INVESTIGATING THE SAFETY PROTOCOLS

OFFERED TO EMPLOYEES
Project Report
(A Report Submitted In Partial Fulfilment of the Requirements for the Degree of
Master of Business Administration in Pondicherry University)

Submitted by
A. SHANMUGAPRIYA
Enrollment No : 0221390775
MBA - HUMAN RESOURCE MANAGEMENT

Supervisor
Dr. J. ARUL SURESH
Assistant Professor
Department of Commerce
Loyola College, Chennai-34

DIRECTORATE OF DISTANCE EDUCATION

PONDICHERRY UNIVERSITY
PUDUCHERRY 605 014
APRIL - 2023
 CERTIFICATE OF THE GUIDE

This is to certify that the Project Work titled “INVESTIGATING THE

SAFETY PROTOCOLS OFFERED TO EMPLOYEES" is a bonafide work of

Ms. A. SHANMUGAPRIYA (Enroll No: 0221390775) carried out in partial

fulfilment for the award of degree of Master Of Business Administration (MBA –

HUMAN RESOURCE MANAGEMENT) of Pondicherry University under my

guidance. This project work is original and not submitted earlier for the award of

any degree / diploma or associateship of any other University / Institution.

SIGNATURE OF THE GUIDE

Dr. J. ARUL SURESH
ASSISTANT PROFESSOR
DEPARTMENT O F COMMERCE
LOYOLA COLLEGE, CHENNAI

Place: Chennai
Date:
 DECLARATION

I, A. SHANMUGAPRIYA hereby declare that the Project Work titled

“INVESTIGATING THE SAFETY PROTOCOLS OFFERED TO

EMPLOYEES” is the original work done by me and submitted to the Pondicherry

University in partial fulfilment of requirements for the award of Master of Business

Administration in Human Resource Management is a record of original work done

by me under the supervision of Dr. J.ARUL SURESH, Assistant Professor,

Loyola college, Chennai.

ENROLLMENT NO: 0221390775

DATE:

Signature of the student

(A. SHANMUGAPRIYA)
 ACKNOWLEDGEMENT

I bow before my parents and the Divine almighty for showering the

Divine grace on me. I hereby express my heartfelt gratitude to one and all

concerned with my activities. First and foremost, I would like to express my

whole hearted thanks to our esteemed principal for having given me an

opportunity to pursue this project.

I personally like to thank Dr. J. ARUL SURESH, Assistant Professor in

Department of Commerce. Loyola College Chennai, for sharing his most

precious time, the light of knowledge with me and offered me the necessary help

from time to time. He was the source of constant inspiration and influence in

arriving me to think and work in an effective manner.

I would also like to thank the staff members of the department for their

constant motivation and encouragement in making this project a highly

successful one.
 CONTENTS
S.NO. PARTICULARS PAGE NO.

EXECUTIVE SUMMARY i
LIST OF TABLES iii

LIST OF CHARTS iv

CHAPTER-1 1

1.1 CONCEPT INTRODUCTION 1

1.2 NEED FOR THE STUDY 13
1.3 SCOPE OF THE STUDY 13
1.4 OBJECTIVES OF THE STUDY 14
1.5 COMPANY’S PROFILE 14

CHAPTER-2 17

2.1 REVIEW OF LITERATURE 17

CHAPTER-3 27

3.1 METHODOLOGY 27

CHAPTER-4 31

4.1 DATA ANALYSIS AND INTERPRETATION 31

GRAPHICAL REPRESENTATION

CHAPTER-5 70

5.1 FINDINGS 70
5.2 SUGGESTIONS & RECOMMENDATIONS 71
5.3 CONCLUSION 71

ANNEXURE
BIBLIOGRAPHY 72
QUESTIONNAIRE 73
 EXECUTIVE SUMMARY

Employee Welfare and Safety is an important facet of industrial relations, the extra
dimension, giving satisfaction to the worker in a way which evens a good wage cannot. With
the growth of industrialization and mechanization, it has acquired added importance. The
workers in industry cannot cope with the pace of modern life with minimum sustenance
amenities. He needs an added stimulus to keep body and soul together. Employers have also
realized the importance of their role in providing these extra amenities. And yet, they are not
always able to fulfil workers demands however reasonable they might be. They are primarily
concerned with the viability of the enterprise. Employee Welfare and Safety, though it has
been proved to contribute to efficiency in production, is expensive. Each employer depending
on his priorities gives varying degrees of importance to labour Welfare and Safety.

The need for the study tt is essential to know about the Welfare and Safety conditions of
employees. It is necessary to know the satisfaction level of works in the organization and also
their Perception regarding their future and other benefits given by the organization. There is a
need to know whether the employees are expecting any improved level of Welfare and Safety
facilities from the company. The result of this study will be move helpful to the organization
to recognize existing Conditions and Welfare and Safety facilities in the organization.

The primary objective is to know about the Employee Welfare and Safety measures being
implemented in IMind Technologies, Chennai. The secondary objective is to know about the
awareness of statutory Welfare and Safety measures in company, to know about the workers
expectations on Welfare and Safety measures and to know about the satisfaction level of
workers on Welfare and Safety measures.

Research is a scientific and systematic search for pertinent information on a specific topic.
The advanced learner’s dictionary of current English lays down the meaning of research as “a
careful investigation or inquiry especially through search for new facts in any branch of
knowledge.” Redman and Moray define research as “a systematized effort to gain new
knowledge.” Research is an academic activity and as such the term should be used in a
technical sense. According to Clifford Woody, research comprises of defining and redefining
problems, formulating hypothesis or suggested solution; collection, organizing and evaluating

i
data; making deductions and reaching conclusions; and at last, carefully testing the
conclusions to determine whether they fit the formulating hypothesis.
In descriptive also, there has been use of cross-sectional studies only because the
researcher has taken only a sample of element from the given population.
In the cross-sectional study, the survey research has been selected as a detailed and
has to be obtained from a sample of large population. A questionnaire is sent to the persons
concerned with the request to answer the question and return the questionnaire. The
questionnaire consists of a number of questions printed in a definite order on a form or set of
forms. The questionnaire is mail to respondents who are expected to read and understand the
questions and write down the reply in the space lent for the purpose in the questionnaire
itself. The respondents have to answer the questions on their own. In this study, a
questionnaire was used to collect data from the sample. Sampling is the process of selecting a
sufficient number of elements from the population, so that a study of the sample and an
understanding of its properties or characteristics would make it possible for us to generalize
such properties or characteristics to the population element. In this study stratified sampling
technique is used. The population size is 150, the sample size for the study is 50. After the
research is selected, the data collection through questionnaire, which is designed by covering
the objectives, is defined. The questions in the questionnaire are in the structured format.

The data that is being used in study was collected from two methods Primary data &
Secondary data. Tools used for data analysis is Percentage analysis & Chi-square test.

ii
 LIST OF TABLES

Sl. No TITLE Pg.no

4.1.1. Gender of the employees 31

4.1.2. Marital status of the employees 33

4.1.3. Work experience 35

4.1.4. Satisfaction with Welfare and Safety 37

4.1.5. Rest room facility 39

4.1.6. Safety in working environment 41

4.1.7. Satisfaction with working shifts 43

4.1.8. Training and development programme 45

4.1.9. Recreational facilities 47

4.1.10. Educational assistance provision to employees 49

4.1.11. Salary payment 51

4.1.12. Travelling facilities 53

4.1.13. Bonus payment scheme 55

4.1.14. Medical and Health facilities 57

4.1.15. Treatment by managers 59

4.1.16. Rate of job 61

4.1.17. Organisation working hours 63

4.1.18. Canteen facilities 65

4.1.19. Incentives for extra-work 67

iii
 LIST OF CHARTS

Sl. No TITLE Pg.no

4.1.1. Gender of the employees 32

4.1.2. Marital status of the employees 34

4.1.3. Work experience 36

4.1.4. Satisfaction with Welfare and Safety 38

4.1.5. Rest room facility 40

4.1.6. Safety in working environment 42

4.1.7. Satisfaction with working shifts 44

4.1.8. Training and development programme 46

4.1.9. Recreational facilities 48

4.1.10. Educational assistance provision to employees 50

4.1.11. Salary payment 52

4.1.12. Travelling facilities 54

4.1.13. Bonus payment scheme 56

4.1.14. Medical and Health facilities 58

4.1.15. Treatment by managers 60

4.1.16. Rate of job 62

4.1.17. Organisation working hours 64

4.1.18. Canteen facilities 66

4.1.19. Incentives for extra-work 68

iv
 CHAPTER I
INTRODUCTION AND DESIGN OF THE STUDY
1.1 CONCEPT INTRODUCTION

Employee Welfare and Safety is an important facet of industrial relations, the extra
dimension, giving satisfaction to the worker in a way which evens a good wage cannot. With
the growth of industrialization and mechanization, it has acquired added importance. The
workers in industry cannot cope with the pace of modern life with minimum sustenance
amenities. He needs an added stimulus to keep body and soul together. Employers have also
realized the importance of their role in providing these extra amenities. And yet, they are not
always able to fulfil workers demands however reasonable they might be. They are primarily
concerned with the viability of the enterprise. Employee Welfare and Safety, though it has
been proved to contribute to efficiency in production, is expensive. Each employer depending
on his priorities gives varying degrees of importance to labour Welfare and Safety.
It is because the government is not sure that all employers are progressive minded and
will provide basic Welfare and Safety measures that it introduces statutory legislation from
time to time to bring about some measures of uniformity in the basic amenities available to
industrial workers.
After employees have been hired, trained and remunerated, they need to be retained
and maintained to serve the organization better. Welfare and Safety facilities are designed to
take care of the wellbeing of the employees; they do not generally result in any monetary
benefit to the employees. No rare these facilities provided by employers alone. Governmental
and non-governmental agencies and trade unions too, contribute towards employee Welfare
and Safety.
Employee Welfare and Safety is a comprehensive term including various services,
benefits and facilities offered to employees by the employer. Through such generous fringe
benefits the employer makes the life worth living for employees. The Welfare and Safety
amenities are extended in addition to normal wages and other economic rewards available to
employees as per the legal provisions. Welfare and Safety measures may also be provided by
the government, trade unions and non-government agencies in addition to the employer. The
basic purpose of employee Welfare and Safety is to enrich the life of the employees and keep
them happy and contended.

