1

RESEARCH PROJECT REPORT

ON

“Competency Mapping in
Telecommunication Organisation”
Submitted for the partial fulfillment towards the award

of the degree in
MASTER OF BUSINESS ADMINISTRATION
Of
MIET, Meerut
Session - 2014-2016

Submitted By: Under the Guidance of:

SHEETAL Ms. SHIPRA SHRIVASTAVA
Roll Number:1406870095
MBA- IVth Sem

MEERUT INSTITUTE OF
ENGINEERING AND TECHNOLOGY
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DECLARATION

I SHEETAL Student of MBA- IV Sem hereby declares that the project titled

“Competency Mapping in Telecommunication Organisation” is my own work and

efforts which is completed under the supervision of Ms. Shipra Srivastava , Faculty

of Management, MIET, Meerut.

The project report has been submitted to Dr. APJ Abdul Kalam Technical

University, Lucknow for the purpose of the compliance of any requirement of any

examination or any degree earlier.

SHEETAL

M.B.A. VI SEM

Roll No. - 1406870095

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TABLE OF CONTENT

LIST OF TABLES
LIST OF CHARTS

PAGE
CHAPTER TITLE
NO.

1 INTRODUCTION 1
2 REVIEW OF LITERATURE 8
3 OBJECTIVES OF THE STUDY 16
4 RESEARCH METHODOLOGY 17
5 DATA ANALYSIS AND INTERPRETATION 21
FINDINGS, SUGGESTIONS AND
6 RECOMMENDATIONS OF THE STUDY 42

7 CONCLUSION 44
LIMITATION OF THE STUDY AND SCOPE
8 FOR FURTHER STUDY 45

ANNEXURES

1. QUESTIONNAIRE
2. BIBLIOGRAPHY
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ACKNOWLEDGEMENT

With the divine blessing of god, I take immense pleasure in stating the

acknowledgement for this project. I express my deep gratitude to Ms. Shipra Srivastava ,

Faculty of Management, MIET, Meerut..

My special thanks to our college Mr. Shipra Srivastava for extending me morel

support during the course of this work.

I thank my external guide Mr. LUCAS, Advocate cum Personal Manager of

Hidesign, Puducherry for giving me this opportunity to do this project work in their

organization and for guiding me throughout the project duration

I wish to thank all other faculty members of the department for their co-operation

and encouragement throughout my project work.

I am also thankful to the all employee of Hidesign, Puducherry for providing me the

details about the company for the completion of the project.

Last but not least I thank my parents and friends who were very supportive to me

during this project.

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ABSTRACT

The welfare measure is “An effort to make life worth living for workmen”. It
motivates employee to a great extent which leads to organizational growth. It is a major
factor which affects the employee morale.

The study on effect of welfare measure on employee morale in HIDESIGN,

Puducherry was done to evaluate the level of satisfaction of employees about welfare
measures and its effect on employee morale.

The main objective of the study is to measure the effect of welfare measure on
morale, level of satisfaction of employees regarding working condition and general attitude
of employee towards the organization.

Certain welfare measures provided by the company like medical facility, credit
facility, canteen facility, infrastructure facility, and certain factors of morale like
motivation. Job satisfaction interrelationships are considered in this study. This was a
descriptive research study. Nearly 50 samples were collected using simple random
sampling method. A questionnaire of 23 questions was prepared and data were collected
from the employees of Hidesign. Appropriate statistical tools were used to analyze the
data.

From the study it is inferred that most of the employees were satisfied with the
welfare measures provided by the company. The employee morale was found to be good in
the company. The effect of welfare measure on employee morale was about 25%.
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LIST OF TABLES

TABLE PAGE
TITLE
NO. NO.
5.1 EXPERIENCE OF RESPONDENT 21
5.2 LEVEL OF SATISFACTION OF SAFETY MEASURES 22
5.3 LEVEL OF SATISFACTION OF MEDICAL FACILITY 23
LEVEL OF SATISFACTION OF WORKING
5.4 ENVIRONMENT 24
LEVEL OF SATISFACTION OF RELATIONSHIP
5.5 BETWEEN SUPERVISOR AND WORKER 25
LEVEL OF SATISFACTION OF RELATIONSHIP
5.6 BETWEEN WORKERS 26
5.7 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE 27
5.8 LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES 28
STATUS OF GRIEVANCE HANDLING IN THE
5.9 COMPANY 29
5.10 WORK SATISFACTION LEVEL OF THE EMPLOYEE 30
SATISFACTION OF EMPLOYEES ABOUT WELFARE
5.11 MEASURES 31
ANALYSIS OF OPINION OF RESPONDENTS
REGARDING COMMUNICATION IN WORK PLACE
AND WORK SATISFACTION
5.12.1 (USING CHI-SQUARE) –OBSERVED COUNT TABLE 32
5.12.2 EXPECTED COUNT TABLE 32
5.12.3 CHI- SQUARE TABLE 32
ANALYSIS OF OPINION OF RESPONDENTS
REGARDING WELFARE SATISFACTION AND WORK
SATISFACTION (USING CHI-SQUARE) - OBSERVED
5.13.1 COUNT TABLE 34
5.13.2 EXPECTED COUNT TABLE 34
5.13.3 CHI- SQUARE TABLE 34
ANALYSIS OF OPINION OF RESPONDENTS
REGARDING EXPERIENCE OF RESPONDENT AND
WORK SATISFACTION (USING CHI-SQUARE) -
5.14.1 OBSERVED COUNT TABLE 35
5.14.2 EXPECTED COUNT TABLE 35
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LIST OF TABLES

PAGE
TABLE TITLE
NO.
NO.

