

91

FINDINGS

SUGGESTION

&

CONCLUSION

92

CONCLUSION

FINDINGS

55 % of the employees feel moderate about space and physical comfort

in working place, 25 % of the employees fell good about space and

physical comfort in working place, 20 % of employees feel its

excellent .

26 % of the employees perceive strongly agree about they are provided

with suitable training for development, 32 % of the employees

perceive agree, 12 % of the employees perceive Neutral, 13 % of the

employees perceive disagree, 17 % of the employees perceive strongly

disagree

93

45 % of the employees feel the attitude of their supervisor/manager is

friendly. 37% of the employees they arenormal, 15 % of employees are

feel their supervisors are very strict. 3 % of people gave no comments

on it.

86 % of employees are feel satisfied with the conveyance facilities

provide to them. 14 % of people gave no comments on it.

10 % of employees declared that they have excellent canteen facility.

45 % of employees were declared that they good, 43 % of employees

declared neutral rating, 2 % of people declared poor rating.

22 % of the employees feel excellent about Group Insurance scheme

provided to them, 68 % of the employees feel good , 4 % of people

feels about the performance appraisal process is poor. The rest 6 % of

people are not commented on it.

More Welfare Facilities:

All the employees (100%) prefer more welfare facilities for their

career and life development.

47 % of the employees are dissatisfied with overall condition of all

welfare facilities provided to them. 31 % of the employees satisfied.

12 % of the employees highly satisfied with existing welfare facilities.

10 % of the employee’s undecided about.

94

Benefits of the Welfare programs:

It is inferred that, there are perceive increased efficiency, 35

respondents highly satisfied that their jobs require more welfare

programs, 21 employees satisfied the statement, 26 respondents are

belong to neutral 2 respondents dissatisfied the statement.6

respondents strongly Dissatisfied.

Increased morale for 24 respondents highly satisfied that their jobs

require suitable welfare programs, 15 employees satisfied the

statement, 2 respondents are belong to neutral 26 respondents

dissatisfied the statement.23 respondents strongly Dissatisfied.

Better HR relation for 20 respondents highly satisfied that their jobs

require welfare facilities, 13 employees satisfied the statement, 17



95

Better organization Climate for 24 respondents highly satisfied that

their jobs require more welfare programs, 23 employees satisfied the

statement, 10 respondents are belong to neutral 15 respondents

dissatisfied the statement.28 respondents strongly Dissatisfied.

Higher motivation for 29 respondents highly satisfied that their jobs

require welfare programs, 16 employees satisfied the statement, 10



Overall benefits of the Welfare program:

16.80% of the employees highly satisfied the beneficial welfare program,

20.2 % the employees satisfied the beneficial of welfare programs, 12.7 % of

employees fall under the category of neither satisfied nor dissatisfied, 34 %

of them dissatisfied the statements and only 10.40% of the respondents

strongly dissatisfied.

96

Outcomes as the result of adequate and appropriate programs:

It is inferred that, 46 respondents strongly agree that they are outcome

as the result of adequate and appropriate welfare program there are

increased productivity, 22 respondent are agree, 10 of them neither

agree nor disagree the statement, 15 respondents are belong to

disagree the statement, 7 respondents strongly disagree the statement.

26 respondents strongly agree that, outcome as the result of welfare

program there are increased sales, 35 respondent are agree, 21 of

them neither agree nor disagree the statement, 13 respondents are


statement.

12 respondents strongly agree that outcome as the result of welfare

program there are increased customer satisfaction, 15 respondent are

agree, 24 of them neither agree nor disagree the statement, 23

97

respondents are belong to disagree the statement, 26 respondents

strongly disagree the statement.

17 respondents strongly agree that outcome as the better welfare

program there are decreased turnover rate, 13 respondent are agree,

20 of them neither agree nor disagree the statement, 29 respondents

are belong to disagree the statement, 21 respondents strongly disagree

the statement.

10 respondents strongly agree that outcome as the result of adequate

& appropriate welfare program there are decreased absenteeism, 15

respondent are agree, 23 of them neither agree nor disagree the

statement, 24 respondents are belong to disagree the statement, 28

respondents strongly disagree the statement.

