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INTRODUCTION OF THE PROJECT

Employee welfare is a comprehensive term including various services, benefits and facilities offered to employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provision. The basic purpose of employee welfare is to enrich the life of employees and keep them happy and contented.

Welfare including 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 condition, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Employee 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. Employee welfare has the following Objectives : 1) To provide better life and health to the employees. 2) To make the employees happy and satisfied. 3) To relieve employees from industrial fatigue and to improve intellectual, cultural and material conditions of living of the employees.

The basic features of employee welfare measures are as follows:

4) Employee welfare includes various facilities, services and amenities provided to employees for improving their health, efficiency, economic betterment and social status. 5) Welfare measures are in addition to regular wage sand other economic benefits available to employees due to legal provisions and collective bargaining.

6) Employee welfare may be introduced by the employers, government, and employees or by any social or charitable agency. 7) Employee welfare schemes are flexible and ever changing. New welfare measures are added to the existing ones from time to time. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living.

EMPLOYMENT WELFARE
Employee welfare activities benefit not only workers but also the management in term of greater industrial efficiency. Employee plays a very important role in the industrial production of the country. The human resource managers are really concerned with the management of people at work. It is necessary to secure the cooperation of employee in order to increase the production and earn higher profits. The Welfare of employee force is possible only when the workers are fully satisfied with their employer and the working condition on the job. In the course of time with the introduction of the concept of human resource management psychological researches convinced them that the worker required something more important. In addition to providing monetary benefits, human treatments given to employee play a very important role in seeking their cooperation.

EMPLOYEE WELFARE A REVIEW:

There are various aspects of employee welfare in India but social security is consider one main of them in other words we can say social security is one of the pillars on which the structure of a welfare state rests, and it constitutes the hard core of social policy in most countries. It is through social security measures that the state attempts to maintain every citizen at a certain prescribed level below which no one is allowed to fall. It is the security that society furnishes through appropriate organization, against certain risks to which its members are exposed (ILO, 1942). Social security system comprises health and unemployment insurance, family allowances, provident funds, pensions and gratuity schemes, and widows and survivors allowances. The essential characteristics of social insurance schemes include their compulsory and contributory nature; the members must first subscribe to a fund from which benefits could be drawn later. On the other hand, social assistance is a method according to which benefits are given to the needy persons, fulfilling the prescribed conditions, by the government out of its own resources. The present section reviews employee welfare activities in India with particular emphasis on the unorganized sector. Although provisions for workmens compensation in case of

industrial accidents and maternity benefits for women workforce had existed for long, a major breakthrough in the field of social security came only after independence. The Constitution of India (Article 41) laid down that the State shall make effective provision for securing the right to public assistance in case of unemployment, old age, sickness and disablement and in other cases of underserved want. The Government took several steps in compliance of the constitutional requirements. The Workmens Compensation Act (1926) was suitably revised and social insurance programmes were developed for industrial workers. Provident funds and gratuity schemes were introduced in most industries, and maternity legislation was overhauled. Subsequently, State governments instituted their own social assistance programmes. The provisions for old age comprise pension, provident fund, and gratuity schemes. All the three provisions are different forms of retirement benefits.

CONCEPT OF EMPLOYEE WELFARE:

The concept of labour welfare is flexible and elastic and differs widely with time, region, industry, social values and customs, degree of industrialization, the general socioeconomic development of the people and the political ideologies prevailing at a particular time . It is also molded according to the age-groups, socio-cultural background, marital and economic status and educational level of the workers in various industries In its broad connotation, the term welfare refers to a state of living of an individual or group in a desirable relationship with total environment ecological, economic, and social. Conceptually as well as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of the State which is applicable in coca cola plant. The concept of social welfare, in its narrow contours, has been equated with economic welfare. As these goals are not always be realized by individuals through their efforts alone, the government came into the picture and gradually began to take over the responsibility for the free and full development of human personality of its population. Labour welfare is an extension of the term Welfare and its application to labour. During the industrialization process, the stress on labour productivity increased; and brought about changes in the thinking on labour welfare.

In its broad connotation, the term welfare refers to a state of living of an individual or group in a desirable relationship with total environment ecological, economic, and social. Conceptually as well as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of the State. The concept of social welfare, in its narrow contours, has been equated with economic welfare. Pigou defined it as that part of general welfare which can be brought directly or indirectly into relations with the measuring rod of money (Pigou, 1962). According to Willensky and Labeaux, social welfare alludes to those formally organised and socially sponsored institutions, agencies and programmes which function to maintain or improve the economic conditions, health or interpersonal competence of some parts or all of a population. As these goals may not always be realised by individuals through their efforts alone, the government came into the picture and gradually began to take over the responsibility for the free and full development of human personality of its population. Employee welfare is an extension of the term Welfare and its application to employee. During the industrialization process, the stress on employee productivity increased; and brought about changes in the thinking on employee welfare. An early study under the UN observed as follows in our opinion most underdeveloped countries are in the situation that investment in people is likely to prove as productive, in the purely material sense, as any investment in material resources and in many cases, investment in people would lead to a greater increase of the flow of goods and services than would follow upon any comparable investment in material capital. The theory that welfare expenditure, especially expenditure on health and education, is productive investment has led to the view that workers could work more productively if they were given a fair deal both at the work place and in the community. The concept of employee welfare has received inspiration from the concepts of democracy and welfare state. Democracy does not simply denote a form of government; it is rather a way of life based on certain values such as equal rights and privileges for all. The operation of welfare services, in actual practice, brings to bear on it different reflections representing the broad cultural and social conditions. In short, employee welfare is the voluntary efforts of the employers to establish, within the existing industrial system, working and sometimes living and cultural conditions of the employees beyond what is required by law, the custom of the

industry and the conditions of the market The constituents of employee welfare included working hours, working conditions, safety, industrial health insurance, workmens compensation, provident funds, gratuity, pensions, protection against indebtedness, industrial housing, restrooms, canteens, crches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms, workers education, co-operative stores, excursions, playgrounds, and scholarships and other help for education of employees children.

FEATURES OF EMPLOYMENT WELFARE:

On the basis of the various definitions, the basic characteristics of Employment welfare work may be noted thus: 1. It is the work which is usually undertaken within the premises or in the vicinity of the undertakings for the benefit of the benefit of the employees and the members of their families. 2. The work generally includes those items of welfare which are over and above what the employees expect as a result of the contract of service from the employers. 3.The purpose of providing welfare amenities is to bring about development of the whole personality of the worker -his social, psychological, economic, moral, cultural and intellectual development to make him a good worker, a good citizen and a good member of the family. 4. These facilities may be provided voluntarily by progressive and enlightened entrepreneurs at their own accord out of their realization of social responsibility towards employee or statutory provisions may compel them to make these facilities available; or these may be undertaken by the government or trade unions, if they have the necessary funds for the purpose. 5. Employee welfare is a very broad term, covering social security and such other activities as medical aid, crches, canteens, recreation, housing, adult education, arrangements for the transport of employee to and from the work place.

