A

TARANING REPORT
ON
LABOUR WELFARE

LIBERTY SHOES LIMITED

KARNAL (HARYANA)
Submitted to
PANJAB UNIVERSITY, CHANDIGARH

In partial fulfillment of the requirement for the Degree of

BACHELOR OF BUSINESS ADMINISTRATION

(2010 2013)
Submitted to
P.G Department of Management and Commerce
GGDSD College
Chandigarh

Submit by:
Shivam Sachdeva
BBA 3rd Year
Roll No.1714,18010000467

DECLARATION

I, SHIVAM SACHDEVA, student of B.B.A. Final year, studying at GGDSD

COLLEGE,PANJAB UNIVERSITY here by declare that the summer training report on
LABOUR WELFARE submitted to PANJAB UNIVERSITY in partial fulfillment of
degree of bachelors of business administration is the original work conducted by me. The
information and data given in the report is authentic to the best of my knowledge.
The summer training report is not being submitted to any other university for award of
any other university for award of any other degree, diploma and fellowship.

(SHIVAM SACHDEVA)
B.B.A.3rd Year
Roll No:18010000467
: 1714

Acknowledgement
There is always a sense of gratitude which one express to other for the selfless services
they render during all phases of life. I have completed this project report with the help of
different personalities. I feel obliged to all of these.
First of all, I would like to thank the supreme power, the God.
A very big thank to my project guide Mr.Parveen Sharma (Asst.HR Manager) to provide
the most valuable inputs in the terms of experts guidance and moral support and the
precious time.I have piled up a huge debt of gratitude to all the heads of department who
provides me information about their department. So I plan to redeem the debt by placing
the project in the hands of company so that it can be helpful for the coming trainees.I
would like to thanks my parents and friends who provide me with full cooperation for the
successful completion of my project.
I would like to thank to all of the people who helped me to be successful in my objective.
Shivam Sachdeva

CERTIFICATE FROM GUIDE

This is to certify that Shivam sachdeva,bonafide student of B.B.A. 3 rd year, has carried out
the main project entitled labour Welfare under my supervision and guidance. The
project report prepared by him is original to best of my knowledge.

Miss Shipra bansal

CONTENTS

Sr. No.
1

Particulars
Introduction
Company Profile
Research Methodology

Objective

Data collection

Limitations

Analysis & Interpretation

Conclusions

Bibliography

PREFACE
Consumers

play

crucial

role

in

the

welfare

and

development

of

any

organization. As without colors, there is no value of holi (festival).in the same way, there
is no value of any organization without their customers. These are the people who either
make rise for a company on the peak or make fall on the ground. So to know the
consumers view about the companys product, I decided to make a project report on
LABOUR WELFARE .When we work in real situation then we are able to the things
going in the industry and get some practical experience As a part of curriculum of BBA,I
was assigned to study & prepare a report on Liberty Shoes Limited, Karnal, in context
with LABOUR WELFARE
On the project of consumer behavior in the guidance of Mr. Parveen Sharma, HR
manager of the company.
Research has primarily been developed to meet those needs which arise from the complex
relationship between companies, consumers, markets, product and sellers.
I have focused on these aspects in my project:
This research has been conducted in the city of karnal, by taking a sample of 300 people,
to the study factors affecting the sales of the product. The objective have been firstly the
preference towards company; secondly, what major influences compel them to buy a
particular brand; and thirdly, to analyze the brand loyalty.
During the training, I recognized that most of the personalities like to buy the company s
product for its long life. And I understood how Liberty Shoes Limited increases the
efficiency & effectiveness of its workers by imparting training to them and developing
them in all respects to attract their consumers with a better quality of product.

CHAPTER 1
INTRODUCTION

LABOUR WELFARE
The development of harmonious relations will lead to develop healthy relationship
between the two groups of industry and paves the way for industrial peace.
Labour
The word labour means any productive activity. The industrial progress of a country
depends to a great extent on a contended labour force. An in different, even if not
frustrates and bitter, worker is not only a stigma upon the society, but also a stumbling
block to harmonious industrial functioning resulting in strained industrial relations,
excessive rate of labour turnover, absenteeism & low labour productivity and it hampers
the economic growth of the country.