Overall outcomes as the adequate welfare program:

It is inferred that, there are 22.2 % of the employees strongly agree overall

the statements and 26.60 % the employees agree over all the statement,

24.40 % of employees fall under the category of neither agree nor disagree,

19.10 % of them disagree the statements and only 10.40% of the respondents

strongly disagree.

98

SUGGESTION AND RECOMMENDATION

Through adequate and appropriate employee welfare facilities system

the employees to get the needful facilities to perform their work better

Management should increase efficient of existing welfare measures.

All the employees prefer the more adequate welfare programs for their

career and life development.

Management should have the satisfied working conditions.

Management should adopt the efficient employee welfare programs.

99

CONCLUSION

It is the responsibility of the management to look after the total well

being of the individual staff. A happy staff is an asset to the industry. There

turns out more work. Total wellbeing includes two major factors, namely,

Welfare facilities and working condition. It is the duty of the employer to

take all possible steps to promote a correct attitude in the staff, to win their

confidence and co-operation, and to make them, to put in their best into the

work and to make them feel that they are having an essential link in the

productive process

There must be effective means of welfare programs to the staff.

Employee services must be progressive work output.

100

APPENDIX

To Study On Welfare facilities provided and degree of satisfaction achieved by the employees of Shri Shivasakthi Engineers thru ask.commerce Pvt. Limited

Personal details

Name

Age below 25 25 -35yr 35 – 45 yr above 45 yr

Sex male female

Marital single marriedstatus

Job title

101

Department

Education below Diploma Diploma UG

Experience below 2yr 2- 5 yr 5-10 yr

10 -15 yr above 15yr

102

3. How do you feel about Space and comfort (physical) in working place ?

Excellent Moderate

Good Poor

To what extent do you agree that you are provided with suitable training for your development?

Strongly agreeAbove 45

Neutral Disagree Strongly disagree

5. What is your supervisor/manager attitude towards you?

Friendly Normal

Grim

Agree

Strict

6. Are satisfied with conveyance (pickup/drop) facilities provided to you?

Satisfied Dissatisfied

Neutral

7. How do you feel about the Welfare facilities provided in your organization?

Excellent Good

Neutral Poor

103

8. How do you rate Canteen/food facilities provided while in job?

Excellent Good

Average Poor

9. Please rank the factors which gives motivation in work?

Rightful promotion

Deserved Increment

Increased welfare facilities/program

Improved self development

10. Do you need more welfare programs for your career and live development?

Yes No

11.Are you satisfied with the Existing welfare program?

Highly satisfied satisfied

Dissatisfied Undecided

104

12. Rate the following benefits of adequate and appropriate welfare programs?

S. No Particular H

ighl

y sa

tisf

ied

sati

sfie

d

Neu

tral

Not

sa

tisf

ied

Hig

hly

not

sati

sfie

d

1

2

3

4

5

6

7

8

Increased efficiency

Increased morale

Better HR relation

Better organizational

climate

Adaptability to change

Attitudinal change

Highly job satisfaction

High motivation

105

13. Give your agreement to the following outcomes as the result of Better

welfare programs in your company

S. No Particular S

tron

gly

agre

e

Agr

ee

Neu

tral

Dis

agre

e

Str

ongl

y di

sagr

ee

1

2

3

4

5

Increased productivity

Increased sales

Increased customer

satisfaction

Decreased turnover

rate

Decreased

Absenteeism

106

BIBLIOGRAPHY

1. Aswathappa.K, Human resource and personnel management ,3rd

edition, Tata McGraw – Hill.

2. Arora P.N.,Arora.S., Statistics for management, S.Chand & company

LTD, New delhi.

3. Bindrawar lal., Research methodology, ABD publications, jaipur,

2002.

4. Carvel, Fred j., Human relation in Business, Macmillan & co, New

york 1973.

5. Dr.Gupta. C.B, Human resource management, sultan chand & sons,

New Delhi.

New age international (p) ltd publication, New delhi2004.

6. Ram Ahuja., Research methods, Ravat publication, New Delhi.

WEBSITES:

www.employeewelfaremeasureguide.info

www.inforambler.com

www.successfulfactors.com

107

http://www.successful/

http://www.inforambler.com/

http://www.employeewelfaremeasureguide.info/

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