I - INTRODUCTION

1.1 ABOUT THE STUDY

EMPLOYEE WELFARE MEASURES CONCEPT
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, ecological, economic, and social welfare
includes both the social and economic contents.
IMPORTANCE
The industrial progress depends on a satisfied labor force, and the importance of
employee welfare measures. After the placement of the employees, they should be given proper
training and programmers to develop their efficiency so as to serve the organizations better.
Welfare facilities are designed to take care of the well being of the employees. They do not
generally result only in monetary benefit. These welfare measures are provided by government
Non Government agencies and the employers.
DEFINITIONS OF EMPLOYEE WELFARE
The Oxford Dictionary defines employee Welfare as Efforts to make life worth living for
workmen. The concept of Labor welfare us flexible elastic and differs widely with time
region, industry social values, customers degree of industrialization, the general socio
development of the people and the political ideologies prevailing at a particular moments.
The International Employee Organization defined Employee 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.
The Encyclopedia of Social Science defines Employee 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 custom of
the country and the conditions of the market.

AIMS OF EMPLOYEE WELFARE WORK

 Labor welfare work aims at providing, such service facilities and amenities which enable
the employees employed in industries / factories to perform their work in a healthy, congenial
surrounding conducive to good health and morale.
Employee welfare aspects can be considered into negative and positive aspects. IN the
negative side, employee welfare is concerned with counteracting the harmful effects of the large
scale industrialization on the personal, family and social life of the worker. In its positive side,
it deals with the provision of opportunities for the worker and his family for a socially and
personally good life.
Types of employee Welfare Services
Employee welfare services can be classified into two
a) Intra Mural
b) Extra Mural

INTRA - MURAL
Activities consists of such welfare schemes provided within the factories as medical
facilities, compensation for accidents, provision of crches and canteens, supply of drinking
water, washing and bathing facilities, provision of safety measures such as fencing and covering
of machines, good layout of the machinery and plant, sufficient lighting, first aid appliances, fire
extinguishers; activities relating to improving conditions of employment, recruitment, discipline
and provision of provident fund, pension and gratuity, and maternity benefits etc.

EXTRA MURAL
Activities cover the services and facilities provided outside the organization such as,
housing accommodation, indoor and outdoor recreation facilities, amusement and sports,
educational facilities for adults and children, provision for libraries and reading rooms.
WELFARE OF EMPLOYEE
The factories act contains provisions about welfare of employee, these are as follows;
 There shall be separate and adequately screened washing facilities for the use of male and female
employee.
There shall be suitable places provided for clothing not worn during working hours and for the
drying of wet clothing.
There shall be suitable arrangement for all employees to sit for taking rest if they are obliged to
work in a standing position.
There shall be provided the required number of first aid boxes or cupboards (at the rate of one for
every 200 employees) equipped with the prescribed contents readily available during the
working hours of the organization.
STATUTORY BENEFITS
Statutory benefits are contained as follows.
CLEANLINESS
Every organization shall keep by daily sweeping or washing the floors and work rooms
and by using disinfectant where necessary. Walls, doors, and windows shall be repainted or
revarnished at least once in every 5 years.
DISPOSAL OF WASTES AND EFFLUENTS
Effective arrangements shall be made for the disposal of wasted and or making them
innocuous.

VENTILATION
Effective arrangements shall be made for ventilation. So as to provide comfort to the
employee in there working environment
DRINKING WATER
There shall be effective arrangements for wholesome drinking water employees at
convenient points. If their number is more than 250 then the arrangement shall be make fir cool
drinking water during hot weather.
LATRINES AND URINALS
 There shall be sufficient number of latrines and urinals, clean, well ventilated,
conveniently situated and built according to prescribed standards separately for male and female
employees.
EMPLOYEE WELFARE
The Oxford dictionary defines employee Welfare as efforts to make life worth living for
workmen. These efforts have their origin either in some stature formed by the state of in some
local customer or in a collective agreement or ion the employers own initiative. An employer
may voluntarily initiate lab our welfare measures in his undertaking with the following
objectives.
To give expression to philanthropic and paternalistic feelings.
To win over employees loyalty and increase their morale.
To combat trade uniform and socialist ideas.
To build up stable lab our force, to reduce lab our turnover and absenteeism.
To develop efficiency and productivity among employees.
To save oneself from heavy taxes on public image.
To reduce the threat of further of government intervention.
To make recruitment more effective.
It is, however, difficult to precisely define the scope of lab our welfare efforts, Different
writers have defined it in different ways. Some writers say that only voluntarily efforts on the
part of employers to improve.

FEATURES OF EMPLOYEE WELFARE

1. Employee welfare includes various facilities services and amenities provided to employees for
improving their health, efficiency, economics betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available to
employees due to legal provisions and collective bargaining.
3. Lab our welfare measures are flexible and ever changing new welfare measures are added to
the existing ones form time to time.
4. Welfare measures may be introduced by the Employers, Government, and Employees or by any
Social or charitable agency.
5. The purpose of lab welfare is to bring about the development of the whole personality of the
worker to make him a good worker and a good citizen.
BENEFITS OF WELFARE SERVICES
1. Services like housing schemes, medical benefits and education and recreation facilities for the
workers familys help to create better good will. This will help them devote mind towards their
work to gain in terms of productivity and quality of work.
2. Welfare facilities provide better physical better physical and mental health to the employees.
3. Employees services serve to maintain some degree of peace with the employee union.
4. Employees secure the benefits of high efficiency, cordial industrial relations and low lab our
absenteeism and turnover.
5. Employee welfare measures rate lab our productivity and bring industrial peace and cordial lab
our absenteeism relation.
6. An employee is able to abstract talented works from the employee market by providing attractive
welfare facilities.
It is felt that if they are properly looked after they will be loyal to the company.
NON STATUTORY BENEFITS
Non statutory welfare has been perceived to bring allegiance to the organization that
has bestowed facilities to bring allegiance to the organization that has bestowed facilities to the
employees. The assumption generally has been that increased allegiance and loyally to the
organization will result in high productivity.
WELFARE AND AMENITIES WITHIN THE ESTABLISHMENT
1. Latrines and urinals
2. Washing facilities
3. Crches
4. Rest shelters and canteens
5. Arrangements for drinking water
6. Arrangements for prevention of fatigue
7. Health service including occupation safety
8. Administrative arrangements within a plant to look after welfare.
9. Health service including occupation safety
10. Administrative arrangements within a plant to look after welfare
 WELFARE OUTSIDE THE ESTABLISHMENT
1. Maternity benefits
2. Social insurance measures, including gratuity, pension, provident fund and rehabilitation
3. Benevolent funds
4. Medical facilities, including programmers for physical fitness and efficiency; family planning
and child welfare.
5. Education facilities including adult education
6. Housing facilities
7. Recreation facilities, including sport, cultural activities, library and reading room.
8. Holiday homes and leave travel facilities.
9. Employees co-operative, including consumers co-operative stores fair price shops and co-
operative shrift and credit societies.
10. Vocational training for dependants of employees;
11. Other programmers for the welfare of women, youth and children
12. transport to and from the place of work
WORKING CONDITION
DEFINITION
According to May Smith The modern concept of industrial healthy working
condition refers to the health is the outcome of the interaction between the individual and his
environment. The modern concept anticipates and recognizes potentially harmful situation and
applies engineering control measures before series of injury results.
According to Malhotra Sharma and Nachnatler sign (1997) The occupational health is
a collective term used to characterize all the various activities and disciplines devote to
maintaining and promoting the health, safety and productivity of wage earners. Occupational
health employees give priority to preventing those illnesses and accidents, which are directly
attributable to or associate with, the work performed.
WORKING CONDITION
The change in physical working environment brings about a temporary improvement in
morale leading to increase productivity. This is a response to change in general and should be
taken as a response to specific change hence manager has to be careful in generalizing from the
temporary increase in productivity.

