CHAPTER – I

1.1 INTRODUCTION:

Labour welfare is an important fact of Industrial relations. These give satisfaction to

the worker and ensure that proper remuneration is achieved. With the growth of

Industrialization, Mechanization and Computerization, labour welfare measures has got fillip.

The workers in the Industries cannot cope up with pace of modern life with minimum

sustenance amenities. The workers are in need of added stimulus to keep body and mind

together.

Labour welfare, though it has been provided to contribute to efficiency in production,

is expensive. Each employer provides welfare measures of varying degrees of importance for

Labour force. The social and economic aspects of life of the workers have direct influence on

the social and economic development of nation. There is an imperative need to take extra care

of the workers to provide both statutory and non-statutory facilities to them. The welfare

facilities help to motivate and retain employees. Most of the welfare facilities are matters of

sanitation and hygienic which is not provided dissatisfaction among workers are motivated by

providing welfare measures. This ensures employee satisfaction result in increased efficiency.

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

1
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.

Employee welfare measures may help to minimize social evils like alcoholism,

gambling, drug addiction etc. The workers are likely to fall in victim because of discontentment

or frustration. The welfare facilities induce the workers happy, cheerful and confident with

commitment. The welfare measures and schemes form an integral part of Personnel and HR

Management in any organization will go a long way in ensuring the desired goals. In turn this

will enhance the productivity of the organization. The welfare measures are designed and

systematized by the organization through statutory bodies like trade unions. The labour

departments of the government insist upon minimum amenities to be implemented in any

organization. This will ensure that minimum standards that are required for an employee to

carry out the duties and perform functions to the extent of satisfaction.

Employee welfare is an area of social welfare conceptually and operationally. It covers

a broad field and a state of wellbeing, happiness, satisfaction, conservation and development

of human resources and also helps to motivation of employee.

The basic purpose of employee welfare is to enrich the life of employees and to keep

them happy and conducted. Welfare measures may be both statutory and non-statutory laws

require to employer to extend certain benefits to employees in addition to wages or salaries.

Organizations provide welfare facilities to their employees to keep their motivation levels high.

The employee welfare schemes can be classified into two categories viz. statutory and non –

statutory welfare schemes.

The statutory schemes are those schemes that are compulsory to provide by an

organization as compliance to the laws governing for employee health and safety, these

2
include: canteen facilities, drinking water, proper and sufficient lighting, facilities for sitting,

changing rooms, first aid appliances, t urinals, washing places, spittoons, rest rooms. Non

statutory welfare schemes may include: personal health care, flexi-time, employee assistance

programs, harassment policy, employee referral scheme, Medi- claim insurance scheme. The

non statutory schemes differ from organization to organization and from industry to industry.

Health, safety and welfare are the measures of promoting the efficiency of employee. The

various welfare measures provided by the employer will have immediate impact on the health,

physical and mental efficiency alertness, morale and overall efficiency of the worker and

thereby contributing to the higher productivity.

LABOUR WELFARE:

The International Labour Organisation (ILO) report refers to labour welfare as, “Such

services, facilities and amenities as may be established in or in the vicinity of undertakings to

enable the persons employed in them to perform their work in healthy, congenial surroundings

and provided with amenities conducive to good health and high morale.”

LABOUR WELFARE MEASURE:

Employee attitudes are important to human resource management because they affect

organizational behaviour. In particular, an attitude relating to job satisfaction and

organizational commitment is of major interest to the field of organizational behaviour and the

practice of human resource management. Job satisfaction focuses on employee’s attitudes

toward their jobs and organizational commitment focuses on their attitudes toward the overall

organization.

1.2 NEED AND IMPORTANCE OF THE STUDY:

The significance of welfare measures was accepted as early as 1931, when the Royal

Commission on Labour stated: The benefits are of great importance to the worker which he is

3
unable to secure by himself. The schemes of labour welfare may be regarded as a wise

investment because these would bring a profitable return in the form of greater effective.

The working environment in a factory adversely affects the health of employees

because of excessive heat or cold, noise, fumes, dust and lack of sanitation and pure through

preventive steps aimed at improving the lot of workers. A second reason in favour of welfare

work is called the ‘social invasion of the factory’. Workers face lots of adjustment problems

when they take up factory work. The congested environs, noisy machines, slum areas,

monotonous jobs impact the psyche of ruralities that come to cities in search of jobs. To escape

from such trying conditions, the worker absents himself, becomes irregular and shows signs of

indiscipline.

Labour welfare Measures serves the following purposes:

 Enables workers to have a richer and more satisfying life.

 Raises the standard of living of the workers by indirectly reducing the burden on their

pocket. Welfare measures will improve the physical and psychological health of

employees, which in turn, will enhance their efficiency and productivity.

 Absorbs the shocks injected by industrialisation and urbanisation on workers.

 Promotes a sense of belongingness among workers, preventing them from resorting to

unhealthy practices like absenteeism, labour turnover, strike, etc. Welfare work makes

the services in mills more attractive to workers. It improves the relations between

employers and employees. It promotes a real change of heart and a change of outlook

on the part of both the employers and employees.

 Prevents social evils like drinking, gambling, prostitution, etc., by improving the

material, social and cultural conditions of work. Congenial environment as a result of

welfare measures will act as a deterrent against such social evils. (Murthy)

4
1.3 SCOPE OF LABOUR WELFARE:

A perusal of the definitions indicates that the term labour welfare is a very comprehensive

concept and is wide in its scope. It includes in its fold all efforts in the form of amenities and

activities which vary from place to place, industry to industry and time to time. Labour welfare

activities are broadly classified as (i) statutory, (ii) non-statutory or voluntary.

Statutory provisions relating to welfare of workers have been promulgated by the

government of India in different enactments viz. Factories Act, 1948; Mines Act, 1952; The

Motor Transport Workers Act, 1961; Dock Workers (Safety, Health Act, 1951; The Merchant

Act 1961; Plantation Labour Act, 1951, The Merchant Shipping Act, 1958; Coal Mines Labour

Welfare Fund Act, 1974. The provisions contained in these Acts provide the minimum standard

of health, safety and welfare of workers. Voluntary welfare includes all those activities which

employers undertake for their employees on voluntary basis. Some of the important voluntary

welfare activities on the part of the employers may be provision of house facilities,

transportation, recreational facilities, formation of corporative societies, children’s education,

and loans for purchasing scooters, cars, provision of library, leave travel concessions, uniforms

and Gifts.

1.4 OBJECTIVES OF THE STUDY:

 To Study the Social – Demographic background of the Employees of

Bharat Heavy Electrical Limited.

 To Analyse the Employees attitude towards various Labour Welfare Measures.

 To Study the Satisfaction of the Employees regarding Labour Welfare Measures.

 To Give Suggestions and Recommendations to the Management for

Future Prospective.

5
1.5 STATEMENT OF THE PROBLEM:

An Organisation is influenced by various human resources factors. The labour welfare

measure is one of the factors penetrating in the life of employees those who are working in the

small scale sector. Labour welfare measures are an effort towards relieving the industrial

workers from want, worry and the adverse effects of industrialization, by improving working

and living conditions. The proper administration and implementation of labour welfare

facilities plays an important role in fulfilling the economic, social, and psychological needs of

employees. In satisfying these needs a favourable attitude towards the job can be developed.

Every employee should know about the welfare measures provided in the organization, so that

they can judge the adequacy of welfare measures provided in the organization. Hence, this

study has been undertaken.

1.6 HYPOTHESIS OF THE STUDY:

1. There is no significant relationship between Employees Satisfaction with Overall Welfare

Measures and Statutory Welfare.

2. There is no significant relationship between Employees Satisfaction with Overall Welfare

Measures and Voluntary facilities.

1.7 METHODOLOGY AND TOOLS:

Both Primary and Secondary data were collected for the study. Primary data were

collected through Questionnaire and Interview Schedule method. This method helped to

analyse the Employees Attitude towards the Labour Welfare Measures and also helped with

regard to various facilities extended by the Organisation to Employees. For analysing the data

The Following Tools used By the Researcher:

6
  Frequency Table

 Percentage Method

 Chi-Square Test

1.8 SAMPLING SIZE:

Out of the Employees working at Bharat Heavy Electricals Limited. The researcher has

taken 50 employees by Random sampling method.

1.9 LIMITATIONS OF THE STUDY:

Out of Many Employees in Bharat Heavy Electricals Limited. 50 members of the

Company are only considered for the study. But owing to lack of time only limited workers are

taken into consideration of study. The researcher had some difficulty in getting information

from the workers and also from the employers regarding the collection of data. The study could

have been done in a better manner if more time and other resources were available.

1.10 REVIEW OF LITERATURE:

A Literature review is a means of demonstrating the author’s knowledge about a

particular field of study, including vocabulary, theories, key variables and phenomena, and its

method and history. Conducting a literature review also informs the student of the influential

researchers and research groups in the field (Randolph, 2009).

The term welfare is one that led itself to various interpretations and it has not always

the same significant in different countries. Author defined 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.

The welfare work can be defined on work for improving the health safety generator

wellbeing and the industrial efficiency of the workers beyond the minimum standards laid

7
down by the factory act and another legislations. The whole fields of welfare is one which must

can be done to combat the sense of frustration of the industrial workers to relieve of personal

and family worries to improve his health to make him offered means of self-expression to after

him. Same spears in which can be excel all other help him winder connection of life.

Rajeshwar W. Hendre (2017) says that statutory welfare provisions as mentioned the

Factories Act, 1948 are basic and can be seen from various angles like economic, social,

psychological, technical and administrative. Its implementation is joint responsibility of the

four active stakeholders namely- workers, Trade Unions, management and the Government. In

case of OEM’s it is assumed to be far beyond than myopic version of mere fulfilment of

statutory provisions.

However, the precise measurement of level of implementation brought out some area

like canteen, sitting facilities and facilities for storing and drying clothing shall be improved

by the companies. This will indicate to what extent we should take the same for other

companies such as vendors and component manufacturers.

K.K. Chaudhuri (2017) states that HR policies are being made flexible. From leaves to

compensations, perks to office facilities, many companies are willing to customize policies to

suit different employee segments. The older employees want social security benefits, younger

employees want cash in hand because they can’t think of sticking to a company for many years

and retire from the same company. Therefore ‘one jacket fits all’ will not be right to motivate

the talents and retain them.

Ramesh Kumar Bhardwaj (2016) point out that Government has enacted a plethora of

labour welfare legislations from time to time. Workers have been provided with many

welfare facilities and amenities under these legislations. But these enactments have not

been enforced in their true letter and spirit. Welfare amenities have not been properly

8
provided to the workers except in units managed by progressive employers or in modern units

where the latest technology demands maintenance of adequate standards. It is also

experienced and observed that majority of the Labour welfare officers are not being

appointed as per the prescribed qualification. In spite of this, it is true that the inspection and

supervision of the Labour welfare amenities is not on a satisfactory level.

Rama Satyanarayana and Jayaprakash Reddy (2015) carried out a research to know the

satisfaction levels of employees about labour welfare measures in KCP Limited (Cement

Division). For the purpose of the study, convenience random sampling method was adopted.

Out of 925 employees, 90 were selected covering almost all the departments. A questionnaire

was used to collect primary data. The results of the research reveal that majority of the

employees are satisfied with all the welfare measures provided by the organization. The overall

satisfaction level of employees about welfare measures cover under study is satisfactory.

However, a few are not satisfied with welfare measures provided by the organization. Therefore

it is suggested that the existing welfare measures may be improved further. Such welfare

measures enrich the employees standard of living and their satisfaction levels.

Ramesh. M (2014) stated that in today’s competitive environment, attracting and

retaining skilled personnel depends upon the competitive and compensation package the

company offers. Everyday innovative, attractive compensation packages are luring the

personnel. Thus, organization needs to provide more attractive compensation and qualitative

packages to enhance the motivation of the people. In the present competitive business

environment, the management is planning to reduce.

Parul P Bhati, and Dr.Ashokkumar M (2013) conclude their research, in terms of

proving that the different welfare provisions provided to the employees working in an

9
organization under the Factories Act 1948 are having positive relation with the employee

satisfaction.

Venugopal, Bhaskar and Usha (2013) explain that human resources play a very

important role in the development of the business. They constitute the organization at all levels

and are regarded as a dynamic factor of production. The study was conducted with the main

objective of evaluating the effectiveness of welfare measures in industrial sector and to suggest

measures to make existing welfare measures much more effective and comprehensive so that

the benefits of the employees will be increased. In order to get best results from the employees,

management must be aware of what employees expect from their employees. It is for the

management to see that whether the workers get economic, social and individual satisfaction

and employee welfare activities.

Poongavanam (2012) explains that India’s labour force exhibits extremes ranging from

large numbers of illiterate workers unaccustomed to machinery or routine, to a sizable pool of

highly educated scientists, technicians and engineers, capable of working anywhere in the

world. He studied the labour welfare measures in Anglo French Textiles.

Vijaya Banu and Ashifa (2011) throws light on welfare measures followed in Public

Sector Transport Corporation. This study analyses the various dimensions of labour welfare

measures that are perceived to the labours. It highlights the perception and levels of satisfaction

of the labours regarding the various welfare measures and the methods to improve the welfare

schemes in Public Sector Transport Corporation.