A contended worker is the backbone of the prosperous industrial society.

Welfare
Welfare means faring or doing well. It is a comprehensive term & refers to the physical,
mental, moral & emotional well being of a person.

LABOUR WELFARE

Total Concept

Social Concept

Relative Concept

Positive Concept

1. Total Concept: It is a desirable state of existence involving physical, mental,

moral & emotional well-being.
2. Social Concept: Implies the welfare of man, his family & his community each
aspect serving as ends and means.

3. Relative Concept: Welfare is related to time and space.

4. Positive Concept: The positive nature calls for the setting up of the minimum
disable standards necessary for certain components of welfare.
It connotes a state of well-being, happiness, satisfaction, conservation dev. of human
resources.

The Oxford Dictionary defines Labour Welfare as betterment of work for employees
relates to taking care of the well being of workers by employers trade union govt. and
non-govt. agencies. The concept of labour welfare cannot be concisely defined bcoz of
the relativity of the concept. However, efforts have been taken by the expert bodies to do
each his own way.
The importance of labour welfare was recognized as early as 1931, where Royal
Commission on labour stated that the benefits, which go under this nomenclature, are
great. Importance of the worker who is unable to secure by himself 20 yrs. Later, the
planning commission realized the importance of labour welfare, that in order to get best
out of worker in the matter of production, working conditions need to be improved a lot.
The working conditions should be such as to safeguard his health and to protect against
occupational hazards. Despite phenomenal rise in wages there is still lack of stabilized
work force. Labour Welfare is a flexible concept and part of social welfare, conceptually
& operationally.
Labour Welfare has tremendous potentialities for fostering good Industrial Relations in
India. Hence, we might use scientific procedure for Labour welfare and Organization and
labour force must be directed in right channels in our fast developing technological
machinery.

Principles of Labour Welfare

Labour Welfare is dependent on certain basic principle, which must be kept in mind and
properly followed to achieve a successful implementation of welfare programmes.

1) Principle of Adequacy of Wages

Labour Welfare measures cannot be a substitute for wages. Workers have a right to
adequate wages. But high wages rate alone cannot create a healthy atmosphere, for
bringing a sense of commitment on the part of workers a combination of social welfare;
emotional welfare and economic welfare together would achieve good results.

2) Principle of Social Responsibility of Industry

According To this principle, industry has an obligation or duty towards its employees to
look after their welfare.

3) Principle of Efficiency
It is based on the relationship between welfare and efficiency, though it is difficult
to measure the relationship. Whether one accepts the social responsibility for
implementing such labour welfare measure as would increase efficiency.

4) Principle of Re-Personalization
The development of the human personality is given here as the goal of industrial welfare
which acc. To this principle, should counter-act benefits effects of the industrial system.

5) Principle of Totality of Welfare

Employees at all levels must accept this total concept of labour welfare because without
this acceptance, labour welfare programmes will never really get-off the ground.

6) Principle of Co-ordination or Integration

A co-coordinated approach will promote a healthy development of the workers; in his
work, home and community.

7) Principle of Association or Democratic Values

This principle is based on the assumption that the worker is a mature and rational
individual. Industrial democracy is the driving force here workers also develop a sense
of pride when they are made to feel that labour welfare programmes are created by them
and for them.

8) Principle of Responsibility
When responsibility is shared by different groups (Employers, Employees and Trade
Unions), Labour welfare work becomes simple and lazier.

9) Principle of Accountability
This may also be called the principle of evaluation. Here, one responsible person gives an
assessment or evaluation of existing welfare services on a periodical basis to a higher
authority. This is very necessary, for them one can judge and analyze the success of
labour welfare programmes.

