A Study On Labour Welfare Measure in SS Paint Manufacturing Industry at Salem

A STUDY ON LABOUR WELFARE MEASURE IN SS PAINT MANUFACTURING
INDUSTRY AT SALEM
ABSTRACT
This project entitled “Labour welfare measures reference to SS PAINT
MANUFACTURING INDUSTRY AT SALEM” is intended to determine the weather
employees are really satisfied with welfare measure, expectation of employees about welfare,
work environment of employees of the organization.
Primarily the well defined objectives are framed according to the study then
questionnaire is prepared based upon it directly. The prepared questionnaire is used to get the
response from the employees. The response given by the employees are analyzed and interpret
using different type of statistical tools such as percentage analysis, correlation, and weighted
average method.
Majority of respondents satisfied with transport facility, medical facility, canteen facility
and technical tour programme.
CHAPTER I
INTRODUCTION
INTRODUCTION TO TOPIC
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.
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.
Employee welfare is having a wider scope and may have indifferent countries
depending upon the socio-economic conditions, political outlook and social philosophy.
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 excelling 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.
IMPORTANCE OF WELFARE WORK IN INDIA
Labour welfare work got importance because of the following reasons.

1) 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.
2) 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
3) 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
4) Welfare activities will go a long way to better the mental and moral health of workers by
reducing the incidence of vices of industrialization.
5) Welfare activities will reduce labour turnover and absenteeism and create permanent settled
labour force by making service attractive to the labour.
6) 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 labour 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:
1) 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.
2) 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 1 st
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
 …. All the statutory obligations of the employees like P.F., L.I.C.etc. Within the work
schedule.
 Provides different loans to the employees to meet their financial requirements.
 The company maintained temples of Sri Venkateswara Swami, Anjaneya Swami and
Vinayak Temples located at Township.
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.
 Crèche 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
IMPORTANCE OF WELFARE MEASURES;

The usefulness of welfare work in India cannot be over emphasized. Welfare activities
influence the sentiments of the workers. When the workers feel that the employers and the state
are interested in their happiness, his tendency to grouse and grumble will steadily disappear. The
development of such a feeling, paves the way for industrial peace.
Mainly, the provisions welfare measures such as good housing, canteen, medical etc.
makes them realize that they have also some stake in the undertaking in which are engaged and
so they think thrice before taking any reckless actions which might prejudice the interest of the
undertaking.
Welfare measures such as cheap food in canteen, free medical and education facilities
etc. indirectly the real income of the workers. If workers go on strike they will be deprived of all
these facilities. Hence, they try to avoid industrial dispute as far as possible and do not go on
strike on flimsy grounds.
Welfare activities will reduce lab our turnover and absenteeism and create permanent
settled lab our force by making service attraction to the lab our. Welfare activities will go on
long way to better the mental and moral health of the workers by reducing the incidence of
industrialization
.
Lab our welfare measures develop congenial environment, and builds a good atmosphere
between the lab our and the management.
Lab our welfare creates positive work culture, builds team work to meet the challenges of the
organization and increase efficiency for the workers whereby the productivity will increase.
Skilled workers are the assets of an organization. Lab our welfare helps to retain the skilled
workers and builds loyalty and sense of belongingness among them.
Employees attitudes and appreciation towards the organization, will progress the unit.
Good relation can be achieved through labour welfare. This will strengthen the organization
manifold.
Labour welfare is one of the way in which the labour problems are solved. Labour
welfare act as a main spring for the success of an organization.
Labour welfare provides economic security to employees. Amenities such as pension,

provident fund, insurance etc. will increase the sense of security in them and promote
employment stabilization.
Above all labour welfare helps the organization from heavy tax-burden, and to meet
legal requirements.
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.
His/her employee helps dig and haul coal from the depths of the earth to fetch and refine oil , to
build dams and reservoirs, to lay pipes, canals, railway lines and roads. His/her employee
creates and transmits power, and through various phases of manufacturing, patterns raw material
into finished products of necessity as well as luxury.
Welfare may help minimize social evils, such as alcoholism, gambling, prostitution,
drug addiction and the like.
A worker is likely to fall a victim to any of these if he /she is dissatisfied or frustrated. Welfare
facilities tend to make the worker happy, cheerful and confident looking
NEED FOR STUDY:
 Management is the art of getting the work done by the people; therefore it is necessary to
seek the co-operation of the employee for an in order to increase the production and to
higher profits.
 The co-operation of employees is possible only when they are satisfied with employees
and the workers on the job.
 Good welfare and welfare facilities measures enables the employees and his family to a
good welfare facilities like housing medical and children education, recreation etc., helps
to improve the conditions of the employees.
 Employee’s welfare measures leads to high morals and high productivity and help to
raise the standards of the industry in the county.
 I have selected this topic because it very challengeable topic to go through various
employees felling on depth about difficulties of employees and various activities in the
Welfare department
STATEMENT OF PROBLEM
 According to my objectives the entire study is based on understanding the various labour
welfare facilities that are provided to the employees working at the manufacturing unit.
 I have also taken a step to study the various problems faced by the employees due to lack
of facilities available for them at the workplace ,which often leads in spoiling their
relationship with at higher authorities as well at even between themselves there by
disrupting the quality of work life of the employees.
OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVES
 To find out labour welfare measures at SS PAINT MANUFACTURING
INDUSTRY AT SALEM
SECONDARY OBJECTIVES
 To study whether employees are really Satisfied on an available welfare
measures
 To study the role of welfare measures in Improving productivity of the employees
 To examine the effectives of welfare measures
 To study expectation of employees about the welfare measures
 To study about the work environment of employees of the organization
SCOPE OF THE STUDY
 The present study has been undertaken to study find out effectiveness of Labour welfare
measures in SS PAINT MANUFACTURING INDUSTRY AT SALEM
 To find out the practical difficulties involved in welfare measures that can be evaluated
through this study.
 The study can be used to bring out the solution for the problem faced by the employees
availing the welfare measures.
 Through the study, company would be able to know the satisfaction level of Labour on
welfare measures.
INDUSTRY PROFILE AND COMPANY PROFILE

INDUSTRY PROFILE
Paint is defined as the group of emulsions, consisting of pigments suspended in a liquid
medium, for use as decorative or protective coatings. Today, contemporary paints and coating
consist of countless of hundreds of thousands to fulfill the varied requirements of hundreds of
thousands of applications.”Paint” ranges from the broad group of environmentally sound latex
paints that many consumers use to decorate and protect their homes and the translucent coating
that line the interior of food homes and the translucent coating that line the interior of food
containers, to the chemically complex, multi-component finishes that automobile manufacturers
apply on the assembly line.
 Paint made its earliest appearance about 30,000 years ago. Cave dwellers used crude
paints to leave behind the graphic representations of their lives that even today decorate
the walls of their ancient rock dwellings. It becomes the 10th largest decorative paint
company in the world
It is more than twice the size of its nearest competitor
 It is one of the most admired companies in India
 Present in 22 countries with 27 manufacturing locations, over 2500 SKU's, Integrated
SAP - ERP & i2 - SCM solution
 Rated Best Employer by BT-Hewitt survey, 2000 Bluest of the blue chips by Hindu
Business Line; Most admired company to work for by ET-BT survey, 2000
 On the recommendations of Booz, Allen and Hamilton, Ss Paints restructured itself into
Growth, Decorative and International business units and adopted SCM and ERP
technology
 Aims to become the 5th largest decorative paint company in the world
The utility of paints has evolved from a decorative use to a surface protection use. Also, know as
surface coatings, paints can be classified on the basis of end use, solvent system and solid
content.
END USE CLASSIFICATION:
 Under this heading, paints can be classified as decorative / architectural paints and
industrial paints.
 As the names suggest, decorative paints are mainly used for household and construction
purposes while industrial paints are used as coating for industrial productions.
 Main types of decorative paints are enamels,
 Acrylic emulsions, distempers and exteriors and post message primary types of industrial
paints are marine paints, anti corrosive metal coatings.
SOLVENT BASED CLASSIFICATION:

 This includes paints, which use petro products or water as the main solvent. Water based
paints are gaining popularity due to their environment friendliness.
 Solid content: can be classified as liquid or solid (powder) paints .Powder coating find
application mainly in the white goods industry.
 The decorative segment dominates the market in India with a 70% share with the rest
accounted for by industrial paints.
 This is compared to the developed countries where the share is the reverse with the
industrial segments the major one.
 With increased industrialization segments the major one.
 With increased industrialization the ratio in India is also likely to change in the favor of
industrials and both segments are likely to be equal partners by the end of five years.
INDIAN PAINT INDUSTRY
 Paint has been in use for time immemorial. The evidence can be found in the cave
paintings.
 The Chinese are considered to be the pioneers of manufacturing paints thousands of years
ago. In modern times paint is made artificially and is used in many different ways.
 It is a mixture of four elements, namely-solvents, binders, pigments and additives.
Solvents give the paint a liquid flow while the binder binds it to the surface.
 Pigments impart color and opacity to the paint and the additives give it special resistance
properties.
 The Indian paint industry is over a century old. Its beginning can be traced back to the
setting up of a factory by Shalimar Paints in Calcutta in 1902. Until World War II, the
industry consisted of small producers and two foreign companies.
 After the war, the imports stopped, which led to the setting up of manufacturing facilities
by local entrepreneurs, however, the foreign companies continued to dominate the
market.
 Initially British Paint companies such as Goodlass Walls (now Goodlass Nerolac), ICI,
British Paints (now Berger Paints), Jenson & Nicholson and Blundell & Eomite
dominated the market.
The Indian paint market consists of both organized and unorganized sectors, where the former is
majorly observed. The industry consists of two segments, namely
 Decorative segment – caters to the housing sector ,and
 Industrial segment - consists of powder coatings, floor coatings and other protective
coatings catering to the automobile, marine and other industries.
 In the domestic market, Decorative segment accounts for 60% of the total demand for
paints whereas the industrial segment accounts for the remaining 40%.
 Decorative paints can further be classified into premium, medium and distemper
segments. Premium decorative paints are acrylic emulsions used mostly in the metros.
 The medium range consists of enamels, popular in smaller cities and towns. Distempers
are economy products demanded in the suburban and rural market.
 Nearly 20 per cent of all decorative paints sold in India are distempers and it is here that
the unorganized sector has dominance.
 Globally, the demand for paints is almost equally distributed, where both the segments
account for close to 50% of demand. Following is its diagrammatic representation:
 The raw materials used in manufacturing paints, roughly, constitute approximately 56%
of the total expenditure in paint companies. Titanium dioxide is one of the major raw
materials and price fluctuations in its cost have direct and substantial impact on the cost
of production.
 Crude oil derivatives are the other major raw materials and have similar impact.
 Apart from these a large number of other raw materials are used for adding or providing
specific properties to the wide product range offered by the industry players. The working
of the paint industry can be better understood as under:
INDUSTRY PARTICIPANTS
 The market share of the organized sector is continuously improving as consumer
preference is shifting towards better products offered by the leading brands.
 Established Foreign companies have entered the Indian market by acquiring existing
Indian companies.
 Kansai Paints, Japan entered the Indian Market by acquiring Nerolac, Akzo Nobel, the
world’s largest Paint company, entered the Indian market by acquiring ICI Paints (now
Akzo Nobel India).
 Off late, the competition in the paint industry has also heated more intensely with the
entry of foreign players like Jotun, Nippon & Sherwin Williams.
 The following top 5 companies make up more than 80% sales of the organized
market:
 Ss Paints is the market leader in the Indian Paint Industry and gets the major portion of its
revenue from the Decorative segment. Over the years, it has outperformed its peers in
every aspect by wide margins.
 This is mainly due to its strong competitive advantage which lies in its strong Brand
Equity and an extensive Distribution Network.
PROMOTIONAL AND REGULATORY BODIES
 CAPEXIL (Formerly Chemicals and Allied Products Exports Promotion Council) a non-
profit making organization, was set up in March 1958 by the Ministry of Commerce and
 Industry, Government of India over the years has been playing an important role to
promote exports of paints from the country.
 The Indian Paint Association is the apex body of the Indian paint industry, which
represents both the organized sector and the small scale sector in the paint industry. It is a
voluntary non-political and non-profit organization which promotes the interest of the
paint industry and the society.
 The IPA is a unique forum, established in 1960, in which even the very small scale
manufacturers are members beside the major producers in India. The representative
character of the association is amply demonstrated by the fact that more than 80 per cent
of the total paint production in the country is accounted for by members of IPA.
INDUSTRY FUTURE TRENDS

