A STUDY ON EMPLOYEE PERCEPTION REGARDING
WELFARE PRACTICES AT PURABI DAIRY
(A Dissertation submitted to University of Science & Technology, Meghalaya in Partial
Fulfillment of the Requirement for the Degree of Master of Commerce)
By
NITU BHARALI
(Registration No PG/2018/4589 Roll No: 18/MCM/12)
UNDER THE SUPERVISION OF
MAUMITA CHOUDHURY
ASSISTANT PROFESSOR,
DEPARTMENT OF COMMERCE
Unveiling Excellence
DEPARTMENT OF COMMERCE
SCHOOL OF BUSINESS SCIENCES
UNIVERSITY OF SCIENCE & TECHNOLOGY, MEGHALAYA
Techno City, Killing Road, Baridua, Ri- Bhoi, Meghalaya
2020
DECLARATION
I, NITU BHARALI, Roll No. 18/MCM/12, Student of M. Com 4th semester is
hereby to declare that this project work titled “A Study on Employee Perception
Regarding Welfare Practices at Purabi Dairy” carried out by me, in partial fulfillment of
the requirement of the program is an original work of mine under the guidance of Maumita
Choudhury, Assistant Professor, Department of Commerce.
I further declare that it is not a reproduction from any existing work of any person
and it has not been submitted to any other university or institute for the award of a degree
or diploma or any other similar tilled of recognition.
Date: 29th August, 2020
Place: Assam
NITU BHARALI
Roll No: 18/MCM/12
2
CERTIFICATE
Date: 29th August, 2020
This is to certify that Nitu Bharali, a student of M.com 4th Semester bearing Roll No.
18/MCM/12 of the Department of Commerce, University of Science & Technology,
Meghalaya has successfully completed his dissertation entitled, “A Study on Employee
Perception Regarding Welfare Practices At Purabi Dairy” towards the partial fulfillment of
the degree of Master of Commerce of University of Science and Technology, Meghalaya
under my supervision.
To the best of my knowledge and belief the work is based on the investigation made, data
collected and analyzed by him and therefore, is a genuine record of independent and bonafide
research work done by him.
Maumita choudhury
Assistant Professor
University of Science and Technology
Meghalaya
3
ACKNOWLEDGEMENT
During the investigation and writing process of this dissertation, many people have
contributed in different ways to its final result. I would like to take this opportunity to
present my sincere gratitude and appreciation to everyone involved in this process.
First of all, I am grateful to the Almighty God for his grace in me and establishing me to
complete this project.
I would like to show my gratitude to my supervisor, Maumita Choudhury, Assistant
Professor, Department of Commerce USTM, for the continuous encouragement, guidance
and valuable comments, which were vital to the final result of this dissertation.
I sincerely thank to all faculty members who helped me in making this journey of this
project possible. I am grateful and truly appreciate their kindness in giving thoughtful
guidance; suggestion and encouragement to assist me complete my dissertation.
Moreover, I would to express my huge gratitude to the respondents, who spent some of
their precious time to answer to the questionnaire with sympathy and patience.
Date: 29th August, 2020
Place: Assam
NITU BHARALI
4
PREFACE
Human Resource Management is the process of procuring, developing, maintaining and
controlling the human resources for effective achievement of organizational goals. The study
is focused on labour welfare measures and their satisfaction. All industries are made up of
people and function through people, without people no industries can survive. The resources
like men, material and machinery are composed, coordinated and utilized through people.
Human resources by themselves cannot fulfill the objectives of an industry. They need to be
integrated into a team. It is through the mutual efforts of people that material and monetary
resource are effectively utilized for the accomplishment of common objectives.
In every business unit the human resource requires some basic facilities inside the premises to
perform the job properly. These basic facilities are termed as welfare measures. The need for
implementation of welfare measures as a means to increase the workers’ productivity and
efficiency, to keep up their moral and for the preservation of industrial peace has been
realized by all the sections of society. Labour health, safety and welfare are the measures of
promoting the efficiency of the labour. 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 thereby contributing to the higher
productivity. Labour welfare is one of the most important aspects of Industrial relations.
Welfare is a convenient term to cover all the aspects of industrial life which contribute to well
being of the worker.
The present study has a total of six chapters. First chapter is an introduction and brings out
the introduction and definition of employee welfare measures. Second chapter includes the
review of literature, research gap etc. Third chapter includes the research methodology, scope
of the study, review of literature, objectives and limitations of study.
The fourth chapter contains a profile of the study area highlighting its location with the
support of a map. Data analysis and interpretation is done in the fifth chapter. The data is
collected from the study area through schedule. The findings and suggestions of the study are
provided in chapter six. It can serve as a guide for future research and act as a reference.
Conclusion is presented in chapter six followed by reference and annexure.
5
LIST OF CONTENTS
DECLARATION…………………………………………………………2
CERTIFICATE...........................................................................................3
ACKNOWLEDGEMENT………………………………………………...4
PREFACE………………………………………………………………....5
LIST OF TABLES………………………………………………………...7
LIST OF FIGURES………………………………………………………..8
Particulars
Chapter 1: INTRODUCTION
1.1 Introduction to employee welfare
1.2 Statutory provisions of employee welfare
1.3 Importance of study
Page No.
10
13
15
Chapter 2: LITERATURE REVIEW
2.1 Review of literature
2.2 Research gap
16
18
Chapter 3: METHODOLOGY OF THE STUDY
3.1 Research methodology
3.2 Objectives of study
3.3 Scope of study
3.4 Limitations of study
3.5 Chapterization
19
20
21
21
22
CHAPTER 4: PROFILE OF THE STUDY AREA AND
COMPANY PROFILE
4.1 Company profile
4.2 Overview of study area profile
23
26
CHAPTER 5: DATA ANALYSIS AND INTERPRETATION 28-45
CHAPTER 6: FINDINGS, SUGGESTIONS AND
CONCLUSION
REFERENCES
ANNEXURE
46-50
51
53
6
LIST OF TABLES
TABLE
NUMBER
5.1
5.2
5.3
5.4
5.5
5.6
5.7
5.8
5.9
5.10
5.11
5.12
5.13
5.14
5.15
5.16
5.17
TITLE
PAGE
NUMBER
Gender of respondents
28
Employee’s education qualification
29
Years of service of employees
30
Awareness of various welfare measures
30
Statutory welfare facilities
31
Employee’s satisfaction level towards Statutory welfare 32
Measures
Non statutory welfare facilities
34
Employee’s satisfaction level towards non statutory
35
welfare facilities
Employee’s opinion towards working hours and leave
37
Facilities
Opinion with regard to recreational facilities
38
Level of satisfaction with overall canteen facilities
39
Availability of pharmacy
40
Maternal / paternal leave
41
Personal relationship between employees and
42
Management
Employee’s opinion towards motivational factor
43
Employee’s opinion regarding productivity increase
44
Employee’s opinion regarding controlling employee
45
Absenteeism
7
LIST OF FIGURES
TABLE
NUMBER
5.1
5.2
5.3
5.4
5.5
5.6
5.7
5.8
5.9
5.10
5.11
5.12
5.13
5.14
5.15
5.16
5.17
TITLE
PAGE
NUMBER
Gender of respondents
28
Employee’s education qualification
29
Years of service of employees
30
Awareness of various welfare measures
31
Statutory welfare facilities
32