10)

Principle of Timeliness

The timeliness of any service helps in its success. To identify the labour problem and to
discover what kind of help is necessary to solve it and to provide the help is very
necessary in planning labour welfare programmes.

11)

Principle of Self-Help

Labour welfare must aim at helping workers to help themselves in the long run. This
helps them to become more responsible and more efficient.

Scope of Labour Welfare

Labour welfare has become essential 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 of the socio-economic condition and
problems which the industrial society has thrown up. Labour Welfare work is increasing
with changing opportunities and needs to meet varying situations. It is also increasing
with the growing knowledge and experience of techniques. An able l welfare officer
would. Therefore, includes in his welfare programme the activities that would be
conducive to the well being of the worker and his family.

CHAPTER 2
COMPANY PROFILE

LIBERTY AN INTRODUCTION
For a group, which started its operations in the pre-independence era, Liberty has truly
liberated itself from a conservative mould to face the challenges of the present
competitive scenario. Starting off as a small trading shop called Pal Boot House; the 52
years old group has today evolved into a leading shoe manufacturer in the country and
has starmen the export market, too. Though its core business is and will be, for a long
time-footwear, the group has also diversified into the manufacture of cigarette lighters.
The group has also invested in state of the art manufacturing facilities at Karnal,
Libertypuram, Gharaunda, Agra, Kanpur and Saharanpur. While Libertys main
manufacturing facility is located at the group headquarters in Karnal, the Delhi office is
concerned with the advertising and marketing of the various brands as well as the
diversification plans. The company manufactures a wide range of footwear with
PVC/leather soles, genuine leather and synthetic uppers, catering to men, women Liberty
Shoes Ltd. is the only Indian company that is among the top 5 manufacturers of leather
footwear in the world with a turnover exceeding U.S. $100 million and children.
With 50 years of excellence, today Liberty produces footwear for the entire family and is
a trusted name across the world. In the domestic market it is one of the most admired
footwear brands and holds the largest market share for leather footwear.
The company has been set up to manufacture and sell leather and non-leather shoes,
leather shoes upper and leather garments. Presently, the company is engaged in
manufacturing of leather and non-leather shoes.It had also set up a joint venture in Russia
to manufacture shoes in 1991 under the name M/s Liberty & Co. with Gorky Production
(shoes unit) Gorky city. Subsequently, the name of the joint venture was changed to
Liberty & Nino vide No.1/43/89-ep (01) dated 29.04.1991 of Ministry of commerce,
Govt. of India.
Entered into an agreement with one of the group firms . Liberty shoe Ltd. for using the
established brand name LIBERTY. As per the terms of this agreement the company can
use this trademark initially for a period of 5 years on a royalty payment of Rs.20 Lac
spread over even in Europe and other advance countries the show industry has only
growth of ancillary industries.

BACKGROUND OF THE COMPANY :

It was the 25th December of 1954 when India was nurturing its growth as a free country,
three dreamers in a small town in erstwhile Punjab thought of producing an Indian brand
of footwear to make a basic necessity available to their countrymen.
Mr. D P Gupta, Mr. P D Gupta and Mr. R K Bansal allowed their vision to cross every
barrier and brought cutting-edge technologies to their own country. They started shoe
business at karnal in 1944.after then they started manufacturing in 1946 with 4 pairs a
day. After a fantastic starting, they converted it in LIBERTY FOOTWEAR CO. In
1954.In 1964, the company set up semi mechanized manufacturing unit. Within a short
span of time, the name, Liberty became a synonym to quality footwear in the domestic
market and this encouraged the company to invest further for enhancing production
capacities and to cater to the demands of international markets.

THE PRESENT SENARIO:

The company is marketing its product nationally and internationally under brand liberty
and it is well-established in national and international market. The company has
appointed dealers distributor for marketing its products besides selling through the
existing dealer provide 20% to 30% discount on print rate. Now domestically company
has a integrated marketing network comprising of 150 distibutors, 5000 retailers and 100
exclusives showrooms. In fact, Windsor brand is most popular in both male and females.
not only this, the company has strong command in international business in the countries
like USA ,CANADA, ITALY, GERMANY,ENGLAND ,SINGAPORE, EUROPE, etc.