Jorge Soares (2010) has studied the bias of actually fair measures commonly used to

evaluate the impact of a social security system on the well-being of individuals. He has

investigated how the magnitude of this bias is affected by different features of a pay-as-you-go

social security system. Social security affects an individual’s welfare in ways other than

10
through its direct effect on lifetime income. It influences labour and savings decisions and

hence factor prices affect labour income and the return to savings. Although social security can

provide insurance against risk, it can also push borrowing constrained individuals further away

from their optimal consumption paths. The result shows that by ignoring these features, fair

measures can grossly misevaluate the impact of social security on the well-being of an

individual.

Karl Aiginger (2009) reassessed the relative impact of labour market regulation on

economic performance. Inflexible labour markets combined with high welfare costs are often

thought to be the main cause of low growth in Europe. The main result is that regulation impacts

on growth, the impact of regulatory change is, however, less easy to demonstrate.

The impact of macro-economic policy can be demonstrated first by the more growth

oriented monetary and fiscal policy in the US and the success of some European countries in

bringing private and public costs in line with productivity and tax revenues. However, boosting

investment into future growth by encouraging research, education and technology diffusion

seems to be the most important determinant of performance.

Jayadevadas (2008) based on his study of coir workers, suggested that the model before

the trade unions in Kerala was that of modern industrial employment characterized by high

wage rates, stable employment, fair working conditions, non-wage benefits, and long-term

economic security.

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1.10 CHAPTER SCHEME:

CHAPTER I:

The First chapter deals with Introduction, Meaning and Definition, Scope, Need and

Importance, Objectives, Statement of Problem, Hypothesis, Methodology and Tools, Sampling

Design, Limitations, Review of Literature.

CHAPTER II:

The Second chapter deals with Company Profile of Bharat Heavy Electricals Limited.

CHAPTER III:

The Third chapter deals with The Overview of Labour Welfare Measures.

CHAPTER IV:

The Fourth chapter deals with Analysis, Interpretation and testing of hypothesis

CHAPTER V:

The Fifth chapter deals with Findings identified by the Researcher, Suggestions for

improvement and Conclusion of the study.

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 COMPANY PROFILE

2.1 COMPANY PROFILE:

BHEL has been the bedrock of India's Heavy Electrical Equipment industry since its

incorporation in 1964. BHEL is India’s largest engineering and manufacturing company of its

kind engaged in the design, engineering, manufacture, construction, testing, commissioning

and servicing of a wide range of products and services for the core sectors of the economy, viz.

Power, Transmission, Industry, Transportation, Renewable Energy, Oil & Gas and Defence.

The company has been earning profits continuously since 1971-72 and paying dividends since

1976-77. In recognition of its consistent high performance, BHEL has been conferred with

‘Maharatna' status by Government of India on1st February, 2013. It is now one among the

seven Maharatna PSEs.

Established more than 40 years ago, BHEL is the largest engineering and manufacturing

enterprise of India in the energy & infrastructure related sectors. BHEL is amongst world's

rarest few who have the capability to manufacture entire range of power plant equipment. Since

its inception, BHEL is maintaining a consistent track record of growth, performance and

profitability.

The company has grown in stature over the years with continued inflow of orders,

manufacturing prowess, continued thrust on technology leading to a strong presence in

domestic and international markets as a major supplier of power plant equipment’s besides

establishing substantial inroads in selected segment of products in industrial sector and

railways.

13
 Bharat Heavy Electricals Ltd. (BHEL) is the largest engineering and manufacturing

enterprises of its kind in India and is one of the leading international companies in the field of

power equipment manufacture.

The first plant of BHEL, set up at Bhopal in 1956, signalled the dawn of the Heavy

Electrical Industry in India. In the sixties, three more major plants were set up at Haridwar,

Hyderabad and Tiruchirappalli that form the core of the diversified product range, systems and

services that BHEL offers today. BHEL’s range of services extends from project feasibility

studies to after-sales-service, successfully meeting diverse needs through turnkey capability.

The company has 14 manufacturing units, 4 power sector regions, 8 service centres and 15

regional offices, besides project sites spread all over India and abroad. BHEL has a well-

recognized track record of performance, making profits continuously since 1971-72 and paying

dividends since1976-77.

Bharat Heavy Electricals Limited (BHEL) was conceived with a vision to make India

self-reliant in the manufacture of power plant equipment and to change the face of industrial

development in India. Today, BHEL is the largest engineering enterprise of its kind in India

and one of the foremost companies in the international power arena.

BHEL has already attained ISO 9000 certification for quality management and all the

manufacturing units divisions have been upgraded to the latest ISO 9001-2000 version. Also

has secured ISO 14001 certification for environmental management systems & OHSAS –

18001 certification for occupational health and safety management systems for all its

units/divisions. BHEL is continuing its journey towards Business Excellence.

2.2 What it Manufacture?

BHEL manufactures over 180 products under 30 major product groups and caters

to core sectors of the Indian Economy viz., Power Generation & Transmission, Industry,

Transportation, Telecommunication, Renewable Energy, etc.,

14
 The wide network of BHEL's 14 manufacturing divisions, four Power Sector regional

centres, over 100 project sites, eight service centres and 18 regional offices, enables the Company

to promptly serve its customers and provide them with suitable products, systems and services

efficiently and at competitive prices.

The high level of quality & reliability of its products is due to the emphasis on design,

engineering and manufacturing to international standards by acquiring and adapting some of the

best technologies from leading companies in the world, together with technologies developed in

its own R&D centres.

As an engineering conglomerate, BHEL offers over a wide spectrum of products and

services for core sectors including power generation, transmission and distribution; transportation;

and oil and gas as well as the supply of non-conventional energy systems.

BHEL provides customers worldwide with complete Custom- designed Boiler Island

Solutions for power and process steam generation covering design, engineering, manufacture,

erection and commissioning of boilers, boiler house auxiliaries and all associated systems and sub-

systems. In addition to Concept-to- Commissioning expertise for all types of steam generators.

2.3 PROUDTS AND SERVICES OFFERED IN BHEL:

 Desalination Plants

 Boiler (steam generator)

 Gas Generator

 Hydro Generator

 AC Motors

 Transformer

 Switchgear

 Wind Mill

15
PRODUCT OF HIGH PRESSURE BOILER PLANT

 Fossil Boilers

 Steam Generators

 Pressure Vessels

 Heat Exchangers

 Studded Tubes

 Piping Systems and Pipe Fittings

 Soot Blowers

 Christmas Trees and Well Head Assemblies

 Gravimetric Feeders

 Valves

 Nuclear Streams Generator and Reactor Headers

 Subsea Well Heads

 Armed vehicles for Defence

 Thermo pressed Components

PRODUCTS OF SEAMLESS STEEL TUBE PLANT:

 Seamless Steel Tubes

 Spiral Finned Tubes

 Rifled Tubes

 Studded Tubes

 Serrated Tube

2.4 EXPANSION:

The company has realised the capability to deliver 15,000 MW p.a. power equipment

capacities and the further expansion program is underway to reach 20,000 MW p.a by 2012.

16
BHEL caters to core sectors of the Indian Economy viz., Power Generation and Transmission,

Industry, Transportation, Renewable Energy, Defence, etc. The wide network of BHEL's 15

manufacturing divisions, 2 repair units, 4 power sector regions, 8 service centres, 15 regional

offices, 2 subsidiaries and a large number of Project Sites spread all over India and abroad enables

the company to provide most suitable products, systems and services-efficiently and at

competitive prices.

The company has entered into a number of strategic joint ventures in supercritical coal

fired power plants to leverage equipment sales besides living up to the commitment for green

energy initiatives. BHEL offers over 180 products and provides systems and services to meet the

needs of core sector.

BHEL has the unique advantage of world class, state-of-the-art manufacturing facilities

for the entire gamut of components and systems for the boiler island including boilers, auxiliaries

such as fans, air pre-heaters and electrostatic precipitators, piping and piping systems, valves,

blowers, gravimetric feeders, controls & instrumentation etc.

2.5 INTERNATIONAL ARENA:

BHEL is supplying onshore drilling rig equipment viz. Draw works, Rotary-table,

Travelling block, Swivel, Mast and Sub structure, Mud systems and Rig electrics, Well

heads & X-Mas tree valves up to 10,000 psi rating for onshore as well as offshore

application to ONGC, Oil India Ltd. and Private Drilling Companies.

In international arena, the prevailing environment of heightened uncertainties worsened by

political turmoil in the Arab world has adversely affected the business prospects of BHEL's

traditional markets. In spite of such situation, BHEL was able to sustain its exports

momentum and expanded its foot print in new markets.

17
 The company is poised to maintain its references in the overseas market

encompassing almost the entire range of products and services, covering Thermal, Hydro

and Gas-based turnkey power projects, Substation projects, Rehabilitation projects, besides

a wide variety of products like Transformers, Motors, Compressors, Valves, Electrostatic

Precipitators, Photovoltaic equipment, Insulators, Heat Exchangers and Switchgears etc.

The company has been successful in meeting the requirements of international markets in

terms of complexity of work as well as technology, quality and other requirements.

BHEL has proved its capability to undertake projects on fast-track basis. Continued

focus on After-Sales-Services led to orders for Spares & Services from UAE, Bangladesh,

Nepal, France, Sri Lanka, Kazakhstan, Iraq, New Zealand, Malta, Thailand, Yemen and

Libya. Besides undertaking turnkey projects on its own, BHEL also possesses the requisite

flexibility to interface and complement other international companies for large projects,

and has also exhibited adaptability by manufacturing and supplying intermediate product.

The company has been successful in meeting the requirements of international markets in

terms of complexity of work as well as technology, quality and other requirements.

Continued focus on After-Sales Services led to orders for Spares & Services from

Indonesia, Bhutan, Oman, Malaysia, Bangladesh, Vietnam, Srilanka, Saudi Arabia and

UAE during 2012-13.

BHEL also possesses the requisite flexibility to interface and complement other

international companies for large projects, and has exhibited adaptability by manufacturing

and supplying intermediate products. As a part of its aim to expand offerings through

strategic tie-up in International arena, an MOU has been signed with the Ministry of Energy

and Industry, Tajikistan for setting up of two Hydro Power Projects (2x50 MW) on

Zeravshan River, Tajikistan. As a part of establishing long-term relationships with key

customers who can bring long-lasting value to the company, Enterprise Framework

18
Agreement (EFA) has been signed with Shell for the supply of Gas Turbine Generator

(GTG) packages to select Shell locations in Asia-Pacific, Middle-East, Central Asia,

Eastern Europe and Africa.

The company is firmly perched to expand its vista by taking a number of strategic

business initiatives to fuel further growth in international business which includes

exploration of opportunities in solar energy related projects, equipment and projects in

Transmission & Distribution arena. Organization is a mechanism or structure that enables

living things to work effectively together. Sound organization can contribute greatly to the

continuity and success of the enterprise. Organization is more than a chart – it is the

mechanism through which management directs co-ordinates and controls the business. It

is, indeed, the foundation of management. If the organization plan is ill designed, if it is

merely a makeshift arrangement, then management is rendered difficult and ineffective.

If, on the other hand, it is logical, clear cut and streamlined to meet present day

requirements, then the first requisite of sound management has been achieved. Moreover,

the sound organization facilitates administration of the company and its parts, encourages

growth and diversification and helps to improve the operation of the business as a whole.

The following sector presents institutional background of BHEL. Today, BHEL Hyderabad

is an integral part of the industrial scene in India. And catch to the needs of industries viz.,

Fertilizers, Steel Sugar, Paper, Cement, Refineries, Chemicals & Petrol-chemicals,

Rayon’s etc., The following table explains the growing investment and production turnover

pattern of select enterprise during last six years.

19
2.6 VISION, MISSION AND VALUES:

VISION

A World-Class Engineering Enterprise Committed to Enhancing Stakeholder Value

MISSION

To be an Indian Multinational Engineering Enterprise providing Total Business Solutions

through Quality Products, Systems & Services in the fields of Energy, Industry, Transportation,

Infrastructure and other potential areas.

VALUES

 Zeal to Excel and Zest for Change

 Integrity and Fairness in all Matters

 Respect for Dignity and Potential of Individuals

 Strict Adherence to Commitments

 Ensure Speed of Response

 Foster Learning, Creativity and Team-work

 Loyalty and Pride in the Company

2.7 AWARDS:

 Bharat Heavy Electricals Limited (BHEL) has been ranked the Ninth Most

Innovative Company in the world by the renowned US business magazine Forbes

in 2011

 BHEL wins ICWAI National Awards for Excellence in Cost Management for the

sixth consecutive year; maximum number of awards conferred on BHEL among

public and private sector companies.

20
  BHEL's Innovativeness gets Global Recognition; Forbes ranks BHEL at No.9 in

the list of the World's 100 Most Innovative Companies.

 BHEL gets Golden Peacock Award 2011 for Occupational Health and Safety.

2010– BHEL bags EEPC's Top Export Award for the 20th consecutive year.

