Internship Report On “UNDERSTANDING A LABOUR ...

Internship Report On

“UNDERSTANDING A LABOUR COMPLIANCE OF COMPENSATION”AT

APARAJITHA CORPORATE SERVICES

Submitted to

VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM

In partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

BY

MEENAKSHI.RM

1NZ13MBA22

Under the guidance of

INTERNAL GUIDE EXTERNAL GUIDE

DR.ARADHANA YADAV MR.HARINATHBHASKARA

PROFESSOR HR MANAGER

Department of Management Studies

NEW HORIZON COLLEGE OF ENGINEERING

OUTER RING ROAD, MARATHALLI, BANGALORE

2013-15

ACKNOWLEDGEMENT

I wish to place on record my deep sense of appreciation to all those who made this project

come into existence and guide me from the start to finish. I express my sincere gratitude to

the institution of New Horizon College of Engineering, Bangalore.

I would like to thank Dr. Manjunatha, principal of New Horizon College of Engineering,

Bangalore for giving me the opportunity to prove my caliber by submitting this project

report1.

I am grateful to Dr. Sheelan Misra, Head of Department of Management Studies, New

Horizon College of Engineering, Bangalore for her support in the formatting and

completion of this project.

I am indebted to my guide Dr.Aradhana Yadav for his support from the beginning till

completion of this study.

I extend my sincere gratitude to Mr. Harinath Bhaskara, HR Manager of Aparajitha

corporate services private(ltd), Koramangala, Bangalore for giving me the time and

information needed for making this assignment success.

MEENAKSHI RM

TABLE OF CONTENT

S.NO. PARTICULARS PAGE

NO.

EXECUTIVE SUMMARY

1 INTRODUCTION OF LABOUR COMPLIANCE

OBJECTIVE OF LABOUR COMPLIANCE

SCOPES OF LABOUR COMPLIANCE

NEED FOR STUDY

LIMITATIONS

REVIEW OF LITERATURE

RESEARCH METHODOLOGY

1

2 PROFILE OF APARAJITHA

ABOUT APARAJITHA

CLIENTS OF APARAJITHA

10

3 CONCEPTUAL FRAMEWORK ON LABOUR COMPLIANCE 18

4 DATA COLLECTION, ANALYSIS & INTERPRETATION 29

5 FINDING, SUGGESTIONS, CONCLUSION 75

6 BIBLIOGRAPHY 77

ANNEXURE

LIST OF TABLES

TABLE

NO.

PARTICULARS PAGE

NO.

4.1 Frequency Distribution of GENDER Of Respondent(S)

29

4.2 FREQUENCY DISTRIBUTION OF DESIGNATION 30

4.3 FREQUENCY DISTRIBUTION OF QUALIFICATION 31

4.4. FREQUENCY DISTRIBUTION OF INCOME CATEGORY 32

4.5. Frequency distribution of Family Level 33

4.6 Frequency Distribution of EMPLOYEE EPF

33

4.7 Frequency distribution contribution of emp ESI 34

4.8 Frequency distribution of Health awareness 34

4.9 Frequency distribution of Rate for facilities 35

4.10 Frequency distribution of Rate for maternity leave 36

4.11 Frequency distribution of Rate for allowances 37

4.12 Frequency distribution of Rate for loans 38

4.13 Frequency distribution of Rate for house keeping facilties 39

4.14 Frequency distribution of Rate for working conditions 40

4.15 Frequency distribution of Allowances benefits 41

4.16 Frequency distribution of Bonus Benefits 42

4.17 Frequency distribution of Medical insurance Benefits 43

4.18 Frequency distribution of Disability Benefits 44

4.19 Frequency distribution of Unsatisfactory Performance 45

4.20 RATE PREFORMANCE OVERALL SATISFACTION 46

4.21 Frequency distribution of LABOUR COMPLIANCE 47

5.1 Table showing cross table for income category and family level 48

5.1.2 Designation Of Employee Working 49

5.2 Rate quality of Offline Training * Training improves 49

5.3 Rate quality of Inplant training * Training improves 50

5.4 Rate quality of Workshop * Training improves 51

5.5 Rate quality of health awareness * Training improves 52

5.6 FAMILY LEVEL*^WORK ENVIRONMENT 53

5.7 support from empl to top mgmt * WORK ENVIRONMENT 56

5.8 Work environment* support from employers 57

5.9 support from emp to co-worker * WORK ENVIRONMENT 58

5.10 support from emp to low level employees * WORK

ENVIRONMENT

59

5.11 LABOUR COMPLIANCE * Rate for facilities

60

5.12 LABOUR COMPLIANCE * Rate for maternity leave

61

5.13 LABOUR COMPLIANCE * Rate for ALLOWANCES

62

5.14 LABOUR COMPLIANCE * Rate for loans 63

5.15 LABOUR COMPLIANCE * Rate for housing facilties

64

5.16 LABOUR COMPLIANCE * Rate for working conditions 65

5.17 OVERALL * support from empl to top mgmt 66

5.18 OVERALL * Support from emp to supervisor 67

5.19 OVERALL * support from emp to co-worker 68

5.20 OVERALL * support from emp to low level employees 69

5.21 Rate quality of Offline Training * Rate Performance 70

5.22 Rate quality of Inplant training * RATE PERFORMANCE 71

5.23 Rate quality of Workshop * RATE PERFORMANCE 72

5.24 Rate quality of health awareness * RATE PERFORMANCE 73

EXECUTIVE SUMMARY

The major objectives of the study is to properly understand the employee training at big

bazaar ,Bangalore.this training and development information Is collected by survey

method for analytical studystructural questionnaire was used to collect the data.

A basic limitation of the project is that they did not provide all the information related to

the organization.cooperation and coordination was different from each othershence few

information are uncertainities.due to certain above assumptions are taken to the study .the

time limit is considered as big constraint.

The data is collected from the primary source and the secondary source. The tools and

techniques of spss software is used in the project.stastistical tools such as chai

square,charts ,tables,anova table are used in the project.

HR compliance should be treated as a process of defining both individual and group

behaviors to ensure the organization’s applicable laws and policies are followed. The HR

function must hire and retain individuals that are knowledgeable about HR specific laws

and can create policies and procedures in relation to these laws. Just writing policies and

procedures and placing them in a repository is not enough. Once established, they must be

effectively communicated throughout the organization.

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CHAPTER NO. 1

1.1 INTRODUCTION OF LABOUR COMPLIANCE

An Introduction: Globalisation in new economy has paved way for open business and

everything is measured and looked from the angle of global standard and best of best in the

form of world class. This has led to lot of quality systems in technology, supply chain,

banking, and finance and also in Human resource management. Talent can move anywhere

and people are also mobile. To have continuous flow of business in smooth way many

approvals, certifications and compliance have become need of the hour and these are

subject to various and continuous audits by internal and external agencies.

In few cases customer’s requirements have to be fulfilled in legal aspects particularly in

connection with employee related matters which are governed by various laws comprising

both central and state legislations. Keeping this in view management of labour law plays a

very important role.

