ABSTRACT

Employee Retention is a process in which the employee is encouraged to remain with

the organization for the maximum period of time or until the completion of the project.
Employee Retention beneficial for the organization as well as the employee. Employees
today are different. They are not the ones who don‟t have good opportunities in the
hands as soon as they feel dissatisfied with the current employer or the job; they switch
over to the next job. It is the responsibility of the employer to retain their best
employees. If they don‟t, they will be left no good employees. A good employer should
know how to attract and retain its employees.

Most employees feel that they are worth more than they are actually paid. There is a
natural disparity what people think they should be paid and what organization spending
compensation. When the differences become too great another opportunity occurs,
Turnover can result. Pay is defined as the wage, salary or compensation given to an
employee in exchange for services the employee performs for the organization. Pay is
more than “Dollars and Cents” it is also acknowledge the worth and value of the human
contribution. What people are paid has been shown to have a clear, Reliable impact on
turnover in numerous studies.

Employees comprise the most vital asset of the company. In a work place where
employees are not able to use their full potential are not heard and valued, they are
likely to leave because of stress and frustration. In a transparent environment while
employees get a sense of achievement and belongingness from a healthy work
environment, the company is benefited with a stronger, reliable work-force harboring
bright new ideas for its growth blog online and earn money.

1
CHAPTER-1
Introduction

2
 1.1 INTRODUCTION

Employee Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the
morale and motivation of the employees high so as to retain the employees for longer
duration. The welfare measures need not be in monetary terms only but in any
kind/forms. Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance
against disease, accident and unemployment for the workers and their families.

Labor welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries.
Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labour welfare includes various facilities, services and amenities provided to workers
for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining
3. Labour welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.

3
The very logic behind providing welfare schemes is to create efficient, healthy, loyal
and satisfied labor force for the organization. The purpose of providing such facilities is
to make their work life better and also to raise their standard of living. The important
benefits of welfare measures can be summarized as follows:

 They provide better physical and mental health to workers and thus promote a
healthy work environment
 Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers‟ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.
 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
 Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
 The social evils prevalent among the labors such as substance abuse, etc. are reduced
to a greater extent by the welfare policies.

1.2 NEED OF THE STUDY:

A common place that we see the need to apply Relations and welfare is in the work
place. In the work force, we can see Relations play a key role in leadership success. A
person unable to grasp Relations and apply it will not become or stay a leader. It is
critical that anyone seeking to lead or Relations understand "Howlett‟s Hierarchy of
Work Motivators."

Salary, benefits, working conditions, supervision, policy, safety, security, affiliation,

and relationships are all externally motivated needs. These are the first three levels of
"Owlets Hierarchy" When these needs are achieved; the person moves up to level four
and then five. However, if levels one through three are not met, the person becomes
dissatisfied with their job. When satisfaction is not found, the person becomes less
productive and eventually quits or is fired. Achievement, advancement, recognition,
growth, responsibility, and job nature are internal motivators. These are the last two
levels of "Owlets Hierarchy." They occur when the person motivates themselves (after
external motivation needs are met.) An employer or leader that meets the needs on the
"Owlets Hierarchy" will see motivated employees and see productivity increase.
4
 Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend
thousands of dollars each year hiring outside firms just to give motivation seminars.

1.3 SCOPE OF THE STUDY

1. The study is confined and relevant only to TATA CONSULTANCY SERVICES not
applicable to any organization.
2. The study covers motivational practices in TATA CONSULTANCY SERVICE sat
various levels of employees.
3. The study assists the management in determining the decision regarding the performance of the
employee

1.4 OBJECTIVES OF THE STUDY:

1. To find out the present welfare activates atTATA CONSULTANCY SERVICES.

2. To explore major impediment of employee welfare in TATA CONSULTANCY
SERVICES.
3. To understand the underlying reasons, of motivation and bygones factors in TATA
CONSULTANCY SERVICES.

1.5 RESEARCH METHODOLOGY

The basic principle in the research has been adopted in the overall methodology. The
following methodology has been used for meeting the requirements,
 Defining objectives
 Developing the information sources
 Collection of information
 Analysis of information
 Suggestion
The methodology followed for collection, analysis under interpretation of data in
explained below.

5
RESEARCH DESIGNS
There are generally three categories of research based on the type of information
required, they are
1. Exploratory research
2. Descriptive research
3. Casual research
The research category used in this project in descriptive research, which is focused on
the accurate description of the variable in the problem model. Consumer profile studies,
market potential studies, product usage studies, Attitude surveys, sales analysis, media
research and prove surveys are the examples of this research. Any source of information
can be used in this study although most studies of this nature rely heavily on secondary
data sources and survey research.

Primary Source:Discussions with plant staff, Interviews, Questionnaire administered.

Secondary Source: Journals Magazines and articles from prominent newspapers.

Population and Sample: There are 140 Officers & Supervisors and 100 Managerial
staff. The questionnaire is administered to 50 Officers and Supervisory staff and 50
Managerial staff.
SAMPLE DESIGN

a) Sampling unit: the study is directed towards the executive of managerial level.
b) Sample size: sample size of 100 is taken in this study
DATA Analysis

Simple analysis method is followed for analyzing the data pertaining to different
dimensions of employees. Simple statistical data like percentage are used in the
interpretation of data pertaining to the study. The results are illustrated by means of bar
charts.

6
1.6 LIMITATIONS OF THE STUDY
There are certain limitations of the concept of empowerment. It may be cost consuming
in selecting personnel, training costs and labor costs may be high, it may result in
slower or inconsistent services and poor use of the technique of empowerment.

At the outset, Managers must also accept the fact that not all employees want to be
empowered. Many workers just work better in jobs that are clearly defined and closely
supervised. Once both employees and managers have received proper training, the next
step is to give employee‟s control of the resources needed to make the improvements in
their job and work processes.

By giving employees information, resources and training and by following with

measurements and reinforcement, Human Resources can create an empowered
environment. But Empowerment should be continuous process like quality
improvement and it is like a race without a finish line. Those companies that take the
first step by creating an environment conductive to empowerment will be at the head of
the pack

7
 CHAPTER-II

REVIEW OF LITERATURE

8
 THEORETICAL BACKGROUND

Welfare includes anything that is done for the comfort and improvement of employees
and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. The
welfare measures need not be in monetary terms only but in any kind/forms. Employee
welfare includes monitoring of working conditions, creation of industrial harmony
through infrastructure for health, industrial relations and insurance against disease,
accident and unemployment for the workers and their families.