SANITATION
Facilities for men and women like toilets, drinking water, rest room lockers, canteen
lockers canteen etc have bearing or employees health and productivity some of these factor have
been brought under statutory control and certain minimum facilities have to be provided for.
 FATIGUE
Fatigue or decreased capacity to work can come either due to physiological reasons or
environment / nature of work. It sometimes occurs owing to monotony to the work also fatigue
also occurs because of accumulation of wastes like carbon dioxide, lactic acid etc in blood.
Fatigue can generally be lessened by giving rest periods after certain hours of work.

SOCIAL SECURITY
International employee organization has defined the social security as That security that
society furnishes, through appropriate organizations, against certain risks to which its members
are exposed. These risks are ignorance, want, disease, squalor and unemployment. The man
requires freedom from these contingencies and the provisions against these risks can be labeled
as social security measures.
According to B.P. ADARKAR Social security is the security that society furnishes
through appropriate organization against certain risks to which its members are exposed. Social
security is that security which the society furnishes through appropri9ate organization against
certain risks or contingencies to its members to which are exposed.
Some of the social security measures introduced in the company are;
a) Compensation in case of industrial accidents and injury
b) Protection against illness
c) Maternity benefits to women employees.
d) Provident funds
e) Old age pension and gratuity
f) Health insurance
The connotation of the term Social Security varies from country to country with
different political ideologies. In socialist countries, the avowed goal is complete protection to
every citizen from the cradle to the grave. In other nations it is a measure of protection offered
to all needy citizens by means of schemes evolved by democratic process consistent with
resources of the state.
According to the social security convention adopted by the ILO in 1952, following are
the components of social security.
I. ESI
 II. PF
III. Gratuity
IV. Bonus
V. Casual Leaves
VI. Sickness / Medical leaves
VII. Family security schemes
VIII. Insurance schemes
IX. Accident Benefits
X. Unemployment benefit
XI. Maternity benefit
Social security schemes may be of two types:
a. Social Assistance, under which the state finances the entire cost of the facilities and benefits
provided. Here benefits are paid after testing the financial position of the beneficiary.
b. Social Insurance, under which the state organizes the facilities financed by contributions from
the both the employees and employers with or without a subsidy from the state. Here, benefits
are paid on the basis of the contribution record of the beneficiary without testing his means.

SCOPE OF THE STUDY

The study entitled A STUDY ON EMPLOYEE WELFARE MEASURE
PRACTICED IN HDFC STANDARD LIFE,COIMBATORE. The researcher
has given insight into various organization environment factors.
This study will also help the management to reduce the job related problems,
increase motivational activities and develop the employees in such a way that their
career goals are achieved. This is an opportunity for the employees to give their
feedback which aids the management will do some alteration in the future welfare
and other further facilities.
 The suggestions and recommendations are also given at the end of the
report. The result of the study helps the management to know about the
shortcoming in managing employees and that also encourage them to take action to
reduce their shortcomings.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES
To determine the awareness and level satisfaction of the employees towards
the welfare measures, working conditions and social security schemes provided by
the organization to the employees.
SECONDARY OBJECTIVES
To evaluate the level of employee satisfaction.
To find out the employee welfare measures adopted by the company.
To know the working environment of the employees.
To find out the awareness among the employees about the employee welfare
measures
 1. 5 LIMITATIONS OF THE STUDY
The study was purely based on the information given by the employees and there are chances for
gave wrong data.
The time period was not sufficient for the study
The sample size is 50, so the employees opinion may not reflect the exact scenario.
Employees are very busy in their work so they gave answers very much in the questionnaire
method.
Certain employees were biased in answering to the questions.
Some employed are illiterate and may not be able to fill up the questionnaire themselves.

2.1INDUSTRY PROFILE
INTRODUCTION ABOUT INDUSTRY
INSURANCE IN GLOBAL SCENARIO
Insurance has been an institution of human society for thousands of years, having been
practiced by Babylonian traders as long ago as the 2nd millennium BCE. Eventually it was given
legal mention in the Code of Hammurabi, and practiced by early Mediterranean sailing
merchants.

The story of insurance is probably as old as the story of mankind. The same instinct that
prompts modern businessmen today to secure themselves against loss and disaster existed in
primitive men also. They too sought to avert the evil consequences of fire and flood and loss of
life and were willing to make some sort of sacrifice in order to achieve security. Though the
concept of insurance is largely a development of the recent past, particularly after the industrial
era past few centuries yet its beginnings date back almost 6000 years.

The earliest type of life insurance was started by the Greeks and Romans. Contributions
were made by all surviving members for the burial cost of a member. In case of the death of a
member the cost of burial was made out of the contributed fund.

Life insurance came into its own in England in the late 1600s and become popular from
that time on. During this time period Lloyds of London was growing. Lloyds whose name came
from Lloyds Coffee House where insurance was transacted by ship owners with the backers who
met to put together insurance contracts and other shipping and merchant related business.

In the 17th century, the Tontine Annuity system was introduced where associations of
individuals were formed without any reference to age, and a fund was created by equal
contributions from each member. The sum collected was invested, and at the end of each year the
interest was divided among the survivors. The last remaining survivor received both the year's
interest and the entire amount of the principle.
The first insurance company in the United States started in 1735. This company was
started for the benefit of Presbyterian ministers families. But first organized life insurance
company was founded in 1759 in Philadelphia, in North America. Subsequently, over the past
three centuries, numerous life insurance companies sprung up, making life insurance a popular
tool for protection coupled with investment.