1.2: What is compliance? When business is governed by certain regulations that too when

it is global in nature, ILO conventions are followed. With the conventions, various laws

like factories act, Minimum wage etc have to be followed into addition to all the applicable

laws depending on the nature of industry. Adherence to these laws and implementation is

becoming need of the business without which further progress will be blocked. Hence such

kind of law has to made known to all concerned and have to be followed. These are under

scrutiny. As such compliance (adhering and following) is gaining vast importance.

1.3: Why compliance: It has to be understood in multiple ways. First being compliant

with the laws of the land, regulatory affairs for approvals, social security and fair work,

fair treatment and right of association and expression. Further there should not be any

02

discrimination based on caste, creed, ethnic and sex. For everything parameters will be the

applicable laws. Without this business is not recognized nor accepted. In the absence of

compliance, there are chances of losing the business and in some case black listing the non

compliant establishments. Therefore compliance is becoming a priority.

1.4: Coverage: For compliance wider coverage like regulatory laws, payment laws, social

security laws, employment laws, Industrial relations laws, Compliance laws, law of

association - matters. Depending on the nature of the industries all these have to be

followed in action and spirit.

1.5: Applicability: Every employer or an occupier has to be aware of the applicability of

various laws for every establishment. Whether certain laws are applicable or not? If

applicable the minimum requirement of workers and to what extent. Under the

applicability what are to be followed and maintained to be known. In India most labour

laws are based on the number of employees in the establishment. Hence the applicability is

important.

1.6: Implementation: Once the coverage and applicability is known implementation

becomes very easy and mandatory. When the number reaches to certain levels, it will go

without saying. On an average in India normally for any establishment there are about 14

to 16 labour laws are applicable. They are;

Factories Act, Shops and Commercial establishment Act, Contract labour, Building and

construction workers act, plantation labour act, Interstate migrant workmen act, Mines act

etc.

Payment of wages, Minimum wages, Payment of Bonus, Payment of Gratuity, Provident

Fund, ESI, Maternity Benefit act, Employees Compensation Act, Labour Compliance

Fund act, Industrial Employment Standing orders Act, Industrial Disputes Act, Trade

Union Act, Equal Remuneration Act, Apprentice Act, National and Festival Holidays Act,

Sexual harassment prevention committee provisions etc.

Above list is not exhaustive. Employer has to look into many of these acts depending on

the nature and implement which is his prime responsibility.

1.7: Audit and Check: Once these are covered and applied and having implemented,

sustenance of these compliances is to be monitored. There are no holidays for these laws.

03

HR being a dynamic function in nature number and nature of compliance fluctuates.

Depending on these factors, implementation also matters. Hence it is the onus of the

employer to ensure that the implementation of law is in place as per the framework of laws

throughout the year. They are subject to inspections and scrutiny. Some authorities inspect

critically and some superficially. But it is the responsibility of the employer to be

compliant. Hence audit and checking play an important role from compliance point of

view.

Few governments have allowed for self certification by the employer. OHS, SHE audits

are inbuilt in complying laws like working hours, safety, health, Compliance, social

security etc. Regular self audit, internal audit should help the employer to upgrade the

compliance level from time to time thereby reaching to the competitive edge. For

hazardous industries audit by External agencies are mandatory to make it more objective

and effective.

1.8: Know the subject: From this perspective knowledge and awareness about the subject,

provisions of various applicable laws are important. Further superficial knowledge will not

be adequate. What we call substantial law is the need of the hour. It is like human body

where outside view will not determine the good health but internal system should be in

order to stay healthy. In the same manner labour laws also have to be understood. Bare

knowledge is not sufficient. All provisions and methods are to be adhered.

1.9: Reports: Based on this an employer has to generate various reports by way of MIS,

compliance reports etc to know the status and also understand the gaps and lapse if any.

Looking at reports he will understand the status for further needful. Some times reports by

experts in the field, regulatory authorities are important and help for improvements.

1.10: Inspections: Under all laws and particularly labour laws, we see chapters/sections

on Inspectors where their powers and duties are prescribed. Under the statutes they are

empowered to exercise certain powers and also by duties. It is the duty of the employer to

co operates and supports the inspector while inspecting. Employer has to provide all

necessary documents, information, particulars, records, registers etc to the authorities. ILO

convention also prescribes this.

Inspection to be taken seriously and many a time they are eye openers. These will put a

break for establishments also from bad/unfair practices. Hence inspections have to be

04

taken seriously and complied religiously and meticulously. It is always advisable to attend

correct and comply at the initial stages of the inspections to prevent any further damage

and serious observations. Inspecting authorities to be seen as well wishers rather than as

pain and nuisance. If they are convinced they extend their helping hands for employer.

However for them advise and inspection cannot go together.

1.11: Consequence: Non compliance may end up in legal actions like penalty, suspension

of license, imprisonment etc and other by way of bad corporate governance. Corporate to

be on the line, good governance to be ensured. Negative side may affect the reputation of

the company thereby it may not attract the required talent and human resource and subject

to question by many others concerned. Non compliance may lead to series of problems like

prosecutions, unionism, suspicions, etc. In the long run business may get affected.

Establishment has to spend their time and energy in litigations and wasting their valuable

productive time.

1.12: Benefits: Timely compliance ensures an employer to be upright, conscious, law

abiding, compliant and to carry on his business without any fear or favour and all the time

he will be on right track and achieve success and industrial peace. Timely compliance

ensures that employees do not have any reason to crib on non compliance issues and may

help to nurture good relations leading to good production and productivity. For

government and statutory authorities it becomes easy it will nurture peace contentment and

prosperity everywhere.

1.13: Competitive advantage: Thus by following applicable laws an establishment can

run business without much hurdles and stand up all the time. By this it will have a

competitive edge in future to gain good reputation and revenue by the certified authorities.

By being compliant an employer can gain benefits when it comes without wasting time as

fire fighting. Without proper governance and compliance at each and every level

establishment has to face problems and obstacles. Thus one can see more advantage in

compliance since they are integrated with all the stake holders of the industry.

1.14: Conclusion: To conclude non compliance will only put positions like occupier,

director into problems and they have to face the music of judiciary, cases, prosecutions,

imprisonment, fine, personal accountability etc and have to waste time and energy in

facing these issues. In the process relationship may also get affected with the authorities

and may be with employees and union.

05

Thus every prudent employer should always look at the positive side of compliance

thereby making all the stake holders happy and achieve the goals of the organization and

can concentrate on strategic issues as priority.

Establishment should also ensure the respective dues to the employees are paid on time

and the Compliance is taken care of in reasonable good manner. Added to this what an

amount of mental peace and respect from all the concerned!

1.15.OBJECTIVE OF LABOUR COMPLIANCE

1. To provide healthy, hygienic & safe working conditions.

2. To provide better life and health to the workers.

3. To make the workers happy and satisfied.

4. To keep the labours worry free.

5. To keep the workers comfortable.

6. To relieve workers from industrial fatigue and to improve intellectual, cultural and

material conditions of living of the workers.

7. To induce labours to give higher Productivity.

1.16.THE SCOPES OF LABOUR COMPLIANCE

To enrich better quality of wok life.

To improve the efficiency of work

To enhance the productivity.

To enrich industrial relation and industrial peace

To raise the physical standards of the workforce.

To enhance the purchasing and serving capacity of the employees.