Employee’s satisfaction level towards Statutory welfare 35
Measures
Non statutory welfare facilities
34
Employee’s satisfaction level towards non statutory
36
welfare facilities
Employee’s opinion towards working hours and leave
37
Facilities
Opinion with regard to recreational facilities
38
Level of satisfaction with overall canteen facilities
39
Availability of pharmacy
40
Maternal / paternal leave
41
Personal relationship between employees and
42
Management
Employee’s opinion towards motivational factor
43
Employee’s opinion regarding productivity increase
44
Employee’s opinion regarding controlling employee
45
Absenteeism
8
CHAPTER 1
INTRODUCTION
1.1 Introduction to Employee Welfare
Human resource is the most dynamic resource of any organization in any industry or in any
part of the world because of the versatility of the capabilities possessed by this resource. All
the technological advancements can replace one or more of the capabilities of these resources
but not all. The innovative technological advancements in the field of robotics, automation
etc. may all seem to be replacing human resource elements on a large scale from the
organization in different industries. The success of an organization in this era of globalization
hugely depends on the efforts of human resources. Human resource is considered as the most
important and valuable asset of any organization. The success of any organization in this
globalization atmosphere largely depends upon the efforts of its workforce.
In this competitive world it is necessary for every industry to make its mark in the economy.
This requires the industries to put in continuous efforts to stay update in every aspect. Since
human resource is the most important resource, the industries need to cater prime attention
towards its employee’s welfare. Effective welfare provisions need to be designed keeping in
mind both inside and outside aspects of the employees. Satisfied employees will give better
result and henceforth many government bodies have well appreciated the efforts put in the
welfare of employees.
India is rich in human resources. However human resource can yield best result only when
the human efforts are positively channelized and effectively developed. A well-motivated
human resource can coordinate all the other resources efficiently which would thereby result
in organizational success and growth .Organizations around the world are remodeling
themselves as they respond to challenges presented by the global economy. In business
environment the methods and structure can be closely and easily duplicated but the key
element that makes or breaks the business is its human resource. Human resource is the
unique resource that cannot be duplicated. Many factors like quality of workforce, their
commitment, enthusiasm, job satisfaction and work culture influences the productivity of
organization
9
Employee welfare
Labour health, safety and welfare are the measures of promoting the efficiency of the labour.
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 thereby contributing to higher productivity. Some of the facilities and service which will
fall within the purview of labour welfare are adequate canteen facilities, accommodation
arrangements, recreational facilities, transportation etc. Labour welfare is one of the most
important aspects of industrial relations. Welfare is convenient term to cover all those aspects
of industrial life which contribute to wellbeing of the worker. Concern for the human side of
industry is one of the fundamentals of a sound personnel policy. Employee welfare is
maintaining a healthy and safe work environment. Improving staff motivation and
productivity are critical issues for every workplace. Significant social, economic and
demographic changes have lead organizations to review how they can manage and support
employees and the kind of facilities that they can make available for them.
Labour welfare in India
In India labour welfare started in its broader meaning but has gradually become narrower in
outlook. The main objective of the welfare schemes is to induce happy employer employee
relations. Generally it provides a psychologically satisfactory work environment. To meet the
legal requirements one must provide labour welfare facilities. The social reform movement of
the 20th century included within its scope the term labour welfare. Labour welfare aims at
providing such service facilities and amenities as would enable the worker in factories and
industries to perform their work in healthy congenial atmosphere.
Definition and meaning of Employee Welfare
Employee welfare means the efforts to make life worth living for workmen. According to the
Labour Investigation committee (1946), “Employee welfare means anything done for
intellectual, physical, moral and economic betterment of the workers by employers,
government or by other agencies over and above what is laid down by law or what is
normally expected on the part of the contracted benefits for which workers may have
bargained.”
10
According to ILO report “workers welfare should be understood as including such services,
facilities and amenities which may be established in or in the immediate vicinity of
undertakings to enable the persons employed in them to perform their work in healthy and
peaceful surroundings and to avail facilities which improve their health and bring high
morale.”
Types of Employee welfare
Organizations provide welfare facilities to their employees to keep their motivation level
high. The employee welfare schemes can be classified into two categories viz. statutory and
non statutory welfare schemes.
Statutory schemes: The statutory schemes are those schemes that are to be compulsorily
provided by an organization as compliance to the laws governing employee health and safety.
These include provisions provided in Factories Act 1948, like drinking water, facilities for
sitting, first aid appliances, latrines and urinals, canteen facilities etc.
Non statutory schemes: The non-statutory schemes differ from organization to organization
and from industry to industry. It includes personal health care, flexible time, anti-harassment
policy, mediclaim insurance, employee referral schemes etc.
1.2 Statutory Provisions of Employee welfare
Factories Act, 1948
The Factories Act 1948(Act No. 63 of 1948), as amended by the Factories (Amendment) Act,
1947 (Act 20 of 1987), serves to assist in formulating national policies in India with respect
to occupational safety and health in factories and docks in India. It deals with various
problems concerning safety, health, efficiency and wellbeing of the persons at work places.
The act is administered by the Ministry of Labour and Employment in India through its
Directorate General Factory Advice Service and Labour Institutes (DGFASLI) and by state
governments through their factory inspectorates. DGFASLI advises the central and state
governments on administration of the Factories Act.
The Act is applicable to any factory using power and employing 10 or more workers and if
not using power ,employing 20 or more workers on any day of the preceding twelve months
and in any part of which a manufacturing process is being carried on with the aid of power or
is ordinarily so carried on, or where in 20 or more workers are working ,or were working in
11
any preceding twelve months, and in part of which a manufacturing process is being carried
on without the aid of power, or is ordinarily carried on; but this does not include a mine or a
mobile unit belonging to the armed forces of the union, railway running shed or a hotel,
restaurant or eating place.