KEY FIGURES
Year 2004-05

Year 2005-06

Production per day

50,000 Pairs

75,000 Pairs

Capital investment in
business

Rs. 200 Crores

Rs. 300 Crores

Total Sales Turn

Over

Rs. 325 Crores

Rs. 400 Cr.

Rs. 275 Crores

Rs. 300 Cr.

Rs. 60 Crores

Rs. 100 Cr.

Domestic

Export

VISION OF THE COMPANY

To ensure that the method we use is the latest technology the world over. To follow the
highest standards of honest workmanship in whatever we make. To walk the extra mile to
ensure customer satisfaction worldwide. To remain a true cosmopolitan to the spirit. To
remain a great corporation to associate with, to work for. To know that

We are about people

MISSION OF THE COMPANY

Always one step ahead.

Enriching the lives of our customers globally by our commitment to the industry and in
making available products and services that truly match their desires in terms of style,
comfort and value.

QUALITY STATEMENT:
The success of the company depends on our ability to fulfill the expectations of people
and organizations. We continuously work at finding better methods and tools to improve
relations, quality and productivity.

LIBERTY SHOES LIMITED

AN INNER VIEW
LOCATION:
The site The company has entered into a lease agreement for 410 cannels and 17 marlas
(248500 sq.yards) of land on national highway no.1 main G.T. Road in Libertypuram,
Kutail, District Karnal is around 115 KM from Delhi on National Highway between
Chandigarh and Delhi. The site is 15 KM from Karnal and is well connected with major
cities and has all basis infrastructure facilities.

BUILDING:
It mainly consists of eight huge halls meant for manufacturing operation facility; raw
material ad finished goods storage, cutting sections, PVC Sole section, PU sole section,
Administrative Block etc. the design and finished of building is among the best.
The total area of the building is 170 lacks sq.feet (approx) and total cost of building is
around 550 lacks. The building is of RC framed structure.

MACHINERY:
Five (new technology) injection-moulding machines are being used by the company for
production purpose. All the machines are imported from Italy and Germany. Production
of shoes as well as quality of shoes has been increased and problems of pasting, sole
cracking have been reduced substantially by this technology. Recently one new
computerized machine has been purchased for cutting leather. It has also been imported
from Italy.

NATIONAL AND INTERNATIONAL AWARDS

Leather Export Promotion Merit Award (1975), till 1982.

Haryana Government Export award (1978-79).

International Asian Award, Jakarta (1982).

European Awards, Paris (1987).

National Award for best Export of leather Garments (1987-88).

International Award for Good Quality, Brussels, Belgium (1988).

Leather Export Award for Government of India (1991-92).

National Productivity Award from president (1997).

Council of Leather Export (CLE), Indias apex body of Leather products

exporters, during the International Leather fair held at Chennai, conferred is
highest award the DOYEN OF INDUSTRY upon Mr. P.D. Gupta on 5 th Feb.,
1998.

Worldwide Prestige Award (WPA)-2001.

CORPORATE GOALS

Liberty wants to make its products according to new fashion and according to
consumers demand.

Liberty wants to develop a spirit of cooperation between individuals & group

within the company.

Liberty wants to attain & maintain good relations between its union and
management.

Liberty will endeavor to keep highly qualified employees by appropriate training

and thus raise their morale & competence.

Liberty will try to practice management of highest standard of competence &

professionalism.

Liberty will strive to remain or become the technological as well as market leaders
in footwear industry and leather product industry.

Liberty wants to be known for the quality for its products & services.

Liberty wants To work as buying /selling agent with or without trademark for
finished products & to import the technical know -how of footwear & PVC tech.