To make employee work contribute systematically to the nation’s economy.

To reduce absenteeism.

Employee Compliance is having a wider scope and may have indifferent countries

depending upon the socio-economic conditions, political outlook and social philosophy.

1.17.NEED FOR STUDY

Management is the art of getting the work done by the people; therefore it is necessary to

seek the co-operation of the employee for a in order to increase the production and to

06

higher profits. The co-operation of employees is possible only when they are satisfied with

employees and the workers on the job.

Good Compliance and Welfare facilities measures enables the employees and his family to

a good Compliance facilities like housing medical and children education, recreation etc.,

helps to improve the conditions of the employees. Employee’s Compliance measures leads

to high morals and high productivity and help to raise the standards of the industry in the

county. I have selected this topic because it very challengeable topic to go through various

employees felling on depth about difficulties of employees and various activities in the

Compliance department.

1.18:LIMITATIONS:

Due to time constraints and busy schedules of the employees it was difficult to

interact with the company.

Some people were not interested to give answer of the question.

The response may be influenced by personnel bias.

Difficult to getting the data because of the confidentiality.

1.19:REVIEW OF LITERATURE:

A full review of employment law is not provided—for an excellent review, see

Jolls (2007). My more modest goal is to provide some relevant insights into what

law is and how it works. This sort of targeted inquiry is desirable because the

standard assumption in economics is that the law enforces contracts as written. In

practice, private law imposes no restrictions on behavior. It is mainly an

adjudication system that can, aftera careful review of the evidence, exact monetary

penalties upon parties who have breached a duty.

The modern theory of contract, building on the work of Grossman and Hart

(1986), recognizes that an important function of economic institutions and

contracts is the efficient allocation of authority and decision rights within a

relationship. Most economists agree that unions and employment law affect the

relative bargaining power of individuals. These institutions are usually interpreted

as mere re-distribution of rents, and so any allocation of bargaining power that

results in prices diverging from competitive levels is inherently inefficient.

The modern empirical literature is concerned with identifying a causal link

between various labor-market interventions and performance. Unfortunately,much

of the economic theory of contract is not amenable to this approach. These models

typically describe how matches with certain observable features (X variables)

07

result in an employment-compensation package (Y variables). As Holland (1986)

makes clear, these are not causal relationships, but merely associations.For

example, the predicted relation between the sex of a worker and the form of his/her

employment contract is not causal, since the sex of a worker is not a treatment

variable.

A contract is an instrument that explicitly allocates certain decision rights between

the contract parties. This can also be achieved with unions. This section discusses

how the appropriate allocation of power and decision rights can enhance

productive efficiency. Thus, these theories provide conditions under which union

power may enhance productive efficiency, as suggested by Freeman and Medoff

(1984).

Ostrom (2000), for example, has shown that many societies have developed

efficient systems of rules and adjudication for regulating the use of common-pool

resources, thereby avoiding the tragedy of the commons . Ostrom observes that all

successful commons-governance regimes consist of a set of rules that have the

following features:

1. The rules are commonly known;

2. There are penalties for breaking rules that increase in intensity with the

severity and frequency of

violation;

3. There is an organization or an individual who is responsible for imposing

penalties when informed;

and

4. There is a process of adjudication when there are disagreements regarding

whether an offense has occurred and what penalty should be imposed.

Jensen and Meckling (1976), for example, famously proposed that one

should conceptualize a firm as a “nexus of contracts.” If all contracts are

enforceable at negligible cost, a reward system that promotes an employee

for good performance and an agreement with an outside supplier to pay a

bonus for sufficient quality are assumed to be equally enforceable. If

employment contracts are enforceable at no cost, subject only to information

constraints, then explaining contract form requires only that one carefully

specify the environment and then use principal-agent theory to work out the

optimal contract.

In a widely cited work, Wood (1877) argued for replacing this law with the

rule of at-will employment, where both parties can sever the relationship

whenever they wish and face no liability beyond the requirement that the

employer pay her employee the agreed-upon wage for work already

completed. Wood’s argument was a pragmatic one, based on the bad

experiences of many employers and employees with the inflexibility of

master-servant law.

Minimum wages are controversial, in some ways reflecting Freeman‘s

(1993) ―institutionalist-distortionist‖ divide. The institutionalist perspective

08

provides the rationale for minimum wage policies—to counter exploitation

by providing all workers with a ―fair‖ wage and, more generally, as an anti-

poverty policy. This view sees minimum wages both in a rights-based

framework (the right to a decent wage) and as a social policy.12 The

distortionist perspective—widely accepted by economists—raises concerns

about the unintended consequences of minimum wages.

Research done up to the 1980s was primarily based on U.S. times-series data

and typically found negative employment impacts. In a comprehensive

review of the analysis up to that time, Brown, Gilroy, and Kohen (1983)

estimated that the elasticity of teenage employment with respect to the

minimum wage was in the -0.1 to -0.3 range (i.e., a 10% increase in the

minimum wage reduced teenage employment by 1-3%).

1.20RESEARCH METHODOLOGY

INTRODUCTION & MEANING OF RESEARCH

1.20.1.MEANING OF RESEARCH:

Research in common parlance refers to a search for knowledge. Once can also define

research as a scientific systematic search for pertinent information on a specific topic. In

fact, research is an art of scientific investigation. 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.” Some people

consider research as a movement, a movement from the known to the unknown. It is

actually a voyage of discovery. We all possess the vital instinct of inquisitiveness for when

the unknown confronts us, we wonder and our inquisitiveness makes us probe and attain

full and fuller understanding of the unknown. This inquisitiveness is the mother of all

knowledge and the method, which man employs for obtaining the knowledge of whatever

the unknown, can be termed as research.

1.20..2.TITLE OF THE PROJECT:-

“UNDERSTANDING A LABOUR COMPLIANCE OF COMPENSATION”

1.20.3.OBJECTIVE OF THE PROJECT :-

Some of the main objectives are as follows-

1. To study the employees perception towards the welfare facilities provided by the

company.

09

2. To study the welfare facilities provided by the organization.

3. To study the welfare facilities recommended by the government.

4. To give some suggestions to the company about welfare facilities of company.

5. To boost up employees moral.

1.20.4.DATA COLLECTION:-

To achieve the objective of the data for the present study was collected as under.

a) Primary Data :-

The primary data collection was done with the help of survey. A questionnaire regarding

labour welfare amenities was designed and administrated. All the information was

collected with help of face to face interview with workers.

b) Secondary Data :-

The secondary data collection was possible with the help of official records, the past

project report and the general information collected with the help of Company website

and other online sites.

1.20.5.SAMPLING PLAN :

SAMPLE SIZE SELECTION:

Sample size is determined on the population of company As well as it is also dependent on

nature of population, Nature of classes proposed, Nature of study, and type of sampling.

The sample size of the project is about 100 workers.

1.20.6.METHOD OF SAMPLING:

Probability sampling method is used for the study, as it is also known as” simple random

sampling” under this sampling design, every item of the universe has an equal channel of

inclusion in the sample. Random sampling from a finite population refers to that method of

sample selection which gives each possible sample combination an equal probability of

being picked up and each item in the entire population to have an equal chance of being

included in the sample.