6. It may be noted that not only intra-mural but also extra-mural, statutory as well as non-statutory activities, undertaken by any of the three agencies- the employers, trade unions or the government- for the physical and mental development of the worker, both as a compensation for wear and tear that he undergoes as a part of the production process and also to enable him to sustain and improve upon the basic capacity of contribution to the processes of production, which are all the species of the longer family encompassed by the term Employee welfare

OBJECTIVES OF EMPLOYEE WELFARE

1. Enabling workers to live richer and more satisfactory lives;

2. Contributing to the productivity of employee and efficiency of the enterprise; 3. Enhancing the standard of living of workers by indirectly reducing the burden on their purse; 4. Enabling workers to live in tune and harmony with services for workers obtaining in the neighborhoods community where similar enterprises are situated; 5. Based on an intelligent prediction of the future needs of the industrial workers, designing policies to cushion off and absorb the shocks of industrialization and urbanization to workers; 6. Fostering administratively viable and essentially developmental outlook among the workforce; and 7. Discharging social responsibilities.

PRINCIPLES OF EMPLOYMENT WELFARE:

Certain fundamental considerations are involved in the concept of employee welfare. The following are the more important among them.

1. SOCIAL RESPONSIBILITY OF INDUSTRY

This principle is based on the social conception of industry and its role in the society that is, the understanding that social responsibility of the state is manifested through industry.

It is assumed that employee welfare is an expression of industrys duty towards its employees. Social responsibility means that the obligation of the industry to pursue those policies, to take such decisions, and to follow those lines of action which are desirable in terms of the objectives and values currently obtaining in the society. The values of the Indian community are enshrined in the constitution of the country. Employee welfare is not embroidery on capitalism or the external dressing of an exploitative management; rather, it is an expression of the assumption by industry of its responsibility for its employees (Maurioce Bruce, 1961). Industry is expected to win the co-operation of the workers, provide them security of employment, fair wage, and equal opportunity for personal growth and advancement, and make welfare facilities available to them. 2. DEMOCRATIC VALUES The principle of democratic values of employee welfare concedes that workers may have certain unmet needs for no fault of their own, that industry has an obligation to render them help in gratifying those needs, and that workers have a right of determining the manner in which these needs can be met and of participating in the administration of the mechanism of need gratification. The underlying assumption to this approach is that the worker is a mature and rational individual who is capable of taking decisions for himself/herself. 3. ADEQUACY OF WAGES The third principle of employee welfare is adequacy of wages; it implies that employee welfare measures are not a substitute for wages. It will be wrong to argue that since workers are given a variety of employee welfare services, they need be paid only low wages. Right to adequate wage is beyond dispute.

4. EFFICIENCY
The fourth principle of employee welfare lays stress on the dictum that to cultivate welfare is to cultivate efficiency. Even those who deny any social responsibility for industry do accept that an enterprise must introduce all such employee welfare measures

which promote efficiency (Marshall, 1950). It has been often mentioned that workers education and training, housing, and diet are the three most important aspects of employee welfare, which always accentuate employee efficiency. Re-personalization Since industrial organization is rigid and impersonal, the goal of welfare in industry is the enrichment and growth of human personality. The employee welfare movement seeks to bring cheer, comfort, and warmth in the human relationship by treating man as an individual, with quiet distinct needs and aspirations. Social and cultural programmes, recreation and other measures designed after taking into consideration the workers interests go a long way in counteracting the effects of monotony, boredom, and cheerlessness.

5. Co-RESPONSIBILITY
The fifth principle of employee welfare recognizes that the responsibility for employee welfare lies on both employers and workers and not on employers alone (Moorthy, 1958). Employee welfare measures are likely to be of little success unless mutuality of interest and responsibilities are accepted and understood by both the parties, in particular the quality of responsibility at the attitudinal and organisational level. Totality of welfare The final principle of employee welfare is that the concept of employee welfare must permeate throughout the hierarchy of an organization, and accepted by all levels of functionaries in the enterprise.

EMPLOYEE WELFARE AND GOVERNMENT

Welfare of employee one of the major concerns of the Government has been the improvement of employee welfare with increasing productivity and provision of a reasonable level of social security. Social Security There are a variety of laws enacted and schemes established by the Central/State Governments with a view to provide for social security and welfare of

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specific categories of working people. The principal social security laws enacted centrally are the following: 1. The Workmen's compensation Act, 1923 (WC. Act) 2.The Employees State Insurance Act, 1948 (ESI Act)

3. The Employees' Provident Funds and Miscellaneous Provisions Act, 1953 (EPF & MP Act) 4. The Maternity Benefit Act, 1961 (MB Act) 5. The Payment of Gratuity Act, 1972 (PG Act) The EPF and MP Act are administered exclusively by the Government of India through the EPFO. The cash benefits under the ESI Act are administered by the Central Government through the Employees State Insurance corporation (ESIC), whereas medical care under the ESI Act is being administered by the State Government and Union Territory Administration. The Payment of Gratuity Act is administered by the Central Government in establishments under its control, establishments having branches in more than one State, major ports, mines, oil fields and the Railways and by the State Governments and Union Territory Administrations in all other cases. In mines and circus industry, the provisions of the Maternity Benefit Act are being administered by the Central Government through the Chief employee Commissioner (Central) and by the State Governments in factories, plantations and other establishments. The provisions of the WC Act are being administered exclusively by State Governments. Programmes of the State Sector Important programmes undertaken by the State Governments relate to diversification and expansion of the vocational training programme, improvement in the quality of training and extension of training opportunities for women, the World Bank-assisted Vocational Training Project, extension and modernization of employment services, strengthening of employee administration, rehabilitation of bonded employee, welfare of rural and urban unorganized employee etc. Social security is the pillar of employee welfare The concept of social security has been mentioned in the early Vedic hymn which wishes everyone to be happy, free from ill- health, enjoy a bright future and suffer no sorrow. The phrase social security is, therefore, a new name for an old aspiration. Today is based

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on the ideals of human dignity and social justice. Social security is defined as the security that society furnishes, through appropriate organization, against certain risks to which its members are exposed. These risks are essentially contingencies against which the individual, who has small means, cannot protect himself. These contingencies include employment injury, sickness, disablement, industrial disease, maternity, old age, burial, widowhood, orphan hood and unemployment. Social security is also broadly defined as the endeavor of the community, as a whole, to render help to the utmost extent possible to any individual during periods of physical distress inevitable on illness or injury and during economic distress consequent on reduction or loss of earnings due to illness, disablement, maternity, unemployment, old age or death of working member. Social security thus provides a self-balancing social insurance or assistance from public funds or a combination of both. Though social security programmes vary from country to country, their three major characteristics are: they are established by law; they provide some kind of cash payment to individuals to replace at least a part of their lost income that our due to such contingencies as unemployment, maternity, work injury, invalidism, sickness, old age and death; the benefits or services are provide in three major ways: 1 Social insurance, 2 Social assistance or 3 Public service

SOCIAL INSURANCE:
The features of social insurance are: 1) It is financed entirely by or mainly from the common monetary contributions of workers, employers and the state.. 2) The state and the employers make major contribution to this fund, while the employees pay only a nominal amount. 3) When there is total or partial loss of income, these benefits, within limits, ensure the maintenance of the beneficiarys minimum standard of living.