 BHEL wins MOU Excellence Award for the year 2006–07 for the highest growth

rate in Market Capitalization.

2.8 OTHER ACHIVEMENTS OF BHEL:

 Installed equipment for over 90,000 MW of power generation –– for Utilities,

Captive and Industrial users.

 Supplied over 2,25,000 MVA transformer capacity and other equipment

operating in Transmission & Distribution network up to 400 kV (AC & DC).

 Supplied over 25,000 Motors with Drive Control System to Power projects,

Petrochemicals, Refineries, Steel, Aluminum, Fertilizer, Cement plants, etc.

 Supplied Traction electrics and AC/DC locos to power over 12,000 kms Railway

network.

 Supplied over one million Valves to Power Plants and other Industries.

2.9 AWARDS / RECOGNITION:

 Certified to ISO 9001:2000

 Rajiv Gandhi Quality Award: 1995

 Golden Peacock – National Quality Award: 1999

 Golden Peacock – National Quality Award: 1999–2000

 CII–EXIM 'Strong Commitment to Total Quality Management'– 2000

21
 Rajiv Gandhi Quality Award: 2000–01

 IMC–Bajaj National Quality “Commendation Certificate” – 2002

 Special Commendation under Golden Peacock – National Quality Award – 2003

 International Asia Pacific Quality Award (IAPQA) – 2005 BHEL wins MOU

Excellence Award for the year 2006–07 for the highest growth rate in Market

Capitalization

 The company won the prestigious ‘Golden Peacock Award for Occupational Health &

Safety 2011’ for significant achievements in the field of Occupational Health & Safety.

 It is also placed at 4th place in Forbes Asia's Fabulous 50 List of 2010

 In the year 2011, it was ranked ninth most innovative company in the world by

US business magazine Forbes.

 BHEL received two awards in CII-ITC Sustainability Awards 2012 from the

President of India.

 In 2014, BHEL won ICAI National Award for Excellence in Cost Management

for the ninth consecutive year.

 BHEL received the National Intellectual Property Award 2014 and WIPO Award

for Innovative Enterprises.

 The company bagged PSE Excellence Award 2014 for R&D & Technology

Development.

 BHEL was adjudged the Best Power Equipment Manufacturing Organisation by

CBIP.

 It is the 7th largest power equipment manufacturer in the world.

22
  BHEL wins India Pride Award 2015-16 for Excellence in Heavy Industries.

 Appreciation shield (June 2016) by the External Affairs Minister Sushma

Swaraj and the Union Minister of Water Resources, River Development and

Ganga Rejuvenation Uma Bharati for successful commissioning of Salma Dam

project in Afghanistan.

2.10 RECRUITMENT & SELECTION:

Bharat Heavy Electricals Limited owned by Government of India, is a power

plant equipment manufacturer and operates as an engineering and manufacturing

company based in New Delhi, India. The BHEL Test-Pattern and Selection Procedure is

as follows: Company conduct recruitment process every year to select new candidates.

It can also select candidates through GATE Exam. The selection process consist of Three

Rounds as follows:

 Written Exam

 Technical Interview

 HR Interview.

23
2.12 MAN POWER STATUS:

MAN POWER STATUS

CATEGORY GRADE HBPB SSTB PPPU PC IVP PEPB TOTAL

E1 to E4 834 23 37 81 36 0 1011
Executives
E5 to E9 463 23 16 46 14 0 562

ETs E0 0 0 0 0 0 0 0

SI to SIII A 1028 37 33 24 45 1 1168

Supervisors SIV to
99 5 0 7 0 0 111
SVIII

Supervisor Trainees S0 0 0 0 0 0 0 0

AI to AVI 4416 159 507 2 127 0 5211

AVII to
460 54 2 3 19 0 538
AXII
Workers
B1 to BVI 212 1 28 3 4 4 252

BVII to
107 5 0 16 2 0 130
BXII

Temporary Employee
TEA 0 0 0 0 0 0 0
Artisans

Junior Executives JE 0 0 0 0 0 0 0

GRAND TOTAL 7619 307 623 182 247 5 8983

24
 CHAPTER-III

LABOUR WELFARE THEORITICAL CONCEPTS

Introduction:

Labour welfare is one of the major determinants of industrial relations. The

development of community and society depends only on the development of labours. The

importance of labour welfare work is beyond the stage of debate and is recognized as an integral

part of industrial tradition in all industrially advanced countries. Labour welfare is a vital part

of business organisation and management now-a-days attaches more important to human angle.

It increases the productivity, as well as productive efficiency of the workers and induces in

them a new spirit of self-realization and consciousness. The labour welfare scheme may be

regarded as a wise investment.

3.1. Concept of Labour Welfare:

The term welfare suggests any ideas, meanings and connotations, such as the state of

well-being, health, happiness, prosperity and the development of human resources. The

concept of welfare can be approached from various angles. Welfare has been described as a

total concept. It is a desirable state of existence involving physical, mental, moral and

emotional well-being. All these four elements together constitute the structure of welfare on

which its totality is based. The social concept of welfare implies the welfare of man, his family

and his community. There is interconnection of these three aspects, in the sense that all the

three work together or individually supplement one another, in a three-dimensional approach,

each serving as ends and means. Welfare is called a relative concept, for it is related to time

and space. Changes in it have an impact on the system of welfare as well.

25
 As welfare is growing and dynamic, the welfare potential changes, as a result of which

its content keeps on varying and has to keep pace with the changing times. Also, the

characteristics of welfare vary, for it depends largely on the development of a nation in all

fields. Its meaning and components, therefore, differ from country to country and from place

to place. Welfare is also a positive concept. In order to establish a minimum level of welfare,

it demands certain minimum acceptable conditions of existence, biologically and socially. This

positive nature calls for the setting-up of the minimum desirable standards necessary for certain

components of welfare, such as health, food, clothing, housing, medical assistance, insurance,

education, recreation, job security, and so on. Thus it has to specify the starting point for

building levels of welfare. However, labour welfare has both positive and negative sides

associated to it. On the positive side, it deals with the provision of opportunities which enable

the worker and his family to lead a good life, socially and personally, as well as help him adjust

to social transition in his work like, family life and social life. On the negative side, it functions

in order to neutralize the baneful effects of large scale industrialisation and provides a

counterbalance to the undesirable social consequences and labour problems which have

evolved in the process of this transition. The word labour means any productive activity. In a

broader sense, therefore, the physical, social, psychological and general well-being of the

working population. Welfare work in any industry aims, or should aim at improving the

working and living conditions of workers and their families.

The concept of labour welfare, however, is flexible, elastic and differs from time to

time, region to region, industry to industry and country to country, depending upon the value

system, level of education, social customs, degree of industrialization and the general standard

of the socio-economic development of people. It also relates to the political situation in a

country. Further, it depends upon the kinds of problems with which society is confronted as

well as on the structure of the industry. It is moulded according to the

26
age-group, sex, socio cultural background, marital status, economic status and educational level

of the employees in various industries. This nature of the concept of labour welfare makes it

very difficult for us to give a precise, all-inclusive single definition of the phrase.

The concept of labour welfare originated in the desire for a humanitarian approach to

the sufferings of the working class. Later, it became a utilization philosophy which worked as

a motivating force for labour and for those who were interested in it.

3.2. Interpretations of Labour Welfare:

Labour welfare has been defined in various ways, though unfortunately no single

definition has found universal acceptance.

The Oxford Dictionary defines labour welfare as “efforts to make life worth living of

worker” Another definition implies that welfare is fundamentally an attitude of mind on the

part of management, influencing the method by which management activities are undertaken.

The emphasis obviously is on the “Attitude of mind”. In the Encyclopaedia of Social Sciences

welfare is defined as “the voluntary efforts of the employers to establish within the existing

industrial system, working and sometimes living and cultural conditions of the employees

beyond what is required by law, the customers of the industry and the conditions of the market.

Yet another definition is “Anything done for the comfort and improvement, intellectual and

social, of the employees over and above the wages paid, which is not a necessity of the

industry.” Labour welfare is also understood to mean “such services, facilities and amenities,

which may be established in, or in the vicinity of, undertakings to enable persons employed

therein to perform their work in healthy and congenial surroundings and to provide them with

amenities conducive to good health and good morals.” Some prefer to include under welfare

activities, “anything done for the intellectual, physical, moral and economic betterment of the

workers, whether by employers, by Government or by other

27
agencies, over and above what is laid down by law or what is normally expected as part of the

contractual benefits for which their workers may have bargained.”

It is for the “benefit of their employees over and above the minimum standard of

working conditions fixed by the Factories Act and over and above the provision of social

legislation providing against accident, old age, unemployment and sickness.” Labour welfare

is nothing but “such services, facilities and amen ities as adequate canteens, rest and recreation

facilities, sanitary and medical facilities, arrangements for travel to an from work and for the

accommodation of the workers employed at a distance from their homes, and such other

services, amenities and facilities, including social security measures, as contribute to an

improvement in the conditions under which workers are employed.” Here, it may be pointed

out that “social security is considered to be one of the important aspects of labour welfare”.

These services are “rendered to workers and their families by an industrial enterprise with the

purpose of raising their moral, material, social and cultural levels and so that they may adjust

to better life.”

The whole field of welfare is said to be one “in which much can be done to combat the

sense of frustration of the industrial workers, to relieve them of personal and family worries,

to improve their health, to afford them means of self-expression, to offer them some sphere in

which they can excel others, and to help them to a wider conception of life.”

Thus, it would appear as if “a series of sharply divergent opinions exist on the motives

and merits of industrial welfare work.”

A significant definition describes labour welfare work as “the voluntary effort of the

employer to improve the living and working conditions of his employees; the underlying

assumption, of course, being that ‘the first essentials to the welfare of the employees are steady

work, a fair wage and reasonable hours of labour.’ That the employer has a further obligation

28
and should not attempt to substitute welfare work for better wages and shorter hours is clear

from its added pronouncement that the spirit of the age has thrown upon the employers, duties

involving a proper regard for the comfort, health, safety and well-being of the employees”.

Anyhow, the meaning or connotation of labour welfare “must necessarily be elastic,

bearing a some-what different interpretation in one country from another, according to different

social circumstances, the degree of industrialization and the educational development of the

worker.”

When we go through the above definitions, it is apparent that none is complete or

comprehensive. There is no precise, definite outline or demarcation in this subject. More often

that many of them give rise to ambiguity and overlap in certain areas of action. However, what

is definite is that labour welfare promotes the well-being of workers in a variety of ways. Any

kind of voluntary service will come under the purview of labour welfare if it aims at helping

the worker to work better and in more congenial surroundings, and also to live better in a more

meaningful manner, physically, socially, morally, economically and intellectually.

3.3. Labour Welfare and Social Work:

It has to be noted that, in one respect, welfare work is fundamentally distinct from social

work. The latter “implies no relation between employer and employee, but rather suggest the

activities of a state department or a volunteer organisation.” Social work reaches the entire

society, whereas labour welfare work, which is mostly the work of an employer, provides

coverage only for industrial society. Social work offers advice and assistance in the solution of

individual or family problems. Labour welfare work aims at solving the problems related to

adjustment and corresponding activities. However, though labour welfare is not entirely social

work, it is a resultant area of the latter and make use of the scientific techniques and body of

knowledge which have been evolved in the science of social work, particularly in the solution

29
of various problems where the human factor plays a predominant role. Labour welfare thus

becomes a specialized branch of social work, offering assistance to a special group of people

consisting of industrial labourers and their families.

3.4. Theories of Labour Welfare:

Seven theories, constituting the conceptual framework of labour welfare, have so far

been outlined They are:-

1. The Policy theory of Labour Welfare: This is based on the contention that a minimum

standard of welfare is necessary for labourers. Here, assumption is that without compulsion,

periodical supervision and fear of the punishment, employers will not provide even the

minimum welfare facilities for workers. Apparently, this theory assumes that man is selfish

and self-centred, and always tries to achieve his own ends, even at the cost of the welfare of

others. In this theory, the emphasis is unfortunately on fear and not on the spirit of welfare

which should be the guiding factor.

2. The Religious Theory: This is based on the concept that man is essentially “a religious

animal”. Even today, many acts of man are related to religious sentiments and beliefs. These

religious feelings sometimes prompt an employer to take up welfare activities in the

expectation of future benefit, either in this life or in eternal life. The religious basis of welfare,

however, cannot be rational. It is neither universal nor continuous.

3. Philanthropic Theory: This theory is based on man’s love for mankind. “In Greek, Philos

means loving and anthropes means man.” So instinctive urge by which he strives to remove

the suffering of others and promote their well-being. This drive may be a rather powerful one

and may impel him to perform noble sacrifices. This theory thus depends largely on man’s love

or other, and therefore cannot be universal or continuous.

30
4. Trusteeship Theory: This is also called the paternalistic Theory of Labour Welfare,

according to which “the industrialist or employer holds the total industrial estate, properties,

and profits accruing from them in trust”. In other words, he uses it for himself, for the benefit

of his workers, and also for society. Here, too, labour welfare depends on the initiative of the

top management, since it has no legal sanction, its value is related to the moral conscience of

the industrialist.