010

CHAPTER NO. 2

PROFILE OF APARAJITHA

2.1.ABOUT APARAJITHA: Aparajitha is a leading HR Compliance Services company

focusing on Labour Compliance Audit, Establishment Compliance, Factory Compliance,

Mines Compliance, Contract Labour Compliance, Flexi Staffing, Payroll Processing,

Payroll Compliance as well as providing Consultation & Legal Opinion. We have a

presence in all the states and union territories of India and are recognized as the experts in

labour and compliance laws and their complexities. Our large list of clientele ranges from

start-ups to reputed large companies across all industries and segments.

Aparajitha started out in the year 2000 with a humble beginning of just 11 people. We

began by providing flexi staffing services for clients in Tamil Nadu. Within a matter of 12

years, we have grown and transformed into a renowned HR compliance services provider

with more than 1000 + core employees, and serving over 400+ clients all over India.

Our operations and services are guided by professionalism and principles that stem from

our core values and business ethics: integrity, trust, continuous learning and partnering

progress. Our goal is to build enduring long term relationships with our clients by

partnering with them for mutual growth and benefit.

Mr. Bharath Krishna Sankar is the Chairman of Aparajitha Corporate Services Ltd,

headquartered at Madurai: which is into HR and Compliances related KPO services. Mr.

Bharath is an exceptional coach and mentor, with passion for developing and nourishing

the entrepreneurial spirit in youngsters. Started about fourteen years back, Aparajitha

group has grown from just 10 people and a turnover of about 20 lakhs to a group of 1000

people with a turnover of over 270 crores for year ending March 2014. Aparajitha is the

only organised company in India to take up ‘personnel related compliances management

services’ and ‘contract labour regulation services’. The operations are spread all over India

with operations covering about 1200 locations, resident representatives in all the 30 States

and 24 branch offices across India.

Aparajitha Foundations, a trust promoted by the group, has started ‘Thalir thiran thittam’

with a vision of creating a transformational change through awareness at the school level

by giving school students an exposure to skills which are extremely important in life, but

011

not covered by the regular curriculum. The Tamil Nadu Government has issued an order

for this project to be taken to 4239 schools across the state. The Gujarat government has

entered into an MoU to reach it to 6231 schools.

Bharath’s areas of specialization include human resource development, financial

management and facilitation of change management through organizational development

interventions.

He is the Past Chairman of the Madurai Zone of CII and the Vice Chairman of

MaaMadurai Potruvom Committee. He was a finalist of the Emerging Entrepreneur Award

of CII, Tamil Nadu in 2010. He pens a column ‘Smilingly yours’ in The Hindu –

Metroplus.

Mr. Nagaraj Krishnan is the Managing Director of Aparajitha Corporate Services

Limited. He is a born leader, versatile with a blend of logical thinking, process orientation

and people focus and intrinsically driven to achieve and that instinct is what has made this

phenomenal growth of Aparajitha possible. He took lead of the business operations and

product development of Aparajitha Corporate Services right from its inception. His

expertise in Labour Laws in addition to his personality is the reason for Aparajitha’s

reputation as the Leading HR Compliances Knowledge Processing Outsourcing Company.

Aparajitha Corporate Services offers HR Compliances and Industrial Licensing Services

and its service includes Establishment Compliances, Factory Compliances, Mines

Compliances, Contractactor Compliances, Payroll Compliances, Flexi Staffing and Payroll

Services. Aparajitha has grown from 14 to 1000 plus core employees, one room office to

37 offices across the country, turnover of a few lakhs to over 250 Crores in 14 years.

Aparajitha has national presence in all the States and Union Territories of India, with over

400 plus distinguished clients, many of them from the Fortune List in India. To have

started, led and grown the company from a tier two city to become an Industry Leader with

national presence is Mr. Nagaraj’s pride and phenomenal achievement.

Dinesh Ramachandran is the Joint Managing Director of T V Sundram Iyengar &

Sons Limited and Managing Director of TVS Logistics Services Limited. He is also

the Director for various joint ventures / subsidiaries of these companies. A commerce

graduate and an Associate member of both Institute of Chartered Accountants of India and

Institute of Cost and Works Accountants of India, Dinesh has had a wide experience

012

within the Group and as is the tradition in the family, worked his way up in the

organization ladder.

Currently, the companies under his management have a turnover of USD 1.40 billion (INR

6,100 crores) and employs around 10,000 people. Dinesh has been instrumental for the

companies expanding their operations globally and he has set up subsidiaries in Sri Lanka,

United Kingdom, Spain, Germany, Thailand, Bangladesh and United States of America.

T V Sundram Iyengar & Sons Limited is the parent company of TVS Group. The total

turnover of the Group is USD 6.0 Billion and the group employs around 40,000 people.

The group operates in diverse fields ranging from two-wheeler and automotive component

manufacturing to automotive dealerships, finance & electronics and is the leading

automobile distributor in India.

013

2.2.CLIENTELE

018

CHAPTER NO 3

CONCEPTUAL FRAMEWORK ON LABOUR COMPLIANCE

3.1.MEANING AND DEFINITIONS OF LABOUR WELFARE

Labour Welfare has been defined in varies ways. Though unfortunately no single

definition has been found universal acceptance .The oxford dictionary defined labour

welfare as “Efforts to make life worth living for workers”.

Prof. Richardson defined labour welfare as arrangement of working conditions ,

organization of social and sport clubs and establishment of funds which contributes to the

workers health and safety components and efficiency , economic ,security ,education and

recreation.

Prof. S .D . Pinker has been defined as “Labor Welfare is also understood mean such

services facilities and amenities which may be established in industries to enable person

employed there in to perform their work in healthy and congenial surrounding and to

promote them with amenities to conduct good health and good moral.”

A significant definition describes labour Welfare works as “the voluntary efforts of the

employer to improve living and working condition of these employees. The underlying

assumptions of course, being that the first essential to the welfare of the employees, on

steady work a fair wage ,responsible house of labour.

Labor welfare has been defined in several ways and therefore understood various ways in

various countries.

Then welfare work can be defined on work for improving the health safety generator well

being and the industrial efficiency of the workers beyond the minimum standards laid

down by the factory act and the another legislations. The whole fields of welfare is one

which must can be done to combat the sense of frustration of the industrial workers to

relieve of personal and family worries to improve his health to make him offered means of

self expression to after him. Same spears in which can be excel all other help him winder

connection of life.

019

Today in competitive market , everyone aims to profit human beings are the most

important factors of production in order to facilitated the satisfaction of human being these

welfare measures are very important.

3.2.IMPORTANCE OF WELFARE WORK IN INDIA

Labour welfare work got importance because of the following reasons.

1) The welfare activities influence the sentiments of the workers .when worker feels

that the employers and the state are interested in their happiness ,his tendency to

grouse and grumble will steadily disappear. The development of such feeling paves

the way for industrial peace.

2) The provision of various welfare measures makes the worker realize that they also

some stake in the undertaking in which they are engaged and so think thrice before

taking any reckless action which might prejudice the interest of undertaking

3) The welfare measures like cheap food in canteens, free medical and educational

facilities etc. Indirectly increase industrial dispute the real income of the workers.