 The Indian paint industry has progressed well and moving ahead is likely to be influenced
by several factors including new technologies, new innovative products, new
associations, consolidation of industry and poor performers getting out of the market.
Ultimately, in the years ahead there will be only four or five key players operating in the
Indian paint market.
 The Indian paint industry historically grew by 1.5 to 2 times of India’s real GDP growth
on a year-on-year basis. The Decorative segment shows a seasonal trend with sales
peaking during the festive seasons in the months of September to November, whereas the
demand is low in the monsoons.
 Unfortunately, the industry might witness a slowdown both in volume and value growth
in the current year (2012) due to decline in demand and rising cost of production.
 The industry was worth an estimated amount of Rs 29,000 crore in 2011-12. However,
with the Finance Minister announcing his vision of achieving 10 per cent economic
growths it only augurs well for paint sector.
COMPANY PROFILE
The driving forces of SS PAINT MANUFACTURING INDUSTRY are - reflect the very spirit
of its founder Lewis George. SS Paints laid the foundations of brand SS PAINT
MANUFACTURING INDUSTRY way back in 1760 in the Tamilnadu. With modest beginnings
in India in 1923, today, SS PAINT MANUFACTURING INDUSTRY is the second largest paint
company in the country with a consistent track record of being one of the fastest growing paint
company, quarter on quarter, for the past few years.
Undergoing a number of changes in ownership and nomenclature in its 88 year old history in
India, the company has come a long way. Starting out as, SS PAINT MANUFACTURING it had
just one factory in selam.. By the close of 1947, Hadfield's was acquired by SS PAINT
MANUFACTURING, and came to be known as SS paints & manufacturing industry. In 1983,
the name of the Company was changed to SS PAINT MANUFACTURING INDUSTRY.
Currently, the majority stake is with the tamilnadu.. a long course of time SS PAINT
MANUFACTURING INDUSTRY Paints has established itself through.
From an annual sales turnover of Rs.25 lakhs, business revenues today are in excess of Rs.3,600
crores on a consolidated basis.
Headquartered at Kolkata, with 11 strategically located manufacturing units and about 170 sales
offices (all including those belonging to the Company’s own division and subsidiaries). The
company also has an international presence in 3 countries. With an employee strength of about
2,500 and a countrywide distribution network of 15,000+ dealers, SS PAINT
MANUFACTURING Industry’s acclaimed as a game changer in the sector with a vibrant
portfolio of paints and tailor-made customer services in every paint segment.
Committed to being a responsible corporate citizen, SS PAINT MANUFACTURING
INDUSTRY proactively pursues strategies both within and without that bring multiple societal
and environmental benefits to all stakeholders.
Mr. Kuldip Singh Dhingra is the Chairman of the Board of Directors. He has been a Director of
the Company since 1991. Mr. Dhingra is a Science Graduate from Hindu College, Delhi
University. He is a Promoter of the Company, is an Industrialist with long standing experience in
paints and related industries. He is the fourth generation of his family which has been
continuously in the Paint business since 1898.
VISION STATEMENT
Our vision is to grow rapidly with the help of newer technologies and tapping latent needs of the
consumers. It is our firm belief that if we can provide what consumers need, in a way they need,
there is hardly a reason why Ss brand will not soon become one of the most preferred and trusted
brands. For this we will keep re-assessing and build upon our strengths and improve upon our
weaknesses. As part of the Ss group, we, the Promoters & the employees should never
compromise on the promises of quality and innovation. And the goals are ours to reach.
MISSION
Continue to provide value added products in an ethical and competitive way to the community.
Businesses are to generate profits. The difference with us is how we define profit. We believe
that any exchange of goods and services should leave both- the giver and taker- satisfied and
pleased. This generates trust. This in turn is, key to the growth and even survival of a company.
On the other hand, adapting to changing times – whether it is new technology or consumer needs
makes a business profitable. This profitability allows continuity and growth of the business.
GOAL
"To satisfy our customers by giving all the paint and coating related solutions at their doorstep".
BOARD OF DIRECTOR
Mr. Kuldip Singh Dhingra is the Chairman of the Board of Directors. He has been a Director of
the Company since 1991. Mr. Dhingra is a Science Graduate from Hindu College, Delhi
University. He is a Promoter of the Company, is an Industrialist with long standing experience in
paints and related industries. He is the fourth generation of his family which has been
continuously in the Paint business since 1898
Mr. Gurbachan Singh Dhingra is the Vice-Chairman of the Board of Directors. He has been a
Director of the Company since 1993. Mr. Dhingra is a graduate, an Industrialist, a Promoter of
the Company and has considerable experience in the paint industry, especially in its technical
aspects. He is the fourth generation of his family which has been continuously in the Paint
business since 1898.
Mr. Naresh Gujral was born on 19th May, 1948. He has been appointed as an Additional
Director of the Company effective August 20, 2014. Mr. Gujral will be deemed to be an
Independent Director of the Company within the meaning of Section 149 of The Companies Act,
2013. He is a fellow member of the Institute of Chartered Accountants of India and is the
founder of Span India Group, which is one of the leading exporters of high-end fashion garments
to Europe from India. He is an eminent industrialist and Social Actives
Mr. Gopal Krishna Pillai was born on March 14, 1949. He is an Indian Administrative Service
(I.A.S.) Officer and former Home Secretary of India. He has worked in a number of senior
positions in The Central Government and State Governments. He has been appointed as an
Additional Director of the Company effective September 12, 2014. Mr. Pillai will be deemed to
be an Independent Director of the Company within the meaning of Section 149 of The
Companies Act, 2013. He is a graduate from St. Joseph's College, Bangalore, a M.Sc. and a
distinguished alumnus of IIT, Madras
PRODUCT PROFILE
Product range of Ss paints:
 Interior wall paints
 Exterior wall paints
 Doors and window paints
 Furniture paints
 Ancillary paints
 Metal paints.
Interior wall paints :
Royale:
Royale is a premium acrylic emulsion made with the best acrylic copolymers, for walls that stay
new for years to come. Royale has a large range of super pastel shades that provide the perfect
backdrop for a luxurious room. It is easy to clean and to maintain. The highlight of Royale is it's
luxurious smooth finish with a silky sheen.
Premium Emulsion:
Premium Emulsion is the best choice for great looking walls. It gives a smooth finish to the walls
and is completely washable. The paint looks freshly painted for years. It resists dust pick-up and
provides long lasting protection.
Tractor Emulsion Smooth Wall Finish:
Tractor Emulsion Smooth Wall Finish is a good choice for people who are looking for a value
for money. It is washable and gives a smooth finish. Tractor Emulsion Smooth Wall Finish is
available in a range of 1000 shades. It will give your walls the legendary quality of Tractor and
the premiumness of an emulsion.
Super Decoplast Plastic Emulsion:
Super Decoplast is a good choice for people who are looking for a value for money. It is
washable and gives a smooth finish. Super decoplast comes in a wide range of over 1000 shades.
Interior Wall Finish Lustre:
Interior Wall Finish Lustre gives a gloss like finish. It is best suited for kitchens and toilets where
there is a lot of moisture and dirt. It is easy to clean and comes in a vast range of shades to suit
every colour scheme. It can also be used on regular walls to get a shine on the walls.
Interior Wall Finish Matt:
Interior Wall Finish Matt gives a dead matt look to your walls. It has practically no sheen and
can be used to create the right contrast to your room. It is an oil-based paint and comes in a vast
range of shades.
Tractor Acrylic Distemper Washable:
Tractor Acrylic Distemper Washable is the best distemper in the market today. It gives a smooth
finish very close to more expensive emulsions and also comes in a range of over 400 shades. The
ideal choice if one wants good-looking walls but does not have the budget to go in for emulsions.
Tractor Synthetic Distemper Washable:
Tractor Synthetic Distemper Washable is India's largest selling distemper. Trusted by millions of
satisfied customers, Tractor Synthetic Distemper Washable is the generic name for distemper.
One will get a good wall finish that comes in beautiful shades and is washable.
Utsav Acrylic Distemper :
Utsav Acrylic Distemper is a very economical wall finish. If you want to get a good performance
from your paint at a nominal cost, this is the paint for you.
Utsav Synthetic Distemper:
In case you wish to use choona, lime wash or local thaili distempers, consider Utsav Synthetic
Distemper. It comes in 1 Kg pouch packs and will provide a far better finish to your walls than
cheap alternatives at a slightly higher cost. The finish gives a bright look to the room and does
not come off on clothes like choona
MAJOR PLAYERS AND THEIR SHARES
The major players existing in industry are:
1. Ss paints.
2. Goodlass Nerolac paints.
3. Berger paints.
4. ICI paints.
5. Jenson and Nicholson paints.
6. Shalimar paints.
The leader in the high volume medium and mass segments of decorative paints, Ss paints have
been consolidating its competitor ship over the past few years and now have the biggest slices of
33% of the market of decorative paints where as Goodlass Nerolac paint has the highest market
share in the industrial paint segment.
MAJOR COMPETITTORS
 KANSAI NEROLAC
 ICI INDIA
 SHALIMAR PAINTS
 BERGER PAINTS
CHAPTER II
REVIEW OF LITERATURE
REVIEW OF LITERATURE
Since 1997, the government has pursued a number of inter-related policies aimed at
reforming the welfare system for people of working age getting more people into work and
reducing poverty. Joseph Rowntree Foundation research had identified many of the needs of
targeted groups and the Foundation has been involved in commenting on reform plans and
tracking progress
This Foundations written by Donald Hirsh with Jane Millar is a round-up of what JRF
(Joseph Rowntree Foundation) has had to say about Welfare reform and related issues since the
later 1990’s and provides and assessment of the progress made
Welfare programs have evolved over time and have been replaced as successive
governments have perceived different needs. The recrity the major reviews is somewhat
surprising given the long entity of the major programs. The old age and invalid pensions
originating in 1908 and the unemployment and sickness benefits payments in 1944.
1980- The Social Security Review commences form 1986:-
The social Security Review was established in February 1986 by the them minister
for social security the Hon. Brian Howe, MP. The review was founded for two years and was
commissioned to develop as long-term perspective on priorities and where needed new directions
for income security focusing on three main areas:-
 Income support for families with children

 Social security and workforce issue
 Income support for the aged.
New labours welfare reform agenda in the workbarist shift of recent social policy. In
this context explores the aim of new Labour’s welfare reform programme to reconstitute the
reserve army of Labour. So that its is able to fulfil its role in managing economic stability. The
emphasis is upon ensuring that Labour is as cheap as possible for capital to employees through
various directly and indirectly wage subsidies and requiring work benefits dependent groups to
compete for paid employment.
Professor Peter Saunders 2003
There are several reasons for trying to reduce welfare dependency rates and return more
people to economic self-reliance. There are two much stronger reasons for radical reform.
One is that income support is now costing taxpayers $80 billion per year. This expense is a
key factor keeping taxes high, even on workers with modest incomes with the result that work
incentives and rewards for effort get eroded indeed, we are chasing our tails for as we increase
taxation to meet the growing cost of income support payments, so it becomes less attractive to
work, and more people
seek welfare as an alternative.
The second reason is that long periods on welfare corrode people’s work skills, destroy
their habit of self-reliance and undermine their wellbeing. Children raised in welfare-dependent
families perform worse than they should in school, are more likely to end up in trouble with the
law, and have a higher probability of winding up of benefits themselves. In short having one in
six of our working-age adults depending on benefits as their main or sole source of income is
bad for those who have to support them and is bad for the simultaneously on three fronts
Arun Monappa, “Industrial relations”, Tata Mc .Graw Hill Publishing company Ltd.,
In India, the foundation of modern industry was laid between 1850 and 1970. This was
also the period of emergence of the Indian working class. During this period of the growth of
India capitalist enterprises, the working and living conditions of the lab our were very poor, and
their working hours were long. This was testified by the commission like Indian factory lab our
commission (1980) and the Royal commission of lab our (1931). In addition to the long working,
their wages were low and the general economic condition was poor in industry. In order to
regulate the working hours and other services condition of Indian textile laborers, the Indian
factories act was enacted in India
A.M.sharma “Aspects of lab our welfare and social security”, Himalayas publishing
house, Bombay
The necessity of lab our welfare is felt all the more in our country because of its
developing economy aimed at rapid economic and social development. Royal commission on lab
our stated the benefits which go under this nomenclature, are of great importance to the workers
and which he is unable to secure by himself. The scheme of labour welfare may be regarded as a
wise investment, which should and usually does bring a profitable return in the form of greater
efficiency
C.B.Mamoria and S.Mamoria-“dynamics of industrial relations in India “ himalaya