5. The Placing Theory: This theory is based on the fact that labour groups are becoming

demanding and militant, and are more conscious of their rights and privileges than ever before.

Their demand for higher wages and better standards cannot be ignored. Psychologically, this

theory is unsound, though it has often been acted upon to secure the workers co-operation.

6. Public Relations Theory: This theory provides the basis for an atmosphere of goodwill

between labour and management and also between management and the public. Labour welfare

programmes, under this theory, work as a sort of an advertisement and help an industrialist to

build up good and healthy public relations. Here welfare may tend to become a publicity stunt.

Nevertheless, these programmes do improve industrial relations.

7. The Functional Theory: This is also called the Efficiency Theory. Here welfare work is

used as a means to secure, preserve and develop the efficiency and productivity of labour. It

is obvious that if an employer takes good care of his workers, they will tend to become more

efficient and will thereby step up production. This theory is a reflection of contemporary

support for labour welfare. It can work well if both the parties have an identical aim in views

that is, higher production through better welfare.

3.5. Principles of Labour Welfare:

Labour welfare is dependent on certain basic principles, which must be kept in mind

and properly followed to achieve a successful implementation of welfare programmes. The

31
Underlying rules of Labour welfare are explained under the following points:The labour

welfare activities should pervade the entire hierarchy of an organisation. Management should

be welfare-oriented at every level.

 The employer should not bargain labour welfare as a substitute for wages or monetary

incentives. In other words, the workers have a right to adequate wages in addition to

welfare measures.

 The employer should look after the welfare of his employees as a matter of social

obligation. The Constitution of India, in its Directive Principles of State Policy, also

emphasizes this aspect of labour welfare.

 Labour Welfare must aim at helping employees to help themselves in the long run. This

principle of self-help will enable them to become more responsible and more efficient.

 There should be proper co-ordination, harmony and integration of all labour welfare

services in an undertaking.

 The labour welfare work of an organisation must be administratively viable and

essentially development oriented.

 The management should ensure co-operation and active participation of unions and

workers in formulating and implementing labour welfare programmes.

 There should be periodical assessment or evaluation of welfare measure and necessary

timely improvements on the basis of feedback.

3.6. Evolution of the Concept of Labour Welfare:

Labour welfare activity in India was largely influenced by humanitarian principles and

legislation. During the early period of industrial development, efforts towards workers’ welfare

was made largely by social workers, philanthropists and other religious leaders, mostly on

humanitarian grounds.

32
 Before the introduction of welfare and other legislation in India, the conditions of

labour were miserable. Exploitation of child labour, long hours of work, bad sanitation, and

absence of safety measures, were the regular features of factory life.

1. Before Independence:

The earliest legislative approach could be traced back to the passing of the Apprentices

Act of 1850. This Act was enacted with the objective of helping poor and orphaned children

to learn various trades and crafts. The next Act was the Fatal Accidents Act of 1853 which

aimed at providing compensation to the families of workmen who lost their life as a result of

“actionable wrong”. Then came the Merchants Shipping Act of 1859, which regulated the

employment of seamen and proved for their health, accommodation, and necessary articles of

personal use. The deplorable conditions in which labour worked in the textile mills in Bombay

during those days, as testified by the Factory Commission of 1875 was the immediate cause

for the passing of the Act. The Act applied to factories employing not less than 100 persons

and using power. Under this Act, the employment of children below the age of 7 years was

prohibited, while those between 7 and 12 years were not to work for more than 9 hours a day.

An hour’s daily rest and 4 holidays in a month were prescribed for children. Adult labour,

however, was not protected in any manner. It was found inadequate in many respects. Anyhow;

it recognized the right of the government to safeguard the interests of the workers by means of

suitable legislation. The movement to improve the working conditions of Indian labour started

with the passing of the first Indian Factories act in 1881. Earlier attempts at legislation in this

country were mainly aimed at regulation of employment.

The Mulock Commission was appointed by the Government of Bombay Mill Hands

Association brought the workmen together on two different occasions in 1884 and presented

33
on their behalf a charter of demands to the Commission. Under pressure from labour, the

Bombay Mill Owners’ Association conceded the demand for a weekly holiday.

The Factories (Amendment) Act, 1891 was passed as a result of the recommendations

of the Bombay Factory Commission of 1884 and the Factory Labour Commission of 1890. It

applied to all factories employing 50 persons or more. The lower and upper age limits for

children were raised to 9 and 14 respectively and their hours of work were limited to 7 hours.

Women were followed to work for 11 hours in a day with one and a half hours’ rest. Provisions

relating to better ventilation, cleanliness and for preventing overcrowding in factories were also

made. In the meanwhile, voluntary action in the field of labour welfare also made considerable

progress. Group efforts came to the forefront. The Amalgamated Society of Railway Servants

of India and Burma (1897) started a number of friendly benefit schemes. The Printers Union,

Calcutta (1905) and the Bombay Postal Union (1907), introduced mutual insurance schemes,

night schools, educational stipends, unreal allowances, and so on. The Government of India

appointed a Commission in 1907 to study the working conditions of labour in industry and

make recommendations. A more comprehensive Act was introduced in 1911 on the basis of

the recommendations of this Commission. The Indian Factories Act of 1911 was made

applicable also to seasonal factories working for less than 4 months in a year. The hours of

work for children were reduced to 6 per day. The hours of work of an adult male worker were

specified for the first time to 12 hours a day. Certain provisions were also made for the health

and safety of the industrial workers.

In 1910, the Kamgar Hitvardhak Sabha was established which helped the workers in

various ways. The outbreak of the First World War in 1914 led to a number of new

developments. The Russian Revolution had a tremendous impact on the attitudes of

government and society towards labour. During the war years (1914-18) the number of

34
factories and the number of persons employed therein increased. Wages did not keep pace with

the rising prices and profits.

The working class became more conscious as a result of the general unrest following

the war. The establishment of the International Labour Organisation in 1919 was another

important landmark in the history of labour welfare movement in our country. The ILO

declared that universal peace can be established only if it is based upon social justice. The

formation of AITUC (1920), the first central trade union organisation in our country, also

helped in furthering the cause of welfare movement.

As a result of all these developments, the importance of labour in economic and social

reconstruction of the world was recognized. All these factors created the background for a new

factory law. Following industrial unrest in 1919 and 1920, the Government of India passed the

Indian Factories (Amendment) Act, 1922 which was made applicable to all the factories using

power and employing not less than 20 persons. Children below 12 years of age were not to

work in factories and those between the years of 12 and 14 were not to work for more than 6

hours a day. Children and women were not to be employed between 7.00 pm and 5.30 a.m.

The hours of work for adults were limited to 60 in a week, and 11 in a day. Factory inspection

was improved by the appointment of full time factory inspectors possessing technical

qualifications.

The Royal Commission on Labour under the chairmanship of J.H Whitley was

appointed in 1929 to enquire into and report on the existing conditions of labour in industrial

undertakings, plantations, mines, and so on. The Commission made an in-depth survey of

different aspects of health, efficiency, welfare, standard of living, conditions of work and

relations between employers and employees and submitted its monumental report on March

14, 1931. It recommended the enactment of a number of legislations relating to payment of

35
wages in time, minimum wages, need for health insurance for industrial workers, and

improvement of working conditions of plantation workers. Most of the recommendations of

this Commission were accepted by the government and they constituted the powerful influence

that led to the enactment of the Factories Act of 1934.

Apart from amending and consolidating all the previous enactments, the Factories Act

1934 introduced a number of prominent changes. It drew a distinction between perennial and

seasonal factories. The hours of work for children between 12 and 15 were reduced from 6 to

5 per day, while those for women from 11 to 10 in all kinds of factories. The Act also made

provision for the improvement of working conditions within a factory. For the first time in

factories legislation, welfares measures were also thought of and provision was made to

provide rest sheds and crèches by big factories.

A number of committees also were set up by the provincial governments to enquire into

the working conditions of labour including the provisions of housing facilities. Some of these

committees were: Bombay Textile Labour Enquiry Committee (1937), the Kanpur Labour

Enquiry Committee (1937), the Central Provinces Textile Labour Enquiry Committee (1938)

and the Bihar Labour Enquiry Committee (1938). These Committees conducted detailed

investigations regarding housing facilities available in various industries and drew pointed

attention of the government towards inadequate and unsatisfactory housing conditions of

industrial workers.

Another milestone in the field of labour welfare was reached with the appointment of

Labour Investigation Committee (Rege Committee) in 1944. The Committee was asked to

investigate the problems relating to wages and earnings, employment, housing and social

conditions of workers. The Committee went into details of the working conditions, including

welfare measures available for workers employed in a large number of industries. The

36
Committee covered different areas in labour welfare such as housing policy, rest and recreation,

occupational diseases, relief in the case of old age and death, crèches, canteens, medical aid,

washing and bathing facilities, educational facilities, and so on. For the first time in India, this

Committee highlighted the importance of welfare measures for workers in improving their

social and economic life. It also emphasized the need for strengthening the enforcement

machinery for effective implementation of various laws.

In May 1944, the grand Charter of Labour, popularly known as the ‘Declaration of

Philadelphia’, was adopted by the member states of the ILO. Amongst its aims and objects, the

Declaration said that labour is not a commodity and that it is entitled to a fair deal as an active

participant in any programme of economic development or social reconstruction. The Second

World War brought about far-reaching consequences in all fields of activities. The need for

sustained and increased production gave a fillip to Indian industry. The number of factories

and factory employees increased enormously. The government took the initiative and actively

promoted various welfare activities among the industrial employees. A number of legislations

for the welfare of the working classes were also enacted.

2. After Independence.

After independence, the labour welfare movement acquired new dimensions. It was

realized that labour welfare had a positive role to play in increasing productivity and reducing

industrial tensions. The State began to realize its social responsibilities towards weaker

sections of the society. The emergence of different central trade union organisations like

INTUC (1947), HMS (1948), UTUC (1949), BMS (1955), CITU (1970), NLO (1969) gave a

further fillip to the growth of labour welfare movement. Mainly on the basis of the

recommendations of the Rege Committee, the Government of India enacted the Factories Act,

1948. To draft this important piece of legislation, the services of Sir Wilfred Garrett were

37
utilized. He drafted the legislation in detail using his wide experience of Factories’ Law. The

Factories Act of 1948 came into effect from 1st April, 1949. It is a comprehensive piece of

legislation. The Act applies to all establishments employing 10 or more workers where power

is used and 20 or more workers where power is not used and where a manufacturing processes

being carried on. However, Section 85 of the Act empowers the state governments to extend

all or any provisions of the Act to any premise. It contains many important provision regarding

health, safety, welfare, employment of young persons and children, hours of work for adults

and children, holidays, and leave with wages. The responsibility of administration of the Act

rests with the State Government who administers it through their own Factory Inspectorate.

The compliance with the provisions of the Act wholly rests on the occupier of the factory,

though certain obligations were also imposed on workers. The Directorate General of Factory

Advice Service and Labour Institute coordinate the work of enforcement of the Factories Act

throughout the country, frame Model Rules and suggest amendments to the Act and the Rules

in consultation with the State Chief Inspectors of Factories. The Constitution of India framed

a list of Fundamental Rights and Directive Principles of State Policy for the achievement of a

social order based on Justice, Liberty, Equality and Fraternity. It is stated in the chapter

embodying the Directive principles that “the State, shall strive to promote the welfare of the

people by ensuring and protecting as effectively as it may a social order in which justice, social,

economic and political, shall inform all the institutions of national life”.

3.7. Labour Welfare in Five year Plans:

The phenomenon of labour welfare is considered as an important issue by all

Governments. Since it aims to achieve the welfare of public at large in a labour abundant

country. So the concept got importance in various five year plans of the government. The

First Five Year Plan (1951-56) paid considerable attention to the welfare of the working

classes. It laid emphasis on the development of welfare facilities, for avoidance of industrial

38
disputes and for creating mutual goodwill and understanding. During this period the Plantations

Labour Act, 1951, the Mines Act, 1952 and the Employees’ Provident Fund Act, 1952, were

enacted. A subsidized housing scheme for industrial workers was evolved in 1952. The state

governments passed various laws regarding housing for industrial labour, E.g, the Bombay

Housing Board Act, 1948.

During the Second Five Year Plan (1956-61) the importance of better working

conditions had been progressively recognized. Greater stress was laid on the creation of an

industrial democracy. The second Five Year Plan saw further developments in the field of

labour welfare. New enactments were made to cover seamen and motor transport workers.

The coverage of the Employees’ State Insurance Scheme was also extended ringing to more

workers. A comprehensive Scheme known as Dock Workers (Safety, Health and Welfare) was

drawn up in 1961. In 1959, the Government of Assam passed an Act called the Assam Tea

Plantations Employees’ Welfare Fund Act. In April 1956, a new Plantation Labour Housing

Scheme was evolved which envisages a certain amount of loan for construction of house for

workers. Various states enacted legislation to regulate the working conditions in shops and

establishments. The Second Five year Plan period also saw a number of enactments in the field

of industrial housing by various state governments.

