ACKNOWLEDGEMENT

It is with profound gratitude that express my sincere thanks to the director

DR.C SELVARAJ, Institute of Management studies, R.V.S educational Trust,
Dindigul.

I extend my heartiest gratitude to my guide Mr.K.C.JOHN

SASIKUMAR, faculty of Management studies, R.V.S. education Trust,
Dindigul, who help for completing the project successfully. I am highly thankful
to all other faculty member for their active support and direction.

I am very much grateful to Mr. NOUSHADALI, Personnel Manager

T.C.C Ltd who gave me the opportunity to work in the prestigious company .I
also wish to thank Mr. ATLEE, HRD Manager of TCC Ltd for his wonderful
support and assistance to do my work.

Above all, the grate of God led me to complete my project

SREEJITH .S
 DECLARATION

I SREEJITH.S hereby declare that this project work entitled “A STUDY ON

THE LABOUR WELFARE MEASURES PROVIDED BY T.C.C LTD” is a
record of work carried out by me under the guidance of Mr.K.C JOHN
SASIKUMAR, lecturer, Institute of Management studies, R.V.S Educational
Trust, Dindigul in Partial fulfillment of the requirement for the award of degree
of Master of Business Administration of Anna University.
I also declare that this project work has not been submitted by me fully or
partially for the award of any degree, diploma, title or recognition before.

SREEJITH S
 LIST OF TABLES

N Page
TITLE
O no:
1 Table showing the respondents awareness level on the welfare 27
schemes

2 Table showing the respondents satisfactory level on welfare 29

measures

3 Table showing the motivation level of respondents 31

4 Table showing the Opinion about the working environment of the 33

company

5 Table showing the Respondents opinion about work schedule 35

6 Table showing the Satisfactory level of respondents on grievance 37

handling method

7 Table showing the Opinion about degree of job security 39

8 Table showing the Respondents opinion regarding leisure time 41

9 Table showing the Respondents satisfactory level of canteen 43

facilities

10 45
Table showing the Satisfactory level of medical facilities
Table showing the Respondents opinion regarding safety measures
11 47
 N Page
TITLE
O no:
12 Table showing the Table showing the respondents opinion regarding 49
rest room

13 Table showing the Satisfactory level of respondents on recreational 51

facilities

14 Table showing the Satisfactory level on vehicle allowance 53

15 Table showing the Satisfactory level of respondents on traveling 55

facilities

16 Table showing the respondents opinion regarding ESI benefits. 57

17 Table showing the respondents response regarding training programs 59

18 Table showing the satisfactory level of respondent regarding 61

cleanliness

19 Table showing the Satisfactory level of respondents regarding 63

drinking water

20 Table showing the satisfactory level of respondent regarding 65

ventilation and temperature
 LIST OF FIGURES
N Page
TITLE
O no:
1 Figure showing the respondents awareness level on the welfare 28
schemes
 N Page
TITLE
O no:
2 Figures showing the respondents satisfactory level on welfare 30
measures

3 Figures showing the motivation level of respondents 32

4 Figures showing Opinion about the working environment of the 34

company

5 Figures showing Respondents opinion about work schedule 36

6 Figures showing Satisfactory level of respondents on grievance 38

handling method

7 Figures showing Opinion about degree of job security 40

8 Figures showing Respondents opinion regarding leisure time 42

9 Figures showing Respondents satisfactory level of canteen facilities 44

10 Figures showing Satisfactory level of medical facilities 46

11 48
Figures showing Respondents opinion regarding safety measures
Figures showing the respondents opinion regarding rest room
12 50

13 Figures showing Satisfactory level of respondents on recreational 52

facilities

14 Satisfactory level on vehicle allowance 54

 N Page
TITLE
O no:
15 Satisfactory level of respondents on traveling facilities 56

16 Table showing the respondents opinion regarding ESI benefits. 58

17 Statement showing the respondents response regarding training 60

programs

18 Table showing the satisfactory level of respondent regarding 62

cleanliness

19 Satisfactory level of respondents regarding drinking water 64

20 Table showing the satisfactory level of respondent regarding 66

ventilation and temperature

CHAPTER 1
 INTRODUCTION

INTRODUCTION

The personal function is really all about motivation .It is agreed that
unless individuals are motivated to perform effectively. They may not achieve
the level of performance that is desired of them managerial people are always
falling the problems motivating their subordinates to release their potential more
effectively and these by permit the desired goals or the organization and the
needs of employees to be achieved the purpose of motivation is to create
conditions in which people are willing to work with zeal, initiative, interest
organization are achieved effectively.

This project is a general study as labour welfare measure, in T.C.C Ltd.

This project studies in details the overall corporate structure, the environment
policy and quality policy of T.C.C .Ltd .However the fouls is given the opinion
of worker about the labour welfare

INDUSTRY PROFILE
INDIAN CHEMICAL INDUSTRY
The chemical industry in one of the oldest domestic industries in India ,
contributing significantly to both the industrial and economic growth of the
country since it achieved independent in 1947 the wide and diverse spectrum of
products can be broken down into a number of categories, including inorganic
and organic chemicals , drugs and pharmaceuticals , plastics and petro chemical ,
dyes and pigments , fine and specially chemicals pesticides and agro – chemical
and fertilizers.
The Indian pesticide industry has advanced significantly in recent years,
producing more than 1000 tones of pesticides annually, India is the 13th largest
exporter of pesticides and disinfectant in the worked and in terms of volume is
the 12th largest producer of chemicals.
INDUSTRIAL POLICY
The items, which require compulsory license, are Hydro cyanic acid and its
derivatives, phosgene and its derivatives, Naphtha /gas cracker complexes
producing and its ethylene, propylene, aromatic complexes manufacturing
benzene, toluene and Xylenes having specific gravity of less than 0.94.
Policy for foreign direct investment facilities approval through automatic
route. The following categories of FDI proposal are only approved through
foreign investment promotion board .All proposals that require industrial license
includes , the items requiring an industrial license under IDR Act 1951 , all items
which require industrial license in terms if location policy notified by
government under the new industrial policy.
2
All proposals related to acquisitions of shares in existing Indian company
in favour of a foreign /NIR /OCB investor .All proposals failing outside sectoral
policy /caps or under sectors in which FDi is not permitted and /or whenever and
investor is chooses to make an application to the FIPB a not to avail of the
automatic route.