HISTRY OF LIFE INSURANCE IN INDIA

Life Insurance in its modern form came to India from England in the year 1818.
Oriental Life Insurance Company started by Europeans in Calcutta was the first life insurance
company on Indian Soil. All the insurance companies established during that period were
brought up with the purpose of looking after the needs of European community and Indian
natives were not being insured by these companies. However, later with the efforts of eminent
people like Babu Muttylal Seal, the foreign life insurance companies started insuring Indian
lives. But Indian lives were being treated as sub-standard lives and heavy extra premiums were
being charged on them. Bombay Mutual Life Assurance Society heralded the birth of first Indian
life insurance company in the year 1870, and covered Indian lives at normal rates. Starting as
Indian enterprise with highly patriotic motives, insurance companies came into existence to carry
the message of insurance and social security through insurance to various sectors of society.
Bharat Insurance Company (1896) was also one of such companies inspired by nationalism. The
Swadeshi movement of 1905-1907 gave rise to more insurance companies. The United India in
Madras, National Indian and National Insurance in Calcutta and the Co-operative Assurance at
Lahore were established in 1906. In 1907, Hindustan Co-operative Insurance Company took its
birth in one of the rooms of the Jorasanko, house of the great poet Rabindranath Tagore, in
Calcutta. The Indian Mercantile, General Assurance and Swadeshi Life (later Bombay Life) were
some of the companies established during the same period. Prior to 1912 India had no legislation
to regulate insurance business. In the year 1912, the Life Insurance Companies Act, and the
Provident Fund Act were passed. The Life Insurance Companies Act, 1912 made it necessary
that the premium rate tables and periodical valuations of companies should be certified by an
actuary. But the Act discriminated between foreign and Indian companies on many accounts,
putting the Indian companies at a disadvantage.
The first two decades of the twentieth century saw lot of growth in insurance business.
From 44 companies with total business-in-force as Rs.22.44 crore, it rose to 176 companies with
total business-in-force as Rs.298 crore in 1938. During the mushrooming of insurance companies
many financially unsound concerns were also floated which failed miserably. The Insurance Act
1938 was the first legislation governing not only life insurance but also non-life insurance to
provide strict state control over insurance business. The demand for nationalization of life
insurance industry was made repeatedly in the past but it gathered momentum in 1944 when a
bill to amend the Life Insurance Act 1938 was introduced in the Legislative Assembly. However,
it was much later on the 19th of January, 1956, that life insurance in India was nationalized.
About 154 Indian insurance companies, 16 non-Indian companies and 75 provident were
operating in India at the time of nationalization. Nationalization was accomplished in two stages;
initially the management of the companies was taken over by means of an Ordinance, and later,
the ownership too by means of a comprehensive bill. The Parliament of India passed the Life
Insurance Corporation Act on the 19th of June 1956, and the Life Insurance Corporation of India
was created on 1st September, 1956, with the objective of spreading life insurance much more
widely and in particular to the rural areas with a view to reach all insurable persons in the
country, providing them adequate financial cover at a reasonable cost.
INSURANCE COMPANIES IN INDIA
Insurance companies may be classified as, Life insurance companies, who sell life
insurance, annuities and pensions products. Non-life or general insurance companies, who sell
other types of insurance.
 In most countries, life and non-life insurers are subject to different regulations, tax and
accounting rules. The main reason for the distinction between the two types of company is that
life business is very long term in nature - coverage for life assurance or a pension can cover risks
over many decades. By contrast, non-life insurance cover usually covers shorter periods, such as
one year.

Companies may sell both life and non life insurance, in which case they are sometimes
known as composite insurance companies.

Insurance companies are also often classified as either mutual or stock companies. This is
more of a traditional distinction as true mutual companies are becoming rare. Mutual companies
are owned by the policyholders, while stockholders, (who may or may not own policies) own
stock insurance companies.

Reinsurance companies sell insurance cover to other insurance companies. This helps
insurance companies to spread their risks, and protects them from very large losses. The
reinsurance market is dominated by a few very large companies, with huge reserves.

MARKET SHARE (%)

MARKET SHARE IN
S.NO NAME OF THE COMPANY PERCENTAGE
1 LIC 82.3
2 ICICI 5.63
3 BIRLA SUNLIFE 2.56
4 BAJAJ 2.03
5 SBI LIFE 1.80
6 HDFC STANDERD 1.36
7 TATA AIG 1.29
8 MAX NEW YORK 0.90
9 AVIVA 0.79
10 OM KOTAK 0.51
11 ING VYSYA 0.37
12 RELIANCE 0.26
13 MET LIFE 0.21

CURRENT SCENARIO OF INDIAN INSURANCE INDUSTRY

India with about 200 million middle class household shows a huge untapped potential for
players in the insurance industry. Saturation of markets in many developed economies has made
 the Indian market even more attractive for global insurance majors. The insurance sector in India
has come to a position of very high potential and competitiveness in the market. Innovative
products and aggressive distribution have become the say of the day. Indians, have always seen
life insurance as a tax saving device, are now suddenly turning to the private sector that are
providing them new products and variety for their choice. Life insurance industry is waiting for a
big growth as many Indian and foreign companies are waiting in the line for the green signal to
start their operations. The Indian consumer should be ready now because the market is going to
give them an array of products, different in price, features and benefits. How the customer is
going to make his choice will determine the future of the industry.
2.2COMPANY PROFILE
HDFC STANDARD LIFE INSURANCE Co. Ltd
Established on 14th August 2000, HDFC Standard Life Insurance Co. Ltd. is a
joint venture between Housing Development Finance Corporation Limited (HDFC Limited) -
India's leading housing finance institution, and a Group Company of the Standard Life Plc, UK.
The Company is one of leading private insurance companies, offering a range of individual and
group insurance solutions, in India. Being a joint venture of top financial services groups, HDFC
Standard Life has adequate financial expertise to manage long-term investments safely and
resourcefully.

HDFC Standard Life Insurance offers a range of individual and group solutions,
which can be easily personalized to specific needs. Its group solutions have been planned to offer
complete flexibility, together with a low charging structure.
Our Vision & Values
Our Vision
'The most successful and admired life insurance company, which means that we are the most trusted
company, the easiest to deal with, offer the best value for money, and set the standards in the industry'.
'The most obvious choice for all'.
Our Values
Values that we observe while we work:
Integrity
Innovation
 Customer centric
People Care One for all and all for one
Team work
Joy and Simplicity
MISSION OF THE COMPANY IS,
1. Become one of the top 3 new Life Insurance Companies
2. Become a National Player - Dominant in North India.
3. Be the Brand of FIRST choice among all stakeholders
4. Become the employer of Choice.
5. Be the principal of Choice for Agents
KEY PLAYERS
Mr. Deepak S Parekh is the Chairman of the Company. He is also the Executive Chairman of
Housing Development Finance Corporation Limited (HDFC Limited). He joined HDFC Limited
in a senior management position in 1978. He was inducted as a whole-time director of HDFC
Limited in 1985 and was appointed as its Executive Chairman in 1993. He is the Chief Executive
Officer of HDFC Limited. Mr. Parekh is a Fellow of the Institute of Chartered Accountants
(England & Wales).

Mr. Deepak M Satwalekar is the Managing Director and CEO of the Company since
November, 2000. Prior to this, he was the Managing Director of HDFC Limited since 1993. Mr.
Satwalekar obtained a Bachelors Degree in Technology from the Indian Institute of Technology,
Bombay and a Masters Degree in Business Administration from The American University,
Washington DC.