1
 Employee Welfare and Safety today has become a very controversial topic. It covers a
very broad field. To being with, let us briefly discuss the main concepts or, rather, the
general, meaning full ideas which have been evolved about it so far.
The term Welfare and Safety suggest many ideas, meanings and connotations, such as
the state of well-belling, health, happiness, prosperity and the development of human
resources. The concept of Welfare and Safety can be approached from various angles.
Welfare and Safety has been described as a total concept. It is a desirable state of existence
involving for certain components of Welfare and Safety, such a health, food, clothing, and
housing, medical assistance, insurance, education, recreation. Job security, and so on.
The word employee means any productivity activity. In a broader sense, therefore, the
phrase employee Welfare and Safety means the adoption of measures to promote the
physical, social, psychological and general well being of the working population. Welfare
and Safety work in any industry aims, or should aim, at improving the working and living
conditions of workers and their families.
The concept of employee Welfare and Safety originates in the desire for a
humanitarian approach to the sufferings of the working class. Later, it becomes a utilitarian
philosophy which worked as a motivating force for labour and for those who were interested
in it.
Employee Welfare and Safety has been defined in various ways, though unfortunately
no single definition has found universal acceptance.
“Efforts to make life worth living for worker”
“The oxford dictionary”
Concept of Employee Welfare and Safety
The concept of labour Welfare and Safety is flexible and elastic and differs widely
with time, region, industry, social values and customs, degree of industrialization, the general
socioeconomic development of the people and the political ideologies prevailing at a
particular time. It is also molded according to the age-groups, socio-cultural background,
marital and economic status and educational level of the workers in various industries in its
broad connotation, the term Welfare and Safety refers to a state of living of an individual or
group in a desirable relationship with total environment – ecological, economic, and social.
Conceptually as well as operationally, labour Welfare and Safety is a part of social Welfare
and Safety which, in turn, is closely linked to the concept and the role of the State which is
applicable in the plant. The concept of social Welfare and Safety, in its narrow contours, has
been equated with economic Welfare and Safety. As these goals are not always be realized by

2
individuals through their efforts alone, the government came into the picture and gradually
began to take over the responsibility for the free and full development of human personality
of its population. Labour Welfare and Safety is an extension of the term Welfare and Safety
and its application to labour. During the industrialization process, the stress on labour
productivity increased; and brought about changes in the thinking on labour Welfare and
Safety.
In its broad connotation, the term Welfare and Safety refers to a state of living of an
individual or group in desirable relationship with total environment – ecological, economic,
and social. Concept dually as well as operationally, labour Welfare and Safety is a part of
social Welfare and Safety which, in turn, is closely linked to the concept and the role of the
State. The concept of social Welfare and Safety, in its narrow contours, has been equated
with economic Welfare and Safety. Pigou defined it as “that part of general Welfare and
Safety which can be brought directly or indirectly into relations with the measuring rod of
money” (Pigou, 1962). According to Willensky and Labeaux, social Welfare and Safety
alludes to “those formally organized and socially sponsored institutions, agencies and
programmes which function to maintain or improve the economic conditions, health or
interpersonal competence of some parts or all of a population” (Willensky and Labeaux,
1918). As these goals may not always be realized by individuals through their efforts alone,
the government came into the picture and gradually began to take over the responsibility for
the free and full development of human personality of its population. Labour Welfare and
Safety is an extension of the term Welfare and Safety and its application to labour. During the
industrialization process, the stress on labour productivity increased; and brought about
changes in the thinking on labour Welfare and Safety. An early study under the UN observed
as follows “in our opinion most underdeveloped countries are in the situation that investment
in people is likely to prove as productive, in the purely material sense, as any investment in
material resources and in many cases, investment in people would lead to a greater increase
of the flow of goods and services than would follow upon any comparable investment in
material capital”. The theory that Welfare and Safety expenditure, especially expenditure on
health and education, is productive investment has led to the view that workers could work
more productively if they were given a fair deal both at the work place and in the community.
The concept of labour Welfare and Safety has received inspiration from the concepts
of democracy and Welfare and Safety state. Democracy does not simply denote a form of
government; it is rather a way of life based on certain values such as equal rights and
privileges for all. The operation of Welfare and Safety services, in actual practice, brings to

3
bear on it different reflections representing the broad cultural and social conditions. In short,
labour Welfare and Safety is the voluntary efforts of the employers to establish, within the
existing industrial system, working and sometimes living and cultural conditions of the
employees beyond what is required by law, the custom of the industry and the conditions of
the market The constituents of labour Welfare and Safety included working hours, working
conditions, safety, industrial health insurance, workmen’s compensation, provident funds,
gratuity, pensions, protection against indebtedness, industrial housing, restrooms, canteens,
crèches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms,
holiday rooms, workers’ education, co-operative stores, excursions, playgrounds, and
scholarships and other help for education of employees’ children.

Managing Safety and Health

As an employer, it is your responsibility to maintain a safe and healthy workplace. A
safety and health management system, or safety program, can help you focus your efforts at
improving your work environment. Whatever you call it, your plan describes what the people
in your organization do to prevent injuries and illnesses at your workplace.
Your organization will have its own unique system, reflecting your way of doing
business, the hazards of your work, and how you manage the safety and health of your
employees:
 If you manage a small business in a low-risk industry, your system may simply
involve listening to your employees' concerns and responding to them.
 A large business in a hazardous industry may have notebooks full of written policies
and procedures and a full-time safety director.
 What's most important is that your system works for your organization. It's up to you
to decide how best to operate a safe and healthy workplace, and to put your plan into
practice.

What makes a successful system?

A successful system will be part of your overall business operation, as important as
the other things you do to succeed in business.
Successful safety and health systems have the following in place:

 Managers committed to making the program work.

4
  Employees involved in the program.
 A system to identify and control hazards.
 Compliance with OSHA regulations.
 Training on safe work practices.
 Mutual respect, caring and open communication in a climate conducive to safety.
 Continuous improvement.
Take a look at your safety and health system. Some components may be strong and
others may need to be strengthened. The following sections describe these key factors and
give ideas about how to make them part of your program. And remember, if you operate one
of many thousands of small businesses in Maine, your system can be simple and largely
informal.

Use the following as a practical guide and adapt it to your needs. Because small
businesses often cannot afford in-house safety and health professionals, you may need help
setting up your system. You can call Safety Works! --- our services are free and confidential.
Your workers' compensation insurance provider, your industry organization, or a private
consultant may also be able to help.

I. Make a commitment
Put as much energy into your commitment to safety and health as you put into any
other important part of your business. Make sure to include workplace safety and health in
your business plan and integrate it into all facets of the business.
 Write a policy that emphasizes the importance you place on workplace safety and
health.
 Commit the resources (time, money, personnel) needed to protect your employees.
 Begin meetings with a safety topic.
 Encourage employee participation in safety and health.
 Let employees know they will be expected to follow safe work practices if they work
for your business. And follow them yourself.
 Respond to all reports of unsafe or unhealthy conditions or work practices.
 If injuries or illnesses occur, make it your business to find out why.
 Go beyond the regulations; address all hazards, whether or not they are covered by
laws.

5
II. Involve employees
In a safe and healthy workplace, employees have a stake in the success of the program
--- safety and health is everyone's responsibility. Actively encourage employee involvement
if you want your program to succeed. Hold people accountable and makes sure everyone does
their part.
 Establish an active workplace safety and health safety committee.
 Make daily safety inspections part of some employees' jobs.
 Keep employees informed about safety inspections, injury and illness statistics, and
other safety-related issues.
 Give everyone a meaningful activity that supports safety.
 Value employee input and feedback. Employees often know more about safety
problems and solutions than managers do.
 Make sure employees help review and improve the program.
 Hold employees accountable
 Include safety and health responsibilities in job descriptions. Make following safe
work practices part of performance evaluation.
 Set safety goals and hold everyone accountable.
 Discipline employees who behave in ways that could harm themselves or other.
 Establish a clear system for reporting hazards, injuries, illnesses and close calls.
 Recognize employees who contribute to keeping the workplace safe and healthy.

III. Identify and control hazards

Before you can control hazards, you need to know what the hazards are. Here are some ways
to identify safety and health hazards:
 Review records of accidents, injuries, illnesses, and close calls review OSHA logs,
first aid logs, workers' compensation reports, complaints, and close calls look for
trends or common factors in kinds of injuries or illnesses
 Parts of body
 Time of day/shift
 Location
 Equipment
 Protective equipment
 Department

6
Survey employees
 Review inspection reports from enforcement inspections, insurance surveys, or
consultations.
 Learn the OSHA regulations that have to do with your workplace.
 Inspect your workplace for safety and health problems, current and potential.
 Safety Works! Consultants can help you survey your workplace.
 Use checklists to locate dangerous conditions.
 Watch employees work to spot unsafe work practices.
 Perform Job Hazard Analysis.
 Conduct air and noise sampling where exposures exist.

Once you know the hazards, you can decide how to control them.
Prioritize the hazards you found
 Which are most likely to cause serious injury or illness?
 Which can you fix immediately?
 Do you have to make long term plans to correct some of the hazards?
Make a plan for correcting the hazards
 Conduct job hazard analysis to identify how best to correct the hazards
 Find out best practices from companies in your industry
Correct the hazards
 Engineering controls eliminate the hazards through safe tools, facilities, and
equipment. These are the best controls.
 Administrative controls don't remove the hazards; they reduce exposure by
changing the work practices. For instance, rotating workers, rest breaks,
training programs.
 Personal protective equipment puts a barrier between the employee and the
hazard, using, for example, gloves or safety shoes. If you use personal
protective equipment, you have to assess the hazard beforehand and train
employees the right way to use the equipment.
Evaluate the changes to make sure they have corrected the problem and not created other
hazards. And periodically re-survey the work environment and work practices.

7
IV. Comply with regulations
Employers must identify the OSHA regulations that apply in their workplaces and
comply with them. Safety Works! Classes and consultations can help with this.
 Develop required programs
 Maintain the OSHA 300 log if required for your business.

V. Train Employees
Train personnel about the hazards they may be exposed to at work and how to protect
themselves. Keep records of all training. Provide:
 General safety orientation for new employees and employees starting new jobs,
including company safety regulations and emergency procedures.
 Specific training on the hazards of their jobs and how to do their jobs safely. (Many
OSHA standards include specific training requirements)
 Retraining
 As required by the standards
 When jobs change
 When employees return from long absence
 As needed to ensure employees know how to do their jobs safely.

VI. Support a culture of safety

Workers hold safety as a value; they actively care about themselves and others. Mutual
respect is the norm.
 Establish effective two-way communication. Respond to the needs and
concerns of workers.
 Make sure management goes beyond the regulations to ensure a safe
workplace.
 Encourage workers to go "beyond the call of duty" to ensure a safe workplace.
 Support a work environment that fosters trust, creativity, and general well-
being.
 Celebrate your success with SHARP or other recognition programs.

8
VII. Continually improve your system
Review your program's strengths and weaknesses. Does it accurately reflect how you
want to manage safety and health?
 Use OSHA's Safety and Health Program Assessment Worksheet to find out how
you're doing.
 Review annually and as needed
 Investigate accidents, injuries, illnesses and close calls as they occur.
 Conduct frequent (daily, weekly as needed) inspections of specific equipment and
processes.
 Evaluate your injury and illness statistics
 Document all your safety efforts.
 Change analysis: Review new and changed processes, materials, facilities and
equipment for hazards
 Ensure hazard correction systems are in place and working
 Evaluate effectiveness of training
 Listen to your staff: Do employees know the hazards of their jobs and how to work
safely? Are managers enforcing safe work practices and praising safe behavior?

1.1.1. INDUSTRY PROFILE

E-Learning India
The fact that India’s current educational infrastructure cannot meet the current and
future needs of the country is well known. Despite having more than half the population
under 25 years of age, India is expected to face a shortage of 250 million skilled workers by
2022. Additionally, traditional education has failed to metamorphose in order to be relevant
for today’s rapidly changing requirements. The rate of advancement of technologies and
resulting opportunities is much too rapid for traditional programs and curriculum to keep up.
Besides, there is a whole world of skills that are not even in the purview of the traditional
education system (Arts, hobbies, soft skills, etc). ELearning will play a big role in helping
bringing a step change to our education problem.

Digital India and the Role of eLearning

As of 2015, India is already the second largest market for eLearning after the United
States. The sector is expected to reach $1.29 billion ($40 billion by some uber-optimistic

9
estimates) by 2018, growing at 17% CAGR. This is expected to be faster than the global
growth by a factor of 2x. Yet, the e-learning industry is still in its infancy in this country.
This opportunity is more real than ever before with the ‘Digital India’ initiative.
According to a recent McKinsey report, the incremental impact of this initiative (if executed
well) is 20-30% increase in GDP by the next 10 years.
Looking Forward
India internet users expected to touch 500 million by 2017 of which nearly 2/3rd is
expected to be on mobile. This time several improvements are also expected to happen in the
network infrastructure and backbone for content delivery. Aided by these and the critical
need, eLearning in India will see tremendous growth. It will be driven through corporate and
direct consumer adoption followed by government led initiatives.

Expanding e-learning
The rapid increase in internet connectivity has been an important catalyst for the
growth of e-learning. A robust internet ecosystem, with a multitude of local and global
players, will help online learning make further inroads. The five-year CAGR is estimated to
be 7.6%, so revenues should reach $51.5 billion by 2016. While the aggregate growth rate is
7.6%, several world regions have higher growth rates. The highest rate is in Asia at 17.3%,
followed by Eastern Europe (16.9%), Africa (15.2%) and Latin America (14.6%).
According to another report, India’s online education market size is set to grow to $40
billion by 2017 from the current $20 billion. India has one of the largest education systems in
the world with a network of more than 1 million schools and 18,000 higher education
institutions.
Aspects of e-learning
Although the foundation of education is still reading, writing and arithmetic, today’s
students need broader education. So, what can e-learning deliver?
Live instruction: Certain curricula may require specialised instructors. By using live
broadcasts, these instructors can remain in one location and provide instruction to many
students in other locations.

Self-learning: Computer-based training or self-paced learning is common in higher

education and trade-oriented learning. Kiosks to support this may be located close to under-
served areas where populations already work.

10
The VSAT advantage
Satellite broadband, typically VSAT (very-small-aperture terminal), is ideally suited
to bridging this gap. In the past, satellite connectivity was typically thought of as too
expensive, too slow and not reliable. With the advent of high throughput satellites (HTS) and
advances in radio technology, the cost and reliability of satellite connectivity has made it an
attractive option.
Industry Trends
E-Learning Market size was estimated at over USD 150 billion in 2016 and is
predicted to grow at over 5% CAGR from 2017 to 2024.

Increasing adoption of training solutions in the corporate landscape, irrespective of

their industry vertical, is a major factor promoting the e-learning market growth. A
companies’ employee base can avail training experience that are customized to suit their
learning speed and ability and improve information retention through an interactive and rich
media learning experience. Owing to their benefits, government of various economies, such
as in India and Brazil, have undertaken initiatives and programs to increase the access of the
local population to such technologies. E-training and online education apps require constant
internet connection to function effectively.

E- Market, By Application
The corporate e-learning market can be segregated by size to include SMBs and large
institutions. This software allows the organization to train their employee base in a variety of
areas, ranging from sensitivity to technical skill training. In May 2016, Infosys Ltd.

11
announced that it had entered an agreement with Udacity Inc., Coursera Inc., and EdX Inc, to
training their personnel on AI powered technologies.

E-Market, By Technology
Online solutions continuously collect the user information and give a customized
feedback of the user’s performance. Furthermore, the students can immediately connect to a
tutor or service provider in case of any issues. Mobile e-learning market segment is
anticipated to witness growth owing to the increase flexibility and the ability to access from
multiple devices.

E-learning market, By Provider

The content providers in the e-learning market is projected to grow owing to the rising
demand for the online learning content as it is readily available for usage on a variety of
platforms. Furthermore, content packages are set as per the requirements of the curriculum
and can be conformed to suit the needs of the end-users.

E-Learning Market, By Region

The U.S. e-learning market is expected to lead the global industry, owing to the rising
penetration of corporate training programs in the region. The high application of advanced
technologies, video content, and gamification is anticipated to drive the demand.
For instance, the HRD Ministry of Government of India has launched NPTEL, an
eLearning initiative for courses in engineering, science, and humanities streams.