The Third Five Year Plan (1961-66) stresses the need for more effective

implementation of various statutory welfare provisions. It recommended improvement in

working conditions and emphasized greater productivity and more efficiency on the part of

workers. It called upon the state governments to strengthen the factory inspectorates for

effective implementation of various labour enactments. The plan also recommended setting

up of co-operative credit societies and consumers stores for industrial workers, and emphasized

the role of trade unions and voluntary organisations in administering such co-operatives. Some

of the legislative measures during this period include the Maternity Benefit Act, 1961,

39
Apprentices Act, 1961, Iron-Ore Mines Labour Welfare Cess Act, 1961 and Payment of Bonus

Act, 1965, some of the state governments have also passed labour welfare fund enactments.

The Fourth Five Year Plan (1969-74) provided for the expansion of the Employees

State Insurance Scheme to cover medical facilities to the families or insured persons, and to

cover shops and commercial establishments in selected centres. During the Fourth Plan period,

the Contract Labour (Regulation and Abolition) Act, 1970, the Payment of Gratuity Act, 1972

and the Employees Family Pension Scheme 1971 were passed. The plan directed the

programmes for welfare centres, holiday homes, and recreational centres should be included

under the state plan and stress be laid on strengthening labour administration machinery for

effective enforcement of labour laws. For labour welfare programmes, a provision of Rs.37.11

crores was made in the plan.

The fifth five year plan (1974-79) also laid down programmes for labour welfare. For

promoting industrial safety in increasing measure, the Plan provided for setting up of safety

cells in various states. An amount of Rs.57crores was provided for labour welfare including

craftsmen training and employment service.

In the Sixth Plan (1980-85) according to the Planning Commission, “the thrust of the

programmes should be on implementing effectively the measures contemplated in different

legislative enactment and in extending the coverage of the Employees State Insurance Scheme,

the Employees Provident Fund and Family Pension Scheme; Special Programmes would also

need to be undertaken by the state governments for the benefit of agricultural labour, artisans,

handloom weavers, fishermen, leather workers and other unorganized workers in the rural and

urban areas.”

In the Seventh Five Year Plan (1985-90) emphasis was given on labour welfare,

improvement in working and living conditions of unorganized labour-not only in rural areas

40
but also in the urban areas. According to the Plan, “effective implementation of the existing

legislation would greatly improve matters for the unorganized urban workers. Efforts would

be made not only to train and upgrade the skills of the workers but also to educate them and

make them aware of the programmatic and legislative provisions available for them. Genuine

and effective voluntary organisations would be involved in the process of organizing and in

actual implementation of the schemes”

The plan laid down certain major tasks for women labour. These are:-

 To treat them as specific target groups in all rural development programmes.

 To ensure that in all asset endowment programmes, women have rights over asset and

resources.

 To properly diversify vocational training facilities of women to suit their varied need

and skills.

 To encourage appropriate technologies, equipment and practices for reducing their

drudgery and increasing their productivity.

 To provide crèche facilities and family planning centers

 To establish marketing estates at the State level

 To increase women’s participation in trade unions and in decision making and

 To improve and enlarge the scope of the existing legislation for women workers.

The Eight Five Year Plan (1992-97) laid stress on strategic improvement in the quality of

labour, productivity, skills and working conditions and provision of welfare and social security

measures, especially of those working in the unorganized sector for quantitative and qualitative

enhancement of employment opportunities.

41
 The Ninth Five year Plan (1997-2002), the planning process attempts to create conditions

for improvement in labour productivity and for provision of social security to supplement the

operations of the labour market.

The objective of Tenth Plan (2002-2007) was to increase the coverage of the labour market

institutions. The present infrastructure for improving labour productivity and for ensuring the

welfare of workers covers only a very small segment of the labour force. The essential

condition for this is the provision of gainful employment to the entire labour force. The

planning process supports the attainment of economic and social objectives in the labour sector

through a set of strategies. Appropriate conditions at work are ensured by measures taken to

promote safety at the workplace and minimizing occupational hazards. A reasonable return on

labour is facilitated by labour laws that regulate payment of wages and provision of social

security to workers. because number of jobs in the public sector (which has a three-fourth share

in organised sector jobs) has reduced and employment elasticity in the private sector has

decreased significantly.

3.8. Necessity of Labour Welfare in India:

Since a developing country like India is still going through the process of economic

development, it is of great consequence and somewhat easier for her to counteract effectively

the harmful effects of the Industrial Revolution which have adversely affected the people all

over the world. The need for labour welfare was strongly felt by the Committee of the Royal

Commission on Labour as far back as in 19831, primarily because of a lack of commitment to

industrial work among factory workers and also the harsh treatment they received from

employers. This need was emphasized by the Constitution of India in the Chapter on the

Directive principles of State Policy, particularly in the following Articles.

42
Article 41:- The State shall within the limits of its economic capacity and development, make

effective provision for securing the right to work, to education and to public assistance in cases

of unemployment, old-age, sickness and disablement, and in other cases, of undeserved want.

Article 42:- The State shall make provision of securing just and humane conditions of work

and for maternity relief.

Article 43:- The state shall endeavour to secure, by suitable legislation or economic

organisation or in any other way, to all workers, agricultural industrial or otherwise, work, a

living wage, conditions of work ensuring a decent standard of life and full employment of

leisure and social and cultural opportunities, and in particular, the state shall endeavour to

promote cottage industries on an individual or cooperative basis in rural areas.

The need for labour welfare in all sectors is clearly enunciated in the Directive

Principles of State Policy. Industrial workers today constitute functionally a very significant

and vulnerable element; they also contribute substantially to the nation’s economy. But if we

make an overall survey of the living and working conditions of these industrial workers, the

need for, and the necessity of welfare services have become necessary to “counteract the

handicaps to which the workers are employed, both in their work-life and folk-life, and to

provide opportunities and facilities for a harmonious development to the workers personalities”

In their work-life, workers have to put in long hours of work in unhealthy surroundings.

The drudgery of factory work continues to have an adverse effect on them even after they knock

off for the day. They are also far from their village community. As most of them have migrated

from rural areas, they are thrown into an uncongenial environment which is also strange to

them. As a result they fall a prey to alcoholism, gambling and other vices, which demoralize

them and sometimes completely ruin them. The high rate of labour absenteeism in Indian

43
industries is indicative of the lack of commitment on the part of workers, for they want to

escape from their environment whenever possible. This absenteeism can be reduced by the

provision of good housing, family care, or canteens where healthy; balanced diet is made

available in congenial surroundings.

Good educational and training facilities for workers are also very necessary in Indian

industries because of the high rate of illiteracy and lack of proper educational background

among them. These facilities would also help in decreasing the number of industrial accidents,

increasing the worker’ efficiency and their sense of commitment, and made it possible for them

not to be exploited by moneylenders. The close association between efficiency and welfare

has been recognized and discussed at various conferences, such as the Indian labour

Conference, and in the meetings of the National Productivity Council, Sports, entertainment

and other recreational facilities help workers to develop their health and personality, and enable

them to feel that the state and their employers are interested in their welfare. These also would

help in reducing the effect of the drudgery of their work.

Family planning, child-welfare facilities and maternity care assist workers in a variety of ways.

They reduce infant mortality, improve the health of the spouse and keep the family size to the

required minimum. They also reduce the worker’s anxiety and absenteeism because of

sickness in the family. These welfare programmes are indispensable in Indian conditions.

In these and many other ways labour welfare has an important, positive and dynamic part to

play in the industrial economy, particularly in developing countries where, paradoxically, sub-

standard socio-economic conditions, exist despite the vast programmes of industrial

development undertake in a planned way. The provision for suitable labour welfare facilities

designed to meet the needs of migrant workers can help them settle down more easily in their

new working and living environment. A proper organisation and administration of welfare

44
facilities can play a vital role in promoting better working conditions and living standards for

industrial workers and also increasing their productivity, especially in developing countries. It

is obvious, however, that the scope of labour welfare would depend on the kind of labour

problems in existence and on the types of welfare services which are needed in different

situations.

3.9. Labour Welfare in India:

Labour welfare, by its very nature, “must necessarily be elastic; bearing a somewhat

different interpretation in one country from another, according to the different social customs,

the degree of industrialisation and the educational development of the worker” limits, therefore,

cannot be rigidly laid down for the scope of labour welfare for all industries and for all times.

They have to be elastic and flexible enough to suit the existing conditions of the workers, and

to include all the essential prerequisites of life, and the minimum basis amenities. Our

Constitution, in its Directive Principles of State Policy, refers generally to “the promotion of

the welfare of the people.” In its specific application to the working class, the necessity of

“securing just and humane conditions of work” for them has been highlighted; but what these

conditions actually imply cannot be specified in rigid terms for all times. In the Report of the

Committee on Labour Welfare, 1969, the scope of labour welfare covered “such services,

facilities and amenities as adequate canteens, rest and recreation facilities, 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 improvement of the conditions under which

workers are employed.” While offering its own interpretation of the meaning of the scope of

welfare, the International Labour Organisation (ILO) observes: “The term is one which lends

45
itself to various interpretations, and it has not always the same significance in different

countries. Sometimes, the concept is a very wide one and it is more or less synonymous with

conditions of work as a whole. It may include not only the minimum standard of hygiene and

safety laid down in general labour legislation, but also such aspects of working life as social

insurance schemes, measure for the protection of women and young workers , limitation of

hours of work, paid vacations, etc. In other cases, the definition is much more limited, and

welfare, in addition to general physical working conditions, is mainly concerned with the day-

to-day problems of the workers and the social relationships at the place of work. In some

countries, the use of welfare facilities provided is confined to the workers employed in the

undertakings concerned, while in others, the workers families are allowed to share in most of

the benefits which are made available”. On the other hand, Moorthy holds that “labour welfare

has two sides, negative and positive. On the one side, it is associated with the counteracting of

the harmful effects of large-scale industrialization on the personal, family and social life of the

workers, while, on the other, and positive side, it deals with the provision of opportunities for

the worker and his family for socially and personally good life.”

The subject of labour welfare is thus fairly wide and it not limited to any one country,

one region, one industry or occupation. Its scope has been “described by writers and

institutions of different shade in different ways and from different angles”. The line of

demarcation cannot be very precise; but what should be common is that a welfare measure

should ameliorate the working and living conditions of the workers and their families and make

their lives more meaningful. Labour services should: “Enable workers to live a richer and more

satisfactory life”.

 Contribute to the productivity of labour and efficiency of the enterprise

 Raises the standard of living of workers by indirectly reducing the burden on their

purse.

46
  Be in tune and harmony with similar services obtaining in a neighbouring community

where an enterprise is situated.

 Be based on an intelligent prediction of the future needs of industrial work, and be so

designed as to offer a cushion to absorb the shock of industrialization and urbanization

on workers;

 Be administratively viable and essentially developmental in outlook.”

The scope of labour welfare, however, cannot be limited to facilities, within or near the

undertaking nor can it be so comprehensive as “embrace the whole range of social welfare or

social services.” It follows therefore, that all extra-mural and intra-mural welfare activities as

statutory and non-statutory welfare measures undertaken by employers, the government, trade

unions or voluntary organisations fall with the scope of labour welfare. It brings under its

purview all welfare activities and amenities related to canteen, rest and recreation facilities

medical assistance, better health, nutrition and sanitation, travel to an from work, education,

housing holiday facilities, and so on. It can also include social security measures which

contribute to workers’ welfare such as industrial health insurance, provident fund, gratuity,

maternity benefits, workmen’s compensation, pension, retirement benefits, etc. “which are the

species of the larger family encompassed by the term ‘labour welfare’.

3.10. Benefits of Welfare Activities:

 Promotion of sound industrial relation by creating a feeling among employees

that they are in no way ignored by the management, so as to increase their co-

operation and reduce unrest and conflict which ultimately establish industrial

harmony and peace.

 Improvement in the workers capacity and efficiency thus leads to higher

productivity and reduced wastage and inefficiency in their part.

47
  Motivating employees to remain with the organisation as its dependable

permanent workforce by reducing labour turnover and absenteeism with enhanced

interest in the job.

 Imbibing in the employees a sense of commitment and loyalty towards their

enterprise

 Improvement in the employees health and morality by motivating them to be

away from alcoholism, gambling, prostitution, criminal activities in slums and so on.

 Improvement in the motivation and morale of workers which in turn create a

sense of responsibility, self-confidence and self-respect in them.

 Promotional and social advantage through higher industrial efficiency, harmony

and industrial democracy with a satisfied family life, higher standard of living and

good status in the society.

3.11. Statutory Welfare Provisions in India:

Employers in India are statutorily required to comply with the provisions of various

welfare amenities under different legislations. The Statutory Welfare Facilities provided under

the Factories Act, 1948, Plantations Labour Act, 1951, Mines Act, 1952, Motor Transport

Workers Act, 1961, and Contract Labour (Regulation and Abolition) Act, 1970 have been

discussed below:

1. Washing Facilities:

It was the Royal Commission on Labour which noted that the provisions of suitable

washing facilities for all employees though desirable were deficient in many factories. The

worker who lives in a crowded area has inadequate facilities for washing, and bathing at home.