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4) Social insurance benefits are granted without an examination of an individuals need and without any means test, without affecting the sense of self respect of the beneficiary. 5) These benefits are so planned as to cover, on a compulsory basis, all those who are sought to be covered. Social insurance reduces the suffering arisin g out of the contingencies faced by an individual contingencies which he cannot prevent. Social insurance is different from commercial insurance, for the latter is voluntary and is meant for the better paid section of the population, and its benefits are in proportion to the premiums paid; it offers protection only against individual risks and does not aim at providing a minimum standard of living.

SOCIAL ASSISTANCE:
Social assistance is provided as a supplement to social insurance for those needy people who cannot get social insurance payments, and is offered after a means test. The general revenues of the government provide the finance for social assistance payments, which is made available as a legal right to those workers who fulfill given conditions. Social assistance and social insurance go side by side. Social assistance programmes cover such programmes as unemployment assistance, old age assistance, public assistance and national assistance. Social security is the combination of social assistance and social insurance. Social insurance, however, falls midway between the two, for it is financed by the state as well as by the insured and their employers; whereas social assistance is given gratis to the needy by the state or the community

PUBLIC SERVICE:
Public service programmes constitute the third main type of social security. They are financed directly by the government from their general revenues in the form of cash payment and services to every member of the community falling within the defined category. This kind of public service is currently available in a number of countries in the form of national health service providing medical care for every person in the country, old-age pension, pension for invalidism, survivors pension to every widow or orphan,

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and a family allowance to every family having a given number of children. Although these social security programmes have different characteristics, it is not always easy to draw a line of demarcation among them. In many cases, two or even three programmes have common characteristics. Apart from state there are many other agencies which provide se4curity against contingencies. In many countries trade union have their own sickness, old-age, unemployment schemes. Saving funds, sickness benefits and old-age pensions have also been provided by a large number of organizations to their employees.The underlying idea of social security measures is that a citizen, who has contributed, or is likely to contribute to his countrys welfare, should be given prot ection against certain hazards. The 1952 ILO convention on social security (minimum standard) divided.

Employee Welfare Schemes

Organization provide welfare facilities to their employees to keep their motivation levels high .The employee welfare schemes can be classified into categories viz .statutory and non-statutory welfare schemes .The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948(safety, health and welfare)1986,Mines Act 1962.The non statutory schemes differ from organization to organization and from industry to industry

Statutory Welfare Schemes

The statutory welfare schemes include the following provisions:

a)

Drinking Water: At all the working places safe hygienic drinking water should be provided.

b)

Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.

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c)

First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.

d)

Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.

e)

Canteen Facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

f)

Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.

g)

Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.

h)

Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places

i)

Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

j)

Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUARY SCHEMES

Many non statutory welfare schemes may include the following schemes: a) Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up. b) Flexible-time: The main objective of the flexi time policy is to provide opportunity to employees to work with flexible working schedules. Flexible

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work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs. c) Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. d) Maternity & Adoption Leave: Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies. e) Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy. Employee Referral scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.

THA FACTORIES ACT,1948

The Factories Act, is a social legislation which has been enacted for occupational safety, health and welfare of workers at work places. This legislation is being enforced by technical officers i.e. Inspectors of Factories, Dy. Chief Inspectors of Factories who work under the control of the Chief Inspector of Factories and overall control of the employee Commissioner, Government of National Capital Territory of Delhi It applies to factories covered under the Factories Act, 1948. The industries in which ten (10) or more than ten workers are employed on any day of the preceding twelve months and are engaged in manufacturing process being carried out with the aid of power or twenty or more than twenty workers are employed in manufacturing process being carried out without the aid of power, are covered under the provisions of this Act. I. Health II. Safety III. Welfare facilities

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IV. Working hours V. Employment of young persons VI Annual Leave with wages etc.

EMPLOYEE

PROVIDENT

FUND

AND

MISCELLANEOUS

PROVISIONS ACT,1952 EMPLOYEE PROVIDENT FUNDS SCHEME

(1) The Central Government may by notification in the Official Gazette frame a Scheme to be called the Employees' Provident Funds Scheme for the establishment of provident funds under this Act for employees or for any class of employees and specify the establishments or class of establishments to which the said Scheme shall apply and there shall be established as soon as may be after the framing of the Scheme a Fund in accordance with the provisions of this Act and the Scheme. (1A) The Fund shall vest in and be administered by the Central Board constituted under section 5A. (1B) Subject to the provisions of this Act a Scheme framed under sub-section (1) may provide for all or any of the matters specified in Sch. II. (2) A Scheme framed under sub-section (1) may provide that any of its provisions shall take effect either prospectively or retrospectively on such date as may be specified in this behalf in the Scheme.

THE MINIMUM WAGES ACT,1948 MINIMUM RATE OF WAGES

(1) Any minimum rate of wages fixed or revised by the appropriate government in respect of scheduled employments under section 3 may consist of (i) a basic rate of wages and a special allowance at a rate to be adjusted at such intervals and in such manner as the appropriate government may direct to accord as nearly as

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practicable with the variation in the cost of living index number applicable to such workers (hereinafter referred to as the "cost of living allowance"); or (ii) a basic rate of wages with or without the cost of living allowance and the cash value of the concessions in respect of suppliers of essential commodities at concession rates where so authorized; or (iii) an all-inclusive rate allowing for the basic rate the cost of living allowance and the cash value of the concessions if any.

(2) The cost of living allowance and the cash value of the concessions in respect of supplied of essential commodities at concession rate shall be computed by the competent authority at such intervals and in accordance with such directions as may be specified or given by the appropriate government.

APPRENTICES ACT, 1961 HEALTH, SAFETY AND WELFARE OF APPRENTICES.

Where any apprentices are undergoing training in a factory, the provisions of Chapters III, IV and V of the Factories Act, 1948 (63 of 1948), shall apply in relation to the health, safety and welfare of the apprentices as if they were workers within the meaning of that Act and when any apprentices are undergoing training in a mine, the provisions of Chapter V of the Mines Act, 1952 (35 of 1952), shall apply in relation to the health and safety of the apprentices as if they were persons employed in the mine.

PROCEDURE FOR FIXING AND REVISING MINIMUM WAGES

(1) In fixing minimum rates of wages in respect of any scheduled employment for the first time under this Act or in revising minimum rates of wages so fixed the appropriate government shall either (a) Appoint as many committees and sub-committees as it considers necessary to hold enquiries and advise it in respect of such fixation or revision as the case may be or

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(b) By notification in the Official Gazette publish its proposals for the information of persons likely to be affected thereby and specify a date not less than two months from the date of the notification on which the proposals will be taken into consideration. (2) After considering the advice of the committee or committee appointed under clause (a) of sub-section (1) or as the case may be all representations received by it before the date specified in the notification under clause (b) of that sub-section the appropriate government shall by notification in the Official Gazette fix or as the case may be revise the minimum rates of wages in respect of each scheduled employment and unless such notification otherwise provides it shall come into force on the expiry of three months from the date of its issue : Provided that where the appropriate government proposes to revise the minimum rates of wages by the mode specified in clause (b) of sub-section (1) the appropriate Workmen's Compensation Act, 1923

EMPLOYER'S LIABILITY FOR COMPENSATION

(1) If personal injury is caused to a workman by accident arising out of and in the course of his employment, his employer shall be liable to pay compensation in accordance with the provisions of this Chapter Provided that the employer shall not be so liable - (a) in respect of any injury which does not result in the total or partial disablement of the workman for a period exceeding three days; (b) In respect of any injury, not resulting in death or permanent total disablement, caused by an accident which is directly attributable to - (i) the workman having been at the time thereof under the influence of drink or drugs, or (ii) The willful disobedience of the workman to an order expressly given, or to a rule expressly framed, for the purpose of securing the safety of workmen, or (iii) The willful removal or disregard by the workman of any safety guard or other device which