Competitive Market Share

12
 The vendors in the e-learning market include McGraw Hill, Oracle, Desire2Learn,
Apollo Education Group, Adobe systems, Net Dimensions, Cisco Systems, Pearson,
Coursera, Health Stream, SAP, Udacity Inc., Coursera Inc., Skill soft, Cornerstone, and EdX
Inc. The ecosystem is characterized by intense competition among the existing players. For
instance, in January 2017, Udacity Inc. acquired Cloud Labs for the improvement of the
collaborative coding environment.

E-Learning enables students separated over a large geographical area and that have
limited learning opportunities to have access to tutoring and education on a wide range of
subjects including healthcare, engineering, and others.
GLOBAL MARKET
Global e-learning market, which was over a $90 billion market last year, is the fastest
growing market in the education sector. Indian e-learning industry is set to reach $1.29 billion
by FY 2018 with the e-learning content market expected to grow at a CAGR of 18.4% from
FY 2014-FY 2018.
For start-ups in e-learning space to flourish, for the adoption of e-learning in schools
and by massive consumer base, for capital to be poured in this space and for the whole
industry to mature, one must understand the hassles and problems of the industry. In this
highly interwoven e-learning market.

1.2. NEED FOR THE STUDY

 It is essential to know about the Welfare and Safety conditions of employees.

 It is necessary to know the satisfaction level of works in the organization and also
their Perception regarding their future and other benefits given by the organization.
 There is a need to know whether the employees are expecting any improved level of
Welfare and Safety facilities from the company.
 The result of this study will be move helpful to the organization to recognize existing
Conditions and Welfare and Safety facilities in the organization.

1.3. SCOPE AND SIGNIFICANCE

The study covers 50 respondents of workers. The study of Employee Welfare and
Safety covers weather the company providing Welfare and Safety schemes to the workers,
the hygienic is maintained by the company and weather the company maintaining the safety

13
precautions or not. The focus of the study is confined to one IMind Technologies, Chennai It
help to understand the workers atmosphere at the work place and helps the company to check
if the existing schemes are providing good facilities to workers or not.
Employee Welfare and Safety is by its very nature must necessarily be elastic, bearing
a somewhat interpretation in their company according to the different social customers, the
degree of industrialization and the education development of the workers. The management
has to be elastic prerequisites of the life, and the minimum basic amenities.
It may include not only minimum basic standard of hygienic and safety but also laid down in
general labour legislation.

1.4. OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE
 To know about the Employee Welfare and Safety measures being implemented in IMind
Technologies, Chennai.

SECONDARY OBJECTIVE
 To know about the awareness of statutory Welfare and Safety measures in company.
 To know about the workers expectations on Welfare and Safety measures.
 To know about the satisfaction level of workers on Welfare and Safety measures.

1.5. COMPANY PROFILE

IMind Technologies Designing, building and integrating cutting-edge eBusiness solutions
that deliver profitable online experiences can be a puzzling challenge. From talent
recruitment to full scale application integration, we provide the missing components that you
need to complete your puzzle, and make your vision a reality.

Mission
We aim to emerge as one of the biggest and most imperative technology solution providers
globally and our team is constantly working towards this target.

Vision
With Creative thoughts and unique approaches to help Business Houses & individuals to
Upgrade and Promote their business in the Age of Information Technology globally.

14
About IMind Technologies:
IMind Technologies, since 2006 with the goal of providing exceptional quality and cost-
effective IT integration services to web enabled businesses globally. As an eBusiness
integrator we provide a broad range of project management, site planning, integration
installation and customization services, always taking a client-focused approach. We have
chosen a strategic global model combining the best of onshore and offshore software
development to deliver premium quality services and products from a very experienced team
with deep technical knowledge and expertise. The iMind development team have 25 years
combined experience with all facets of eBusiness design, development, integration and
deployment initiatives.

iMind clients include Nike and Herbalife with large scale ATG based eCommerce
implementations; Proctor and Gamble’s People’s Choice Awards for Resource Interactive
and resource providers including ATG Professional Services, Clarity Resource Group and
Optima Technologies. iMind consultants have worked on implementations for American
Eagle Outfitters, Fannie Mae and Cushman & Wakefield and are known for their verve, spot-
on professionalism and client centric partnering.

The iMind project management process instills confidence and trust in clients: they provide
the technical knowledge and the blueprint, milestones and communication to keep the client
involved, informed and better able to manage their business planning and deliverables
schedules. Standard protocol is that we employ high levels of security measures to safeguard
the client’s intellectual property, proprietary software and programming specifications.
Clients retain full ownership of all intellectual property rights and software source code
throughout the development process and at the completion of the project.

IMIND SERVICES:
Application Services / Cloud Computing
Cloud Computing Services
These services are broadly divided into three categories: Infrastructure-as-a-Service (IaaS),
Platform-as-a-Service (PaaS) and Software-as-a-Service (SaaS). The name cloud computing
was inspired by the cloud symbol that’s often used to represent the Internet inflow charts and
diagrams.

15
Infrastructure-as-a-Service like Amazon Web Services provides virtual server instances with
unique IP addresses and blocks of storage on demand. Customers use the provider’s
application program interface (API) to start, stop, access and configure their virtual servers
and storage. In the enterprise, cloud computing allows a company to pay for only as much
capacity as is needed, and bring more online as soon as required. Because this pay-for-what-
you-use model resembles the way electricity, fuel and water are consumed; it’s sometimes
referred to as utility computing.

MISSION: Our mission is "To utilize the best talent and the best technologies in the
power conditioning industry to provide our customer with optional, cost effective
solution for their power requirements".

IMIND MANAGEMENT TEAM:

IMind Technologies promoted and managed by highly qualified peoples who have excellent
expertise in the field of Power electronics and also who have years of technical and
marketing expertise in India and abroad. This dedicated team leads Sales and Marketing, R &
D and Product Development, Services, Finance and Administration functions of IMind
Technologies.

Besides this management team, there are professionals comprising of

 Sales Engineers
 Service Engineers
 Design Engineers
 Production Engineers
 Administrative & Account Staffs

BUSINESS FOCUS:
With a clear focus on business requirements We, IMind Technologies diversified into
Solutions which includes Application development, Product maintenance, Product
development. The area of expertise is on the UPS, Inverter and Stabilizer environment.

16
 CHAPTER II
REVIEW OF LITERATURE
1. P. Swapna. (2011). The purpose of the study is to improve the efficiency by deducting the
inefficiencies and finding out the methods to eliminate the causes. In other words, to improve
we must know where modification is required and why. For this purpose, the past
performance has to be reviewed and the present practices have to be compared with those
prevailing elsewhere or with the conceptual models. Findings - The various measures taken
by SCCL with the cooperation of workmen of SCCL and their EMPLOYEES have resulted
not only in industrial peace but also generating profits successively. I can proudly say that
SCCL deserves conferment of "BEST WORKERS' WELFARE ACTIVITY AWARD".
Limitations - The study is mainly focused with special reference to the welfare provisions
contained in the factories act, 1948. The study is confined to the regular workers only. The
percentage of women workers is less in all the 5 sample units; therefore information from
women is inadequate though tried level best to assess the specific benefits of the women
workers. Much difficulty is faced to collect the required and reliable information from the
workers and trade union leaders because of their low level of education and awareness on the
rights and provisions of operating workers.

2. (Swlvan, 2011), In his paper concentrates on how welfare measures are taken into
considers due to sustain in competitive market. To make due in rising condition there is have
to get ready and build up their worker to contend in such a situation in aptitudes, productivity
and viability. What's more, consequently sufficient welfare measures will make solid
relations in the association.

3. Ramasatyanarayana, M. (2012).The study was undertaken to know the satisfaction levels

of employees about labour welfare measures in KCP limited (Cement Division). For the
purpose of the study, convenience random sampling method is adopted to carry out the study
by the researcher. Out of 925 employees, 90 are selected covering almost all the departments.
A questionnaire is used for present study to know the opinions of the employees on each
statement. The results of the research reveal that majority of the employees are satisfied with
all the welfare measures provided by the organization.

17
4. Laddha, R. L. (2012) Employee welfare facilities enable workers to live a richer and more
satisfactory life. After employees have been hired, trained and remunerated they need to be
retained and maintained to serve the organization better. Welfare facilities are designed to
take care of the well being of the employees, they do not generally result in any monitory
benefits to the employees nor are these facilities provided by employers alone, government
and non- governmental agencies and trade unions too contribute towards employee's benefits.

5. Sumit, P. &. (2013). Employee welfare “the efforts to make life worth living for
workmen”. Employee welfare means anything done for the comfort and improvement,
Intellectual or social, of the employees over and above the wages paid which is not a
necessity of the industry.”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. The non statutory schemes differ from organization to
organization and from industry to industry. The basic purpose of employee’s welfare is to
enrich the life of employees and keep them happy and contended. Non-statutory benefits are
the result of employer’s generosity, enlightenment and philanthropic feelings. It is one of
many ways for people to feel heard, cared for, to be informed and to be involved. It is equally
important to ensure that leaders and employees at all levels of the organization are aligned to
the culture of the organization, and living it.