GROUP COMPANIES

HDFC Bank: World Class Indian Bank- among the top private banks in India.
HDFC AMC: One of the top 3 AMCs in India- Preferred investment manager.
Intelenet Global: BPO services for international customers.
CIBIL: Credit Information Bureau India Limited.
HDFC Chubb: Upcoming Private companies in the field of General Insurance.
HDFC Mutual Fund
HDFC reality.com: Helps to search properties in all major cities in India
HDFC securities

STANDARD LIFE
Standard Life is Europes largest mutual life assurance company. Standard Life, which
has been in the life insurance business for the past 175 years is a modern company surviving
quite a few changes since selling its first policy in 1825. The company expanded in the 19th
century from kits original Edinburgh premises, opening offices in other towns and acquitting
other similar businesses.
Standard Life Currently has assets exceeding over 70 billion under its management and
has the distinction of being accorded AAA rating consequently for the six years by Standard
and Poor.
SNAPSHO

Founded in 1875, company supporting generation for last 179 years.

Currently over 5 million Policy holders benefiting from the services offered.

Europes largest mutual life insurer.

JOINT VENTURE

HDFC Standard Life Insurance Company Limited was one of the first companies to be
granted license by the IRDA to operate in life insurance sector. Reach of the JV player is highly
rated and been conferred with many awards. HDFC is rated AAA by both CRISIL and ICRA.
Similarly, Standard Life is rated AAA both by Moodys and Standard and Poors. These reflect
the efficiency with which HDFC and Standard Life manage their asset base of Rs. 15,000 Cr and
Rs. 600,000 Cr. respectively.

HDFC Standard Life Insurance Company Ltd was incorporated on 14th August 2000.
HDFC is the majority stakeholder in the insurance JV with 81.4% staple and Standard of as a
staple 18.6% Mr. Deepak Satwalekar is the MD and CEO of the venture.
HDFC Standard Life Insurance Company Ltd. Is one of Indias leading Private Life
Insurance Companies, which offers a range of individual and group insurance solutions. It is a
joint venture between Housing Development Finance Corporation Limited (HDFC Ltd.) Indias
leading housing finance institution and the Standard Life Assurance Company, a leading provider
of financial services from the United Kingdom. Both the promoters are will known for their
ethical dealings and financial strength and are thus committed to being a long-term player in the
life insurance industry- all important factors to consider when choosing your insurer.

PLANS THAT ARE OFFERED BY HDFC STANDARDS LIFE

INSURANCE
Protection Plans
A person can protect his family against the loss of his income or the burden of a loan in the event of
his unfortunate demise, disability or sickness. These plans offer valuable peace of mind at a small
price. Protection range includes our Term Assurance Plan & Loan Cover Term Assurance Plan.

Investment Plans
HDFC SLICs Single Premium Whole of Life plan is well suited to meet long term
investment needs. This provides attractive long term returns through regular bonuses.

Pension Plans
Pension Plans help to secure financial independence even after retirement. Pension range includes
Personal Pension Plan, Unit Linked Pension, Unit Linked Pension Plus.

Savings Plans
Savings Plans offer a flexible option to build savings for future needs such as buying a
dream home or fulfilling your childrens immediate and future needs.
Savings range includes Endowment Assurance Plan, Unit Linked Endowment, Unit
 Linked Endowment Plus, Unit Linked Endowment Plus II, Money Back,
Unit Linked Enhanced Life Protection II, Children's Plan, Unit Linked Young Star, Unit
Linked Young Star Plus, Unit Linked Young Star Plus II.

3.1RESEARCH METHODOLOGY

Research Design

Research design is the arrangement of activities for the collection and analysis of the
data in a manner that aims to combine relevance to the purpose with economy in procedure.

For this study the design used was descriptive. Descriptive design as the name itself
implies, is conducted to describe something. This study describes the factors that lead to the
performance appraisal system existing in HDFC SATNDARD LIFE. Here the descriptive
research was conducted to find out the information about the factor and to spot light the areas
that need the managements attention.

METHOD OF DATA COLLECTION

Source of Data
Both primary and secondary data were collected for this study.

Primary Data
The objective of the study has been accomplished with the help of primary data collected
from 100 workers.

The pre-decided number of samples has been selected based on the (Probability
Sampling) simple random sampling method. For the selection of samples from the personnel
department, from the list of 1000 workers by name, department, and nature of duty have been
collected and from this list 100 samples have been selected randomly for the present study.

The selected samples are met in person and the required data have been collected with the
help of a structured questionnaire.

Secondary Data
Secondary data was collected from the company records and websites.

SAMPLING DESIGN

Sampling Method

The entire group from which a sample is chosen is known as sampling unit. The research
data was collected from employees of HDFC SATNDARD LIFE.

Size of Population

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

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

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

STATISTICAL TOOLS AND TECHNIQUES

The collected data have been analyzed with the help of tools like simple percentage
method.
a) Simple Percentage Method

Simple percentage analysis refers to a ratio. With the help of absolute figures it will be
difficult to interpret any meaning from the collected data, but when percentages are found out
then it becomes easy to find the relative difference between two or more attributes.

b) Chi-Square

Chi-Square Test is an important test among the several test of significance. Chi-Square
symbolically written as 2 (pronounced as Ki Square).

Chi square test enables to explain whether or not two attributes are associated. Chi-
square is calculated as follows,

Oij = observed frequency of the cell in the ith row and jth column.

Eij = expected frequency of the cell in the ith row and jth column.

As a non parametric test it can be used to determine a categorical data. It is used to make
comparison between theoretical population and actual data.

Degree of freedom plays an important part in using the chi-square distribution and tests
are based on it. The degree of freedom is worked out as follows
d.f = (c-1) (r-1)
Where c means number of columns and r means number of rows.

.
 4.1. ANALYSIS AND INTERPRETATION
ANALYSIS
The term analysis refers to the computation of certain measures along with searching for
patterns or relationship that exist among data groups. After collection of data, the data has to be
processed and analyzed in accordance with the outline laid down for the purpose at the time of
developing the research plan.
INTERPRETATION
Interpretation refers to the task of drawing inferences from the collected facts after an
after an analytical and / or experimental study in fact; it is a search for broader meaning or
research findings. The tasks or interpretation has two major aspects they are.
1. The effort to establish continuity in research through linking the results of a given study with
those of another.
2. The establishment of some explanatory concepts interpretation is essential for the simple reason
that the usefulness and utility of research findings lie in Proper interpretation
 Table No: 1
AGE GROUP OF THE RESPONDENTS

Age No. of. Respondents Percentage

Less than 30 years 24 24

30-40 years 36 36

41-50 years 18 18

Above 50 years 22 22

Total 100 100

INTERPRETATION
The above the table shows that 36% of the respondents age is between 30-40 years 24%
of the respondents age is less than 30 years, 22% of the respondents age is above 50 years 18%
of the respondents age is between 41-50 years
It infers that majority i.e. 36% of the respondents age is between 30-40 years.
 Chart No: 1
AGE GROUP OF THE RESPONDENTS

Table No: 2
EDUCATIONAL QUALIFICATION

Education No. of. Respondents Percentage

SSLC 6 6

PLUS TWO 8 8
 UG 10 10

PG 76 76

Total 100 100

INTERPRETATION
The above the table shows that76% of the respondents educational qualification above

10th std. 10% of the respondents educational qualification is between the 8 th - 10th std,8% of the

respondents educational qualification between the 5th 8th std and 6% of the respondents

educational qualification is less than 5th std,

It infers that majority i.e., 76% of the respondents educational qualification is above the
10th std.

