A STUDY ON LABOURS WELFARE IN NICROME LEATHER PROCESSING

MANUFACTURING INDUSTRY AT CHENNAI

CHAPTER I
INTRODUCTION
Labor welfare is an important facet of industrial relation. After employees have been
hired, trained, and remunerated, they need to be retained and maintained to serve the
organization better. Welfare facilities are designed to take care of the well-being of the
employees; they do not generally result in monetary benefits to the employees. Nor are these
facilities provided by employer alone.
Government and non-government agencies and trade unions too, contribute towards
employee welfare. The need and important of labor welfare is being increasingly appreciated
throughout the civilized world.
The worker both in industry and agriculture cannot cope up with the pace of modern
life with minimum sustainable amenities. He needs an added stimulus to keep body and soul
together. Employers have realized the importance of their role in providing these extra
amenities.
Each employer depending upon on his priorities gives varying degrees of importance
to labor welfare. It is because the government is not sure that all employers are progressive
minded and will provide basic welfare measures that it introduces statutory legislation from
time to time bring about some measures of uniformity in the basic amenities available to
Industrial workers.

MEANING AND DEFINITIONS OF LABOUR WELFARE

Labour Welfare has been defined in varies ways. Though unfortunately no single
definition has been found universal acceptance .The oxford dictionary defined labour welfare
as “Efforts to make life worth living for workers”.
Prof. Richardson defined labour welfare as arrangement of working conditions ,
organization of social and sport clubs and establishment of funds which contributes to the
workers health and safety components and efficiency , economic ,security ,education and
recreation.
Prof. S .D . Pinker has been defined as “Labor Welfare is also understood mean
such services facilities and amenities which may be established in industries to enable person
employed there in to perform their work in healthy and congenial surrounding and to promote
them with amenities to conduct good health and good moral.”
A significant definition describes labour Welfare works as “the voluntary efforts of
the employer to improve living and working condition of these employees. The underlying
assumptions of course, being that the first essential to the welfare of the employees, on steady
work a fair wage ,responsible house of labour.
Labor welfare has been defined in several ways and therefore understood various
ways in various countries.
The term welfare is one with lead itself to various interpretations and it
has not always the same significant in different countries. Author defined give to the welfare
work that it is anything for the comfort and improvement, intellectual or social of the
employees over the wages paid, which is neither necessary of the industry nor required by
law.
Then welfare work can be defined on work for improving the health safety
generator well being and the industrial efficiency of the workers beyond the minimum
standards laid down by the factory act and the another legislations. The whole fields of
welfare is one which must can be done to combat the sense of frustration of the industrial
workers to relieve of personal and family worries to improve his health to make him offered
means of self expression to after him. Same spears in which can be excel all other help him
winder connection of life.
Today in competitive market , everyone aims to profit human beings are the most
important factors of production in order to facilitated the satisfaction of human being these
welfare measures are very important.

THE SCOPES OF EMPLOYEE WELFARE IS :

 To enrich better quality of wok life.

 To improve the efficiency of work
 To enhance the productivity.
 To enrich industrial relation and industrial peace
 To raise the physical standards of the workforce.
 To enhance the purchasing and serving capacity of the employees.
 To make employee work contribute systematically to the nation’s economy.
 To reduce absenteeism.
IMPORTANCE OF WELFARE WORK IN INDIA

Labour welfare work got importance because of the following reasons. The welfare activities
influence the sentiments of the workers .when worker feels that the employers and the state
are interested in their happiness ,his tendency to grouse and grumble will steadily disappear.
The development of such feeling paves the way for industrial peace.

 the provision of various welfare measures makes the worker realize that they also
some stake in the undertaking in which they are engaged and so think thrice before
taking any reckless action which might prejudice the interest of undertaking

 The welfare measures like cheap food in canteens, free medical and educational
facilities etc. Indirectly increase industrial dispute the real income of the workers.
Hence they try to avoid industrial dispute , as far as possible and do not go on strikes
on flimsy grounds
 Welfare activities will go a long way to better the mental and moral health of workers
by reducing the incidence of vices of industrialization.

 Welfare activities will reduce labour turnover and absenteeism and create permanent
settled labour force by making service attractive to the labour.

 Welfare measures will improve the physique , intelligence morality and standard of
living of the workers which in turn will improve their efficiency and productive

PRINCIPLES OF LABOUR WELFARE

Certain fundamental considerations are involved in the concept of labor 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 labour welfare is an expression of industry’s 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.
Labour welfare is not embroidery on capitalism nor the external dressing of an exploitative
management; rather, it is an expression of the assumption by industry of its responsibility for
its employees (Maurice 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 labour 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 him/her.
3. ADEQUACY OF WAGES
The third principle of labour welfare is adequacy of wages; it implies that labour welfare
measures are not a substitute for wages. It will be wrong to argue that since workers are given
a variety of labour welfare services, they need be paid only low wages. Right to adequate
wage is beyond dispute.
4. Efficiency
The fourth principle of labour 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 labour 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 labour welfare, which always accentuate labour
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 labour 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 programmers, 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 labour welfare recognizes that the responsibility for labour
welfare lies on both employers and workers and not on employers alone (Mouthy, 1958).
Labour 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 organizational level.
Totality of welfare The final principle of labour welfare is that the concept of labour
welfare must permeate throughout the hierarchy of an organization, and accepted by all levels
of functionaries in the enterprise.

SCOPE OF LABOUR WELFARE WORK

It is somewhat difficult to accurately lay down the scope of labour welfare work,
especially because of the fact that labour class is composed of dynamic individuals with
complex needs.
In a world of changing values, where ideologies are rapidly undergoing
transformation, rigid statements about the field of labour welfare need to be revised. Labour
welfare work is increasing with the growing knowledge and experience of techniques.
An able welfare officer would, therefore, include in his welfare programmed the
activities that would be conducive to the well-being of the worker and his family.
The test of the welfare activity is that it removes, directly or indirectly, any hindrance,
physical or mental of the worker and restores to him the peace and joy of living the welfare
work embraces the worker and his family The following list, which is by no means
exhaustive, gives the items under which welfare work should be conducted inside and outside
the work place:

1) CONDITIONS OF WORK ENVIRONMENT:

The workshop sanitation and cleanliness, humidity, ventilation, lighting, elimination of
dust, smoke, fumes and gases, convenience and comfort during work, operative postures,
sitting arrangements etc; distribution of work hours and provision for rest times, breaks and
workmen’s safety measures.
2) WORKERS HEALTH SERVICES:
These should include factory health centre; medical examination of workers, factory
dispensary and clinic for general treatment; infant welfare; women’s general education;
workers recreation facilities; education, etc;
3) LABOR WELFARE PROGRAMMED:
These should cover factory council consisting of representatives of labor and employers;
social welfare departments; interview and vocational testing; employment, follow-up,
research bureau; workmen’s arbitration council.
4) LABOR’S ECONOMIC WELFARE PROGRAMMED:
These should include co-operatives or fair price shops for consumer necessities; co-
operative credit society, thrift schemes and savings bank; health insurance; employment
bureau; etc.

CLASSIFICATION OF LABOUR ACTIVITIES:

The labour Welfare activities may be classified as under:
1) STATUTORY:
Every welfare promotes the welfare the labour by securing and protecting a social
order in which justice, social, economical, political, confirms with all the institutions of the
natural life. For this some legislation are passed and it is essential for all the employers to
follow the provisions of the Acts and Rules. These legislative measures generally regulate
working conditions, minimum wages, safety and sanitation. Such statutory provisions are
gradually increasing with the industrial development in the countries.

2) VOLUNTARY:
Under voluntary welfare, all those activities are including which are undertaken by
the employees for their workers at their own. These activities are not statutory but the
employees undertake these activities because they increase the efficiency of the workers and
maintain the industrial peace.

3) MUTUAL :
Mutual welfare activities are those activities which are initiated by the workers for
their betterment .Welfare activities undertaken by the trade unions are included under this
head. Labour welfare activities may be further classified under two heads:
INTRA MURAL ACTIVITIES:
Intra mural activities are those amenities and services which have been provided
by the employers inside the factories e.g. sanitary conditions ,medical facilities ,shelter
,canteens etc. These activities are the part of working conditions.

EXTRA MURAL ACTIVITIES:

Extra mural activities are those amenities and services which are available in
the workers outside the factory e.g. housing, medical facilities, education, recreation etc.

EMPLOYEE WELFARE:

 The company is striving to employee welfare and it provides the following to its
employees.
 Two pairs of uniform, one pair of safety shoes and safety caps are providing to all the
employees.
 Dinner for the employees with their facilities and a cultural programmed on every
31st December.
 Dinner for the employees with their families and a cultural programmed on every 1st
January.
 Celebrates Independence Day and republic day.
 Provides family planning camp within the plant premises, every year.
 Provided AIDS awareness classes to the employees by the District Medical &
Health Department.
 Provided the Art of Living classes to the employees within the plant premises.
 Provided the SSY classes to the employees within the plant premises
 Provides different loans to the employees to meet their financial requirements.

THESE LAWS ARE:

The factories Act 1948: the mines Act 1952: the plantation employee Act 1951: the
central employees (regulation & abolition) Act 1970: these Act provides for facilities such as
canteen crèches shelters rest rooms , lunch rooms , washing facilities etc.
They also regulate the age of employment, hours of work and more provisions for the
appointment of employees welfare officers sickness, Maternity and medical benefits are
provided under the employee state Insurance Act 1948 and also the government has chalked
out comprehensive Programmers for housing facilities, social security schemes provident
funds and such other facilities & seize able has been allotted in each five years for employee
welfare activities.

ACCORDING TO THE FACTORIES ACT 1948:

The welfare facilities provided under this act are as follows:
 Adequately suitable and clean washing facilities separately for male and female
workers.
 Facilities for storing and drying clothes.
 Setting facilities for occasional rest for workers who are obliged to work in a standing
position.
 First aid boxes one for every 150 workers and ambulance facilities if there are more
than 500 workers.
 Canteens if more than 250 workers are employees.
 Shelters rest rooms and lunch rooms if there are more than 150 workers.
 Creche if more than 30 women are employees.
 Welfare officer wherever more than 500 workers are employees.

The oxford dictionary refers employee welfare as “efforts to man life worth living
for women”. The committee on employee welfare (1969) has defined employee welfare as
“such services facilities and amenities as adequate canteen rest recreation facilities and
sanitary and medical facilities arrangements for travel to and from work for the
accommodation of workers employed at a distance from their homes and such other services
amenities and facilities including social security measures as contribute to improve the
conditions under which workers are employee.
According to the employee investigation committee (1946) employee welfare
means anything done for intellectual, physical more and economic betterment of the workers,
whether by employee by government or by other agencies over and above what is laid down
by low or normally expected on the part of its contracted benefit for which workers may
have bargaining
MERTIS AND DEMERITS OF WELFARE MEASURES:

Employee welfare is justified for several reasons. It is desirable to recollect the services
of a typical worker in this context. Welfare may help minimize social evils, such as
alcoholism, gambling, prostitution, drug addiction and the like.
Since the beginning of this company it has set its footing during the course of growth
since its inception it is ever expanding gradually and along with it’s strength of the labour
forces also increase. To keep the moral and efficiency or high labour, the company is doing
its best on area provided on effort are being made to run them efficiently in the best interest
of the workers.