Hence they try to avoid industrial dispute, as far as possible and do not go on strikes

on flimsy grounds.

4) Welfare activities will go a long way to better the mental and moral health of

workers by reducing the incidence of vices of industrialization.

5) Welfare activities will reduce labour turnover and absenteeism and create permanent

settled labour force by making service attractive to the labour.

6) Welfare measures will improve the physique , intelligence morality and standard of

living of the workers which in turn will improve their efficiency and productive

3.3.CLASSIFICATION OF LABOUR ACTIVITIES:

020

The labour Welfare activities may be classified as under:

1) statutory:

Every welfare promotes the welfare the labour by securing and protecting a social order in

which justice, social, economical, political, confirms with all the institutions of the natural

life. For this some legislation are passed and it is essential for all the employers to follow

the provisions of the Acts and Rules. These legislative measures generally regulate

working conditions, minimum wages, safety and sanitation. Such statutory provisions are

gradually increasing with the industrial development in the countries.

2) voluntary:

Under voluntary welfare, all those activities are including which are undertaken by the

employees for their workers at their own. These activities are not statutory but the

employees undertake these activities because they increase the efficiency of the workers

and maintain the industrial peace.

3) Mutual :

Mutual welfare activities are those activities which are initiated by the workers for their

betterment .Welfare activities undertaken by the trade unions are included under this head.

Labour welfare activities may be further classified under two heads:

1) Intra Mural Activities :

Intra mural activities are those amenities and services which have been provided by the

employers inside the factories e.g. sanitary conditions ,medical facilities ,shelter ,canteens

etc. These activities are the part of working conditions.

2) Extra Mural Activities :

Extra mural activities are those amenities and services which are available in the workers

outside the factory e.g. housing, medical facilities, education, recreation etc.

3.4.EMPLOYEE WELFARE:

The company is striving to employee welfare and it provides the following to its

employees.

021

Two pairs of uniform, one pair of safety shoes and safety caps are providing to all

the employees.

Dinner for the employees with their facilities and a cultural programmed on every

31st December.

Dinner for the employees with their families and a cultural programmed on every

1st January.

Celebrates Independence Day and republic day.

Provides family planning camp within the plant premises, every year.

Provided AIDS awareness classes to the employees by the District Medical &

Health Department.

Provided the Art of Living classes to the employees within the plant premises.

Provided the SSY classes to the employees within the plant premises

All the statutory obligations of the employees like P.F., L.I.C.etc. Within the work

schedule.

Provides different loans to the employees to meet their financial requirements.

The company maintained temples of Sri Venkateswara Swami, Anjaneya Swami

and Vinayak Temples located at Township.

3.5.THESE LAWS ARE:

The factories Act 1948: the mines Act 1952: the plantation employee Act 1951: the central

employees (regulation & abolition) Act 1970: these Act provides for facilities such as

canteen crèches shelters rest rooms , lunch rooms , washing facilities etc.

They also regulate the age of employment, hours of work and more provisions for the

appointment of employees welfare officers sickness, Maternity and medical benefits are

provided under the employee state Insurance Act 1948 and also the government has

chalked out comprehensive Programmers for housing facilities, social security schemes

provident funds and such other facilities & seize able has been allotted in each five years

for employee welfare activities.

3.6.ACCORDING TO THE FACTORIES ACT 1948:

The welfare facilities provided under this act are as follows:

1. Adequately suitable and clean washing facilities separately for male and female

workers.

022

2. Facilities for storing and drying clothes.

3. Setting facilities for occasional rest for workers who are obliged to work in a

standing

4. position.

5. First aid boxes one for every 150 workers and ambulance facilities if there are

more than 500 workers.

6. Canteens if more than 250 workers are employees.

7. Shelters rest rooms and lunch rooms if there are more than 150 workers.

8. Creche if more than 30 women are employees.

9. Welfare officer wherever more than 500 workers are employees.

The oxford dictionary refers employee welfare as “efforts to man life worth living for

women”. The committee on employee welfare (1969) has defined employee welfare as

“such services facilities and amenities as adequate canteen rest recreation facilities and

sanitary and medical facilities arrangements for travel to and from work for the

accommodation of workers employed at a distance from their homes and such other

services amenities and facilities including social security measures as contribute to

improve the conditions under which workers are employee.

33..77..LLAABBOOUURR AACCTT IINN IINNDDAA

CONTRACT LABOUR/REGULATION & ABOLITION ACT 1970

MINIMUM WAGES ACT,1948

PROVISION OF CONTRACT LABOUR (REGULATION & ABOLITION)

ACT, 1970)

EMPLOYEE PROVIDENT FUNDS AND MISC. PROVISIONS ACT, 1952

EQUAL REMUNERATION ACT,1976

INDUSTRIAL DISPUTE ACT, 1947

PAYMENT OF BONUS ACT, 1965

PAYMENT OF GRATUITY ACT, 1972

EMPLOYEE’S STATE INSURANCE ACT & THE SCHEME, 1948

MATERNITY BENEFIT ACT, 1961

WORKMEN’S COMPENSATION ACT,1923

CHILD LABOUR(PROHIBITION AND REGULATION) ACT, 1986

023

THE APPRENTICES ACT, 1961

33..88..RREEQQUUIIRREEMMEENNTTSS UUNNDDEERR DDIIFFFFEERREENNTT LLAABBOOUURR LLAAWWSS

3.8.1.Contract Labour / Regulation & Abolition Act 1970:

Each establishment employing twenty or more workmen as contract labour is required to

be registered under the contract Labour / Regulation & Abolition Act 1970 by making

an application in triplicate in form I (appended to the Rules) alongwith Registration fee

through Draft and obtain a certificate of Registration and shall maintain a register of

contractors in form XII appended to rules. If there is any change in the particulars given

in the certificate of Registration, the Principal Employer, within 30 days of such change,

intimate to the Registration officer particulars of such change.

Principal Employer of the registered establishment is required to display at a prominent

place in the establishment , notices showing the rates of wages , hours of work , wage

periods , date of payment of wages , names and addresses of Inspectors and date of

payment of unpaid wages in English and in Hindi and in the local language understood by

majority of workers. Every Principal Employer, within fifteen days of the commencement

/ completion of each contract work under each contractor, shall submit a return to the

inspector in form VI-B ( appended to the rules ).

(B) Obligations on contractors:

A person undertaking to produce a given result for the establishment through contract

labour or who supplies contract labour for any work of the establishment numbering

twenty or more is required to comply with following requirements under the Act as

contractor.

No contractor shall undertake or execute any work through contract labour except under

and in accordance with a license issued by licensing Officer for the area. Application for

license shall be in triplicate in form IV appended to rules accompanied by form V issued

by Principal Employer and security as also license fee through separate demand drafts.

The contractor is required to provide sufficient supply of drinking water, a sufficient

number of latrines and urinals, washing facilities & first aid facilities to contract labour at

work place.

The contractor shall maintain following registers in the prescribed formats under the Act:

024

Register of persons employed.

Muster Roll.

Register of wages.

Register of deductions for damages or loss.

Register of fines.

Register of Advances and

Register of overtime.