Chart No: 2
EDUCATIONAL QUALIFICATION
 Table No: 3
WORK EXPERIENCE OF THE RESPONDENTS

Experience No. of. Respondents Percentage

Less than 10 years 36 36

10-15 years 26 26

15-20 years 24 24

Above 20 years 14 14

Total 100 100

INTERPRETATION
 The above table shows that 36% of the respondents working experience is less than 10
years, 26% of the respondents working experience is between 10 -15 years, 24% of the
respondents working experience is between 15-20 years and 14% of the respondents working
experience is above 20 years.
It infers that majority 36% of the respondents working experience is less than 10 years.

Chart No: 3
WORK EXPERIENCE OF THE RESPONDENTS
 Table No: 4
MONTHLY SALARY OF THE RESPONDENTS

Monthly Salary No. of. Respondents Percentage

Less than Rs6000 14 14

Rs6000-Rs8000 18 18

Rs8001-Rs9000 10 10

Above Rs10000 58 58

Total 100 100

INTERPRETATION
The above table shows that 58% of the respondents monthly salary is above Rs10000.
18% of the respondents monthly salary is between the Rs6000-Rs80001,4% of the respondents
monthly salary is less than Rs6000, 18% of the respondents monthly salary is between the
Rs6000-Rs8000 and 10% of the respondents monthly salary is between the Rs8001-Rs9000
It infers that majority 58% of the respondents are monthly salary between above than
Rs10000.

Chart No: 4
MONTHLY SALARY OF THE RESPONDENTS
 Table No: 6
RESPONDENTS LEVEL OF SATISFACTION WITH DRINKING WATER
FACILITIES

Satisfaction level No. of. Respondents Percentage

Highly satisfied 56 56

Satisfied 32 32

Neutral 12 12

Dissatisfied 0 0
 Highly satisfied 0 0

Total 100 100

INTERPRETATION
The above table shows that 56% of the respondents are highly satisfied with drinking
water facilities, 32% of the respondents are satisfied with drinking Water facilities, 12% of the
respondents are having neutral opinion, none of the respondent are dissatisfied, none of the
respondents are highly dissatisfied.
The majority 56% of the respondents are highly satisfied with drinking water facilities

Chart No; 6
RESPONDENTS LEVEL OF SATISFACTION WITH DRINKING WATER
FACILITIES
 WELFARE FACILITIES
Table No: 7.1
RESPONDENTS LEVEL OF SATISFACTION WITH LAVATORY
FACILITIES
Satisfaction level No. of. Respondents Percentage

Highly satisfied 34 34

Satisfied 30 30

Neutral 22 22

Dissatisfied 8 8

Highly Dissatisfied 6 6

Total 100 100

INTERPRETATION
The above table shows that 34% of the respondents are highly satisfied with lavatory
facilities, 30% of the respondents are satisfied with lavatory facilities, 22% of the respondents
are having neutral opinion, 8% of the respondents are dissatisfied with lavatory facilities, 6% of
the respondents are highly dissatisfied with lavatory facilities.
The majority 34 % of the respondents are highly satisfied with lavatory facilities.

Chart No; 7.1

RESPONDENTS LEVEL OF SATISFACTION WITH LAVATORY
FACILITIES
 Table No: 7.2
RESPONDENTS LEVEL OF SATISFACTION WITH RESTROOM
FACILITIES

Satisfaction level No. of. Respondents Percentage

Highly satisfied 36 36

Satisfied 24 24

Neutral 26 26
 Dissatisfied 10 10

Highly Dissatisfied 4 4

Total 100 100

INTERPRETATION
The above table shows that 36% of the respondents are highly satisfied with restroom
facilities,, 26% of the respondents are having neutral opinion, 24 % of the respondents are
satisfied with restroom facilities 10 % of the respondents are dissatisfied with restroom
facilities, 4 % of the respondents are highly dissatisfied with restroom facilities .
The majority 36% of the respondents are highly satisfied with restroom facilities.

Chart No: 7.2

RESPONDENTS LEVEL OF SATISFACTION WITH RESTROOM
FACILITIES
 Table No: 7.3
RESPONDENTS LEVEL OF SATISFACTION WITH TRANSPORTATION
FACILITIES

Satisfaction level No. of. Respondents Percentage

Highly satisfied 34 34

Satisfied 46 46

Neutral 12 12

Dissatisfied 4 4

Highly Dissatisfied 4 4

Total 100 100

INTERPRETATION
The above table shows that 46% of the respondents are satisfied with transportation
facilities, 34% of the respondents are highly satisfied with transportation facilities, 12% of the
respondents are having neutral opinion, 4% of the respondents are dissatisfied with
transportation facilities, 4 % of the respondents are highly dissatisfied with transportation
facilities.
The majority i.e. 46 % of the respondents are satisfied with transportation facilities.

Chart No: 7.3

RESPONDENTS LEVEL OF SATISFACTION WITH TRANSPORTATION
FACILITIES
 Table No: 7.4
RESPONDENTS LEVEL OF SATISFACTION WITH HOUSING AND
EDUCATION LOAN FACILITIES

Satisfaction level No. of. Respondents Percentage

Highly satisfied 36 36

Satisfied 34 34

Neutral 16 16

Dissatisfied 10 10

Highly Dissatisfied 4 4
 Total 100 100

INTERPRETATION
The above table shows that 36% of the respondents are highly satisfied with housing and
loan facilities, 34% of the respondents are satisfied with housing and loan facilities, 16% of the
respondents are having neutral opinion, 10% of the respondents are dissatisfied with housing and
loan facilities, 4% of the respondents are highly dissatisfied with housing and loan facilities.
The majority 36 % of the respondents are highly satisfied with Housing and education
facilities.
Chart No: 7.4
RESPONDENTS LEVEL OF SATISFACTION WITH HOUSING AND
EDUCATION LOAN FACILITIES
 Table No: 7.5
RESPONDENTS LEVEL OF SATISFACTION WITH FINANCIAL HELP
AND LOAN FACILITIES
Satisfaction level No. of. Respondents Percentage

Highly satisfied 20 20

Satisfied 42 42

Neutral 22 22

Dissatisfied 10 10

Highly Dissatisfied 6 6

Total 100 100

INTERPRETATION
The above table shows that 42 % of the respondents are satisfied with financial help and
loan facilities, 22 % of the respondents are having neutral opinion, 20% of the respondents are
highly satisfied with financial help and loan facilities 10% of the respondents are dissatisfied
with financial help and loan facilities, 6% of the respondents are highly dissatisfied with
financial and help facilities
The majority 42 % of the respondents are satisfied with Financial and loan Facilities.