publishing house, Bombay
Twenty years later the planning commission also realized the importance of lab our
welfare, when it observed that. In order to get the best out of a worker in the matter of
production, working conditions require to be improved to a large extent. The workers should at
least have the means and facilities to keep himself in a state of health and efficiency. This is
primarily a question of adequate nutrition and suitable housing conditions. The working
conditions should be such as to safeguard his health and protect him against occupational hazard.
The work place should provide reasonable amenities for his essential needs. The worker should
also be equipped with necessary technical training and a certain level of general education.
The concept of lab our welfare is flexible and elastic and differs widely with times,
regions, industry, country, customs and degree of industrialization prevailing at particular
moments. Few of these definitions are as follows;
‘k.k.Ahua-industrial relations theory and practice’ kalyani publishers ladhiana
The oxford dictionary defines lab our welfare as “effort to make life worth living for
workmen”. Encyclopedia of social sciences defines welfare work as “voluntary efforts of the
employer to establish, within the existing industrial system working and sometimes living and
cultural condition of the employers beyond what is required by law, the customs of the country
and conditions of the market”. Lab our welfare is, therefore, one of the major aspects of national
programmes towards improving the lot of lab our and creating a life and work environment of
decent comfort for this class of society.
Tripathi, “personnel management &practice” sultan chand and sons-new Delhi
It is however, difficult to precisely define the scope of lab our welfare efforts. Different
writer have defined it in different ways. Some writers say that only voluntary efforts on the part
of employer to improve the conditions of employment in their factory. Some others say it
includes not only voluntary efforts but also the minimum standards of hygiene and safety laid
down in general legislation.
WELFARE AND GOVERNMENT OF INDIA:(OR) LABOUR WELFARE IN INDIA:

The need for lab our welfare was strongly felt by royal commission on lab our as far back as
1931. The chapters on directive principles of state policy in our constitution express the need for
labours welfare in the following articles;
Article 41:
The state shall within the limits of its economic capacity and development, make effective
provision for securing the right to work, to educate and to publish assistance in work, to educate
and to publish assistance in case of unemployment, old age, sickness, disablement and other
cases of under-served wants.
Article 42:
The state shall make provision for securing just and human conditions of work and for
maternity relief.
Article 43:
The state shall endeavor to secure, by suitable legislation or economic organization or in
any other way, to all workers, agricultural, industrial or otherwise, work , a living wage,
condition of work ensuring a decent standard of life and full employment of leisure and social
and cultural opportunities and in particular, the state shall endeavor to promote cottage industries
on an individual or co-operative in rural areas.
K.K.Ahuja-“industrial Relations Theory &Practice” Kalyani Publishers Lodhiana
The state take steps by suitable legislation or in any other way to secure participation of
workers in the development of undertakings, establishments or other organization engaged in any
industry
Types of labour welfare services:
Tripathi. “Personnel Management &Industrial Relation”, sultan chand &sons-new delhi
ILO (international labour organization), classify all labour welfare services under two
categories, viz, intramural and extramural. Intramural services are those, which are provided
within factory. Extramural services are those, which are provided outside the factory.
 Mallika.N (2008) the study found that welfare benefits not only raise the employees
moral but make it easier for employers to attract and hire competent personal. Welfare
helps to build a positive image of the organization and facilities dealing with the union.
The positive attitude among the workers will create job involvement and more faith
towards their organization. This will be achieved only by providing enough welfare
measures to the employees.
 Bennet, S (2009) the study found that Industrial relations play a crucial role in
establishing and maintaining industrial democracy establishment of good industrial
relations depends on many factors maintence of good human relationship is central focus
of industrial relations. Good industrial relationships largely rely on employee welfare
measures. Here is an attempt to analyze the contributions of labour welfare measures
towards good industrial relations.
 Jayaraman. S, and Chandran, C. (2010) discussed about the Quality of Work Life
from the perspectives of Nursing Professionals in health care industry and they selected
QWL dimensions such as health and well-being, job security, job satisfaction,
competence development, work life balance, control over work load, nursing leadership,
control over nursing practice, innovation and creativity, support and recognition. They
reported that the human resource practitioners and the health care organizations have to
understand the factors related to the QWL of the nurses and approach them with a
humanistic way.
 Sarina Muhamad Noor, and Mohamad Adli Abdullah (2011) have identified in their
study the relationship of job satisfaction, job involvement and job security with quality of
work life of employees in one of the largest multinational firm in Northern part of
Malaysia, and they selected some proposed dimensions of the QWL aspects, such as job
satisfaction, job involvement, and job security. The study revealed that there is a
significant relationship among the selected variables. Finally the study concluded that the
management should appreciate the notion that employees with high commitment and
positive work attitude contributed to the firm‟s success. Evidently, the environment
should ensure that the firm provides support to workers‟ quality of work life
 Rajendran, R (2012) in his study reveals that an effort to present the various factors
governing the labour welfare measure in chemical companies which is applies in the
general aspect of Indian contract. Particularly the employees have been got several
stringent in the safety a health affect through the enormous dust and chemicalised air
breathing in factory zones in their work spot.
 Sandhya Nair, G.S. (2013) study undertaken to explore the relationship between the
quality of work life (QWL) and its effect on organisational citizenship behaviour (OCB),
in teachers from aided college and management institutes in Thrissur Dustrict, Asia
Pacific Journal of Research ISSN (Print) : 2320-5504 ISSN (Online) : 2347-4793
www.apjor.com Vol: I. Issue XLIII, September 2016 165 Kerala. Finally the result
indicates the wide gap between the social desirable class of behavior and the behavior of
teachers in an observable form with respect to their perceptions of QWL in aided
colleges.
 Prajapathi, D.R (2014) in his study found that quality of work life refers to the level of
happiness on dissatisfaction with one‟s career. Those who enjoy their careers are said to
have a high quality of work life, while those who are unhappy or whose needs are
otherwise unfilled are said to have a low quality of work life. The term refers to the
favorableness or unfavorableness of a total job environment for people. Poor working
environment non-uniform distribution of work load, lack of involvement in decision
making and opportunity to learn new skill.
 Report of National Commission on Employee (2002), Government of India, made
recommendations in the area of Employee welfare measures which includes social
security, extending the application of the Provident Fund, gratuity and unemployment
insurance etc. Shobha Mishra & Manju Bhagat, in their “Principles for Successful
Implementation of Employee Welfare Activities”, sated that Employee 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 Employee welfare activities is
nothing but an extension of democratic values in an industrialized society. P.L.Rao, in his
“Employee 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 Employee 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, “Employee Welfare, Trade
Unionism and Industrial Relations” stated that Employee welfare is anything done for the
comfort and improvement, 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.
 Ghosh et al. (2007) have examined condition of work with reference to the importance
of welfare and social security measures experienced by persons engaged in display board
works. The study has observed that due to low income, workers involved in this
occupation have no capacity to purchase insurance policies. The employers are also
indifferent to their need for adequate social security coverage. The government and
employers should accord top priority to the provision of labour welfare and social
security coverage to the thousands of hoarding and billboard workers spread across the
country.
 Michele, et al. (2007) has analyzed the welfare impact on employment protection by
using data from 17 OECD countries. The study has shown that some range of increasing
employment protection does indeed raise welfare. The optimal level of employment also
depends on labour market features such as bargaining power and existence of wage
rigidities like the minimum wages.
 Olufemi (2006) has examined the relevance and effectiveness of achieving justice in the
work place in Nigeria through the use of code of conduct by MNCs. Voluntary codes
require special importance because of general weakness of domestic laws. The paper
suggested that flexible labour laws theory approach and the introduction of grievance
procedures as effective measures of linking self-regulation and law.
 Marius (2006) has revealed in his study that social welfare depends on structure of union
objectives, elasticity of labour demand. The study has also observed that under
decentralized bargaining power, welfare can be maximized.
 Michel (2005) has used British National Sample Survey Data to analyse the cooperative
unionism and employees’ welfare. The author has observed that union workplaces are
found to have more employees’ welfare provisions than non-union workplace.
 Rawat (1988) attempted an investigatory and analytical study on the state policy on the
subject of formulation of legislation relating to labour welfare and implementation of
welfare measures and programmes in various industrial sector in industrial areas in the
country. He concluded that there is a need in the country to establish more welfare funds
for agriculture, unorganized labour, construction labour, handloom workers, etc., as has
been done in case of coal, mica, iron ore and limestone and dolomite mine workers. No
effort to improve the well- being of toiling workers can be successful so long as they lack
legal literacy and remained ignorant of their rights, duties and welfare measures are
imposed upon them from outside. Labour welfare is not a bounty gift, reward or
premium, indeed it is workers’ right.
 Bhangoo (1995) examined industrial relations in Cotton Textile Industry. Attention has
been paid on exploring the nature and extent of industrial disputes, settlement machinery
working conditions and welfare facilities continue to be the most important factors
responsible for poor industrial relations.
CHAPTER R III
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Definition:
For the present study descriptive research is adopted. A descriptive research is one, which
portrays accurately the characteristics of a particular group, situation, or individual (with or
without specific initial hypothesis about the nature of their characteristics)
The method of random sampling has been adopted for the purpose of getting the required
sample frame and this has been done by selecting staff and workers of various department in a
random manner. So that the data collected will bring out the varied opinions with regard to
employee satisfaction at SS PAINT MANUFACTURING INDUSTRY AT SALEM
RESEARCH DESIGN
A research design is purely and simply the framework or plan for a study that guides the
collection and analysis of data. Generally a research design is a blue print of the research
that is to be followed in completing the study.
It is descriptive research type are those, which are concerned with describing the characteristics
of a particular individual or of a group, where we cannot control the variables.
RESEARCH APPROACH:
The survey approach was used to administer the questionnaire to the target respondents.
The respondents were contacted through personal interview method. The responses were filled
by the interviewer in some cases through face to face method while in some cases interviewee
they filled the survey form.
RESEARCH INSTRUMENT:
A structured questionnaire has been of closed ended questions & employee perception ratings.
Sometimes questionnaire was distributed to staff & employees and sometimes it was used as a
schedule and data was collected by us
METHOD OF DATA COLLECTION:
Primary Data:
Primary data has been collected by means of direct one to one task, interviews,
questionnaires and interaction with laborers and the Personnel Manager of the company.
Secondary Data
Secondary data has been collected from various books, reports, brochures, internet etc and
other texts available in college library
SAMPLING:
To minimize the cost, time and repetition, a representative sample is chosen for the study
Sampling is the process which helps to select an appropriate sample which minimizes error in
study. Sampling is carried out on a definite population and hence you must define population
with reference to your project. Also, you must specify sampling unit and sample size. Sampling
procedure should be defined. You must give a brief explanation for choosing a specific sample
population, unit, and sample size and sample selection technique used.
SAMPLING TECHINIQUE:
The methods used in drawing samples from a population usually in such a manner that the
sample will facilitate determination of some hypothesis concerning the population.
SELECTION OF SAMPLING METHOD:
The Sampling method decides the way in a manner sample is selected. There are two types of
sampling methods:-
I. Probability Sampling:
Sampling is the use of a subset of the population to represent the whole population.
Probability sampling, or random sampling, is a sampling technique in which the
probability of getting any particular sample may be calculated.
II. Non-probability sampling:
Non-probability sampling does not meet this criterion and should be used with caution. Non-
probability sampling techniques cannot be used to infer from the sample to the general
population. Any generalizations obtained from a non-probability sample must be filtered through
one's knowledge of the topic being studied. Performing non-probability sampling is considerably
less expensive than doing probability sampling, but the results are of limited value
Under this method factors other than random chance is used for selection of the sample
a. Convenience sampling
b. Quota sampling
c. Judgment sampling
d. Snowball sampling
I chose CONVENIENCE SAMPLING for research
POPULATION SIZE
The overall population size is 500.
SAMPLE SIZE:
The total sample size of 110 has been taken for this study. Both male and female
employees have been interviewed.
STATISTICAL TOOLS:
For this study I have used percentage analysis, correlation & weighted average method,
graphical representation of data using Bar charts.
PERCENT ANALYSIS:
In this project percentage method test is used. It can be calculated in the following way.
Percentage of respondents=No. of respondents /total no. of respondent * 100
WEIGHTED AVERAGE METHOD