Sec 42 of the Indian Factories Act 1948 contains specific provisions relating to the welfare of
the labour in factories. Sec 42 to 45 apply to all factories irrespective of the number of
workers employed. Sec 46 to 49 are applicable to factories employing more than a specified
number of workers. The following are the provisions:
i. Washing facilities: According to Sec 42, in every factory adequate and suitable
facilities for washing shall be provided and maintained for the use of the workers
therein.
ii. Facilities for storing and drying clothing: Under Sec 43, the state government may
in respect of any factory or class or description of factories make rules requiring the
provisions therein of suitable places for keeping clothing not worn during working
hours and for the drying of wet clothing.
iii. Facilities for sitting: According to sec 44 in ever factory suitable arrangements for
sitting shall be provided and maintained for all workers obliged to work in a
standing position ,in order that they may take advantage if any opportunities for rest
which may occur in the course of their work.
iv. First Aid Appliances: Under Sec 45, these shall in every factory be provided and
maintained so as to be readily accessible during all working hours. First aid boxes or
cupboards equipped with the prescribed contents and the number of such boxes or
cupboards to be provided to every employee.
v. Canteens: Under sec 46 the state government may make rules requiring that in any
specified factory where in more than two hundred and fifty workers are ordinarily
employed, a canteen or canteens must be provided and maintained.
vi. Shelter, rest rooms and lunch rooms: According to Sec 47, in every factory where
more than one hundred and fifty workers are ordinarily employed adequate and
suitable shelters, rest rooms and a suitable lunch room with provisions for drinking
water shall be provided and maintained for the use of the workers.
vii. Crèches: According to Sec 48, in every factory where more than 30 women workers
are ordinarily employed, there shall be provided and maintained a suitable room or
12
rooms for the use of children under age of six years of such women. Such rooms
shall provide suitable accommodation, shall be adequately lighted and ventilated
and shall be maintained in a clean and sanitary condition.
viii. Welfare officers: In every factory wherein five hundred or more workers are
ordinarily employed, the employer shall employ in the factory such number of
welfare officers as may be prescribed. The state government may prescribe the
duties, qualifications and conditions of services of welfare officers appointed under
the provisions of the Factories Act.
1.3 Importance of study
This study has made an attempt to determine the employee welfare practices in Purabi dairy,
whether welfare facilities play an important role in the working of the employees and to
determine the satisfaction level of workers regarding employee welfare facilities provided by
the dairy. Employees play an important role in the industrial production of the country. Hence
organizations have to ensure the cooperation of the employees in order to increase the
production and earn higher profits. The cooperation of the employees is possible only when
they are fully satisfied with their employer regarding working conditions and other welfare
measures.
13
CHAPTER 2
LITERATURE REVIEW
A literature review is an evaluative report of information found in the literature
related to the selected area of study. The purpose of literature review in this research study is
to get an insight on the topic.
Santhana Raj (2011), opined that employees satisfaction with regard to pay, welfare ,
working conditions, safety measures etc. will increase productivity and will be an engine to
national growth. He also stated that the job satisfaction is based on labour welfare and safety
measures provided by the employer.
Borgohain P. (2013) found that more than half of the tea garden workers in marangi
tea estate are temporary workers. The permanent workers live in Assam type quarters. The
Marangi tea estate has a hospital inside the garden but hajua tea estate has none. The workers
faced numerous hazards in the form of physical hazards(heat, cold, rain), mechanical( cuts
and injuries),biological(insect bites, fungal infection), psychological (pay,recognition,status)
and health problems like body pain, anaemia, high blood pressure respiratory diseases, cough,
malaria etc.
K. Logasakthi & K Rajagopal (2013), have found during their study that the
employees of the chemical industry were given adequate facilities regarding health and
safety. The employees extend their maximum support for the improvement of the company.
Sirisha ch. in his study found that employees were satisfied to a certain extent
regarding welfare practices of the dairy. There was absence of transportation facilities for the
employees of the dairy. Welfare facilities were not adequate to have an impact on the
motivation levels of most of the employees.
Sarma G. (2013) has found that tea garden labourers living conditions were poor and
unhygienic. They lived in huts and used open spaces for toilets. They use river water for
drinking and spent money on liquor and intoxicants.
14
Renapurkar (2013), concluded that employees desire better canteen, first aid and
housing facilities but management was of the opinion that employees were already well
benefited by the company.
Abhinav (2014) opined that employee schemes and its impact on employee efficiency
appear good at Vindhal telelinks ltd, Rewa appear good. As per the study it is observed that
VTI Rewa has provided various facilities to employees in a satisfactory manner. It has led to
increase in productivity as well as quality. Satisfaction of employees regarding welfare
facilities has favourable effect on profitability and products of the organization.
Manasa Vadnala and P. Buela Prasanna Kumari suggested that company should be
more committed to promote welfare facilities as it leads to increase in productivity and
benefits of the company. Health checkups, employee counseling, various health camps,
hospitalization facilities should be improved by conducting the health camps at least once in a
month. The number of medical practitioners or physicians should be increased. Better
working environment should be provided. The welfare measures are significant
characteristics in each association which plays a very imperative role.
Gupta Ashutosh (2016) has found that during 2015 sugar industry employed more
than 5 lakh employees. The present study has revealed that being an important agrarian
industry the financial status, the employee welfare and social security practices are not very
healthy in the sugar mills of Punjab. There are few welfare facilities which are in the state of
satisfaction for employees of cooperative and private sugar mills. There is significant
difference found for eleven welfare facilities in case of administrative employees. For the
mill workers there is a significant difference found for sixteen welfare facilities. So there is a
lot of improvement required both at administrative and workers level for the upgradation of
the welfare facilities.
Rama Satyanarayana and Jayaprakash Reddy carried out a research to know the
satisfaction levels of employees about welfare measures in KCP ltd cement (division). For the
purpose of study convenience sampling method was adopted. Out of 925 employees 90 were
selected covering almost all the departments. A questionnaire was used to collect primary
data.The results of the research reveals that majority of the employees are satisfied with all