Chart No: 7.5

RESPONDENTS LEVEL OF SATISFACTION WITH FINANCIAL HELP
AND LOAN FACILITIES
 Table No: 7.6
RESPONDENTS LEVEL OF SATISFACTION WITH INSURANCE
FACILITIES
Satisfaction level No. of. Respondents Percentage

Highly satisfied 22 22

Satisfied 48 48

Neutral 18 18
 Dissatisfied 8 8

Highly Dissatisfied 4 4

Total 100 100

INTERPRETATION
The above table shows that 48% of the respondents are satisfied with insurance facilities
22% of the respondents are highly satisfied with insurance facilities, 18% of the respondents are
having neutral opinion, 8% of the respondents are dissatisfied with insurance facilities, and 4%
of the respondents are highly dissatisfied with insurance facilities.
The majority 44% of the respondents are satisfied with Insurance facilities

Chart No: 7.6

RESPONDENTS LEVEL OF SATISFACTION WITH INSURANCE
FACILITIES
 Table No: 8.1
RESPONDENTS LEVEL OF SATISFACTION WITH FLEXIBILITY OF
WORKING HOURS

Satisfaction level No. of. Respondents Percentage

Highly satisfied 20 20

Satisfied 28 28

Neutral 28 28

Dissatisfied 16 16

Highly Dissatisfied 8 8

Total 100 100

INTERPRETATION
The above table shows that 28% of the respondents are satisfied with flexibility of hours,
28% of the respondents are having neutral opinion, 20% of the respondents are highly satisfied
with flexibility of hours, 16 % of the respondents are dissatisfied with flexibility of hours and 8%
of the respondents are highly dissatisfied with flexibility of hours
The majority28 % of the respondents satisfied or neutral with flexibility of working
hours.

Chart No: 8.1

RESPONDENTS LEVEL OF SATISFACTION WITH FLEXIBILITY OF
WORKING HOURS
 Table No: 8.2
RESPONDENTS LEVEL OF SATISFACTION WITH ESI

Satisfaction level No. of. Respondents Percentage

Highly satisfied 24 24

Satisfied 38 38

Neutral 20 20

Dissatisfied 12 12
 Highly Dissatisfied 6 6

Total 100 100

INTERPRETATION
The above table shows that 38% of the respondents are satisfied with ESI, 24% of the
respondents are highly satisfied with ESI, 20% of the respondent are having neutral opinion,
12% of the respondents are dissatisfied with ESI, 6% of the respondents are highly dissatisfied
with ESI.
The majority 38% of the respondents are satisfied with ESI.

Chart No: 8.2

RESPONDENTS LEVEL OF SATISFACTION WITH ESI
 Table No: 8.3
RESPONDENTS LEVEL OF SATISFACTION WITH VENTILATION
FACILITIES

Satisfaction level No. of. Respondents Percentage

Highly satisfied 30 30

Satisfied 38 38

Neutral 22 22

Dissatisfied 6 6

Highly Dissatisfied 4 4

Total 100 100

INTERPRETATION
The above table shows that, 38 % of the respondents are satisfied with ventilation
facilities, 30% of the respondents are highly satisfied with ventilation facilities, 22% of the
respondents are having neutral opinion, 6% of the respondents are dissatisfied with ventilation
facilities, 4% of the respondents are highly dissatisfied with ventilation facilities.
The majority38 % of the respondents are satisfied with Ventilation facilities.

Chart No: 8.3

RESPONDENTS LEVEL OF SATISFACTION WITH VENTILATION
FACILITIES
 Table No: 8.4
RESPONDENTS LEVEL OF SATISFACTION WITH MEDICAL CAMP

Satisfaction level No. of. Respondents Percentage

Highly satisfied 28 28

Satisfied 52 52

Neutral 14 14

Dissatisfied 4 4
 Highly Dissatisfied 2 2

Total 100 100

INTERPRETATION
The above table shows that 52% of the respondents are satisfied with medical camp, 28%
of the respondents are highly satisfied with medical camp, 14% of the respondents are having
neutral opinion, 4% of the respondents are dissatisfied with medical camp, 2% of the respondents
are highly dissatisfied with medical camp
The majority 52% of the respondents are satisfied with medical camp.

Chart No: 8.4

RESPONDENTS LEVEL OF SATISFACTION WITH MEDICAL CAMP
 Table No: 8.5
RESPONDENTS LEVEL OF SATISFACTION WITH PLEASANT
CONTITION LEVEL IN WORKING PLACE
Satisfaction level No. of. Respondents Percentage

Highly satisfied 20 20

Satisfied 32 32

Neutral 28 28

Dissatisfied 14 14

Highly Dissatisfied 6 6

Total 100 100

INTERPRETATION
The above table shows that 32% of the respondents are satisfied with PLEASANT
CONTITION level in working place, 28% of the respondents are having neutral opinion, 20% of
the respondents are highly satisfied with PLEASANT CONTITION level in working place, 14%
of the respondents are dissatisfied with PLEASANT CONTITION level in working place, 6% of
the respondents are highly dissatisfied with PLEASANT CONTITION level in working place.
The majority 32% of the respondents are satisfied with PLEASANT CONTITION level in
working place.

Chart No: 8.5

RESPONDENTS LEVEL OF SATISFACTION WITH PLEASANT
CONTITION LEVEL IN WORKING PLACE
 Table No: 8.6
RESPONDENTS LEVEL OF SATISFACTION WITH CLEANLINESS

Satisfaction level No. of. Respondents Percentage

Highly satisfied 32 32

Satisfied 42 42

Neutral 18 18
 Dissatisfied 6 6

Highly Dissatisfied 2 2

Total 100 100

INTERPRETATION
The above table shows that 42% of the respondents are satisfied with cleanliness, 32% of
the respondents are highly satisfied cleanliness, 18% of the respondents are having neutral
opinion, 6% of the respondents are dissatisfied with cleanliness, 2% of the respondents are
highly dissatisfied with cleanliness.
The majority 42% of the respondents are satisfied with Cleanliness

Chart No: 8.6

RESPONDENTS LEVEL OF SATISFACTION WITH CLEANLINESS
 Table No: 9.1
RESPONDENTS LEVEL OF SATISFACTION WITH LOCATION OF THE
CANTEEN

Satisfaction level No. of. Respondents Percentage

Highly satisfied 22 22

Satisfied 38 38

Neutral 36 36

Dissatisfied 2 2

Highly Dissatisfied 2 2

Total 100 100

INTERPRETATION
The above table shows that 38% of the respondents are satisfied with location of the
canteen , 36% of the respondents are having neutral opinion , 22% of the respondents are highly
satisfied with location of the canteen, 2% of the respondents are dissatisfied, 2 % of the
respondents are highly dissatisfied with location of the canteen.
The majority 38% of the respondents are satisfied with Location of canteen.

Chart No 9.1
RESPONDENTS LEVEL OF SATISFACTION WITH LOCATION OF THE
CANTEEN
 Table No: 9.2
RESPONDENTS LEVEL OF SATISFACTION WITH FURNITURE
FACILITIES IN CANTEEN
Satisfaction level No. of. Respondents Percentage

Highly satisfied 30 30

Satisfied 38 38

Neutral 24 24

Dissatisfied 6 6
 Highly Dissatisfied 2 2

Total 100 100

INTERPRETATION
The above table shows that 38 % of the respondents are satisfied with furniture facilities
in canteen, 30% of the respondents are highly satisfied with furniture facilities in canteen, 24%
of the respondents are having neutral opinion, 6% of the respondents are dissatisfied with
furniture facilities in canteen, 2% of the respondents are highly dissatisfied with furniture
facilities in canteen.
The majority 38% of the respondents are satisfied with Furniture facilities in canteen.