Where wage period is week or more contractor shall issue wages slips in prescribed

proforma.

Every contractor shall issue employment card in prescribed proforma to each worker

within three days of employment and on termination of employment issue a service

certificate in the prescribed format.

3.8.2.Minimum Wages Act 1948/ Minimum Wages (Central)Rules 1950.

The Act provides for fixation of minimum rates of Wages in certain employment and make

rules for implementation of the provisions of the Act.

Wages may be fixed by hour, day or month. A normal working day is defined as 9 hours

for an adult and 4 ½ hours for a child and spread over including rest intervals shall not be

more than 12 hours on any day. Worker working for more than 9 hours a day or 48 hours a

week shall be entitled for overtime wages at the rate of double the ordinary rate of wages

in respect of overtime working.

Employer shall display at the main entrance to the establishment and its office notices in

prescribes form (formIX-A under the Act) containing minimum rates of wages, working

hours, weekly rest, wages period, date of payment and name and address of Inspector in

English or and in language understood by majority of workers. An extract of Act/Rules

shall also be displayed.

Every Employer shall maintain the following registers/records in prescribed proforma at

work spot:

1. Register of wages (form X under the Rules)

2. Muster Roll (Form V)

3. Overtime Register (Form IX)

025

4. Register the fines (Form I)

5. Register of deductions for damage or loss (Form II)

Every employer shall issue wage slip (in Form XI) to every worker at least a day prior to

the disbursement of wages.

The above registers/records are required to be preserved for 3 years from the date of last

entry therein.

Every employer is required to sent annually a return (form III ) to reach the Inspector not

later than 1st February following the end of the year to which it relates.

3.9.ESI.Act 1948

Act applies to establishment where 20 or more persons are employed or were employed

on any day preceding twelve months.

Each establishment to be registered with ESIC

All employees of shops & establishments in receipt of wages up to 15000/- pm are

to be insured.

Principal Employer to pay contributions in respect of each employee whether

employed directly or through a contractor, employees contributions in the first

instance and recovers the amount of contribution from employee or immediate

employer.

3.10.Employees Provident Fund and ( Misc. Provisions ) Act 1952

The Act applies to establishments employing 20 or more persons.

Every employee employed in or in connection with the work of an establishment

shall be a subscriber to the fund.

The employer shall in the first instance, pay every month both the contributions

payable by him and also on behalf of employees employed by him directly or by or

through contractor.

3.11.Equal Remuneration Act 1976

The Act has been made applicable to different establishments including

communication, construction, storage and warehouses and is applicable to all

Groups of Aparajitha Industries.

026

Act provides that there would not be any discrimation in remuneration in any

employment on the basis of sex, for performing the same work or work of similar

nature.

No employer shall discriminate between male and female in making recruitment

for same work except where employment of women is restricted or prohibited by

law.

Each employer shall maintain register and other documents in relation to workers

employed (Form ‘D’ under the rules)

3.12.Payment of Bonus Act 1965

1. This Act applies to every establishment in which twenty or more persons are

employed on any day during the accounting year.

2. All employees drawing wages or salary not exceeding Ten thousand and five

hundred are covered under the Act.

3. Employer is required to pay statutory minimum of

a. 8.33% of the wages earned or rupees one hundred & fifty whichever is

higher whether or not the employer has any allocable surplus in the

Accounting Year.

b. Maximum rate of bonus payable to an employee in respect of any

accounting year, if allocable surplus exceeds the amount of minimum

bonus can be 20% of salary or wages earned during that accounting year.

4. Every employer is required to maintain following registers:

Register showing computation of allocable surplus (Form ‘A’ under the

rules )

Register showing set on and set off of the allocable surplus ( Form ‘B’ )

Register showing details of the amount of bonus due to each employee ( Form

‘C’ )

Annual Return in prescribed form (Form ‘D’) is required to be submitted within

30 days after statutory time limit of six months from close of accounting year.

3.13.Payment of Gratuity Act 1972

Each shop or establishment in which ten or more employees are employed or were

employed on any day of preceding 12 months are required to pay Gratuity to

027

employees on the termination of his employment after he has rendered continuous

service for not less than five years

on his superannuation, or

on his retirement or resignation; or

on his death or disablement due to accident or disease.

3.14.CHECKPOINTS FOR LABOUR COMPLIANCES

INDEMNITY BOND- This is not the legal binding. Just for the benefit of the company,

it is taken from each contractor against each contract.

INSURANCE POLICY- Company asks contractor to take insurance policy under

Workmen’s Compensation Act, 1923.

LABOUR LICENCE- Contractor, who engages 20 or more workers, is required to

obtain labour license from office of Asst. Labour Commissioner.

AFFIDAVIT- Any contractor is required to give an affidavit if he engages less than 20

workers for a works assigned to him.

PF CODE NO.- It is the policy of the company o assign the work to those contractors

who have their own PF Code No.

PF CHALLAN- It is a monthly return, where employer contributes 12%+1.61% & 12%

is also contributed by the employee.8.33% of employer contribution is submitted in

Family Pension Scheme and rest is submitted in Provident Fund Scheme.

PF Returns,FORM 5- It is the detail of all the employees who become members of

Employee Provident Fund and Employee Pension Scheme.

PF Returns,FORM 10- It contains the detail of all the employees who have left the

services during the month.

PF Returns,FORM 12A- It is the reconciliation statement of PF dues deposited for the

month.

SUMMARY OF THE WAGES PAID & PF – Any contractor or employer , who

employs contract labour in more than one establishment ,has to maintain the details of

the wages paid and their provident funds deposited at each site and is to be submitted in

summary.

028

ATTENDANCE SHEET- Attendance of all the contract labours is recorded in it.

WAGES SHEET- In this document, detail of the wages paid to the contract labour,

according to his attendance, is recorded.

LATEST INSPECTION REPORT- This is the inspection report conducted by

inspectorate, may be PF inspector, ESI inspector, etc.

PF ANNUAL RETURN, FORM 3A 6A & 12A- In this document, the amount of PF

submitted with the details of wages paid and PF deducted in the whole year is recorded.

PF SLIP COVERING LETTER- It is given to contract labour or employee concern as

and when year is completed, details of PF deducted and interest earned are mentioned

there and copy is given to each worker.

029

CHAPTER IV

DATA ANALYSIS

4.1.Frequency Distribution of GENDER Of Respondent(S)

Gender Frequenc

y

Percent Cumulative

Percent

Male 84 53.8 53.8

Female 72 46.2 100.0

Total 156 100.0

Table of Age Distribution explores the combination of employees participated in

the study. In general the group of employees would be in certain ratios. As the nature of

the job requires lot of time to be spent with the clients, participation of Male is more

required. Hence the ratio from Male group is more while compared with Female.

The study supports the equal participation of Male And Female Employees with

slight difference(s). The same is displayed by chart as follows.