the welfare measures provided by the organization. The overall satisfaction level of
15
employees about welfare measures covered under study is satisfactory. However a few are
not satisfied with welfare measures provided by the organization. Therefore it is suggested
that the existing welfare measures may be improved further. Such welfare measures enrich
the employees’ standard of living and their satisfaction levels.
2.2
Research Gap
Various research works have been undertaken in the area of Employee Welfare in different
countries of the world as well as in India. So far limited research on statutory and nonstatutory welfare practices has been undertaken in Purabi Dairy located in Panjabari,
Guwahati. Therefore the researcher has made an attempt to determine what kind of
compulsory and voluntary welfare practices are being provided by Purabi Dairy to the
employees. The present research also attempts to find out employee opinion and satisfaction
level with regard to welfare measures of the dairy.
16
CHAPTER 3
METHODOLOGY OF STUDY
3.1 Research Methodology
Research in simple words refers to search for knowledge. It is a scientific and systematic
search for information on a particular topic or issue. It is also known as the art of scientific
investigation. Several social scientists have defined research in a lot of different ways.
Research methods include all those techniques that are adopted for conducting research.
Research methodology is the way in which research problems are solved systematically. It
includes various steps which are adopted in a systematic manner.
To fulfill the objectives of the study following methodology was used during the study and
for report preparation.
Type of research: The study is descriptive in nature. Descriptive research includes survey
and fact finding enquiries of different kinds. The major purpose of descriptive research is
description of state of affairs as it exists at present.
Sources of data: Source of data for present study was both primary and secondary sources.
Primary data: These are the data which are collected for the first time and they are original
in character. Here the primary instruments of data collection are:
a) Schedule: For the purpose of collecting the necessary information a schedule was
prepared with sufficient objective type questions.
b) Personal interview: The data is collected from dairy workers by discussion with them on
various issues.
Secondary data: These are those data which are already collected by someone else for
conducting research and for other purposes as well. Here the secondary sources of data
include various reports, websites, journal, thesis, dissertations and articles available on the
internet.
Area of Study: The area of study as selected in this research is Panjabari, Guwahati, Kamrup
District, Assam.
17
Universe of study: In this research study, the term population indicates the total number of
employees working under Purabi Dairy .The population size of the study is 78.
Sample size: The sample size is 50 employees of Purabi Dairy. The study is based on sample
survey.
Sampling unit: Employees of Purabi Dairy consist of 56 male and 22 females.
Sampling Technique: In this research study the researcher has used sample survey method.
The respondents were selected as per the convenience of the researcher.
Tools of data collection: The tool used for the collection of primary data is schedule which
includes both open ended and close ended questions and also personal interview. Further the
collected data has been analyzed and interpreted by using tables, percentage method, pie
chart, column, bar diagram for better presentation and understanding.
3.2 Objectives of study
i. To determine the statutory and non-statutory employee welfare measures being
practiced at Purabi Dairy.
ii. To find the perception of employees on effectiveness of employee welfare facilities at
Purabi Dairy.
iii. To find the satisfaction level of employees regarding available welfare facilities at
Purabi Dairy.
3.3 Scope of Study
This study aims to find out the satisfaction level and perception of the employees, whether
the dairy is providing necessary health, safety and welfare measures. The scope of the current
study is limited only to Purabi Dairy. This study can help to improve the performance of the
Human Resource Management Department.
18
Academic scope: The present research work is descriptive in nature and attempts to study the
perception and satisfaction of employees with regard to the statutory and non-statutory
welfare schemes available at Purabi Dairy.
Geographic scope: The employees considered for the study are located in a dairy at
Panjabari, Guwahati, Kamrup, Assam
Periodic scope: The period considered for study relates from March to May 2020.
3.4
Limitations of study
Although this report was carefully prepared, it has certain limitations and shortcomings.
Some of them are as follows:
•
Although the main objective of the present research was to study employee welfare
practices in Purabi Dairy at Panjabari, all the practices could not be covered as due to
time constraints more information could not be collected.
•
It took a lot of time to explain the purpose of the study, meaning of the questions etc
to the respondents and win their trust.
•
It is difficult to know if all the respondents gave genuine information; some
respondents tend to give misleading information.
•
Lack of time for data collection.
3.5 Chapterization
Chapter 1:- Introduction: The first chapter includes the introduction and definition of
employee welfare measures, statutory provisions.
Chapter 2:- The second chapter includes the review of literature and research gap
Chapter 3:- The third chapter includes research methodology, objectives, scope and
limitations of study.
Chapter 4:- Company profile and study area profile: An introduction of Purabi dairy is
provided in fourth chapter. The fourth chapter also contains a profile of the study area
highlighting its location with the support of map of the study area.
19
Chapter 5:- Data analysis and interpretation: Data analysis and interpretation is done in the
fifth chapter. The data is collected from the study area through schedule with a total of 14
questions from 50 respondents who are employees of Purabi dairy.The primary data
has been collected through interview method , discussions were also conducted with the
respondents to collect necessary information. The secondary data has been collected through
various books, articles, journals and internet. Data has been analysed by using various tools
such a pie chart, bar diagram, column diagrams.
Chapter 6:- Findings suggestions and conclusion: The findings suggestions and conclusions
of study are provided in chapter 6. Findings and suggestions will act as an important guide
for students in their research for future reference.
20
CHAPTER 4
PROFILE OF STUDY AND COMPANY PROFILE
4.1 Company profile
(Source: Purabi dairy website)
Finished products being transported from Purabi dairy
Purabi is the brand name for milk and dairy products manufactured by West Assam
Milk Producers Cooperative Union Ltd (WAMUL). Approved by FSSAI, it is one of the
largest and most active dairy units in entire North East India. WAMUL came into existence
in 1976 as a milk union of Milk Producers Cooperative of Nagaon, Morigaon, Goalpara,
Nalbari and Kamrup districts of Assam. The union was set up under the Operation Food
Programme of National Dairy Development Board ( NDDB) for dairy development in
Assam. Over time it has gone on to create a symbiotic relationship between milk producers,
techno professionals, the market and the consumers. Today WAMUL is managed by the