Chart No: 9.2

RESPONDENTS LEVEL OF SATISFACTION WITH FURNITURE
FACILITIES IN CANTEEN
 Table No: 9.3
RESPONDENTS LEVEL OF SATISFACTION WITH HOSPITALITY IN
CANTEEN

Satisfaction level No. of. Respondents Percentage

Highly satisfied 22 22

Satisfied 42 42

Neutral 24 24

Dissatisfied 8 8

Highly Dissatisfied 4 4

Total 100 100

INTERPRETATION
The above table shows that 42% of the respondents are satisfied with hospitality in
canteen, 24% of the respondents are having neutral opinion, 22% of the respondents are highly
satisfied with hospitality in canteen, 8% of the respondents are dissatisfied with hospitality in
canteen, 4 % of the respondents are highly dissatisfied with hospitality in canteen.
The majority 42% of the respondents are satisfied with Hospitality in canteen.

Chart No: 9.3

RESPONDENTS LEVEL OF SATISFACTION WITH HOSPITALITY IN
CANTEEN
 Table No: 9.4
RESPONDENTS LEVEL OF SATISFACTION WITH TASTE AND
QUALITY OF FOOD IN CANTEEN
Satisfaction level No. of. Respondents Percentage

Highly satisfied 26 26

Satisfied 46 46

Neutral 18 18

Dissatisfied 6 6
 Highly Dissatisfied 4 4

Total 100 100

INTERPRETATION
The above table shows that 46% of the respondents are satisfied with taste and quality
food in canteen, 26% of the respondents are highly satisfied with taste and quality of food in
canteen, 18% of the respondents are having neutral opinion, 6% of the respondents are
dissatisfied with taste and quality food n canteen, 4% of the respondents are highly dissatisfied
with taste and quality of food in canteen.
The majority 46% of the respondents are satisfied with Taste and quality of food.

Chart No: 9.4

RESPONDENTS LEVEL OF SATISFACTION WITH TASTE AND
QUALITY OF FOOD IN CANTEEN
 Table No: 9.5
RESPONDENTS LEVEL OF SATISFACTION WITH CLEANLINESS IN
THE CANTEEN

Satisfaction level No. of. Respondents Percentage

Highly satisfied 24 24

Satisfied 42 42

Neutral 22 22

Dissatisfied 8 8

Highly Dissatisfied 4 4

Total 100 100

INTERPRETATION
The above table shows that 42% of the respondents are satisfied with cleanliness in the
canteen, 24% of the respondents are highly satisfied with cleanliness in the canteen, 22% of the
respondents are having neutral opinion, 8% of the respondents are dissatisfied with cleanliness in
the canteen, 4% of the respondents are highly dissatisfied with cleanliness in the canteen.
The majority 42% of the respondents are satisfied towards Cleanliness in the canteen.

Chart No: 9.5

RESPONDENTS LEVEL OF SATISFACTION WITH CLEANLINESS IN
THE CANTEEN
 MEDICAL FACILITIES
Table No: 10.1
RESPONDENTS LEVEL OF SATISFACTION WITH PERIODIC
MEDICAL EXAMINATION
Satisfaction level No. of. Respondents Percentage
Highly satisfied 26 26
Satisfied 40 40
Neutral 22 22
Dissatisfied 10 10
Highly Dissatisfied 2 2
Total 100 100
INTERPRETATION
The above table shows that 40% of the respondents are satisfied with periodic medical
examination, 26% of the respondents are highly satisfied with periodic medical examination,
22% of the respondent are having neutral opinion, 10% of the respondents are dissatisfied with
periodic medical examination, 2% of the respondents are highly dissatisfied with periodic
medical examination.
The majority 40% of the respondents are satisfied with Periodic medical examination

Chart No: 10.1

RESPONDENTS LEVEL OF SATISFACTION WITH PERIODIC
MEDICAL EXAMINATION
 Table No: 11.1
RESPONDENTS LEVEL OF SATISFACTION WITH OVERALL
WELFARE FACILITIES

Satisfaction level No. of. Respondents Percentage

Highly satisfied 24 24

Satisfied 46 46

Neutral 22 22

Dissatisfied 6 6

Highly Dissatisfied 2 2

Total 100 100

INTERPRETATION
The above table shows that 46 % of the respondents are satisfied with overall welfare
facilities, 24% of the respondents are highly satisfied with overall welfare facilities, 22% of the
respondents are having neutral opinion, 6% of the respondents are dissatisfied with overall
welfare facilities,, 2% of the respondents are highly dissatisfied with overall welfare facilities,.
The majority 46% of the respondents are satisfied with overall welfare facilities.

Chart No: 11.1

RESPONDENTS LEVEL OF SATISFACTION WITH OVERALL
WELFARE FACILITIES
 Table No: 11.2
RESPONDENTS LEVEL OF SATISFACTION WITH EMPLOYEES
BENEFITS

Satisfaction level No. of. Respondents Percentage

Highly satisfied 22 22

Satisfied 42 42

Neutral 24 24

Dissatisfied 8 8
 Highly satisfied 4 4

Total 100 100

INTERPRETATION
The above table shows that 42% of the respondents are satisfied with employee benefits,
24% of the respondents are having neutral opinion, 22% of the respondents are highly satisfied
with employee benefits, 8 % of the respondents are dissatisfied with employee benefits, 4% of
the respondents are highly dissatisfied with employee benefits.
The majority 42% of the respondents are satisfied with employee benefits.

Chart No: 11.2

RESPONDENTS LEVEL OF SATISFACTION WITH EMPLOYEE
BENEFITS
 CHI SQUARE

H0 : Null Hypothesis: There is no significant relationship between work experience and overall
welfare satisfaction

H1 : Alternative Hypothesis: There is a significant relationship between work experience and

overall welfare satisfaction

TABLES No.5.26: RELATIONSHIP BETWEEN WORK EXPERIENCE OF THE

RESPONDENTS AND OVERALL WELFARE SATISFACTION
WORK
EXPERIENCE
OVERALL
LESS
WELFARE ABOVE GRANTDTOTAL
THAN 10-15 15-20
FACILITIES 20
10 YEARS YEARS
SATISFACTION YEARS
YEAR
HIGHLY 24
5 5 6 8
SATISFIED
SATISFIED 15 14 12 5 46
NUTRAL 12 6 3 1 22
DISSATISFIED 2 1 3 0 6
HIGHLY 2
2 0 0 0
DISSATISFIED
COLUMN GRAND TOTAL
36 26 24 14
TOTAL 100

E (O-E)2 (O-E)2/E
0 Rtot * Ctot
OBSERVED
Grant Total (O-E)
5 8.04 -3.64 13.2496 2.6499
5 6.24 -1.24 1.5376 0.3075
6 5.75 0.24 0.0576 0.0096
8 3.36 4.64 -21.5296 2.6912
15 16.56 1.56 2.4336 0.16224
 14 11.96 2.04 4.1616 0.2972
12 11.04 0.96 0.9216 0.0768
5 6.44 -1.44 2.0736 0.41472
12 7.92 4.08 16.0464 1.3872
6 5.27 0.28 0.0784 0.0130
3 5.28 -2.28 5.1984 1.7328
1 3.08 -2.08 4.3264 4.3264
2 2.16 -0.16 0.0256 0.0128
1 1.56 -0.56 0.3136 0.3136
3 1.44 1.56 2.4336 0.8112
0 0.84 -0.84 0.7056 0
2 0.76 1.28 1.6384 0.8192
0 1.56 -1.56 2.4336 0
0 0.48 -0.48 0.2304 0
0 0.28 -0.28 0.7541 0

CALCULATED VALUE = 16.0253

Degree of Freedom = (c-1) (r 1)

= (5-1) (4-1)

=4x3

= 12

TABLE CHI-SQUARE VALUE = 21.03

INTERPRETATION
The result of the chi-square test reveals that the calculated chi-square value is less than
the table chi-square value at 5% level of significance and therefore, there is no significant
relationship between work experience and overall welfare satisfaction
 FINDINGS
It is found that majority 36% of the respondents age group is between 30-40 years
It is found 76% of the respondents have educational qualification above 10th std
It is inferred that 36% of the respondents have work experience of less than 10 years
58% of the respondents are getting the income level is above Rs 10,000.
It is found 56% of the respondents are satisfied with the water facilities.
It is found 34% of the respondents are highly satisfied with the lavatory facilities.
It is found 36% of the respondents are highly satisfied with the restroom facilities.
It is found 46% of the respondents are satisfied with the transportation facilities.
It is found 36% of the respondents are highly satisfied with the housing and education facilities.
It is found 42% of the respondents are satisfied with the financial help and loan facilities.
It is found 48% of the respondents are satisfied with the insurance facilities.
It is found 28% of the respondents are satisfied with the flexibility of working hours.
It is found 38% of the respondents are satisfied with the ESI.
It is found 38% of the respondents are satisfied with the ventilation facilities.
It is found 52% of the respondents are satisfied with the medical camp.
It is found 32% of the respondents are satisfied with the pleasant condition level in the working
place.
It is found 42% of the respondents are satisfied with the cleanliness conditions
It is found 38% of the respondents are satisfied with the location of canteen.
It is found 38% of the respondents are satisfied with the furniture facilities in canteen.
It is found 42% of the respondents are satisfied with the hospitality facilities in canteen.
It is found 46% of the respondents are satisfied with the taste and quality of food in canteen.
It is found 42% of the respondents are satisfied with the cleanliness in the canteen.
It is found 40% of the respondents are satisfied with the periodic medical examinations.
It is found 46% of the respondents are satisfied with the employees welfare facilities.
 SUGGESTIONS
Most of the employees are satisfied with the existing welfare schemes provided
by the company. The following recommendations will be helpful to the management to improve
the awareness as well as to improve the satisfaction level of employees.
1. The Management shall arrange more programmes to improve the employees awareness
about the welfare measures working conditions and social security schemes.
2.The Management can take necessary steps to provide job security to trainees. Also the
Management shall consider providing welfare measures to the trainees.
3. The Management shall consider providing uniforms to all employees. Hence the employees can
feel their belongingness towards the organization.
4. The company can improve the recreational facilities being offered to the employees.
5. The company can provide more extra mural welfare services.
6. The management shall conduct regular meetings and allow the employees to participate in it. It
will help to improve the employee employer relationship.
7. The company may arrange more transport facilities to the employees, particularly to those are
coming for night shifts.
8. A Co-operative society shall be provided for the employees so that they can purchase essential
goods at reasonable price.
9. The Management can provide better quality and variety of food in the canteen. Also, they shall
arrange filtered and chilled water.
10. Library facility should be provided to employees for improving their knowledge.
11. The company shall provide necessary lunch room and rest room facilities to all the employees.

CONCLUSION
The study entitled A STUDY ON EMPLOYEE WELFARE MEASURES

PRACTICED IN HDFC STANDARD LIFE,COIMBATORE Aims to find out the

employees awareness and satisfaction level with respect to the various welfare schemes, working
condition and social security schemes provided by the company.
 Though the company has started 10 years back the welfare measures, working
conditions and social security schemes, which are provided for employees are satisfactory. The
staff and employees need more friendly relationship with the management.
Suggestion and recommendations are also included in the project. It is concluded that
this project will be very much helpful to the management to impart better welfare measures,
working condition and social security schemes to the employees.

QUESTIONNAIRE

A STUDY ON LABOUR WELFARE MEASURE IN HDFC STANDARD

LIFE,COIMBATORE

PERSONAL DATA

Name (Optional) :

Age : Less than 30 years b) 30-40 years c) 40-50 years d) Above 50 years.

Gender : Male / Female

Educational Qualification: SSLC / Degree / Engineering / Others

Salary: < 10000 / 10000 - 15000 / > 15000

QUESTIONNAIRE RELATED TO EMPLOYEE WELFARE

1. How do you rate the drinking water facilities?

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

2. How do you rate the Lavatory facilities

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

3. How do you rate the Restroom facilities

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

4. How do you rate the Transportation facilities

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree
5. How do you rate the Housing and Education Facilities

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

6. How do you rate the Financial help and loan facilities provided by your organization.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

7. How do you rate the Insurance facilities

[ ] Strongly Agree [ ]Agree [ ] Rarely
[ ] Disagree [ ] Strongly Disagree

8. . How do you rate the flexibility of working hours

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

9. . How do you rate the ESI facilities in the organization

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

10. . How do you rate the Ventilation provided by the organization

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

11. . How do you rate the medical camp which provided by your organization

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

12. . How do you rate the pleasant condition provided by your organization

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

13. . How do you rate the Cleanliness infrastructure provided by the organization.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

14. . How do you rate the Location of the canteen.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

15. . How do you rate the Furniture facilities in canteen.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

16. . How do you rate the Hospitality facilities in the canteen.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

17. . How do you rate the Taste and quality of food in the canteen.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

18. . How do you rate the Cleanliness in the Canteen

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

19. . How do you rate the Periodic medical examination provided by the organization.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

20. . How do you rate the Employees welfare facilities provided by your organization.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

21. . How do you rate the Employee benefits which provided by your organization.

[ ] Strongly Agree [ ]Agree [ ] Rarely

[ ] Disagree [ ] Strongly Disagree

22.I have a suggestion that.

 REFERENCE
BOOKS REFFERED
C.R. KOTHARI - Research Methodology
International (P) Ltd Publishers,Second Revised Edition, 2004.
C. B. MAMORIA Dynamics of Industrial Relations Publishing
SATISH MEMORIA,
S.V. GANKAR House, 12th Edition 2001

.
V. S. P. RAO - Human Resource Management
Excel Printers, News Delhi, and Second edition.
A. M. SHARMA - Aspect of Employee Welfare and SocialSecurity

P. C. TRIPATHI - Personnel Management,

Sultan Chand and Industrial Relation ^& Sons.

JOURNALS
1. HRM Reviews

WEBSITES
1. www.wikipedia.com
2. www.hdfc.com