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ABSTRACT
Researcher project titled “A Study On Employee welfares Measures in Tubecraft Company Pvt Ltd “. In this project the reseacher to know the Employer welfare measures provide in theTubecraft, and to study the various dimensions of employee welfare measures as perceived by the worker and to the perception of the respondents regarding the various labour welfare provided to them and to suggest to suitable measures to enhance HRD intervention used in improve the welfare facilities.
Employee welfare has an important place in the modern industrial system. The need for employee welfare is realized all over the world because of the socio economic conditions and problem in the industrial society. Industrial labour and its welfare is often considered to be very important in the fast economy which is dreaming of industrializations on a large scale. The problem of Employee and its welfare have attracted the attention of many leaders and writers in India. So, employee welfare is a timely invention to keep the working populations satisfied and to maintain a contended employee force.
Labour welfare implies providing better work conditions such as proper lighting, heat control, cleanliness and low noise level, toilet, drinking water facilities, canteen and rest room, health and safety measures, reasonable, hours of work, holidays, and welfare services such as housing education, recreation and counseling.
CHAPTER - I
INTRODUCTION
The human resource has immense potential. The role of economic development of any nation depends on the degree of effective mobilization of these resources. The economic planning envisaging material progress should count on the role of human labour for harnessing the physical resource of the economy .As human resources from the basis of very existence of life on the earth of late, the government of India has set up an Independent Ministry of HRD to carter to the all-around development of human resource.
Labour, as a factor of production has certain characteristics that set it apart from others while land and capital has no mind of their own, labour dose have it. The physical presence of labour combines with his attitude carves out a special place for labour in the production process.
The attitude of labour toward the worker holds the key for his performance and unless a labour is enthusiastic , committed and devoted ,the fruit of his abilities innate acquired and developed cannot be repeated. It can be said without any hesitation that all industrialist should realize that “one can buy a man’s time the physical presence at a particular place , even few muscular movements, but enthusiasm , initiatives, loyalty and devotion to duty can not be bought”. Labour marks a distinction from other factors of production on two counts.
Therefore, labour welfare activities act as motivatorsAnd the rest in the higher productivity and the profit. It also enables the worker employed in industries to perform their work in healthy congenital surrounding conductive to good health & high morale
Any attempt to increase the productivity of efficiency of labour can bear fruit only if the workers are given the right type of environment and are provided with those basic amenities of life which have direct bearing on his physical efficiency. Thus plan of labours welfare regard as an important part of scheme for rising efficiency of labour.
COMPANY PROFILE
Tubecraft specializes in the manufacture of corrugated flexible tubes by extrusion blow mouldingprocess.starting in 1985,our group company manufactured the first successful corrugated pipes and the tubes in india.since 1995,tubecraft specializes in the corrugated flexible pipes for various automotive applications.since then we have maintained our position as a leader by developing awide range of pipes,tubes and hoses for various industry segments like home appliances,automobile,electrical,chemical,environmental protection & pollution control and medical.with the increased awareness for environmental protection and pollution control,LPG and CNG driven vehicles have become popular and are increasing rapidly.This critical experience in the last two decades has made us adept of developing corrugated flexible tubes for any application.
OUR MAJOR CUSTOMERS ARE:
Automobiles
- Ashok Leyland Ltd,.
- TELCO
- Tata yazaki
- TAFE
- Motherson
quality system in accordance with the requirements of QS9000 and were awarded the
certification in june 2000.Further,we have achieved ISO/TS 16949:2002 in October 2006 and
ISO 14001:2004 certification in November 2006.
LOCATION
Our manufacturing facility is located at mettupalayam industrial estate, Pondicherry.
Working hours : 24 hours 6 days in a week
Manpower status : 200
Turnover : 3 crores / year
OBJECTIVES
- To identify the various welfare measures in the organization.
- To analyze the employee’s view on the provided welfare measures.
- To find out the ways to improve the welfare measures.
- To adopt suitable measures for the improvement of employee performance.
their home, and such other services, amenities and facilities including social security measures as contribute to improve the condition under which workers are employed.
CONCEPT OF EMPLOYEE WELFARE
Employee welfare may be viewed as a total concept, as a social concept and a relative concept. The total concept is a desirable state of existence involving the physical, mental, moral and emotional well-being. The social concept of welfare implies, of man, his family and his community.
The relative concept of welfare implies that welfare is relative in time and place. Employee welfare implies the setting up of minimum desirable standards and the provision of facilities like health, food, clothing housing, medical allowance, education, insurance, job security, such as to safeguard his health and protect him against occupational hazards. The worker should also be equipped with necessary training and a certain level of general education.
WORKER’S EDUCATION
Reading room, circulating library, visual education; literary classes, adult education, social education; daily news review; factory news bulletin; cooperation with workers in education services.
Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural.
INTRA-MURAL FACILITIES
Intra-mural activities consist of facilities provided within the factories and include medical facilities, compensation for accidents, provision of safety measures, activities relating to improving of employment, and the like.
EXTRA-MURAL FACILITIES
Extra-mural activities cover the services and facilities provided outside the factory such as housing accommodation, indoor and outdoor recreational facilities, amusement and sports, educational facilities for adults and children and the like.
It may be stated that the welfare activities may be provided by the employer, the government, non-government organizations and the trade unions. What employers provided will be stated later, the activities undertaken by other agencies are mentioned here.