National Dairy Development Board (NDDB) and markets a daily average quantity of over
50,000 litres of liquid milk and 7000 litres worth of milk products in Guwahati and towns of
upper and lower Assam.
21
WAMUL collects raw cow milk twice everyday from authorized milk cooperatives located in
villages of Upper and Lower Assam. It is collected only from affiliated milk cooperatives
called Dairy Cooperative Society (DCS) / Milk Producers Institutions (MPI) that are located
in and around Guwahati.While collecting tests are done to ascertain whether the quality of
milk conforms to high standards set by WAMUL.
WAMUL’s fully automated dairy plant located at Panjabari Guwahati processes 60,000 litres
of milk per day. The dairy processing unit currently has a pasteurizer, a homogenizer and a
cream separator. Apart from that, the plant also has a number of automated machines like can
washer, crate washer, milk pump,storage tanks,boiler, refrigeration plant and automated cup
filling machine. The hygiene of the plant is maintained religiously by cleansing it with a
caustic soda solution, steam and boiled water twice a day. The Purabi products are packed
and marketed in perfectly hygienic ways. WAMUL treats the inner layer of its product
packaging material with UV rays for sterilization, ensuring zero contamination. Apart from
pastuerised and homogenized milk, other high quality milk products such as paneer, cream,
ghee, curd, lassi and flavoured milk are produced regularly.
(source: Google Images)
Milk collected from different parts of Assam at Purabi dairy
22
(source: Google Images)
Employees at work in Purabi dairy
(source: Google Images)
Work in progress at Purabi Dairy
23
4.2
Overview of Study Area Profile
Assam is a state in the north eastern part of India, situated south of the eastern
Himalayas along the Brahmaputra and Barak River valleys. Assam covers an area of 30,285
square miles. The state is bordered by Bhutan and Arunachal to the north, Nagaland and
Manipur to the east, Meghalaya, Tripura, Mizoram and Bangladesh to the south; and west
Bengal to the west via the Siliguri corridor. Assam is predominantly an agrarian economy as
more than 85% of the population is living in the rural areas and more than 52% of the total
labour force are found to be engaged in agriculture and allied activities as per the population
census of 2011.This dissertation report is a study on one of the dairies in Panjabari, Kamrup
metro district, Assam. The dairy is named as Purabi dairy. Kamrup metro is one of the 33
districts in Assam. It was carved out of the erstwhile undivided Kamrup district in 2003 and
covers an area equivalent to the area under jurisdiction of the Guwahati Metropolitan
Development Authority i.e. 1527.84 square kilometers. According to the 2011 census
Kamrup metropolitan district has a population of 12,53,938 roughly equal to the nation of
Estonia. The district has a population density of 2,010 inhabitants per square kilometer
(5,200/square miles). Its population growth rate over the decade 2001-2011 was 18.95%.
Kamrup metropolitan has a sex ratio of 922 females for every 1000 males and a literacy rate
of 88.66%.
24
CHAPTER 5
DATA ANALYSIS AND INTERPRETATION
The analysis of the study is done on the basis of data collected through schedule and personal
interview. Data analysis is done using percentage method. For better presentation of data
tables, bar diagrams, column diagrams and pie charts are used. The percentage is calculated
using the following formula:
Number of responses
= ------------------------------- × 100
Number of respondents
Sample Profile
A brief description of demographic profile of respondents is shown below:
Table 5.1 Gender of respondents
Gender No. of respondents percentage
Male
32
64
female
18
36
Total
50
100
Source: field survey
Gender of respondents
36%
Male
female
64%
Fig 5.1 gender of respondents
Interpretation of Data: From the above table it can be interpreted that out of total respondents,
64% of respondents are male and 36% respondents are female.
25
Table 5.2: Educational qualification of employees
Educational
No. of respondents percentage
qualification
Primary
05
10
Secondary
25
50
Higher secondary
15
30
Degree
05
10
Others,specify
0
0
Total
50
100
Source: field survey
Level of education of employees
10%
10%
primary
secondary
30%
higher secondary
degree
50%
Fig 5.2 educational qualifications of employees
Interpretation of Data: From the above table it can be seen that majority of the respondents i.e
50% of the employees have completed secondary, 30% of the employees have completed
higher secondary education and 10% of the employees have completed primary education
and degree.
Table 5.3: Years of service of respondents of Purabi Diary
Years
No. of respondents Percentage of respondents
0-1 year
2
4
1-2 years
10
20
2-3 years
13
26
4 years and above
25
50
Total
50
100
Source: field survey
26
YEARS OF SERVICE OF RESPONDENTS AT PURABI DAIRY
4%
20%
0-1 year
1-2 years
50%
2-4 years
4 years and above
26%
Fig 5.3 Employees years of service at Purabi Dairy
Interpretation: From the above analysis it can be interpreted that 50% of the employees are
working since 4 years and above and 26%, 20% and 4% of the employees have been working
for 2-4 years ,1-2 years and 0-1 years respectively.
Table 5.4: Employee awareness of various welfare measures provided by Purabi Dairy
Employee awareness No. of respondents Percentage of respondents
of welfare facilities
Yes
47
94
No
3
6
Total
50
100
Source: field survey.
Employee awareness of welfare facilities
6%
YES
NO
94%
Fig 5.4 Awareness of employees about welfare facilities
27
Interpretation: From the above table and diagram it can be interpreted that 94% of the
employees are aware about welfare facilities provided by Purabi Dairy
Table 5.5: Statutory welfare facilities provided by Purabi Dairy
Welfare facilities No. of
No.of
Percentageof
Respondents Respondents respondents
( Yes)
( No)
Drinking water
50
0
100
Sitting
50
0
100
Lavatory
50
0
100
Washing
50
0
100
Canteen
50
0
100
Rest and shelter
50
0
100
Creche
0
50
0
Provident fund
50
0
100
Source: field survey
statutory welfare facilities
120
100
80
60
40
20
0
Drinking
water
facilities
sitting
facilities
lavatory
washing
facilities
canteen
facilities
rest and
shelter
facilities
Creche provident
facilities
fund
Fig 5.5 statutory welfare facilities
Interpretation: The above table and diagram reveals that maximum statutory welfare facilities
are provided at Purabi Dairy and only crèche facilities are not available in the dairy.
28
Table 5.6: Employee satisfaction level towards statutory welfare facilities of Purabi Dairy
(Res. means respondents)
Facilities
Highly
satisfied
Total
no.
of
Res.
Drinking water
Facilities
Sitting facilities
First aid
Lavatory
Washing
facilities
Canteen
facilities
Rest
shelter
facilities
Provident
Fund
Facilities
satisfied
%
12
10
24
20
15
Total
no of %
Res.
Neither
satisfied
Nor
dissatisfied
Total
no of
%
Res.
dissatisfied Highly
dissatisfied
Total
no of %
Res.
Total
no of %
Res.
Total
%
6
12
22
44
10
20
0
0
100
20
40
10
20
10
20
0
0
100
30
23
46
12
24
0
0
0
0
100
0
0
8
16
10
20
4
8
28
56
100
0
0
16
32
7
14
27
54
0
0
100
3
6
29
58
13
26
5
10
0
0
100
10
20
22
44
18
36
0
0
0
0
100
0
0
36
72
10
20
4
8
0
0
100
29
Employee satisfaction level towards statutory facilities
provident fund
rest shelter
canteen
washing
lavatory
first aid
sitting facilities
drinking facilities
0
10
20
30
40
highly satisfied
satisfied
neither satisfied nor dissatisfied
dissatisfied
50
60
70
80
highly dissatisfied
Fig 5.6: Respondents satisfaction level towards statutory facilities
Interpretation: The above table and diagram reveals that