84

72

66

68

70

72

74

76

78

80

82

84

86

Male Female

No

Od

Resp

on

den

ts(S

)

Graph 4.1 - Gender Classification Of Respondents

Gender

030

4.2.FREQUENCY DISTRIBUTION OF DESIGNATION

Frequenc

y

Percent Cumulative

Percent

Valid

Operation

Manager 33 21.2 21.2

HR Personnal 41 26.3 47.4

Executive 50 32.1 79.5

Project Leader 32 20.5 100.0

Total 156 100.0

Table of Designation Distribution explores the combination of employees

participated in the study. In general the group of employees would be in certain ratios. As

the nature of the job requires lot of time to be spent with the clients, participation of

Executive is more required. Hence the ratio from Executive group is more while compared

to others designation.

The study supports the equal designation with slight difference(s). The same is

displayed by chart as follows.

FREQUENCY DISTRIBUTION OF DESIGNATION

Valid Operation Manager

Valid HR Personnal

Valid Executive

Valid Project Leader

031

4.3.FREQUENCY DISTRIBUTION OF QUALIFICATION

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

M S W 32 20.5 20.5 20.5

LLB 35 22.4 22.4 42.9

MBA 28 17.9 17.9 60.9

PGDB

A 28 17.9 17.9 78.8

B Com 33 21.2 21.2 100.0

Total 156 100.0 100.0

Table of Qualification Distribution explores the combination of employees


the nature of the job requires lot of time to be spent with the clients, participation of LLB

is more required. Hence the ratio from LLB Qualification is more while compared to

others qualification. The same is displayed by chart as follows.

0

20

40

60

80

100

120

M S W LLB MBA PGDBA B Com

Valid

FREQUENCY DISTRIBUTION OF QUALIFICATION Frequency

FREQUENCY DISTRIBUTION OF QUALIFICATION Percent

FREQUENCY DISTRIBUTION OF QUALIFICATION Valid Percent

032

4.4.FREQUENCY DISTRIBUTION OF INCOME CATEGORY

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

5000-10000 30 19.2 19.2 19.2

10000-20000 28 17.9 17.9 37.2

20000-30000 23 14.7 14.7 51.9

30000-40000 30 19.2 19.2 71.2

40000-50000 27 17.3 17.3 88.5

>50000 18 11.5 11.5 100.0

Total 156 100.0 100.0

Table of Income category Distribution explores the combination of employees

participated in the study. In general the group of employees would be in certain ratios.

30000 to 40000 is a majority. Hence the ratio from 30000 to 40000 is more while

compared to others income. The same is displayed by chart as follows.

FREQUENCY DISTRIBUTION OF INCOME CATEGORY

Valid 5000-10000

Valid 10000-20000

Valid 20000-30000

Valid 30000-40000

Valid 40000-50000

Valid >50000

033

4.5. Frequency distribution of Family Level

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Poor 28 17.9 17.9 17.9

Low income category 27 17.3 17.3 35.3

Middle income

category 29 18.6 18.6 53.8

High income category 28 17.9 17.9 71.8

Rich 44 28.2 28.2 100.0

Total 156 100.0 100.0

4.6.Frequency Distribution of EMPLOYEE EPF

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Yes 79 50.6 50.6 50.6

No 77 49.4 49.4 100.0

Total 156 100.0 100.0

034

4.7.Frequency distribution contribution of emp ESI

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Yes 72 46.2 46.2 46.2

No 84 53.8 53.8 100.0

Total 156 100.0 100.0

4.8.Frequency distribution of Health awareness

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

1 26 16.7 16.7 16.7

2 30 19.2 19.2 35.9

3 28 17.9 17.9 53.8

4 28 17.9 17.9 71.8

5 21 13.5 13.5 85.3

6 23 14.7 14.7 100.0

Total 156 100.0 100.0

035

4.9.Frequency distribution of Rate for facilities

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Very much

acceptable 32 20.5 20.5 20.5

Acceptable 30 19.2 19.2 39.7

Never 27 17.3 17.3 57.1

Needs 35 22.4 22.4 79.5

Improved 32 20.5 20.5 100.0

Total 156 100.0 100.0

Table of facilities Distribution explores the combination of employees participated

in the study. In general the group of employees would be in certain ratios. As the nature of

the job requires lot of time to be spent with the clients, participation of needs is more

required. Hence the ratio from Needs is more while compared to others category. The

same is displayed by chart as follows.

Frequency distribution of Rate for facilities

Valid Very much acceptable

Valid Acceptable

Valid Never

Valid Needs

Valid Improved

036

4.10. Frequency distribution of Rate for maternity leave

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Very much

acceptable 33 21.2 21.2 21.2

Acceptable 29 18.6 18.6 39.7

Never 28 17.9 17.9 57.7

Needs 33 21.2 21.2 78.8

Improved 33 21.2 21.2 100.0

Total 156 100.0 100.0

Table of Maternity leave Distribution explores the combination of employees

participated in the study. As the nature of the job requires lot of time to be spent with the

clients, participation of acceptable is less. Hence the ratio from acceptable is less while

compared to others category. The same is displayed by chart as follows.

0

10

20

30

40

50

60

70

80

90

100

Ver

y m

uch

acc

epta

ble

Acc

epta

ble

Nev

er

Nee

ds

Imp

rove

d

Valid

Frequency distribution of Rate for maternity leave Frequency

Frequency distribution of Rate for maternity leave Percent

Frequency distribution of Rate for maternity leave Valid Percent

Frequency distribution of Rate for maternity leave Cumulative Percent

037

4.11.Frequency distribution of Rate for allowances

\ Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Very much

acceptable 32 20.5 20.5 20.5

Acceptable 36 23.1 23.1 43.6

Never 35 22.4 22.4 66.0

Needs 28 17.9 17.9 84.0

Improved 25 16.0 16.0 100.0

Total 156 100.0 100.0

Table of allowances Distribution explores the combination of employees


the nature of the job requires lot of time to be spent with the clients, participation of

acceptable is more. Hence the ratio from acceptable is more while compared to others

category. The same is displayed by chart as follows.

Frequency distribution of Rate for allowances Frequency


Valid Acceptable

Valid Never

Valid Needs

Valid Improved

038

4.12.Frequency distribution of Rate for loans

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Very much

acceptable 21 13.5 13.5 13.5

Acceptable 33 21.2 21.2 34.6

Never 39 25.0 25.0 59.6

Needs 34 21.8 21.8 81.4

Improved 29 18.6 18.6 100.0

Total 156 100.0 100.0

Table of loans Distribution explores the combination of employees participated in

the study. In general the group of employees would be in certain ratios. As the nature of

the job requires lot of time to be spent with the clients, participation of never is more.

Hence the ratio from never is more while compared to others category. The same is

displayed by chart as follows.

Frequency distribution of Rate for loans


Valid Acceptable

Valid Never

Valid Needs

Valid Improved

039

4.13.Frequency distribution of Rate for house keeping facilties

Frequen

cy

Percen

t

Valid

Percent

Cumulativ

e Percent

Vali

d

Very much

acceptable 37 23.7 23.7 23.7

Acceptable 26 16.7 16.7 40.4

Never 31 19.9 19.9 60.3

Needs 45 28.8 28.8 89.1

Improved 17 10.9 10.9 100.0

Total 156 100.0 100.0

Table of House keeping facilities Distribution explores the combination of

employees participated in the study. In general the group of employees would be in certain

ratios. As the nature of the job requires lot of time to be spent with the clients, participation

of needs is more. Hence the ratio from needs is more while compared to others category.