CHEMICAL INDUSTRY IN INDIA AT PRESENT

 India’s present share in global trade is 0.6% ie USD45 billion. Chemical
and pharmaceutical industry is the most important foreign exchange earner with
major value additions through out the value chain .The value chain is added
using knowledge, energy and capital.
CURRENT STATUS
 Chemical industry is an important constituent of the economy having
approximate US$28 billion dollars turn over which is approx 7% of
India’s GDP.
 In terms of volume, it is 12th largest in the world and 3rd largest in Asia.
 Within India it constitutes about 15% of manufacturing capacity and
20% of the exercise revenue to the Government of India.
 The chemical industry has weigh of about 13% in the index of industrial
production.
 The global chemical industry is valued at about US $ 1.7 trillion of which
Indian’s chemical sector accounts for just 2%

3
COMPANY PROFILE
ORIGIN AND ESTABLISHMENT OF THE COMPANY

Seshasayee Brothers establish the Travancore Cochin Chemicals in

1952 and commercial production was started in 1954 with a capacity of 20TDP
Caustic Soda. This was the first unit to produce Rayon Grade Caustic Soda .The
present capacity is 125 TDP and annual capacity is 41250MT.The Company has
been a forefront of adopting latest technologies and innovations in the
industry .Accordingly with the expansion the technology was updated to
optimize energy consumption of raw material and utilizes better management of
effluents.

LOCATION
The Travancore Cochin Chemicals is a Kerala State Government Public
Sector undertaking, which is situated in Udyogamandal in Cochin Industrial Area
in Ernakulam District .The factory and its registered office located 21km from
Cochin International Airport 16km from Ernakulam railway station.
GENERAL INFORMATION
INCORPORATION: Year 1951 (Under Indian Companies Act 1913)
OWNERSHIP: TCC IS A JOINT Stock company
TYPE OF CAPITAL: Equity Shares
Mission of the company
We are committed to enhance customer satisfaction by providing product &
related service complying with a continuously improving quality management
system.

4
CORPORATE OBJECTIVE OF TCC
The company states the following as its objectives:-
 To produce and market chemicals such as Caustic Soda, Liquid Chlorine
and Hydrochloric acid economically and in an eco friendly manner.
  To maintain an optimum level of efficiency and productivity so as to
secure optimum returns on investment.
 To maximize profits from projects taken up from Caustic Soda.
 To continuously upgrade the quality of human resources of the company
statutory pollution standards.
 To ensure corporate growth by expansion and diversification.
 Concerned about the protection of environment.
 The need for public sector unit to work efficiently and profitably.
 Believes in healthy industrial relations and human treatment to its
employees.
 Maintain higher ethical standards with its suppliers and encourages
whenever possible, small scale and ancillary industries.
 Appreciates the importance of credibility of the financial institutions, the
company strives to meet its obligations, to these institutions regarding
installments, interest payments.

5
DEPARTMENT PROFILE
PERSONNEL DEPARTMENT
DEPARTMENT CHART
 Personnel
manger

Deputy
Manager Medical H.R.D Security Catering
(Personnel Officer Manager officer oficer
welfare)

Functions of Personnel Department

 Recruitment – Through professional and executive employment
exchanges and PSC.
 Manpower planning – Ascertaining the number of vacancies.
 Welfare functions – Including statutory and non statutory welfare
measures.
 Grievance Handling – As per the provisions of Industrial Disputes act and
as per factories Act.
 Discipline.
 Industrial Relations.
 Public Relations.
 Job description.

6
 Training
 Staffing
 Performance Appraisal
  Wage and salary administration
 Administration.

Performance Appraisal System

The performance appraisal system is being done on time of promotion and
increment. For this there is a form passed through the department head to the
Personnel Manager. This is done by Simple Rating Method done by immediate
supervisor. No promotion and increment are given for leave takers. The job
change is as the desertion of the management.

Wage Administration
It is actually done by accounts department and the overall control is by the
Personnel Manager. Salary is computed by taking into account Salary and other
Salary benefits, which is as given below:
Basic pay+DA+FDA+HRA+CCA
Employee Benefits
Overtime allowances
Wages covered under the Factories Act will be given, over time wages
accounting to the provisions continued in the Factories Act and the rules framed
there after. The overtime wages to administrative staff will be at one-half times
of effective wages i.e Basic+DA

7
Shift Allowances
Shift allowance given those who are working in shift system.
 Shift Allowance
8-4 Shift Rs.8/shift
4-12 shift Rs.8 shift
12-8 shift Rs.12/shift

Educational Allowance
Up to 15 years service Rs.80/month. More than 15 years service Rs.100/months
is given.
Leave
The number of leave/holding in a calendar year is as follows:
Privilege leave – 30 days
Casual leave – 15 days
Sick leave – 15 days (for workmen not covered by ESI scheme)
Paid Holidays - 13 Days (Including 4 compulsory holidays)
Holidays
The workers are paid Bata according to shift duty. The Bata rates for outside
duty at Eloor and for workmen deputed for duty in TCC Colony. For the workers
at water treatment plant attending duty for 4 hours or more in shift payment is as
follows:
8-4 shift or 4-12 shift-Rs.23
12-8 shift – Rs.10
8
Bonus
1. Production bonus – Paid on the basic of production
2. Attendance bonus – Paid to all permanent workmen on payroll month
basis along with wages for each month.
In case a workman covered with ESI meets with an accident on time of
duty and proceeds on accident leave, he will be paid under:
 PERIOD BENEFITS
1-15 Days Difference between his effective wages

and disablement benefit revived from

ESI corporation.
16-30 Days 75% of difference as stated above for

entire period.
Above 30 70% of difference as stated above for

entire period.
ATTENDANCE BONUS
 If attended to normal duty for a minimum period of 24 days - 2 days
wages extra in a payroll month.
 If attended to normal duty for a period of 22/23 days - 1 ½ days
wages extra.
 If attended to normal duty for a period of 20/21 days - 1 day
wage extra