Drinking water facilities: 44% of the respondents are neither satisfied nor dissatisfied
of the drinking water facilities, 24% are highly satisfied and 20% are dissatisfied.

Sitting facilities: 40% of the respondents are satisfied with sitting facilities, 20% are
neither satisfied nor dissatisfied and another 20% are dissatisfied.

First aid facilities: Out of 50 respondents 46% are satisfied with first aid facilities and
30% are neither satisfied nor dissatisfied.

Lavatory facilities: Majority i.e. 56% of the respondents are highly dissatisfied with
lavatory facilities, 20% are neither satisfied nor dissatisfied and 16% are satisfied.

Washing facilities: Majority i.e. 54% are dissatisfied with washing facilities and only
32% are satisfied.

Rest and shelter facilities: 44% of the respondents are satisfied with rest and shelter
provided by the dairy and also 20% are highly satisfied, 36% are neither satisfied nor
dissatisfied.

Creche facilities: Creche facility is not provided in Purabi Dairy.
30

Provident fund: 72% of the respondents are satisfied with provident fund, 20% are
neither satisfied nor dissatisfied and only 8% are dissatisfied.
Table 5.7: Non statutory welfare facilities provided by Purabi Dairy
Welfare
facilities
Total no. of
Respondents
(yes)
Medical
Facilities
Educational
facilities
Recreational
facilities
Housing
Facilities
Transportation
facilities
Insurance
Facilities
Total no. of
Respondents
(no)
Percentage
of
respondents
50
0
100
0
50
0
50
0
100
50
0
100
50
0
100
50
0
100
Source: field survey
Non statutory facilities provided by Purabi Dairy
120
100
80
60
40
20
s
fa
ci
lit
ie
ur
an
rta
po
tr a
ns
in
s
tio
n
ce
fa
ci
fa
ng
us
i
ho
lit
ie
s
s
ci
lit
ie
s
tio
cr
ea
re
ed
uc
a
tio
na
na
l
lf
fa
ac
i
ac
lf
ed
ic
a
m
ci
lit
ie
lit
ie
ilit
ie
s
s
0
Fig 5.7 Non statutory facilities provided by Purabi Dairy
Interpretation: From the above table and diagram it can be interpreted that maximum non
statutory welfare facilities have been provided to the employees and only educational
facilities are not provided.
31
Table 5.8: Employee satisfaction level towards non statutory welfare measures of Purabi
Dairy (Res. means respondents)
Welfare
facilities
Medical
facilities
Educational
facilities
Recreational
facilities
Housing
facilities
Transport
Insurance
facilities
Highly
satisfied
satisfied
No.
of
Res.
%
No.
of
Res.
0
0
12
24
15
30
20
40
0
0
0
0
0
0
0
0
0
0
0
6
12
4
8
27
54
13
0
0
0
0
3
6
35
70
%
Neither
satisfied
Nor
dissatisfied
No.
%
of
Res.
dissatisfied
Highly
dissatisfied
No.
of
Res.
No.
of
Res.
%
%
Total
%
3
6
100
0
0
0
100
14
28
30
60
100
26
6
12
0
0
100
3
6
16
32
31
62
100
12
24
0
0
0
0
100
Source: field survey
employees satisfaction level towards non statutory facilities
insurance facilities
transport facilities
housing facilities
recreational facilities
educational facilities
medical facilities
0
10
20
30
40
highly satisfied
satisfied
neither satisfied nor dissatisfied
dissatisfied
50
60
70
80
highly dissatisfied
Fig 5.8: Respondents satisfaction level towards non statutory welfare facilities
Interpretation: The above table and diagram reveals that
32

Medical facilities: 40% of respondents are dissatisfied with the medical facilities,
30% are neither satisfied nor dissatisfied, 24% are satisfied and 6% are highly
dissatisfied.

Educational facilities: Purabi dairy is not providing educational facilities to the
employees

Recreational facilities: 60% of the respondents are highly dissatisfied, 28% are
dissatisfied and 12% are neither satisfied nor dissatisfied.

Housing facilities: Majority of the respondent’s i.e. 54% are satisfied, 8% are highly
satisfied, 26% are neither satisfied nor dissatisfied and 12% are dissatisfied.

Insurance facilities: 70% of the respondents are satisfied with insurance facilities
provided by the dairy, 6% are highly satisfied and 24% are neither satisfied nor
dissatisfied.
Table 5.9: Employee opinion towards working hours and leave facilities
Facilities Excellent
No. %
of
res.
Working
4
8
Hours
Leave
0
0
facilities
Very good
No. %
of
res.
Good
No. of %
res.
Fair
No. %
of
res.
Poor
No. %
of
res.
Total %
10
20
30
60
6
12
0
0
100
41
82
2
4
0
0
7
14
100
Employee opinion towards working hours and leave
facilities
90
80
70
60
50
40
30
20
10
0
excellent
very good
working hours
good
fair
poor
leave facilities
Fig 5.9: Respondents opinion towards working hours and leave facilities.
Interpretation: From the above table and diagram it can be interpreted that
33

Working hours: 30% of the respondents have reported the working hours as good,
10% have reported it as very good, 6% said it to be fair and only 4% said it to be
excellent.

Leave facilities: 82% of the respondents have reported the leave facilities as very
good, 14% have reported it as poor, 4% have reported it as good
Table 5.10: Opinion with regard to Recreational facilities
Recreational
facilities
excellent
No. %
of
res.
Cultural
programmes
Picnics, tours
Etc.
Very good
No.
%
of
res.
good
No. %
of
res.
fair
No.
of
%
res.
poor
No. %
of
res.
Total
%
0
0
0
0
8
16
11
22
31
62
100
0
0
0
0
10
20
4
8
36
72
100
Source: self collection from field survey
opinion with regard to recreational facilities
80
70
60
50
40
30
20
10
0
excellent
very good
good
cultural programmes
fair
poor
picnics, tours etc
Fig 5.10 Employee opinion with regard to recreational facilities
Interpretation: From the above table and diagram it can be interpreted that 62% of the
respondents have reported the cultural programmes as poor, 22% said it to be fair and 16%
have said it to be good. 72% of the respondents have reported the picnics, tours to be poor,
20% said it to be good and 8% said it was fair.
34
Table 5.11: Level of satisfaction with overall canteen facilities
Canteen
facilities
Excellent
No.of %
res.
Cleanliness
0
0
Hygiene
0
0
Serving
0
0
Price of food
0
0
Very Good
No.of %
res.
6
12
6
12
10
20
0
0
Good
No.of
res.
13
13
10
5
%
26
26
20
10
Fair
No.of %
res.
28
56
28
56
28
56
45
90
Poor
No.of
res.
3
3
2
0
% Total %
6
6
4
0
100
100
100
100
Source: self collection from field survey
Level of satisfaction with overall canteen facilities
90
80
70
60
50
40
30
20
10
0
excellent
very good
cleanliness
good
hygiene
serving
fair
poor
price of food
Fig 5.11: Respondents level of satisfaction with canteen facilities
Interpretation: From the above table and diagram it can be interpreted that

Cleanliness and hygiene: 56 % of the respondents have reported it to be fair, 26% said
it to be good and 6% said it to be poor.

Serving: Majority of the respondents’ i.e. 56% said it to be fair, 20% reported it as
good and 4% said it to be poor.