Weighted average can be defined as an average whose components aggregate of the products
are divided by the total of weights. One of the imitations of simple arithmetic mean is that it
gives equal importance to all the items of the distribution. In certain cases relative importance of
all the items in the distribution is not the same where the importance of the items varies. It is
essential to allocate weight applied but may vary in different cases. Thus weight age is a number
standing for the relative importance of items.
CORRELATION
In probability theory and statistics, correlation, also called correlation co-efficient, indicates the
strength and direction of a linear relationship between two variables. In general statistical as age
correlation (or) co-relation to the departure of two variables.
Formula
R=∑XY /√∑X2.Y2
LIMITATIONS OF THE STUDY
 Due to time constraints and busy schedules of the employees it was difficult to interact
with the company.
 Some people were not interested to give answer of the question.
 The response may be influenced by personnel bias.
 Difficult to getting the data because of the confidentiality
CHAPTERIV
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1
AGE OF THE RESPONDENT
Age
Frequ Percent Valid Cumulative
ency Percent Percent
Below 20 29 26.4 26.4 26.4
20-30 31 28.2 28.2 54.5
Valid
30-35 24 21.8 21.8 76.4
Above 40 26 23.6 23.6 100.0
Total 110 100.0 100.0
INTERPRETATION
From the table 4.1 it is found that 26.4% of the respondents are aged between below 20
years, 28.2 % of the respondents are aged between 20-30 years, 21.8 % of the respondent is aged
between 30-35 years, and 23.6% of the respondents are aged between above 40 years.
CHART 4.1
AGE OF THE RESPONDENT
TABLE 4.2
GENDER OF THE RESPONENT
Gender
Frequenc Percent Valid Cumulative
y Percent Percent
Male 55 50.0 50.0 50.0
Valid Female 55 50.0 50.0 100.0
Total 110 100.0 100.0
INTERPRETATION
From the table 4.2 it is found that 50% of the respondent is male and 50% of the respondent are
female.
CHART 4.2
GENDER OF THE RESPONENT
TABLE 4.3
OCCUBATION OF THE RESPONDENT
Occubation
Fre Percent Valid Cumulative
que Percent Percent
ncy
Professional 35 31.8 31.8 31.8
Valid
Ex-serviceman 35 31.8 31.8 63.6
Retired officers 8 7.3 7.3 70.9
Others 32 29.1 29.1 100.0
Total 110 100.0 100.0
INTERPRETATION
From the table 4.3 it is found that 31.8 % of the respondent is professional, 31.8 % of the
respondents are ex-servicemen, 7.3 % of the respondent is retired officer, 29.1 % of the
respondent is others.
CHART 4.3
OCCUBATION OF THE RESPONDENT
TABLE 4.4
MARITIAL STATUS OF THE RESPONDENT
Maritialstatus
Frequen Percent Valid Cumulative
cy Percent Percent
Married 55 50.0 50.0 50.0
Valid Unmarried 55 50.0 50.0 100.0
Total 110 100.0 100.0
INTERPRETATION
From the table 4.4 it is found that 50% of the respondent is married and 50% of the respondent is
unmarried.
CHART 4.4
MARITIAL STATUS OF THE RESPONDENT
TABLE 4.5
HOW MANY YEARS YOU ARE WORKING IN THIS ORGANIZATION
Howmanyearsyouareworkinginthisorganization
y Percent Percent
0-5 years 23 20.9 20.9 20.9
5-10 years 34 30.9 30.9 51.8
10-15 years 26 23.6 23.6 75.5
Valid
Above20 27 24.5 24.5 100.0
years
Total 110 100.0 100.0
INTERPRETATION
From the table 4.5 it is found that 20.9% of the respondent are 0-5 years working in this
organization, 30.9 % of the respondent are 5-10 years working in this organization , 23.6% of the
respondent are 10-15 years working in this organization , 24.5% of the respondent are above 20
years working in this organization.
CHART 4.5
HOW MANY YEARS YOU ARE WORKING IN THIS ORGANIZATION
TABLE 4.6
YOU RATE THE WORKING ENVIRONMENT OF THE ORGANIZATION
Workingenvironmentoftheorganization
y Percent Percent
Highly satisfied 34 30.9 30.9 30.9
Satisfied 36 32.7 32.7 63.6
Dissatisfied 5 4.5 4.5 68.2
Valid
Highly 35 31.8 31.8 100.0
dissatisfied
Total 110 100.0 100.0
INTERPRETATION
From the table 4.6 it is found that 30.9% of the respondent are says that highly satisfied with the
working environment in this organization, 32.7% of the respondent are says that satisfied with
the working environment in this organization, 4.5% of the respondent are says that dissatisfied
with the working environment in this organization, 31.8 % of the respondent are says that highly
dissatisfied with the working environment in this organization.
CHART 4.6
YOU RATE THE WORKING ENVIRONMENT OF THE ORGANIZATION
TABLE 4.7
YOUR OPINION ABOUT HEALTHY AND SALARY MEASURES OF THE COMPANY
Youropinionabouthealthyandsalarymeasuresofthecompany
y Percent Percent
Excellent 28 25.5 25.5 25.5
Good 27 24.5 24.5 50.0
Average 28 25.5 25.5 75.5
Valid
Below 27 24.5 24.5 100.0
average
Total 110 100.0 100.0
INTERPRETATION
From the table 4.7 it is found that 25.5% of the respondent are says that excellent with the
healthy and salary measures of the company, 24.5% of the respondent are says that good with the
healthy and salary measures of the company, 25.5% of the respondent are says that average with
the healthy and salary measures of the company, 24.5% of the respondent are says that below
average with healthy and salary measures of the company.
CHART 4.7
YOUR OPINION ABOUT HEALTHY AND SALARY MEASURES OF THE COMPANY
TABLE 4.8
ARE YOU RATE ABOUT THE CLEANNESS PROVIDED BY THE COMPANY
Rateaboutthecleannessprovidedbythecompany
y Percent Percent
Excellent 27 24.5 24.5 24.5
Good 28 25.5 25.5 50.0
Average 28 25.5 25.5 75.5
Valid
Below 27 24.5 24.5 100.0
average
Total 110 100.0 100.0
INTERPRETATION
From the table 4.8 it is found that 24.5% of the respondent are says that excellent with the
cleanness provided by the company , 25.5% of the respondent are says that good with cleanness
provided by the company , 25.5% of the respondent are says that average with cleanness
provided by the company , 24.5 % of the respondent are says that below average with cleanness
provided by the company.
CHART 4.8
ARE YOU RATE ABOUT THE CLEANNESS PROVIDED BY THE COMPANY
TABLE 4.9
ARE YOU SATISFIED WITH MEDICAL BENEFITS PROVIDED BY THE COMPANY
Yousatisfiedwithmedicalbenefitsprovidedbythecompany
y Percent Percent
Satisfied 28 25.5 25.5 56.4
Valid
Highly 28 25.5 25.5 100.0
dissatisfied
Total 110 100.0 100.0
INTERPRETATION
medical benefits provided by the company, 25.5% of the respondent are says that satisfied with
the medical benefits provided by the company, 18.2% of the respondent are says that dissatisfied
with the medical benefits provided by the company , 25.5 % of the respondent are says that
highly dissatisfied with the medical benefits provided by the company.
CHART 4.9
ARE YOU SATISFIED WITH MEDICAL BENEFITS PROVIDED BY THE COMPANY
TABLE 4.10
ARE YOU SATISFIED WITH THE FESTIVAL ALLOWANCE PROVIDED BY THE
ORGANIZATION
Yousatisfiedwiththefestivalallowanceprovidedbytheorganization
y Percent Percent
Satisfied 28 25.5 25.5 50.9
Valid
Highly 27 24.5 24.5 100.0
dissatisfied
Total 110 100.0 100.0
INTERPRETATION
festival allowance provided by the company, 25.5% of the respondent are says that satisfied with
the festival allowance provided by the company, 24.5% of the respondent are says that
dissatisfied with the festival allowance by the company, 24.5% of the respondent are says that
highly dissatisfied with the festival allowance provided by the company.
CHART 4.10
ARE YOU SATISFIED WITH THE FESTIVAL ALLOWANCE PROVIDED BY THE
ORGANIZATION
TABLE 4.11
OPINION ABOUT YOUR PENSION SCHEME PROVIDED BY THE ORGANIZATION
Yourpensionschemeprovidedbytheorganization
y Percent Percent
Excellent 26 23.6 23.6 23.6
Good 33 30.0 30.0 53.6
Average 23 20.9 20.9 74.5
Valid
Below 28 25.5 25.5 100.0
average
Total 110 100.0 100.0
INTERPRETATION
From the table 4.11 it is found that 23.6% of the respondent are says that excellent with the your
pension scheme provided by the company, 30.0% of the respondent are says that good with your