STAT UTORY WELFARE FACILITIES

Drinking water:
Section 41, In the preservation of health and comfort among the employees
abundant supply of pure water for drinking purpose must be given at important place. The
Nicrome leather processing industry provided filtered water to all the workers. Water coolers
are installed in varies department of the industry.

Washing Facilities :-
Section 42 provides that in every factory adequate and suitable facilities
separately and adequately screened for male and female workers for washing shall be
provided and maintained for the use of the workers therein. The NICROME LEATHER
PROCESSING MANUFACTURING INDUSTRY AT CHENNAI provides this facility
to all the workers.

Facilities for storing and drying clothing:-

Section 43 provides that the state government may make rules requiring the
provision therein of suitable places for keeping clothing not worn during working hours. The
Nicrome leather processing industry provide this facility to all the workers

Facilities for sitting :-

Section 44(1), in every factory suitable arrangements for sitting shall be provided and
maintained for all workers obliged to work in standing position so that they may take
advantage of any opportunities for rest which may occur in course of their work. The
Nicrome leather processing industry provides the facility for sitting to all the workers. And
with the help of this the workers can take the rest.

First-aid appliances :-
According to section 45 in every factory shall be provided and maintained so as to
readily accessible during all working hours’ first-aid boxes. The Nicrome leather processing
industry provides first aid-appliance to all the workers.

Canteen Facility:
Section 46 of the factories act 1948 state provision of canteen facility where 250 or
more than 250 employees are working. The Nicrome leather processing industry has been
provided canteen facility to all the workers the management should give the food to the
workers in very reasonable rates
Shelters, Rest rooms and lunch rooms:
Rest room plays an important role during working hours. Good lighting and
ventilation is necessary in the rest room. Rest room should clean. The company provided big
rest room for the workers where they can take rest during rest time.

Creches:-
According to section 48 in every factory wherein more than thirty workers are
ordinarily employed, there shall be provided and maintained a suitable for the use of children
under the age of six years of such women. The Nicrome leather processing industry provide
the crèches facility to the women workers.

Medical Facilities:
Nicrome leather processing industry provided medical facilities to worker. There is
medical checkup of workers. Doctors are visited to the company two times in week and gives
medicines to employee.

Labour Welfare Officer :

In a Nicrome leather processing industry company there is one welfare officer
appointed for 500 or more workers. In a company wherein 500 or more workers are
ordinarily employed, at least one welfare officer must be appointed
OTHER FACILITIES PROVIDED BY NERO AIR FILTER CORPORTATION
LIMITED.
Drinking water:
In a factory there shall be adequate drinking water provided by company. Water coolers
are installed in various departments in industry. The company provided filtered water to all
the workers.
Working hours and shift system:
The company has laid down its working hours as 8 hours per day. The factory is of full
time nature. The present general shift timing is as follows.
Shifts:
7.30am to 3.30pm `
3.30pm to 11.30pm
11.30pm to 7.30am

Overtime:
Subject to the provision of the law for time being in force. All workmen in the company
Liable to work overtime whenever required by the management. Rates of wages/pay for
overtime shall be governed by the provision of factories act 1948. All the employees in the
soma textile shall be liable to work overtime

Training and safety programme:

The Nicrome leather processing industry. gives training programmed to all trainee
workers for their better productivity. The company takes care of the safety of the workers.
The company should give mask, apron, and scarf to each and every worker for their safety.
Bonus facility:
Soma Nicrome leather processing industry. provided bonus facility to all workers in the
company. This Bonus should be given in Diwali called “Diwali Bonus”. The Bonus should be
given in Diwali called “Diwali Bonus “should be 8.33%.
WELFARE AND RECREATION FACILITIES:

Welfare and recreation benefits include : Canteen, Co-Operative Credit societies,

housing, legal aid ,employee counseling, welfare organization, holiday homes, educational
facilities,

Canteens:
Perhaps no employee benefits have received as much attention in recent years as that
of canteens. Some organization have statutory obligation to provide such facilities as section
46 of the factories act, 1948 imposes statutory obligation to employees to provide canteens in
factories employing more than 250 workers other have provided such facilities voluntarily
food stuffs are supplied at subsidized prices in these canteens. Some companies provides
lunchrooms, when canteen facilities are not available.

Co-operative credit societies: :

The objective of setting of these societies is to encourage thrift and provide loan
facilities at reasonable terms and conditions, primarily to employees, some organization
encourage employee to form cooperative credit societies with a view of fostering self help
rather than depending upon money lenders, whereas some organizations provide loans to
employees directly.

Housing:
Of all the requirements of the workers decent and cheap housing accommodation is of
great significance. The problem of housing is one of the main causes for fatigue and worry
among employees and this comes in the way of discharging their duties effectively, most of
the organizations are located very far from towns where housing facilities are not available.
Hence most of the organizations built quarter’s nearer to factory and provided cheap and
decent housing facilities to their employees, while a few organization provide or arrange for
housing loans to employees and encourage them to construct houses.

Legal Aid:
Organization also provide assistance or aid regarding legal matters to employees as and
when necessary through company lawyers or other lawyers.
Employee Counseling:
Organization also provides counseling services to the employee regarding their
personal problems through professional counselors. Employee counseling reduces
absenteeism, turnover, tardiness, etc
Welfare organizations and Welfare officers :
Some large organization set up welfare organization with a view to provide all types of
welfare facilities at one centre and appointed welfare officer to provide welfare benefits
continuously and effectively to all employee fairly.

Holiday Homes:
As measures of staff welfare and in pursuance of government‘s policy, a few large
organizations established holiday homes at a number of hill stations, health resorts and other
centre with a low charge of accommodation , so as to encourage employees use this facility
for rest and recuperation in pleasant environment

Educational facilities :
Organization provide educational facilities include reimbursement of fees, setting up of
colleges, hostels, providing-in-aid to the other schools where a considerable number of
students are from the children of employees. Further the organization provides reading rooms
and libraries for the benefit of employees.

Miscellaneous:
Organization provide other benefits like organizing games, sports with awards, setting
up of clubs, community service activities, Christmas gifts, Deewali and Pongal gifts, LTC
and awards, Productivity award etc.

NEED FOR THE STUDY:

 To know that whether welfare facilities play an important role on the working of
employees, And to know when the employees are dissatisfied welfare facilities will
help them to get motivated.
  Employees play an important role in the industrial production of the country. Hence,
organizations have to secure the cooperation of employees in order to increase the
production and to earn higher profits.

 The cooperation of employees is possible only when they are fully satisfied with their
employer and the working conditions on the job.

 In the past, industrialists and the employers believed that their only duty towards their
employees was to pay them satisfactory wages and salaries.

SCOPE OF THE STUDY

The study entitled “A STUDY ON LABOUR WELFARE MEASURE” NICROME

LEATHER PROCESSING MANUFACTURING INDUSTRY AT CHENNAI The
researcher has given insight into various organization environment factors.

This study will also help the management to reduce the job related problems, increase
motivational activities and develop the employees in such a way that their career goals are
achieved. This is an opportunity for the employees to give their feedback which aids the
management will do some alteration in the future welfare and other further facilities.
The suggestions and recommendations are also given at the end of the report. The
result of the study helps the management to know about the shortcoming in managing
employees and that also encourage them to take action to reduce their shortcomings.
The scope of the study is to find out how for the existing welfare schemes cater to the
requirement of the employee of NICROME LEATHER PROCESSING
MANUFACTURING INDUSTRY AT CHENNAI. The study will be able to throw light on
the dark spots where it need some sort of improvement in the welfare scheme that has been
implementing. The purpose of the study is to measure the employee’s attitude regarding the
welfare measures provided in the company.

OBJECTIVE OF THE STUDY

 To study the existing welfare facilities provided to the employees.

 To know the employees opinion about the present welfare facilities.
 To study the satisfaction of workers towards the present welfare facilities.
  To study the employees perception towards the welfare facilities provided by the
company.
 To study the welfare facilities provided by the organization.
 To study the welfare facilities recommended by the government.
 To give some suggestions to the company about welfare facilities of company.
 To boost up employees moral.

LIMITATIONS OF THE STUDY

 The study was purely based on the information given by the employees and there are
chances for gave wrong data.
 The time period was not sufficient for the study
 The sample size is 100, so the employee’s opinion may not reflect the exact scenario.
 Employees are very busy in their work so they gave answers very much in the
questionnaire method.
 Certain employees were biased in answering to the questions.
 Some employed are illiterate and may not be able to fill up the questionnaire
themselves.
COMPANY PROFILE

Nicrome Shoe Industries Company main productions are work, military and casual
footwear. The company CEO- Gajendra prasath, Managing Director- A. Grishkumar.
The shoes are manufactured in the company's factory that is located in the second industrial
city of Dammam, Eastern Province, and it covers a total area of 15,000 m2.

Nicrome Shoe Industry is major supplier to most of the companies in the Kingdom.
Just to name a few are shoe industry, SABIC, Saudi Arabian Airlines, LUBREF and
others. supplies to Industry Guards. supplies to many Defense Sectors in Gulf States.

Nicrome Shoe Industry was established in 1998 making joint venture with the
American Wolverine company under the name Saudi Shoes Company. In 1994, the Saudi
owners have bought the market share of the American partner so that the company became
totally national company.

In the beginning Nicrome focused only to produce work and military footwear. In
2000, it took a step forward in its development and added a new production line to produce
“comfort shoe” brand for men. Starting from 2005, the company name has been changed to
Saudi Leather Industries Company as a specialized company in all leather industries. The
company went through three stages of expansion. The latest was in 2010, to enhance
production capacity to cover increase in demand.

Today Nicrome Shoe Industry products holds major share in Saudi market for both
work and military footwear sector. Also holds a good share in GCC market. Recently, begin
penetrate to hold share in some African markets.

The vision statement

To be the pioneer manufacturer of safety and military shoes in GCC & Arabian
countries
The mission statement

Nicrome Shoe Industries works hard to satisfy consumers’ needs by making high
quality products, provide the highest level of customer service and continues improvement in
administrative, human and technical resources.

INDUSTRY PROFILE

INTRODUCTION TO THE INDUSTRY

A shoe is an item of footwear intended to protect and comfort the human foot while
doing various activities. Shoes are also used as an item of decoration. The design of shoes has
varied enormously through time and from culture to culture, with appearance originally being
tied to function. Additionally, fashion has often dictated many design elements, such as
whether shoes have very high heels or flat ones. Contemporary footwear varies widely in
style, complexity and cost. Basic sandals may consist of only a thin sole and simple strap.
High fashion shoes may be made of very expensive materials in complex construction and
sell for thousands of dollars a pair. Other shoes are for very specific purposes, such
as boots designed specifically for mountaineering or skiing.

Traditionally, shoes have been made from leather, wood or canvas, but are
increasingly made from rubber, plastics, and other petrochemical-derived materials.

Though it has evolved over hundreds of thousands of years in relation to vastly varied
terrain and climate conditions, the human foot is still vulnerable to environmental hazards
such as sharp rocks and hot ground, against which, shoes can protect.
 Footwear is a human made outer covering of foot. When the human beings came into
existence, they were required to protect themselves from, cold dampness, dust, heat, and
roughness of ground while standing, walking or even running. So they originate shoes for the
protection of their feet. It is conventionally made out of leather but the aforesaid can be made
with synthetic material. The importance of footwear is highly realised in western and other
countries, so the footwear industry developed in full motion that originated companies like
Nicrome, Adidas, Puma, Reebok etc.