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he knew to have been provided for the purpose of securing the safety of workmen, (2) If a workman employed in any employment specified in Part A of Schedule III contracts any disease specified therein as an occupational disease peculiar to that employment, or if a workman, whilst in the service of an employer in whose service he has been employed for a continuous period of not less than six months (which period shall not include a period of service under any other employer in the same kind of employment) in any employment specified in Part B of Schedule III, contracts any disease specified therein as an occupational disease peculiar to that employment, or if a workman whilst in the service of one or more employers in any employment specified in Part C of Schedule III, for such continuous period as the Central Government may specify in respect of each such employment, contracts any disease specified therein as an occupational disease peculiar to that employment, the contracting of the disease shall be deemed to be an injury by accident within the meaning of this section and, unless the contrary is proved, the accident shall be deemed to have arisen out of, and in the course of, the employment : Provided that if it is proved, - (a) that a workman whilst in the service of one or more employers in any employment specified in Part C of Schedule III has contracted a disease specified therein as an occupational disease peculiar to that employment during a continuous period which is less than the period specified under this sub-section for that employment, and (b) That the disease has arisen out of and in the course of the employment; the contracting of such disease shall be deemed to be an injury by accident within the meaning of this section : Provided further that if it is proved that a workman who having served under any employer in any employment specified in Part B of Schedule III or who having served under one or more employers in any employment specified in Part C of that Schedule, for a continuous period specified under this sub-section for that employment and he has after the cessation of such service contracted any disease specified in the said Part B or the said Part C, as the case may be, as an occupational disease peculiar to the employment

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and that such disease arose out of the employment, the contracting of the disease shall be deemed to be an injury by accident within the meaning of this section. (2) If a workman employed in any employment specified in Part C of Schedule III contracts any occupational disease peculiar to that employment, the contracting whereof is deemed to be an injury by accident within the meaning of this section, and such employment was under more than one employer, all such employers shall be liable for the payment of the compensation in such proportion as the Commissioner may, in the circumstances, deem just. (3) The Central Government or the State Government, after giving, by notification in the Official Gazette, not less than three months' notice of its intention so to do, may, by a like notification, add any description of employment to the employments specified in Schedule III, and shall specify in the case of employments so added the diseases which shall be deemed for the purposes of this section to be occupational diseases peculiar to those employments respectively, and thereupon the provisions of sub-section (2) shall apply In the case of a notification by the Central Government, within the territories to which this Act extends or, in case of a notification by the State Government, within the State as if such diseases had been declared by this Act to be occupational diseases peculiar to those employments. (4) Save as provided by Sub-sections (2), (2A) and (3), no compensation shall be payable to a workman in respect of any disease unless the disease is directly attributable to a specific injury by accident arising out of and in the course of his employment. (5) Nothing herein contained shall be deemed to confer any right to compensation on a workman in respect of any injury if he has instituted in a Civil Court a suit for damages in respect of the injury against the employer or any other person; and no suit for damages shall be maintainable by a workman in any Court of law in respect of any injury - (a) if he has instituted a claim to compensation in respect of the injury before a Commissioner; or

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(b) if an agreement has been come to between the workman and his employer providing for the payment of compensation in respect of the injury in accordance with the provisions of this Act. 4. AMOUNT OF COMPENSATION. - (1) Subject to the provisions of this Act, the amount of compensation shall be as follows, namely :- (a) where death results an amount equal to fifty from the injury cent of the monthly wages of the deceased workman multiplied by the relevant factor; or an amount of fifty thousand rupees, whichever is more;

PAYMENT OF GRATUITY ACT,1972

The Act provides for the payment of gratuity to workers employed in every factory, shop & establishments or educational institution employing 10 or more persons on any day of the proceeding 12 months. A shop or establishment to which the Act has become applicable shall continue to be governed by the Act even if the number of persons employed falls bellow 10 at any subsequent stage. All the employees irrespective of status or salary are entitled to the payment of gratuity on completion of 5 years of service. In case of death or disablement there is no minimum eligibility period. The amount of gratuity payable shall be at the rate of 17 days wages based on the rate of wages last drawn, for every completed year of service.

IMPORTANT BENEFITS
The important benefits of welfare measures can be summarized as follows: a) They provide better physical and mental health to workers and

thus promote a healthy work environment. b) Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising the or standards of living. This makes workers to pay more attention towards work and thus increases their productivity.

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c)

Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.

d)

Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.

e)

The social evils prevalent among the labors such as substance

abuse, etc. are

reduced to a greater extent by the welfare policies. Satisfied employees contribute to the development and growth of the organization. Organization provides welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non statutory welfare schemes. Statutory welfare measures are compulsory by law while non-statutory welfare measures are provided voluntarily by the organization.

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COMPANY PROFILE
Glimpses On The Birth Of Coca-Cola John Smyth first introduced the refreshing taste of Coca Cola in Atlanta. It was May of 1886 when the pharmacist caramel syrup in a three legged brass kettle in his backyard. He first distributed the new product carrying Coca-Cola in a jug down the street to Jacobs Pharmacy. For five cents, consumers could enjoy a glass of Coca-Cola at the Soda Fountain. Whether by design or accident carbonated water was teamed with the new syrup producing a drink that was proclaimed Delicious And Refreshing.

Dr. Pemberton partner and bookkeeper frank M Robinson, suggested the name and panned Coca cola in the unique flowing script that is famous worldwide today. Mr. Robinson thought the two C,S would look well in advertising.

By 1886, sales of Coca-Cola averaged nine drinks per day. That first year, Dr Pemberton sold 25 Gallons of syrup, shipped in bright red wooden kegs. Red has been a distinctive color associated with the No-1 soft drink brand ever since. For his effort, Dr Pemberton grossed $5o and spent $73.96 on advertising.

In 1891, Atlanta entrepreneur, Asa G. Candler had acquired complete ownership of the Coca-Cola business. With in four years, his merchandising flair helped expand consumption of Coca-Cola every state and territory. In 1919 Coca Cola Company was sold to group of inventors for $25 million. Robert W.Woodruff became president of the Coca Cola in 1923, and his more then six decades of leadership took the business to unrivalled heights of commercial success making Coca Cola an institution the world over.

25

Soft Drink Market In Present Scenario The soft drink market all over the world has been witnessing a throat cut battle between two major players: coca cola &Pepsi, since very beginning. The thirst quenchers are trying hard to have the major piece of the apple of overall carbonated soft drink market. Both the players are spending energies in building capacity, infrastructure, promotional activities etc. Coca cola, being 11 years older than Pepsi, has been dominating the scene in most of the soft drink market of world and enjoying the leadership in terms of the share.

But the coca cola people are finding it hard to deep away Pepsi, which has been narrowing the gaps regularly. The two are posing threats for each other in every nook and corner of the world. While coca cola has been earning most of the part of its red and butter through beverages sales but Pepsi has a multi product port folio with a handsome portion from the same business.