Labor welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries.
Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining.
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added
to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to
9
 make their work life better and also to raise their standard of living. The important
benefits of welfare measures can be summarized as follows:

 They provide better physical and mental health to workers and thus promote a healthy
work environment
 Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers‟ families help in raising their standards of living. This makes workers to
pay more attention towards work and thus increases their productivity.
 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
 Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
 The social evils prevalent among the labors such as substance abuse, etc. are reduced to
a greater extent by the welfare policies.

Employee Welfare Schemes

Organizations provide welfare facilities to their employees to keep their motivation

levels high. The employee welfare schemes can be classified into two categories viz.
statutory and non-statutory welfare schemes. The statutory schemes are those schemes
that are compulsory to provide by an organization as compliance to the laws governing
employee health and safety. These include provisions provided in industrial acts like
Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act
1962. The non-statutory schemes differ from organization to organization and from
industry to industry.

10
 Statutory Welfare Scheme
The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily
access able so that in case of any minor accident initial medication can be provided to
the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in
the office and factory premises and are also to be maintained in a neat and clean
condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to
provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap
and tap on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to
the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.

NON-STATUTORY SCHEMES
Many non-statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up

11
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get
counseling on various matters.
4. Harassment Policy: To protect an employee from harassment's of any kind, guidelines
are provided for proper action and also for protecting the aggrieved employee.
5. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.
7. Employee Referral Scheme: In several company‟s employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in
the organization.

12
 EMPLOYEE WELFARE

Employee welfare defines as "efforts to make life worth living for workmen". These
efforts have their origin either in some statute formed by the state or in some local custom
or in collective agreement or in the employer's own initiative.

 To give expression to philanthropic and paternalistic feelings.

 To win over employee's loyalty and increase their morale.
 To combat trade unionism and socialist ideas.
 To build up stable labour force, to reduce labour turnover and absenteeism.
 To develop efficiency and productivity among workers.
 To save oneself from heavy taxes on surplus profits.
 To earn goodwill and enhance public image.
 To reduce the threat of further government intervention.
 To make recruitment more effective (because these benefits add to job appeal).

Principles of Employee Welfare Service

Following is generally given as the principles to be followed in setting up an employee

welfare service:

 The service should satisfy real needs of the workers. This means that the manager must
first determine what the employee's real needs are with the active participation of
workers.

 The service should such as can be handled by cafeteria approach. Due to the difference
in Sex, age, marital status, number of children, type of job and the income level of
employees there are large differences in their choice of a particular benefit. This is
known as the cafeteria approach. Such an approach individualizes the benefit system
though it may be difficult to operate and administer.
 The employer should not assume a benevolent posture.
 The cost of the service should be calculated and its financing established on a sound
basis.
 There should be periodical assessment or evaluation of the service and necessary timely
on the basis of feedback.
13
 Types of Employee Welfare Services

Safety Services

Prevention of accidents is an objective which requires no explanation. The costs of

accidents are enormous in suffering to the injured, in reduction or loss of earnings, in
disabilities and in-capacities which afflict those involved and in compensation, insurance
and legal costs, in lost time, filling in reports and attending to enquire, and in spoilage of
materials, equipment and tools to management.

Accidents are the consequence of two basic factors: technical and human. Technical
factors include all engineering deficiencies, related to plant, tools material and general
work environment. Thus, for example, improper lighting, inadequate ventilation, poor
machine guarding and careless housekeeping are some hazards which may cause
accidents. Human factors include all unsafe acts on the part of employees. An unsafe act
is usually the result of carelessness.

Young and new employees, because of their difficulty in adjusting to the work situation
and to life in general, also have many more accidents than do old and nature workers.

The Phenomenon of Accident Proneness. Some persons believe wrongly in the theory
that certain individuals are accident prone, that is, they have some personality trait as
opposed to some characteristic of the environment which predisposes them to have more
accidents than others in work condition where the risk of hazards is equal to all.

Components of a Safety Service

Among the many components of a safety service the following have proved effective
when applied in combination:

 Appointment of safety officer

In big organizations, the appointment of a safety officer to head

14
The safety department is a must. In small organizations, the personnel manager may look
after the functions of this department. The head of the safety department, who is usually
a staff man, is granted power to inspect the plant for unsafe condition, to promote sound
safety practices (through posters and d safety campaigns), to make safety rules, and to
report violations to the plant manager.

 Support by line management

The head of the safety department, whether enjoying a staff or a

Functional position, by him, cannot make a plan safe. His appointment lulls line
management into assuming that all its safety problems have been solved.

 Elimination of hazards

Although complete elimination of all hazards is virtually an

Impossibility but following steps can be taken to help reduce them:

 Job safety analysis

All job procedures and practices should be analyzed by

An expert to discover hazards. He should then suggest changes in their motion patterns,
sequence and the like.

 Placement

A poorly placed employee is more apt to incur injury than a properly placed employee.
Employees should be placed on jobs only after carefully estimating and considering the
job requirements with those which the individual apparently possesses.

 Personal protective equipment

Endless variety of personal safety equipment is available

Now-a- days which can be used to prevent injury?

 Safeguarding machinery
15
 Guards must be securely fixed to all power-driven Machinery.

 Materials handling

Though often ignored, the careless handling of heavy and Inflammable materials are an
important source of several injuries and fire.

 Hand tools

Minor injuries often result from improperly using a good Tool or using a poorly
designed tool. Therefore, close supervision and instruction should be given to the
employees on the proper tool to use a proper use of the tool.

 Safety training, education and publicity

Safety training is concerned with developing safety skills, whereas safety education is
concerned with increasing contest programmers, safety campaigns, suggestion awards,
and various audiovisual aids can be considered as different forms of employee
education.

 Safety inspection

An inspection by a trained individual or a committee to detect Evidence of possible

safety hazards (such as poor lighting, slippery floors, unguarded machines, faulty
electrical installations, poor work methods and disregard of safety rules) is a very
effective device to promote safety.

Health Services

The prevention of accident constitutes only on segment of the function of employee

maintenance. Another equally important segment is the employee's general health, both
physical and mental.

There are two aspects of industrial health services

1. Preventive
2. Curative, the former consists of

16
3. pre-employment and periodic medical examination,
4. removal or reduction of health hazards to the maximum extent possible,
5. Surveillance over certain classes of workers such as women, young persons and persons
exposed to special risks.

Counseling Services

An employee very often comes across problems which have emotional content. For
example, he may be nearing retirement and feeling insecure or he may be getting
promotion and feeling hesitant to shoulder increased responsibility or he may be
worried due to some family problem.