In recent years, there has been a temperament for the footwear sector in the
developing world to become successful in exporting to industrially advanced countries. Local
markets in developing countries for domestically produced footwear have also grown. These
latest trends have resulted in the entrenchment of relatively large scale and capital intensive
plants. Domestic enterprises with less access to technical information have thus tended to
adopt manufacturing methods similar to those in 'turn-key' factories, at the expense of
technologies more suitable to local conditions, especially at low scales of production. In
western countries especially in Europe, the footwear industry has declined in the last few
years. While in 2005, there were about 27.000 firms engaged in footwear industry; in 2008
there were only 24.000. Along with the number of firms, the direct employment has also
decreased. The only factors that remained almost steady were production value and the value
added at factor cost.

Indian footwear sector is one of the major revenue earners in country.

The footwear industry is a significant segment of the leather and
fashion industry in India. Footwear industry is basically labour
intensive and is generally seen that it is concentrated in the small
and cottage sectors.

The Indian footwear industry ranks second among the footwear producing countries
next to China.

India is the world's second largest producer of footwear; its

production estimated over 700 million pairs per annum. At about US $
300 million per year, footwear accounts for 18 percent share of total
exports of leather exports.

Various types of shoes produced and exported from India include dress
shoes, casuals, moccasins, sports shoes, horacchis, sandals,
ballerinas, and booties. Major production centres are Chennai
(Madras), Delhi, Agra, Kanpur, Mumbai (Bombay), Calcutta and
Jalandhar.

Most of the modern footwear manufacturers in India are already

supplying to well established brands in Europe and USA. The large
domestic market and the opportunity to cater to world markets makes
India an attractive destination for technology and investments. Equally relevant is it for the
footwear components industry, at this juncture, it is posed for real growth and
diversification.

India is the second largest footwear manufacturer in the world, next

only to China. Nearly 58 percent of the industry, which is by and
large labour intensive and concentrated in the small and cottage
industry sectors, remains unbranded. However, as part of its effort to
play a lead role in the global trade, the Indian leather industry is
now focusing on key deliverables of innovative design, state-of-the-
art production technology and unfailing delivery schedules.

Globally, the trend towards sourcing to countries with low-cost

production continues. Overall, the Far East continues to be the key
area for footwear sourcing, but Eastern Europe (Romania and Bulgaria)
has become more important as closer proximity helps European retailers
to move faster. India and Vietnam are also considered important for
sourcing. India is especially strong in the men’s footwear segment
though the world’s major production is in ladies footwear. This not
only limits the scope for footwear exports, but also points to a huge
potential in the domestic market. Proper branding and promotion can
greatly increase the domestic demand in ladies footwear.

While leather shoes and uppers are concentated in large scale units,
the sandals and chappals are produced in household and cottage sector.
In the case of chappals and sandals, use of non-leather material is
prevalent in the domestic market.

Footwear is the product to protect human feet from effects of all biological damages.
Footwear industry is age old traditional industry in India and it has been changed structurally
into different segments like casual-wears, dress-wears and sportswear. New segment is
emerging for medical purposes as medical-wear like diabetic footwear. Many companies use
to concentrate different segment like men’s-wear, women’s-wear and children’s-wear
separately. Footwear industry has been giving considerable amount of employment to the
nation especially weaker sections and minority sections of society in India. Population
growth, exports, domestic markets are the factors of expansion of footwear industry and
creation of employment opportunities in this sector. This case study reveals the production
capacities, structure of industry, exports growth, global imports, per capita consumption and
estimates of future requirements of human resources in footwear industry in India.

Spanish cave drawings from more than 15,000 years ago show humans with animal
skins or furs wrapped around their feet. The body of a well-preserved “ice-man” nearly 5,000
years old wears leather foot coverings stuffed with straw. Shoes, in some form or another,
have been around for a very long time. The evolution of foot coverings, from the sandal to
present-day athletic shoes that are marvels of engineering, continues even today as we find
new materials with which to cover our feet.

Has the shoe really changed that much though? We are, in fact, still wearing sandals –
the oldest crafted foot covering known to us. Moccasins are still readily available in the form
of the loafer. In fact, many of the shoes we wear today can be traced back to another era.
The Cuban heel may have been named for the dance craze of the 1920s, but the shape can be
seen long before that time. Platform soles, which are one of the most recognisable features of
footwear in the 1970s and 1990s were handed down to us from 16th century chopines. Then,
high soles were a necessity to keep the feet off of the dirty streets. Today, they are worn
strictly for fashion’s sake. The poulaine, with its ridiculously long toes is not that different
from the “winkle-pickers” worn in the 1960s.

If one can deduce that basic shoe shapes have evolved only so much, it is necessary to
discover why this has happened. It is surely not due to a lack of imagination – the colours and
materials of shoes today demonstrate that. Looking at shoes from different parts of the world,
one can see undeniable similarities. While the Venetians were wearing the chopine, the
Japanese balanced on high-soled wooden shoes called geta. Though the shape is slightly
different, the idea remains the same. The Venetians had no contact with the Japanese, so it is
not a case of imitation. Even the mystical Chinese practise of footbinding has been copied
(though to a lesser extent) in our culture. Some European women and men of the past bound
their feet with tape and squashed them into too-tight shoes. In fact, a survey from the early
1990s reported that 88 percent of American women wear shoes that are too small!

As one examines the history of footwear, both in the West and in other parts of the
world, the similarities are apparent. Though the shoemakers of the past never would have
thought to pair a sandal with a platform sole, our shoe fashions of today are, for the most part,
modernised adaptations of past styles.
Middle Ages and Early Modern period
A common casual shoe in the Pyrenees during the Middle Ages were espadrilles.
These are sandals with braided jute soles and a fabric upper portion, and often includes fabric
laces that tie around the ankle. The term is French and comes from the esparto grass. The
shoes originate in the Catalonian region of Spain as early as the 13th century, and were
commonly worn by peasants in the farming communities in the area.[10]

Dutch pattens, ca. 1465. Excavated from the archeological site of Walraversijde,
near Ostend, Belgium
 Many medieval shoes were made using the turnshoe method of construction, in which
the upper was turned flesh side out, and was lasted onto the sole and joined to the edge by a
seam. The shoe was then turned inside-out so that the grain was outside. Some shoes were
developed with toggled flaps or drawstrings to tighten the leather around the foot for a better
fit. Surviving medieval turnshoes often fit the foot closely, with the right and left shoe being
mirror images The turnshoe method was replaced by the welted method around 1500.

By the 15th Century, pattens became popular by both men and women in Europe.
These are commonly seen as the predecessor of the modern high-heeled shoe, while the poor
and lower classes in Europe, as well as slaves in the New World, and were barefoot. In the
15th century, the Crakow was fashionable in Europe. This style of shoe is named because it is
thought to have originated in Kraków, the capitol of Poland. The style is characterized by the
point of the shoe, known as the "polaine", which often was supported by a whalebone tied to
the knee to prevent the point getting in the way while walking. Also during the 15th
century, chopines were created in Turkey, and were usually 7-8 inches (17.7-20.3 cm) high.
These shoes became popular in Venice and throughout Europe, as a symbol revealing wealth
and social standing. During the 16th century, royalty started wearing high-heeled shoes to
make them look taller or larger than life, such as Catherine de Medici or Mary I of England.
By 1580, even men wore them, and a person with authority or wealth was often referred to as,
"well-heeled".

Eventually the modern shoe, with a sewn-on sole, was devised. Since the 17th
century, most leather shoes have used a sewn-on sole. This remains the standard for finer-
quality dress shoes today. Until around 1800, welted rand shoes were commonly made
without differentiation for the left or right foot. Such shoes are now referred to as "straights”.
Only gradually did the modern foot-specific shoe become standard.

Industrial era

A shoemaker in the Georgian era, from The Book of English Trades, 1821.
Shoemaking became more commercialized in the mid-18th century, as it expanded as
a cottage industry. Large warehouses began to stock footwear in warehouses, made by many
small manufacturers from the area.

Until the 19th century, shoemaking was a traditional handicraft, but by the century's end, the
process had been almost completely mechanized, with production occurring in large
factories. Despite the obvious economic gains of mass-production, the factory system
produced shoes without the individual differentiation that the traditional shoemaker was able
to provide.

The first steps towards mechanization were taken during the Napoleonic Wars by the
engineer, Marc Brunel. He developed machinery for the mass-production of boots for the
soldiers of the British Army. In 1812 he devised a scheme for making nailed-boot-making
machinery that automatically fastened soles to uppers by means of metallic pins or
nails. With the support of the Duke of York, the shoes were manufactured, and, due to their
strength, cheapness, and durability, were introduced for the use of the army. In the same year,
the use of screws and staples was patented by Richard Woodman. Brunel's system was
described by Sir Richard Phillips as a visitor to his factory in Battersea as follows:

By the late 19th century, the shoemaking industry had migrated to the factory and was
increasingly mechanized. Pictured, the bottoming room of the B. F. Spinney & Co. factory
in Lynn, Massachusetts, 1872.

"In another building I was shown his manufactory of shoes, which, like the other, is
full of ingenuity, and, in regard to subdivision of labour, brings this fabric on a level with the
oft-admired manufactory of pins. Every step in it is effected by the most elegant and precise
machinery; while, as each operation is performed by one hand, so each shoe passes through
twenty-five hands, who complete from the hide, as supplied by the currier, a hundred pairs of
strong and well-finished shoes per day. All the details are performed by the ingenious
application of the mechanic powers; and all the parts are characterized by precision,
uniformity, and accuracy. As each man performs but one step in the process, which implies
no knowledge of what is done by those who go before or follow him, so the persons
employed are not shoemakers, but wounded soldiers, who are able to learn their respective
duties in a few hours. The contract at which these shoes are delivered to Government is 6s.
6d. per pair, being at least 2s. Less than what was paid previously for an unequal and cobbled
article."

However, when the war ended in 1815, manual labour became much cheaper, and the
demand for military equipment subsided. As a consequence, Brunel's system was no longer
profitable and it soon ceased business.

Similar exigencies at the time of the Crimean War stimulated a renewed interest in
methods of mechanization and mass-production, which proved longer lasting. A shoemaker
in Leicester, Tomas Crick, patented the design for a riveting machine in 1853. His machine
used an iron plate to push iron rivets into the sole. The process greatly increased the speed
and efficiency of production. He also introduced the use of steam-powered rolling-
machinesfor hardening leather and cutting-machines, in the mid-1850s.

Advertisement in an 1896 issue of McClure’s for "The Regal".

The sewing machine was introduced in 1846, and provided an alternative method for
the mechanization of shoemaking. By the late 1850s, the industry was beginning to shift
towards the modern factory, mainly in the US and areas of England. A shoe stitching
machine was invented by the American Lyman Blake in 1856 and perfected by 1864.
Entering in to partnership with McKay, his device became known as the McKay stitching
machine and was quickly adopted by manufacturers throughout New England. As
bottlenecks opened up in the production line due to these innovations, more and more of
the manufacturing stages, such as pegging and finishing, became automated. By the
1890s, the process of mechanization was largely complete.