6. (Yashik, 2014) In his paper they talk that there should be awareness about Labour Welfare
and Social Security Measures. Industry owners should treat workers as partners. At the same
time workers must think over their roles and responsibilities, duties.

7. Jain Ankita1 and Goyal Ankita (2014) Work contentment and Workers wellbeing deeds
are one of the major factors which have to be keeping in view as they are the dear possessions
of an organization. Job satisfaction is the broad-spectrum outlook concerning the work. An
employee welfare practice plays a very important role in the overall development of an
organisation and its employees and provides motivational rip for the workforce. The Banking
Industry has a vital role in the economy of the country. Bank of Baroda state owned
nationalized banking and financial institution in India, it gives a special attention to the
employee welfare activities, they have a separate department to solve the employee

18
grievances, so that the employees fell motivated and there level of gratify will be enhanced.
This manuscript is staunch to swot lying on outcome of wellbeing process on worker’s
contentment in Indian Banking. The prime motto of the employee welfare is to institute and
uphold rapport at all the levels of administration by providing gratifying condition of service.
The industrial welfare measures cover the whole gamut of activities to give the complete
satisfaction to its employees, to make then a better civilian and develop their competence and
fiscal pose. This paper will shows the clear depiction on the satisfaction level of the
employees with the help of various welfare measures. For this purpose a study of 100
respondents was conducted from employees of “Bank of Baroda (BoB) Jaipur”.

8. P Venkata Rao, Chandra Sekhar Patro, K. Madhu Kishore Raghunath (2015) Employees
are undeniably crucial stakeholders who influence organisational effectiveness by stabilizing
the tremors caused by business environment. Every organisation 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 organisation and
the concept of employee welfare was and will always a part of organisational efficiency.
These facilities may either be voluntarily provided by the progressive and enlightened
employers at their will as a social responsibility towards employee, or laws may compel them
to make provision for these facilities by the government and the trade unions. Employees
have always been an integral part of an organisation and in this study an effort is put to
realize the measures implemented to seek employee welfare in service sector by the way of
making their work life.

9. T. Venkata ramana1, dr. E. Lokanadha reddy (2015) Employees welfare refers to “the
efforts made to provide good life worth for employees”. Employees welfare means anything
done for the comfort and improvement, Intellectual or social, of the employees over and
above the wages paid which is not a necessity of the industry.”Organizations provide welfare
facilities to their employees to keep their motivation levels high. The employee welfare
schemes can be classified into two categories viz. Intra-mural and Extra-Mural. The Intra-
Mural schemes are those schemes that are compulsory to provide by an organization as
compliance to the laws governing employee health and safety. The Extra-Mural schemes
differ from organization to organization and from industry to industry. The basic purpose of
employees’ welfare is to enrich the quality of life of employees and keep them happy and

19
contended. Extra-Mural benefits are the result of employer’s generosity, enlightenment and
philanthropic feelings. It is one of many ways for people to feel heard, cared for, to be
informed and to be involved. It is equally important to ensure that leaders and employees at
all levels of the organization are aligned to the culture of the organization and living it. Hence
this paper contributes the in-depth of analysis of both Intra-Mural and Extra-Moral and its
impact on employee satisfaction in South Central Railways. This study conducted with
objectives of welfare measures in South Central Railways and its impact on employee
satisfaction Finally, results drawn with basis of observations are Extra-Mural particularly on
Sports, Cultural, Library, Reading, Leaves on travel, Welfare Cooperatives, Vocational,
Welfare facilities to Children and Women, where as in Intra-mural particularly protective
clothing, crèches, restrooms and drinking facilities are in poor state to improve the rate of
employee satisfaction.

10. Bhagat S., D. (2015). In the economic development of a country, industries play a
significant role. Industries constitute the backbone of any economy of the country and the
prosperity of any country is directly related to its industrial wealth and their judicious
utilization. Employee welfare is an inclusive term including various facilities offered to
employees of the industry. Employee welfare activities are those benefits provided to the
employees by the employer on an intentional terms. The term “employee” and “labour” is
used interchangeably in the study. In this study employee welfare refers to welfare of labour
/worker. Efficiency of the workforce is directly and indirectly linked with the conditions and
environment under which they are required to work. Even the most sincere employee cannot
contribute his productivity which is bound to increase when he is comfortable at the
workplace and he is conscious of the welfare amenities. This explains why organization and
nations take good steps to ensure the effectiveness of individual. Human beings endow with
ideas, innovations, invention and thereby wealth for the benefit of employers and labour/
worker. A study on employee welfare measures in Nashik MIDC throws light on statutory
welfare measures.

11. Ravi S,J A Raja(January 2016) In the early stages of Industrialization, the scope of
Personnel Management was very limited. Recent developments in the field of Management
increased the scope of Personnel Management. Employee Welfare is an important fact of
Industrial Relation, giving satisfaction to the worker in a way, which even a good wage
cannot. This study was conducted by the researcher at small scale industries at Hosur.

20
Welfare programs are aimed at promoting the physical, psychological and general well being
of the working population. It is a corporate attitude or commitment reflected in the expressed
case for employers at all levels. Findings were from the part of canteen facilities, medical
facilities and other fringe benefits. The employee reaction is neutral towards the facilities
provided by the company. It can be concluded that the welfare measures in an organization
are one of the factors for the workers to stay within the organization and to work towards
success of the organization and this has been evident in this organization.

12. Arpit Patel, Archana Gohil, Heli Shah (March 2017) Human resource is treated as
important factor for any Industry and there is need to maintain healthy relationship among
them. Industrial relations help in maintain harmony among employees in Industry. And
hence, there is need to provide adequate welfare measures and social security to maintain
Industrial relations at working place. Employee welfare and Social Security play vital role to
motivate them towards work.

The employee's welfare scheme classifies into two categories like Statutory & Non-statutory
welfare Scheme. With a view to this fact the present research paper focuses on labour welfare
measures and social security. The research is conducted with the objective of identifying the
employee's welfare measures and social security and their satisfaction level towards all
welfare measures and social security on selected engineering unit of Ahmadabad. This paper
describes the detailed Objectives, Hypothesis, Methodology, and Analysis of Data with the
help of tool ANOVA and Generalization of result. Lastly, Major steps are suggested in order
to increase standards of Welfare measures and social security.

THEORETICAL FRAME WORK

Definition of Employee Welfare and Safety
Labour Welfare and Safety has been defined in various ways, though unfortunately no single
definition has found universal acceptance.
“Efforts to make life worth living for worker”
“The oxford dictionary”
“The voluntary effort of the employers to establish, within the existing industrial system,
working and sometimes living and cultural conditions of the employees beyond what is
required by law, the customs of the industry and the conditions of the market”

21
“According to Encyclopedia of social sciences”
Some of the social scientists have noted that the problems of our contemporary
civilization are most marked in highly industrialized societies. It influences on the humans
social and psychological distresses to avoid the distress. Some of the framers introduced the
Welfare and Safety programmers and the activities must be necessary to human to make him
happy. This Welfare and Safety approach has become necessary because of the social
problems that have emerged as a result of industrialization in capitalistic settings. After the
abolition of slavery in 1833 the British colonies started importing Indian labour. Labour
Welfare and Safety activity was largely controlled by legislation, the earliest act being the
apprentices Act of 1850, the next act was fatal accidents act of 1853, provide compensation
to the workmen families who lost their lives as a result of any actionable wrong. And the
merchant shipping act 1859 providing health, accommodation and protection to the
employment of the seamen. To improving the working conditions of the labour they enact the
workmen’s breach of contract act, 1859 and the employers’ and workmen’s (disputes) act
1868. The first Indian factories act was set up in 1881, which mark the beginning of a series
of labour laws which brought about the improvement in the working conditions of the
workers who works in the Bombay textile mills. The recommendations of the international
labour conference in 1890, held in Berlin, exercise a considerable influence on labour
legislation in India. Under pressure from labour, the Bombay textile mill owners decided to
declare Sunday a day of rest. To make development and implement the mentioned below, the
government of India, on the advice of a special commission, passed the Indian factories act of
1891, which was a being advance over the act of 1891.

Its main provisions were:

1) It applied to all factories employing 50 persons or more. It could he extended
to factories employing 20 persons.
2) A mid –day break of half an hour was made compulsory.
3) A weekly off –day was prescribed.
4) Women were allowed to work for maximum of 11 hours with a break of 1 ½
hours.
5) The lower and higher age limit of children employed in factories was
respectively raised to 9 and 14. They were allowed to work only in the day –
time and for not more the 7 hours a day.

22
 6) Local governments were empowered to make rules regarding sanitation and
other amenities for workers
7) Provision was made for inspection and penalties for breach of any provision of
factory act.
At the time first world war, in1919 International Labour Organization (ILO) was set
up. In the year of 1934 the Royal Commission gave priority to the labour’s safety, health and
ventilation.
At the time of Second World War in 1939 the total number of workers in India in
1,75,000 members. The government actively promoted Welfare and Safety activities like
providing the minimum wages, crèches, ambulance rooms, canteens etc., started making their
appearance on the industrial sense.
After Independence the Factories Act 1947 replaced all the provisions which are
i) Provisions regarding safety-guarding of machines.
ii) Drinking water.
iii) Provisions regarding health and cleanliness.
iv) Washing and latrine facilities.
v) Lunch rooms and rest rooms.
vi) Sitting arrangements.
vii) First aid and dispensary facilities in all factories employing more than 500
workmen.
viii) Crèches where more than 50 more women are employed.
ix) Welfare and Safety officer where more than 500 workmen are employed.
x) Provision of spittoons.
xi) holidays with wages at the rate of one day for every 20 days worked,
xii) Weekly hours – 48 for adults and 27 for younger persons.
xiii) Regulations regarding young persons.
xiv) Rate of payment for overtime work.
xv) Rest for half an hour maximum of 5 hours of work.
xvi) Number of hours work and weekly holidays.
In our country also introduced some of the Welfare and Safety amenities had been provided
to the industrial labour through the Indian constitution. Concomitantly labour Welfare and
Safety in India has gained in importance. Employee Welfare and Safety defines as “efforts to
make life worth living for workmen”. These efforts have their origin either in some statute

23
formed by the state or in some local custom or in collective agreement or in the employer’s
own initiative.
OBJECTIVES OF EMPLOYEE WELFARE AND SAFETY
 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).

Employee relations. An organization's director of industrial relations forms labour policy,

oversees industrial labour relations, negotiates collective bargaining agreements, and
coordinates grievance procedures to handle complaints resulting from management disputes
with employees. The director of industrial relations also advises and collaborates with the
director of human resources, other managers, and members of their staffs, because all aspects
of human resources policy—such as wages, benefits, pensions, and work practices—may be
involved in drawing up a new or revised work rules that comply with a union contract.
Labour relations managers and their staffs implement industrial labour relations programs.
Labour relations specialists prepare information for management to use during collective
bargaining agreement negotiations, a process that requires the specialist to be familiar with
economic and wage data and to have extensive knowledge of labour law and collective
bargaining procedures. The labour relations staff interprets and administers the contract with
respect to grievances, wages and salaries, employee Welfare and Safety, healthcare, pensions,
union and management practices, and other contractual stipulations. In the absence of a
union, industrial relations personnel may work with employees individually or with employee
association representatives.

Dispute resolution—attaining tacit or contractual agreements—has become increasingly

significant as parties to a dispute attempt to avoid costly litigation, strikes, or other
disruptions. Dispute resolution also has become more complex, involving employees,
management, unions, other firms, and government agencies. Specialists involved in dispute

24
resolution must be highly knowledgeable and experienced, and often report to the director of
industrial relations. Mediator’s advice and counsel labour and management to prevent and,
when necessary, resolve disputes over labour agreements or other labour relations issues.
Arbitrators, occasionally called umpires or referees, decide disputes that bind both labour and
management to specific terms and conditions of labour contracts. Labour relations specialists
who work for unions perform many of the same functions on behalf of the union and its
members.

Other emerging specialties in human resources include international human resources

managers, who handle human resources issues related to a company's overseas operations and
human resources information system specialists, who develop and apply computer programs
to process human resources information, match jobseekers with job openings, and handle
other human resources matters; and total compensation or total rewards specialists, who
determine an appropriate mix of compensation, benefits, and incentives. Work environment.
Human resources personnel usually work in clean, pleasant, and comfortable office settings.
Arbitrators and mediators many of whom work independently may work out of home offices.
Although most human resources, training, and labour relations managers and specialists work
in the office, some travel extensively. For example, recruiters regularly attend professional
meetings, participate in job fairs, and visit college campuses to interview prospective
employees. Arbitrators and mediators often must travel to the site chosen for negotiations.
Trainers and other specialists may travel to regional, satellite, or international offices of a
company to meet with employees who work outside of the main corporate office. Many
human resources, training, and labour relations managers and specialists work a standard 40-
hour week. However, longer hours might be necessary for some workers—for example,
labour relations managers and specialists, arbitrators, and mediators—when contract
agreements or dispute resolutions are being negotiated.

FEATURES OF EMPLOYEE WELFARE AND SAFETY

The features of employee Welfare and Safety are: -

 Employee Welfare and Safety is a comprehensive term including various services,
facilities and amenities provided to employees for their betterment.
 The basic purpose in to improve the lot of the working class.
 Employee Welfare and Safety is a dynamic concept.

25
  Employee Welfare and Safety measures are also known as fringe benefits and
services.
 Welfare and Safety measures may be both voluntary and statutory.
 Principles of Employee Welfare and Safety Service
Following are generally given as the principles to be followed in setting up an employee
Welfare and Safety 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.

26
 CHAPTER III
METHODOLOGY
3.1. RESEARCH METHODOLOGY
Research methodology is the scientific way to solve the research problem. This involves
exploring all possible methods of solving the research problem; examine the alternative
methods one by one and arriving at the best possible method considering the resources at the
disposal of the researcher.

3.1.1. RESEARCH DESIGN

A research design is the specification of methods and procedures for acquiring the
information needed to structure or to solve problem. It is the overall operational pattern or
framework of the project that stipulated what information to be selected, from which source,
by what procedures.

3.1.2. METHODOLOGY
Research is a scientific and systematic search for pertinent information on a specific topic.
The advanced learner’s dictionary of current English lays down the meaning of research as “a
careful investigation or inquiry especially through search for new facts in any branch of
knowledge.” Redman and Moray define research as “a systematized effort to gain new
knowledge.” Research is an academic activity and as such the term should be used in a
technical sense. According to Clifford Woody, research comprises of defining and redefining
problems, formulating hypothesis or suggested solution; collection, organizing and evaluating
data; making deductions and reaching conclusions; and at last, carefully testing the
conclusions to determine whether they fit the formulating hypothesis.

3.1.3. DESCRIPTIVE RESEARCH

The research had been interested in knowing the proportion of people in a given
population who have behaved in a particular manner, making projections of certain thing and
determining the relationship between two or more variables in some areas. As the set up has
been a well structured and rigid which could not be changed by giving sufficient thought in
forming questions, deciding type of data to be collected and procedure that has been used
gives the proof of using descriptive research.

27
 In descriptive also, there has been use of cross-sectional studies only because the
researcher has taken only a sample of element from the given population.
In the cross-sectional study, the survey research has been selected as a detailed and
has to be obtained from a sample of large population.
3.1.4. CONCLUSIVE RESEARCH
Based on the descriptive and analytical researches, the company can arrive at a
conclusion regarding their feature course of action. In this project, descriptive research is
followed.

3.1.5. SAMPLING
 QUESTIONNAIRE:
A questionnaire is sent to the persons concerned with the request to answer the
question and return the questionnaire. The questionnaire consists of a number of questions
printed in a definite order on a form or set of forms. The questionnaire is mail to respondents
who are expected to read and understand the questions and write down the reply in the space
lent for the purpose in the questionnaire itself. The respondents have to answer the questions
on their own. In this study, a questionnaire was used to collect data from the sample.

 SAMPLING METHOD
Sampling is the process of selecting a sufficient number of elements from the
population, so that a study of the sample and an understanding of its properties or
characteristics would make it possible for us to generalize such properties or characteristics to
the population element.
In this study stratified sampling technique is used.

 SAMPLE SIZE
The population size is =150
The sample size for the study is = 50

3.1.6. RESEARCH INSTRUMENTS

After the research is selected, the data collection through questionnaire, which is
designed by covering the objectives, is defined. The questions in the questionnaire are in the
structured format.

28
3.1.7. SOURCES OF DATA
The data that is being used in study was collected from two methods:
 Primary data
 Secondary data

 PRIMARY DATA
The primary data do not exist already in records and publications. Through research,
had to gather the data freshly from specific survey.

The primary data can be gathered by way of observation method where the research
mix with the people concerned with use of particular product and note important closed by
observing the respondents.

 SECONDARY DATA
The secondary data refers to these data which were gathered for some offer purpose
and are already available in the firm’s records and business magazines, government
publications, company website. In the project, the secondary data is collected through
company annual reports and websites.

3.1.8 TOOLS USED FOR ANALYSIS:

 PERCENTAGE ANALYSIS:
Percentage analysis is the method which is used for finding the average of collected
information. Percentage analysis can be calculated as follows:
First the number of respondents is noted in a tabular form and then the percentage is
calculated by dividing the number of respondents by total number of respondents which is
then multiplied by 100.
No. of respondents
Percentage = --------------------------------------- * 100
Total no. of respondents

29
  CHI-SQUARE TEST:

Chi-square Test is a useful measure of comparing experimentally obtained results with those
expected theoretically and based on hypothesis. The Expected frequencies are the frequencies
that should be uniformly distributed over a given period of time.
X 2 = ∑ [ (O-E) 2 /E]
Where O-Observed frequency, E- Expected frequency.

3.1.9. LIMITATIONS OF THE STUDY

 My study confines to Welfare and Safety, Health and safety aspects of fact
 Efforts are made to collect the true information as far as possible without resorting to
any guess work.
 In case of sensitive information in nature, direct personal interviews are conducted in
order to glue as much information as possible.
 Few of the employees were a little bit hesitant to answer the questions this might have
deviated the findings at least to some extent.
Due to time constraints study was limited to a part of the employees, which in turn may
reflect the overall attitude of the employees.

30
 CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

4.1 PERCENTAGE ANALYSIS

Table 4.1.1. GENDER OF THE EMPLOYEES

GENDER NO OF EMPLOYEES %

Male 37 74

Female 13 26

TOTAL 50 100

Interpretation:

From the above table it shows that 74% of the employees in the organization are Male staffs.

31
Chart 4.1.1. GENDER OF THE EMPLOYEES

32
 Table 4.1.2. MARITAL STATUS OF THE EMPLOYEES

MARITAL STATUS NO OF EMPLOYEES %

Married 32 64

Unmarried 18 36

TOTAL 50 100

Interpretation:

From the above table it shows that 64% of the employees in the organization are married.

33
Chart 4.1.2. MARITAL STATUS OF THE EMPLOYEES

34
 Table 4.1.3. WORK EXPERIENCE:

YEARS NO OF EMPLOYEES %

LESS THAN 1 YEAR 22 44

1-2 YEAR 10 20

3-4 YEAR 7 14

5-6 YEAR 6 12

TOTAL 50 100

Interpretation:

From the above table it shows that 44%of the employees in the organization have been

working for above less than 1 year.

35
 Chart 4.1.3. WORK EXPERIENCE:

How long you have been working

25 22

20

15
10
10
7
5 6

LESS THAN 1
1-2 YEAR
YEAR 3-4 YEAR
5-6 YEAR

36
 Table 4.1.4. WELFARE AND SAFETY MEASURES PROVIDED BY THE
COMPANY

WELFARE AND SAFETY NO OF EMPLOYEES %

MEASURES
Good 30 60

Average 17 34

Poor 3 6

TOTAL 50 100

Interpretation:

From the above table it shows that 60% of the employees are satisfied with

the Welfare and Safety measures provided by the company.

37
Chart 4.1.4. WELFARE AND SAFETY MEASURES PROVIDED BY THE
COMPANY

Are you satisfied with the welfare measures

provided by the company
Are you satisfied with the welfare measures provided by the company

30
30
25
20 17
15
10
5
3
0

Good
Average
Poor

38
 Table 4.1.5. THE REST ROOM FACILITIES OF THE COMPANY

REST ROOM NO OF EMPLOYEES %

FACILITY
Good 23 46

Average 19 38

Poor 8 16

TOTAL 50 100

Interpretation:

From the above table it shows that 46% of the employees feel that the rest

room facilities of the organization are favourable for the employees.

39
 Chart 4.1.5. THE REST ROOM FACILITIES OF THE COMPANY

What is your opinion about the rest room

facility in the company
What is your opinion about the rest roomfacility in the company

Poor 8

Average 19

Good 23

0 5 10 15 20 25

40
 Table 4.1.6. SAFETY IN THE WORKING ENVIRONMENT

SAFETY IN THE NO OF EMPLOYEES %

WORKING
ENVIRONMENT

Good 19 38

Average 25 50

Poor 6 12

TOTAL 50 100

Interpretation:

From the above table it shows that 50% of employees in the organization feel

that safety of the working environment is average.

41
Chart 4.1.6. SAFETY IN THE WORKING ENVIRONMENT

What is your opinion about safety in the

working environment
Average, 25
25
Good, 19
20

15
10
5 Poor, 6

Good
Average
Poor

42
 Table 4.1.7. SATISFACTION WITH THE SHIFT SCHEDULE OF THE COMPANY

SATISFIED IN THE SHIFT NO OF EMPLOYEES %

SCHEDULE OF THE
COMPANY:

yes 46 92

No 4 8

TOTAL 50 100

Interpretation:

From the above table it shows that 92% of employees are satisfied with the

shift schedule of the company.

43
Chart 4.1.7. SATISFACTION WITH THE SHIFT SCHEDULE OF THE COMPANY

Are you satisfied in the shift schedule of the

company
No
8%

Yes
92%

44
 Table 4.1.8. THE TRAINING AND DEVELOPMENT PROGRAMME FOR JOB

TRAINING & NO OF EMPLOYEES %

DEVELOPMENT
PROGRAMME

GOOD 25 50

AVERAGE 19 38

POOR 6 12

TOTAL 50 100

Interpretation:

From the above table it shows that 50% of employees rate their training and

development programme in the organization as good.

45
Chart 4.1.8. THE TRAINING AND DEVELOPMENT PROGRAMME FOR JOB

46
 Table 4.1.9. SATISFACTION WITH THE RECREATIONAL FACILITIES
PROVIDED BY THE COMPANY

RECREATIONAL NO OF EMPLOYEES %
FACILITIES PROVIDED
BY THE COMPANY

GOOD 28 56
AVERAGE 11 22
POOR 11 22
TOTAL 50 100

Interpretation:

From the above table it shows that 56% of employees satisfied with the

recreational facilities provided by the company.

47
Chart 4.1.9. SATISFACTION WITH THE RECREATIONAL FACILITIES
PROVIDED BY THE COMPANY

48
 Table 4.1.10. SATISFACTION WITH THE EDUCATIONAL ASSISTANCE
PROVIDED TO THE CHILDREN OF EMPLOYEES:

SATISFIED WITH THE NO OF EMPLOYEES %

EDUCATIONAL ASSISTANCE
PROVIDED TO THE CHILDREN OF
EMPLOYEES?

GOOD 20 40

AVERAGE 18 36

POOR 12 24

TOTAL 50 100

Interpretation:

From the above table it shows that 40% of employees are satisfied with the

educational assistance provided to the children of employees in the organization.

49
Chart 4.1.10. SATISFACTION WITH THE EDUCATIONAL ASSISTANCE
PROVIDED TO THE CHILDREN OF EMPLOYEES

Are you satified with the educational

assistance provided to the children of
employees

Poor Poor, 12

Average
Average, 18
Good
Good , 20
0
5
10
15
20

50
 Table 4.1.11. SALARY PAYMENT FROM THE COMPANY

YOU HAVE ANY PROBLEM WITH THE NO OF EMPLOYEES %

SALARY PAYMENT FROM THE
COMPANY

VERY OFTEN 6 12

LESS OFTEN 8 16

NEVER 36 72

TOTAL 50 100

Interpretation:

From the above table it shows that 72% of employees are satisfied with the

salary payment from the company.

51
 Chart 4.1.11. SALARY PAYMENT FROM THE COMPANY

DO you have any problem with the salary

payment from the company

40
never, 36
35

30
25
20
15
10 Very often, 6 less often, 8
5
0

Very often
less often
never

52
 Table 4.1.12. TRAVELLING FACILITIES PROVIDED BY THE COMPANY IS
ADEQUATE

TRAVELLING FACILITIES NO OF EMPLOYEES %

YES 37 74

NO 13 26

TOTAL 50 100

Interpretation:

From the above table it shows that 74% of employees agree that travelling

facilities provided by the company is adequate.

53
Chart 4.1.12. TRAVELLING FACILITIES PROVIDED BY THE COMPANY IS
ADEQUATE

Do you think travelling facilities provided by the

company is adequate

No 13

Do you think travelling facilities

provided by the company is
adequate
Yes 37

0%
20%
40%
60%
80%
100%

54
 Table 4.1.13. SATISFACTION WITH THE VARIOUS BONUS PAYMENT
SCHEMES

ARE YOU SATISFIED WITH THE NO OF EMPLOYEES %

VARIOUS BONUS PAYMENT
SCHEMES?

YES 33 66

NO 17 34

TOTAL 50 100

Interpretation:

From the above table it shows that 66% are satisfied with the various bonus

payment schemes.

55
 Chart 4.1.13. SATISFACTION WITH THE VARIOUS BONUS PAYMENT
SCHEMES

40 Yes, 33

30

20 No, 17

10

0 Are you satified with the various bonus payment

schemes
Yes
No

56
 Table 4.1.14. ARE YOU SATISFIED WITH THE MEDICAL AND THE HEALTH
FACILITIES PROVIDED BY THE COMPANY?

NO OF EMPLOYEES %
ARE YOU SATISFIED
WITH THE MEDICAL
AND THE HEALTH
FACILITIES PROVIDED
BY THE COMPANY?

YES 40 80

NO 10 20

TOTAL 50 100

Interpretation:

From the above table it shows that 80% of the employees are satisfied with

the medical and the health facilities provided by the company.

57
Chart 4.1.14. ARE YOU SATISFIED WITH THE MEDICAL AND THE HEALTH
FACILITIES PROVIDED BY THE COMPANY?

100%
90%
80%
70%
60%
Yes, 40
50%
No, 10
40%
30%
20%
10%
0%

Yes
No

58
 Table 4.1.15. DOES YOUR MANAGER TREAT YOU WITH RESPECT?

DOES YOUR MANAGER NO OF EMPLOYEES %

TREAT YOU WITH
RESPECT?