Employee Welfare in India

The chapter on the Directive Principles of State Policy in our Constitution expresses
the need for labor welfare thus:

1. The State shall strive to promote the welfare of the people by securing and protecting
as effectively as it may a social order in which justice, social, economic and political,
shall inform all the institutions of the national life.
2. The State shall, in particular, direct its policy towards securing:
3. That the citizens, men and women equally, have the right to an adequate means of
livelihood;
4. That the ownership and control of the material resources are so distributed as to sub
serve the common good.
1. The State shall make provision for securing just and humane conditions of work and
for maternity relief.

Factories Act, 1948

The principal Act to provide for various labor welfare measures in India is the Factories
Act, 1948. The Act applies to all establishments employing 10 or more workers where
power is used and 20 or more workers where power is not used, and where a
manufacturing process is being carried on.

17
 Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500 or more
workers are ordinarily employed the employer shall appoint at least one welfare
officer.

The welfare officer should possess; (I) a university degree; (ii) degree or diploma in
social service or social work or social welfare from a recognized institution; and (iii)
adequate knowledge of the language spoken by the majority of the workers in the area
where the factory is situated.

¯ Supervision

¯ Counseling workers

¯ Advising management

¯ Establishing liaison with workers

¯ working with management and workers to improve productivity.

¯ working with outside public to secure proper enforcement of various acts.

Health of Employees

 Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors
and work rooms and by using disinfectant where necessary.
 Disposal of wastes and effluents. Effective arrangements shall be made for the
disposal of wastes and for making them innocuous.
 Ventilation and temperature. Effective arrangements shall be made for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their health.

 Dust and fume. Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.

18
 Artificial humidification. The State Government shall make rules prescribing standard
of humidification and methods to be adopted for this purpose.

 Overcrowding. There shall be in every work room of a factory in existence on the date
of commencement of this act at least 9.9cubic meters and of a factory built after the
commencement of this act at least 4.2 cubic meters of space for every employee.

 Lighting. The State Government may prescribe standards of sufficient and suitable
lighting.

 Drinking Water. There shall be effective arrangement for wholesome drinking water
for workers at convenient points.

 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 workers.

 Spittoons. There shall be sufficient number of spittoons placed at convenient places in

the factory.

Safety of Employees

 Fencing of machinery. All dangerous and moving parts of machinery shall be securely
fenced. Screws, bolts and teeth shall be completely encased to prevent danger.
 Work on or near machinery in motion. Lubrication or other adjusting operation on
moving machinery shall be done only by a specially trained adult male worker.
 Employment of young persons on dangerous machines. No young person shall be
allowed to work on any dangerous machine (so prescribed by the state government)
unless he is sufficiently trained or is working under the supervision of knowledgeable
person.
 Device for cutting off power. Suitable device for cutting of power in emergencies
shall be provided.
 Hoists and lifts. These shall be made of good material and strength, thoroughly
examined at least once in every six months and suitably protected to prevent any
person or thing from being trapped.

19
 Welfare of Employees

Chapter V of the factories Act contains provisions about the welfare of employees.
These are as follows:

 There shall be separate and adequately screened washing facilities for the use of male
and female employees.
 There shall be suitable places provided for clothing not worn during working hours
and for the dying of wet clothing.
 There shall be suitable arrangement for all workers 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 cupboard (at the rate
of one for every 150 workers) equipped with the prescribed contents readily available
during the working hours of the factory.
 The State Government may make rules requiring that in any specified factory
employing more than 250 employees a canteen shall be provided and maintained by
the occupier for the use of the employee.

Restrictions in the Factories Act on the employment of young person’s:

1. Prohibition as to employment of children (Section 67)

No child who has not completed his fourteenth year shall be required or allowed to
work in any factory.

2.Employment of Children and Adolescent (Section 68)

A child who has completed his fourteenth year or an adolescent shall not be required
or allowed to work in any factory unless following conditions are fulfilled:

1. The manager of the factory has obtained a certificate of fitness granted to such young
2. While at work, such child or adolescent carries a token giving reference to such
certificate.
20
Certificate of fitness (Section 69)

Before a young person is employed in the factory, a certifying surgeon has to certify
that such person is fit for that work in the factory.

Welfare Funds

In order to provide welfare facilities to the workers employed in mica, iron, ore,
manganese ore and chrome ore, limestone and dolomite mines and in the beady
industry, the welfare funds have been established to supplement the efforts of the
employers and the State Government under respective enactments.

The welfare measures financed out of the funds relate to development of medical
facilities, housing, supply of drinking water, support for education of dependents and
recreation, etc.

Voluntary Benefits

Benefits are also given voluntarily to workers by some progressive employers. These
include loans for purchasing houses and for educating children, leave travel
concession, fair price shops for essential commodities and loans to buy personal
conveyance.

Machinery Connected with Employee Welfare Work

1. Chief inspector of Factories

It is the duty of the Chief inspector of factories (who generally works under the
administrative control of the labor commissioner in each state) to ensure enforcement
of various provisions of Factories Act i8n respect of safety, health and welfare of
workers.

2. Central Labor Institute

21
 The institute was set up in Bombay in 1966 to facilitate the proper implementation of
the Factories Act, 1948; to provide a center of information for inspectors, employers,
workers and others concerned with the well-being of industrial labor and to stimulate
interest in the application of the principles of industrial safety, health and welfare.

3. National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the
initiative of the Union Ministry of Labor and Rehabilitation, Government of India, as
an autonomous national body with the objective of generating developing and
sustaining a movement of safety awareness at the national level.

4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He inspects
electrical installation and machinery provided in the mines and determines the
thickness of barriers of 2 adjacent mines in order to prevent spread of fire and danger
of inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare provisions of the
Factories Act has been the quantitative and qualitative inadequacy of the inspection
staff.
2. At present, a labor welfare officer is not able to enforce laws independently because he
has to work under the pressure of management.
3. Women workers do not make use of the crèche facilities either because they are
dissuaded by the management to bring their children with them or because they have
to face transport difficulties.

National Commission on Employee Recommendations

1. The statutory provisions on safety are adequate for the time being effective
enforcement is the current need.
2. Every fatal accident should thoroughly be inquired into and given wide publicity
among workers.
22
3. Employers should play a more concerted role in safety and accident prevention
programmed and in arousing safety consciousness.
4. Safety should become a habit with the employers and workers instead of remaining a
mere ritual as at present.
5. Unions should take at least as much interest in safety promotion as they take in claims
for higher wages.

SOCIAL SECURITY

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 form the cradle to the grave.

There are some components of Social Security:

 Medical care
 Sickness benefit
 Unemployment benefit
 Old-age benefit
 Employment injury benefit
 Family benefit
 Maternity benefit
 Invalidity benefit and
 Survivor's benefit

Social Securities may be of two types

1. Social assistance under which the State finances the entire cost of the facilities and benefits
provided.
2. Social insurance, under the State organizes the facilities financed by contributions from the
workers and employers, with or without a subsidy from the state.