Since the mid-20th Century, advances in rubber, plastics, synthetic cloth, and
industrial adhesives have allowed manufacturers to create shoes that stray considerably
from traditional crafting techniques. Leather, which had been the primary material in
earlier styles, has remained standard in expensive dress shoes, but athletic shoes often
have little or no real leather. Soles, which were once laboriously hand-stitched on, are
now more often machine stitched or simply glued on. Many of these newer materials,
such as rubber and plastics, have made shoes less biodegradable. It is estimated that most
mass-produced shoes require 1000 years to degrade in a landfill.[26] In the late 2000s,
some shoemakers picked up on the issue and began to produce shoes made entirely
from degradable materials, such as the Nicrome Considered.

In 2007, the global shoe industry had an overall market of $107.4 billion, in terms
of revenue, and is expected to grow to $122.9 billion by the end of 2012. Shoe
manufacturers in the People's Republic of China account for 63% of production, 40.5%
of global exports and 55% of industry revenue. However, many manufacturers
in Europe dominate the higher-priced, higher value-added end of the market.

Culture and folklore

Haines Shoe House in Hallam, Pennsylvania

As an integral part of human culture and civilization, shoes have found their way into
our culture, folklore, and art. A popular 18th centurynursery rhyme is There was an Old
Woman Who Lived in a Shoe. This story tells about an old woman living in a shoe with a
lot of children. In 1948, Mahlon Haines, a shoe salesman in Hallam, Pennsylvania, built
an actual house shaped like a work boot as a form of advertisement. The Haines Shoe
House was rented to newlyweds and the elderly until his death in 1962. Since then, it has
served as anice cream parlor, a bed and breakfast, and a museum. It still stands today and
is a popular roadside attraction.

Shoes also play an important role in the fairy tales Cinderella and The Red Shoes. In
the movie adaption of the children's book The Wonderful Wizard of Oz, a pair of red ruby
slippers play a key role in the plot. The 1985 comedy The Man with One Red
Shoe features an eccentric man wearing one normal business shoe and one red shoe that
becomes central to the plot.

Sports shoes in Hong Kong

Athletic sneaker collection has also existed as a part of urban subculture in the United
States for several decades. Recent decades have seen this trend spread to European
nations such as the Czech Republic. A Sneakerhead is a person who owns multiple pairs
of shoes as a form of collection and fashion. A contributor to the growth of sneaker
collecting is the continued worldwide popularity of the Air Jordan line of sneakers
designed by Nicrome for Basketball star Michael Jordan.

In the Holy Bible's Old Testament, the shoe is used to symbolize something that is
worthless or of little value. In the New Testament, the act of removing one's shoes
symbolizes servitude. Ancient Semitic-speaking peoples regarded the act of removing
their shoes as a mark of reverence when approaching a sacred person or place. In
the Book of Exodus, Moses was instructed to remove his shoes before approaching the
burning bush:

Put off thy shoes from off thy feet, for the place whereon thou standest [is] holy
ground (Exodus 3:5).
 Salt Crystal Shoes, art installation at the Dead Sea by Israeli artist Sigalit Landau

The removal of the shoe also symbolizes the act of giving up a legal right.
In Hebrew custom, the widow removed the shoe of her late husband's brother to
symbolize that he had abandoned his duty. In Arab custom, the removal of one's shoe
also symbolized the dissolution of marriage.

In Arab culture, showing the sole of one's shoe is considered an insult, and to throw a
shoe and hit someone with it is considered an even greater insult. Shoes are considered to
be dirty as they frequently touch the ground, and are associated with the lowest part of
the body — the foot. As such, shoes are forbidden in mosques, and it is also considered
unmannerly to cross the legs and display the soles of one's shoes to someone when
talking to them. This insult was demonstrated in Iraq, first when Saddam Hussein's statue
was toppled in 2003, Iraqis gathered around it and struck the statue with their
shoes.[34] Secondly, in 2008, United States President George W. Bush had a shoe thrown
at him by a journalist as a statement against the war that was brought to Iraq and the lives
that it has cost. More generally,shoe-throwing or shoeing, showing the sole of one's shoe
or using shoes to insult are forms of protest in many parts of the world. Incidents where
shoes were thrown at political figures have taken place
in Australia, India, Ireland, Taiwan, Hong Kong, Pakistan, the United Kingdom,
the United States, and most notably the Arab world.

Empty shoes may also symbolize death. In Greek culture, empty shoes are the
equivalent of the American funeral wreath. For example, empty shoes placed outside of a
Greek home would tell others that the family's son has died in battle.[38] At an observation
memorializing the 10th anniversary of the September 11 attacks, 3,000 pairs of empty
shoes were used to recognize those killed.

The Shoes on the Danube Bank is a memorial in Budapest, Hungary. Conceived by

film director Can Togay, he created it on the east bank of the Danube River with
sculptor Gyula Pauer to honor the Jews who were killed by fascist Arrow
Cross militiamen in Budapest during World War II. They were ordered to take off their
shoes, and were shot at the edge of the water so that their bodies fell into the river and
were carried away. The memorial represents their shoes left behind on the bank.

Shoe construction

See also: Shoe insert and Arch support

Parts of a shoe

The basic anatomy of a shoe is recognizable, regardless of the specific style of footwear.

A shoemaker making turnshoes at the Roscheider Hof Open Air Museum

All shoes have a sole, which is the bottom of a shoe, in contact with the ground. Soles
can be made from a variety of materials, although most modern shoes have soles made
from natural rubber, polyurethane, or polyvinyl chloride (PVC) compounds.[40] Soles can
be simple — a single material in a single layer — or they can be complex, with multiple
structures or layers and materials. When various layers are used, soles may consist of
an insole, midsole, and an outsole.

The insole is the interior bottom of a shoe, which sits directly beneath the foot under
the footbed (also known as sock liner). The purpose of insole is to attach to the lasting
margin of the upper, which is wrapped around the last during the closing of the shoe
during the lasting operation. Insoles are usually made of cellulosic paper board or
synthetic non woven insole board. Many shoes have removable and replaceable footbeds.
Extra cushioning is often added for comfort (to control the shape, moisture, or smell of
the shoe) or health reasons (to help deal with differences in the natural shape of the foot
or positioning of the foot during standing or walking).

The outsole is the layer in direct contact with the ground. Dress shoes often have
leather or resin rubber outsoles; casual or work-oriented shoes have outsoles made of
natural rubber or a synthetic material like polyurethane. The outsole may comprise a
single piece, or may be an assembly of separate pieces, often of different materials. On
some shoes, the heel of the sole has a rubber plate for durability and traction, while the
front is leather for style. Specialized shoes will often have modifications on this design:
athletic or so called cleated shoes like soccer, rugby, baseball and golf shoes have spikes
embedded in the outsole to improve traction.

The midsole is the layer in between the outsole and the insole, typically there for
shock absorption. Some types of shoes, like running shoes, have additional material for
shock absorption, usually beneath the heel of the foot, where one puts the most pressure
down. Some shoes may not have a midsole at all.

The heel is the bottom rear part of a shoe. Its function is to support the heel of the
foot. They are often made of the same material as the sole of the shoe. This part can be
high for fashion or to make the person look taller, or flat for a more practical and
comfortable use.[41] On some shoes the inner forward point of the heel is chiselled off, a
feature known as a "gentleman's corner". This piece of design is intended to alleviate the
problem of the points catching the bottom of trousers and was first observed in the 1930s.

The upper helps hold the shoe onto the foot. In the simplest cases, such as sandals or
flip-flops, this may be nothing more than a few straps for holding the sole in place.
Closed footwear, such as boots, trainers and most men's shoes, will have a more complex
upper. This part is often decorated or is made in a certain style to look attractive. The
upper is connected to the sole by a strip of leather, rubber, or plastic that is stitched
between it and the sole, known as a welt.

Most uppers have a mechanism, such as laces, straps with buckles, zippers, elastic,
velcro straps, buttons, or snaps, for tightening the upper on the foot. Uppers with laces
usually have a tongue that helps seal the laced opening and protect the foot from abrasion
by the laces. Uppers with laces also have eyelets or hooks to make it easier to tighten and
loosen the laces and to prevent the lace from tearing through the upper material.
An aglet is the protective wrapping on the end of the lace.

The vamp is the front part of the shoe, starting behind the toe, extending around the
eyelets and tongue and towards back part of the shoe.

The medial is the part of the shoe closest to a person's center of symmetry, and
the lateral is on the opposite side, away from their center of symmetry. This can be in
reference to either the outsole or the vamp. Most shoes have shoelaces on the upper,
connecting the medial and lateral parts after one puts their shoes on and aiding in keeping
their shoes on their feet. In 1968, Puma SE introduced the first pair of sneakers
with Velcro straps in lieu of shoelaces, and these became popular by the 1980s, especially
among children and the elderly.

The toe box is the part that covers and protects the toes. People with toe deformities,
or individuals who experience toe swelling (such as long distance runners) usually
require a larger toe box.[45]

sport of roller skating. Similarly, ice skates have a metal blade attached to the bottom for
locomotion across ice. Skate shoes have also been designed to provide a comfortable,
flexible and durable shoe for the sport of skateboarding.[58] Climbing shoes are rubber-
soled, tight-fitting shoes designed to fit in the small cracks and crevices for rock
climbing. Cycling shoes are similarly designed with rubber soles and a tight fit, but also
are equipped with a metal or plastic cleat to interface withclipless pedals, as well as a stiff
sole to maximize power transfer and support the foot.

Boot

A pair of steel-toed safety boots

Main article: Boot

A boot is a special type of shoe which covers the foot and the ankle and extends up
the leg, sometimes as far as the knee or even the hip. Most boots have a heel that is
clearly distinguishable from the rest of the sole, even if the two are made of one piece.
They are typically made of leather or rubber, although they may be made from a variety
of different materials. Boots are worn both for their functionality — protecting the foot
and leg from water, snow, mud or hazards or providing additional ankle support for
strenuous activities — as well as for reasons of style and fashion.

Cowboy boots are a specific style of riding boot which combines function with
fashion. They became popular among cowboys in the western United States during the
19th century. Traditional cowboy boots have a Cuban heel, rounded to pointed toe, high
shaft, and, traditionally, no lacing. They are normally made from cowhide leather but
may be made from more exotic skins such as ostrich, anaconda, or elephant skins.

Hiking boots are designed to provide extra ankle and arch support, as well as extra
padding for comfort during hiking. They are constructed to provide comfort for miles of
walking over rough terrains, and protect the hiker's feet against water, mud, rocks, and
other wilderness obstacles. These boots support the ankle to avoid twisting but do not
restrict the ankle's movement too much. They are fairly stiff to support the foot. A
properly fitted boot and/or friction-reducing patches applied to troublesome areas ensures
protection against blisters and other discomforts associated with long hikes on rugged
terrain.

During wet or snowy weather, snow boots are worn to keep the foot warm and dry.
They are typically made of rubber or other water-resistant material, have multiple layers
of insulation, and a high heel to keep snow out. Boots may also be attached
to snowshoes to increase the distribution of weight over a larger surface area for walking
in snow. Ski boots are a specialized snow boot which are used in alpine or cross-country
skiing and designed to provide a way to attach the skier to his/her skis using ski bindings.
The ski/boot/binding combination is used to effectively transmit control inputs from the
skier's legs to the snow. Ice skates are another specialized boot with a metal blade
attached to the bottom which is used to propel the wearer across a sheet of ice. Inline
skates are similar to ice skates but with a set of three to four wheels in lieu of the blade,
which are designed to mimic ice skating on solid surfaces such as wood or concrete.
 Boots are designed to withstand heavy wear to protect the wearer and provide good
traction. They are generally made from sturdy leather uppers and non-leather outsoles.
They may be used for uniforms of the police or military, as well as for protection in
industrial settings such as mining and construction. Protective features may include steel-
tipped toesand soles or ankle guards.