YES 37 74
SOMETIMES 9 18
NO 4 8
TOTAL 50 100

Interpretation:

From the above table it shows that 74% of employees feel that the manager

treats employees with respects.

59
Chart 4.1.15. DOES YOUR MANAGER TREAT YOU WITH RESPECT?

60
 Table 4.1.16. JOB RATING

HOW DO YOU RATE NO OF EMPLOYEES %

YOUR JOB?

EXCELLENT 26 52

GOOD 17 34

AVERAGE 7 14

Interpretation:

From the above table it shows that 52% of employees have rated their job as

excellent.

61
 Chart 4.1.16. JOB RATING

30
Excellent, 26

25

20
Good, 17

15

10

Average, 7
5

Excellent
Good
Average

62
 Table 4.1.17. ORGANISATION WORKING HOURS

WHAT IS YOUR OPINION NO OF EMPLOYEES %

ABOUT ORGANISATION
WORKING HOURS?

COMFORTABLE 41 82

UNCOMFORTABLE 8 16

NO COMMENT 1 2

TOTAL 50 100

Interpretation:

From the above table it shows that 42% of employees suggest that working

hour’s organisation is comfortable.

63
 Chart 4.1.17. ORGANISATION WORKING HOURS

45 Comfortable, 41
40
35
30
25
20
15
10 Uncomfortable, 8
5
0 No comment, 1

Comfortable
Uncomfortable
No comment

64
 Table 4.1.18. THE CANTEEN SERVICES IN YOUR COMPANY

Opinion Response TOTAL %

Good Average Poor

Quality of food

24 22 4 50 23
Quality of 27
drinking water
28 20 2 50
level of service 22
23 21 6 50
cleanliness and 28
hygiene 29 16 5 50
100

Interpretation:

From the above table it shows that the employees rate overall Canteen

Service of the organization as Good.

65
Chart 4.1.18. THE CANTEEN SERVICES IN YOUR COMPANY

opinion on canteen service

30 28 29
24
25 22 23
20 21
20
15 16
10 Good
4
5 6 Average
2
0 5 Poor

Quality of food
Quality of
drinking water level of service
cleanliness and
hygiene

66
 Table 4.1.19. INCENTIVES FOR EXTRA WORK

DO YOU HAVE NO OF EMPLOYEES %

INCENTIVES FOR EXTRA
WORK?

YES 37 74
NO 13 26
TOTAL 50 100

Interpretation:

From the above table it shows that 74% of employees are receiving

incentives for extra work.

67
 Chart 4.1.19. INCENTIVES FOR EXTRA WORK

Do you have incentives for extra work ?

do you have incentives for extra work

No 13

Yes 37

0 5 10 15 20 25 30 35 40

68
 4.2. CHI-SQUARE

Table showing the age of the respondents with respect to the years of the service
in the company

Age of the Years of

respondents service

Less 1yr 1 to 2 yrs 3 to 4 yrs 5-6 yrs above Total

Below 25 5 0 0 0 5
25 to 35 0 3 0 0 3
35 to 45 0 0 28 0 28
45 &above 0 0 0 14 14
Total 5 3 28 14 50
% within 10% 6% 56% 28% 100%
the age of
respondents
Source —Primary data

Analysis:

In the table it is shown that 28 respondents in the age of 3 to 4 years have a service

and 14% respondents are having an experience 5-6 years and above at the age of 45 and

above.

Inference:

The analysis shows that more number of respondents is having an experience of 16 to

20 years at the age of 3 to 4 years. This shows that the respondents working there are having

so much of experience but there is no such growth in there carrier. They must have got at the

most of 2 promotions which is very less compared to the present world scenario.

69
 CHAPTER V
FINDINGS AND SUGGESTIONS
5.1 FINDINGS
The following are the major findings from the Survey and Analysis on Employee Welfare
and Safety, health and safety measures

 74% of the employees in the organization are Male.

 64% of the employees in the organization are married.
 52%of the employees in the organization have been working for above 10 years.
 60% of the employees were satisfied with the Welfare and Safety measures provided
by the company.
 46% of the employees feel that the rest room facilities of the organization are
favorable for the employees.

 50% of employees in the organization feel that safety of the working environment is
average.
 92% of employees are satisfied in the shift schedule of the company.
 50% of employees rate their training and development programme as good.
 28% of employees satisfied with the recreational facilities provided by the company.
 40% of employees are satisfied with the educational assistance provided to the
children of employees.

 72% of employees think that does not have any problem with the salary payment from
the company.
 74% of employees think that travelling facilities provided by the company is
adequate.
 66% of employees are satisfied with the various bonus payment schemes.
 52% of employees have rated their job as excellent.
 74% of employees are receiving incentives for extra work.
 42% of employees suggested that working hour’s organization is comfortable.
 74% of employees feel that the manager treats employees with respects.

70
5.2. SUGGESTIONS AND RECOMMENDATIONS
The following are the suggestions from the Survey and Analysis on Employee Welfare and
Safety, health and safety measures

 The company should maintain good relationship with the workers and superiors.
 The working condition in the company is implemented in such a way that it
should satisfied more number of respondents.
 Welfare and Safety measures regarding recreational facilities should be properly
implemented by company.
 The satisfaction facilities must be properly implemented in the company for more
respondents’ comfort ability
 Educational assistance provided to the children of employees should be
considered

5.3. CONCLUSION

It is matter of great satisfaction that majority of the respondents observe that

Welfare and Safety measures are good. There is always scope for improving health and safety
measures for the workers. It argues well for the company that majority of the respondents
have expressed their satisfaction with regard to training in their area of job operations.

The pleasant surprise is that the company provides training for the workers
according to their most preferred choice. This motivates the workers in a long way in
achieving both organizational and individual goals. Workers are able to manage work and
family life without any major problem shows again that stress levels are manageable.

71
 ANNEXURE
BIBLIOGRAPHY
Books

 Animesh Ray, Maritime India – Ports and Shipping, Pearl Publishers,

Calcutta, July 1993
 Derek Torrington, Encyclopedia of Personnel Management, Gower Press,
Great Britain, 1974
 Joseph M Putti, Personnel: The management of securing and maintaining the
workforce, S Chand & Co Ltd. Ram Nagar, New Delhi, 1980
 Littlefield C.L, Frank Rachel, Office and administration Management, India
Offset Press, New Delhi, 2nd edition, 1966.
 Richard I. Levin and David S. Rubin (2002) ‘Statistics for Management’ 7 th
edition.
Journals

 Industrial Safety Chronicle, Prentice Hall of India Pvt ltd., New Delhi, Vol No
XXXII, Jan – Mar 2002
Websites

 www.askjeeves.com
 www.britannica.com
 www.definition-info.com
 www.m-w.com
 ww.nsc.org
 www.osha.gov
 https://www.safetyworksmaine.gov/safe_workplace/safety_management/

72
 QUESTIONNAIRE
INVESTIGATING THE SAFETY PROTOCOLS OFFERED TO
EMPLOYEES

1. Name:

2. Age:

3. Gender : Male Female

4. Marital Status of The Employees : Married Unmarried

5. Employee Year of Experience:

Less than 1 year 1 – 2 Years 3 – 4 Year 5 – 6 Year

6. Are you satisfied with the Welfare and Safety measures provided by the company?

Good Average Poor

7. What is your opinion about the rest room facility in the company?

Good Average Poor

8. What is your opinion about safety in the working environment?

Good Average Poor

9. Are you satisfied in the shift schedule of the company?

Yes No

73
10. What is your opinion about the training and development programme for your job?

Good Average Poor

11. Are you satisfied with the recreational facilities provided by the company?

Good Average Poor

12. Are you satisfied with the educational assistance provided to the children of

employees?

Good Average Poor

13. Do you have any problem with the salary payment from the company?

Very often less often Never

14. Do you think travelling facilities provided by the company is adequate?

Yes No

15. Mention your opinion about the canteen services in your company?

Good Average Poor

Quality of food

Quality of drinking water

Level of Service

74
Cleanliness and Hygiene

16. Give your opinion about the Welfare and Safety measures provided by the company?

Good Average Poor

Lighting facility

Heat control facility

Cleanliness of rest room

Latrine and urinal facility

Ventilation facility

17. Are you satisfied with the various bonus payment schemes?
Yes No

75
18. Are you satisfied with the medical and health facilities provided by the company?

Yes No

19. Do you have incentives for extra work?

Yes Sometimes No

20. Give your opinion about the Welfare and Safety measures provided by the company?

Good Average Poor

Accident insurance scheme

Accident compensation

Gratuity

Service of first aid

21. Does your manager treat you with respects?

Yes Sometimes No

22. How do you rate your Job?

Excellent Good Average

76
23. What is your opinion about organization working hours?

Comfortable Uncomfortable No comment

24. Suggestions If Any:

.......................................................................................................

.......................................................................................................

77