Group data at a glance

Year of Establishment :
Employment :
Business investment :
Status of Business ;

Present Activities :

Annual turnover:
Brand Equity:

Infrastructure:

Export market :

1954
About 5000 employees
US $ 100 Million
Flagship company of the group, liberty
shoes Ltd., a public limited company
listed in all major stock exchanges of
India.
Second largest footwear manufacturer
in the country having fully integrated
plants to manufacture various kind of
footwear with annual production of
over 10 million pairs.
Over US $ 100 Million
Mother brand LIBERTY is ranked
among top 100 brands in the country.
other 10 successful national brands,
known for its respective segment of
footwear
Various plants spread over 200 acres of
land in & around Karnal& Gharaunda,
Haryana supported by strong marketing
network having
20 branch offices
2 overseas offices
300 distributors & dealers
350 liberty exclusive retail
stores
20 overseas showrooms
All over the world mainly with Europe
in
Germany
Austria
France
Spain
Hungary

Popular brands of the company

Force 10

Winsdor

Ricardo fortune

Senorita

Gliders

Geo sport

Coolers

Tip-top

Foot-fun

CHAPTER 3
RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

Research is an original contribution to the existing stock of knowledge making for its
advancement search of knowledge through objective & systematic method of finding
solution to the problem of research. Every project requires genuine research. Success of
any project & getting genuine results from that depends upon the research method used
by the research.

DEFINITION
A careful investigation or inquiry specially through search for new facts in any branch
of knowledge.
The faction that provide base to the research are :
Desire to face challenge in solving the unsolved problem.
Desire to get intellectual joy of doing some creative work.
Desire to be of service to the society.
Desire to get respectability.

Objectives of Research
To gain familiarity with a phenomenon or to achieve new insights into it.
To portray accurately the characteristics of a particular individual or a group.
To determine the frequency with which something occurs or with which it is
associated with something else.
To test hypothesis of a casual relationship between variables.

A. Objective of Labour Welfare

The aim or objectives of welfare activities is three field:
Humanitarian to enable workers to enjoy a future and riches life.
Economic to improve the efficiency of the workers.
Civic to develop among the workers a sense of responsibility and dignity and thus
make them worthy citizens of the nation.

In total, we can say that following could be the objectives of the labour welfare
activities:
To create and improve sound industrial relations.
To win over employees loyalty and increase their morale.
To combat trade unionism and socialists ideas.
To build up stable labour force, to reduce labour turnover and absenteeism.
To motivate the employees by identifying and satisfying their unsatisfied needs.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.

B. DATA COLLECTION
The task of data collection begins after a research problem is being defined and research
design chalked out.

Data types
a)

Primary Sources

b)

Secondary Sources

a) Primary Sources :
The primary data are those which are collects fresh and for the first time, and thus happen
to be original in character.

b) Secondary Sources :
The secondary data are those which have already been collected by someone and which
have already been passed through the statistical process.
Collection Of Data For Project
PRIMARY SOURCE

Personal Interviews, Questionnaires, Observation

SECONDARY SOURCE Books, Journals, Magazines, Newspaper, Reports, Internet.

In order to collect the information for the research study I used the questionnaire which
had both open-ended and close-ended questions. The questionnaire was filled by the
investigator herself because most of the workers were not able to go through the
questionnaire. The questions

were explained to them in Hindi and the replies were

sought. So filling-up of the questionnaire was followed with the brief interview with the
worker.Personal observations are also obtained by visiting work place, canteen, workmen
shelters and colony of workers.

C. Sampling Unit
The first step in developing any sample design is to clearly define the set of objectives
technically called universe to be studied. The universe of my study includes the corporate
houses whether big or small. These are the organization which are indulged in providing
welfare amenities to labour for their betterment thereby improving the lot of working
class & make a worker a good employee and a good citizen.