Social Security in India

At present both types of social security schemes are in vogue in our country. Among
the social assistance schemes are the most important.

23
 The social insurance method, which has gained much wider acceptance than the social
assistance method, consists of the following enactments.

The workmen's Compensation Act, 1961.

The Employee's State Insurance Act, 1948.

The employees' State Insurance Act, 1948.

The Maternity Benefit Act, 1961.

1. Employees' compensation Act, 1923

1. Coverage. This Act covers all workers employed in factories, mines, plantations,
transport undertakings, construction works, railways, ships, circus and other hazardous
occupations specified in schedule II of the Act.

The Act empowers the State Government to extend the coverage of the Act by adding
any hazardous occupation to the list of such occupations is schedule II.

1. Administration. The Act is administered by the State Government which appoints

Commissioners for this purpose under sec. 20 of the Act.
2. Benefits. Under the Act, compensation is payable by the employer to a workman for
all personal injuries caused to him by accident arising out of and in the course of his
employment which disable him for more than 3 days.

2. Employees' State Insurance Act, 1948

1. Other than seasonal factories, run with power and employing 20 or more workers.
2. Administration. The Act is administered by the ESI Corporation, an autonomous
body consisting of representatives of the Central and State Governments, employers,
employees, medical profession and parliament.
3. Benefits. The Act, which provides for a system of compulsory insurance, is a
landmark in the history of social security legislation in India.
1. Medical Benefit. An insured person or (where medical benefit bas been extended to
his family) a member of his family who requires medical treatment is entitled to
receive medical benefit free of charge.
24
2. Sickness Benefit. An insured person, when he is sick, is also entitled to get sickness
benefit at the standard benefit rate corresponding to his average daily wage.
3. An insured woman is entitled to receive maternity benefit (which is twice the sickness
benefit rate) for all days on which she does not work for remaining during a period of
12 weeks of which not more than 6 weeks shall precede the expected date of
confinement.
4. The Act makes a three-fold classification of injuries in the same way as is done in the
workmen's compensation Act.
5. Dependent’s Benefit. If an insured person meets with an accident in the course of his
employment dies as a result thereof, his dependents, i.e., his widow, legitimate or
adopted sons and legitimate unmarried daughters get this benefit.

3. The Maternity Benefit Act, 1961

Maternity benefit is one of the important benefits provided under the

Employees State Insurance Act, 1948. Another important legislation in this respect is
the Maternity Benefit Act, 1961. The Act covers only those persons who are not
covered by the Employees State Insurance Act. The Act entitles a woman employee
to claim maternity leave from her employer if she has actually worked for a period of
at least 160 days in the 12 months immediately preceding the day of her expected
delivery.

The act further provides for the payment of medical bonus of Rs. 250

To the confined woman worker.

The committee on the status of women in India 1974 has, therefore,

Recommended the following changes in the Act:

1. The administration of the fund should follow the pattern already established by the
ESIC.
2. For casual labor a minimum of 3 months of service should be considered as
qualification service for this benefit.
3. This will provide greater incentive to women workers to participate in trade union
activities.

25
 4. The Payment of Gratuity Act, 1972

1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and
Railway Company and to every shop or establishment in which 10 or more persons are
employed, or were employed, on any day of the preceding 12 months.
2. Administration. The Act is administered by a controlling authority appointed by the
appropriate Government.
3. Benefits. Under the Act gratuity is payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five years. The
completion of continuous service of five years is, however, not necessary where the
termination of the employment is due to death or disablement Gratuity is payable at
the rate of 15 days' wages based on the rate of wages last drawn by the employee for
every complete year of service or part thereof in excess of six months. But the amount
of gratuity payable to an employee shall not exceed Rs. 3.5 lakh.
4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For
this purpose, is required either (I) to obtain insurance with the Life Insurance
Corporation, or (ii) to establish a gratuity fund. Thus it is his liability to pay the
premium in the first case to make the contribution in the second case.

2.2 Literature Review

(Published by babu K.V.S.N.Jawahar, ValliS. Masthan) Health, safety and the

welfare are the measures of promoting the efficiency of employee. The various
welfare measures provided by the employer will have immediate impact on the health,
physical and mental efficiency, alertness, morale and overall efficiency of the worker
and there by contributing to the higher productivity. The basic propose of
EMPLOYEE WELFARE ACTIVITIES is to enrich the life of employees and to keep
them happy and conducted. Welfare measure may be both statutory and non-statutory;
laws require the employer to extend certain benefits to employees in addition to wages
or salaries. In the present study an attempt has been made to study the EMPLOYEE
WELFARE ACTIVITIES facilities and its impact on employee‟s efficiency at
vindhaTelelinks Ltd. Rewa Madhya Pradesh. The study show the EMPLOYEE
WELFARE ACTIVITIES facilities and its impact on employee efficiency at

26
vindhatelelinks Ltd. Rewa appear good. The average mean score and percentages
score of the overall of 22 items has been computed at 3.64(66%).

(Published by Logasakthi K. and Rajagopal K. (2013) Vol.1(1) pp 1 -10. (2013))

The present study is made an attempt to identity welfare facilities and employee‟s
satisfaction level about welfare facilities adopted at Bosch limited, Bangalore. To
achieve the aforesaid objective data is gathered from 100 employees of the
organisation with random sampling technique. It is found that most of the respondents
are aware about the legislative and non-legislative EMPLOYEE WELFARE
ACTIVITIES facilities provided at the company, welfare facilities like medical,
canteen, working environment, safety measures etc., are provided by the company.
And most of the employees are satisfied with the welfare facilities adopted by the
company towards the employee‟s welfare

Employees are undeniably crucial stakeholders who influence organizational

effectiveness by stabilizing the tremors caused by business environment. Every
organization has an inexplicable role to play in providing welfare facilities to the
stakeholders not just monetary but also non-monetary, which go beyond money of
which employees are the one who make the cut if prioritized. A satisfied employee is
the key ingredient for progress of every organization and the concept of employee was
and will always a part of organizational efficiency. These facilities may either be
voluntarily provided by the progressive and enlightened at will as a social
responsibility towards employee, or laws may compel them to make provision for
these facilities by the government and trade unions. Employee have always been an
integral part of an organisation and in and this study an effort is put to realize the
measure implemented to seek EMPLOYEE WELFARE ACTIVITIES service sector
by the way of making their work life contented.