Dress and casual

Dress shoes are characterized by smooth and supple leather uppers, leather soles, and
narrow sleek figure. Casual shoes are characterized by sturdy leather uppers, non-leather
outsoles, and wide profile.

Some designs of dress shoes can be worn by either gender. The majority of dress
shoes have an upper covering, commonly made of leather, enclosing most of the lower
foot, but not covering the ankles. This upper part of the shoe is often made without
apertures or openings, but may also be made with openings or even itself consist of a
series of straps, e.g. an open toe featured in women's shoes. Shoes with uppers made high
to cover the ankles are also available; a shoe with the upper rising above the ankle is
usually considered a boot but certain styles may be referred to as high-topped shoes
or high-tops. Usually, a high-topped shoe is secured by laces or zippers, although some
styles have elastic inserts to ease slipping the shoe on.

Men's

Women's
 High heel sandals

There is a large variety of shoes available for women, in addition to most of the men's
styles being more accepted as unisex. Some broad categories are:

 High-heeled footwear is footwear that raises the heels, typically 2 inches (5 cm) or
more above the toes, commonly worn by women for formal occasions or social
outings. Variants include kitten heels (typically 1½-2 inches high) and stilletto
heels (with a very narrow heel post) and wedge heels (with a wedge-shaped sole
rather than a heel post).
 Mules are shoes or slippers with no fitting around the heel (i.e. they are backless)
 Slingbacks are shoes which are secured by a strap behind the heel, rather than over
the top of the foot.
 Ballet flats, known in the UK as ballerinas, ballet pumps or skimmers, are shoes
with a very low heel and a relatively short vamp, exposing much of the instep. They
are popular for warm-weather wear, and may be seen as more comfortable than shoes
with a higher heel.
 Court shoes, known in the United States as pumps, are typically high-heeled, slip-on
dress shoes.
 Women's high heel pump

Unisex

 Clog
 Platform shoe: shoe with very thick soles and heels
 Sandals: open shoes consisting of a sole and various straps, leaving much of the foot
exposed to air. They are thus popular for warm-weather wear, because they let the
foot be cooler than a closed-toed shoe would.
 Saddle shoe: leather shoe with a contrasting saddle-shaped band over the instep,
typically white uppers with black "saddle".
 Slip-on shoe: a dress or casual shoe without shoelaces or fasteners; often with tassels,
buckles, or coin-holders (penny loafers).
 Boat shoes, also known as "deck shoes": similar to a loafer, but more casual. Laces
are usually simple leather with no frills. Typically made of leather and featuring a
soft white sole to avoid marring or scratching a boat deck. The first boat shoe was
invented in 1935 by Paul A. Sperry.
Slippers: For indoor use, commonly worn with pajamas
 CHAPTER-II

REVIEW OF LITERATURE

REVIEW OF LITERATURE

A Relook to the workplace, states that HR policies are being made flexible. From
leaves to compensations, perks to office facilities, many companies are willing to customize
polices to suit different employee segments.

The older employees want social security benefits, younger employees want cash in
hand because they can’t think of sticking to a company for many years and retire from the
same company. Therefore „one jacket fits all‟ will not be right to motivate the talents and
retain them.

Conventions and Recommendation of ILO (1949) sets forth a fundamental principle

at its 26th conference held in Philadelphia recommended some of the measures in the area of
welfare measures which includes adequate protection for life and health of workers in all
occupations, provision for child welfare and maternity protection, provision of adequate
nutrition, housing and facilities for recreation and culture, the assurance of equality of
educational and vocational opportunity etc.,

Report of National Commission on Labour (2002), Government of India, made

recommendations in the area of labour welfare measures which includes social security,
extending the application of the Provident Fund, gratuity and unemployment insurance etc.

Shobha Mishra &ManjuBhagat, in their “Principles for Successful Implementation of

Labour Welfare Activities”, sated that labour absenteeism in Indian industries can be reduced
to a great extent by providing good housing, health and family care, canteen, educational and
training facilities and provision of welfare activities.

The principle for successful implementation of labour welfare activities is nothing but
an extension of democratic values in an industrialized society. P.L.Rao, in his “Labour
Legislation in the Making”, opines that professional bodies like National Institute of
Personnel Management should constitute a standing committee to monitor the proceeding in
the Parliament regarding the labour welfare measures
 Binoyjoseph,josephinjodey (2009), studies in the article points out that, the structure
of welfare states rests on a social security fabric. Government, employers, trade unions have
done a lot to promote the betterment of workers conditions.

David, A Decenzo (2001) and Stephen P. Robbinsin their book, “Personnel / Human
Resource Management explained the various benefits and services provided by the
companies to their employees. According to them, the legally required benefits and services
include social security premiums, unemployment compensation, workers compensation and
state disability programs. They felt that the cost of the voluntary benefits offered appears to
be increasing.

Michael (2001) in his book, “Human Resource Management and Human Relations”
said that the provision of intra-mural and extra-mural welfare facilities help in improving the
quality of work life of employee’s thereby good human relations will develop among
different cadres of employees.

Punekar, Deodhar and Sankaran (2004) in their book, “Labor Welfare, Trade
Unionism and Industrial Relations” stated that labor welfare is anything done for the comfort
andimprovement, intellectual and social-well being of the employees over and above the
wages paid which is not a necessity of the industry.

Aswathappa (2010) in his book, “Human Resource Management “discussed the

various types of benefits and services provided to employee’s in terms of payment for time
not worked, insurance benefits, compensation benefits, pension plans etc. He also discussed
the ways to administer the benefits and services in a better way.
 CHAPTER III
RESEARCH METHODOLOGY
MEANING OF RESEARCH:
Research in common parlance refers to a search for knowledge. Once can also define
research as a scientific systematic search for pertinent information on a specific topic. In fact,
research is an art of scientific investigation. The Advanced Learner’s Dictionary of Current
English lays down the meaning of research as “a careful investigation or inquiry especially
through search for new facts in any branch of knowledge.” Some people consider research as
a movement, a movement from the known to the unknown. It is actually a voyage of
discovery. We all possess the vital instinct of inquisitiveness for when the unknown confronts
us, we wonder and our inquisitiveness makes us probe and attain full and fuller understanding
of the unknown. This inquisitiveness is the mother of all knowledge and the method, which
man employs for obtaining the knowledge of whatever the unknown, can be termed as
research.
Definition of Research:
According to Redman and Mory: Research means “systematized effort to gain new
knowledge.”

RESEARCH DESIGN

 “Research design is the arrangement of activities for the collection and analysis of the
data in a manner that aims to combine relevance to the purpose with economy in
procedure.
 For this study the design used was descriptive. Descriptive design as the name itself
implies, is conducted to describe something.
 This study describes the factors that lead to the performance appraisal system existing
in NICROME LEATHER PROCESSING MANUFACTURING INDUSTRY AT
CHENNAI
 Here the descriptive research was conducted to find out the information about the
factor and to spot light the areas that need the management’s attention.
DATA COLLECTION METHOD:

For collecting primary data, questionnaires method was followed. The questionnaires
were issued to collect the data. Interaction with the employees was also done in a informal
way. So as to gather information about the feeling of the respondent with regard to the topic
under investing.

DATA COLLECTION:-
To achieve the objective of the data for the present study was collected as under.
PRIMARY DATA:-
The primary data collection was done with the help of survey. A questionnaire
regarding labour welfare amenities was designed and administrated. All the information was
collected with help of face to face interview with workers.

SECONDARY DATA :-
The secondary data collection was possible with the help of official records, the past
project report and the general information collected with the help of the NICROME
LEATHER PROCESSING MANUFACTURING INDUSTRY AT CHENNAI
This data can be collected using the following.
 Books
 Websites
 Brochures
 Journals

SAMPLING DESIGN:
Employees have been taken from 5 departments Manufacturing & Research and
Development Department, Finance Department, Marketing Department, Material
management department, HRD/personnel/Admn. Which makes 100 as sample and it is a
stratified random sampling method.
SAMPLING METHOD
The entire group from which a sample is chosen is known as sampling unit. The
research data was collected from employees of NICROME LEATHER PROCESSING
MANUFACTURING INDUSTRY AT CHENNAI

SIZE OF POPULATION

Total population was 1000 workers. Out of the total population the researcher
collected 10 percent i.e. 100 samples from the universe.

SAMPLING TECHNIQUE
The technique used for the research is Probability Sampling because the population is
finite. The Sampling technique selected for the study is Simple random sampling technique.
It is one where respondents are selected from the total population.

Simple random sample is a group of subjects (a sample) chosen from a larger group
(a population). Each subject from the population is chosen randomly and entirely by chance
such that each subject has the same probability of being chosen at any stage during the
sampling process. This process and technique is known as Simple Random Sampling.

METHOD OF SAMPLING:
Probability sampling method is used for the study, as it is also known as” simple
random sampling” under this sampling design, every item of the universe has an equal
channel of inclusion in the sample. Random sampling from a finite population refers to that
method of sample selection which gives each possible sample combination an equal
probability of being picked up and each item in the entire population to have an equal chance
of being included in the sample.
QUESTIONNAIRE DESIG
Closed ended questionnaire designs are used in this project.

STATISTICAL METHODS:
In this study Graphical Methods under pie charts are used for analysis.
STASTICAL TOOL USED:
Percentage Analysis and
Correlation

CHAPTER-IV

DATA ANALYSIS AND INTERTATION

TABLE 4.1

AGE OF THE RESPONDENT

Frequency Percent Valid Percent Cumulative

Percent

Below 20 years 14 14.0 14.0 14.0

21-30 years 24 24.0 24.0 38.0

31-40 years 24 24.0 24.0 62.0

Valid
41-50 years 26 26.0 26.0 88.0

Above 50 years 12 12.0 12.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the age of the employee are 14.0 % of the
respondents are aged between the below 20 years, 24.0 % of the respondents are aged
between the 21-30 years, 24.0% of the respondents are aged between the 31-40 years and
26.0 % of respondents are 41-50 years, 12.0% of the respondent are aged between the above
50 years.
CHART 4.1

AGE OF THE RESPONDENT

TABLE 4.2

CATEGORY OF THE RESPONDENT

Frequency Percent Valid Percent Cumulative

Percent

Highly skilled 29 29.0 29.0 29.0

Skilled 41 41.0 41.0 70.0

Valid
Unskilled 30 30.0 30.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the category of the employee are 29.0 % of the
respondents are highly skilled, 41.0 % of the respondents are skilled, and 30.0% of the
respondents are unskilled.
CHART 4.2

CATEGORY OF THE RESPONDENT

TABLE 4.3

EMPLOYEE WORKING DEPARMENT OF THE RESPONDENT

Frequency Percent Valid Percent Cumulative Percent

Sales 16 16.0 16.0 16.0

Marketing 16 16.0 16.0 32.0
Research 18 18.0 18.0 50.0
Valid
HR 22 22.0 22.0 72.0
Finance 28 28.0 28.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 16.0 % of the respondents are
working in the sales department, 16.0 % of the respondents are working in the marketing
department, 18.0% of the respondents are working in the research department, 22.0% of the
respondent are working in the hr department, and 28.0% of the respondent are working in the
finance department.
CHART 4.3