Price: 90% of the respondents have reported the price of food to be fair and 10% have
said it to be good.
Table 5.12: Availability of pharmacy in Purabi Dairy
Availability of No. of respondents Percentage of respondents
Pharmacy
Yes
01
02
No
49
98
Total
50
100
35
Employee response regarding availability of pharmacy
2%
YES
NO
98%
Fig 5.12: Response regarding availability of pharmacy
Interpretation: The above table and diagram shows that pharmacy is not available at Purabi
Dairy.
Table 5.13: Availability of maternal / paternal leave and adoption leave
Maternal / paternal No. of respondent Percentage of respondents
Leave
Yes
45
90
No
05
10
total
50
100
Employee response regarding availability of paternal/maternal
leave
10%
yes
no
90%
Fig 5.13: Employee response regarding availability of maternal/paternal leave
36
Interpretation: From the above table and diagram it can be stated that paternal/ maternal leave
facilities are given to the employees.
Table 5.14: Personal relationship between employees and management
Employee opinion towards
No. of respondents Percentage of total
relationship with management
respondents
Excellent
0
0
Above average
10
20
Average
30
60
Below average
6
12
Unsatisfactory
4
8
Total
50
100
employee opinion towards relationship with management
8%
0%
20%
12%
60%
excellent
above average
average
below average
unsatisfactory
Fig 5.14: Opinion of employees regarding relationship with management.
Interpretation: From the above table and diagram it has been found that majority i.e 60% of
the respondents have rated the relations with management as average, 20% have rated it as
above average ,12% have rated it as below average and 8% have rated it as unsatisfactory.
Table 5.15. Opinion of employees on whether welfare facilities provided by the organization
play a motivational factor
Employee welfare leads to
No. of respondents Percentage of respondents
Motivation of employees
Highly Disagree
0
0
Disagree
5
10
Neither Agree Nor Disagree
15
30
Highly Agree
30
60
Agree
0
0
Total
50
100
37
Employee opinion on whether welfare facilities play a
motivational factor
0%
0%
10%
highly disagree
disagree
30%
neither agree nor disagree
highly agree
60%
agree
Fig 5.15 Respondents opinion towards motivational factor
Interpretation: The above table and diagram shows that majority of the respondents i.e 60%
have highly agreed that welfare facilities of the dairy play as a motivational factor, 30% have
neither agreed nor disagreed and 10% have disagreed.
Table 5.16: Opinion of the employees whether welfare measures help in increasing
productivity of Purabi Dairy
Employee opinion No. of respondents Percentage of respondents
Yes
15
30
No
5
10
Can’t say
30
60
Total
50
100
Employee opinion on whether welfare measures help in
increasing productivity of dairy
30%
yes
no
can't say
60%
10%
Fig 5.16: Respondents opinion regarding productivity
38
Interpretation: The above table and diagram shows that majority of the respondents i.e 60%
are not sure about whether the welfare facilities of the dairy play a role in increasing
productivity, 30% believed it to have an impact on productivity and 10% believed it to have
no effect on productivity.
Table 5.17: Opinion of employees whether welfare facilities of the dairy help in controlling
absenteeism.
Employee opinion No. of respondents Percentage of respondents
Yes
20
40
No
6
12
Can’t say
24
48
Total
50
100
employee opinion on effect of welfare facilities on
absenteeism
40%
yes
48%
no
can't say
12%
Fig 5.17: welfare facilities and absenteeism
Interpretation: 48% of the respondents are not sure whether welfare facilities provided by
dairy help in controlling absenteeism, 40% agree that welfare facilities help in controlling
absenteeism and 12% believed it to have no impact on controlling absenteeism.
39
CHAPTER 6
FINDINGS SUGGESTIONS AND CONCLUSION
6.1 Findings
General findings:

It has been observed that majority of the respondents from Purabi Dairy are males i.e.
32 and only 18 are females.

From the analysis it can be seen that majority of the respondents education
qualification is secondary followed by higher secondary and primary education.

It has been found regarding employees years of service in Purabi Dairy that 50% of
employees are working since 4 years and above, 26% are working since 2-4 years and
few employees are working for 0-1 year.
Statutory and non statutory employee welfare measures being practiced at Purabi
dairy:

It has been found that maximum statutory welfare facilities i.e. drinking water
facilities, sitting facilities, first aid , lavatory, washing facilities, canteen, rest and
shelter, provident fund etc. are being provided in Purabi Dairy, but crèche facility is
not available.

It has been found most of the non-statutory welfare facilities i.e medical facilities,
recreational facilities, housing facilities, transportation facilities, insurance etc. have
been provided to the employees and only educational facilities are not provided.

In this study it is found that pharmacy is not available in the campus of the dairy.

Paternal/maternal leave is available for the employees of the dairy.
Perception of employees regarding welfare facilities:

From the above analysis it has been found that 94% of the employees are aware of the
welfare facilities provided by Purabi dairy.

It has been found that majority of the respondents (60%) reported welfare facilities of
the dairy to play a major role in motivation of employees, 30% neither agreed nor
disagreed and only 10% disagreed.
40

60% of the respondents are not sure about the impact of welfare measures on their
productivity level, 30% of the respondents have agreed that welfare measures of the
dairy are beneficial for increasing their productivity, 10% of the respondents do not
think of welfare measures to have any impact on their productivity level.

It has been found that 48% of the respondents are not able to state whether welfare
facilities of the dairy helped in controlling absenteeism, 40% of the employees agreed
that welfare facilities helped in controlling absenteeism and 12% did not agree.
Employee satisfaction level regarding statutory welfare facilities:

Drinking water facilities: 44% of the respondents are neither satisfied nor dissatisfied
of the drinking water facility provided by Purabi Dairy, 24% reported it as highly
satisfied and 20% are dissatisfied.

Sitting facilities: Majority i.e 40% of the respondents are satisfied with sitting
facilities, 20% are neither satisfied nor dissatisfied and also 20% are dissatisfied.

First aid facilities: Out of 50 respondents 46% are satisfied with first aid facilities and
30% are neither satisfied nor dissatisfied.

Lavatory toilet facilities: Majority i.e. 56% respondents reported that they are highly
dissatisfied with lavatory facilities, 20% are neither satisfied nor dissatisfied and only
16% said that they are satisfied.

Washing facilities: Majority i.e. 54% are dissatisfied with washing facilities and only
32% are satisfied.

Rest and shelter facilities: Majority 44% of the respondents are satisfied with rest and
shelter provided by the factory and also 20% reported it as highly satisfied,36% are
neither satisfied nor dissatisfied.
Employee satisfaction level with regard to non-statutory facilities in Purabi dairy:

Medical facilities: Out of 50 respondents’ majority 40% are dissatisfied with the
medical facilities, 30% are neither satisfied nor dissatisfied, 24% reported as satisfied
and only 6% reported as highly dissatisfied.

Recreational facilities: Majority i.e 60% of the respondents have reported as highly
dissatisfied, 28% reported as dissatisfied.

Housing facilities: Majority 54% of the respondents are satisfied with housing
facilities,
41

8% reported as highly satisfied, 26% reported as neither satisfied nor dissatisfied and
only 12% reported as dissatisfied.

Insurance facilities: Majority of the respondents i.e. 70% are satisfied with the
insurance facilities provided by Purabi dairy, only 6% are highly satisfied and 24%
reported as neither satisfied nor dissatisfied.

Working hours: Majority (30%) of the respondents are satisfied with working hours in
Purabi dairy and have reported it as good ,10% reported it as very good ,6% said it to
be fair and only 4% have said it to be excellent.