9
Uniform
Cloth for stitching uniforms will be issued every year.
Washing Allowance
Workmen who are given uniforms will paid Rs.50/month
Foot wears
All permanent workmen will be provided with a pair of safety shoes every year.
All female workers are given a foot ear allowance of Rs50/month.
Welfare activities
 1. Statutory – This includes canteen, crèche, drinking water, storing and
sitting, bathroom, rest shed, gratuity, ambulance, dispensary, medical
allowance and bonus.
2. Non-Statutory – This includes recreation club, Transport subsidy,
nursery school, and leave for part time course, library, living quarters,
and accident benefits.
Various Incentive Schemes
 Interest subsidy.
 Higher education loan-Maximum limit Rs. 5000/year
 Scooter allowance – 112.5/month
 Bus subsidy – 75% of actual fare
 Tool allowance –Rs 75/month
 Special allowance
 Conveyance allowance
 Acting allowance
 Privilege allowance-It can be accumulated to 300 days and sick leave
to 120 days.
 House rent allowance – At the rate of basic pay
10
INTRODUCTION TO THE TOPIC
Organizations exist for people .They are made of people and by the people
and then effectiveness depends on the behavior and performance of the people
constituting them
There was a time when people were considered a liability, Now, they are
mostly considered as a resource and an asset .The transformation in the attitude
and outlook towards people in organizations, variously called employees, human
resources etc. has been made possible by the evolution in the field of personnel
management the function with responsibility for managing human resources in
any organization
Pay and benefits constitute an important element in human resource
management .A number of considerations like theoretical, public policy and legal
frame work company objectives, labour market situation, pressure from unions
and competition etc. Impinge upon policies and programs concerning pay and
benefit programs .Historically ,employees benefits and welfare began on the
voluntary note at employers instance .Today in voluntarism has set in its place
,with many benefits becoming entitlements either because of legislation or wage
settlements , competitive pressures and the need to attract and retain the right
people .Originations are searching for means to find innovative approaches
which give the desired flexibility and provide a measure of harmonization that
contributes to positive attitudes and better performance .This induces many firms
to take up voluntarily as series of welfare programs considered beneficial to both
the management and employees .
Welfare refers to labour welfare .The report of the committee on labour
Welfare set up by the Government of India in 1969 refers to welfare as a broad
concept , condition of well being .It speaks of measures which promote , “ the
11
physical, psychological and general well being of the working population
“.Welfare converts the families f workers, especially in India, where because of
strong family ties, workers well being encompasses that of their families .In India
welfare is of the statutory and the non statutory kinds .At present the chief
agencies of labour welfare are central government state government, Employers
or their organizations, workers organizations and statutory welfare funds.
 Welfare can be observed, experienced and enjoyed, but effectiveness may
be more different to measure .it is a corporate attitude or commitment reflected in
the expressed care for employees at all levels. Welfare is not easily implemented
because it requires the co operations of all the major parties involved with the
entire management employees, trade unions, shareholders and government.
The general corporate objectives for offering welfare programs to
employees are discharges their social responsibility, raise the employees morale
effective use of the work before reduce labour turnover the absenteeism etc.
Unions would like to secure several benefits to maintain their image from the
viewpoint of workers welfare must eliminate risk and insecurity (It should
provide good working conditions and maintain good relations inside the
environment .The specific objectives of each welfare scheme are related to the
nature of each benefit the employees need Overall the reasons for instituting and
expanding the list if employee – welfare program are several , Paternalistic or
humanistic considerations , statutory requirements concern for security , hazards
of industrial life , tax considerations , utilization of leisure time and completive
consideration are some of them.
Many of the organizations in India as well as outside provide statutory and
non – statutory welfare activities but they are at varying degrees .Non statutory
measures are move difficult to budget than salary .They often turn out to be more
12
expensive than visualized because the management have to consider the
cost involved , the benefit of implementation, motivational effect of such
activities elicit are the most difficult to predict .hence administration of welfare
programs should be separate , adequate and acceptable .Organizations becomes
extremely critical of this activity and hence a study on this aspect should be
given due importance .
MORE ABOUT EMPLOYEE WELFARE
In ‘The Practice of Management’ Peter F. Drucker rightly observes. “……
The resources capable of enlargement are only human resources”. That is why
most organization aver, People are our most important asset. The hope for a rise
in the productive capacities of industrial units can rightly be pinned on the man-
power.
At work employees expect to enjoy the basic rights and it is within this
frame work that welfare has a place in the management of human resources.
These rights fall in to three categories:
 The right to enjoy health and safely-to be free the risk of injury to
body and mind and to be granted basic facilities in health and safety.
 The right to enjoy information and communication-to communicate
freely with the other employees on matters of interest; to be given
information concerning major factors affecting individual work.
 The right to be managed fairly-not to be treated arbitrarily and to be
able to participate.
Welfare is a broad concept referring to a state of living of an individual
or a group in a desirable relationship with the total environment – economic,
ecological and social. Labour welfare includes both the social and economic
13
contents of welfare. Labour welfare is a part of social welfare
conceptually and operationally. It covers a broad field and connotes a state of
well-being. happiness, satisfaction, conservation and development of human
resources.The Encyclopedia of Social Sciences defines Labour welfare 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 customs of the industry and the conditions of
the market”.
In the word of R.R. Hopkins, “Welfare is fundamentally an attitude of
mind on the part of management, influencing the method of which management
activities are undertaken”.
The Report of the Committee on Labour Welfare, Government of India,
(1969) includes under it,”…..such services, facilities and amenities as adequate
canteens, rest and recreation facilities, sanitary and medical facilities,
arrangement for travel to and from work and for the accommodation of workers
employed at a distance from their homes and such other services, amenities and
facilities including social security measures as contribute to improve the
conditions under which workers are employed”.
CONCEPT:
Labour welfare may be viewed as a total concept, as a social concept and
as a relative concept. The total concept is a desirable state of existence involving
the physical, mental, moral and emotional well-being. these four elements
together constitute the structure of welfare, on which its totality is based. The
social concept of welfare implied the welfare of man, his family and his
community. All these three aspects are inter-related and work together in a three
dimensional approach. The relative concept of welfare implies that welfare is
relative in time and place. 14
WHY WELFARE?
The aim of object of welfare activities is partly humanitarian – to enable
workers to enjoy a fuller and richer life-and partly economic-to improve the
efficiency of the workers-and also partly civic-to develop a month them a sense
of responsibility and dignity and thus make them worthy citizens of the nation.
Another object of labour welfare is to fulfill the future needs and aspirations of
labour. Mainly,
 Labour welfare services help to build up a stable labour force, to reduce
labour turn over and absenteeism.
 Labour welfare activities can provide personal safety to workers and also
create congenial atmosphere to work better.
 Welfare has been conceived by management as an incentive and good
investment to secure, preserve and develop greater efficiency and output
from workers.
 Welfare benefits can increase employee morale and loyalty to
management.
 It can attract, retain and motivate competent personnel.
 Welfare helps to build a positive image between labour and management.
 It can maintain goodwill between management and public.
 Recently, it is used as an instrument by certain employees to save
themselves from heavy taxes on surplus.
 Good welfare schemes help to compete in the labour market.
 Overall organizational effectiveness can be ensured through welfare
programs.