pension scheme provided by the company, 20.9% of the respondent are says that average with
your pension scheme provided by the company, 25.5 % of the respondent are says that below
average with your pension scheme provided by the company
CHART 4.11
OPINION ABOUT YOUR PENSION SCHEME PROVIDED BY THE ORGANIZATION
TABLE 4.12
HOW DO YOU RATE ABOUT CANTEEN FACILITIES PROVIDED BY THE
ORGANIZATION
Canteenfacilitiesprovidedbytheorganization
y Percent Percent
Excellent 28 25.5 25.5 25.5
Good 27 24.5 24.5 50.0
Average 28 25.5 25.5 75.5
Valid
Below 27 24.5 24.5 100.0
average
Total 110 100.0 100.0
INTERPRETATION
canteen facilities provided by the company, 24.5% of the respondent are says that good with
your canteen facilities provided by the company, 25.5% of the respondent are says that average
with your canteen facilities provided by the company, 24.5% of the respondent are says that
below average with your canteen facilities provided by the company
CHART 4.12
HOW DO YOU RATE ABOUT CANTEEN FACILITIES PROVIDED BY THE
ORGANIZATION
TABLE 4.13
ARE YOU SATISFIED WITH TRANSPORTATION FACILITY
PROVIDED BY THE ORGANIZATION
Transportationfacilityprovidedbytheorganization
y Percent Percent
Satisfied 29 26.4 26.4 52.7
Valid
Highly 25 22.7 22.7 100.0
dissatisfied
Total 110 100.0 100.0
INTERPRETATION
transportation facility provided by the organization, 26.4% of the respondent are says that
satisfied with the transportation facility provided by the organization, 24.5% of the respondent
are says that dissatisfied with the transportation facility by the organization, 22.7 % of the
respondent are says that highly dissatisfied with the transportation facility provided by the
organization.
CHART 4.13
ARE YOU SATISFIED WITH TRANSPORTATION FACILITY
PROVIDED BY THE ORGANIZATION
TABLE 4.14
ADEQUATE PROVISION FOR FIRST AID AND AMBULANCE
Adequateprovisionforfirstaidandambulance
y Percent Percent
Yes 56 50.9 50.9 50.9
Valid No 54 49.1 49.1 100.0
Total 110 100.0 100.0
INTERPRETATION
From the table 4.14 it is found that 50.9% of the respondent are says that satisfied with the
adequate provision for first aid and ambulance in organization , 49.1 % of the respondent are
says that dissatisfied with the adequate provision for first aid and ambulance in organization.
CHART 4.14
ADEQUATE PROVISION FOR FIRST AID AND AMBULANCE
TABLE 4.15
ARE YOU SATISFIED WITH EDUCATIONAL ALLOWANCE
PROVIDED BY THE COMPANY IN YOU CHILDREN
Educationalallowanceprovidedbythecompany
y Percent Percent
Satisfied 29 26.4 26.4 50.0
Valid
Highly 28 25.5 25.5 100.0
dissatisfied
Total 110 100.0 100.0
INTERPRETATION
educational allowance provided by the organization, 26.4% of the respondent are says that
satisfied with the educational allowance provided by the organization, 24.5% of the respondent
are says that dissatisfied with the educational allowance by the organization, 25.5% of the
respondent are says that highly dissatisfied with the educational allowance provided by the
organization.
CHART 4.15
ARE YOU SATISFIED WITH EDUCATIONAL ALLOWANCE PROVIDED BY THE
COMPANY IN YOU CHILDREN
TABLE 4.16
TRADE UNION FUNCTIONING PROPERLY
Unionfunctioningproperly
y Percent Percent
Yes 55 50.0 50.0 50.0
Valid No 55 50.0 50.0 100.0
Total 110 100.0 100.0
INTERPRETATION
From the table 4.16 it is found that 50% of the respondent are says that satisfied with the trade
union functioning properly in organization , 50% of the respondent are says that dissatisfied
with the trade union functioning properly in organization
CHART 4.16
TRADE UNION FUNCTIONING PROPERLY
TABLE 4.17
DOES THE COMPANY PROVIDE REST ROOM
Companyproviderestroom
y Percent Percent
Yes 56 50.9 50.9 50.9
Valid No 54 49.1 49.1 100.0
Total 110 100.0 100.0
INTERPRETATION
company provide rest room in organization , 49.1 % of the respondent are says that dissatisfied
with the company provide rest room in organization
CHART 4.17
DOES THE COMPANY PROVIDE REST ROOM
TABLE 4.18
DO YOU RATE ABOUT THE RECREATION FACILITY PROVIDED BY THE
COMPANY
Recreationfacilityprovidedbythecompany
Freque Percent Valid Cumulative
ncy Percent Percent
Satisfied 20 18.2 18.2 39.1
Valid Dissatisfied 32 29.1 29.1 68.2
Highly dissatisfied 35 31.8 31.8 100.0
Total 110 100.0 100.0
INTERPRETATION
recreation facility provided by the company , 18.2% of the respondent are says that good with
your recreation facility provided by the company , 29.1% of the respondent are says that average
with your recreation facility provided by the company , 31.8% of the respondent are says that
below average with your recreation facility provided by the company
CHART 4.18
DO YOU RATE ABOUT THE RECREATION FACILITY PROVIDED BY THE
COMPANY
TABLE 4.19
ARE YOU SATISFIED WITH JOB SECURITY PROVIDED IN THE COMPANY
Jobsecurityprovidedinthecompany
y Percent Percent
Satisfied 33 30.0 30.0 56.4
Valid
Highly 29 26.4 26.4 100.0
dissatisfied
Total 110 100.0 100.0
INTERPRETATION
job security provided by the company , 30.0% of the respondent are says that good with your job
security provided by the company , 17.3% of the respondent are says that average with your job
security provided by the company , 26.4 % of the respondent are says that below average with
your job security provided by the company
CHART 4.19
ARE YOU SATISFIED WITH JOB SECURITY PROVIDED IN THE COMPANY
TABLE 4.20
HOW DO YOU RATE ABOUT IMAGE BENEFIT GIVEN IN THIS ORGANIZATION
Aboutimagebenefitgiveninthisorganization
ncy Percent Percent
Excellent 35 31.8 32.1 32.1
Valid
Good 28 25.5 25.7 57.8
Average 23 20.9 21.1 78.9
Below average 23 20.9 21.1 100.0
Total 109 99.1 100.0
Missing System 1 .9
Total 110 100.0
INTERPRETATION
image benefit given by the company, 25.7% of the respondent are says that good with your
image benefit given by the company , 21.1% of the respondent are says that average with your
image benefit given by the company , 21.1 % of the respondent are says that below average
with your image benefit given by the company.
CHART 4.20
HOW DO YOU RATE ABOUT IMAGE BENEFIT GIVEN IN THIS ORGANIZATION
TABLE 4.21
OPINION THAT LABOUR WELFARE MEASURES
INCREASE THE PRODUCTIVE OF THE COMPANY?
Labourwelfaremeseauresincreasetheproductive
y Percent Percent
Yes 52 47.3 47.3 47.3
Valid No 58 52.7 52.7 100.0
Total 110 100.0 100.0
INTERPRETATION
labour welfare measures increase the productive in organization , 52.7 % of the respondent are
says that dissatisfied with the labour welfare measures increase the productive in organization
CHART 4.21
OPINION THAT LABOUR WELFARE MEASURES INCREASE THE PRODUCTIVE
OF THE COMPANY?
TABLE 4.22
MANAGEMENT IS READY TO IMPLEMENT YOUR SUGGESTION FOR
IMPROVING WELFARE POLICIES
Suggestionforimprovingwelfare
y Percent Percent
Yes 52 47.3 47.3 47.3
Valid No 58 52.7 52.7 100.0
Total 110 100.0 100.0
INTERPRETATION
From the table 4.22 it is found that 47.3 % of the respondent are says that satisfied with the
suggestion for improving welfare policies in organization , 52.7 % of the respondent are says
that dissatisfied with the suggestion for improving welfare policies in organization
CHART 4.22
MANAGEMENT IS READY TO IMPLEMENT YOUR SUGGESTION FOR
IMPROVING WELFARE POLICIES
TABLE 4.23
HOW DO YOU RATE THE LEAVE POLICY OF THE ORGANIZATION
Theleavepolicyoftheorganization
ncy Percent Percent
Excellent 28 25.5 25.5 25.5
Good 28 25.5 25.5 50.9
Valid Average 21 19.1 19.1 70.0
Below average 33 30.0 30.0 100.0
Total 110 100.0 100.0
INTERPRETATION
leave policy of the company, 25.5% of the respondent are says that good with your leave policy
of the company, 19.1 % of the respondent are says that average with leave policy of the company
, 30.0 % of the respondent are says that below average with your leave policy of the company
CHART 4.23
HOW DO YOU RATE THE LEAVE POLICY OF THE ORGANIZATION
CHI-SQUARE TEST
Case Processing Summary