EMPLOYEE WORKING DEPARMENT OF THE RESPONDENT

.
TABLE 4.4

GENDER OF THE RESPONDENT

Frequency Percent Valid Percent Cumulative

Percent

Male 51 51.0 51.0 51.0

Female 49 49.0 49.0 100.0

Total 100.0 100.0 100.00

INTERPRETATION:

The above tables it can be observed that the gender of the employee are 51.0 % of the
respondents are male, 49.0 % of the respondents are female.
CHART 4.4

GENDER OF THE RESPONDENT

TABLE 4.5

MARITAL STATUS OF THE RESPONDENT

Frequency Percent Valid Percent Cumulative Percent

Single 56 56.0 56.0 56.0

Valid Married 44 44.0 44.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the marital status of the employee are 56.0 % of the
respondents are single, 44.0 % of the respondents are married.
CHART 4.5

MARITAL STATUS OF THE RESPONDENT

TABLE 4.6

EDUCATIONAL LEVEL OF THE RESPONDENT

Frequency Percent Valid Percent Cumulative

Percent

10-12 25 25.0 25.0 25.0

Diploma-UG 49 49.0 49.0 74.0
Valid
PG 26 26.0 26.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the education level of the respondent are 25.0 % of
the respondents are studied in 10-12, 49.0 % of the respondents are studied in DIPLOMA-
UG, 26.0% of the respondent are studied in PG.
CHART 4.6

EDUCATIONAL LEVEL OF THE RESPONDENT

TABLE 4.7

LENGTH OF SERVICE OF RESPONDENT

Frequency Percent Valid Percent Cumulative

Percent
Below 5 years 18 18.0 18.0 18.0
6-10 years 24 24.0 24.0 42.0

11-15 years 20 20.0 20.0 62.0

Valid
16-20 years 23 23.0 23.0 85.0

Above 20 years 15 15.0 15.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 18.0 % of the respondents are working in this
company below 5 years, 24.0 % of the respondents are working in this company 6-10 years,
20.0% of the respondent are working in this company 11-15 years, 23.0% of the respondent
are working in this company 16-20 years, 15.0% of the respondent are working in this
company above 20 years.
CHART 4.7

LENGTH OF SERVICE OF RESPONDENT

.
TABLE 4.8

DRINKING WATER FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative

Percent

Highly satisfied 20 20.0 20.0 20.0

Satisfied 23 23.0 23.0 43.0
Neutral 18 18.0 18.0 61.0
Valid
Dissatisfied 20 20.0 20.0 81.0
Highly dissatisfied 19 19.0 19.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that they are 20.0 % of the respondents are highly
satisfied with the drinking water facility provided by the company, 23.0 % of the respondents
are satisfied with the drinking water facility provided by the company, 18.0% of the
respondent are says that neutral, 20.0% of the respondent are says that dissatisfied,19.0% of
the respondent are highly dissatisfied with the drinking water facility provided by the
company.
CHART 4.8

DRINKING WATER FACILITY PROVIDE BY THE COMPANY

TABLE 4.9

LATRINES FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 21 21.0 21.0 21.0
Satisfied 21 21.0 21.0 42.0
Neutral 27 27.0 27.0 69.0
Valid
Dissatisfied 13 13.0 13.0 82.0
Highly dissatisfied 18 18.0 18.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 21.0 % of the respondents are highly satisfied,
with the latrines provided by the company, 21.0 % of the respondents are satisfied with the
latrines provided by the company, 27.0% of the respondent are says that neutral, 13.0% of the
respondent are dissatisfied with the latrines provided by the company, 18.0% of the
respondent are highly dissatisfied with the latrines provided by the company..
CHART 4.9

LATRINES FACILITY PROVIDE BY THE COMPANY

TABLE 4.10

CANTEEN FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 12 12.0 12.0 12.0
Satisfied 17 17.0 17.0 29.0
Neutral 23 23.0 23.0 52.0
Valid Dissatisfied 26 26.0 26.0 78.0
Highly 22 22.0 22.0 100.0
dissatisfied
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 12.0 % of the respondents are highly satisfied,
with the canteen facility provided by the company 17.0 % of the respondents are satisfied
with the canteen facility provided by the company, 23.0% of the respondent are neutral with
the canteen facility provided by the company, 26.0% of the respondent are says that
dissatisfied, 22.0% of the respondent are highly dissatisfied with the canteen facility provided
by the company.
CHART 4.10

CANTEEN FACILITY PROVIDE BY THE COMPANY

TABLE 4.11

CRÈCHES FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 13 13.0 13.0 13.0
Satisfied 12 12.0 12.0 25.0
Neutral 30 30.0 30.0 55.0
Valid
Dissatisfied 27 27.0 27.0 82.0
Highly dissatisfied 18 18.0 18.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that they are 13.0 % of the respondents are highly
satisfied with the crèches facility provided by the company, 12.0 % of the respondents are
says that they satisfied, 30.0% of the respondent are says that they neutral, 27.0% of the
respondent are says that they dissatisfied, 18.0% of the respondent are says that they highly
dissatisfied.
CHART 4.11

CRÈCHES FACILITY PROVIDE BY THE COMPANY

TABLE 4.12

UNIFORM FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 12 12.0 12.0 12.0

Satisfied 29 29.0 29.0 41.0
Neutral 22 22.0 22.0 63.0
Valid
Dissatisfied 21 21.0 21.0 84.0
Highly dissatisfied 16 16.0 16.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 12.0 % of the respondents are highly satisfied
with the uniform provided by the company, 29.0 % of the respondents are satisfied with the
uniform provided by the company, 22.0% of the respondent are says that they neutral, 21.0%
of the respondent are says that they dissatisfied, 16.0% of the respondent are says that they
highly dissatisfied.
CHART 4.12

UNIFORM FACILITY PROVIDE BY THE COMPANY

TABLE 4.13

COUNSELING FOR STAFFS FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 12 12.0 12.0 12.0
Satisfied 26 26.0 26.0 38.0
Neutral 26 26.0 26.0 64.0
Valid
Dissatisfied 24 24.0 24.0 88.0
Highly dissatisfied 12 12.0 12.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 12.0 % of the respondents are highly satisfied,
with the counseling staff provided by the company 26.0 % of the respondents are says that
they satisfied,26.0% of the respondent are says that they neutral,24.0% of the respondent are
says that they dissatisfied,12.0% of the respondent are says that they highly dissatisfied.
CHART 4.13

COUNSELING FOR STAFFS FACILITY PROVIDE BY THE COMPANY

TABLE 4.14

REGULARMEDICALCHECKUPS FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 14 14.0 14.0 14.0

Satisfied 22 22.0 22.0 36.0
Neutral 26 26.0 26.0 62.0
Valid
Dissatisfied 23 23.0 23.0 85.0
Highly dissatisfied 15 15.0 15.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that they are 14.0% of the respondents are highly
satisfied with the regular medical checkups in company, 22.0 % of the respondents are
satisfied with regular medical checkups in company, 26.0% of the respondent are neutral with
regular medical checkups in company, 23.0% of the respondent are dissatisfied with regular
medical checkups in company,15.0% of the respondent are highly dissatisfied with regular
medical checkups in company.
CHART 4.14

REGULAR MEDICAL CHECK UPS FACILITY PROVIDE BY THE COMPANY

.
TABLE 4.15
RECREATION FACILITIES FACILITY PROVIDE BY THE COMPANY
Frequency Percent Valid Percent Cumulative
Percent
Highly satisfied 14 14.0 14.0 14.0
Satisfied 27 27.0 27.0 41.0
Neutral 25 25.0 25.0 66.0
Valid
Dissatisfied 21 21.0 21.0 87.0
Highly dissatisfied 13 13.0 13.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that they 14.0% of the respondents are highly satisfied,
with recreation facilities provided by the company,27.0 % of the respondents are satisfied
with recreation facilities ,25.0% of the respondent are neutral that with recreation facilities
provided by the company ,21.0% of the respondent are says that they dissatisfied,13.0% of
the respondent are says that they highly dissatisfied.
CHART4.15
RECREATION FACILITY PROVIDE BY THE COMPANY
TABLE 4.16

SHIFT TIMINGS FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative

Percent

Highly satisfied 24 24.0 24.0 24.0

Satisfied 27 27.0 27.0 51.0
Neutral 19 19.0 19.0 70.0
Valid Dissatisfied 17 17.0 17.0 87.0
Highly 13 13.0 13.0 100.0
dissatisfied
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that they 24.0% of the respondents are highly satisfied,
with the shift timings followed by the company,27.0 % of the respondents are satisfied with
the shift timings followed by the company ,19.0% of the respondent are say that
neutral,17.0% of the respondent are says that dissatisfied,13.0% of the respondent are says
that highly dissatisfied.
CHART 4.16

SHIFT TIMINGS FACILITY PROVIDE BY THE COMPANY

TABLE 4.17

LEAVE BENEFITS FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 15 15.0 15.0 15.0

Satisfied 22 22.0 22.0 37.0
Neutral 25 25.0 25.0 62.0
Valid
Dissatisfied 22 22.0 22.0 84.0
Highly dissatisfied 16 16.0 16.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that they are 15.0% of the respondents are satisfied
highly with leave benefits offered by the industry, 22.0 % of the respondents are says that
satisfied, 25.0% of the respondent are neutral highly with leave benefits offered by the
industry, 22.0% of the respondent are says that dissatisfied,16.0% of the respondent are
highly dissatisfied highly with leave benefits offered by the industry,
CHART 4.17

LEAVE BENEFITS FACILITY PROVIDE BY THE COMPANY

TABLE 4.18

GRATUITY FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 12 12.0 12.0 12.0

Satisfied 28 28.0 28.0 40.0
Neutral 21 21.0 21.0 61.0
Valid
Dissatisfied 25 25.0 25.0 86.0
Highly dissatisfied 14 14.0 14.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that he gratuity are 12.0% of the respondents
are highly satisfied with gratuity offered by the industry, 28.0 % of the respondents are
satisfied with gratuity offered by the industry,21.0% of the respondent are neutral with
gratuity offered by the industry,25.0% of the respondent are dissatisfied with gratuity offered
by the industry,14.0% of the respondent are highly dissatisfied with gratuity offered by the
industry.
CHART 4.18

GRATUITY FACILITY PROVIDE BY THE COMPANY

TABLE 4.19

PROVIDENT FUND FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 20 20.0 20.0 20.0

Satisfied 24 24.0 24.0 44.0

Neutral 20 20.0 20.0 64.0
Valid
Dissatisfied 21 21.0 21.0 85.0
Highly dissatisfied 15 15.0 15.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that they 20.0% of the respondents are highly satisfied
with provident fund offered by the industry, 24.0 % of the respondents are satisfied with
provident fund offered by the industry, 20.0% of the respondent are neutral with provident
fund offered by the industry, 21.0% of the respondent are dissatisfied with provident fund
offered by the industry,15.0% of the respondent are highly dissatisfied with provident fund
offered by the industry
CHART 4.19