15
 The reasons for instituting and expanding the list of welfare programs are
several. Paternalistic or humanistic considerations, statutory requirements,
concern for security, hazards of industrial life, tax considerations,
 utilization of leisure time, and competitive considerations are some of
them.
REGULATORY ENVIRONMENT:
Employers in India are statutorily required to comply with the provisions
of various welfare amenities under different labour legislations. The earliest
legislative approach would be traced back to the passing of the Apprentice Act of
1850. this Act was enacted with the objective of helping poor and orphaned
children to learn various trade and crafts. After Indian independence, several
Acts was passed with the aim of providing labour welfare. The Factories Act,
1948, the Industrial Disputes Act, 1947, Plantations Labour Act, 1951, Mines
Act, 1952, Motor Transport Workers Act, 1951, Contract Labour (Regulation
and Abolition) Act, 1970, Employees State Insurance Act, 1948 and Workmen’s
Compensation Act, 1923 were passed to ensure a fair deal to employees in
various aspects of their jobs.
 The chief agencies of labour welfare in India are:
 Central Government
 State Government
 Employees or their Organization
 Workers Organization
 Statutory Welfare Funds

16
The International Labour Organization did much to improve working and
living conditions of labour throughout the world. It has greatly influenced labour
legislation labour welfare, trade unionism and industrial relations of our country
through international labour conventions.
Apart from all these regulatory bodies, the employers or the organizations
have certain responsibilities and obligations towards their employees. All these
have contributed towards the promotion of labour welfare in Indian industry.
CLASSIFICATION:
The Committee of Experts on Welfare Facilities for industrial workers
constituted by the ILO in 1963 has divided the welfare services in to two classes:
Welfare amenities within the precincts of the establishment-Intramurals:
Latrines and Urinals, Washing and Bathing facilities, Creches, rest shelters and
canteens, arrangements for drinking water, arrangements for prevention of
fatigue health services including occupational safety, administrative
arrangements within plant to look after welfare, uniforms and protective clothing
and shift allowance.
Welfare amenities outside the establishment-Extramural: Maternity
benefit, social insurance measures including sports, cultural activities, liberty and
reading room, holiday homes and leave travel facilities, workers’ co-operative
including consumer co-operative stores, fair price shops and co-operative thrift
and credit societies, vocational training for departments of workers, other
programs for the welfare can also be broadly divided into two categories:-
Statutory welfare activities and Non-statutory or Voluntary Welfare activities.

17
 Statutory welfare consists of those provision of welfare work which
depend for their implementation on the coercive power of the
 government. The government enacts certain rules of labour welfare to
enforce the minimum standards of health and safety of workers.
 Non-Statutory Welfare or Voluntary Welfare activities include all those
activities which employers voluntarily undertake for the welfare and
betterment of their workers.
 Thus labour welfare is very comprehensive and embraces a multitude of
activities of employers, state, trade unions and other agencies to help
workers and their families in the context of their industrial life.

PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION:

Any welfare program needs to be successfully implemented. The welfare
schemes introduced should be specific, adequate and acceptable to the
employees. Welfare programs are not easily implemented because it requires the
co-operation of all the major parties involved with the enterprise: management,
employees, trade implementation of any welfare program are:
 The labour welfare activities should pervade the entire hierarchy of an
organization. Management should be welfare-oriented at every level.
 The employer should not bargain labour welfare as a substitute for wages
or monetary incentives.
 There should be proper co-ordination, harmony and integration of all
labors welfare activities in an undertaking.
 The labour welfare work of an organization must be administratively
viable and essentially development oriented.
18
  The management should ensure co-operation and active participation of
unions and workers in formulating and implementing labour welfare
programs.
 There should be periodical assessment or evaluation of welfare measures
and necessary timely improvements on the basis of feed – back.
 Above all, the implementation of various welfare programs should be
properly communicated to all employees.

NECESSITY:
The need for social and industrial welfare in India in all sectors is clearly
enunciated in the Articles 38,39,41,42,43 of the Indian Constitution. The
necessity of labour welfare is felt all the more in our country because of its
developing economy aimed at rapid economic and social development. The high
rate of labour absenteeism in Indian industries in indicative of the lack of
commitment on the part of the workers. Provision of welfare amenities enable
the workers to live a richer and more satisfactory life and contributes to the
productively of labour efficiency of the enterprise and helps in maintaining
industrial peace. Employee welfare schemes has come to stay as an accepted
feature of employment conditions and is bound to made rapid progress in the
years to come, especially when the Indian republic is wedded to the ideal of a
welfare state with socialistic objectives.