Both the competitors have a distinct vision and properties about the Indian soft drink market. though having so much difference and distances with each other ,they both consider India a huge potential market ,as per capita consumption here is a mere three serving annually against the world average of 80.therefore ,they are putting in their best effort to woe the India consumer who has to work for 1.5 hour to buy a bottle soft drink in comparison to the international norms of 5 minutes, a major hurdle to cross over for both the athletes or getting no.1 position.

Coca cola is well with its 53 bottling sites throughout the country giving it an edge over competition by processing a well built and distribution set up. On the other hand , Pepsi, with 2 more years in India , has been able to set an image of winner this time in India and get the pulse of India soft drink The soft drink giants are Leaving on stone unturned and her for the Long terms. Coca cola has been penetrating the market through its wide product range with a determination to change consumption pattern of soft drink in

26

India. Firstly, they upgraded the whole industry by introducing 300 ml bottles, which in turn had given the industry a booming growth of 20% as compared to the earlier 5%. They want to develop a Coca culture and are working on a strategy to offer soft drink in every possible package. In Coca cola cap, the idea of competition has not come from Pepsi, but from the other beverages such as Tea, Coffee, Nimbu Pani, and Water etc.

Pepsi is quite aggressive in its approach to Indian consumer. They are desperately working on the strategy to be winners in the hot cola war between two big banners. According to Pepsi philosophy, its the madness encourages executive to think, to conjure up those creative tactics to knock the fizz out there competition. Pepsi had plumbed a large on the visibility of its blue red and white logo. They have been going with aggressive marketing by putting Sachin Tendulker, Akshay Kumar, and now Shahrukh Khan in their advertisement to endorse their brand, the role models for its targeted consumer the teenagers. They have increased the fizz in the market place by introducing the dispensers called Fountain Pepsi and has been enjoying a lead over its rival there.

Coca Cola on the other hand, has been working on the saying slow and steady wins the race, side by side retailing to every more of its competitor. They have produced the shield of Thums Up with a handsome Markey share in Indian soft drink market. Countering Pepsis international commercial that used two chimpanzees to cock a snoop at coke. Thums Up has been positioned now very near to that young image of Pepsi and giving it a tuff time. These cool merchants have put every thing on fire .if coke get the status of the official drink of wills world cup, Pepsi blushed as nothing official about it. as Thums up projected as sare jaha se accha, Pepsi was passionate enough with freedom to be and now the yeh dil mange more. When Thums up came with thunder blast.

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The Coca -Cola company is the world" leading manufacturer and distributor of non-alcoholic bevarage concentrates and syrups, with world headquarters in Atlanta, Georgia. The company and its subsidiaries in nearly 200 countries around the world manufacture and sell over 230 other company soft drink brands. By contract with the Coca-Cola Company and it's local subsidiaries, which employs nearly 34,000 people around the world, local businesses are authorized to bottle and sell company soft drinks within the local boundaries and under conditions that ensure the highest standards of quality and uniformity. Company's objectives Company's mission must be turned in to specific objectives for each level of management in a system known as management by objectives the most common objectives are: Profitability Sales growth Market Share Improvement Risk Diversification Innovation Satisfy the customer

HISTORY OF SOFT DRINKS

Problem at that time was how to cure all these disease, since no remedy was present at that time. It was a big question for American people. So in 1885 Mr. John Paimwarlion who lives in Antonica made a drink and registered it as TRENCH WINE COLA. In the beginning this drink was made with mixture of cocaine and alcohol but later on it is named as COCO-COLA. A new brand named PEPSI COLA in the year 1887. Indian History Around 1948 the first branded soft drink in the Indian market. This soft drink was named as Gold Spot. Before Coco-Cola entered the country to dominate the scene in 1950, Parle Exports Pvt.Ltd. was the first Indian company to introduce a lemon soft drink.This drink was known as Limca and it was introduced in 1970. However before this

28

they had introduced Cola Pepine which was withdrawn in face of tough competition from Coca-Cola. In the year 1977 Coca-Cola left Indian market and this brought in an opportunity for various Indian companies to show their caliber. At this time a new soft drink was introduced by Parle products and this was color. This drink was introduced with mighty saying "happy days are here again". As if happy days went away with Coca-Cola. There was another company named pure drink, which introduced the soft drink named Campa -Cola along with arrange and lemon flavours.

Just after this many more companies entered the soft drink market. A soft drink name double. I had been introduced by a company Morden bakers. Another company Mohan meakins also came up with a Soft drink named Mary & puch up, Mc Dowell came with thrill.,. Push and Sprint.

Previously there was no competition in the Indian soft drink market but with all companies coming in the Indian market a huge competition was place with college advertisements. But in the year 1988 Pepsi was given permission to sell its soft drinks in the Indian market by the Government of Indian. Coca Cola also come back in the year 1993.

Coca-Cola in India The Coca-Cola company entered India in early 1950, it setup four bottling plants at Bombay, Calcutta, Kanpur and Delhi. In 1950, as were negligible companies in the Indian market therefore Coca-Cola did not faced much competition and they were accepted in Indian market more easily. The brand was accepted by all age group. The full credit must go to coca-cola for making soft drinks popular in Indian by end of 1977.Coca-Cola had captured more than 45% of market share in India Then Coca-Cola left Indian following public regulations the company was required to Indianise or close operation come to an end in July 1977.

29

Coca-Cola come back in the year 1993 after liberalization and was launched at Agra with the slogan "Old wave have come to Indian again". At the time parle was the leader in the soft drink market and had more than 60% of the total shore in soft drink. Coca-Cola joined hands with Parle and to enter India after 17 years. By striking a 40 million deal with Parle. Coke almost made a clear sweep and made its good as " To become all time all occasion drink not a special treat beverage."

HISTORY OF COCA COLA COMPANY

In the year of 1990, over one hundred years after the soft drink was invented, the CocaCola company opened up a museum like building which was designed to be a tribute to its famous soft drink product. It is also said to be a tribute to the countless number of consumers who drink Coca-Cola. The world of Coca-Cola, as it is called is located in Atlanta, Georgia right amidst the tourist district. And, its tribute to the soft drink is because it is so popular that it is now served daily in nearly two hundred countries.

Having the museum located in Atlanta is fitting because long before anyone had ever heard of Coca-Cola, a doctor by the name of Johan Stythe Pemberton, who was a druggist in Atlanta, mixed up his own concoction of medicinal syrup in May in the year of 1886, Dr. Pemberton used Africa.

Kola Nut extracts and coca leaves, which are both strong stimulants, in his potion. The result was Q thick caramel colored syrup. The purpose of the potion was to be an effective tonic which would help a person's brain and nerves function better.

True or not, it has been said that a customer came into the pharmacy one day complaining or a headache. He asked for a glass of Coca-Cola to be made with carbonated water instead of plain water and the carbonated version of the soft drink was the born.

30

The first year, in 1886, Dr.Pemberton sold twenty five gallons of his syrup which earned him total revenue of just fifty dollars. By the next year, because of he is poor health condition, he began to sell off his company. Five years later, man by the name of Asa G.Candlar, had acquired total control of the Coca-Cola became a patented product in the United States.