Published by Joseph I. and Varghese R. (2009)

Welfare is concerned with the total wellbeing of employees both at work and at home.
EMPLOYEE WELFARE ACTIVITIES entails all those activities of employer, which
are directed towards providing the employees with certain facilities and done towards
the comfort and improvements of employees. Health, safety and welfare are the
measures of promoting the efficiency of employee. The various welfare measures
27
provided by the employer will have immediate impact on the health, physical and
mental efficiency, alertness, moral and overall efficiency of the worker and there by
contributing to the higher productivity. The basic purpose of EMPLOYEE WELFARE
ACTIVITIES is to enrich the life of employee and to keep them happy and conducted.
Welfare measures maybe both statutory and non-statutory, laws required the employer
to extension benefits to employees in additional to wages or salaries. In this paper and
attempt has been made to study the EMPLOYEE WELFARE ACTIVITIE specialty
and its impact on employee‟s performance.

Published by Resma S. and Basavraju M.J.(2013)

The present study is made an attempt to identify the EMPLOYEE WELFARE
ACTIVITIES measures adopted in IT industry. EMPLOYEE WELFARE
ACTIVITIES means anything done for the comfort and improvement of the
employees‟ oven about the wages paid which is not a necessity of the industry. The
basic purpose of EMPLOYEE WELFARE ACTIVITIES is to enrich the life of
employees and keep them happy. Employees spend at least half their time at work or
getting to it or leaving it. They know that they contribute to the organization when
they are reasonably free from worry and they feel that when they are in
trouble/problems, they are due to get something back from the organization. People
are entitled to be treated as full human beings with personal needs hopes and anxieties.

28
 Chapter-3
INDUSTRY PROFILE
&
COMPANY PROFILE

29
3.1 INDUSTRY PROFILE:
(IT consulting and service industry)

Today‟s digital age has made it impossible to read a news story or magazine article
without knowing about the impact of information technology (IT) on our society.
Information is traveling faster and being shared by more individuals than ever before.
In addition to becoming faster, IT also has become more convenient and efficient. One
can buy just about anything online, surf the Web on a mobile phone and use a wireless
Internet connection at most establishments. IT consulting is a field that focuses on
advising businesses on how best to use information technology to meet their business
objectives. IT consultants provide expert advice and assistance in the fields of writing,
modifying, testing and supporting software to meet the needs of a particular customer.
They also plan and design computer systems and integrate computer hardware,
software and communication technologies. In addition to providing advice, IT
consulting firms often estimate, manage, implement, deploy and administer systems
on behalf of companies. This process is known as outsourcing. The IT consulting
industry can be viewed as a four-tier system: a) Professional services firms which
maintain large professional workforces and command high bill rates; b) Staffing firms
which place technologists with businesses on a temporary basis; c) Independent
consultants who are self-employed; and d) Information security consultants.

Latest Activities and Major Players. In 2010, the global IT Consulting and Services
industry recorded a total revenue of $516 billion, representing a compound annual
growth rate (CAGR) of 3.9 percent for the period spanning 2006 to 2010. The
integration and development services segment were the industry‟s most lucrative,
with total revenue of $254.2 billion or 49.3 percent of the market‟s overall value.

The key challenge for IT services firms is to successfully navigate their way in a
maturing market where heady growth and wide margins are a thing of the past, and
bitter price wars are a thing of the present.These issues create business initiatives that
industry players must consider for growth and survival. Pursuing, and not pursuing,
these initiatives come with risks to companies in this industry.

30
Key business initiatives for the IT services industry involve strategy, marketing and
sales, and product development. Strategy business initiatives may entail revamping
entire business and revenue models, increasing focus on market niches, and attracting
the talent needed to accomplish these strategies. Marketing and sales initiatives seek
to grow revenue by expansion, through broader penetration into existing markets with
new services, and creating new markets altogether for existing and new services.
Product development initiatives include accelerating and streamlining in-house
product development processes.

The IT services industry is a constantly evolving industry, dealing with new levels of
technology year-to-year, and even month-to-month. Industry players need to
consistently redefine themselves, repositioning into areas of growth. With IT
consulting one of the best growth areas of the IT services market, companies focused
only on system integration and other general IT services will be interfacing with
corporate technology teams who increasingly no longer have the keys to the safe. By
developing or acquiring a strong and experienced technology consulting team, IT
services companies can both interact with decision-makers and have more control
over technology implementation. As corporations see IT cost mushroom, more are
looking for a utility delivery model, where a monthly fee is paid based on
consumption, which is another business model needed to be considered by IT services
firms. Most importantly, IT services firms need to position themselves around the
areas of growing concerns of customers, which includes services related to service
oriented architecture, spiraling demand for security and storage, and various
virtualization services that allow corporations to optimize their IT resources.

31
3.2 Company profile
Tata Consultancy Services Limited (TCS) is an Indian multinational information
technology (IT) service, consulting and business solutions.

Company Headquartered in Mumbai, Maharashtra. It is a subsidiary of the Tata

Group and operates in 46 countries.

TCS is one of the largest Indian companies by market capitalization ($80 billion). TCS
is now placed among the „Big 4‟ most valuable IT services brands worldwide. TCS
alone generates 70% dividends of its parent company, Tata Sons. In 2015, TCS is
ranked 64th overall in the Forbes World's Most Innovative Companies ranking,
making it both the highest-ranked IT services company and the top Indian company. It
is the world's 9th largest IT services provider by revenue. As of December 2015, it is
ranked 10th on the Fortune India 500 list.

On 12 January 2017, N. Chandrashekaran was elevated as the chairman for Tata Sons .

History
1968-2000

TCS Limited was founded in 1968 by a division of Tata Sons Limited.[15] Its early
contracts included punched card services to sister company TISCO (now Tata Steel),
working on an Inter-Branch Reconciliation System for the Central Bank of India, and
providing bureau services to Unit Trust of India.

In 1975, TCS delivered an electronic depository and trading system called SECOM for
the Swiss company SIS SegaInter Settle (deutsch); it also developed System X for the
Canadian Depository System and automated the Johannesburg Stock Exchange. It
associated with a Swiss partner, TKS Teknosoft, which it later acquired.

In 1980, TCS established India's first dedicated software research and development
center, the Tata Research Development and Design Centre (TRDDC) in Pune. In
1981, it established India's first client-dedicated offshore development center, set up
for clients Tandem. TCS later (1993) partnered with Canada-based software factory
Integrity Software Corp, which TCS later acquired.

32
In anticipation of the Y2K bug and the launch of a unified European currency (Euro),
Tata Consultancy Services created the factory model for Y2K conversion and
developed software tools which automated the conversion process and enabled third-
party developer and client implementation.

2000 to present

On 25 August 2004, TCS became a Publicly Listed Company.

In 2005, TCS became the first India-based IT services company to enter

the bioinformatics market. In 2006, it designed an ERP system for the Indian Railway
Catering and Tourism Corporation. By 2008, its e-business activities were generating
over US$500 million in annual revenues.