Leave facilities: Out of 50 respondents, most of them i.e. 82% have reported it as very
good and only 4% have said it to be poor.

Regarding the recreational facilities it has been found that majority of the employee’s
are not satisfied.

It has been found that regarding overall canteen facilities in the dairy, the majority of
the employees are satisfied with the cleanliness and hygiene of food provided and also
majority of the respondents (90%) are satisfied with the price of the food in the
canteen.

It has been found while studying the relationship between employees and
management that 60% of the employees are satisfied and have rated it as average,
12% of the employees are not very satisfied and have reported it as below average and
8% of the employees are very dissatisfied with employee and management
relationship in Purabi dairy.
6.2 Suggestions
Following are a few suggestions regarding the study

Although statutory welfare facilities are provided in Purabi dairy State government
should keep on ensuring periodically that employees and employers are properly
complying with the various labour welfare and social security schemes.

Proper drinking water facilities should be given to the workers inside the dairy.

Proper facilities for washing should be given to the employees inside the dairy.

Proper lavatory should be provided inside the dairy for the employees.
42

There should be proper medical facilities for the employees , a pharmacy should be
provided inside the dairy for the benefit of the employees

The dairy should provide proper recreational facilities in order to keep the employees
motivated.

The management and the employee union should be more active towards employee
welfare and social security; it will lead to increased productivity.
6.3 Scope For Future Research
Future research can be undertaken on this topic to investigate further the present practices
undertaken by the organization, ways to increase the awareness of the employees about the
minimum statutory requirements of the various labour acts and excavate new and more
effective methods.
Future research can be undertaken on this topic to investigate further the measures taken by
the government to review the applicability of various statutory labour legislations in the
present context and excavate more effective methods that can be proposed by the government
to ensure that the statutory labour legislations are not getting outdated at any given time.
6.4 Conclusion
Human resource plays an important role in any organization and therefore activities
concerned with their welfare must be given due cognizance. If the employees are happy and
satisfied with the welfare facilities, they can contribute more and increase the productivity of
the organization. Non statutory welfare facilities do vary from organization to organization
largely depending upon the location, type of industry, class of workers, number of workers
etc. whereas statutory welfare measures are implemented almost in a similar fashion. Based
on the study employee welfare facilities in Purabi dairy it is clear that that the dairy is very
keen in promoting various welfare facilities. However there is ample scope for increasing the
overall awareness and satisfaction levels of employees regarding the employee welfare
facilities.
43
REFERENCE
Abhinav (2014). A Study on Employee Welfare Facilities and Its impact on employee
efficiency at Vindhal telelinks ltd, Rewa (M.P) India, International Monthly Referred Journal
of Research in Management and Technology
Borgohain P (2013). Occupation Health hazards of Tea garden workers of Hajua and
Marangi tea Estate of Assam, India. The Clarion.
Gupta Ashutosh (2016). A Study on Employee Welfare & Social Security of Sugar
Mills in Punjab.
Gupta, Shashi k and Joshi, Rosy (2014). Human Resources Management with case
study, kalyani publishers.
K. Logasakthi & K Rajagopal (2013). A study on employee health, safety and welfare
measures of chemical industry in view of Salem region.
Raj Santhana (2011). Industrial Relations and Labour Productivity.
Renapurkar, Rakhee Mairal (2013). “A Study on employee welfare activities in
Rashtriya Ispat Nigam Ltd, Vishakapatnam Steel Plant
Sarma G. (2013). A case study on socio economic conditions of tea garden labourers
of Lohpohia Tea Estate of jorhat district of Assam.
Satyanarayana, M Rama and Reddy R Jayaprakash (2012). Labour Welfare measures
in Cement Industries in India
Sirisha (2013). A study on employee welfare measures at Vijaya Dairy Milk ltd.
Vadnala, Manasa ; Buela, P. & Kumari, Prasanna (2017). A study on employee
welfare measures in BHEL, Ramachandrpuram, Hyderabad.
WEBLIOGRAPHY
http://shodhganga.infilbnet.ac.in
http://scholar.google.com
https://www.hrmguide.ie
https://labour.gov.in
http://labour.gov.in/labourwelfare
44
ANNEXURE
SCHEDULE
Dear respondent,
I am Nitu Bharali, a student of M.com 4th semester, Department of Commerce, University of
Science and Technology, Meghalaya. As a part of our course curriculum it is required for me
to do a dissertation paper for which I have selected the topic “Employee Welfare Practices at
Purabi Dairy”. The purpose of this schedule is to determine employee welfare measures being
followed at Purabi Dairy and to determine employee perception regarding the welfare
facilities provided by the organisation.
The information provided will be kept confidential and shall be used for academic
purposes only.
Thanking you
Nitu Bharali
1.
Name (optional) _______________________________________________________
2.
Gender : Male □
3.
Educational qualification : Primary
4.
Age:
5.
Designation:___________________________________________________________
6.
What is the year of your joining in Purabi Dairy? _______________(
7.
Are you aware of the provisions and scope of “Employee Welfare Measures”?
Female □
□ Secondary
□ Higher secondary
Graduate □ Post graduate □ Others
18-25 years □ 25-35 years □ 35-50 years □ 50-60 years
□
□
□
)
Yes □ No □
8.
What is your view on interpersonal relationship
management in your organization (please tick)?
between
employees
and
Excellent □ Above average □ Average □ Below average □ Unsatisfactory □
10.
In your opinion, does welfare facilities provided by the organization play a motivational
factor (please tick)?
Highly Disagree □ Disagree □ Neither Agree nor Disagree □ Agree Highly □ Agree □
45
11. In your opinion, does provision of welfare measures and their adequacy help in
increasing productivity?
Yes □ No □ Can’t say □
12. In your opinion, does provision of welfare measures and their adequacy help in
controlling absenteeism?
Yes □ No □ Can’t say □
13. Rate your opinion with regard to the following at your organization (please tick).
Particulars
Working hours
Leave facilities
Excellent
Very good
Good
Fair
Poor
14. Kindly rate the following statutory welfare facilities as per satisfaction level
(1= Highly Satisfied, 2- Satisfied, 3- Neither satisfied nor dissatisfied, 4- Dissatisfied,
5- Highly dissatisfied)
Particulars
Drinking water facility
First aid box
lavatory
canteen
restroom
Provident fund
Sitting facility
Crèche
1
2
3
4
5
15. Kindly rate the following non-statutory welfare facilities as per your satisfaction level
(1-Highly satisfied, 2-Satisfied, 3- Neither satisfied nor dissatisfied, 4- Dissatisfied,
5-Highly dissatisfied)
Particulars
Medical facilities
Educational facilities
Recreational facilities
Housing facilities
Transportation facilities
Insurance facilities
1
2
3
4
5
46