Its popularly would not stay within the United States for long, though, because in the year of 1906, Cola-Cola was bottled in Cuba and in Panama. Bottling operations were soon start ed in Hawall the next year, then in the Phillipines, France, Belgium, Bermunda, Colombia, the Honduras, Italy, Mexico, Haiti, and Burma in later years. By the year of 1940, the famous soft drink was bottled in forty country.

THE BOTTLING SYSTEM

The day Coca Cola reach consumers and customer around the world through a vast distribution network made up of local bottling companies. These bottlers are locate around the world, and most are independent business. Using concentrates and beverages bases produced by the Coca Cola company, our bottling partners package and market products, distributes them to more than & million customer and more than 2 million vending machines around the world.

The Coca Cola Company is committed to assisting its bottlers with the function of an efficient bottling operation. Quality contract, ministered constantly by the company is necessary to produce high quality soft drinks.

TRADE MARKS
Our trademarks are our most valuable assets. The trademark Coca-Cola was registered with the U.S. patent and trademark office in 1893, followed by Coke in 1945 the unique contour bottle, familiar to consumers every when, way granted registration is a trademark by the U.S. patent and trademark office in 1977, in honor awarded to few other

31

packages. In 1982, the Coca Cola Company introduced Diet Coke is U.S. consumer marking the first extension of me companys most precious trademark to another product later years saw the introduction DP additional products bearing the Coca Cola name which now EMCON passes a powerful line of six Coal products. Today, the worlds favorite soft drink Coca Cola the world best known and most admired trademark; recognized by more than 90 percent of the world population.

PRODUCT ADVANCEMENT
In 1985, a new Cola emerged from laboratory research. Through internal evaluation and thousand by blind taste tests, consumer said they preferred it over both Coca Cola and its primary competition. As a result, in April 1985, the company proudly introduced the new taster of coke the first change in the secrete formula since my product way created in 1886.

The launch of Coke with the new taste took place in the United State and Canada. Consumer respected with an unprecedented and new famous out pouring of loyalty and offering for me original formula of Coca-cola returned & Coca-Cola classic. In 1986, Coca-Cola classic became and still remains, the nations top-selling soft drink.

MISSION OF THE COCA-COLA COMPANY

The mission of the Coca-Cola Company is to increase share-owner value over time. The company accomplished the mission by working with its business partners to deliver satisfaction and value to customers and consumers through a worldwide system of superior brands and services, thus increasing brand equity on a global basis.

GUIDING PRINCIPLES OF COCA-COLA INDIA

1) We will conduct ourselves and our business activities with the highest standards of honesty integrity and professionalism.

32

2) We will recognize the positive contributions that we make as individuals and team members to produce our business success. 3) We will encourage a learning environment where people can constantly grow, develop and contribute. 4) We will strive for excellence and seek continuous improvement in everything we do. 5) We will respect all stakeholders, including employees, partners and suppliers and instill them with a passion to deliver the highest quality goods and service. 6) We will foster initiative and creativity by empowering individual to attain welldefined objectives.

VISION OF COCA-COLA INDIA

Provide exceptional strategic leadership in the Coca-Cola India System-resulting in consumer and customer preference and loyalty, through Coca-Colas commitment to them, and in a highly profitable Coca-Cola Corporation branded beverages system.

MISSION OF COCA-COLA INDIA

Create consumer products, services and communication customer service and bottling system strategies, processes and tools in order to create competitive advantage and deliver superiors value to: Consumer as a superior beverage experience. Consumers as an opportunity to grow profit through the use of finished drinks. Bottlers as an opportunity to grow profits and volume.

33

Suppliers as an opportunity to make reasonable profits when creating real valueadded in an environment of system wide teamwork, flexible business system and continuous improvement.

Indian society in the form of a contribution to economic and socio development.

34

35

OBJECTIVE
To know about the employee welfare system in coca-cola To study the impact of welfare system on the performance of employees To study the satisfaction level of employees regarding welfare system of cocacola To know about the employee welfare system in coca-cola To study the impact of welfare system on the performance of employees

36

37

REVIEW OF LITERATURE
In a study by Rao et al. (1991) on Motivation and Job Satisfaction: An Empirical Examination on a sample of 300 respondents in a small scale industry showed that an insignificant percentage of employees were satisfied with their work (12 percent), majority of the employees were dissatisfied with their work (48.25 percent) and many of them preferred to remain neutral on this count (39.75 percent). Those who were satisfied with their work were working in a work environment that was somewhat better than the others and were handling jobs that were quite challenging. Those dissatisfied with their work found their jobs disinteresting, heavy and burdensome, laborious, and oppressive nature of work.

The study of Reddy and Rajendran (1993) on Organizational Commitment and Work satisfaction among Industrial Workers, attempted to determine the organizational commitment and work satisfaction of 200 workers in two public and private sectors. The findings of the study revealed that majority of the workers experienced high level of job satisfaction, while others experienced moderate and low level of job satisfaction.

Hague (2004) found that Indian academicians are deriving only a modest degree of job satisfaction and there seems to be a growing discontentment among teachers towards their job despite the different plans and programmes started for their benefit.

A study by Sharma and Jyoti (2006) titled Job Satisfaction Among School Teachers conducted on a random sample of 120 equally represented government and private school teachers in Jammu city (at primary and secondary school levels) revealed that the degree of job satisfaction secured by teachers is not high and the reason lies in insufficient pay. Unless the physical needs, which require money, are satisfied, an employee will not be tempted to achieve higher order needs.

Panda (2001) in the paper titled Job Satisfaction of Dotcom Employees - An Indian Experiment studied job satisfaction among a sample of 150 executives at various levels (from Managers to Vice Presidents) of dotcom companies, spread over six cities in India

38

- New Delhi, Mumbai, Calcutta, Bangalore, Hyderabad and Chennai. A majority of the respondents were satisfied with the job they were doing (73 percent), and a majority was also found to be dissatisfied with the company in which they are working (75 percent). The researcher further explained that the nature and content of the job is the driving force behind satisfaction, whereas apprehensions and operational problems leading to doubts about long-term survival of the company are indicators of dissatisfaction.

Rahad (1995) investigated factors related with job satisfaction in the article titled Factors Related with Job Satisfaction of Village Extension Workers in Training and Visit System. 240 village extension workers in the Amravati division of the Vidorabha region in Maharashtra State formed the sample of the study. Findings revealed that a majority of 109 the respondents were moderately satisfied about their job (70.42 percent), while the proportion of highly satisfied respondents was rather small (16.25 percent).

Maheshwari and Gupta (2004) in their study on Professional Satisfaction of Home Scientists Working in Krishi Vigyan Kendras of India measured the professional satisfaction of home scientists working in Krishi Vigyan Kendras of India. Their research was conducted in 170 Krishi Vigyan Kedras of India, with a sample of 90 training associates in home science. The findings of the study indicated that half of the training associates were satisfied with their profession, while a fairly large number (42.2 percent) were found partially satisfied. Only few training associates were in the category of high satisfaction (4.5 percent) and dissatisfaction (3.3 percent).

39

40

RESEARCH METHODOLOGY RESEARCH DESIGN

First, a secondary research was conducted, keeping in mind the topic of study, to gain a clear insight of the topic .For this, I consulted many books, manuals and theories. This helped me in designing and framing the right kind of questions. The proper design helped in selection of relevant questions for the study .The following questions was then proposed to be studied, under descriptive research which helped me in analysis.

SELECTION OF RESPONDENTS
Our respondents had attended the following training programmes. 1. ISO- 9000 awareness programme. 2. Workers Education Programme. 3. Supervisory Development Programme. We met only those participants who were working either in A shift, B, shifts or in General shift. To meet the participants who were in C shift, B shift or in General shift. To meet the participants who were in C Shift at that time, was not possible for us. (C Shift is from 11.30p.m. to 7.30 a.m.) We took interview of those with whom we could meet at work place. We took 30 interviews from participants and thereby filled Part -I Schedules. Alongwith which we took interview of D.Os. Internal Faculties, etc. by filling Part II Schedules.

DESCRIPTIVE METHODS
Tool is an instrument, which is used in all types of work. In this study our tool were two types of schedules. One schedule was used for the trainees or participants and another one was used for the Trainers, D.Os etc. As we had to evaluate the training. Just after framing the schedules, Pilot Study was conducted for the purpose of pre-testing. Then

41

both the schedules were finalized. we separately met both types of people and before taking interview, rapport was established for effective communication and coordination. During the interview, interviewees were observed and I also talked on some out- of topic matters so that interview became interest and interviewees showed their interest. We tried our best for cultivating such feelings among the interviewees that they and their performance of any such activities were not being questioned and the confidentiality would be secured. Analytical tools For the representation of analysis of the research various analytical tools like bar diagrams, pie charts and line graphs have been used; these analytical tools have really proved to be of great help for the purpose of study for which % (Percentage) method has also been utilized. SOURCES OF DATA Primary source Primary source of data collection is used under the study, questionnaire were prepared to conduct the study

Sample space Employees including executives and non-executives of Hindustan Coca Cola are distributed questionnaire. (100 questionnaires)

Secondary source Secondary source of data collection was done to gain a clear insight of the topic. The research was conducted from various books, journal, and manuals for conducting primary research.

The information was mainly obtained from three sources. a. PRIMARY DATA: Informal conversations were the source of information regarding the training methods already followed and identification of the training needs of the workers.

42

b. SECONDARY DATA: Information regarding the new methods that can be implemented was collected based on book research.

C. OTHER INFORMATION: other important data was collected from Internet, companies Websites and few search engines.

43

44

EMPLOYEE WELFARE DATA ANALYSIS & INTERPRETATION

1) Are employee welfare schemes necessary for an employee? Table No 1

Sl.No A B Total

Description Yes No

No. of Responds 90 10 100

% of Respondents 90% 10% 100%

Above the table presents the opinions of sample respondents on the statement that 90% employees are agreed YES and remaining 10% employees are not agreed NO that the employee welfare scheme necessary for an employee. Chart No 1

% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

Yes

No

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2)

Does the company provide the bus allowance?

Table No 2

Sl.No A B +Total

Description Yes No 0

No. of Responds

% of Respondents 0% 100% 100%

100 100

Above the table presents the opinions of sample respondents on the statement that 100% employees are disagreed No that the company provide bus facility for employee.

Chart No 2

% Respondents 120 100 100 80 60 40 20 0 0 Yes No % Respondents

46

3)

If not the company provide the vehicle allowance?

Table No - 3

Sl.No A B Total

Description Yes No

No. of Responds 100 0 100

% of Respondents 100% 0% 100%

Above the table presents the opinions of sample respondents on the statement that 100% employees are agreed yes that the company provide bus facility for employee. .

Chart - 3

% Respondents 120 100 100 80 60 40 20 0 0 Yes No % Respondents

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4)

How employees feeling about the organizational environment?

Table No - 4

Sl.No 1 2 3 Total

Description Good Average Poor

No. of Responds 20 50 30 100

% of Respondents 20% 50% 30% 100%

Above the table presents the opinions of sample respondents on the statement that 20% is good, 50 % is average and remaining 30% poor that the employees employee feeling about the organization. Chart 4

% Respondents 60 50 50 40 30 30 20 20 10 0 Good Average Poor % Respondents

48

5) Does the company provide quarter for all the employees?

Sl.No A B Total

Description Yes No

No. of Responds 80 20 100

% of Respondents 80% 20% 100%

Above the table presents the opinions of sample respondents on the statement that 80% employees are agreed Yes that the company provide bus facility for employee Chart 5

% Respondents 90 80 70 60 50 40 30 20 10 0 80

% Respondents 20

Yes

No

49

6)

Does the company give (or) issue bonus, incentives etc.. to motivate the employees

Sl.No A B Total

Description Yes No

No. of Responds 80 20 100

% of Respondents 80% 20% 100%

Above table presents the opinions of sample respondents on the statement that 80% Aged employees are not agreed and 20% of the are not agreed that the company gives (or) issue bonus incentives ect to motivate the employee Chart 6

% Respondents 90 80 70 60 50 40 30 20 10 0 80

% Respondents 20

Yes

No

50

7)

Were the employee welfare programs influence over the employee performance?

Sl.No A B Total

Description Yes No

No. of Responds 80 20 100

% of Respondents 80% 20% 100%

Above table presents the opinions of sample respondents on the statement that 80% Aged employees are agreed and 20% of the are not agreed that the employers welfare programs influence over the employee performance. Chart 7

% Respondents 90 80 70 60 50 40 30 20 10 0 80

% Respondents 20

Yes

No

51

8)

are the employee refreshment like Tea, Snacks should be providing?

Sl.No A B Total

Description Yes No

No. of Responds 90 10 100

% of Respondents 90% 10% 100%

Above table presents the opinions of sample respondents on the statement that 90% employees are agreed and 10% of they are not agreed that the employee refreshment like Tea, Snacks should be provide

Chart - 8
% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

Yes

No

52

9)

What do you feel about the quarter facility?

Sl.No 1 2 3 Total

Description Very much Satisfied Dissatisfied

No. of Responds 10 20 70 100

% of Respondents 10% 20% 70% 100%

Above table presents the opinions of sample respondents on the statement that 10% very much and 20% satisfied, 70% dissatisfied that the employee feel above the quarter facility. chart 9

% Respondents 80 70 60 50 40 30 20 10 0 Very much Satisfied Dissatisfied 10 20 % Respondents 70

53

10)

Does the company provide education facilities for the employees children? Table 10

Sl.No A B Total

Description Yes No

No. of Responds 90 10 100

% of Respondents 90% 10% 100%

Above table presents the opinions of sample respondents on the statement that 90% employees are agreed and 10% of the are not agreed that the company provides education facility for all employee children. Chart 10

% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

Yes

No

54

11)

How your satisfaction level you medical facility? Sl.No Description Very High Medium Low No. of Responds 20 30 50 100 % of Respondents 20% 30% 50% 100%

1 2 3 Total

From the above table, out of 100 sample respondents 20% of the employees feel very high, 30% of the employees feel medium and the remaining 50% of the employees felt dissatisfied. Chart - 11

% Respondents 60 50 50 40 30 30 20 20 10 0 Very High Medium Low % Respondents

55

12)

How is the drinking water facility? Table 12

Sl.No 1 2 3 Total

Description Good Better Poor

No. of Responds 20 30 50 100

% of Respondents 20% 30% 50% 100%

From the above table, out of the 100 sample respondents 20% of the employees feel good, 30% of them feel better and remaining 50% of the employees felt poor.