PROVIDENT FUND FACILITY PROVIDE BY THE COMPANY

TABLE 4.20

SUGGESTION BOX FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative

Percent
Highly satisfied 7 7.0 7.0 7.0
Satisfied 26 26.0 26.0 33.0
Neutral 24 24.0 24.0 57.0
Valid
Dissatisfied 26 26.0 26.0 83.0
Highly dissatisfied 17 17.0 17.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 7.0% of the respondents are highly satisfied with
suggestion box provided by the company , 26.0 % of the respondents are says that they
satisfied,24.0% of the respondent are says that they neutral,26.0% of the respondent are says
that they dissatisfied,17.0% of the respondent are says that they highly dissatisfied.
CHART 4.20

SUGGESTION BOX FACILITY PROVIDE BY THE COMPANY

TABLE 4.21

STAFF ASSOCIATION FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Cumulative Percent

Percent
Highly satisfied 20 20.0 20.0 20.0
Satisfied 19 19.0 19.0 39.0
Neutral 35 35.0 35.0 74.0
Valid Dissatisfied 9 9.0 9.0 83.0
Highly 17 17.0 17.0 100.0
dissatisfied

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 20.0% of the respondents are highly satisfied,
with staff association in the company, 19.0 % of the respondents are satisfied with staff
association in the company, 35.0% of the respondent are neutral with staff association in the
company, 9.0% of the respondent are dissatisfied with staff association in the company,
17.0% of the respondent are highly dissatisfied with staff association in the company.
CHART 4.21

STAFF ASSOCIATION FACILITY PROVIDE BY THE COMPANY

TABLE 4.22

TRAINING DEVELOPMENT PROGRAMS FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 10 10.0 10.0 10.0
Satisfied 22 22.0 22.0 32.0
Neutral 26 26.0 26.0 58.0
Valid
Dissatisfied 28 28.0 28.0 86.0
Highly dissatisfied 14 14.0 14.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 10.0% of the respondents are highly satisfied,
with the training and development programs,22.0 % of the respondents are satisfied with the
training and development programs,26.0% of the respondent are neutral with the training and
development programs ,28.0% of the respondent are dissatisfied with the training and
development programs ,14.0% of the respondent are highly dissatisfied with the training and
development programs .
CHART 4.22

TRAINING DEVELOPMENT PROGRAMS FACILITY PROVIDE BY THE COMPANY

TABLE 4.23

HOUSING FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative

Percent

Highly satisfied 24 24.0 24.0 24.0

Satisfied 25 25.0 25.0 49.0

Neutral 19 19.0 19.0 68.0

Valid
Dissatisfied 20 20.0 20.0 88.0

Highly dissatisfied 12 12.0 12.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 24.0% of the respondents are highly satisfied,
with the housing facility provided by the company, 25.0 % of the respondents are says that
they satisfied, 19.0% of the respondent are says that they neutral, 20.0% of the respondent are
says that they dissatisfied, 12.0% of the respondent are says that they highly dissatisfied.
CHART 4.23

HOUSING FACILITY PROVIDE BY THE COMPANY

TABLE 4.24

TRANSPORTATION FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 11 11.0 11.0 11.0

Satisfied 25 25.0 25.0 36.0
Neutral 26 26.0 26.0 62.0
Valid
Dissatisfied 25 25.0 25.0 87.0
Highly dissatisfied 13 13.0 13.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 11.0% of the respondents are highly satisfied,
with the transportation facility provided by the company,25.0 % of the respondents are says
that satisfied,26.0% of the respondent are says that neutral,25.0% of the respondent are says
that dissatisfied,13.0% of the respondent are says that highly dissatisfied.
CHART 4.24

TRANSPORTATION FACILITY PROVIDE BY THE COMPANY

TABLE 4.25

PAY ADVANCE FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 12 12.0 12.0 12.0

Satisfied 25 25.0 25.0 37.0
Neutral 27 27.0 27.0 64.0
Valid
Dissatisfied 23 23.0 23.0 87.0
Highly dissatisfied 13 13.0 13.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 12.0% of the respondents are highly satisfied,
with the pay advance provided by the company 25.0 % of the respondents are satisfied with
the pay advance provided by the company, 27.0% of the respondent are neutral with the pay
advance provided by the company,23.0% of the respondent are dissatisfied with the pay
advance provided by the company ,13.0% of the respondent are highly dissatisfied with the
pay advance provided by the company.
CHART 4.25

PAY ADVANCE FACILITY PROVIDE BY THE COMPANY

TABLE 4.26

OVERTIME ALLOWANCE FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 12 12.0 12.0 12.0

Satisfied 27 27.0 27.0 39.0
Neutral 24 24.0 24.0 63.0
Valid
Dissatisfied 25 25.0 25.0 88.0
Highly dissatisfied 12 12.0 12.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 12.0% of the respondents are highly satisfied,
with the overall time allowance ,27.0 % of the respondents are satisfied with the overall
time allowance,24.0% of the respondent are neutral with the overall time allowance ,25.0%
of the respondent are dissatisfied with the overall time allowance,12.0% of the respondent
are highly dissatisfied with the overall time allowance..
CHART 4.26

OVERTIME ALLOWANCE FACILITY PROVIDE BY THE COMPANY

TABLE 4.27

SHIFT ALLOWANCE FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 16 16.0 16.0 16.0

Satisfied 30 30.0 30.0 46.0
Neutral 17 17.0 17.0 63.0
Valid
Dissatisfied 18 18.0 18.0 81.0
Highly dissatisfied 19 19.0 19.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 16.0% of the respondents are highly satisfied,
with the shift time allowance followed by the company, 30.0 % of the respondents are
satisfied with the shift time allowance followed by the company, 17.0% of the respondent are
neutral with the shift time allowance, 18.0% of the respondent are dissatisfied with the shift
time allowance,19.0% of the respondent are highly dissatisfied with the shift time allowance.
CHART 4.27

SHIFT ALLOWANCE FACILITY PROVIDE BY THE COMPANY

TABLE 4.28

FESTIVAL ALLOWANCE FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 10 10.0 10.0 10.0

Satisfied 22 22.0 22.0 32.0
Neutral 28 28.0 28.0 60.0
Valid
Dissatisfied 27 27.0 27.0 87.0
Highly dissatisfied 13 13.0 13.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 10.0% of the respondents are highly satisfied,
with the festival allowance given by the company,22.0 % of the respondents are satisfied with
the festival allowance ,28.0% of the respondent are neutral with the festival allowance ,27.0%
of the respondent are dissatisfied with the festival allowance,13.0% of the respondent are
highly dissatisfied with the festival allowance.
CHART 4.28

FESTIVAL ALLOWANCE FACILITY PROVIDE BY THE COMPANY

TABLE 4.29

HEALTH INSURANCE FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 15 15.0 15.0 15.0

Satisfied 15 15.0 15.0 30.0

Neutral 31 31.0 31.0 61.0
Valid
Dissatisfied 16 16.0 16.0 77.0
Highly dissatisfied 23 23.0 23.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 15.0% of the respondents are highly satisfied,
with the health insurance given by the company,15.0 % of the respondents are satisfied with
the health insurance,31.0% of the respondent are neutral with the health insurance,16.0% of
the respondent are dissatisfied with the health insurance,23.0% of the respondent are highly
dissatisfied with the health insurance.
CHART 4.29

HEALTH INSURANCE FACILITY PROVIDE BY THE COMPANY

TABLE 4.30

MATERNITY BENEFITS FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 17 17.0 17.0 17.0

Satisfied 20 20.0 20.0 37.0
Neutral 18 18.0 18.0 55.0
Valid
Dissatisfied 33 33.0 33.0 88.0
Highly dissatisfied 12 12.0 12.0 100.0
Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 17.0% of the respondents are highly satisfied,
with the maternity benefits provided by the company ,20.0 % of the respondents are satisfied
maternity benefits provided by the company ,18.0% of the respondent are neutral maternity
benefits provided by the company,33.0% of the respondent are dissatisfied maternity benefits
provided by the company,12.0% of the respondent are highly dissatisfied maternity benefits
provided by the company.
CHART 4.30

MATERNITY BENEFITS FACILITY PROVIDE BY THE COMPANY

TABLEE 4.31

MEDICAL BENEFITS TO FAMILY FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 11 11.0 11.0 11.0

Satisfied 25 25.0 25.0 36.0

Neutral 25 25.0 25.0 61.0
Valid
Dissatisfied 25 25.0 25.0 86.0
Highly dissatisfied 14 14.0 14.0 100.0

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that he 11.0% of the respondents are highly satisfied,
with the medical benefits provided by the company, 25.0 % of the respondents are satisfied
medical benefits provided by the company, 25.0% of the respondent are neutral medical
benefits provided by the company, 25.0% of the respondent are dissatisfied medical benefits
provided by the company, 14.0% of the respondent are highly dissatisfied medical benefits
provided by the company.
CHART 4.31

MEDICAL BENEFITS TO FAMILY FACILITY PROVIDE BY THE COMPANY

TABLE 4.32

WARDS EDUCATION FACILITY PROVIDE BY THE COMPANY

Frequency Percent Valid Percent Cumulative Percent

Highly satisfied 12 12.0 12.0 12.0

Satisfied 32 32.0 32.0 44.0

Neutral 23 23.0 23.0 67.0
Valid Dissatisfied 20 20.0 20.0 87.0
Highly 13 13.0 13.0 100.0
dissatisfied

Total 100 100.0 100.0

INTERPRETATION:

The above tables it can be observed that the 12.0% of the respondents are highly satisfied,
with the wards education of the company, 32.0 % of the respondents are satisfied with the
wards education of the company, 23.0% of the respondent are neutral with the wards
education of the company, 20.0% of the respondent are dissatisfied with the wards education
of the company, 13.0% of the respondent are highly dissatisfied with the wards education of
the company.
CHART 4.32

WARDS EDUCATION FACILITY PROVIDE BY THE COMPANY

 TEST

T-TEST

One-Sample Statistics
N Mean Std. Deviation Std. Error Mean

Age 100 2.9800 1.24706 .12471

Category 100 2.0100 .77192 .07719

One-Sample Test

Test Value = 0

t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of

the Difference
Lower Upper
Age 23.896 99 .000 2.98000 2.7326 3.2274
26.039 99 .000 2.01000 1.8568 2.1632
Category
ONE WAY ANOVA

ANOVA

Department
Sum of Squares df Mean Square F Sig.

Between Groups .740 1 .740 .355 .553

Within Groups 204.260 98 2.084
Total 205.000 99

CORRELATION

Correlations
Marital Status Education Level

Pearson Correlation 1 .072

Marital Status Sig. (2-tailed) .475

N 100 100
Pearson Correlation .072 1

Education Level Sig. (2-tailed) .475

N 100 100
CHI-SQUARE TEST

Drinking Water
Observed N Expected N Residual

Highly satisfied 20 20.0 .0

Satisfied 23 20.0 3.0

Neutral 18 20.0 -2.0
Dissatisfied 20 20.0 .0
Highly dissatisfied 19 20.0 -1.0
Total 100

Canteen
Observed N Expected N Residual

Highly satisfied 12 20.0 -8.0

Satisfied 17 20.0 -3.0

Neutral 23 20.0 3.0

Dissatisfied 26 20.0 6.0

Highly dissatisfied 22 20.0 2.0
Total 100

Test Statistics
 Drinking Water Canteen

.700a 6.100a
Chi-Square

df 4 4

.951 .192
Asymp. Sig.

a. 0 cells (0.0%) have expected frequencies less than 5. The

minimum expected cell frequency is 20.0.