19
EXISTING SYSTEM OF EMPLOYEE WELFARE AT T.C.C. LTD.

T.C.C provides all the statutory welfare activities to all the employees as
prescribed by the legislations. In addition to it there are various other voluntary
welfare schemes also provided by the management.
The existing system of employees welfare includes
 Heavily subsidized canteen facility to all employees.
 Occupational health centre
 Medical checkup to all employees once in an year
 Company provide 24 hours ambulance service
 Personal accident insurance scheme are provided to all employees
 A group insurance scheme are provided to all the employees
 Company maintain individual medical record for all the employees
 Emergency medicines is available in the health centre
 Breathing apparatus is available in the company to be used during
emergency situation.
 Vehicle allowance is given to all employees
 Safety gadgets are given to all plant employees
 A well functioned recreation club
 Vitamin tablets are given to employees from the health center as per the
prescription given by the medical officer.
 20

NEED FOR THE STUDY

Welfare programmes are aimed at promoting the physical, psychological and

general well-being of the working population. It is a corporate attitude or
commitment reflected in the expressed care for employees at all levels. Welfare
can be observed, experienced but its effectiveness may be more difficult to
measure.
The present study is a critical analysis of the effectiveness of the employee
welfare programme and thus serves as an effective feedback to the
management .It also serves as an opening for the workers to come out with their
perception about the scheme and the satisfactions level.
 21
OBJECTIVES

OBJECTIVES OF THE STUDY

• To analyze the various welfare measures adopted by the management.

• To find out the awareness of welfare schemes.

• To find out the level of satisfaction of employees working in T.C.C

Ltd.

• To garnage employee perception of the scheme.

• To collect suggestion, if any, from the employees for the betterment of

the scheme.
 22

SCOPE OF THE STUDY

The present study is a critical analysis of the effectiveness of the employee

welfare programme and thus serves as an effective feedback to the
management .It also serves as an opening for the workers to come out with their
perception about the scheme and the satisfactions level.
 23
LIMITATIONS

• Due to busy work schedule of the employees of T.C.C Ltd., all the
employees were not included for the study.
• Though comparisons with other similar organizations are possible,
the study was limited to T.C.C Ltd.
• The survey is purely based on the opinion of the employees, which
may be biased.
 24

CHAPTER 2

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Research Methodology is a science of studying how research is done
systematically solve the research problem.
Sample Technique
Simple Random sampling is the sampling technique used for data
collections. For this study sample has been drawn by using lottery method. The
unrestricted simple random sample is the simplest form of probability sampling.
The selected respondents constitute sample and the selection process is called
sampling technique. A survey so conducted is known as ‘sample survey’

Sample size
A sample is composed and some fraction or part of the total number of elements
in a defined population
Data were collected from 50 customers
Method of Data Collection
In case of data collection the two data’s are
1. Primary Data
2. Secondary Data
In case of descriptive type surveys are conducted together the primary data.
Primary data is obtained either through questionnaire or interview method
For this study the primary data collection is made through questionnaire
and interview schedule method. A structured questionnaire was prepared and
distributed to respondents
 Secondary data are collected from the books, websites, journals and
reports.

25
Analytical tools used
Data collected were processed and analyzed with the help of statistical tools such
as percentage analysis, ranking method and chi square test

Percentage Analysis

The percentage analysis is calculated as follows

Number of respondents X 100

Total No of respondents
 26

Chapter III

Analysis and Interpretation

 TABLE 3.1

STATEMENT SHOWING THE RESPONDENTS AWARENESS LEVEL

ON THE WELFARE SCHEMES

Awareness Level No of respondent Percentage

Highly aware 45 90

Aware 5 10

Some what aware 0 0

Not aware 0 0

Highly Unaware 0 0
Total 50 100

Interpretation
From the table it is inferred that 90% of respondents are highly aware of
the welfare facilities and 10% of the employees are just aware of welfare
facilities.
 27

FIG 3.1

FIG SHOWING THE RESPONDENTS AWARENESS LEVEL ON THE

WELFARE SCHEMES

90
80
70
60
50
40
30
20
10
0
Highly Aware Somewhat Not Aware Highly
Aware Aware Unaware
 28

TABLE 3.2

TABLE SHOWING THE RESPONDENTS SATISFACTORY LEVEL

ON WELFARE MEASURES

Satisfactory Level No of respondent Percentage

Highly satisfied 10 20
Satisfied 35 70
Neutral 0 0
Not satisfied 5 10
Highly dissatisfied 0 0
Total 50 100

Interpretation
From the table it is inferred that 20 % of the employees are highly satisfied
and 70% of the employees are satisfied with welfare measures.10% of the
employees are not satisfied with welfare measures.
 29

FIG 3.2

RESPONDENTS SATISFACTORY LEVEL ON WELFARE

MEASURES

70
60
50
40
30
20
10
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied
 30

TABLE 3.3

TABLE SHOWING THE MOTIVATION LEVEL OF RESPONDENTS

Motivation level No of respondent Percentage

Highly motivate 13 26
Motivate 31 62
Neutral 0 0
Not motivate 6 12
Highly de motivate 0 0
Total 50 100

Interpretation
From the table it is inferred that26% of respondents are highly motivated by
the current performance related benefit and welfare schemes and 62% of the
respondents are motivated by the current performance related benefits and
welfare schemes.12% of respondents are not motivated by the current
performance related benefits and welfare schemes.

31

FIG 3.3
 MOTIVATION LEVEL OF RESPONDENTS

70
60
50
40
30
20
10
0
Highly Motivate Neutral Not motivate Highly
Motivate demotivate

32

TABLE 3.4
 OPINION ABOUT THE WORKING ENVIRONMENT OF THE
COMPANY

Degree No of respondent Percentage

Excellent 8 16
Good 28 56
Moderate 14 28
Poor 0 0
Very poor 0 0
Total 50 100

Interpretation
16 % of the employees feel working environment of the company as excellent
and 56% feel it as good, where as 28%feel it as moderate.

33

FIG 3.4

WORKING ENVIRONMENT OF THE COMPANY

60

50

40

30

20

10

0
Excellent Good Moderate poor Very poor

34

TABLE 3.5

RESPONDENTS OPINION ABOUT WORK SCHEDULE

 Degree No of respondent Percentage
Excellent 7 14
Good 26 52
Moderate 17 34
Poor 0 0
Very poor 0 0
Total 50 100

Interpretation
From the above table it is inferred that 52% of employees are in the opinion that
work schedule is good, 14% of employees feel it as excellent.34% of the
employees says work schedule is moderate.