WELFARE FACILITIES BY THE GOVERNMENT
With a view to making it mandatory for employers, to provide certain welfare for their employees, the government of India has enacted several laws from time.
STATUTORY AND NON-STATUTORY
Welfare activities may also be classified into (i) statutory and (ii) non-statutory provision.
STATUTORY EMPLOYEE WELFARE FACILITIES
Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of the workers.
- Washing Facilities (Sec.42) According to sec. 42 every factory shall provide adequate and suitable washing facilities, separately screened for male and female workers, conveniently accessible and clean
- Storing and Drying Cloth (Sec.43) According to sec. 43, every factory shall provide a place for keeping the clothes which are not worn during working hours and drying of wet clothes.
- Sitting Facilities (Sec. 44) Every factory shall provide for suitable arrangements for sitting for all workers obliged to work in a standing position.
First Aid Facilities (Sec.45) For every 150 workers, there must be readily accessible and well equipped first – aid box. This box must contain the prescribed contents and it must be in charge of a responsible person who holds a certificate in first – aid. Where more than 500 workers are employed an ambulance room shall be provided and maintained.
Canteen (sec. 46) Every factory where 250 workers are employed, the occupier has to maintain a canteen for the use of workers.
- Shelter, Rest and Lunch Rooms (Sec.47) In every factory where in 150 workers are employers are employed, the occupier shall provide shelter, rest rooms and lunch rooms.
- Lighting sec(17) The RBL must be employed in located things is sight. In every part of a manufacturing process where workers are working or passing, there provided and maintained sufficient and suitable light, natural artificial both.
Transport facilities to workers residing at a long distance are essential to relieve them from strain and anxiety. Such facilities also provide greater opportunity for relaxation and recreation and help in reducing the rater of absenteeism.
- Recreation Facilities Recreation facilities afford the worker an opportunity to develop his sense of physical and mental discipline. It has an important bearing on the individual’s personality as well as his capacity to contribute to social development.
- Housing Facilities Some of the industrial employers both in public and private sector have provided housing facilities to their employees. The company also renders assistance to the co-operative housing societies formed by its employees.
Training and development
The RBL’s various employee improvement conducts the various places and various programmers. This main motive is improving the employee moral, knowledge and skill also to get g his work.
DISPENSARY
With the premises of the mill, they provided, first- aid facility in dispensary. They are providing 24 hours service with duty doctors, pharmacy, bed facilities and ambulance van in case of emergency. This provided for the workers and his family members.
The manner of execution of subsiding programmers welfare measure
- Distribution of 1 kg sweets to each of the employees / staff on the occasion of Deepavali.
- Provisions of educations allowance of 250% per child per annum and maximum of Rs 500% to each of the employees.
- Provision of medical allowance of Rs 100 per month for the employees who are not covered under ESI scheme.
- Provision of tea allowance of Rs 2.50 pasie per month to all the employees of the society.
- The society has maintained a trust for the employees group gratuity fund.
- The society has provided house building advance facilities to the employees.
Describes a process through which organizations might seek to implement interventions relating to employee wellbeing. Emphasizes the importance of a comprehensive needs assessment both in obtaining the breadth of information needed to design appropriate interventions and also in providing baseline information against which to evaluate programme effectiveness. Discusses factors which influence the type of intervention appropriate for a particular situation and highlights their design implications. Finally, provides guidance on programme implementation and evaluation, and discusses some of the advantages and disadvantages of different approaches to tertiary welfare provision.
EMERALD GROUP PUBLISHING LIMITED
By J. Bruce Prince
Purpose – The employee selection process has generally focused on the near-term performance potential of internal candidates in filling vacant positions. This research addresses the potential influence of adding a career development emphasis to the employee transfer decision process. In a career-focused transfer process the applicants' individual career development needs and growth opportunities are a key basis for internal selection decisions.
Design/methodology/approach – Using web-based survey methodology, a US financial services firm is used to evaluate the relationship between the use of career-focused employee transfer criteria and key employee attitudes.
Findings – The study finds that the use of career-focused processes are positively related to employees' developmental opportunity satisfaction and perceived support for career development. Regression analyses finds that these two attitudes mediate the positive relationship between the use of career-focused transfer criteria and perceived organization support (POS). Other research efforts (e.g.
Allen and Shore) have linked POS to a variety of positive outcomes, including lower employee turnover. Past research, however, has not considered how specific human resource practices can be the basis for the development of key attitudes.
Research limitations/implications – This research – while limited due to it cross-sectional methodology – builds on that stream of research by focuses on the design of the employee transfer process and how it can be a key practice for achieving a developmental focus and associated benefits.
Originality/value – The results suggest that focusing on performance potential of applicants and career-focused criteria are not necessarily antagonistic but can be used jointly to make internal selection decisions.
NEEDED WELFARE MEASURES
By ARTHUR CAPPER, Governor
To promote a higher type of citizenship, to insure to every child born in Kansas a record of birth, an equal share in the paternal care of the government and a recognition of its potential worth as a future citizen, I recommend the establishment of a division of child hygiene as a part of the State Board of Health. This new division should take into account the circularizing of the expectant mother who applies for information, the care of the new-born babe, and the well-being, health and nurture of the growing child.
In the same general line of public welfare, I recommend the enactment of laws on the following subjects:
