Model Report

CONTENTS
CONTENTS
CHAPTER TITLE PAGE NO.

1.1 Introduction . 1
1.2 Company Profile. 10
1 1.4 Review of Literature. 25
1.5 Objective of the Study. 31
1.7 Scope of the Study. 32
1.8 Limitations of the Study. 33
2.1 Research methodology. 34
2 2.2 Types of Research . 36
2.3 Research design 37
2.4 Data collection method 40
2.5 Sampling Technique. 41
2.6 Data Analysis Tools. 43
3.1 Data Analysis and Interpretation. 44
3.2 Findings. 72
3
3.3 Suggestions. 74
3.4 Conclusion. 75
Bibliography
Questionnaire
TABLE PAGE
NUMBER PARTICULAR NUMBER
44
3.1 Respondents age
45
3.2 Respondents Gender
46
3.3 Respondents marital status
47
Respondents qualification
3.4
48
3.5 Respondents experience
49
3.6 Salary level of the respondents
50
3.7 Opinion on welfare measures
51
3.8 Satisfaction of the work atmosphere
52
3.9 Satisfaction of welfare measures provide by the
organization
53
3.10 To provided the residential quarters
54
3.11 To provided the canteen facilities
55
Respondents opinion of salary and compensation provided
3.12
the organization.
56
3.13 Present employee-employer communication system.
LIST OF TABLE
3.14 Satisfaction With job securities provided by the organization 57
3.15 Respondents opinion about working conditions. 58
3.16 Opinion about salary/wages matching with their qualification. 59
60
3.17 Opinion about motivation provided by the organization
3.18 61
Recreation facilities provided by the organization
3.19 62
Transport facilities provided by the organization.
3.20 63
Loans and advances provided by the organization.
3.21 Satisfaction of development programme provided by the 64
organization.
3.22 Employee participation in the decision making process 65
provided by the organization.
3.23 Opinion about retirement benefits. 66
3.24 Education provided to the organization. 67
3.25 Equipments provided by the organization are safe and free 68

from accidents.
3.26 Reward system prevailing in the organization. 69
3.27 Job securities provided to the organization. 70
3.28 Attitude towards the organization. 71

LIST OF CHART
TABLE PAGE
NUMBER PARTICULAR NUMBER
44
3.1 Respondents age
45
3.2 Respondents Gender
46
3.3 Respondents marital status
47
Respondents qualification
3.4
48
3.5 Respondents experience
49
3.6 Salary level of the respondents
50
3.7 Opinion on welfare measures
51
3.8 Satisfaction of the work atmosphere
52
3.9 Satisfaction of welfare measures provide by the organization
53
3.10 To provided the residential quarters
54
3.11 To provided the canteen facilities
55
Respondents opinion of salary and compensation provided the
3.12
organization.
56
3.13 Present employee-employer communication system.
57
3.14 Satisfaction with job securities provided by the organization.
3.15 58
Respondents opinion about working conditions.
3.16 Opinion about salary/wages matching with their qualification. 59
60
3.17 Opinion about motivation provided by the organization
3.18 61
Recreation facilities provided by the organization
3.19 62
Transport facilities provided by the organization.
3.20 63
Loans and advances provided by the organization.
3.21 Satisfaction of development programme provided by the 64
organization.
3.22 Employee participation in the decision making process 65
provided by the organization.
3.23 Opinion about retirement benefits. 66
3.24 Education provided to the organization. 67
3.25 Equipments provided by the organization are safe and free 68

from accidents.
3.26 Reward system prevailing in the organization. 69
3.27 Job securities provided to the organization. 70
3.28 Attitude towards the organization. 71

CHAPTER I
INTRODUCTION
CHAPTER-1
1.1. INTRODUCTION OF THE STUDY
MEANING OF WELFARE MEASURES:
Labor Welfare is a term which must necessarily be elastic, bearing a somewhat

different interpretation in one necessary country from another, according to the different
social customs, the degree of industrialization and educational level of the workers.
Welfare means faring (or) doing well. It is a comprehensive term, and refers to the
physical, mental, moral and emotional well-being of an individual.
Trade unions and governmental and non-governmental agencies. It is rather
difficult to define the term labour welfare precisely because of the relatively of the
concept. 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,
DEFINITION OF WELFAREMEASURES:
According to the committee on labor welfare, welfare services should mean:
Such services, facilities, and amenities s adequate canteens, rest and recreation
facilities, sanitary and medical facilities, arrangements for travel to and from place of
work, and for the accommodation of workers employed at a distance from their homes;
Such other services amenities and facilities, including social security measures, as
contribute to the conditions under which workers are employed.
MERITS AND DEMERITS OF WELFARE MEASURES:
It is desirable to recollect the service of a typical worker in the context.

His/Her labour helps dig and haul coal from the depth of the earth.
To fetch and refine oil, to build dams and reservoirs, to lay pipes, canals railway
lines and roads.
His/Her actions and interactions within the industrial framework will have a great
impact and influence (or) industrial development.
Welfare facilities tend to make the worker happy, cheerful and confident looking.
Welfare may not directly increase productivity, but it add to general feelings of
satisfaction with the company and cut down labor turnover.
MAIN FEATURES:
1) It is the work which is usually undertaken within the promises (or)

in the
vicinity of the undertakings for the benefit of the employees and the members
of their families.
2) The purpose of providing welfare amenities is to bring about the
development of
the whole personality of the worker his social, psychological, economic,
cultural and intellectual development to make him a good works. A good
citizen of a good member of the family.
SCOPE OF WELFARE WORK:
Conditions of work environment

Workers health services
Labor welfare programme
Labor s economic welfare programme
General welfare wor
TECHNIQUES OF LABOR WELFARE WORK:
The welfare work is contingent on the efficiency of labor and on the

kind of techniques employed for the purpose.
The employment of techniques his an art and no hard and fast rule can
be laid down for it.
At the outside, it must be stated the, for the purpose of welfare work, the
lanourer and his family need to be treated as 1 unit, whiled respectives
needs of each have also to be kept in mind.
LABOR WELFARE ACTIVITIES UNDERTTAKEN BY THE

ORGANISATIONS.
Certain facilities are provided at the site of work itself, such as subsidized
canteens, crches, medical facilities.
Some facilities relate ti the economic needs of workers such as co-
operative credit societies, consumers co-operative stress, staff
benefitfunds, the educational assistance to workers children.
TYPES OF WELFARE ACTIVITIES:
1) Welfare measures inside the work place, and

2) Welfare measures outside the work place.
WELFARE MEASURES INSIDE THE WORKPLACE:
Conditions of the work environment

Conveniences
Workers health services
Women and child welfare
Workers Recreation
Employment follow-up
Economic services
Labour management participation
Workers education
WELFARE MEASURES OUTSIDE THE WORKPLACE:
Housing bachelors quarters. Family residences. according to types

and rooms.
Water, Sanitation, waste disposal.
Roads , lighting, parks, recreation playgrounds.
Schools, nursery, primary, secondary and high school.
INTRA - MURAL FACILITIES
EXTRA- MURAL FACILITIES
WELFARE FACILITIES BY THE GOVERNMENT
WELFARE ACTIVITIES BY THE TRADE UNIONS
WELFARE WORK BY THE VOLUNTARY

AGENCIES.
THE FACTORIES ACT, 1948:
The welfare amenities provided under the act are given below:
Washing facilities.
Facilities for storing and dry clothing.
Sitting facilities for occasional rest for workers who are obliged to
work standing.
First- aid boxes (or) clipboards- one for every 150 workers and
ambulance facilitation, it there are more than 500 workers.
Canteens if employing more than 250 workers.
Canteens if employing more than 30 women.
THE MINES ACT, 1952 THE MINES ROLES

THE PLANTATIONS LABOUR ACT, 1951
THE MOTOR TRANSPORT WORKERS ACT, 1961
THE CONTACT LABOUR (REGULATION AND ABOLITION)ACT, 1970
THE MERCHANT SHIPPING ACT, 1958
DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961
INTER STATE MIGRANT WORKMEN (REGULATION OF EMPLOYMENT
AND CONDITIONS OF SERVICE)ACT,1979
LABOUR DEPARTMENT:
Labour Welfare Sector aim at improving the working conditions, maintenance

of better Industrial relations, strict enforcement of Labour Laws and launching of welfare
activities for the benefit of industrial workers and their families. The Labour department
implements about 29 labour legislations with the objective of providing not only
monetary benefit like minimum wages, overtime, bonus etc to the workers but also to
ensure their health and safety during the course employment. The list of the Labour
Legislations implemented by this department is as under:
The Industrial Disputes Act, 1947

The Industrial Employment (SO) Act, 1946
The Factories Act, 1948
The Delhi Shops & Establishment Act, 1954
The Workmen Compensation Act, 1923
The Minimum Wages Act, 1948
The Payment of Wages Act, 1936
The Motor Transport Workers Act, 1961
The Equal Remuneration Act, 1976
The Payment of Bonus Act, 1965
The Trade Union Act, 1926
The Electricity Act, 2003
The Indian Boilers Act, 1923
The Payment of Gratuity Act, 1972
The Sales Promotion Employees (Conditions of Service) Act. 1976
The working Journalists (Condition) Service & Miscellaneous Provision
Act,1955
The Child Labour (Prohibition & Regulation) Act, 1986
The Contract Labour (R & A) Act, 1970
The Punjab Industrial Establishment (Casual, Sick Leave & Festival) Act (as
extended to Delhi)
The Bombay Lift Act, 1939 (as extended to Delhi)
The Maternity Benefit Act, 1961
The Bombay Labour Welfare Fund Act, 1953 (as extended to Delhi)
The Regulation for Licensing and Controlling place of Amusement and
Performance for Public Amusement Act. 1980(other than cinematography)
The Inter State Migrant Workers (RE&CS) Act, 1979
The Bombay Smoke Nuisance Act.
The Labour Laws (Exemption from furnishing returns and maintaining
register by certain establishment) Act, 1988.
The Building and Other Construction Workers (R E & C S) Act, 1996
The Building and Other Construction Workers Welfare Cess Act, 1996
159
There are also some labour laws which are implemented by other departments as follows:
The Bonded Labour (System) Abolition Act, 1976 (by office of Divisional
Commissioner/Deputy Commissioner)
The Employees State Insurance Act, 1948 (by DHS)
Employees Provident Fund Act, 1952 (by Provident Fund Commissioner)
To handle these Legislations and increased economic activities with ease, responsibilities
of the Labour Department are as follows: Enforcement of Labour Legislation
Conciliation of Industrial Disputes.
Maintenance of Industrial Peace and Harmony.
Measures for safety, health and welfare of labour.
Aims at improving the living standard of the workers, particularly the Industrial
workers. The schemes are included for the improvement of the working
conditions of the workers, better industrial environment, proper enforcement of
the labour laws and welfare programmes.
The Delhi Labour Welfare Board and the Building and Other Construction
workers Welfare Board have been constituted to identify and implement various
welfare activities for the workers engaged in organized as well as unorganized
sector.
LABOUR WELFARE PROVISIONS:
Chapter v of the act provides for welfare facilities. Specifically, the act provides
for adequately screened washing facilities for the use of male and female workers.
WELFARE FUNDS:
In order to provide welfare facilities to the workers employed in mica, iron- ore,
manganese ore and beedi rolling, welfare funds have been established to supplement
the efforts of employers and the state governments under respective enactment. The
funds have been credited by levy of less on production, consumption (or) export of
mineral, and in the case of beedi rolling, on the number of sticks rolled. The funds are
used to provide medical facilities, housing, drinking water, schooling, recreative, and to
forth.
APPROACHES TO LABOUR WELFARE:
Approaches to employee welfare refer to the beliefs and attitudes held by

agencies which provide welfare facilities. Some agencies provide welfare facilities
inspired by religious faith, others as a philanthropic duty and the like.
ADMINISTRATION OF WELFARE FACILITIES:
1) Welfare policy
2) Organization for welfare
Trend analysis
Opinion survey
The DISBURSED SCOPES, ITEMS AND RATIOS OF EMPLOYEES WELFARE

FUND:
The disbursed scopes, items and ratios of the employees' welfare fund are given
in accordance with Paragraph 1, Article 7 of Employees' Welfare Fund Act as follows:
The disbursed scopes and items:
WELFARE BENEFITS:
Wedding, funeral, bearing benefits for injury and disease, emergency aid and
loan, disaster assistance etc.
EDUCATIONAL GRAINTS:
Subsidies for employees' advanced study and educational fees for their
children etc.
RECREATION ACTIVITIES:
Culture and health activities, group activities, tourism and recreation facilities etc.
OTHER WELFARE ITEMS:
Festival grants, interests subsidy for the housing loan, employees' deposit
insurance, purchasing house with employee deposit, child-care and spouse dependants
subsidies, retired employees' benefits and other benefits etc.
REVIEW OF LITERATURE
1.3. REVIEW OF LITERATURE
LABOR WELFARE:
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. 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.
CONCEPT:
Labor Welfare may be viewed as a total concept, as a social concept, and a

relative concept. The total concept is a desirable state of existence involving the physical
mental, moral and emotional well-being.These four elements together constitute the
structure of welfare, on which its totality is based.
The social concept, welfare measures implies the welfare of man, his family and
his community. All of three aspect, are interralated and work together in a three-
dimensional approach.
The relative concept, of welfare implies that welfare is relative in times and place.
It is a dynamic and flexible concept and hence its meaning and content differ from time
to time, region to region, industry to industry and country to country, depending upon the
value system, level of educational, social customs, and degree of industrialization, and
general standard of the social- economic development of people. Labour welfare implies
thw setting up of minimum desirable standard and provides facilities like health, food,
clothing, housing, medical assistance, education, insurance, job security, recreation etc.
such facilities enable the worker and his family to lead a good work life, family life and
social life. Labor welfare also operates to neutralize the harmful effects of large-scale
industrialization and urbanization.
DEFINITION:
The oxford dictionary labor welfare as efforts to make life with worth living for
a workmen chambers dictionary defers welfare as a state of facing (or) doing well
freedom from clamity enjoyment of health, prosperity, etc.
In the words of R.R.Hopkins, welfare is fundamentally as attitude of mind in the

part of management influencing the method which by management activities are
undertaken obviously the emphasis here is on the attitude of mind.
E.S proud definition welfare works as voluntary efforts in the part of employers
to improve the existing industrial system and condition of thew employment in their own
factories.
SOCIAL SECURITY
The connotation of the termsocial security varies from country to country with
different political ideologies.
Medical care
Sickness benefit
Unemployment
Old age
Employees injury
Family
Maternity
Invalidity
Survivors
In socialist countries, avowed goal is complete protection to every citizen form
the cradle to the ideologies.
Social security may be two types.
1) Social assistance under which the state finances the entire cost of the
facilities and benefits provided.
2) Social insurance, under the take organizes the facilities financed by
contributions from the workers and employees with (or) without a subsidy
from the state.
Social securities in india:
At present both types, at social securities schemes, all envogue in our

country. Among the social assistance scheme all the most employees.
The social insure mental, which has gained much under acceptance man
the social assists method.
APPRAISAL OF WELFARE SERVICES:
One of the main obstacles in the effective enforcement of the her provision
of the factories act has been the quantitative and qualitative in adequacy of
the inspection staff.
Women workers do not make use of crche facilities either because they
are dissuaded by the management to bring their children with them (or)
because they have to face transport difficulties.
At present, the labor welfare officers is not able to enforce laws
independently because ha has to work under the pressure of management.
STATUTORY WELFARE SCHEMES:
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements aretobeprovided.
3. 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.
4. 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.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.
6. 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.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
8. 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.
9. 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.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
NONSTATUTORYSCHEMES:
Many non statutory welfare schemes may include the following schemes:
1.Personal Health Care (Regular medical check-ups): Some of the companies

provide the facility for extensive health check-up
2.Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life needs
3.Employee Assistance Programs: Various assistant programs are arranged like

external counseling service so that employees or members of their immediate family
can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind,

guidelines are provided for proper action and also for protecting the aggrieved
employee.
5.Maternity & Adoption Leave Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
6.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.
7.Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in
the organization.
FAMILY WELFARE:
The welfare funds are raised by government by imposing cess on manufactured

beedis, feature films, export of mica, consumption of limestone & dolomite and
consumption and export of iron ore, manganese ore & chrome ore. An explanation of the
cess levied under different legislations is given below:
Beedi Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise
duty on manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured
beedis. This is presently Rs 2 per 1000 beedis with effect from 28th June 2000.
The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate
not being less than one thousand rupees and not exceeding twenty thousand
rupees, on every feature film submitted to the Chairman, Central Board of Film
Certification. This is Rs 20000 per feature film of Hindi and English and for
regional films it is Rs 10000 per film with effect from 20th April 2000.
The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act,
1976 provides for levy and collection of cess on Iron Ore, Manganese Ore &
Chrome Ore between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/-
respectively.
The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy
and collection of cess on Limestone and Dolomite as a duty of excise at such rate
not exceeding one rupee per metric tone of limestone & dolomite. The rate of cess
on Limestone and Dolomite is Re.1/- with effect from 27th December 2000.
Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of
cess on all mica exported as duty of Customs not exceeding 6.25% ad valorem.
This is 4.5% ad valorem on export with effect from 1st November 1990.
OBJECTIVES
1.4. OBJECTIVES OF THE STUDY
Labor welfare has the following objectives:
* To provide better life and health of the workers conditions in NLC.
* 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 welfare measures are in addition to regular wages and

other economic benefits available to workers due to legal provisions and
collective bargaining.
* To labor welfare schemes are flexible and ever-changing. New welfare

measures are added to the existing ones from time to time.
* To welfare measures may be introduced by the employers, government,

employees or by any social or charitable agency.
SCOPE
1.5. SCOPE OF THE STUDY
This project titled a study on labor welfare measures in Neyveli

Lignite
Corporation limited is a study done particularly at the corporate office
of NLC LTD.
The total workforce of the organization was around 20,000

consisting oindustrial workers, technicians, operators, office, staff,
secretaries, field staff, technical executives and non- technical executives,
managers.
The corporation comprises six major production units viz., Mine-1,

Mine-2,thermal power station-1,thermal power station-2,expansion and
thermal power station-2.
Almost all the officers are situated in the industrial promises, with a
sample size Of eighty respondents, who are employees of NLC.
This study further will be useful for the origin analyzing the perception
or opinion of employees with respect to the welfare measures provided to
them in Neyveli Lignite Corporation Ltd.
LIMITATION
1.6. LIMITATIONS OF THE STUDY
The sample size of the study, which consists of 100 employees, cannot be
generalized and applied for general public.
Opinions are dynamic; hence, the results of the study based on these opinions
are likely to differ.
The above- mentioned study is carried out in only the particular company and
so the observations and results are not applicable for any other companies.
The result also depend upon the integrity of respondents in giving true and
fair opinion and their level of knowledge in the subject under study.
Data of similar companies were not available for comparison.
The workforce of the company is too large and hence all of them could not be
contacted for views and opinions on the research topic.
CHAPTERII
RESEARCH
METHODOLOGY
CHAPTER- 2
2.1. RESEARCH METHODOLOGY
INTRODUCTION:
Methodology is a plan of action for a research project and explains in

detail how data is collected, analysis and presented. So that they will provide meaningful
Information. This section is to give enough background on the technical aspects of the
study to allow the reader to appraise the quality of the information obtained.
RESEARCH DEFINITION:
Research is a combination of both experience & reasoning and must be

regarded as the most successful approach to the discovery of truth (national sciences).
RESEARCH TECHNIQUES:
Behaviour and instruments used in research operations.
Ex: scales, longitudinal/ cross sectional
BENEFITS OF RESEARCH METHODOLOGY:
Advancement of wealth of human knowledge.
Helps to understand the researcher as a user of library.
Enables critical evaluation of literature.
Develops special interests& skills.
Creates awareness of special needs of research process.
Facilities reference and information service.

RESEARCH PROCESS:
Selection and formulation of research problem
Literature survey
Level of working hypothesis
Research design
Sampling strategy (or) sample design
Pilot (quick & dirty) study
Data collection
Processing and analysis of data
Testing of hypothesis
Interpretation & generalization
Preparation of the report

TYPES OF RESEARCH
2.2 TYPES OF RESEACH
Five types of research as follows:
a. Descriptive survey research
b. Applied research
c. Quantitative research
d. Qualitative research
e. Empirical research.
Descriptive survey research:
Surveys and fact finding enquiries
No control over variable
Try to discover causes (i.e. example-post facto)

RESEARCH DESIGN
2.3. RESEARCH DESIGN
Research design is the plan, structure and strategy of investigation.

Conceived, so as to obtain answer, to research questions. QuestionnarieResearch design
was adopted in this project work. Since, the investigator wants to know about the
consumer perception and opinion.
DATA USED:
` Collection of information is called as data. Data is of two types
1. Primary data and
2. Secondary data
Primary data:
Primary data are those which are colleted a fresh and for the first time ,and
thus happen to be original in character. Under primary method of dat collection several
methods are available . For this project study questionnaire method is used.
Secondary data:
The secondary data are those which have already been collected by
someone else and which have already been passed through staticial process. Secondary
data may be published or unpublished data. Secondary data collection method consist of
1) Various publication of central,state or local government
2) Various publications of foreign government or of international bodies

and their subsidiary organization.
3) Books,magazines and reports
4) Reports and publications of various association connected with

business and industry, bank,stock exchanges etc.
For the project study following secondary data is used.
1 Company profile
2 Previous reports
INSTRUMENT USED:
The questionnaire was found to be the suitable research instrument to

collect the primary data from the employees. The types of questionnaire used are
structured and undisguised. Following are types of questions used in the questionnaire.
Direct questions
SAMPLE UNIT:
Research carried out among the various units/plants of Neyveli

Corporation Limited, Neyveli.
SAMPLE UNIT (N):
90 samples were randomly selected from the workers of various

units/plants of Neyveli Corporation Limited, Neyveli.
SAMPLE METHOD:
Simple random sampling method was to select the sample from the
population.
SAMPLE CONTACT METHOD:
The data were collected from population of selected.

AREA OF THE STUDY:
The area of the study was various units/plants of Neyveli lignite

Corporation Limited, Neyveli.
PERIOD OF THE STUDY:
Survey was collected during the period of 2 months.
STATISTICAL TOOLS USED:
The following tools and techniques have been used for the statistical
analysis of randomly selected data.
Percentage Analysis
Percentage analysis method:
The percentage analysis was used to find the percentage of each category.
Various tables and charts were drawn for easy representation.
Percentage analysis = [number of respondents / sample size]*100

DATA COLLECTION
METHOD
2.4. DATA COLLECTION METHODS
PRIMARY DATA COLLECTION:
In primary data collection, you collect the data yourself using methods such as
interviews and questionnaires. The key point here is that the data you collect is unique to
you and your research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods
Questionnaires
SECONDARY DATA COLLECTION:
All methods of data collection can supply quantitative data (numbers, statistics or
financial) or qualitative data (usually words or text). Quantitative data may often be
presented in tabular or graphical form. Secondary data is data that has already been
collected by someone else for a different purpose to yours. For example, this could mean
using:
Data collected by a hotel on its customers through its guest history system
Data supplied by a marketing organization
Annual company reports
Government statistics.
SAMPLING TECHNIQUES
2.5. SAMPLING TECHNIQUES
Types of sample
Generally, two types of samples are used in marketing research, viz.,

Probability Sample.
Non-Probability Sample.
Sampling
Sampling is that part of statistical practice concerned with the selection of an

unbiased or random subset of individual observations within a population of
individuals intended to yield some knowledge about the population of concern,
especially for the purposes of making predictions based on statistical inference.
Sampling is an important aspect of data collection.
Sampling is the process of selecting units (e.g., people, organizations)
Sampling Design
A sample design is a definite plan for obtaining a sampling from the sampling
frame. It refers to the technique or the procedure the researcher would adopt in
selecting units from which inferences about the population is drawn.
Sampling design is determine before any data are collected.
Population
Population in statistics means the whole of the information which come under
purview of statistical investigation. A population may be finite according as the
numbers of individuals in it are finite in the organization. The population size is 90 in
the organization.
Sample
A sample is a part of the population selected from the study. The

selection of a group of individuals or items from a population in
such a way that this group represents the population is called sample.
The sample size taken for the study is 90.
Sample size
The sample size was 90 employees through the questionnaire method.

90 employees are surveyed at NEYVELI LIGNITE LTD.
Sampling method.
The HR team who is involved in the recruitment process was considered

as a sample for the study. The sample size was 90.
DATA ANALYSIS TOOLS
2.6 DATA ANALYSIS TOOLS.
The methods followed for the analysis and interpretation of data are:
Percentage Analysis
PERCENTAGE METHOD:
Percentage refers to a special kind of ratio. It is used to make comparison between

two or more series of data. They can be used to compare the relative items, the
distribution of two or more series of data, since the percentages reduces every thing to a
common base and there by allow meaningful comparisons to be made.
PERCENTAGE NO OF RESPONDENTS
= ____________________ x 100
FORMULA TOTAL RESPONDENT
CHAPTERIII
3. DATA ANALYSIS AND
INTERPRETATION
CHAPTER-3
DATA ANALYSIS AND INTERPRETATION
TABLE NO: 3.1
TABLE REGARDING RESPONDENTS AGE
AGE NO.OF RESPONDENTS PERCENTAGE
25-35 Years 10 11.11
35-45 Years 40 44.44
46&ABOVE 40 44.44
TOTAL 90 100
SOURCES: PRIMARY DATA
CHART NO: 3.1
CHART REGARDING RESPONDENTS AGE
40% 40%
40%
20% 25-35 YEARS

10%
35-4TR5 YEARS
0%
25-35 35-4TR5
YEARS YEARS
46& ABOVE 46& ABOVE
INFERENCE:
The above table indicates that out of 90 respondents, 44.44 percent of the respondents
are belonging to the age group of above 46 years, 44.44 percent of them are belonging to
the age group of 35-45 years and 11.11 percent of the respondents are belonging to the
age group of 25-35 year.
TABLE NO: 3.2
TABLE REGARDING RESPONDENTS GENDER
GENDER NO.OF RESPONDENTS PERCENTAGE
Male 6O 66.66
Female 30 33.33
TOTAL 90 100
CHART NO: 3.2
CHART REGARDING RESPONDENTS GENDER

60%
70%
60%
50%
30%
40%
MALE
30% FEMALE
20%
10%
0%
MALE FEMALE
INFERENCE:
are male and 33.33 percent of the respondents are female.
TABLE NO: 3.3
TABLE REGARDING RESPONDENTS MARITAL STATUS
MARITAL STATUS NO.OF RESPONDENTS PERCENTAGE
Married 78 86.66
Unmarried 12 13.33
TOTAL 90 100
CHART NO: 3.3
TABLE REGARDING RESPONDENTS MARITAL STATUS
78%
80%
70%
60%
50%
40% MARRIED
30% UNMARRIED
12%
20%
10%
0%
MARRIED UNMARRIED
INFERENCE:
The above table is indicates that out of 90 respondents, 86.66 percent of the respondents
are married,13.33 percent of the respondents are unmarried
TABLE NO: 3.4
TABLE REGARDING RESPONDENTS QUALIFICATION
QUALIFICATION NO.OF RESPONDENTS PERCENTAGE
Below graduate 10 11.11
Graduate 30 33.33
Post graduate 47 52.22
Diploma 3 3.33
TOTAL 90 100
CHART NO: 3.4
CHART REGARDING RESPONDENTS QUALIFICATION
60%
40% DIPLOMA
47% POST GRADUATE
20% 30%
GRADUATE
10% 3%
0% BELOW GRADUATE
BELOW GRADUATE POST DIPLOMA
GRADUATE GRADUATE
INFERENCE:
qualification is below graduate, 433.33percent of them are graduates, 52.22 percent of
the respondents are post graduates and 3.33percent of the respondents are diploma
holders.
TABLE NO: 3.5
TABLE REGARDING RESPONDENTS EXPERIENCE
EXPERIENCE NO.OF RESPONDENTS PERCENTAGE
Below 10 years 5 5.55
10-20 years 60 66.66
More than 20 years 25 27.77
TOTAL 90 100
CHART NO: 3.5
CHART REGARDING RESPONDENTS EXPERIENCE
0 5%
25%
BELOW 10 YEARS
10-20 YEARS
MORE THAN 20 YEARS
60%
INFERENCE:
have more than 20 years experience, 66.66 percent of the respondents have 10-20 years
experience, and only 5.55 percent of them have below 10 years experience.
TABLE NO:3. 6
TABLE REGARDING SALARY LEVEL OF THE RESPONDENTS
MONTHLY NO.OF RESPONDENTS PERCENTAGE

INCOME
Below 20000 35 38.88
25000-35000 45 50
35000-45000 10 11
TOTAL 90 100
CHART NO: 3. 6
CHART REGARDING SALARY LEVEL OF THE RESPONDENTS
10% 0 BELOW 20000

35%
BELOW 20000
45%
25000-35000
35000-45000
INFERENCE:
The above table shows that out of 90 respondents, 38.88 percent of

the respondents getting below 20000 salary level, 50 percent of them are
25000-35000 salary level, and 11 percent of the respondent are getting
5000-45000 salary.
TABLE NO: 3.7
TABLE REGARDING RESPONDENTS OPINION ON WELFARE
MEASURES
VARIABLES NO.OF RESPONDENTS PERCENTAGE
YES 79 87.77
NO 11 12.22
TOTAL 90 100
CHART NO: 3.7
CHART REGARDING RESPONDENTS OPINION ON MEASURES
80% 79%
70%
60%
50%
40%
YES
30%
11% NO
20%
10%
0%
YES NO
INFERENCE:
The above table indicates that 87.77 percent of the respondents are
aware of the welfare measures, and 12.22 percent of the respondents are
not aware of the measures.
TABLE NO:3. 8
TABLE REGARDING RESPONDENTS SATISFACTION OF THE WORK
ATMOSPHERE
Highly satisfied 12 13.33
Satisfied 66 73.33
Dissatisfied 12 13.33
Highly dissatisfied - -
TOTAL 90 100
CHART NO: 3.8
CHART REGARDING RESPONDENTS SATISFACTION OF THE WORK
ATMOSPHERE
19% HIGHLY SATISFIED
0% 13%
HIGHLY SATISFIED
SATISFIED
68%
DISSATISFIED
HIGHLY DISSATISFIED
INFERENCE:
are highly satisfied, 73.33 percent of the respondents are satisfied, 13.33 percent
of the respondents are dissatisfied and no one is highly dissatisfied in the work
atmosphere.
TABLE NO: 3.9
TABLE REGARDING SATISFACTION OF WELFARE MEASURE
PROVIDEDBY THE ORGANIZATION
Very much agree 4 4.44
Agree 70 77.77
Somewhat agree 12 13.33
Disagree 4 4.44
TOTAL 90 100
SOURCES:PRIMARY DATA
CHART NO:3. 9
CHART REGARDING SATISFACTION OF WELFARE MEASURE
PROVIDED BY THE ORGANISATION
80% 70%
70%
60%
50%
40%
30%
12%
20%
4% 4%
10%
0%
VERY MUCH AGREE AGREE SOMEWHAT AGREE NOTAGREE
INFERENCE:
The above table indicates that out of 90 respondents, 4.44% of the respondents
are very much agreeing the welfare measure provided by the organization,
77.77% of them are agreeing ,13.33% of them are somewhat agreeing, and
4.44% of t are not agreeing the welfare measure.
TABLE NO:3.10
TABLE REGARDING RESPONDENTS SATISFACTION TO PROVIDED
THE RESIDENTIAL QUARTERS
Highly satisfied 18 20
Satisfied 56 62.22
Dissatisfied 8 8.88
Highly dissatisfied 8 8.88
TOTAL 90 100
CHART NO: 3.10
CHART REGARDING RESPONDENTS SATISFACTION TO PROVIDED THE
RESIDENTIAL QUARTERS
56%
60%
50% HIGHLY SATISFIED
40%
SATISFIED
30%
20% 18%
DISSATISFIED
10% 8% 8%
0% HIGHLY DISSATISFIED
HIGHLY SATISFIED DISSATISFIED HIGHLY
SATISFIED DISSATISFIED
INFERENCE:
The above table shows that out of 90 respondents,20% of the respondents

are highly satisfied to provided the residential quarters,62.22% of them are
satisfied,8.88% of the respondents are dissatisfied an 8.88% of the
respondents are highly dissatisfied to provided the residential quarters
TABLE NO: 3.11
TABLE REGARDING RESPONDENTS SATISFACTION TO PROVIDED
THE CANTEEN FACILITIES
Satisfied 65 72.22
Dissatisfied 18 20
TOTAL 90 100
CHART NO: 3.11
CHART REGARDING RESPONDENTS SATISFACTION TO PROVIDED
THE CANTEEN FACILITIES
70% 65%
HIGHLY SATISFIED
60%
50%
SATISFIED
40%
30%
18% DISSATISFIED
20% 15%
10%
2%
0% HIGHLY
HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED
DISSATISFIED
INFERENCE
The above table shows that out of 90 respondents,2.22% of the

respondents are highly satisfied to provided the canteen facilities,72.22% of
them are satisfied,20% of the respondents are dissatisfied, and 16.66%
of the respondents are highly dissatisfied to provided the canteen facilitie
TABLE NO: 3.12
TABLE REGARDING RESPONDENTS OPINION OF SALARY AND
COMPENSATION PROVIDED THE ORGANISATION
Good 86 95.55
Poor 4 4.44
TOTAL 90 100
CHART NO: 3.12
CHART REGARDING RESPONDENTS OPINION OF SALARY AND
COMPENSATION PROVIDED THE ORGANISATION
86%
90%
80%
70%
60%
50% GOOD
40%
POOR
30%
20%
4%
10%
0%
GOOD POOR
INFERENCE:
The above table shows that out of 90 respondents, 95.55% of the respondents are feeling
that the salary and compensation are provided by the organization is good, and 4.44% of
them are feeling that the salary and compensation are provided by the organization is poor.
TABLE NO: 3.13
TABLE REGARDING RESPONDENTS SATISFACTION OF PRESENT
EMPLOYEE-EMPLOYER COMMUNICATION SYSTEM
Satisfied 69 76.66
Dissatisfied 6 6.66
TOTAL 90 100
CHART NO: 3.13
CHART REGARDING RESPONDENTS SATISFACTION OF PRESENT
EMPLOYEE-EMPLOYER COMMUNICATION SYSTEM
HIGHLY SATISFIED
69% 80%
60% SATISFIED
40%
10%
6% 5% 20% DISSATISFIED
0%
SATISFIED DISSATISFIED HIGHLY
DISSATISFIED
INFERENCE:
The above table shows that out of 90 respondents,11.11% of the respondents

are highly satisfied in the present employee-employer communication,76.66% of them
are satisfied,6.66% of the respondents are dissatisfied, and 5.55% of the respondents
are highly dissatisfied in the present employee-employer communication system.
TABLE NO: 3.14
TABLE REGARDING RESPONDENTS SATISFACTION WITH JOB
SECURITIES PROVIDED BY THE ORGANISATION
Satisfied 70 77.77
Dissatisfied 6 6.66
Highly dissatisfied 0 0
TOTAL 90 100
CHART NO: 3.14
CHART REGARDING RESPONDENTS SATISFACTION
WITH JOB SECURITIES PROVIDED BY THE ORGANISATION

80% 70%
60%
SATISFIED
40%
HIGHLY SATISFIED
14%
20% 6% DISSATISFIED
0%
HIGHLY DISSATISFIED
0%
SATISFIED HIGHLY DISSATISFIED HIGHLY
INFERENCE:
The above table represents that out of 90 respondents, 15.55% of the respondents are
highly satisfied with the job securities provided by the organization,77.77% of the
respondents are satisfied, 6.66% of the respondents are dissatisfied, and no one is highly
dissatisfied job securities provided by the organization.
TABLE NO: 3.15

TABLE REGARDING RESPONDENTS OPINION ABOUT
WORKING CONDITIONS
Satisfied 76 84.44
Dissatisfied 6 6.66
TOTAL 90 100
CHART NO:3.15
CHART REGARDING RESPONDENTS OPINION ABOUT
WORKING CONDITIONS
76%
80%
70%
HIGHLY SATISFIED
60%
50%
SATISFIED
40%
30%
20%
DISSATISFIED
8% 6%
10% 0%
0% HIGHLY
DISSATISFIED
INFERENCE:
The above table represents that out of 90 respondents, .888% of the respondents
are highly satisfied with the working conditions, 84.44% of the respondents are
satisfied, 6.66% of the respondents are dissatisfied, and no one is highly dissatisfied
with the working conditions.
TABLE NO:3.16
SALARY/WAGES MATCHING WITH THEIR QUALIFICATION /EXPERIENCE
YES 80 88.88
NO 10 11.11
TOTAL 90 100
.
CHART NO: 3.16
SALARY/WAGES MATCHING WITH THEIR QUALIFICATION /EXPERIENCE

80%
80%
70%
60%
YES
50%
40%
NO
30%
20%
10%
10%
0%
YES NO
INFERENCE:
agreeing that their salary/wages is matching with their qualification / experience, and
11.11% of the respondents are saying that their salary/wages are not matching with
their qualification/experience.
TABLE NO: 3.17

MOTIVATION PROVIDED BY THE ORGANISATION
Good 85 94.44
Poor 5 5.55
TOTAL 90 100
CHART NO: 3.17
MOTIVATION PROVIDED BY THE ORGANISATION
5%
85% GOOD POOR
INFERENCE:
The above table represents that out of 90 respondents, 94.44% of the respondents
are feeling good about the motivation provided by the organization, and 5.55%
of the respondent poor about the motivation provided by the organization.
TABLE NO:3. 18
RECREATION FACILITIES PROVIDED BY THE ORGANISATION
Good 80 88.88
Poor 10 11.11
TOTAL 90 100
CHART NO: 3.18
RECREATION FACILITIES PROVIDED BY THE ORGANISATION
80%
80%
70%
60%
50%
40%
30%
20% 10% GOOD POOR
10%
0%
GOOD POOR
INFERENCE:
feeling good about the recreation facilities provided by the organization, and 11.11% of
the respondents are poor about the recreation facilities provided by the organization.
TABLE NO: 3.19

TRANSPORT FACILITIES PROVIDED BY THE ORGANISATION
Good 70 77.77
Poor 20 22.22
TOTAL 90 100
CHART NO: 3.19
TRANSPORT FACILITIES PROVIDED BY THE ORGANISATION
80% 70%
70%
60%
50%
GOOD
40%
30% 20% POOR
20% GOOD
10%
0%
GOOD POOR
INFERENCE:
feeling good about the transport facilities provided by the organization, and 22.22% of
the respondents are poor about the transport facilities provided by the organization.
TABLE NO:3.20
TABLE REGARDING RESPONDENTS OPINION ABOUT LOANS
AND ADVANCE PROVIDED BY THE ORGANISATION
Good 65 72.22
Poor 25 27.77
TOTAL 90 100
CHART NO: 3.20
CHART REGARDING RESPONDENTS OPINION ABOUT LOANS
AND ADVANCE PROVIDED BY THE ORGANISATION
70% 65%
60%
50%
40%
25%
30% GOOD
POOR
20%
10%
0%
GOOD POOR
INFERENCE:
Feeling Good about the loans and advance provided by the organization, and 27.77% of
the respondents are Poor about the loans and advance provided by the organization.
TABLE NO: 3.21
TABLE REGARDING RESPONDENTS SATISFACTION OF
DEVELOPMENT PROGRAMME PROVIDED BYTHE ORGANISATION
Satisfied 60 66.66
Dissatisfied 6 6.66
TOTAL 90 100
CHART NO: 3.21
CHART REGARDING RESPONDENTS SATISFACTION OF
DEVELOPMENT PROGRAMME PROVIDED BY THEORGANISATION
70% 60% HIGHLY SATISFIED

60%
50%
SATISFIED
40% 24%
30%
20% 6% DISSATISFIED
10%
0%
0%
HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY
HIGHLY DISSATISFIED
DISSATISFIED
INFERENCE:
The above table represents that out of 90 respondents, 26.66% of the

respondents are highly satisfied with the development programme
provided by the organization, 66.66% of the respondents are satisfied, 6.66%
of the respondents are dissatisfied, and no one is highly dissatisfied with
the development programme provided by the organization.
TABLE NO:3.22
TABLE REGARDING RESPONDENTS SATISFACTION WITH THE EMPLOYEE
PARTICIPATION IN THE DECISION MAKING PROCESS PROVIDED BY THE
ORGANISATION
VARIABLES NO.OF. RESPONDENTS PERCENTAGE
Satisfied 40 44.44
Dissatisfied 20 22.22
TOTAL 90 100
CHART NO: 3.22
CHART REGARDING RESPONDENTS SATISFACTION WITH THE EMPLOYEE
PARTICIPATION IN THE DECISION MAKING PROCESS PROVIDED BY THE
ORGANISATION
40%
40%
30% 20%
20% 14%
6%
10%
0%
INFERENCE:
highly satisfied with the employee participation in the decision making process provided
by the organization, 44.44% of the respondents are satisfied, 22.22% of the respondents
are dissatisfied, and 6.66% of the respondents are highly dissatisfied with the employee
participation in decision making process provided by the organization.
TABLE NO:3.23
RETIREMENT BENEFITS
Good 69 76.66
Adequate 15 16.66
Poor 6 6.66
TOTAL 90 100
CHART NO: 3.23
RETIREMENT BENEFITS
69%
70%
60%
50%
40%
GOOD
30%
15% ADEQUATE
20%
6%
10% POOR
0%
GOOD ADEQUATE POOR
INFERENCE:
The above table denotes that out of 90 respondents, 76.66%of the respondents are
good about the retirement benefits, 16.66% of them are adequate, and 6.66% of the
respondents are poor about the retirement benefits.
TABLE NO:3.24
TABLE REGARDING RESPONDENTS SATISFACTION OF
EDUCATION PROVIDED BY THE ORGANISATION
Agree 60 66.66
Somewhat agree 18 20
Disagree 4 4.44
TOTAL 100 100
CHART NO: 3.24
CHART REGARDING RESPONDENTS SATISFACTION OF
EDUCATION PROVIDED BY THE ORGANISATION

70% 60%
60% very much agree
50%
40% agree
30% 18%
20% somewhat agree
8% 4%
10%
0% disagree
very much agree agree some what agree dis agree
INFERENCE:
The above table represents that out of 90 respondents, 8.88% of the respondents are very
much agreeing with the education provided by the organization, 66.66% of the
respondents are agreeing, 20% of the respondents are somewhat agreeing, and 4.44% of
the respondents are not agreeing with the education provided by the organization.
TABLE NO: 3.25
TABLE REGARDING RESPONDENTS OPINION ABOUT EQUIPMENTS PROVIDED BY
THE ORGANISATION ARE SAFE AND FREE FROM ACCIDENTS
Agree 60 66.66
Disagree 8 8.88
TOTAL 90 100
CHART NO:3. 25
TABLE REGARDING RESPONDENTS OPINION ABOUT EQUIPMENTS PROVIDED BY
THE ORGANISATION ARE SAFE AND FREE FROM ACCIDENTS
80% 60%
60%
40%
12% 8%
20% 10%
0%
VERY MUCH AGREE SOMEWHAT NOT AGREE
AGREE AGREE
INFERENCE:
The above table represents that out of 90 respondents, 11.11% of the respondents are much
agreeing with the equipments provided by the organization are safe and free from
accidents, 66.66% of the respondents are agreeing, 13.33% of the respondents are
somewhat agreeing, and 8.88 % of the respondents are not agreeing with the equipments
provided by the organization are safe and free from accidents.
TABLE NO: 3.26
REWARD SYSTEM PREVAILING IN THE ORGANISATION
Agree 64 71.11
Disagree 4 4.44
TOTAL 90 100
_
CHART NO: 3. 26
CHART REGARDING RESPONDENTS OPINION ABOUT REWARD
SYSTEM PREVAILING IN THE ORGANISATION

70% 64%
VERY MUCH
60% AGREE
50%
AGREE
40%
30%
16% SOMEWHATAGR
20% 6% 4% EE
10%
0% NOTAGREE
VERY MUCH AGREE AGREE SOMEWHATAGREE NOTAGREE
INFERENCE:
very much agreeing with the reward system prevailing in the organization, 71.11% of
the respondents are agreeing, 17.77% of the respondents are somewhat agreeing, and
4.44% of the respondents are not agreeing with the reward system prevailing in the
organization.
TABLE NO: 3. 27
TABLE REGARDING RESPONDENTS SATISFACTION OF JOB
SECURITIES PROVIDED TO THE ORGANISATION
Satisfied 72 80
Dissatisfied 6 6.66
TOTAL 90 100
CHART NO: 3. 27
CHART REGARDING RESPONDENTS SATISFACTION OF JOB
SECURITIES PROVIDED TO THE ORGANISATION
80% 72% HIGHLY SATISFIED

70%
60% SATISFIED
50%
40% DISSATISFIED
30%
8% 6%
20%
4% HIGHLY DISSATISFIED
10%
0%
INFERENCE:
highly satisfied with the attitude towards the organization, 80% of the respondents are
satisfied, 6.66% of the respondents are dissatisfied, and 4.44 is highly dissatisfied with
the attitude towards the organization.
TABLE NO: 3.28
TABLE REGARDING RESPONDENTS ATTITUDE TOWARDS
THE ORGANISATION
Satisfied 76 84.44
Dissatisfied 6 6.66
Highly dissatisfied - -
TOTAL 100 100
CHART NO: 3.28
CHART REGARDING RESPONDENTS ATTITUDE TOWARDS
THE ORGANISATION
76%
80%
60%
40%
20%
8% 6%
0%
0%
INFERENCE:
The above table represents that out of 90 respondents, 8.88% of the respondents
are Highly satisfied with the attitude towards the organization, 84.44% of the
respondents are satisfied, 6.66% of the respondents are dissatisfied, and no one is
highly dissatisfied with the attitude towards the organization.
FINDINGS
3.2. FINDINGS OF THE STUDY
The Majority of the respondents belong to the age group of below 35-45 years and
46& above. The 66.66% of the respondents are male and 86.66% of the
respondents are married and 52.22% of the respondents qualification is post
graduate.
The 66.66% of the respondents have 10-20 years experience and 50% of the
respondents are receiving a salary level between 25000-35000.
The 87.77% of the respondents are aware of the welfare measures and 73.33% of
the respondents are satisfied with the work atmosphere.
The 77.77% of the respondents are satisfied with the welfare measures provided
by the organization and 62.22% of the respondents are satisfied with the
residential quarters provided by the organization.
The 72.22% of the respondents are satisfied with the canteen facilities.
The 95.55% of the respondents are feeling good about the salary and
compensation and 76.66% of the respondents are satisfied with the present
employer-employee communication.
The 77.77% of the respondents are satisfied with the job securities provided by
the organization and 84.44% of the respondents are feeling satisfied about the
working conditions.
The 88.88% of the respondents are agreeing the salary/wages matching with their
qualification/experience and 94.44% of the respondents are feeling good about the
motivation facilities provided by the organization.
The 88.88% of the respondents are feeling good about the recreation facilities
provided by the organization and 77.77% of the respondents are feeling good
about the transport facilities provided by the organization.
The 72.22% of the respondents are feeling good about the loans and advance
provided in the organization and 66.66% of the respondents are satisfied with the
development programme provided by the organization.
The 44.44% of the respondents are satisfied with the employee participation in the
decision making process and 76.66% of the respondents are feeling about the
retirement benefits.
The 66.66% of the respondents are satisfied with the education provided to wards
of the employees and 66.66% of the respondents are agreeing that equipments
provided by the organization are safe and free from accidents.
The 71.11% of the respondents are agreeing that the reward system prevailing in
the organization is satisfied and 84.44% of the respondents are satisfied towards
the organization.
SUGGESTION
3.3 SUGGESTIONS
Management has to allow the employees in the decision making process.
The residential quarters provided in the organization has to be improve
It is needed to improve the loans and advance provided by the organization.
Management has to improve the development programme conducted by the