Cases
Valid Missing Total
N Percent N Percent N Percent
age * 110 100.0% 0 0.0% 110 100.0%
transportationfacilitypr
ovidedbytheorganizatio
n
age * transportationfacilityprovidedbytheorganization Crosstabulation
Count
transportationfacilityprovidedbytheorganization Total
highly satisfied dissatisfied highlydissatti
satisfied sfied
below 20 18 2 1 8 29
20-30 9 18 1 3 31
age
30-35 1 7 10 6 24
above 40 1 2 15 8 26
Total 29 29 27 25 110
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 72.010a 9 .000
Likelihood Ratio 76.775 9 .000
Linear-by-Linear 22.288 1 .000
Association
N of Valid Cases 110
a. 0 cells (0.0%) have expected count less than 5. The
minimum expected count is 5.45.
Symmetric Measures
Value Approx.
Sig.
Nominal by Contingency .629 .000
Nominal Coefficient
CORRELATION METHOD
Case Processing Summary

Cases
Valid Missing Total
N Percent N Percent N Percent
occubation * 110 100.0% 0 0.0% 110 100.0%
companyproviderestroo
m
occubation * companyproviderestroom Crosstabulation

Count
companyproviderestro Total
om
yes no
professional 16 19 35
Exservicema 13 22 35
n
occubation
retired 7 1 8
officers
others 20 12 32
Total 56 54 110
Symmetric Measures
Value Asymp. Std. Approx. Approx.
Errora Tb Sig.
Nominal by Contingency .276 .029
Nominal Coefficient
Interval by -.184 .093 -1.948 .054c
Pearson's R
Interval
Spearman -.168 .094 -1.775 .079c
Ordinal by Ordinal
Correlation
a. Not assuming the null hypothesis.
b. Using the asymptotic standard error assuming the null hypothesis.
c. Based on normal approximation.
ONE WAY ANOVA