5.14.3 CHI- SQUARE TABLE 36

ANALYSIS OF OPINION OF RESPONDENTS
REGARDING MOTIVATION GIVEN TO EMPLOYEE
5.15.1 AND WORK SATISFACTION (USING CORRELATION) 37

5.15.2 CORRELATION TABLE 37

ANALYSIS OF RANKING GIVEN BY RESPONDENTS
REGARDING SATISFACTION OF WELFARE
MEASURES (USING WEIGHTED AVERAGE
5.16.1 METHOD) 39

5.16.2 WEIGHTED AVERAGE TABLE 39

ANALYSIS OF OPINION GIVEN BY RESPONDENTS
REGARDING SATISFACTION OF WELFARE
MEASURES AND EMPLOYEE MORALE (USING
5.17.1 REGRESSION METHOD) 40

5.17.2 REGRESSION TABLE 40

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LIST OF CHARTS

PAGE
CHART TITLE
NO.
NO.

5.1 EXPERIENCE OF RESPONDENT 21

5.2 LEVEL OF SATISFACTION OF SAFETY MEASURES 22

5.3 LEVEL OF SATISFACTION OF MEDICAL FACILITY 23

LEVEL OF SATISFACTION OF WORKING
5.4 ENVIRONMENT 24
LEVEL OF SATISFACTION OF RELATIONSHIP
5.5 BETWEEN SUPERVISOR AND WORKER 25
LEVEL OF SATISFACTION OF RELATIONSHIP
5.6 BETWEEN WORKERS 26

5.7 LEVEL OF MOTIVATION GIVEN TO EMPLOYEE 27

5.8 LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES 28

5.9 STATUS OF GRIEVANCE HANDLING IN THE COMPANY 29

5.10 WORK SATISFACTION LEVELOF THE EMPLOYEE 30

SATISFACTION OF EMPLOYEES ABOUT WELFARE
5.11 MEASURES 31
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CHAPTER-1
INTRODUCTION

1.1 COMPANY PROFILE

HIDESIGN is one of the leading brands in the leather industry and the first
company, which has gained international recognition due to the excellent quality and
customer service. Among the many leather brands in India. HIDESIGN is the only
renowned brand with no at par competitor in the domestic market.

About 200 people working under four roofs with tremendous recall and equity,
built patiently over years. HIDESIGN is a brand with a humble beginning in Puducherry
in 1978.

In the year 1990 it moved into its first factory. After having created boutiques
in fashion hotspots such as San Francisco, New York, London. HIDESIGN exclusive
store are present in Caramel, California in United States, Dubai, Moscow. HIDESIGN
sells leather bags and garments under its own name in Australia, Greece, India, New
Zealand, Scandinavia, Slovakia, South Africa.

HIDESIGN works closely with some of the best-known leather and fashion
companies in the world to produce under their brand names likely as Armani, Marlboro,
Rock’n’Blue, Mauritius, Replay, Chevignon, and Redskin. In India HIDESIGN outlets
retail stores like shoppers stop, Lifestyle, Westside, Landmarks, Taj Khazona Boutiques,
etc.,

The employee’s strength increase from 200 to over 1500. “Being different” is
today reflects in “HIDESIGN” products and by its highly motivated employee. To offer
the finest quality by using natural materials and traditional skilled craftsmanship at an
affordable price. HIDESIGN offers classic and casual fashion through premium stores all
over the world.

Real leather, crafted the forgotten way. To discover the first leather, we went
back to traditions that are century’s old-vegetables tanning in pits and wooden drums. A
tradition that had been discarded by other tanneries as too consuming (the vegetables
tanning for a bag takes 40 days whereas chrome tanning, takes a week) but brings to the
leather a rich beautiful patina that gets better with use.
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Chrome tanning has given leather tanneries the reputation of being one of the
worst pollutes. Areas around tanneries have turned to waste lands and the underground
water has become too poisoned to drink or use for agricultural purposes.

A vegetable tanning on the other hand has for centuries to enlisted with thriving
agriculture and densely populated communities. In fact, history has proved that vegetable
tanning is beautiful, safe and economic.

Hidesign takes special care to avoid the excessive use of pigments, binders or
lacquers that make the leather virtually indistinguishable from synthetic material our oil
tanned ranch leather, for example, is very lightly dyed and then covered only with natural
oils.

Making Hidesign bags and garments requires special skills. Since products are
‘Constructed’ not first stitched. Six workers carefully put together the bag with glue
before it is stitched. Critical and lab our steps, which even the Italian masters, gave up as
too much trouble, are then gone through. Steps such as double stitching all gussets,
folding or binding all edges to prevent wear and tear and to strange then the bag, to small
details such as knotting and matting down stitching ends.

The successful upwardly mobile young at heart with a strong of independence. The
Hidesign is likely to be:

 Between 20 and 50 years.

 Belongs to a high income household.

 Travels frequently (often board).

 Buys quality products that have lasting value.

 Looks casually fashionable but never gaudy.

 Has a strong commitment to nature and ecology.

1.1.1 Corporate Goal

Hidesign’s goal is to become a leading leather label for bags and garments
designed for work travel and causal wear and to offer the finest quality using traditional
skilled craftsmanship.
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1.1.2 Corporate Objective

Hidesign products are designed by core design professionals and are being
offered twice a year seasonally. This is further reinforced by the recent introduction of an
internationally removed fashion consultant repute who conceives the designs of the
exclusive boutiques.

1.1.3 Product lines

All HIDESIGN products lines reflect the Hidesign concept and when displayed
together in Hidesign shop or corners, create a harmonious image that reflects the
sophisticated lifestyles of the customers. Hidesign’s product range includes a wide variety
of bags, garments, personal, Accessories, Belts, and small items as well as an exclusive
collection desktop stationery items.

1.1.3.1 Bags

a. Classics: The core classic range is made from vegetable tanned leather in tan, dark
brown, burgundy and black this intensive range has great strength in briefcases and
travel bags, with additional and naivety of ladies hand bags, backpacks, tote bags.

b. Casuals: An extensive range made from heavy oil tanned pull-ups in tan, brown
and black. Its silky but natural feel makes the leather ideal for business bags,
computer bags, rucksacks, sling bags. Cavity cases as Hidesign as beautiful
designers, animalistic, stylish business bags.

c. Fabric & Leather: A range of canvas bags trimmed with heavy belting leather is
ideal casual wear.