Provisions of such facilities would add to his comfort, health and efficiency. Section 42 of the

Factories Act lays down that every factory has to provide adequate and suitable washing

48
facilities separately for the use of male and female workers. Section 18(c) of the Contract

Labour (Regulation and Abolition) Act, provides that every contractor employing contract

labour in connection with the work of an establishment has to provide and maintain washing

facilities. Similarly Contract Labour Central Rules 1971 and the Maharashtra Contract Labour

Rules, 1971, the contractor has to provide and maintain adequate and suitable washing

facilities.

2. Facilities for Storing and Drying Clothing:

It is only the Factories Act which has incorporated such provision. Under Section 43

of the Act a state Government may make rules for the provision of suitable places for keeping

clothing not worn during working hours and for the drying of wet clothing. As per the

Maharashtra Factories Rules, 1963, such facilities shall include the provisions of separate

rooms, pegs, lockers, or other arrangements approved by the Chief Inspector in all classes of

factories such as engineering workshops, iron and steel works, oil mills, chemical factories,

motor garages, tanneries, and the like.

3. Facilities for sitting:

Every factory has to provide necessary sitting arrangements, particularly for workers

who are obliged to work in a standing position. It enables them to take advantage of any

opportunity for rest which may occur in the course of their work. The chief Inspector of

Factories may direct the occupier of any factory to provide suitable seating arrangements as far

as practicable.

4. First Aid Appliances:

The Royal Commission on Labour recommended that, in the case of all factories where

mechanical power is used, a first-aid-box of prescribed standard, which need not involve any

great outlay, should be provided and maintained in different departments according to the

49
number of workers employed, on the basis to be laid down by the local governments. Section

21 of the Mines Act provides for first-aid boxes and medical appliances on the same lines as

that of the Factories Act. Section 12 of the Motor Transport Workers Act has laid down a

statutory obligation on the employer to provide first-aid boxes equipped with the prescribed

contents in every transport vehicle, under the charge of the driver or the conductor. Under

Section 19 of the Contract Labour (Regulation and Abolition) Act, the contractor is required to

provide and maintain a first-aid box equipped with the prescribed contents at every place where

contract labour is employed so as to be readily accessible during all working hours.

5. Shelters, Rest Rooms and Lunch Rooms:

Every factory employing more than 75 workers must provide adequate and suitable

shelters or rest rooms and a lunch room, with provision for drinking water, where workers can

eat meals brought by them. According to Section 9 of the Motor Transport Workers Act, the

employer is required to provide rest rooms or any other suitable alternative accommodation at

places where motor transport workers employed in a motor transport undertaking are required

to halt at night. Section 17 of the Contract Labour (Regulation and Abolition)Act also made it

obligatory on the part of the contractor to provide for rest rooms or such other alternative

accommodation where contract labour is required to halt at night, in connection with the work

of an establishment. The Mines Rules have laid down that in every mine where more than 50

persons are ordinarily employed, adequate and suitable shelters at or near loading wharves,

open vast workings, workshops, and space are to be provided for taking food and rest.

6. Canteen:

According to Section 46 of the Factories Act, a state government may make rules for

provision of canteen by the occupier in any specified factory where in more than 75 workers

are ordinarily employed. The Royal Commission on Labour and Labour Investigation

50
Committee have laid considerable emphasis on the provision of canteen at the work place. The

ILO recommendation No. 102 adopted in 1956 in its 39th session gave further direction to the

establishment and improvement in the existing canteens in factory establishments in the various

countries.

7. Creche:

The need for setting up creches in industrial establishments was stressed by the Royal

Commission on Labour in its report way in 1931. The crèche facilities in different countries

are provided either under law or by public authorities or by local bodies as a part of the

community facilities. Section 48 of the Factories Act provides for the setting up of creches in

every factory wherein more than 30 women workers are ordinarily employed for the use of

children under the age of 6 years of such women.

8. Occupational Health Services:

These are essentially preventive, very common in the industrially advanced countries

of the West, and are gaining in importance and recognition in large sized undertakings in our

country. One of the main functions of these health services is to protect workers against the

health hazards arising out of the nature of their work or the work environment. The service

includes carrying out periodical medical checks of certain outbreak of serious health

complaints. Section 87 of the Factories Act refers to dangerous occupations and states that the

State Government is empowered to make rules for any factory or class of factories in which

any operation exposes persons to a serious risk of bodily injury, poisoning or disease.

9. Welfare Officer:

The Factories Act, 1948 provides for the statutory appointment of a welfare officer in

a factory, Section 49(1) and (2) of Factories Act, lays down that:- In every factory wherein

51
hundred or more workers are ordinarily employed the occupier shall employ in the factory such

number of welfare officers as may be prescribed.

The State Government may prescribe the duties, qualifications and conditions of service of

officers employed under sub-section (i) accordingly those persons who have obtained a post-

graduate degree or diploma in social science which is recognized by the State Government are

eligible for appointment as welfare officers. The table 3.2 shows how assistant or additional welfare

officers are appointed.

Table 3.1

Appointment of Assistant or Additional Welfare Officers

Where the But Does Not Number of Assistant or Additional

Number of Exceed Welfare Officers.

Workers

Exceeds

2500 3500 One Assistant Welfare Officer

3500 4500 One Additional Welfare Officer

4500 6500 One Additional Welfare Officer and One

Assistant Welfare Officer

6500 8500 Two Additional Welfare Officers

8500 10500 Two Additional Welfare Officers and One

Assistant Welfare Officer

>10500 Three Additional Welfare Officers.

Source: Report of the National Commission on Labour

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3.12. Act-Wise Outline of Welfare Facilities:

A brief outline of various welfare facilities provided under different labour enactments is given

below:

1. The factories Act, 1948:

 Washing facilities (S.42)

 Facilities for storing and dry clothing (S.43)

 Sitting facilities for occasional rest for workers who are obliged to work standing (S.44)

 First-aid boxes or cupboards-one for every 150 workers and ambulance facilities if

there are more than 500 workers (S. 45)

 Canteens, if employing more than 250 workers (S.46)

 Shelters, rest rooms and lunch rooms, if employing over 150 workers (S.47)

 Creche, if employing more than 30 women ( S. 48)

 Welfare Officer, if employing 100 or more workers (S. 49)

2. The Mines Act, 1952 and the Mines Rules:

 Maintenance of crèches, where 50 women workers are employed.

 Provision of shelters for taking food and rest if 150 or more person are employed.

 Provisions of shelters for taking food and rest, if 150 or more persons are employed.

 Provision of a canteen, in mines employing 250 or more workers.

 Maintenance of first-aid-boxes and first aid rooms in mines employing more than 150

workers.

53
  Appointment of Welfare Officer in mines employing more than 500 or more persons to

look after the matters relating to the welfare of the workers.

3. Plantations Labour Act, 1951:

The following welfare measures are to be provided to the plantation workers;

 Canteens in plantations employing 150 or more workers (S.11)

 Crèches in plantations employing 50 or more women workers (S.12)

 Recreational facilities for the workers and their children (S.13)

 Educational facilities in the estate for the children of workers, where there are 25

workers children between the age of 6 and 12 (S.14)

 Housing facilities for every worker and his family residing in the plantation. The

standard and specification of the accommodation, procedure for allotment and rent

chargeable from workers, are to be prescribed in the Rules by the state governments

(S.15 and 16)

 The state government may make rules requiring every plantation employer to provide

the workers with such number and type of umbrellas, blanket, raincoats or other like

amenities for the protection of workers from rain or cold as may be prescribed ( S.17)

 Appointment of a Welfare Officer in plantations employing 300 or more workers (S.18)

4. The Motor Transport Workers Act, 1961:

The Motor Transport Undertakings are required to provide certain welfare and health

measures as given below;

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 Canteens of prescribed standard, if employing 100 or more workers (S.8)

 Clean, ventilated, well-lighted and comfortable rest rooms at every place wherein

motor transport workers are required to halt at night ( S.9)

 Uniforms, raincoats to drivers, conductors and line checking staff for protection against

rain and cold. A prescribed amount of washing allowance is to be given to the above-

mentioned categories of staff ( S.10)

 Medical facilities are to be provided to the motor transport workers at the operating

centres and at halting stations as may be prescribed by the state governments ( S.11)

 First-aid facilities equipped with the prescribed contents are to be provided in every

transport vehicle (S.12)

5. The Contact labour (Regulation and Abolition) Act, 1970:

The following welfare and health measures are to be provided to the contract workers

by the contractor;

 A canteen in every establishment employing 100 or more workers ( S. 16)

 Rest rooms or other suitable alternative accommodation where the contract labour is

required to halt at night in connection with the work of an establishment ( S.17)

 Provision for sufficient supply of wholesome drinking water, sufficient number of

latrines and urinals of prescribed types and washing facilities ( S.18)

 Provision for first-aid-box equipped with the prescribed contents (S.19)

55
6. The Merchant Shipping Act, 1958:

Provisions in the Act relating to health and welfare cover.

 Crew accommodation.

 Supply of sufficient drinking water.

 Supply of necessities like beddings, towels, mess utensils.

 Supply of medicines, medical stores, and provisions of surgical and medical advice.

 Maintenance of proper weights and measures on board, and grant of relief to distressed

seamen aboard a ship.

 Every foreign-going ship carrying more than the prescribed number of persons,

including the crew is required to have on board a qualified medical officer.

 Appointment of Seamen’s Welfare Officer at such ports in or outside India as the

government may consider necessary.

 Establishment of hostels, clubs, canteens, and libraries.

 Provision of medical treatment and hospitals. and

 Provision of educational facilities

7. Dock Workers (Safety, Health and Welfare) Scheme, 1961:

A comprehensive Dock Workers (Safety, Health and Welfare) Scheme, 1961, has been

framed for all major ports and is administered by the Chief Advisor, Factories (Factory Advice

Service and Labour Institutes). It is framed under the Dock Workers (Regulation of

Employment) Act, 1948. Amenities provided in the port premises include provision of

56
  Urinals and Latrines

 Drinking water

 Washing Facilities

 Bathing facilities

 Canteens

 Rest Shelters

 Call Stands

 First Aid Arrangements

8. Other welfare measures provided are:

 Housing

 Schools

 Educational facilities

 Grant of scholarships

 Libraries

 Sports and recreation

 Fair price shops

 Co-operative Societies

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9. Inter State Migrant Workmen (Regulation of Employment and Conditions of Service)

Act. 1979:

 Section 16 of the Act stipulates that every contractor employing inter-state migrant

worker men in connection with the work of an establishment to which this Act applied

will have to provide the following facilities.

 To ensure regular payment of wage to such workmen (at least minimum wage have to

be paid as fixed under the Minimum Wages Act, 1948)

 To ensure equal pay for equal work irrespective of sex

 To ensure suitable conditions of work to such workmen having regard to the fact that

they are required to work in a State different from their own State

 To provide and maintain suitable residential accommodation to such workers working

during the period of their employment

 To provide the prescribed medical facilities to the workmen, free of charge

 To provide such protective clothing to the workmen as may be prescribed and

 In case of fatal accident or serious bodily injury to any such workman, to report to the

specified authorities of both the States and also the next of kin of the workman.

3.13. Voluntary Welfare Measures in India:

There are certain employers especially in the organized sector of industry, who have

promised a wide variety of welfare amenities and services to their employees. A brief account

of such welfare measures given below

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1. Educational Facilities:

The pace of economic and social progress of a particular country largely depends upon

the quality of its work force. Education plays a very important role in motivating and enabling

the working population for their mental and physical development. Improvement in the quality

of the industrial work force demands accelerated pace of economic development for which

education of workers, their families and their children is very essential.

2. Medical Facilities:

Employers whether in private or in public sectors have been providing medical facilities for

their workers and their families, even before the introduction of ESI Scheme. The workers in

departmental undertakings are more or less governed by the medical rule applicable to

government servants, or such other facilities, both indoor and outdoor. In the case of public

sector undertakings, it has been a matter of rule that the provisions of adequate indoor and

outdoor medical facilities should form an integral part of the project plan itself. These

undertakings have provide by and large, suitably equipped first-aid-centres, ambulance rooms

and even regular hospitals either in the factory premises or inside the township.

3. Transport Facilities:

The provision of transport facilities to industrial workers forms and integral part of the

general transport facility and is, by and large, the responsibility of the public authorities like

the local bodies, transport corporations, and state Governments. Hence many of the employers

provide transport facilities voluntarily.

4. Recreational Facilities:

It has an important bearing on the individual’s personality as well as his capacity to

contribute to social development. It affords the worker an opportunity to develop his sense of

physical and mental discipline.

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5. Housing Facilities:

Some of the industrial employers both in public and private sectors have provided

housing facilities to their employees. The employees who are not provided corporations

quarters are paid house rent allowance at some of the places. The community centres that have

developed around the public sector townships are the focus of recreational, cultural, sports,

literary and many other activities.

6. Consumer Co-Operative Societies:

The institution of co-operative stores/fair price ships has a definite role to play in

providing workers with essential items of need. The objectives of the consumer’s co-operative

stores are;

 To provide to the members’ good quality food grains, cloth and all necessary

articles of daily consumption

 To keep the prices at a fair and reasonable level, lower than the market rate.