D. Sample Size
This refers to the organizations surveyed. Although large samples are more reliable but
due to shortage of time and money this organization has been selected.
Sample Size

50

Type Of Question

Close-ended & Open-ended

Instrument Used

Questionnaire, Personal Interviews

Area covered

Type Of Universe

Karnal
Finite

E. Sampling Technique
This refers to procedure by which the organizations have been chosen. This is :
Non-Random Sampling

Convenience Sampling
Judgment Sampling

C. LIMITATIONS
Every search work has limitation. During course of study, although every effort has been
made to make the study as precise and accurate as possible, but one cannot guarantee
100% accuracy and preciseness because of limitation one has to undergo during the
study. The Limitations Faced During The Study Were:
The size of the sample is very small due to shortage of time and resources.
Respondents may be biased in favour of management.
Due to pressure of management, respondents were reluctant in communicating.
Difficulty was faced in getting the responses to various questions because respondents
could not devote enough time to me.
Since this is an opinion survey, personal bias may have crept in, due to the respondents
tendency to rationalize their views.
Measures taken in respect to labour welfare were found at the introductory stage, so the
data collected reflects the introductory trend in regard to labour welfare activities.
Moreover a period of six weeks of training is too short to study the vast concept of
H.R.D.

CHAPTER 4
DATA ANALYSIS
AND
INTERPRETATION

Table No. 1
NUTRITION CONDITIONS IN FACTORY CANTEEN PREMISES
Nutrition Conditions

Yes

No

Existence of canteen

50

--

Facilities Provided

35

15

Canteen Committee

10

40

Service on duty

07

43

Moderate rates

45

05

Hygiene checking

12

38

The graphical representation and table reveals that all respondents i.e. 100% and
90% are happy with existence of canteen and moderate prices respectively but a of 86%
and 76% were not satisfied with service and hygiene checking due to non-availability of
committee.

No. of Respondents

Nutrition Conditions According to Workers

60
50
40

Yes
No

30
20
10
0
existenc of
canteen

facilities
provided

canteen
committee

service on
duty

moderate
rates

Nutrition Conditions

hygiene
checking

Table No. 2
SHELTERS AND REST FACILITIES
Level of Satisfaction

No. Of Respondents

Excellent

Satisfactory

42

Un-Satisfactory

Total

50

Respondents attitude towards Shelter & Rest Facilities depicts that upto 84% workers
surveyed are satisfied with the shelter and rest-room facilities whereas 6% are not
satisfied with these facilities.

Shelter & Rest Facilities

No. of Respondents

50
40
30
20
10
0

Excellent

Satisfactory

Unsatisfactory

Level of Satisfaction

No. of Workers

Table No. 3
DRINKING WATER FACILITY
Level of Satisfaction

No. of Respondents

Satisfied

48

Un-satisfied

02

Total

50

Graphical representation points out that 96% of the workers were satisfied and only 4%
were unsatisfied and felt that it was a distance from their place of duty. Some persons
wanted that there should be adequate number of glasses at an appropriate place.

Drinking Water Facility to Respondents

4%

Satisfied
Un-satisfied

96%

Table No. 4
STORING AND DRYING FACILITY
Level of Satisfaction

No. of Respondents

Excellent

25

Satisfactory

15

Unsatisfactory

10

Total

50

Here, most of the workers are more than satisfied (40) with the storing facilities while
nobody is found to be unsatisfied with these facilities.

Respondents's Attitude towards Storing & Drying

Facilities

20%

50%
30%

Excellent
Satisfactory
Unsatisfactory

Table No. 5
MEDICAL FACILITIES
Level of Satisfaction

No. of Respondents

Excellent

35

Satisfactory

13

Unsatisfactory

02

Total

50

The table shows that up to 70 % workers surveyed find the medical facilities are excellent
and only 4% are not satisfied.

Medical Facilities
4%
26%

70%
Excellent
Satisfactory
Unsatisfactory

Table No. 6
RECREATIONAL FACILITIES
Responses

Yes

No

Provision for workers Club

50

--

Facilities Provided

12

38

Maintenance on Facilities

10

40

Rest House Provision

05

45

Games and Sports Facilities

35

15

The respondents admire the availability of workers club but only few i.e. that is
24%,20%,10%workers were satisfied with these facilities such as maintenance and rest
house facility where as games & sports facilities were very much praised by 70%
workers.