Chart - 12
% Respondents 60 50 50 40 30 30 20 20 10 0 Good Better Poor % Respondents

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13)

Are satisfied with the salary? Table 13

Sl.No 1 2 3 Total

Description Very much Satisfied Not Satisfied

No. of Responds 20 50 30 100

% of Respondents 20% 50% 30% 100%

From the above table out of the 100 sample respondents 20% of the employees feel very much, 50% of employees of the employees feel satisfied and the remaining 30% of the employees feel not satisfied. Chart 13

% Respondents 60 50 50 40 30 30 20 20 10 0 Very much Satisfied Not Satisfied % Respondents

57

14)

Is/are training program useful for you In your company ?

Table 14

Sl.No A B Total

Description Useful Not useful

No. of Responds 90 10 100

% of Respondents 90% 10% 100%

Above table presents the opinions of sample respondents on the statement that 90% employees are useful and 10% of the employees are not use ful that the training programs are useful for you in your company.

Chart 14

% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

Yes

No

58

15)

The organization encouraging potentiality of the employee through some

education facilities like games. Cultural programs etc..

Table 15

Sl.No A B Total

Description Yes No

No. of Responds 90 10 100

% of Respondents 90% 10% 100%

Above table presents the opinions of sample respondents on the statement that 90% employees are agreed and 10% of the employees are not agreed that the

organization encouraging potentiality of the employee though some education facility like games, cultural programs.

Chart 15

% Respondents 100 90 80 70 60 50 40 30 20 10 0 90

% Respondents

10

Yes

No

59

16)

How do you feel about the organizational encouragement through cultural

programs and games?

Table - 16

Sl.No 1 2 3 Total

Description Satisfied Somewhat satisfied Not satisfied

No. of Responds 20 50 30 100

% of Respondents 20% 50% 30% 100%

Above table presents the opinions of sample respondents on the statement that 20% satisfied 50% somewhat satisfied 30% not satisfied that the feel about the organization encouraging though some cultural programs and games. Chart 16

% Respondents 60 50 40 30 20 10 0 Satisfied some what satisfied Not satisfied 20 30 % Respondents

50

60

17)

How do rate security measures of the organization in various departments? Table 17

Sl.No 1 2 3 Total

Description Good Average Poor

No. of Responds 30 50 20 100

% of Respondents 30% 50% 20% 100%

Above table presents the opinions of sample respondents on the statement that 30% good 50% average 20% poor that the rate security measures of the organization in various deportments. Chart 17

% Respondents 60 50 50 40 30 30 20 20 10 0 Good Average Poor % Respondents

61

18)

How is the employer-employee relationship in the organization? Table 18

Sl.No 1 2 3 Total

Description Good Average Poor

No. of Responds 30 50 20 100

% of Respondents 30% 50% 20% 100%

Above table presents the opinions of sample respondents on the statement that 30% good 50% average 20% poor employee employee realization ship in the organization. Chart 18

% Respondents 60 50 50 40 30 30 20 20 10 0 Good Average Poor % Respondents

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19)

What do you feel about the library?

Table 19

Sl.No 1 2 3 Total

Description Good Average Poor

No. of Responds 10 50 40 100

% of Respondents 10% 50% 40% 100%

Above table presents the opinions of sample respondents on the statement that 10% good 50% average 40% poor that you feel about the library.

Chart 19

% Respondents 60 50 50 40 40 30 20 10 10 0 Good Average Poor % Respondents

63

20)

To which percentage the welfare facilities are providing?

Table 20

Sl.No 1 2 3 Total

Description 20-40 40-60 60-100

No. of Responds 20 60 20 100

% of Respondents 20% 60% 20% 100%

From the above table out of the 100 sample respondents 20% of the employees feel 20-40, 60% of employees of the employees feel 40-60 and the remaining 20% of the employees feel 60-100. Chart 20

% Respondents 70 60 50 40 30 20 10 0 20-40 40-60 80-100 20 20 % Respondents

60

64

65

CONCLUSION
Organization welfare facilities & Programs good More number of the Employees satisfied with the Fringe benefits. Medical Facilities to the Employees in the organization somewhat good. Drinking Water Facilities Good. 70% of the Employees were satisfied with the salary provided by the company. Training programs were useful to the employees. Rest Rooms / Shelter Facilities are good. Employees satisfaction about provident fund & Gratuity average. Employees want more improvement in welfare programs and facilities. Employee relationship with management is good. Compensation for accidents to the Employees Average.

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SUGGESTIONS
In my opinion more number of Employees was satisfied by the welfare measures provided by the company. Remaining of the employees was not satisfied. They suggested further improve welfare activities. In the organization more number of Employees was satisfied with the Fringe benefits. Increase the Fringe benefits remaining employees also feel Satisfy. Organization provided medical facilities to the employees.

65% of the

employees satisfied. Remaining 35% employees some what satisfied. So provide the more medical facilities to the Employees. Drinking water facilities good continue this type of water facilities. Majority of employees are satisfied with the Training activity. Hence I can found maximum satisfaction. Some of the employees suggested for further improvements. Organization should improve the Educational facilities to the children as well as increase provident fund gratuity. More number of the employees is satisfied with work environment. Remaining of the employees want to change in work environment. 50% of Employees are not totally convinced about compensation for accidents company need to take a steps to win there confidence.

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68

QUESTIONNAIRE
Employee Name: Designation : Department:

1)

Are employee welfare schemes necessary for an employee? a) ) Yes b) No (

2)

Does the company provide the bus allowance? a) ) Yes b) No (

3)

If not the company provide the vehicle allowance? a) Yes b) No ( )

4)

How employees feeling about the organizational environment? a) Good b) Average c) Poor ( )

5)

Does the company provide quarter for all the employees? a) Yes b) No ( )

6)

Does the company give (or) issue bonus, incentives etc.. to motivate the employees a) Yes b) No ( )

7)

Were the employee welfare programs influence over the employee performance? a) Yes b) No ( )

8)

are the employee refreshment like Tea, Snakes should be providing? a) Yes b) No ( )

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9)

What do you feel about the quarter facility? a) Yes b) No ( )

10)

Does the company provide education facilities for the employees children? a) Yes b) No ( )

11)

How your satisfaction level you medical facility? A. Good B. Average

C. Poor

12)

How is the drinking water facility? A. Good B. Average

( C. Poor

13)

Are satisfied with the salary? A. Good B. Average

( C. Poor

14)

Is/are training program useful for you in your company? a) Yes b) No ( )

15)

The organization encouraging potentiality of the employee through some education facilities like games. Cultural programs etc.. A. Yes B. No

16)

How do you feel about the organizational encouragement through cultural programs and games? A. Good B. Average ( C. Poor )

17)

How do rate security measures of the organization in various departments? ( A. Good B. Average C. Poor )

18)

How is the employer-employee relationship in the organization?

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A. Good

B. Average

C. Poor (

19)

What do you feel about the library? A. Good B. Average

( C. Poor

20)

To which percentage the welfare facilities are providing? A) 20-40 B) 40-60

C) 60-100

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BIBLIOGRAPHY
Hindustan Coca Cola Beverages Pvt. Ltd. Intranet Services. VSP RAO (TEXT BOOK) BUSINESS TODAY (MAGAZINE) www.hradvice.com www.human-resources.careerbuilding.com

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