CHAPTER-V

FINDINGS, SUGGESTION, CONCLUSION

FINDINGS

 Age of the employee are 14.0 % of the respondents are Below 20 years, 24.0 % of the
respondents are 21-30 years, 24.0% of the respondents are 31-40 years and 26.0 % of
respondents are 41-50 years,12.0% of the respondent are Above 50 years.
 Category of the employee are 29.0 % of the respondents are Highly skilled, 41.0 % of
the respondents are Skilled, 30.0% of the respondents are Unskilled.
 Department of the employee are 16.0 % of the respondents are Sales, 16.0 % of the
respondents are Marketing, 18.0% of the respondents are Research,22.0% of the
respondent are HR,28.0% of the respondent are Finance.
 Gender of the employee are 51.0 % of the respondents are Male, 49.0 % of the
respondents are Female.
 Marital status of the employee are 56.0 % of the respondents are Single, 44.0 % of the
respondents are Married.
 Education Level of the employee are 25.0 % of the respondents are 10-12, 49.0 % of
the respondents are Diploma-UG,26.0% of the respondent are PG.
 Length of service the employee are 18.0 % of the respondents are Below 5 years, 24.0
% of the respondents are 6-10 years,20.0% of the respondent are 11-15 years,23.0%
of the respondent are 16-20 years,15.0% of the respondent are Above 20 years.
 Drinking Water are 20.0 % of the respondents are Highly Satisfied, 23.0 % of the
respondents are Satisfied,18.0% of the respondent are Neutral,20.0% of the
respondent are Dissatisfied,19.0% of the respondent are Highly dissatisfied.
 Latrines are 21.0 % of the respondents are Highly Satisfied, 21.0 % of the respondents
are Satisfied,27.0% of the respondent are Neutral,13.0% of the respondent are
Dissatisfied,18.0% of the respondent are Highly dissatisfied.
 Canteen are 12.0 % of the respondents are Highly Satisfied, 17.0 % of the respondents
are Satisfied,23.0% of the respondent are Neutral,26.0% of the respondent are
Dissatisfied,22.0% of the respondent are Highly dissatisfied.
 Crèches are 13.0 % of the respondents are Highly Satisfied, 12.0 % of the respondents
are Satisfied,30.0% of the respondent are Neutral,27.0% of the respondent are
Dissatisfied,18.0% of the respondent are Highly dissatisfied.
 Counseling for staffs are 12.0 % of the respondents are Highly Satisfied, 26.0 % of
the respondents are Satisfied,26.0% of the respondent are Neutral,24.0% of the
respondent are Dissatisfied,12.0% of the respondent are Highly dissatisfied.
 Regular Medical checkups are 14.0% of the respondents are Highly Satisfied, 22.0 %
of the respondents are Satisfied,26.0% of the respondent are Neutral,23.0% of the
respondent are Dissatisfied,15.0% of the respondent are Highly dissatisfied.
 Recreation facilities are 14.0% of the respondents are Highly Satisfied, 27.0 % of the
respondents are Satisfied,25.0% of the respondent are Neutral,21.0% of the
respondent are Dissatisfied,13.0% of the respondent are Highly dissatisfied.
 Shift timings are 24.0% of the respondents are Highly Satisfied, 27.0 % of the
respondents are Satisfied,19.0% of the respondent are Neutral,17.0% of the
respondent are Dissatisfied,13.0% of the respondent are Highly dissatisfied.
 Leave benefits are 15.0% of the respondents are Highly Satisfied, 22.0 % of the
respondents are Satisfied,25.0% of the respondent are Neutral,22.0% of the
respondent are Dissatisfied,16.0% of the respondent are Highly dissatisfied.
 Gratuity are 12.0% of the respondents are Highly Satisfied, 28.0 % of the respondents
are Satisfied,21.0% of the respondent are Neutral,25.0% of the respondent are
Dissatisfied,14.0% of the respondent are Highly dissatisfied.
 Provident fund are 20.0% of the respondents are Highly Satisfied, 24.0 % of the
respondents are Satisfied,20.0% of the respondent are Neutral,21.0% of the
respondent are Dissatisfied,15.0% of the respondent are Highly dissatisfied.
 Suggestion box are 7.0% of the respondents are Highly Satisfied, 26.0 % of the
respondents are Satisfied,24.0% of the respondent are Neutral,26.0% of the
respondent are Dissatisfied,17.0% of the respondent are Highly dissatisfied.
 Staff Association are 20.0% of the respondents are Highly Satisfied, 19.0 % of the
respondents are Satisfied,35.0% of the respondent are Neutral,9.0% of the respondent
are Dissatisfied,17.0% of the respondent are Highly dissatisfied.
 Training and development programs are 10.0% of the respondents are Highly
Satisfied, 22.0 % of the respondents are Satisfied,26.0% of the respondent are
Neutral,28.0% of the respondent are Dissatisfied,14.0% of the respondent are Highly
dissatisfied.
 Housing are 24.0% of the respondents are Highly Satisfied, 25.0 % of the respondents
are Satisfied,19.0% of the respondent are Neutral,20.0% of the respondent are
Dissatisfied,12.0% of the respondent are Highly dissatisfied.
 Transportation are 11.0% of the respondents are Highly Satisfied, 25.0 % of the
respondents are Satisfied,26.0% of the respondent are Neutral,25.0% of the
respondent are Dissatisfied,13.0% of the respondent are Highly dissatisfied.
 Pay Advance are 12.0% of the respondents are Highly Satisfied, 25.0 % of the
respondents are Satisfied,27.0% of the respondent are Neutral,23.0% of the
respondent are Dissatisfied,13.0% of the respondent are Highly dissatisfied.
 Overtime Allowance are 12.0% of the respondents are Highly Satisfied, 27.0 % of the
respondents are Satisfied,24.0% of the respondent are Neutral,25.0% of the
respondent are Dissatisfied,12.0% of the respondent are Highly dissatisfied.
 Shift Allowance are 16.0% of the respondents are Highly Satisfied, 30.0 % of the
respondents are Satisfied,17.0% of the respondent are Neutral,18.0% of the
respondent are Dissatisfied,19.0% of the respondent are Highly dissatisfied.
 festival Allowance are 10.0% of the respondents are Highly Satisfied, 22.0 % of the
respondents are Satisfied,28.0% of the respondent are Neutral,27.0% of the
respondent are Dissatisfied,13.0% of the respondent are Highly dissatisfied.
  Health insurance are 15.0% of the respondents are Highly Satisfied, 15.0 % of the
respondents are Satisfied,31.0% of the respondent are Neutral,16.0% of the
respondent are Dissatisfied,23.0% of the respondent are Highly dissatisfied.
 Maternity benefits are 17.0% of the respondents are Highly Satisfied, 20.0 % of the
respondents are Satisfied,18.0% of the respondent are Neutral,33.0% of the
respondent are Dissatisfied,12.0% of the respondent are Highly dissatisfied.
 Medical benefits to family are 11.0% of the respondents are Highly Satisfied, 25.0 %
of the respondents are Satisfied,25.0% of the respondent are Neutral,25.0% of the
respondent are Dissatisfied,14.0% of the respondent are Highly dissatisfied.
 Wards education to family are 12.0% of the respondents are Highly Satisfied, 32.0 %
of the respondents are Satisfied,23.0% of the respondent are Neutral,20.0% of the
respondent are Dissatisfied,13.0% of the respondent are Highly dissatisfied.

SUGGESTIONS
Most of the employees are satisfied with the existing welfare schemes
provided by the company. The following recommendations will be helpful to the
management to improve the awareness as well as to improve the satisfaction level of
employees.
 The Management shall arrange more programmers to improve the
employee’s awareness about the welfare measures working conditions and social
security schemes.
 The Management can take necessary steps to provide job security to trainees. Also
the Management shall consider providing welfare measures to the trainees.
 The Management shall consider providing uniforms to all employees. Hence the
employees can feel their belongingness towards the organization.
 The company can improve the recreational facilities being offered to the employees.
 The company can provide more extra mural welfare services.
 The management shall conduct regular meetings and allow the employees to
participate in it. It will help to improve the employee employer relationship.
 The company may arrange more transport facilities to the employees, particularly to
those are coming for night shifts.
 A Co-operative society shall be provided for the employees so that they can purchase
essential goods at reasonable price.
  The Management can provide better quality and variety of food in the canteen. Also,
they shall arrange filtered and chilled water.
 Library facility should be provided to employees for improving their knowledge.
 The company shall provide necessary lunch room and rest room facilities to all the
employees.

CONCLUSION
The study entitled A STUDY ON LABOUR WELFARE MEASURES IN
NICROME LEATHER PROCESSING INDUSTRY AT CHENNAI. Aims to find out the
employees awareness and satisfaction level with respect to the various welfare schemes,
working condition and social security schemes provided by the company.
Though the company has started 10 years back the welfare measures, working
conditions and social security schemes, which are provided for employees are satisfactory.
The staff and employees need more friendly relationship with the management.
Suggestion and recommendations are also included in the project. It is concluded
that this project will be very much helpful to the management to impart better welfare
measures, working condition and social security schemes to the employees.

BIBLIOGRAPHY

 Aswathappa.k, Human Resource and Personnel Management Text and cases, Tata
Mc Graw Hill, 2002, New Delhi.
 Aswathappa.k, Human Resource and Personnel Management, Tata Mc Graw Hill,
1999, New Delhi.
 . Bernardin H..Jonn Human Resource Management, on Experimental Approach,
Tata Mc Graw Hill, 2002, New Delhi.
 Gary Dessler, Human Resource Management, Prentice Hall, Tenth Edition 2004,
New Delhi
 Gary Dessler, Framework for Human Resource Management, Prentice Hall,
TenthEdition 2005 New Delhi.
 Jerald R.Smith Peggy A. Golden, Human Resource Simulation, Prentice Hall, Second
Edition 2005, New Delhi.
WEBSITES:

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A STUDY ON LABOUR WELFARE MEASURE IN NICROME LEATHER

PROCESSING INDUSTRY AT CHENNAI.
QUESTIONNAIRE

1. Name:
2. Age:
a) Below 20 b) 21-30 c) 31-40 d) 41-50 e) Above 50
3. Category
a) Highly skilled b) Skilled c) Unskilled
4. Department
a) Sales b) Marketing c) Research d) HR e) Finance
5. Gender
a) Male b) Female
6. Marital status
a) Single b)Married
7. Education level
a) 10-12 b) Diploma-UG c) PG
8. Length of service:
a) Below 5years b) 6-10 years c) 11-15 years d) 16-20 years e)Above 20

9. Please provide the following rates:

(1.Highly satisfied, 2.Satisfied, 3. Neutral, 4.Dissatisfied, 5.Highly dissatisfied)
S.No Welfare Highly satisfied neutral dissatisfied Highly
measures satisfied dissatisfied
1 Drinking water
2 Latrines,
urinals&
Spittoons
3 Canteen
4 Crèches
5 Uniform
6 Counseling for
staffs
7 Regular medical
checkups
8 Recreation
facilities
9 Shift timings
10 Leave benefits
11 Gratuity
12 Provident fund
13 Suggestion box
14 Staff association
15 Training
&development
programs
16 Housing
17 transportation
18 Pay advance
19 Overtime
allowance
20 Shift
allowance
21 Festival
allowance
22 Health insurance
23 Maternity
benefits
24 Medical benefits
to family
25 Wards education