Recreational Facilities
60

No. of Respondents

50
40
30
20
10
0
Provision for
Worker's Club

Facilities
Provided

Maintainence
on Facilities

Rest House
Provision

Responses

Yes

No

Gam es &
Sports
Facilities

Table No. 7
SANITARY CONDITIONS
Sanitary Conditions

No. of Respondents

Hygienic

12

Semi hygienic

32

Unhygienic

06

Total

50

Table and graph shows that according to 64% of the workers sanitary condition of the
canteen were semi hygienic and 24% felt that it was hygienic. 12% called it as un
hygienic.

Sanitary Conditions Acc. to Workers

12%

24%

Hygenic
Semi-Hygenic
Un-Hygenic

64%

Table No. 8
HOUSING FACILITIES
Level of Satisfaction

No. Of Respondents

Excellent

18

Satisfactory

25

Unsatisfactory

Total

50

The above table reveals that half of the respondents i.e. 50% are satisfied with housing
facilities, 36% says that they are excellent & 14% are not satisfied with these facilities .

Housing Facilities

14%
36%

50%

Excellent
Satisfactory
Unsatisfactory

Table No. 9
HEALTH CARE FACILITIES
Level Of Satisfaction

No. of Respondents

Excellent

40

Satisfactory

10

Unsatisfactory

Total

50

From among the 50 workers surveyed 40 says health care facilities are excellent
and 10 workers says that they are satisfied. No one was found unsatisfied.

Worker's Attitude Towards Health Care Facilities

No. of Respondents

50
40
30
20
10
0

Excellent

Satisfactory

Unsatisfactory

Level of Satisfaction

No. of Respondents

Table No. 10
SATISFACTION LEVEL WITH REGARD TO LABOUR WELFARE
MEASURES
Responses

No of Respondents

Inadequate Wages

25

Poor working Conditions

10

Lesser Opportunities

15

Total

50

Workers responses reveals that 50% workers were not satisfied with present management
because they were inadequately paid and lesser opportunities available to grow which
was the concern of 30% workers and 20% were not satisfied with working conditions.

Satisfaction Level With Regard to Labour

Welfare Measures
No. of Respondents

50
40

No. of
Respondents

30
20
10
0

Inadequate
Wages

Poor Working
Lesser
Conditions Opportunities

Responses

Table No. 11
RELATIONS BETWEEN RESPONDENTS AND EMPLOYER
Responses

No. Of Respondents

Co-operative

34

Un-co-operative

16

Total

50

The above table shows that according to the workers 68% workers relation between
worker and supervisor is co-operative and 32% workers according to relation between
worker and supervisor is un-co-operative.

Relation between Respondents & Employer

32%

68%

Co-operative
Un-co-operative

CONCLUSION
Welfare Activities, the project has been a valuable experience for me. What I
conclude is that labour welfare is an important tool for development of the employees.
Due care is taken that the workers are provided with basic welfare benefits of
leave & allowances, canteen, medical facility etc. and the workers feel quite motivated &
satisfied by the type of amenities provided to them. Labour Welfare is concerned with
activities that lead to:

Improved morale and loyalty of workers.

Improves the goodwill and public image of the enterprise.

Reduce the threat of Govt. intervention.

Improvement in material, intellectual and cultural conditions of workers life.

In the present scenario of liberalization, implementation of labour laws is the need of

the hour & for this various labour reforms have been enacted but there is an urgent for
the proper implementation of labour reforms in the contemporary context of Human
Resource Management.
Hence, it can be said that this had been a source of knowledge & experience and
gave me lot of exposure which is valuable for my bright future.

BIBLIOGRAPHY

1.

Personnel Management

Edwin P.Flippa

2.

Dynamics of Industrial

Dr. C.B. Mamoria &

Relations

Dr. Satish Mamoria

Personnel Management &

T.N. Chabra & B.P.Singh

3.

Industrial Relations

Website
www.liberty.com.