1.1.3.2 Leather garments

Hidesign’s line encompasses heavy-duty natural leather garments ideal for winter
usage. The wide range of garments in several leather reflects a continuous adaptation to the
latest fashion tendencies. HIDESIGN offers several heavy natural leathers ideal for winter;
while suede’s and calf napes are ideal fro spring. The vegetable tanned country and oil
tanned ranch leathers are especially popular. Hidesign leather jackets are smart, casual,
sophisticated and up market.
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1.3.1.3 Small leather items & stationary

An extensive range of small leather goods in ranch and classic leathers, packed in
brown colored HIDESIGN boxes. The bulk of this range is comprised of fined desktop
accessories like organizers, folders, Diaries, Address books, Note books, Computer mouse
pads, and conference folders.

1.3.1.4 Belts

Hidesign offers a wide range of casual made heavy oil tanned leather with brass
buckles in a natural brass or pewter finish which in turn are cast and hand polished in
house.

1.3.1.5 Personal accessories

Men’s Wallet, Coat Wallets, Passport folder Mobile phone cases, sunglasses, Pen
cases, visiting card cases and key Wallets form part of this exclusive range. Ladies Wallets,
coin cases, Cosmetic cases, key rings, key fobs and a host of other items.

1.1.4 Hidesign boutiques in India

In India there are nearly 22 Hidesign boutiques. Particularly in Chennai five

boutiques, in Bangalore three, in goa one, in Hyderabad one, in Mumbai three, in New
Delhi three, in Pune one, in Calcutta one, in Puducherry four.

1.1.5 Production centers

The entire production of Hidesign takes place in Puducherry. While the main
factory is located at villinur, Akela is located at kalapet and Janiseas and Salsa at
Thavalakuppam.

1.1.6 Production Process

Hidesign follows traditional methods of manufacturing and tanning, using

processes that have long since disappeared from the Modern Leather Industry. The leather
is full grain cowhide, vegetable tanned and hand dyed. The different absorption properties
of each hide allow for a natural variation of color. The art of tanning Hidesign leather is by
the time honored traditional method of soaking the hides for forty days in extracts of bark
and seeds collected from the forests of Africa and India.
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Only after these vegetable extracts have been fully absorbed are vegetable oils
applied to make the hide supple. Each hide is hand rubbed with aniline dyes, leaving the
grain visible, enhancing the strength and beauty gained from the vegetable tanning process
and giving their product a strong natural look, as subtle and pleasing as stained oak.

Making Hidesign bags and garments requires special skills. Their products are
‘constructed’ _ not just stitched. Six workers carefully put together the bag with glue
before it is stitched. Critical and Labour intensive steps, which even the Italian masters
gave up as too much trouble, are then gone through. Steps such as double stitching all
gussets, folding or binding all edges to prevent wear and tear and to give strength to the
bag, to small details such as knotting and matting down all stitching ends are followed with
dedication.

The trims and accessories like the buckles and rivets which embellish the products
further, are of the finest brass, each individually sand cast and lovingly hand polished. The
use of solid brass fittings is a fine tradition that goes back to the old European style of
saddle making. Since the organization was not able to locate or develop the right king of
suppliers who shared the same passion and quality.

Hidesign decided to start up a buckle factory, which individually casts the buckles
by a molding material (River Sand) which provides a world class finish by hand polishing.
The process goes through the same eight stages that were used by the old master craftsmen
to create bronze sculptures.

1.1.7 Personnel Department

The personnel department process begins with the procurement of personnel. Job
analysis and manpower planning are the two fundamental building blocks of this system.
The process of a personnel department is that it plans policies, procedures, organizational
structure, communication, reward, decision making process and company’s environment
and legal obligation.
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1.1.7.1 HR Policy of the Organization

 Attendance details for period ranging from the 27th of the previous month to 26th of
the next month have to be couriered to the HR executive, Hidesign by the 27th of
the month.
 The boutique staffs are eligible to take 15 days paid leave after the probation
period.
 A boutique employee who wants to avail leave should fill the leave application
form and have it approved by the boutique manager of marketing manager.
 In the case of leave availed due to sickness, the person is expected to attach a
doctor certificate covering period of absence. Failing this leave availed would be
taken as leave without pay.
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1.2 INTRODUCTION TO THE STUDY

The study was conducted in HIDESIGN in othiampet, puducherry to

find the effect of welfare measures on employee morale.

The study intends to see the satisfaction level of the employee on the
facilities provided by the company and how these welfare measures boost the employee
morale.

The study on effect of welfare measure on employee morale gives the

management an indication of the level of satisfaction among the employees regarding the
general working condition and the other facilities provided by the organization. This helps
the management to know the general morale of the employees.
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CHAPTER -2

REVIEW OF LITERATURE

Human Resource Management is the process of procuring, developing,

maintaining, and controlling human resources for effective achievement of organizational
goals. This project is focused on employee welfare measure and employee morale.

2.1 EMPLOYEE WELFARE – DEFINITION

Employee welfare means “the effort to make life worth living for workmen”.
When all basic facilities are provided and employees obtain satisfaction then the
productivity can be increased and development of the organization will be possible

CONDITIONS OF WORK ENVIRONMENT

1) Working conditions
 Temperature
 Ventilation
 Lighting
 Dust
 Smoke
 Fumes and gases
 Noise
 Humidity
 Posture – simple
 Hazard and safety complex devices

2) Factory Sanitation and Cleanliness:

 Provision of urinals in factories
 Provision of spittoons
 Provision for the disposal of waste and rubbish
 Provision for water disposal (drainage)
 Provision of proper bathing and washing facilities
 Cleanliness, white- washing and repair of buildings and workshops
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 Care and maintenance of open spaces, gardens, roads, etc

3) Welfare Amenities
 Provision and care of drinking water
 Canteen services
 Lunch
 Rest room
 Crèches
 Cloak rooms
 Other amenities

2.1.1 EMPLOYEES’ HEALTH SERVICES

1) Factory health services

 Medical examination of employees
 Factory dispensary and clinic treatment
 First aid and ambulance room
 Treatment of accidents and
 Health education and research

2) Recreation
 Playgrounds for physical recreation (athletics, games, gymnastics, etc)
 Social and cultural recreation (music, singing, dancing, drama, etc)

3) Workers education
 Education to improve skills and earning capacity
 Literacy
 Library, audio visual education, lecture programmes and
 Workers educational scheme and its working

4) Economic Services
 Employees’ co-operative societies
 Grain shops and fair price shops and
 Housing co-operatives

5) Housing for employees and community services

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6) Study of the working of welfare Acts

 Factories Act
 Employees state insurance act
 Minimum wages act

7) Social Work in industrial Setting

 Family Planning
 Employee counseling

2.1.2 EMPLOYEE SERVICES AND BENEFITS

These are concerned with the process of sustaining and maintaining the work
force in an organization. They include
1) Safety provision inside the workshop
2) Employee counseling
3) The medical services
4) The recreational and other welfare facilities
5) Fringe benefits and supplementary items

2.1.3 EMPLOYEE MORALE - DEFINITION

According to Yoder “morale is a feeling, somewhat related to esprit de corps,

enthusiasm or zeal.Fippo has described morale “As a mental condition or attitude of
individuals and groups which determines their willingness to co-operate. Good morale is
evidenced by employee enthusiasm, voluntary conformance with regulations and orders,
and a willingness to co-operate with others in the accomplishment of an organization’s
objectives.

2.1.4 FACTORS AFFECTING MORALE

According to McFarland, the important factors which have a bearing on morale are

 The attitude of the executives and managers towards their subordinates.

 working conditions, including pay, hours of work, and safety rules
 effective leadership and an intelligent distribution of authority and responsibility in
the organization
 the design of the organization’s structure which facilities the flow of work and
 The size of the organization.
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2.1.5 CRITERIA THAT DETERMINES MORALE

Several criteria seem important in the determination of levels of workers

morale, such as
 The organization itself
 The nature of the work
 The level of satisfaction
 The supervision received
 The perception of the self
 Workers perception of the past awards and future opportunities for rewards
 The employees age
 The employee’s educational level and occupational level.

2.1.6 TYPES OF MORALE

Morale is generally referred to as high morale. According to McFarland, “high

morale exists when employee attitudes are favorable to the total situation of a group and to
the attainment of its objectives low morale exists when attitudes inhibit the willingness and
ability of an organization to attain its objectives

High morale is represented by the use of such term spirit, zest, enthusiasm,
loyalty, dependability and resistance to frustration. Low morale, on the other hand, is
described by such words and phrases as apathy, bickering, jealously, pessimism, fighting,
disloyalty to the organization, disobedience of the orders of the leaders, dislike of, or lack
of interest in, one’s job, and laziness.

2.1.7 MORALE AND PERFORMANCE

It has been pointed that “there is a little evidence in the available literature that
employee attitudes bear any relationship to performance on the job.

First, there are some who assert that high satisfaction leads to high
performance. The “Hawthorne” studies of 1930s seem to support this view, as do findings
of other studies.
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Second, others take an opposite view. For example, Lyman Porter and Lawler
say that satisfaction results from high performance, because most people experience
satisfaction by accomplishing more tasks, like building a radio, or clinching a sale.
Third, still others claim that there is no consistent relationship between morale
and performance. Vroom found significant relationship between morale and performance
in only 5 out of 22 studies undertaken by him.

2.1.8 WARNING SIGNS OF LOW MORALE

Among the more significant of the warning signals of low morale are
 High rate absenteeism
 Tardiness
 High Labour turnover
 Strike and sabotage
 Lack of pride in work and
 Wastage and spoilage.

2.1.9 IMPROVING MORALE

A three-fold action may be initiated. In the first place, it is essential to change

the policy or to correct it immediately. Employees do not lose their respect for the boss
who admits his mistakes but they cannot respect one who makes too many, and they may
have contempt for one who refuses to admit his mistakes.

Second, misconceptions should be removed, and the correct position should be

explained to the employees.

Third, a reasonable attempt should be made to educate and convince the

employees.
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2.2 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

Preserving Employee Morale during Downsizing

Karen E. Mishra, Gretchen M. Spreitzer and Aneil K. Mishra

Topic: Human Resource Management and Industrial Relations
Reprint 3927; winter 1998, Vol. 39, No. 2, pp. 83–95
Mishra propose a four-stage approach to downsizing, gleaned from interviews and
surveys that will retain workers' trust and sense of empowerment. The company should
consider all stakeholders' needs — survivors, laid-off employees, the community, local and
national press, and any affected government agencies. The implementation of all the
above, is the most important. Management should communicate frequently and be open
and honest.

How to Boost Employee Morale

By Betsy Gallup
April 9, 2006

The following are the ways to boost the employee morale.

 Treat employees with respect
 Show interest in your employees' personal lives
 Allow your employees to gain ownership of their jobs by being part of the
decision-making process
 Create a pleasant work environment
 Establish an employee recognition program
 Give clear direction and set priorities.
 Stand behind your employees. Be their greatest advocate.
 23

Boost Employee Morale with an Employee Incentive Program

By: Trevor Marshall
Good managers know from their own observations that employee attitude affects
their work and eventually the company’s output.
It is essential that your incentive program will actually inspire and motivate them to
work efficiently and not just be competitive with each other. Healthy competition among
the company’s employees is good but too much of it may also cause the company to
disintegrate.
The company should still be very much hands-on with the whole employee
incentive program to ensure that the outcome of the employee incentive program will be
good.

Employee Welfare
By Regina Barr
Employee Welfare program is based on the management policy which is aimed
shaping perfect employees. Therefore the concept of employee welfare includes to aspects
namely physical and mental welfares

1. Applications of merit system or work performance system as the basis for employee
rewarding.
2. Providing the retired employees with the old age allowance.
3. Employee insurance program to provide the employee with better security.
4. Improvement in health security for the employees and their families so that they can
work confidently and productively.
5. Increase in basic salaries and pension as adjustment to the needs providing all work
units and their officials with vehicles to help support smooth mobility.
 24

2.3 DIAGRAMATIC REPRESENTATION OF THE STUDY

JOB
CANTEEN MEDICAL SATISFACTION
FACILITY FACILITY MOTIVATION

Effect of
welfare
WELFARE EMPLOYEE
SAFETY MEASURES MORALE
measure on
morale

WORK
INFRA CREDIT INTER ENVIRONMENT
STRUCTURE FACILITY RELATIOSHIP
 25

CHAPTER-3

OBJECTIVES OF THE STUDY

 To study and analyze the safety and welfare measures of the employee.

 To evaluate the effect of the welfare measures on employee morale.

 To evaluate the satisfaction level of employee about the work environment.

 To find the level of satisfaction of employee about the facilities given by the

company.
 26

CHAPTER -4

RESEARCH METHODOLOGY

4.1 RESEARCH – MEANING

Research is an art of scientific investigation. According to Redmen and Mary

defines research as a “systematic effort to gain knowledge”.

Research methodology is way to systematically solve the research problem. It is a

plan of action for a research project and explains in detail how data are collected and
analyzed. This research study is a descriptive research study.

4.2 RESEARCH DESIGN

A research design is a plan that specifies the objectives of the study, method to be
adopted in the data collection, tools in data analysis and hypothesis to be framed.

“A research design is an arrangement of condition for collection and analysis of

data in a manner that aims to combine relevance to research purpose with economy in
procedure”.

4.3 NATURE OF DATA

4.3.1 Primary data

The primary data are collected from the employees of HIDESIGN through a direct
structured questionnaire.

4.3.2 Secondary data

Company profiles, websites, magazines, articles were used widely as a support to

primary data.

4.4 SAMPLING SIZE AND TECHNIQUE

4.4.1 Size of the sample

It refers to the number of items to be selected from the universe to constitute as a

sample. In this study 50 employees of HIDESIGN in Puducherry was selected as size of
sample.
 27

4.4.2 Sample design

The sampling technique used in this study is simple random sampling method.
This method is also called as the method of chance selection. Each and every item of
population has equal chance to be included in the sample.

4.4.3 Population design

The population of this study is the total employee in the company. It is finite
population. There are four production centers for the organization for this study I have
taken only employees in one production centre.

4.4.3 Questionnaire

The questions are arranged logical sequence. The questionnaire consists of a

variety of questions presented to the employees for the response. Dichotomous questions,
multiple choice questions, rating scale questions were used in constructing questionnaire.

4.5 STATISTICAL TOOLS USED

To analyze and interpret collected data the following statistical tools were used.
1) Percentage method
2) Weighted average method
3) Chi-square analysis
4) Correlation
5) Regression

4.5.1 Percentage method

The percentage is used for making comparison between two or more series
of data. It is used to classify the opinion of the respondent for different factors. It is
calculated as

No. of respondents favorable

x 100
Percentage of respondent =
Total no of respondents
 28

4.5.2 Weighted average method

The weighted average method can be calculated by the following formula. This tool
is used to find the rank given by the respondents to the welfare measures. It can be
calculated as

XW = ∑ WX / ∑ X

Here

XW represents the weighted average

X represents the value of variable
W represents the weight given to the variable.

4.5.3 Chi-square analysis

Chi-square analysis in statistics is to test the goodness of fit to verify the

distribution of observed data with assumed theoretical distribution. Therefore it is a
measure to study the divergence of actual and expected frequencies.

The formula for computing chi-square is as follows.

Chi-square = ∑ {(O-E)2 / E}

The calculated value of chi-square is compared with the table of chi-square for the
given degrees of freedom at the specified level of significance. If the calculated value is
greater than the tabulated value then the difference between the observed frequency and
the expected frequency are significant. The degrees of freedom is (n-2) where ‘n’ is
number of observed frequencies and in case of contingency table the degrees of freedom is
(C-1) (R-1) where C is number of columns and R is number of rows.

It is used to find the relation between communication in work place and work
satisfaction. It is used to find the relation between welfare satisfaction and work
satisfaction it is used to find the relation between experience of respondents and work
satisfaction
 29

4.5.4 Correlation

The correlation analysis deals with association between two or more variables.
The correlation does not necessary imply causation or functional relationship though the
existence of causation always implies correlation. By itself it establishes only co- variance.
It is used to find the degree of relationship between motivation and work satisfaction.

Cov(x, y) = 1/n ∑ x y – x y
x = 1/n  x2 – x 2

y = 1/n  y2 – y 2
Cov(x, y)
r= x X y

Here,
r = co-efficient of correlation

4.5.5 Regression

The Regression analysis deals with the nature of association between two or
more variables. In regression analysis we are concerned with the estimation of one variable
for a given value of another variable on the basis of an average mathematical relationship
between the two variables.

Y= a + bX
 30

CHAPTER- 5

DATA ANALYSIS AND INTERPRETATION

TABLE 5.1
EXPERIENCE OF RESPONDENT

Experience Frequency Percentage (%)

0-1 2 4.0
2-5 5 10.0
6-10 17 34.0
Above 10 26 52.0
Total 50 100.0

Inference:
From the table it infers that 52% of respondent are experienced above 10
years and 4% are less than one year.

CHART-5.1
EXPERIENCE OF RESPONDENT

60

50

40
Percentage

30

20

10

0
0-1 2-5 6-10 above 10

Experience
 31

TABLE 5.2
LEVEL OF SATISFACTION OF SAFETY MEASURES

Opinion Frequency Percentage (%)

Highly satisfied 1 2.0

Satisfied 12 24.0

Neutral 12 24.0

Dissatisfied 19 38.0

Highly dissatisfied 6 12.0

Total 50 100.0

Inference:
From the table it infers that 38%of respondent are dissatisfied with the
safety measures and 24% of respondent are satisfied.

CHART-5.2
LEVEL OF SATISFACTION OF SAFETY MEASURES
 32

50

Percentage 40

30

20

10

0
Highly Satisfied neutral Highly dissatisfied
Satisfied Dissatisfied

Safety Measures
 33

TABLE 5.3
LEVEL OF SATISFACTION OF MEDICAL FACILITY

Opinion Frequency Percentage (%)

Highly satisfied 10 20.0

Satisfied 28 56.0

Neutral 3 6.0

Dissatisfied 6 12.0

Highly dissatisfied 3 6.0

Total 50 100.0

Inference:
From the table it infers that 56%of respondent are satisfied with the medical
facility and 12% of respondent are dissatisfied.