TCS entered the small and medium enterprises market for the first time in 2011,
with cloud-based offerings. On the last trading day of 2011, it overtook RIL to achieve
the highest market capitalization of any India-based company. In the 2011/12 fiscal
year, TCS achieved annual revenues of over US$10 billion for the first time.

In May 2013, TCS was awarded a six-year contract worth over ₹ 1100 cores to
provide services to the Indian Department of Posts. In 2013, the firm moved from the
13th position to 10th position in the League of top 10 global IT Services and in July
2014, it became the first Indian company with over Rs 5 lakh crore market
capitalization.

In Jan 2015, TCS ends RIL's 23-year run as most profitable firm

In Jan 2017, the company announced a partnership with Auras, Inc., a global leader in
innovative payments technology, to deliver payment solutions for retailers using TCS
OmniStore, a first of its kind unified store commerce platform.

Products and services

TCS and its 67 subsidiaries provide a wide range of information technology-related

products and services including application development, business process
outsourcing, capacity planning, consulting, enterprise software, hardware sizing,
payment processing, software management and technology education
services. Rgwfirm's established software products are TCS BaNCS and TCS Master
Craft.

33
 Service lines

TCS' services are currently organized into the following service lines (percentage of
total TCS revenues in the 2012-13 fiscal year generated by each respective service
line is shown in parentheses):

 Application development and maintenance (43.80%) value;

 Asset leverage solutions (2.70%);
 Assurance services (7.70%);
 Business process outsourcing (12.50%);
 Consulting (2.00%);

 Engineering and Industrial services (4.60%);

 Enterprise solutions (15.20%); and
 IT infrastructure services (11.50%).

Operations

TCS has 289 offices across 46 countries and 147 delivery centers in 21 countries. At
the same date TCS had a total of 58 subsidiary companies.

Locations

TCS has operations in the following locations:

India: Ahmedabad, Bangalore, Baroda, Bhubaneswar, Chennai, Coimbatore, Delhi,

Gandhinagar, Goa, Gurgaon, Guwahati, Hyderabad, Bhopal, Indore, Jamshedpur, Ko
chi, Kolkata, Lucknow, KalyanpurMumbai, Nagpur, Noida,Nashik, Pune,Trivandru
m and Patna.

Africa: South Africa, Morocco(closed down)

Asia (excluding India): Bahrain, China, Israel, UAE, Hong

kong, Indonesia, Japan, Malaysia, Philippines, Saudi Arabia, Singapore, South
Korea, Taiwan, Thailand, Qatar

Australia: Australia

34
 Europe: Belgium, Denmark, Finland, France, Germany, Hungary, Iceland,
Ireland, Italy, Luxembourg, Netherlands, Norway, Portugal, Spain, Sweden, Switzerl
and and United Kingdom.

North America: Canada, Mexico and United States.

South America: Argentina, Brazil, Chile, Colombia, Ecuador, Peru and Uruguay.[76]

TCS BPS

TCS BPS (Business Process Services) is the third-largest India-based

IT outsourcing company (after capgemini). The BPS division had revenues of US$1.44
billion in the FY 2012-13 which was 12.5% of the total revenue of TCS. TCS BPS has
more than 45,000 employees which serve over 225 million customers across 11
countries. The rate of attrition in BPS division during the financial year 2012-13 was
19.5%.

35
In 2006, TCS won a $35 million contract from Eli Lilly and Company for
providing data management, biostatistics and medical writing services. In 2007, it won a
major multi-year deal from Swiss pharmaceutical major Hoffmann-La Roche to provide
data management, bio-statistics, clinical programming and drug safety support
to Hoffmann-La Roche's global pharmaceutical development efforts.
The firm has also opened a business process outsourcing facility in the Philippines.[86]

Tata Research Development and Design Centre

Main article: Tata Research Development and Design Centre

TCS established the first software research center in India, the Tata Research
Development and Design Centre, in Pune, India in 1981. TRDDC undertakes research
in Software engineering, Process engineering and systems research. Researchers at
TRDDC also developed Master Craft (now a suite of digitization and optimization
tools) a Model Driven Development software that can automatically create code based
on a model of a software, and rewrite the code based on the user's needs. Research at
TRDDC has also resulted in the development of Sujay, a low-cost water purifier that
can be manufactured using locally available resources. TCS deployed thousands of
these filters in the Indian Ocean tsunami disaster of 2004 as part of its relief
activities. This product has been marketed in India as Tata swatch, a low-cost water
purifier.

Innovation Labs

In 2007, TCS launched its co-innovation network, a network of innovation labs, startup
alliances, university research departments, and venture capitalists. In addition, TCS has
19 innovation labs based in three countries. TCS' partners include Collabnet, Cassatt,
academic institutions such as IITs, Stanford, MIT, Carnegie Mellon and venture
capitalists like Sequoia and Kleiner Perkins.

Employees

TCS is one of the largest private sector employers in India, and the fourth-largest
employer among listed Indian companies (after Indian Railways, Indian Army and India
Post). TCS had a total of 3,87,000 employees as of December 2016, of which 31% were
women. The number of non-Indian nationals was 21,282 as at 31 March 2013
(7.7%). The employee costs for the FY 2012-13 were US$4.38 billion, which was

36
approx. 38% of the total revenue of the company for that period.[1] In the fiscal year
2012-13, TCS recruited a total of 69,728 new staff, of whom 59,276 were based in India
and 10,452 were based in the rest of the world. In the same period, the rate of attrition
was 10.6%.[63] The average age of a TCS employee is 28 years. The employee
utilization rate, excluding trainees, for the FY 2012-13 was 82%. TCS was the fifth-
largest United States visa recipient in 2008 (after Infosys, CTS, Wipro and Mahindra
Satyam). In 2012, the Tata group companies, including TCS, were the second largest
recipient of H-1B visas. As of June 2017, TCS has over 387,000+ employees. It is
world's third largest IT employer behind IBM and HP.

Subramaniam Ramadorai, former CEO of TCS, has written an autobiographical book

about his experiences in the company called The TCS Story...and beyond.

Sponsorships

TCS is the title sponsor for Amsterdam Marathon and New York City Marathon and
one of the sponsors of Berlin Marathon, Chicago Marathon, Boston Marathon, Mumbai
Marathon. In India, it is the title sponsor of World 10K held in Bangalore every
year. TCS is a sponsor of Indian Premier League team Rajasthan Royals since 2009. In
addition, TCS provides Rajasthan Royals with technology to help in analysis of player
performance, simulation and use of RFID tags for tracking the players‟ fitness levels
and for security purposes in the stadiums. TCS sponsors an annual IT quiz for high
school students called TCS IT Wiz. The TCS IT Wiz is the largest quiz in India,
attracting students who are studying between class 8 and class 12.This quiz is hosted by
Mr. Giri Bala subramanium.

37
 CHAPTER-4
DATA ANALYSIS AND INTERPRETATION

38
4.1 DATA ANALYSIS & INTREPRITATION

TABLE 4.1
Employee Welfare is needed in a company
s.no Options No. of Responses Percentage
1 YES 100 100
2 NO 0 0
TOTAL 100 100
Source: own source

Diagram: 4.1. (a)

Employee Welfare is needed in a company

% of respondents

120

100

80

60 Percentage
100
40

20

0 0
1 2
yes no

Interpretation: To above question, almost 100% of the employees thought that the
Employee Welfare programs is needed in a company

TABLE 4.2

39
 Organization Educational assistance provided for children‟s education
S.No Options No of Responses Percentage
1 YES 85 85
2 NO 15 15
TOTAL 100 100
Source: own source

Diagram: 4.2 (a)

Organization Educational assistance provided for children‟s education

Chart Title
90
80
70
60
50
40
30
20
10
0
YES NO

No of Responses Percentage

Interpretation:
Most of the employees in the organization are saying that the organization is bearing the
children‟s education as anEmployee Welfare program.

40
 TABLE-4.3
Welfare program, you are getting in the organization
Welfare Program % Rating
Canteen Subsidy 100%
Festival Allowance 50%
Night Shift Allowance 65%
Heat Treatment Allowance 75%
Rest Room Facility 15%
shift timings 10%
Safety practices 55%
death in harness 95%
HRA 100%
Uniform Allowance 50%
Source: own source

Diagram: 4.3(a)
Welfare program, you are getting in the organization

Series 1
120%
100%
80%
60%
40%
20%
0%

Series 1

Interpretation:
From the above table we can find the employees in the organization are getting benefits
from the organization as an employee welfare programs
Most of the employee given the rating for the facility of canteen for their food and
refreshment facilities in the organization, the organization is allowing the house rent
allowances also.

41
 TABLE 4.4
Methods used in your organization in order to help the staff in managing as welfare
Particulars Response (No of persons)

Rest room 45

Yoga and Meditation 14

Physical Exercise and indoor games 20

Music 20

None of the above 1

Source: own source

Diagram:4.4(a)
Methods used in your organization in order to help the staff in managing as welfare

Response (No of persons)

50
40
30
20
10
0

Response (No of persons)

Interpretation:
Employees are managing the stress by using rest rooms and, by meditation and yoga by
Physical Exercise and indoor games and using other.

42
 TABLE 4. 5
Necessary that the organization should take up the programmers for welfare
programs
Particulars Response (No of persons)

Yes 90

No 10

Source: own Source

Diagram: 4.5(a)
Necessary that the organization should take up the programmers for welfare
programs

Response (No of persons)

100
80
60
40
20
0
Yes No

Response (No of persons)

Interpretation:
90 respondents said that the organization should take up the programmers for welfare
and 10 are said that no need to do.

43
 TABLE 4.6
Increase the welfare programs
Particulars Response (No of persons)

I will work very fast 5

I should decide when to relax 5
I will work very intensively 0
I will plan my job schedules 85
I should maintain good relations 15
Other 0
Source: own source

Diagram: 4.6(a)
Increase the welfare programs

Response (No of persons)

90
80
70
60
50
40
30
20
10
0
I will work I should I will work I will plan my I should Other
very fast decide when very job schedules maintain good
to relax intensively relations

Response (No of persons)

Interpretation:
5 respondents said that I will work very fast and 5are I‟ should decide when to relax, 85
respondents said that they will plan my job schedules, 15 are said that maintain good
relations.

44
 TABLE 4.7
Welfare Programs interface in work life

Welfare programs interface in your Response (No of Persons)

work life
Yes 45
No 60
At times 5
Source: Own source

Diagram: 4.7(a)
Increase the welfare programs

Response (No of Persons)

70

60

50

40

30

20

10

0
Yes Response (NoNo
of Persons) At times

Interpretation:
45 respondents said that personal welfare programs will interfere in work life and 60 are
said no impact and 5 are said that at the time of the mindset.

45
 TABLE 4.8
Recreational programs/events at your work place

Particulars Response (No of persons)

Yes 35
No 65
Source: Own source

Diagram: 4.8(a)
Recreational programs/events at your work place

Response (No of persons)

70
60
50
40
30
20
10
0
Yes No

Response (No of persons)

Interpretation:
35 employees are said that there are recreational programs/events at your work place
And 65 said that there are no such programs.

46
 TABLE 4.9
Reasonable and attainable goals when you have a large project to computer

Particulars Response (No of persons)

Yes 85

No 15

Source: Own source

Diagram: 4.9(a)
Reasonable and attainable goals when you have a large project to computer

Response ( no.of persons )

100
80
60
40
20
0
Yes No

Response ( no.of persons )

Interpretation:85 respondent‟s setup reasonable and attainable goals when you have a
large project to computer and 15say no.

47
 TABLE-4.10
satisfaction with the job at the work environment
Particulars Response (No of persons)

Yes 90

No 10

Source: Own source

Diagram: 4.10(a)
satisfaction with the job at the work environment

Response ( no.of persons )

100

80

60

40

20

0
Yes No

Response ( no.of persons )

Interpretation:90 respondents are satisfied with the job at the work environment
And 10 are unsatisfied with the job at the work environment.

48
 TABLE-4.11
The communication among you and the subordinates in an organization.
Particulars Response (No of persons)

Good 95

Bad 5

Poor 0

Diagram: 4.11(a)
The communication among you and the subordinates in an organization.

Response ( no.of persons )

100

80

60

40

20

0
Good Response ( no.of
Badpersons ) Poor

Interpretation:95 employees are said that good communication among you and the
subordinates in an organization and 5 said bad communication among you and the
subordinates in an organization and 0 said it is poor.

49
 TABLE-4. 12
organization provides you any assistance for non-welfare related problems
Particulars Response (No of persons)
Yes 95
No 5

Diagram: 4. 12 (a)
organization provides you any assistance for non-welfare related problems

Response ( no.of persons )

100

80

60

40

20

0
Yes No

Response ( no.of persons )

Interpretation:95 respondents said that organization provides assistance for non-welfare

related problems and 5 said than not doing.

50
 TABLE-4.13
Enough skills to handle the responsibilities assigned to you
Particulars Response (No of persons)
Yes 75
No 25

Diagram: 4.13(a)
Enough skills to handle the responsibilities assigned to you

Response ( no.of persons )

80

60

40

20

0
Yes No

Response ( no.of persons )

Interpretation:75 are said that they feel enough skills to handle the responsibilities
assigned their role, 25 said they are not feeling.