ANOVA
recreationfacilityprovidedbythecompany
Sum of df Mean F Sig.
Squares Square
Between 15.568 3 5.189 4.483 .005
Groups
Within Groups 122.696 106 1.158
Total 138.264 109
Multiple Comparisons
Dependent Variable: recreationfacilityprovidedbythecompany
Tukey HSD
(I) (J) Mean Std. Error Sig. 95% Confidence I
transportationfacilitypro transportationfacilitypro Difference (I- Lower Upp
videdbytheorganization videdbytheorganization J) Bound
satisfied .06897 .28254 .995 -.6685
highly satisfied dissatisfied -.32056 .28772 .682 -1.0716
highlydissattisfied .74759 .29362 .059 -.0188
highly satisfied -.06897 .28254 .995 -.8065
satisfied dissatisfied -.38953 .28772 .531 -1.1406
highlydissattisfied .67862 .29362 .102 -.0878
highly satisfied .32056 .28772 .682 -.4305
dissatisfied satisfied .38953 .28772 .531 -.3615
highlydissattisfied 1.06815* .29861 .003 .2887
highly satisfied -.74759 .29362 .059 -1.5140
highlydissattisfied satisfied -.67862 .29362 .102 -1.4451
dissatisfied -1.06815* .29861 .003 -1.8476
*. The mean difference is significant at the 0.05 level.
recreationfacilityprovidedbythecompany
Tukey HSDa,b
transportationfacilitypr N Subset for alpha =
ovidedbytheorganizatio 0.05
n 1 2
highlydissattisfied 25 2.0800
satisfied 29 2.7586 2.7586
highly satisfied 29 2.8276 2.8276
dissatisfied 27 3.1481
Sig. .055 .540
Means for groups in homogeneous subsets are displayed.
a. Uses Harmonic Mean Sample Size = 27.397.
b. The group sizes are unequal. The harmonic mean of
the group sizes is used. Type I error levels are not
guaranteed.
CHAPTER V
FINDING, SUGGESTION AND CONCLUSION
FINDING:
1. From the table 4.1 find that majority of 26.4% of the respondents are aged between below
20 years, 28.2 % of the respondents are aged between 20-30 years
2. From the table 4.2 find that majority of50% of the respondent is male
3. From the table 4.3 find that majority of31.8 % of the respondent is professional, 31.8 %
of the respondents are ex-servicemen
4. From the table 4.4 find that majority of50% of the respondent is married
5. From the table 4.5 find that majority of20.9% of the respondent are 0-5 years working in
this organization, 30.9 % of the respondent are 5-10 years working in this organization,
6. From the table 4.6 find that majority of30.9% of the respondent are says that highly
satisfied with the working environment in this organization, 32.7% of the respondent are
says that satisfied with the working environment in this organization, 31.8 % of the
respondent are says that highly dissatisfied with the working environment in this
organization.
7. From the table 4.7 find that majority of25.5% of the respondent are says that excellent
with the healthy and salary measures of the company, 24.5% of the respondent are says
that good with the healthy and salary measures of the company
with the cleanness provided by the company , 25.5% of the respondent are says that good
with cleanness provided by the company
satisfied with the medical benefits provided by the company, 25.5% of the respondent are
says that satisfied with the medical benefits provided by the company
satisfied with the festival allowance provided by the company, 25.5% of the respondent
are says that satisfied with the festival allowance provided by the company
with the your pension scheme provided by the company, 30.0% of the respondent are
says that good with your pension scheme provided by the company
with the your canteen facilities provided by the company, 24.5% of the respondent are
says that good with your canteen facilities provided by the company
satisfied with the transportation facility provided by the organization, 26.4% of the
respondent are says that satisfied with the transportation facility provided by the
organization
14. From the table 4.14 find that majority of50.9% of the respondent are says that satisfied
with the adequate provision for first aid and ambulance in organization
satisfied with the educational allowance provided by the organization, 26.4% of the
respondent are says that satisfied with the educational allowance provided by the
organization
16. From the table 4.16 find that majority of50% of the respondent are says that satisfied
with the trade union functioning properly in organization
17. From the table 4.17 find that majority of50.9% of the respondent are says that satisfied
with the company provide rest room in organization
18. From the table 4.18 find that majority of 29.1% of the respondent are says that average
with your recreation facility provided by the company , 31.8% of the respondent are says
that below average with your recreation facility provided by the company
with the your job security provided by the company , 30.0% of the respondent are says
that good with your job security provided by the company
with the your image benefit given by the company, 25.7% of the respondent are says
that good with your image benefit given by the company
21. From the table 4.21 find that majority 52.7 % of the respondent are says that dissatisfied
with the labour welfare measures increase the productive in organization
22. From the table 4.22 find that majority of 52.7 % of the respondent are says that
dissatisfied with the labour welfare measures increase the productive in organization
with the your leave policy of the company
SUGGESTIONS
The suggestions are intended for the overall improvement in the functioning of organization
and reduce the gap between the perception of workers, statutory requirements and the company’s
present practice by way of compliance.
 Organization needs to set counseling committee to solve the workers problem.
 The organization may take necessary action to increase safety awareness among
employees at all levels.
 The organization may put quality checks on canteen facility for improvement in food
quality and cleanliness by way of committee involving workers.
 The Organization need to improve the overall communication effectively to ensure
overall satisfaction among the workers way of increased awareness e.g. recreational
activities.
 If washing & drying clothing places keep clean it is helpful to increases workers
satisfaction.
 Housekeeping inside the factory should be improved.
 Rules and regulations are strictly followed for workers.
 Transportation facility provided by the workers.
CONCLUSION
Employee welfare measures are advocated to maintain a strengthen manpower both
physically and mentally. The study of various welfare measures brings in to light that the present
measures taken by the company. The improvement in working condition are suggested to
improve effectiveness of the employee welfares measures like canteen facility, drinking water,
spittoons, rest rooms and housing facilities which in turn would build the morale and increase
the productivity of the employees.
BIBLIOGRAPHY
BOOKS REFERENCES:
1. Ganasekaran.P, 1ST Edition, 2008, Labour Laws, Aruma Pathippagam, Page No: 46-59.
2. Kothari C.R, 2ND Edition, 2004, Research Methodology Methods and techniques, New
age international (P) Ltd, Page No: 1-7.
3. Punekar.S.D, 12TH Edition, 1999, Labour Trade Unionism and Industrial Relations,
Himalaya Publishing House, Page No. 51-60.
WEBSITE REFERENCES:
 www.google.com
 www.wikipiedia.com
 www.educationplus.com
 www.scribd.com
A STUDY ON LABOUR WELFARE MEASURES IN SS PAINT MANUFACTURING

INDUSTRY AT SALEM
QUESTIONNAIRES
1. Name
2. Age
a) Below 20
b) 20-30
c) 30-35
d) Above 40
3. Gender
a) Male
b) female
4. Occupation
a) Professional
b) Ex-service man
c) Retired officers
d) Other
5. Marital status
a) Married
b) Unmarried
6. How many years you are working in this organization

a) 0-5 years
b) 5-10 years
c) 10-15 years
d) more than 15 years
7. How to you rate the working environment of the organization

a) Highly satisfied
b) Satisfied
c) Dissatisfied
d) Highly dissatisfied
8. What is your opinion about healthy and salary measures of the company?
a) Excellent
b) Good
c) Average
d) Below average
9. How to you rate about the cleanness provided by the company

a) Excellent
b) Good
c) Average
d) Below average
10. Are you satisfied with medical benefits provided by the company?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
11. Are you satisfied with the festival allowance provided by the organization?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
12. Opinion about your pension scheme provided by the organization

a) Excellent
b) Good
c) Average
d) Below average
13. How do you rate about canteen facilities provided by the organization?
a) Excellent
b) Good
c) Average
d) Below average
14. Are you satisfied with transportation facility provided by the organization?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
15. Whether there’s adequate provision for first aid and ambulance
a) Yes
b) No
16. Are you satisfied with educational allowance provided by the company in your children?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
17. Is trade union functioning properly?

a) Yes
b) No
18. Does the company provide rest room

a) Yes
b) No
19. How do you rate about the recreation facility provided by the company?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
20. Are you satisfied with job security provided in the company?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
21. How do you rate about image benefit given in this organization?
a) Excellent
b) Good
c) Average
d) Below average
22. Do you have the opinion that labour welfare measures increase the productive of the
company?
a) Yes
b) No
23. Whether the management is ready to implement your suggestion for improving welfare
policies
a) Yes
b) No
24. How do you rate the leave policy of the organization?

a) Excellent
b) Good
c) Average
d) Below average

A Study On Labour Welfare Measure in SS Paint Manufacturing Industry at Salem

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A STUDY ON LABOUR WELFARE MEASURE IN SS PAINT MANUFACTURING

THE SCOPES OF EMPLOYEE WELFARE IS :

 To enrich better quality of wok life.

MEANING AND DEFINITIONS OF LABOUR WELFARE

IMPORTANCE OF WELFARE WORK IN INDIA

Labour welfare work got importance because of the following reasons.

PRINCIPLES OF LABOUR WELFARE

1) Conditions of work environment:

2) Extra Mural Activities :

ACCORDING TO THE FACTORIES ACT 1948:

IMPORTANCE OF WELFARE MEASURES;

Labour welfare provides economic security to employees. Amenities such as pension,

MERTIS AND DEMERITS OF WELFARE MEASURES:

NEED FOR STUDY:

OBJECTIVE OF THE STUDY

INDUSTRY PROFILE AND COMPANY PROFILE

SOLVENT BASED CLASSIFICATION:

INDUSTRY FUTURE TRENDS

 Interior wall paints

 Exterior wall paints

 Doors and window paints

Interior wall paints :

Tractor Emulsion Smooth Wall Finish:

Super Decoplast Plastic Emulsion:

Interior Wall Finish Lustre:

Interior Wall Finish Matt:

Tractor Acrylic Distemper Washable:

Tractor Synthetic Distemper Washable:

Utsav Acrylic Distemper :

Utsav Synthetic Distemper:

MAJOR PLAYERS AND THEIR SHARES

The major players existing in industry are:

1980- The Social Security Review commences form 1986:-

 Income support for families with children

Professor Peter Saunders 2003

C.B.Mamoria and S.Mamoria-“dynamics of industrial relations in India “ himalaya

Tripathi, “personnel management &practice” sultan chand and sons-new Delhi

WELFARE AND GOVERNMENT OF INDIA:(OR) LABOUR WELFARE IN INDIA:

Types of labour welfare services:

Tripathi. “Personnel Management &Industrial Relation”, sultan chand &sons-new delhi

I chose CONVENIENCE SAMPLING for research

WEIGHTED AVERAGE METHOD

LIMITATIONS OF THE STUDY

Case Processing Summary

Case Processing Summary

occubation * companyproviderestroom Crosstabulation

ONE WAY ANOVA

A STUDY ON LABOUR WELFARE MEASURES IN SS PAINT MANUFACTURING

6. How many years you are working in this organization

7. How to you rate the working environment of the organization

9. How to you rate about the cleanness provided by the company

12. Opinion about your pension scheme provided by the organization

17. Is trade union functioning properly?

18. Does the company provide rest room

24. How do you rate the leave policy of the organization?

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