CHART 5.3
LEVEL OF SATISFACTION OF MEDICAL FACILITY

60

50

40
Percentage

30

20

10

0
Highly satisfied Neutral Highly dissatisfied
Satisfied Dissatisfied

Medical Facility in the Company

 34

TABLE 5.4
LEVEL OF SATISFACTION OF WORKING ENVIRONMENT

Opinion Frequency Percent

Satisfied 40 80.0
Neutral 8 16.0
Dissatisfied 2 4.0
50 100.0
Total
Inference:
From the table it infers that 80%of respondent are satisfied with the
working condition and 4% of respondent are dissatisfied.

CHART 5.4
LEVEL OF SATISFACTION OF WORKING ENVIRONMENT

100

80

60
Percentage

40

20

0
Satisfied Neutral Dissatisfied

Working Environment in the Company

 35

TABLE 5.5
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND
WORKER

Opinion Frequency Percentage (%)

Cordial 39 78.0

Moderate 10 20.0

Indifference 1 2.0

Total 50 100.0

Inference:
From the table it infers that 78%of respondent are satisfied with the
supervisor and 2% of respondent are dissatisfied.

CHART 5.5
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN SUPERVISOR AND
WORKER

100

80

60
Percentage

40

20

0
cordial moderate indifference

Relation Between Supervisor and Worker

 36

TABLE 5.6
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS

Opinion Frequency Percentage (%)

41 82.0
Cordial
8 16.0
Moderate
1 2.0
Indifference
50 100.0
Total

Inference:
From the table it infers that 82%of respondent are satisfied with the
workers and 2% of respondent are dissatisfied.

CHART 5.6
LEVEL OF SATISFACTION OF RELATIONSHIP BETWEEN WORKERS

100

80

60
Percentage

40

20

0
Cordial Moderate Indifference

Relation Between Workers

 37

TABLE 5.7
LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

Opinion Frequency Percentage (%)

Very high 7 14.0
High 17 34.0
Moderate 12 24.0
Low 10 20.0
Very low 4 8.0
Total 50 100.0

Inference:
From the table it infers that 14%of respondent are highly motivated and 8%
of respondent are not motivated.

CHART 5.7
LEVEL OF MOTIVATION GIVEN TO EMPLOYEE

40

30
Percentage

20

10

0
very high high moderate low very low

Motivation given to Employee

 38

TABLE 5.8
LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES

Opinion Frequency Percentage (%)

Very High 2 4
High 11 22
Moderate 15 30
Low 18 36
Very Low 4 8
Total 50 100

Inference:
From the table it infers that 22% of the respondent feels that freedom given to them
to express their ideas is high and 36% of the feel as low.

CHART 5.8
LEVEL OF FREEDOM GIVEN TO THE EMPLOYEES

40

30
Percentage

20

10

0
Very high High Moderate Low Very low

Freedom to express thier ideas

 39

TABLE 5.9
STATUS OF GRIEVANCE HANDLING IN THE COMPANY

Opinion Frequency Percentage

Always 10 20
Sometimes 20 40
Rarely 13 26
Never 7 14
Total 50 100

Inference:
From the table we infer that 40% of the respondents are satisfied with the
grievance handling and 14% of the respondents are dissatisfied.

CHART 5.9
STATUS OF GRIEVANCE HANDLING IN THE COMPANY

50

40

30
Percentage

20

10

0
alw ays sometimes rarely never

Grievance Handling in the Company

 40

TABLE 5.10
WORK SATISFACTION LEVELOF THE EMPLOYEE

Opinion Frequency Percent

Always 23 46.0

Sometimes 23 46.0

Rarely 4 8.0

Total 50 100.0

Inference:
From the table it infers that 46%of respondent are always satisfied with
work and 8% of respondent are rarely satisfied.

CHART 5.10

WORK SATISFACTION LEVEL OF THE EMPLOYEE

60

50

40
Percentage

30

20

10

0
alw ays sometimes rarely

Work Satisfaction of the Employees

 41

TABLE 5.11
SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES

Opinion Frequency Percentage (%)

33 66.0
Yes
17 34.0
No
50 100.0
Total

Inference:
From the table it infers that 33%of respondent are always satisfied with
welfare and 34% of respondent are not satisfied.

CHART 5.11
SATISFACTION OF EMPLOYEES ABOUT WELFARE MEASURES

70

60

50
Percentage

40

30

20

10

0
yes no

Satisfaction about Welfare

 42

ANALYSIS OF OPINION OF RESPONDENTS REGARDING COMMUNICATION

IN WORK PLACE AND WORK SATISFACTION
(USING CHI-SQUARE)

Observed count

TABLE 5.12.1

Opinion Always Sometimes Rarely Total

Cordial 9 5 0 14
Moderate 9 6 6 21
Indifference 7 7 1 15
Total 25 18 7 50

Expected count

TABLE 5.12.2
Opinion Always Sometimes Rarely Total
Cordial 7 5 2 14
Moderate 10.5 7.6 2.9 21
Indifference 7.5 5.4 2.1 15
Total 25 18 7 50

Null Hypothesis:

H0: There is no significant difference between communication in work place

and work satisfaction.

CHI-SQUARE TESTS
TABLE 5.12.3
O E (O-E)2 (O-E)2/E
9 7 4 0.57
5 5 0 0
0 2 4 2
9 10.5 2.25 0.21
6 7.6 2.56 0.34
6 2.9 9.61 3.31
7 7.5 0.25 0.03
7 5.4 2.56 0.47
1 2.1 1.21 0.58
 43

Calculated value = ∑ (O-E) 2 / E = 7.51

Degrees of Freedom = (R -1) (C-1) = 4
Tabulated value for 4 degrees of freedom at 5% level of significance is
9.48

Inference:

The calculated value is less than the tabulated value. H0 is accepted.