51
 TABLE-4.14
Introduction of stress management and its preventive actions in every organization
mandatory
Particulars Response (No of persons)
Yes 80
No 20
Source: Own Source

Diagram: 4.14(a0
Introduction of stress management and its preventive actions in every organization
mandatory

Response ( no.of persons )

90
80
70
60
50
40
30
20
10
0
Yes No

Response ( no.of persons )

Interpretation:80 feel that introduction of stress management and its preventive actions
in every organization mandatory and 20

52
 CHAPTER-5

FINDINGS,

SUGGESTIONS,

and

CONCLUSION

53
5.1 FINDINGS

1. The study shows that 75% of the respondents opined adequate safety training
programmers are conducted at TATA CONSULTANCY SERVICES., and 25% of them
opined it is not.

2. The study shows that 62% of the respondents have attended safety training
programmers and 38% of them have not.

3. The study shows that 10% of the respondents have rated the training programmers as
highly effective, 84% have rated it as effective, 5% have no opinion and 1% says it is
ineffective.

4. The study shows that 91% of the respondents opined that the management provides
safety awareness and 9% opined that it does not.

5. The study shows that a majority of 84% employees feel that LIL mostly creates
safety awareness through bulletin boards and the least through safety competitions as
only 14% believes that safety awareness is created through safety competitions.

6. The study sho2ws that 36% of the respondents feel that the safety goggles provided
are inadequate and 34% feel that the safety measures provided while working on cranes
are inadequate.

7. The study shows that 45% of the respondents say that they always make use of the
safety measures provided to them, 54% uses them sometimes and 1% never uses it.

8. The study shows that 55% of the respondents opined that the machines, equipment‟s
and tools are well designed, 58% opined that they are well maintained and 57% opined
that they are well guarded. AURORA PG COLLEGE. A STUDY ON EMPLOYEE
WELFARE.

9. The study shows that 35% of the respondents believe that the layout of the
workplace is designed to avoid accidents, 21% says it is not so and 44% believe that to
an extent the workplace is designed to avoid accidents.

10. The study shows that 46% of the respondents believe that the safety measures
provided at TATA CONSULTANCY SERVICES., reduce the severity of accidents, 9%

54
believes otherwise and 36% believe that to an extent the safety measures help in
reducing the severity of accidents.

11. The study shows that 81% of the respondents feel that always immediate actions are
taken to investigate accidents, 14% feel that it is so sometimes and 5% feels that
immediate actions are never taken to investigate accidents.

12. The study shows that 56% of the respondents opined that they perceive a risk factor
while working at TATA CONSULTANCY SERVICES., 33% opined that they do not
perceive any risk factor and 11% opined that to an extent they perceive a risk factor.

13. The study shows that 90% of the respondents say that they never avoid work due to
the risk involved in it. 9% of the respondents avoid work and 1% always avoids work.

14. The study shows that 21% of the respondents strongly agree that in case of
accidents, the management would take good care of them, 56% agree and 19% disagree
to this. 4% of the respondents had no opinion on the matter.

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5.2 SUGGESTIONS

 Executives working in technical areas to be trained effectively in the areas of their

role and interpersonal dependence and relations to make empowerment more
fruitful.

 A training program may be undertaken about "Shared Leadership" which brings

high morale and high productivity and makes the empowerment a success.

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5.3 CONCLUSIONS
With regard to value of people, the analysis leads to the conclusion that the Executives
give a reasonable value to the Human Resources in the Organization. However, in
respect of concept about power, they are somewhat agreed to share the power. As far as
information sharing with lower rungs is concerned, they are very positive.

As far as clarity is concerned, the executives are somewhat agreed i.e., neutral.
Following good welfare programmers.

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 BIBLIOGRAPHY
1. BOOKS
1) P. Subba Rao, Personnel and Human Resources Management, Himalaya
Publishing House, 2001 (2nd Edition).
2) BiswajetPatnayak, Human Resources management, Pentice-Hall Of India-2002.
3) Arun Monappa, Mirza. S. Saiyadain, Personnel Management, Tata Mc Graw-
Hill Publishing Company Ltd, 1998.
4) Management, Tata Mc Graw –Hill Publishing Company Ltd, 1998.
5) C.R.Kothari, Research Methodology, Vikas Publishing House,2000

2. JOURNALS

1) Annual Reports and Magazines of ultra tech cements.

2) William. B. Werther, Jr. Keith Davis, Human Resources and Personnel,1999

3.NEWS PAPERS

1)Times of India

2)India today

4. WEBSITES:
www.themanagementor.com
www.Tata Consultancy Services.com
www.hr.com
www.autoindia.com

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QUESTIONNAIRE

General profile of The Employee

Project Title :

Employee Name :

Designation :

Department :

Educational Qualification :

Experience :

1) Do you think Employee Welfare is needed in a company?

(a) YES (b) NO

2) In Your Organization Educational assistance provided for children‟s education

(a) Yes (b) No

3) Rate the Welfare program, you are getting in the organization

Particulars Yes or No
Canteen Subsidy
Festival Allowance
Night Shift Allowance
Heat Treatment Allowance
Rest Room Facility
shift timings
Safety practices
death in harness
HRA

4) What are the methods used in your organization in order to help the staff in managing
59
as welfare?
a) Rest room
b) Yoga and Meditation
c) Physical Exercise and indoor games
d) Music
e) None of the above

4) Is it necessary that the organization should take up the programmers for welfare
programs?
a) Yes
b) No
5) When You Feel stress, who will help you to overcome the stress?
6. Management
7. Family
8. Friends
9. Colleagues
10. None of the above
6) To increase the welfare programs?
a) I will work very fast
b) I‟ should decide when to relax
c) I will work very intensively
d) I will plan my job schedules
e) I should maintain good relations
f) Other
7) Do your welfare programs interface in your work life?
a) Yes
b) No
c) At times
8) Are there any recreational programs/events at your work place?
a) Yes
b) No
9) Do you setup reasonable and attainable goals when you have a large project to
computer?

60
 a) Yes
b) No
10) Are you satisfied with the job at the work environment?
a) Yes
b) No
11) How is the communication among you and the subordinates in an organization?
a) Bad
b) Good
c) Poor
12) Does organization provide you any assistance for non-welfare related problems?
a) Yes
b) No
13) Do you feel you have enough skills to handle the responsibilities assigned to
your role?
a) Yes
b) No
14) Do you feel introduction of stress management and its preventive actions in
every organization mandatory?
a) Yes
b) No

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