organization.
It is needed to improve the education provided towards of the employees.
It is necessary to aid provided by the organization are safe and free from
accidents.
CONCLUSION
3.4. CONCLUSION
The study observed that the labor welfare measures in Neyveli Lignite
Corporation are in satisfactory level.
The concept of labor welfare measures seems to manifest itself in a various labor
laws like,
The study reveals that the employees of Neyveli lignite Corporation are providing
all factors which are leading to overall satisfaction of the employees.
However there are very few areas of the concern where the employee has
dissatisfaction with the facilities like residential, loans and advance, development
programme, of the organization.
If the company concentrates the above weak areas there is a chance to develop the
employee welfare measures.
BIBLIOGRAPHY
BIBLIOGRAPHY
BOOK REFERENE:
1. K.Aswathappa, Human resource management, Fourth edition,
Mc-grawhill,new york,1984,P.5
2. David A. Decenzo and Stephen P. Robbins, Personnel/HRM, third edition,
prentice-hall of india, new delhi , 1989, P.3
3. C.B.memoria, personnel management, Himalaya publishing house, Mumbai
4. Robbins, Stephen P. personnel the Management of human resources prentice
hall inc., new jersey, 1978.
5. C.B.gupta, personnel management, Himalaya publishing house, Mumbai.
WEB SOURCES :
WWW.NLCINDIA .COM
WWW.SCRIBD.COM
WWW.MBAHR.COM
WWW.A2ZMBA.COM
QUESTIONNAIRE
A STUDY ON EMPLOYEE WELFARE MEASURES IN NEYVELI
LIGNITE CORPORATION LTD, NEYVELI.
PERSONAL DETAILS:
NAME (Optional) :
AGE : 25-35 35-45 46 &ABOVE
GENDER : MALE FEMALE
MARITAL STATUS : MARRIED UNMARRIED
DESIGNATION :
DEPARTMENT :
QUALIFICATION : BELOW GRADUATE GRADUATE
POST GRADUATE DIPLOMA
EXPERIENCE : BELOW 10 YEARS
10-20 YEARS MORE THAN 20YEAR
MONTHLY INCOME : BELOW 20000 35000-45000
25000-35000 45000 and ABOVE
GENERAL INFORMATION:
1. Are you aware of the welfare measures provided through various labour
Laws?
Yes ( ) No ( )
2. Are you satisfied with the work atmosphere?
Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )
3. Do you feel the welfare measure provided by the organization is satisfied?
Very much agree ( ) Agree ( ) Somewhat Agree ( ) Not Agree ( )
4. Are you satisfied with the Residential Quarters provided to you?
5. Are you satisfied with the canteen facilities provided to you?
6. What do you feel about the salary and compensation provided by the
organization?
Good ( ) Poor ( )
7. Are you satisfied with the present employee-employer communication
system?
8.Are you satisfied with the job securities provided by the organization?
9. What do you feel about the working conditions in the organization?
Good ( ) Poor ( )
10.Do you feel that the salary/wages are matching with your
qualification/Experience?
Yes ( ) No ( )
11. What do you feel about the motivation provided by the organization?
Good ( ) Poor ( )
12. What do you feel about the recreation facilities provided by the organization?
Good ( ) Poor ( )
13. What do you feel about the transport facilities provided by the organization?
Good ( ) Poor ( )
14. Do you feel that the loans and advance provided in the Organization if
sufficient?
Yes ( ) No ( )
15. Are you satisfied with the development Programme provided by the
organization?
16. Are you satisfied with the employee participation in the decision making
process?
17. What do you feel about the retirement benefits?
Good ( ) Adequate ( ) Poor ( )
18. The Education provided to the wards of the employees are satisfied

19. Do you feel that equipments provided by the organization are safe and free
from accidents?
20. Do you feel that the reward system prevailing in the organization is satisfied?
21. Are you satisfied with the job securities provided by the organization?
22. What is your attitude towards the organization?
23. Do you feel that there is a need to further improvement in welfare measures?
Organization?
Yes ( ) No ( )
If yes, what are your suggestions?
1.
2.

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Model Report

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CONTENTS

CHAPTER TITLE PAGE NO.

1.2 Company Profile. 10

1 1.4 Review of Literature. 25

1.5 Objective of the Study. 31

1.7 Scope of the Study. 32

1.8 Limitations of the Study. 33

2.1 Research methodology. 34

2 2.2 Types of Research . 36

2.3 Research design 37

2.4 Data collection method 40

2.5 Sampling Technique. 41

2.6 Data Analysis Tools. 43

3.1 Data Analysis and Interpretation. 44

3.15 Respondents opinion about working conditions. 58

3.16 Opinion about salary/wages matching with their qualification. 59

3.24 Education provided to the organization. 67

3.25 Equipments provided by the organization are safe and free 68

3.27 Job securities provided to the organization. 70

3.28 Attitude towards the organization. 71

3.24 Education provided to the organization. 67

3.25 Equipments provided by the organization are safe and free 68

3.27 Job securities provided to the organization. 70

3.28 Attitude towards the organization. 71

1.1. INTRODUCTION OF THE STUDY

MEANING OF WELFARE MEASURES:

Labor Welfare is a term which must necessarily be elastic, bearing a somewhat

According to the committee on labor welfare, welfare services should mean:

It is desirable to recollect the service of a typical worker in the context.

1) It is the work which is usually undertaken within the promises (or)

SCOPE OF WELFARE WORK:

Conditions of work environment

The welfare work is contingent on the efficiency of labor and on the

LABOR WELFARE ACTIVITIES UNDERTTAKEN BY THE

TYPES OF WELFARE ACTIVITIES:

1) Welfare measures inside the work place, and

WELFARE MEASURES INSIDE THE WORKPLACE:

Conditions of the work environment

WELFARE MEASURES OUTSIDE THE WORKPLACE:

Housing bachelors quarters. Family residences. according to types

INTRA - MURAL FACILITIES

EXTRA- MURAL FACILITIES

WELFARE FACILITIES BY THE GOVERNMENT

WELFARE ACTIVITIES BY THE TRADE UNIONS

WELFARE WORK BY THE VOLUNTARY

THE FACTORIES ACT, 1948:

THE MINES ACT, 1952 THE MINES ROLES

Labour Welfare Sector aim at improving the working conditions, maintenance

The Industrial Disputes Act, 1947

LABOUR WELFARE PROVISIONS:

Approaches to employee welfare refer to the beliefs and attitudes held by

ADMINISTRATION OF WELFARE FACILITIES:

The DISBURSED SCOPES, ITEMS AND RATIOS OF EMPLOYEES WELFARE

OTHER WELFARE ITEMS:

Labor Welfare may be viewed as a total concept, as a social concept, and a

In the words of R.R.Hopkins, welfare is fundamentally as attitude of mind in the

Social security may be two types.

Social securities in india:

At present both types, at social securities schemes, all envogue in our

APPRAISAL OF WELFARE SERVICES:

The statutory welfare schemes include the following provisions:

2. Facilities for sitting: In every organization, especially factories, suitable seating

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

1.Personal Health Care (Regular medical check-ups): Some of the companies