 To protect the consumers from the vagaries of market and middlemen and from

rising prices and adulteration of food products

 To protect factory workers from the clutches of the money lenders and to inculcate

in them the habit of thrift and saving

 To develop habits of mutual aid, intimate knowledge and honesty in dealing

 To inculcate and pursue group interest jointly rather than individual

Self-interest

 To strengthen the public distribution system to ensure availability of scarce-

commodities and help to bring down their prices in the open market.

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 Apart from the economic benefits, the consumer co-operatives have some important

social benefits which have moral and social effects on the members.

7. Counselling Services:

By means of this service, workers are able to receive advice and counsel on some of

the personnel and sometimes also on personal problems, inside and outside their place of work.

Many a time, a trained social worker is appointed for this purpose in large industrial

undertakings. In small concerns welfare officers or labour officers attached to an undertaking

are also known to perform this function.

3.14. Agencies of Labour Welfare in India:

The importance of labour welfare activities in India has been recognized very recently

by the employers, by the Government and by other agencies. The main agencies engaged in

labour welfare, in India includes:-

1. Central Government:

Till the Second World War, the Government of India did very little in the field of

labour welfare. It was during the Second World War that the Government of India, for the first

time, launched schemes for labour welfare in their ordinance, ammunition and other war

industries to increase the productivity of the workers and to keep up their morale. With the

achievement of independence and emergence of India as a Republic, wedded to the idea of a

welfare state and to a socialistic pattern of society, efforts in this direction were intensified.

Since then, various legislations were passed for the welfare of different types of workers. The

important Acts which incorporate measures for the welfare of the workers are, Factories Act,

Indian Mines Act, Employment of Children Act, Maternity Benefits Act, Plantation Labour

Act. Under these Acts, employers have to provide certain basic welfare facilities to the

workers.

61
2. State Governments:

Various State Governments and Union Territories provide welfare facilities to workers.

The implementation of many provisions of various labour laws also rests with the state

governments. The state governments run health and family planning centres, centers for

education, vocational guidance, recreation and training of workers and other welfare centers.

The state governments also keep a vigil on the employers that they are operating the welfare

schemes made obligatory by the central or state government. The state governments have also

been empowered to prescribe rules for the welfare of workers and appoint appropriate

authorities for the enforcement of welfare provisions under various Acts.

3. Employers:

At present, the welfare activities are being brought more and more under the legislation

rather than being left to the good sense of the employers. The government has made certain

facilities obligatory on the part of employers. Most of the employers consider the expenditure

on labour welfare activities as waste of money rather than an investment. Even then, some

enlightened employers, on their own initiative have been doing a bit in the direction of welfare.

They have provided medical facilities, hospital and dispensary facilities, canteens, fair price

shops, recreation clubs etc. These facilities are apart from their liability under various central

or state legislations.

4. Trade Union:

In India, trade unions have done very little for the welfare of workers. They have not

taken much interest in welfare work because of lack of proper leadership and trends. However,

a few sound and strong unions have been the pioneers in this respect. They are Ahmedabad

Textile Labour Association and the Mazdoor Sabha, Kanpur.

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5. Other Agencies.

Apart from the agencies closely associated with the industries (Government,

Employees and Trade Unions) several other agencies have also done some work in the field of

labour welfare. Philanthropic charitable and social service organisations like Bombay Social

Service League, Seva Sadan Society, the Depressed Classes Mission Society, and the Y.M.C.A

etc., provide facilities for the welfare of the working class on a voluntary basis.

3.15. Conclusion:

Labour welfare has become essential because of the very nature of the industrial

system. The approach to this problem or movement differs from country to country, according

to the degree of development in a particular country. However, the need for labour welfare in

some way or the other is realized all over the world because of the socio-economic conditions

and problems which the industrial society has thrown up.

The aims and objectives of labour welfare have progressively changed during, the last

few decades. From the primitive policing and placating philosophy of labour welfare, it

gradually moved to the era of paternalism with philanthropic objectives. Even today there is

evidence of humanitarian outlook of some of the employers in many employee-welfare

programmes. The recent thinking in labour welfare however is more oriented towards

increasing productivity and efficiency of the work people. An outstanding trend today is that

it has become a comprehensive concept concerned with the development of the total human

personality embracing physical, mental, social psychological and spiritual aspects of the

employees wellbeing. Be that as it may be, well-organised labour welfare efforts can and do

solve some of the labour problems that have resulted from industrialisation. There may be

divergent views about the implementation of labour welfare programmes, about who should

undertake responsibility for them and who should bear the cost. But what is invariably called

63
off is sincerity of purpose. However there has been a growing appreciation and acceptance of

“utility of welfare work” on the part of employers. As long as this appreciation exists, charity,

as one of the motives, cannot undermine the purpose of labour welfare. In this context, the

question of benevolence does not arise at all. An industry is certainly not a place where workers

and employers try to get the maximum from each other. Both labour and management can do

a lot more if and when they work together as partners in an enterprise, and if they have

sympathy with, and understanding of each other’s problems. This is the basic problem in labour

welfare, and it has been solved, at least to some extent, over the years. It is sincerely hoped

that the welfare concept will help the industrial community better, in future, to maintain

harmonious industrial relations and lasting industrial peace, to tackle effectively the resultant

problems of social transition, and to strive for and attain human welfare.

The government is now playing a triple role-that of a legislator, administrator and

promoter. In spite of all these efforts, the welfare work in India is still considerably below the

standard set up in other countries. However, it has come to stay as an accepted feature of

employment conditions and is bound to make rapid progress in the years to come, especially

when the Indian Republic is wedded to the ideal of a Welfare State with socialistic objectives.

64
 CHAPTER –IV

DATA ANALYSIS AND INTERPERTATION:

The level of labour welfare measure varies from person to person and from organization

to organization. Labour welfare measure is abstract concept, it cannot be measured directly in

quantitative terms. There is no fixed value or score which will help to measure the labour

welfare measures of the employees in an organization. But labour welfare measure can be

measured indirectly with the help of Scaling Techniques, Percentage Analysis and Chi Square

Test. Employees attitude towards Labour Welfare Measures with special reference to

BHARAT HEAVY ELECTRICALS LTD.,

65
 Table 4.1

CLASSIFICATION OF THE RESPONDENT ACCORDING TO

AGE GROUP

AGE GROUP RESPONDENTS PERCENTAGE

Below 25 3 6

25-35 27 54

35-45 11 22

45-55 4 8

Above 55 5 10

Total 50 100

SOURCE: Primary Data

The above table 4.1 it inferred that, respondents were classified based on their age group.

54percent of the respondents belong to the age group of 25 to 35 years; 22percent of the respondents

belong to the age group of 35 to 45 years; 10per cent of the respondents belong to the age group of

Above 55 years; 8 percent of the respondents belong to the age group of 45 to 55 years; 6per cent of

the respondents belong to the age group of Below 25 years;

66
 CHART 4.1.a

AGE GROUP OF THE RESPONDENT

RESPONDENTS PERCENTAGE

60

54
50

40

30

27

20 22

10
11
10
8
6
5
3 4
0
Below 25 25-35 35-45 45-55 Above 55

67
 TABLE 4.2

CLASSIFICATION OF THE RSPONDENTS ACCORDING TO

GENDER

GENDER RESPONDENTS PERCENTAGE

Male 34 68

Female 16 32

TOTAL 50 100

SOURCE: Primary Data

The above table 4.2 reveals that, respondents were classified based on their gender.

68percent of the respondents are Male while 32per cent of the respondents are Female.

68
 CHART 4.2.a

GENDER OF THE RESPONDENTS

Male Female
68

70

60

50

34

40 32

30

16
20

10

0
RESPONDENTS PERCENTAGE

69
 TABLE 4.3

CLASSIFICATION OF THE RESPONDENTS ACCORDING

TO MARITAL STATUS

MARITAL STATUS RESPONDENTS PERCENTAGE

Married 32 64

Single 18 36

TOTAL 50 100

SOURCE: Primary Data

The above Table 4.3 It acknowledges that out of 50 respondents 64 percent are Married and
remaining 36 percent of respondents were Single.

70
 CHART 4.3.a

MARITAL STATUS OF THE RESPONDENTS

70 64

60

36
50

40
32

18
30

20

Single
10

Married

0
RESPONDENTS PERCENTAGE

Married Single

71
 TABLE 4.4

CLASSIFICATION OF THE RESPONDENTS ACCORDING

TO EDUCATIONAL QUALIFICATION

RESPONDENTS PERCENTAGE
EDUCATION QUALIFICATION

Post Graduate 4 8

Under Graduate 8 16

Diploma 17 34

Professional 7 14

ITI 14 28

50 100
TOTAL

SOURCE: Primary Data

The above table 4.4 confess that, respondents were classified based on the Educational
qualification. 34 percent of the respondents belong to Diploma; 28 percent of the respondents
belong to ITI; 16 percent of the respondents belong to Under Graduate; 14percent of the
respondents belong to Professional and 8 percent of the respondents have completed Post
Graduation.

72
 CHART 4.4.a

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

35 34

30
28

25

20
17
16 RESPONDENTS
PERCENTAGE
15 14 14

10
8 8
7

5 4

0
Post Under Diploma Professional ITI
Graduate Graduate

73
 TABLE 4.5

CLASSIFICATION OF THE RESPONDENTS ACCORDING

TO DESGINATION

RESPONDENTS PERCENTAGE
DESGINATION

Executives 5 10

Supervisor 8 16

Artisans 31 62

Office staffs 4 8

Others 2 4

50 100
TOTAL
SOURCE: Primary Data

The above table 4.5 shows that, the respondents were classified based on their designation. 62
percent of the respondents belong to Artisans category; 16 percent of the respondents belong to
Supervisors category; 10per cent of the respondents belong to Executives; 8 per cent of the
respondents belong to Office staffs; 4percent of the respondents belong to other category (like driver,
helper, attainders so on).

74
 CHART 4.5.a
DESIGNATION OF THE RESPONDENTS

70

62
60

50

40

31
30

20
16

10
10 8 8
5
4 4
2

0
EXECUTIVES SUPERVISOR ARTISANS OFFICE STAFFS OTHERS

RESPONDENTS PERCENTAGE

75
 TABLE 4.6

CLASSIFICATION OF THE RESPONDENTS ACCORDING

TO INCOME LEVEL

RESPONDENTS PERCENTAGE
INCOME LEVEL

Below 40,000 5 10

40,000-50,000 14 28

50,000-60,000 15 30

60,000-70,000 6 12

Above 70,000 10 20

TOTAL 50 100

SOURCE: Primary Data

The above table 4.6 declare that income level of the respondents were classified 30 percent of
the respondents belong to Rs.50,000 to Rs.60, 000; 28 percent of the respondents belong to Rs.40,000
to Rs.50,000; 20 percent of the respondents belong to Above Rs.70,000; 12 percent of the respondents
belong to Rs.60,000 to Rs.70,000 while 10 percent of the respondents earn Below 40,000.

76
 CHART 4.6.a

INCOME LEVEL OF THE RESPONDENTS

Chart Title
30 30

28

25

20
20

15
15 14

12

10 10
10

6
5
5

0
BELOW 40,000 40,000-50,000 50,000-60,000 60,000-70,000 ABOVE 70,000

RESPONDENTS PERCENTAGE

77
 TABLE 4.7
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO WORK EXPERIENCE

RESPONDENTS PERCENTAGE
WORK EXPERIENCE

Below 5 years 5 10

5-10 years 21 42

10-15 years 11 22

15-20 years 7 14

Above 20 years 6 12

50 100
TOTAL
SOURCE: Primary Data

The above table 4.7 declare that, 42 percent of the respondents have got 5 to 10 years of
experience; 22 percent of the respondents have got 10 to 15 years of experience; 14 percent of the
respondents have got 15 to 20 years of experience; 12 percent of the respondents have got Above 20
years of experience and 10 percent of the respondents have got Below 5 years.

78
 CHART 4.7.a

WORK EXPERIENCE OF THE RESPONDENTS

45
42

40

35

30

25
22
21
20

15 14
12
11
10
10
7
6
5
5

0
Below 5 years 5-10 years 10-15 years 15-20 years Above 20 years

RESPONDENTS PERCENTAGE

79
 TABLE 4.8

CLASSIFICATION OF THE RESPONDENTS ACCORDING TO

WELFARE MEASURES

RESPONDENTS PERCENTAGE
WELFARE MEASURES

HIGHLY SATISFIED 25 50

SATISFIED 23 46

NEUTRAL 2 4

DISSATISFIED 0 0

HIGHLY DISSATISFIED 0 0

50 100
TOTAL
SOURCE: Primary Data

The above table 4.8 concedes that, 50 percent of respondents were highly satisfied; 46
percent of respondents were satisfied; 4 percent of respondents were neutral regarding their
welfare measures provided.