Therefore there is no association between communication in work place and work
satisfaction.
 44

ANALYSIS OF OPINION OF RESPONDENTS REGARDING WELFARE

SATISFACTION AND WORK SATISFACTION
(USING CHI-SQUARE)

Observed count:

TABLE 5.13.1
Opinion Always Sometimes Rarely Total
Yes 20 12 1 33
No 7 6 4 17
Total 27 18 5 50

Expected count:

TABLE 5.13.2
Opinion Always Sometimes Rarely Total
Yes 17.8 11.9 3.3 33
No 9.2 6.1 1.7 17
Total 27 18 5 50

Null Hypothesis:
H0: There is no significant difference between welfare satisfaction and work
satisfaction.
CHI-SQUARE TESTS
TABLE 5.13.3

O E (O-E)2 (O-E)2/E
20 17.8 4.84 0.27
12 11.9 0.01 0
1 3.3 5.29 1.60
7 9.2 4.84 0.53
6 6.1 0.01 0
4 1.7 5.29 3.11

Calculated value = ∑ (O-E) 2 / E = 5.51

Degrees of Freedom = (R -1) (C-1) = 2
Tabulated value for 2 degrees of freedom at 5% level of significance is 5.99

Inference:

The calculated value is less than the tabulated value. H0 is accepted. Therefore there
is no association between welfare satisfaction and work satisfaction.
 45

ANALYSIS OF OPINION OF RESPONDENTS REGARDING EXPERIENCE OF

RESPONDENT AND WORK SATISFACTION
(USING CHI-SQUARE)

Observed count:

TABLE 5.14.1
Opinion Always Sometimes Rarely Total
0-1 1 1 0 2
2-5 2 2 1 5
6-10 6 10 1 17
Above 10 14 10 2 26
Total 23 23 4 50

Expected count:

TABLE 5.14.2
Opinion Always Sometimes Rarely Total
0-1 0.9 0.9 0.2 2
2-5 2.3 2.3 0.4 5
6-10 7.8 7.8 1.4 17
Above 10 12 12 2.1 26
Total 23 23 4 50

Null Hypothesis:
H0: There is no significant difference between experience of respondent and
work satisfaction.
 46

CHI-SQUARE TESTS
TABLE 5.14.3

O E (O-E)2 (O-E)2/E
1 0.9 0.01 0.01
1 0.9 0.01 0.01
0 0.2 0.04 0.2
2 2.3 0.09 0.04
2 2.3 0.09 0.04
1 0.4 0.36 0.9
6 7.8 3.24 0.41
10 7.8 4.8 0.62
1 1.4 0.16 0.11
14 12 4 0.33
10 12 4 0.33
2 2.1 0.01 0.004

Calculated value = ∑ (O-E) 2 / E = 3

Degrees of Freedom = (R -1) (C-1) = 6
Tabulated value for 6 degrees of freedom at 5% level of significance is
12.59

Inference:

The calculated value is less than the tabulated value. H 0 is accepted. Therefore
there is no association between experience of the respondent and work satisfaction
 47

ANALYSIS OF OPINION OF RESPONDENTS REGARDING

MOTIVATION GIVEN TO EMPLOYEE AND WORK SATISFACTION (USING
CORRELATION)

Observed Count

TABLE 5.15.1

OPINION

ALWAYS SOMETIMES NEVER TOTAL

FACTORS
MOTIVATION(X) 24 12 14 50

WORK 28 19 3 50
SATISFACTION(Y)

CORRELATION TABLE
TABLE 5.15.2

X Y X2 Y2 XY

24 28 576 784 672

12 19 144 361 228

14 3 196 9 42
Cov(x, y) = 1/n ∑ x y – x y
= 1/3 (942-278)
= 35

x = 1/n  x2 – x 2
= √1/3(916-278)
= 5.14

y = 1/n  y2 – y 2
= √ 1/3(1154-278)
=10.28
 48

Cov(x, y)
r= x X y
= 0.66

Inference:

The motivation given to employees and work satisfaction are positively

correlated. The increase in motivation will increase the work satisfaction also.
 49

ANALYSIS OF RANKING GIVEN BY RESPONDENTS REGARDING

SATISFACTION OF WELFARE MEASURES
(USING WEIGHTED AVERAGE METHOD)

Observed Count

TABLE 5.16.1
OPINION

SATISFIED NEUTRAL DISSATISFIED TOTAL

FACTORS
MEDICAL 35 4 11 50
FACILITY
INFRA 27 9 14 50
STRUCTURE
CANTEEN 21 9 14 50
FACILITY
CREDIT 26 10 14 50
FACILITY

WEIGHTED AVERAGE TABLE

TABLE 5.16.2
FACTORS
Medical
Infra Canteen Credit
RANK WEIGHTS
Facility
structures Facility Facility
Facility
X W X1 WX1 X2 WX2 X3 WX3 X4 WX4
1 3 35 105 27 81 21 63 26 78
2 2 4 8 9 18 14 28 10 20
3 1 11 14 14 14 15 15 14 14
TOTAL 50 124 50 113 50 106 50 112
CW 2.48 2.26 2.12 2.24
RANK 1 2 4 3
CW (CALCULATED WEIGHT) = ∑ WXn / ∑ Xn

Inference:

From the table it is inferred that employees ranks medical facility followed
by infra structure with the canteen facility as last.
 50

ANALYSIS OF OPINION GIVEN BY RESPONDENTS REGARDING

SATISFACTION OF WELFARE MEASURES AND EMPLOYEE MORALE
(USING REGRESSION METHOD)

Let X be the morale of the employee

Let Y be the satisfaction of welfare measures.

Observed Count

TABLE 5.17.1

OPINION

SATISFIED NEUTRAL DISSATISFIED

FACTORS
EMPLOYEE
116 36 48
MORALE(X)
WELFARE 28 19 13
MEASURES(Y)

REGRESSION TABLE
TABLE 5.17.2
(X-X)
2 2
X Y X-X X-X Y-Y Y-Y (Y-Y)

116 28 49 2440 11 130 563

36 9 -31 936 -8 58 233

48 13 -19 346 -4 13 67

Formula

bxy = ∑ ( x-x )( y-y )

∑ ( x-x )2
= 863/201
= 4.29
 51

Regression Equation

X-X = bxy (Y-Y)

X = 4.3Y -6.1

Inference:

Excluding the constant, from the above equation we can infer that effect of
welfare measure on morale is measure is found as1:4. Therefore we can conclude that the
effect of welfare measure on employee morale is about 25%.
 52

CHAPTER -6

6.1 FINDINGS OF THE STUDY

Most of the employees in the company are female. More than 50% of respondent
are working for more than 10 years. Most of the respondents are highly satisfied with the
medical facility. Most of the respondents are dissatisfied with the safety measure and only
few are satisfied.

Most of the employees are satisfied with the working condition. Most of the
respondents are satisfied with the motivation given by the company. Most of the
respondents are satisfied with the relation between supervisor and workers. Most of the
employees are satisfied with the relation between workers.

Most of the respondents are satisfied with the work. Most of the respondents are
satisfied with the welfare measures. Most of the respondents are satisfied with the canteen
facility. Most of the respondents are satisfied with the credit facility.

The communication in work place has no effect on work satisfaction. The welfare
measure satisfaction has no effect on work satisfaction. The increase in employee
motivation will increase the work satisfaction. The effect of welfare measures is about 25%
on employee morale.
 53

6.2 SUGGESIONS AND RECOMMENDATIONS

 Since most of the employees are married the company can concentrate on
crèche facility.
 The company can improve the grievance handling system so that they can
increase the employee satisfaction.
 The company can provide safety equipments to the employees.
 The salary increment for employees will increase the employee satisfaction
and which in turn increase the employee morale.
 54

CHAPTER - 7
CONCLUSION

The study on effect of welfare measure on employee morale helps

the management to know the satisfaction level of the employees about the welfare measure
provided by the company. From this study we can infer that the majority of the employees
are satisfied with the welfare measures. The company can concentrate on other facility like
crèche facility, uniform, and safety measures to boost the employee morale. The employee
morale is good in the company. It is found that the effect of welfare measure on employee
morale in this study is about 25%.
 55

CHAPTER -8

8.1 LIMITATIONS OF THE STUDY

 The time period of the study is very short, so elaborate study was not made.

 Only certain factors are considered in this study to measure the effect of welfare

measure on employee morale.

 The conclusions and suggestions were formed based on employee’s spot response.

 Some false information may be given by the employee

 56

8.2 SCOPE FOR FURTHER STUDY

 The sample size taken for this study is only 50, it can be extended to a larger

sample

 The study can be done by considering some other factors to measure the employee

morale

 This study can be used to measure the satisfaction level of employee.

 This study can also be extended to the other production centers of the company.
 57

APPENDICES
ANNEXURE -1
A STUDY ON EFFECT OF WELFARE MEASURES ON EMPLOYEE
MORALE
QUESTIONNAIRE

PERSONAL DATA
1. Name :
2. Age :
(a) 18-25 (b) 26-35 (c) 36-45 (d) Above 45
3. Gender :
(a) Male (b) Female
4. Educational Qualification :
(a) Below Hr Sec (b) Hr Sec (c) UG (d) PG
5. Experience :
(a) 0-1 Yrs (b) 1-5 Yrs (c) 5-10 Yrs (d) Above 10 Yrs
6. Total Salary :
7. Designation :
8. Safety Measures :
8.1. Are you satisfied with the safety appliances in work place?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied
e) Highly Dissatisfied
9. Medical Facility
9.1 Specify the level of satisfaction
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied
e) Highly Dissatisfied
9.2 Is there any periodical medical check up given to you
(a) Yes (b) No
10. ESI Benefits :
10.1 Do you have ESI car
(a) Yes (b) No
10.2 Do you get all the ESI benefits?
(a) Yes (b) No
 58

11. Canteen facility

Specify the level of satisfaction
Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Cleanliness
Hygienic
Serving
Price

12. Credit facility

12.1. Is any Advances and loan given to you are satisfied
(a) Very high b) high c) moderate d) low e) very low

Specify the level of satisfaction of other allowances

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Transport allowance
Attendance allowance
Punctuality allowance
Education allowance

13. Infra-structural facility :

Specify the level of satisfaction

Highly Highly
Satisfied Neutral Dissatisfied
Satisfied Dissatisfied
Rest room
Drinking water
Ventilation
Lighting
Toilets
Working
environment
Transportation
14. Inter-relationship:

14.1. Relationship between co-workers

(a) Cordial (b) Moderate (c) Indifferent

14.2. Relationship between supervisor and workers.

(a) Cordial (b) Moderate (c) Indifferent

 59

14.3. Level of communication between supervisor and employee

(a) High (b) Very high (c) Low (d) Very low (e)Moderate

15. Level of motivation given to employee

(a) High b) Very high (c) Low (d) Very low (e) Moderate

16. Are u informed about all the management policies?

(a) Always (b) Sometimes (c) Rarely (d) Never

17. Does the management solve all your grievances?

(a) Always (b) Sometimes (c) Rarely (d) Never

18. Level of freedom to express your ideas?

(a) High (b) Very high (c) Low (d) Very low (e) Moderate

19. Are you satisfied with the work you do.

(a) Always (b) Sometimes (c) Rarely (d) Never

20. In general are you satisfied with the welfare and safety measures given by
Management?

(a) Yes (b) No

21. Suggestion for Improvements

 60

ANNEXURE-2

BIBLIOGRAPHY

BOOKS

1. Kothari C.R., Research methodology, published by Tata Mc Graw-Hill Publishing

Company Ltd., 13th Edition, 1982.
2. Gupta, S.P., and Gupta, M.P., Business Statistics, Published by Sultan Chand & Sons, 7th
Edition, 1989.
3. Personnel Management by C.B.Mamoria & S.V.Gankar, Published by Himalaya
Publishing House.

WEBSITES

1. www.hidesign.com