35

FIG 3.5

FIG SHOWING RESPONDENTS OPINION ABOUT WORK

SCHEDULE.
60

50

40

30

20

10

0
Excellent Good Moderate poor Very poor

36
TABLE 3.6

SATISFACTORY LEVEL OF RESPONDENTS ON GRIEVANCE

HANDLING METHOD

Satisfactory level No of respondent Percentage

 Highly Satisfied 20 40
Satisfied 24 48
Neutral 0 0
Not satisfied 6 12
Highly dissatisfied 0 0
Total 50 100

Interpretation

From the above table it is inferred that about 40% of the employees are highly
satisfied and about 48 % of the employees are satisfied on grievance handling
method.12% of the employees are not satisfied with grievance handling method.

37
FIG. 3.6

SATISFACTORY LEVEL OF RESPONDENTS ON GRIEVANCE

HANDLING METHOD.
 50
45
40
35
30
25
20
15
10
5
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

38

TABLE 3.7

OPINION ABOUT DEGREE OF JOB SECURITY

No of respondents Percentage
Highly Agree 10 20
 Agree 28 56
Some what agree 2 4
Disagree 10 20
Highly disagree 0 0
Total 50 100

Interpretation
About 56% of the respondents agreed in their opinion. While 20% highly agree.
Another 20% of the respondents disagreed in their opinion about degree of job
security.

39

FIG. 3.7

FIGURE SHOWING THE JOB SECURITY IN THE ORGANIZATION

60

50

40

30

20

10

0
Highly Agree Agree Some Disagree Highly
Whatagree disagree

40
TABLE 3.8

RESPONDENTS OPINION REGARDING LEISURE TIME

 Satisfactory level No of respondents percentage
Highly satisfied 31 62
Satisfied 10 20
Neutral 9 18
Not satisfied 0 0
Highly dissatisfied 0 0
Total 50 100

Interpretation
From the above table it is inferred that about 62% of the employees are highly
satisfied and about 20 % of the employees are satisfied on leisure time method.
18 % of the employees are neutral on leisure time

41

FIG 3.8

RESPONDENTS OPINION REGARDING LEISURE TIME

 70
60
50
40
30
20
10
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

42

TABLE 3.9

RESPONDENTS SATISFACTORY LEVEL OF CANTEEN FACILITIES

 Satisfactory level No of respondents Percentage
Highly satisfied 16 32
Satisfied 34 68
Neutral 0 0
Not satisfied 0 0
Highly dissatisfied 0 0
Total 50 100

.
Interpretation
From the above table it is inferred that about 32% of the employees are highly
satisfied with canteen facilities and about 68% of the employees are satisfied
with canteen facilities.

43

FIG. 3.9

SATISFACTORY LEVEL OF CANTEEN FACILITIES

70
60
50
40
32
30
20
10
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

44

TABLE 3.10

SATISFACTORY LEVEL OF MEDICAL FACILITIES

 Satisfactory level No of respondent Percentage
Highly Satisfied 24 48
Satisfied 26 52
Neutral 0 0
Not satisfied 0 0
Highly dissatisfied 0 0

Interpretation
From the above table it is inferred that about 48% of the employees are highly
satisfied with medical facilities and about 52 % of the employees are satisfied
with medical facilities.

45

FIG 3.10

SATISFACTORY LEVEL OF MEDICAL FACILITIES

 60

50

40

30

20

10

0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

46

TABLE 3.11

RESPONDENTS OPINION REGARDING SAFETY MEASURES

 Satisfactory level No of respondent Percentage
Highly Satisfied 0 0
Satisfied 30 60
Neutral 6 12
Not satisfied 14 28
Highly dissatisfied 0 0

Interpretation
From the above table it is inferred that about 60% of the employees are satisfied
with safety measures and about 28 % of the employees are not satisfied with
safety measures.

47

FIG 3.11

RESPONDENTS OPINION REGARDING SAFETY MEASURES

 60

50

40

30

20

10

0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

48

TABLE 3.12

TABLE SHOWING THE RESPONDENTS OPINION REGARDING REST

ROOM FACILITIES
 Satisfactory level No of respondent Percentage
Highly satisfied 6 12
Satisfied 24 48
Neutral 0 0
Not satisfied 6 12
Highly dissatisfied 14 28
Total 50 100

Interpretation
From the above table it is inferred that about 12% of the employees are highly
satisfied with rest room facilities and about 48 % of the employees are satisfied
with rest room facilities.28% of the employees are highly dissatisfied with rest
room facilities.

49

FIG. 3.12

FIG SHOWING THE RESPONDENTS OPINION REGARDING REST

ROOM
 50
45
40
35
30
25
20
15
10
5
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

50

TABLE 3.13

SATISFACTORY LEVEL OF RESPONDENTS ON RECREATIONAL

FACILITIES

Satisfactory level No of respondent Percentage

 Highly satisfied 8 16
Satisfied 22 44
Neutral 3 6
Not satisfied 14 28
Highly dissatisfied 3 6
Total 50 100
Interpretation
From the above table it is inferred that about 16% of the employees are highly
satisfied with recreational facilities, about 44% of the employees are satisfied
with recreational facilities, about 28% are not satisfied.6% of the employees are
highly dissatisfied with recreational facilities.

51

FIG 3.13

SATISFACTORY LEVEL ON RECREATIONAL

FACILITIES
 45
40
35
30
25
20
15
10
5
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

52

TABLE 3.14

SATISFACTORY LEVEL ON VEHICLE ALLOWANCE

Satisfactory level No of respondent Percentage

Highly satisfied 11 22
Satisfied 26 52
Neutral 6 12
Not satisfied 7 14
 Highly dissatisfied 0 0
Total 50 100

Interpretation
From the above table it is inferred that about 22% of the employees are highly
satisfied with vehicle allowance and about 52 % of the employees are satisfied
with vehicle allowance and 14% of the employees are highly dissatisfied with
vehicle allowance.

53

FIG 3.14

SATISFACTORY LEVEL OF RESPONDENT ON VEHICLE

ALLOWANCE
 60

50

40

30

20

10

0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

54

TABLE 3.15

SATISFACTORY LEVEL OF RESPONDENTS ON TRAVELING

FACILITIES
 Satisfactory level No of respondent Percentage
Highly satisfied 6 12
Satisfied 27 54
Neutral 3 6
Not satisfied 5 10
Highly dissatisfied 9 18
Total 50 100

Interpretation
From the table it is inferred that 54% of respondent are satisfied with the
traveling facilities, 10% of respondents are not satisfied with the traveling
facilities and 18% are highly dissatisfied with traveling facility.

55

FIG 3.15

SATISFACTORY LEVEL OF RESPONDENTS ON TRAVELING

FACILITIES.
 60

50

40

30

20

10

0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

56

TABLE 3.16

TABLE SHOWING THE RESPONDENTS OPINION REGARDING ESI

BENEFITS.

Satisfactory level No of respondent Percentage

 Highly satisfied 6 12
Satisfied 32 64
Neutral 6 12
Not satisfied 6 12
Highly dissatisfied
Total 50 100

Interpretation
From the above table it is inferred that 64% of respondents are satisfied with ESI
benefit. About 12% of the respondents are highly satisfied with ESI benefit
and12% of the respondents are not satisfied with ESI benefit

57

FIG 3.16

FIG SHOWING THE SATISFACTORY LEVEL ON ESI

BENEFIT
 70
60
50
40
30
20
10
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

58

TABLE 3.17

STATEMENT SHOWING THE RESPONDENTS RESPONSE

REGARDING TRAINING PROGRAMS

Satisfactory level No of respondent Percentage

 Highly satisfied 0 0
Satisfied 23 46
Neutral 8 16
Not satisfied 12 24
Highly dissatisfied 7 14
Total 50 100

Interpretation
From the table it is inferred that 46% of employees are satisfied with training
program. While 24% are not satisfied with training programs. About 14% of the
respondents are highly dissatisfied with training programs.

59

FIG. 3.17

RESPONDENTS RESPONSE REGARDING TRAINING

PROGRAMS
 50
45
40
35
30
25
20
15
10
5
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

60

TABLE 3.18

TABLE SHOWING THE SATISFACTORY LEVEL OF RESPONDENT

REGARDING CLEANLINESS
 Satisfactory level No of respondent Percentage
Highly satisfied 0 0
Satisfied 29 58
Neutral 4 8
Not satisfied 6 12
Highly dissatisfied 11 22
Total 50 100

Interpretation
From the above table it is inferred that about 58% of the employees are satisfied
with cleanliness and about 12 % of the employees are not satisfied with
cleanliness and 22% of the employees are highly dissatisfied with cleanliness.

61

FIG 3.18

SATISFACTORY LEVEL OF RESPONDENTS REGARDING

CLEANLINESS
60

50

40

30

20

10

0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

62

TABLE 3.19

SATISFACTORY LEVEL OF RESPONDENTS REGARDING

DRINKING WATER
 Satisfactory level No of respondent Percentage
Highly satisfied 11 22
Satisfied 31 62
Neutral 0 0
Not satisfied 6 12
Highly dissatisfied 2 4
Total 50 100

Interpretation
From the above table it is inferred that about 22% of the employees are highly
satisfied with drinking water facilities, about 62 % of the employees are satisfied
with drinking water facilities and 12 % of the employees are not satisfied with
drinking water facilities.

63

FIG 3.19

FIG SHOWING THE SATISFACTORY LEVEL OF RESPONDENT

REGARDING DRINKING WATER
 70
60
50
40
30
20
10
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

64

TABLE 3.20

TABLE SHOWING THE SATISFACTORY LEVEL OF RESPONDENT

REGARDING VENTILATION AND TEMPERATURE

Satisfactory level No of respondent Percentage

 Highly satisfied 7 14
Satisfied 18 36
Neutral 0 0
Not satisfied 13 26
Highly dissatisfied 12 24
Total 50 100

Interpretation
From the above table it is inferred that about 14% of the employees are highly
satisfied with ventilation and temp, about 36 % of the employees are satisfied
with ventilation and temp and 26 % of the employees are not satisfied with
ventilation and temp. About 24% of the employees are highly dissatisfied with
ventilation and temp.

65

FIG 3.20

FIG SHOWING THE SATISFACTORY LEVEL OF RESPONDENT

REGARDING VENTILATION AND TEMPERATURE
40
35
30
25
20
15
10
5
0
Highly Satisfied Neutral Not satisfied Highly
Satisfied dissatisfied

66
 CHAPTER 4

FINDINGS AND SUGGESTION

FINDINGS
The preliminary and the secondary data obtained were systematically and
scientifically analyzed to arrive at certain conclusion.
From the questionnaire analysis, the suggestion and opinion of the
employees at T.C.C. Ltd are as follows
1. From the employee response, it is derived that there is a very good
awareness cultivates among the employees, about the benefit and welfare
schemes at T.C.C. Ltd i.e. 90% of the respondents are highly aware on
welfare measures.
2. 70% employees are satisfied with the welfare measures.
3. 62% of the employees agree that the performance relates benefit and
welfare schemes motivate them to perform better.
4. It is found that the working environment of the company is good.
5. 52% of employees agree that work schedule is good.
6. 48% of respondents are satisfied with grievance handling method.
7. The employees strongly feel secured in their job.
8. 62% of respondents are satisfied with leisure time.
9. 68% of respondents are satisfied with canteen facilities.
10. 52% of respondents are satisfied with medical facilities
11. 60% of respondents are satisfied with safety measures.
12. 28% of respondents are highly dissatisfied with rest room facilities.
13. 28% of respondents are highly dissatisfied with recreational facilities.
14. 60% of respondents are satisfied with vehicle allowances.
15. 60% of respondents are satisfied with traveling facilities.

67
16. 60% of respondents are satisfied with ESI benefits.
17. 24% of respondents are not satisfied with training programs.
18. 22% of respondents are highly dissatisfied with cleanliness.
19. 62% of respondents are satisfied with drinking water facilities.
20. 24% of respondents are highly dissatisfied ventilation and temperature.
 A very effective communication system is found within the T.C.C.Ltd.
Especially regarding the welfare schemes. Notices and circulars play a
 leading role in making the employees aware of availing the welfare
schemes.

68
SUGGESTION

T.C.C Ltd. Provide all the statutory welfare activities to all the employees. In
addition to it; various voluntary welfare schemes are also ensure for the
betterment of the working group. It has been inferred that the existing benefit and
welfare system is highly effective among the employees. This system enables the
workers to enjoy better working condition within the premises of the firm and
also to lead a fuller and richer life. Through this program the management as
well as the employees were able to meet their needs and fulfill their aspirations
through ways like
• Personal safety of the workers

• Creation of congenial atmosphere to work better

• Increase employee morale and commitment

• Ensure loyalty to the management

• Motivation of employees to perform better and improve their efficiency

• Build upon a stable labour force to reduce labour turnover and

absenteeism

69

T.C.C Ltd has been found successful in the benefits and welfare programmes for
the employees. Almost all the employees are satisfied as is evident from the
personnel observation; interview. They feel that the various schemes are of high
value and immense benefits.
The scope for expansion can be traced to the following areas:
• Leave travel facilities for all employees

• More restroom for women employees

• Provision for cooled drinking water facilities at appropriate places.

• Safety gadgets may be made compulsory during working hours.

70
CHAPTER 5
CONCLUSION

CONCLUSION
Employees are the main assets for an organization and they play a vital role in

the development. An employee will perform better when they find they are well

satisfied with there work. According to the data’s I collected for my project

studies in T.C.C Ltd have been doing reasonably well in satisfying the needs of

employees. Employees were satisfied but a few suggestions for improvement

were also put forward. It would be concluded that employee welfare measures

has great impact on productivity, which results in the success of the organization.

71
 REFERENCE

• Kothari C.R., “Research Methodology’, Wishwa Praksham, Second

Edition: New Delhi, 2001.

• S.C SRIVASTAVA., “ Indiatrial Relations and Labour Laws”.

• P.C. Tripathi and Pattanayak, “Human Resource Management”.

• Afarwal, “Labour& Industrial Laws”.

WEBSITE REFERENCE

www.tcckerala.com

ANNEXURE
QUESTIONNAIRE
Personal Data (Tick whichever is appropriate)

Name :

Department :

Designation :

Age : 18-30 31-40

 41-50 Above 50

Sex : Male Female

Education : Below SSLC SSLC

Pre-Degree Graduate

PG

Marital status : Married Single

No of years of experience : 1-10 11-20

21-30 Above30

1. Are you aware about the welfare facilities provided by TCC Ltd?

Highly Aware Aware Somewhat Aware

Not Aware Highly Unaware

2. Are you satisfied with the welfare measures provided by the company?

Highly satisfied Satisfied Neutral

 Partly satisfied Not satisfied

3. The current performance related benefits and welfare schemes motivate

me to perform better?

Highly motivate Motivate Neutral

Not motivate Highly Demotivate

.
4. Working environment provided by the company is.

Excellent Good Moderate

Poor Very poor

5. Are you satisfied with grievance handling mechanism adopted in

the company ?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

6. Job security in the organization is satisfactory:

Highly Agree Agree Some what agree

Disagree Highly Disagree

7. Give your opinion regarding work schedule?

Excellent Good Moderate

Poor Very poor

8. Are you satisfied with leisure time?

Highly satisfied Satisfied Neutral

 Not satisfied Highly dissatisfied

9. Are you satisfied with canteen facility?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

10. Are you satisfied with medical facility?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

11. Are you satisfied with safety measures provided by the company?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

12. Are you satisfied with rest room facilities?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

13. Are you satisfied with recreational facilities ?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

14. Are you satisfied with vehicle allowances?

Highly satisfied Satisfied Neutral

 Not satisfied highly dissatisfied

15. Are you satisfied with traveling facilities?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

16. Are you satisfied with ESI benefit?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

17. Are you satisfied with training programmes?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

18. Are you satisfied with cleanliness?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

19. Are you satisfied with drinking water facilities?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

20. Are you satisfied with ventilation and temperature?

Highly satisfied Satisfied Neutral

Not satisfied Highly dissatisfied

 BONAFIDE CERTIFICATE

This is to certify that the project work entitled “A STUDY ON THE

LABOUR WELFARE MEASURES PROVIDED BY

TRAVANCORE COCHIN CHEMICALS LTD” is a bonafide record

 done by Mr.S.SREEJITH (91305631046) submitted in the partial

fulfillment of the requirements for the award of the degree of MASTER

OF BUSINESS ADMINISTRATION OF ANNA UNIVERSITY-

CHENNAI

Mr. K.C. JOHN SASIKUMAR Dr.C.SELVARAJ

Faculty guide H.O.D

Place:

Date:

CONTENTS

CHAPTER -1 INTRODUCTION

• INDUSTRIAL PROFILE
• COMPANY PROFILLE
• DEPARTEMENT PROFILE
 • INTRODUCTION TO THE TOPIC
• OBJECTIVE OF THE STUDY
• SCOPE OF THE STUDY
• LIMITATIONS OF STUDY

CHAPTER -2
RESEARCH METHODOLOGY

CHAPTER -3
ANALYSES AND INTREPRETATION

CHAPTER -4
FINDINGS AND SUGGETIONS

CHAPTER -5
CONCLUSION

A STUDY ON LABOUR WELFARE MEASURES PROVIDED

BY THE TRAVANCORE - COCHIN CHEMICALS LTD
AT
COCHIN, KERALA
 By
SREEJITH.S
Reg. No. 91305631046

Under the Guidance of

Mr.K.C.JOHN SASIKUMAR

PROJECT REPORT

Submitted to

FACULTY OF MECHANICAL ENGINEERING

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD

OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

INSTITUTE OF MANAGEMENT STUDIES

R.V.S. COLLEGE OF ENGINEERING & TECHNOLOGY

DINDIGUL, TAMILNADU

ANNA UNIVERSITY
CHENNAI
MAY 2007