80
 CHART 4.8
WELFARE MEASURES OF THE RESPONDENTS

100% 50 46 4

90%

80%

70%

60%

50%

40%

25 23 2
30%

20%

10%

0% 0 0
HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY
RESPONDENTS PERCENTAGE DISSATISFIED

81
 TABLE - 4.9
Components of Job Satisfaction measures

S.no Components Highly Satisfied Neutral Dis- Highly

Satisfied Satisfied Dis-
Satisfied

4x2 4x1 4x0 4x-1 4x-2

1 Conveniences

2 Canteen 4x2 4x1 4x0 4x-1 4x-2

Facilities
3 Medical 4x2 4x1 4x0 4x-1 4x-2
Facilities
4 Economic 4x2 4x1 4x0 4x-1 4x-2
Services
5 Education 4x2 4x1 4x0 4x-1 4x-2

6 Housing 4x2 4x1 4x0 4x-1 4x-2

Facilities
7 Leave Facilities 4x2 4x1 4x0 4x-1 4x-2

8 Recreational 4x2 4x1 4x0 4x-1 4x-2

Facilities
9 Labour 4x2 4x1 4x0 4x-1 4x-2
Management
10 Safety 4x2 4x1 4x0 4x-1 4x-2
Provision
11 Training 4x2 4x1 4x0 4x-1 4x-2
Development

The Above Table 4.9 shows that the components selected for the study and the scores
given to them depending upon their significance. We have 4 scales in the interview schedule
and the responses of the study use all the 4 point scale.

82
The above table shows that components selected for the study and the score given to them
depending upon their significance

Response Scaling point

Highly satisfied 2

Satisfied 1

Neutral 0

Dis-satisfied -1

Highly dis-satisfied -2

The maximum score of on individual is

11 components x 4 queries x 2 points = 88
The minimum score of an individual is
11 components x 4 queries x -2 points = -44
For the purpose of analysis the researcher has classified the attitude level under
Three broad categories
Score Attitude towards employee’s job satisfaction

+ 88 to +44 Positive attitude

+ 44 to – 44 Neutral attitude

-88 to -44 Negative attitude

83
 TABLE 4.10
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO CONVENIENCE

OPINION NO.OF.RESPONDENTS TOTAL SCORE

Highly Satisfied 66 132

Satisfied 80 80

Neutral 29 0

Dissatisfied 11 -11

Highly Dissatisfied 14 -28

Total 200 173

SOURCE: Primary Data

The above table 4.10 it is found that Employees have Highly Satisfied for 66 responses;
Satisfied for 80 responses; Neutral for 29 responses, Dissatisfied for 11 responses and Highly
Dissatisfied for 14 responses; The Total score for Employees Conveniences is “173”.

84
 TABLE 4.11

CLASSIFICATION OF THE RESPONDENTS ACCORDING

TO CANTEEN FACILITIES

OPINION NO.OF.RESPONDENTS TOTAL SCORE

Highly Satisfied 91 182

Satisfied 72 72

Neutral 20 0

Dissatisfied 15 -15

Highly Dissatisfied 2 -4

Total 200 235

SOURCE: Primary Data

The above table 4.11 it is found that Employees have Highly Satisfied for 91 responses;
Satisfied for 72 responses; Neutral for 20 responses, Dissatisfied for 15 responses and Highly
Dissatisfied for 2 responses; The Total score for Employees Canteen Facilities is “235”.

85
 TABLE 4.12
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO MEDICAL FACILITIES

OPINION NO.OF.RESPONDENTS TOTAL SCORE

Highly Satisfied 82 164

Satisfied 53 53

Neutral 33 0

Dissatisfied 22 -22

Highly Dissatisfied 10 -20

Total 200 175

SOURCE: Primary Data

The above table 4.12 it is found that Employees have Highly Satisfied for 82 responses;
Satisfied for 53 responses; Neutral for 33 responses, Dissatisfied for 22 responses and Highly
Dissatisfied for 10 responses; The Total score for Employees Medical Facilities is “175”.

86
 TABLE 4.13
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO ECONOMIC SERVICES

OPINION NO.OF.RESPONDENTS TOTAL SCORE

Highly Satisfied 101 202

Satisfied 64 64

Neutral 23 0

Dissatisfied 7 -7

Highly Dissatisfied 5 -10

Total 200 249

SOURCE: Primary Data

The above table 4.13 it is found that Employees have Highly Satisfied for 101
responses; Satisfied for 64 responses; Neutral for 23 responses, Dissatisfied for 7 responses
and Highly Dissatisfied for 5 responses; The Total score for Employees Economic service is
“249”.

87
 TABLE 4.14
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO EDUCATION FACILITIES

OPINION NO.OF.RESPONDENTS TOTAL SCORE

Highly Satisfied 64 128

Satisfied 61 61

Neutral 40 0

Dissatisfied 28 -28

Highly Dissatisfied 7 -14

Total 200 249

SOURCE: Primary Data

The above table 4.14 it is found that Employees have Highly Satisfied for 64 responses;
Satisfied for 61 responses; Neutral for 40 responses, Dissatisfied for 28 responses and Highly
Dissatisfied for 7 responses; The Total score for Employees Education facilities is “249”.

88
 TABLE 4.15
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO HOUSING FACILITIES

OPINION NO.OF.RESPONDENTS TOTAL SCORE

Highly Satisfied 65 130

Satisfied 81 81

Neutral 45 0

Dissatisfied 9 -9

Highly Dissatisfied - -

Total 200 202

SOURCE: Primary Data

The above table 4.15 it is found that Employees have Highly Satisfied for 65 responses;
Satisfied for 81 responses; Neutral for 45 responses, Dissatisfied for 9 responses; The Total
score for Employees Housing facilities is “202”.

89
 TABLE 4.16
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO LEAVE FACILITIES

OPINION NO.OF.RESPONDENTS TOTAL SCORE

Highly Satisfied 107 214

Satisfied 49 49

Neutral 34 0

Dissatisfied 8 -8

Highly Dissatisfied 2 -4

Total 200 251

SOURCE: Primary Data

The above table 4.16 it is found that Employees have Highly Satisfied for 107
responses; Satisfied for 49 responses; Neutral for 34 responses, Dissatisfied for 8 responses
and Highly Dissatisfied for 2 responses; The Total score for Employees Leave facilities is
“251”.

90
 TABLE 4.17
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO RECREATION FACILITIES

OPINION NO.OF.RESPONDENTS TOTAL SCORE

Highly Satisfied 110 220

Satisfied 50 50

Neutral 29 0

Dissatisfied 11 -11

Highly Dissatisfied - -

Total 200 248

SOURCE: Primary Data

The above table 4.17 it is found that Employees have Highly Satisfied for 110
responses; Satisfied for 50 responses; Neutral for 29 responses, Dissatisfied for 11 responses;
The Total score for Employees Recreational facilities is “248”.

91
 TABLE 4.18
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO LABOUR MANAGEMENT PARTICIPATION

Opinion No. of Respondents Percentage

Highly Satisfied 67 134

Satisfied 63 63

Neutral 35 0

Dissatisfied 21 -21

Highly Dissatisfied 14 -28

Total 200 148

SOURCE: Primary Data

The above table 4.18 it is found that Employees have Highly Satisfied for 67responses;
Satisfied for 63 responses; Neutral for 35 responses, Dissatisfied for 21 responses and Highly
Dissatisfied for 14 responses; The Total score for Employees Labour Management
Participation is “148”.

92
 TABLE 4.19
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO SAFETY PROVISION

Opinion No. of Respondents Percentage

Highly Satisfied 59 118

Satisfied 62 62

Neutral 42 0

Dissatisfied 24 -24

Highly Dissatisfied 13 -26

Total 200 148

SOURCE: Primary Data

The above table 4.19 it is found that Employees have Highly Satisfied for 59 responses;
Satisfied for 62 responses; Neutral for 42 responses, Dissatisfied for 24 responses and Highly
Dissatisfied for 13 responses; The Total score for Employees Safety Provision is “148”.

93
 TABLE 4.20
CLASSIFICATION OF THE RESPONDENTS ACCORDING
TO TRAINING AND DEVELOPMENT

Opinion No. of Respondents Percentage

Highly Satisfied 92 184

Satisfied 44 44

Neutral 29 0

Dissatisfied 23 -23

Highly Dissatisfied 12 -24

Total 200 181

SOURCE: Primary Data

The above table 4.20 it is found that Employees have Highly Satisfied for 92 responses;
Satisfied for 44 responses; Neutral for 29 responses, Dissatisfied for 23 responses and Highly
Dissatisfied for 12 responses; The Total score for Employees Training and Development is
“181”.

94
 TESTING OF HYPOTHESES

HYPOTHESES - I

Ho: There is no significant relationship between Employees Satisfaction with Overall Welfare

Measures and Statutory Welfare.

Chi – Square Test

Variables Value Degree of Asymp. Sig. (2-sided)

Freedom
Pearson Chi - Square 43.132a 26 .019
Likelihood Ratio 59.674 26 .000
Linear-by-Linear
27.021 1 .000
Association

N of Valid Cases 50

INTERPERTATION:

The Calculated value of Chi - Square is 43.132 which is greater than the Table value 38.89

and the Significant Level is 0.019 which is greater than P value (0.05).Hence the Null

Hypothesis is accepted and Alternative Hypothesis is Not Accepted. Therefore it shows that

there is no Association between Employees Satisfaction with Overall welfare measures and

Statutory Welfare.

95
HYPOTHESES –II

Ho: There is no significant relationship between Employees Satisfaction with Overall

Welfare Measures and Voluntary facilities.

Chi – Square Test.

Degree of

Variables Value Freedom Asymp. Sig. (2-sided)

Pearson Chi-Square 46.992a 35 .085

Likelihood Ratio 64.972 35 .002

Linear-by-Linear
30.453 1 .000
Association

N of Valid Cases 49

INTERPERTATION:

The Calculated value of Chi - Square is 46.992 which is lesser than the table value 48.60 and

the significant level is 0.085 which is greater than P value (0.05).Hence the Null Hypothesis

is Accepted and Alternative hypothesis is Not Accepted. Therefore it shows that there is No

Association between Employees Satisfaction with Overall welfare measures and Voluntary

Facilities.

96
 CHAPTER-V

FINDINGS, SUGGESTIONS AND CONCLUSION

From a detailed analysis made in the previous chapter the researcher has been able to arrive

with the followings.

 54 percent of the Respondents belong to the Age group of 25-35 years.

 68 percent of the Respondents are Male while 32 percent of the respondents are Female.

 The majority of the Respondents were married.

 34 percent of the Respondents selected for the study have educational qualification of

Diploma.

 54 percent of the Respondents belong to Artisans category.

 30 percent of the Respondents receive income level of Rs.50000 - Rs.60000

 42 percent of the Respondents have experience of 5 - 10 years.

 50 percent of the respondents have positive attitude with the welfare measures will

motivate workers to work.

 Nearly 80 Respondents were Satisfied with the convenience facilities provided to the

employees by the Industry.

 91 Respondents were Highly satisfied regarding canteen facilities provided to the

employees by the Industry.

 82 Respondents were Highly satisfied with the medical facilities provided to the

employees by the Industry.

 101 Respondents were Highly satisfied towards Economic services provided to the

employees by the Industry.

 Nearly 64 Respondents were Highly satisfied regarding Education facilities provided

to the employees by the Industry.

97
 81 Respondents were Satisfied with the Housing facilities provided to the employees

by the Industry.

 Nearly 107 Respondents were Highly satisfied with the Leave facilities provided to the

employees by the Industry

 110 Respondents were Highly satisfied with the Recreation facilities provided to the

employees by the Industry.

 67 Respondents were Highly satisfied with the Labour management participation inside

the Industry

 Nearly 62 Respondents were Satisfied with the Safety provision provided to the

employees by the Industry.

 92 Respondents were Highly satisfied with the training program organized by the

company

 In hypothesis it is found that, there is no significant relationship between Overall

Welfare Measures and Statutory Welfare.

 In hypothesis it is found that, there is no significant relationship between Overall

Welfare Measures and Voluntary facilities.

98
SUGGESTIONS:

Brief introduction about the objectives, contents, purpose and importance of the labour

program may be explained to the employees for better understanding and utilizing of the

labour welfare program.

 The labour welfare measure should help the personal growth and development of

the employees.

 The employees must be encouraged to involve in the decision making process.

 The employees suggestion and idea must be considered.

 The employees and their union shall be informed of the procedure adopted to

determine the wages rates.

 Creating new career paths to accommodate and satisfy employee with potentials

and so on.

 Communications helps to prepare better plans for the enterprises.

99
CONCLUSION:

The researcher feels that the study could be considered as sources for the

assessment how far the labour welfare imparted is effective. By considering the

suggestion given in the study, better and more qualitative welfare measures could be

conducted in future. The organization should provide the means for the workers to

cover the serious of needs and to realize their personal development, which will bring

attitude change and high knowledge among the work force to shape their own work

climate.

Counselling can be arranged with specialists and it should be kept confidential

then only the employees will feel free to discuss their problems. The management must

be in a position to convince the employees about the need for the change. Certain

external factors like government regulations, technological advancement etc., may

promote the enterprise which results to higher productivity.

100