The same is displayed by chart as follows.

0

10

20

30

40

50

60

70

80

90

100

Ver

y m

uch

acc

epta

ble

Acc

epta

ble

Nev

er

Nee

ds

Imp

rove

d

Valid

Frequency distribution of Rate for housing facilties Frequency

Frequency distribution of Rate for housing facilties Percent

Frequency distribution of Rate for housing facilties Valid Percent

Frequency distribution of Rate for housing facilties Cumulative Percent

040

4.14.Frequency distribution of Rate for working conditions

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Very much

acceptable 32 20.5 20.5 20.5

Acceptable 24 15.4 15.4 35.9

Never 29 18.6 18.6 54.5

Needs 32 20.5 20.5 75.0

Improved 39 25.0 25.0 100.0

Total 156 100.0 100.0

Table of Working conditions rate Distribution explores the combination of



of improved is more. Hence the ratio from improved is more while compared to others


Frequency distribution of Rate for working conditions


Valid Acceptable

Valid Never

Valid Needs

Valid Improved

041

4.15.Frequency distribution of Allowances benefits

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Yes 68 43.6 43.6 43.6

No 88 56.4 56.4 100.0

Total 156 100.0 100.0

Table of Allowances benefits receives so far rate Distribution explores the combination of



of allowances got low from respondents. Hence the ratio from allowances low is more

while compared to other category. The same is displayed by chart as follows.

0

20

40

60

80

100

120

Frequency Percent Valid Percent Cumulative Percent

Valid Yes

Valid No

042

4.16. Frequency distribution of Bonus Benefits

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Yes 75 48.1 48.1 48.1

No 81 51.9 51.9 100.0

Total 156 100.0 100.0

Table of Bonus benefits receives so far rate Distribution explores the combination of



of bonus is low from respondents. Hence the ratio from bonus low is more while compared

to other category. The same is displayed by chart as follows.

0

20

40

60

80

100

120


Valid Yes

Valid No

043

4.17.Frequency distribution of Medical insurance Benefits

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Yes 80 51.3 51.3 51.3

No 76 48.7 48.7 100.0

Total 156 100.0 100.0

Table of Medical insurance benefits receives so far rate Distribution explores the

combination of employees participated in the study. In general the group of employees

would be in certain ratios. As the nature of the job requires lot of time to be spent with the

clients, participation of medical 80% from respondents. Hence the ratio from yes is more

while compared to no category. The same is displayed by chart as follows.

0

20

40

60

80

100

120


Valid Yes

Valid No

044

4.18.Frequency distribution of Disability Benefits

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

yes 66 42.3 42.3 42.3

No 90 57.7 57.7 100.0

Total 156 100.0 100.0

Table of disability benefits receives so far rate Distribution explores the combination of



of disability benefits is too low. Hence the ratio from no is more while compared to yes


0

20

40

60

80

100

120


Valid yes

Valid No

045

4.19.Frequency distribution of Unsatisfactory Performance

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Salary deduction 39 25.0 25.0 25.0

Designation revision 38 24.4 24.4 49.4

Immediate termination 46 29.5 29.5 78.8

Termination with notice

period 33 21.2 21.2 100.0

Total 156 100.0 100.0

Table of unsatisfactory performance Distribution explores the combination of employees

participated in the study. In general the immediate termination group of employees would

be in certain ratios. As the nature of the job requires lot of time to be spent with the clients,

participation of immediate termination is more required. Hence the ratio from termination

is more while compared to others category. The same is displayed by chart as follows.

0 10 20 30 40 50 60 70 80 90

100

Valid Salary deduction

Valid Designation revision

Valid Immediate termination

Valid Termination with notice period

046

4.20.RATE PREFORMANCE OVERALL SATISFACTION

RATE Frequ

ency

Percent Valid

Percent

Cumulative

Percent

V.GOOD 32 20.5 20.5 20.5

GOOD 39 25.0 25.0 45.5

SATISFIE

D 33 21.2 21.2 66.7

POOR 21 13.5 13.5 80.1

NOT AT

ALL 31 19.9 19.9 100.0

Total 156 100.0 100.0

Table of performance of overall satisfaction Distribution explores the combination of

employees participated in the study. In general the immediate termination group of

employees would be in certain ratios. As the nature of the job requires lot of time to be

spent with the clients, participation of good is more required. Hence the ratio from good is

more while compared to others category. The same is displayed by chart as follows.

0

20

40

60

80

100

120

140

160

180

RATE PREFORMANCE OVERALL SATISFACTION Frequency

RATE PREFORMANCE OVERALL SATISFACTION Percent

RATE PREFORMANCE OVERALL SATISFACTION Valid Percent

RATE PREFORMANCE OVERALL SATISFACTION Cumulative Percent

047

4.21.Frequency distribution of LABOUR COMPLIANCE

RATE Frequen

cy

Percent Valid Percent Cumulative

Percent

V,GOOD 27 17.3 17.3 17.3

GOOD 38 24.4 24.4 41.7

SATISFIE

D 25 16.0 16.0 57.7

POOR 29 18.6 18.6 76.3

NOT AT

ALL 37 23.7 23.7 100.0

Total 156 100.0 100.0

Table of performance of overall satisfaction Distribution explores the combination of

employees participated in the study. In general the immediate termination group of

employees would be in certain ratios. As the nature of the job requires lot of time to be

spent with the clients, participation of good is more required. Hence the ratio from good is

more while compared to others category. The same is displayed by chart as follows.

0

10

20

30

40

50

60

70

80

90

100

Frequency distribution of LABOUR COMPLIANCE Frequency

Frequency distribution of LABOUR COMPLIANCE Percent

Frequency distribution of LABOUR COMPLIANCE Valid Percent

Frequency distribution of LABOUR COMPLIANCE Cumulative Percent

048

5.1.Table showing cross table for income category and family level

Crosstab

Income

category

Family Level Total

poor Low

income

category

Middle

income

category

High

income

category

Rich

5000-

10000 4 6 6 4 10 30

10000-

20000 2 6 5 6 9 28

20000-

30000 5 4 6 4 4 23

30000-

40000 8 5 5 5 7 30

40000-

50000 7 3 6 4 7 27

>50000 2 3 1 5 7 18

Total 28 27 29 28 44 156

ANALYSIS: Cross tabulation between the income category with family level

of the employees. Out of 100 respondents 80% of the employees have been

selected the middle level and only 5% of the employees are under level and 69%

employees have chosen satisfied toward family income in the organization and

only 3% of the employees have chosen dissatisfied towards income in the

organization.

5.1.1.Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 12.812a 20 .885

Likelihood Ratio 13.740 20 .843

Linear-by-Linear

Association .079 1 .779

N of Valid Cases 156

049

INTERPRETATION:As the significant(.885)value of chi square test is greater than 0.05

hypothesis is accepted. This leads to the conclusion that family level are provided based on

income category.

5.1.2ANOVA

Designation Of Employee Working

Sum of

Squares

Df Mean

Square

F Sig.

Between

Groups 14.555 5 2.911 2.828 .018

Within Groups 154.387 150 1.029

Total 168.942 155

INTERPRETATION:As the significant (.018) value of anova test is greater than 0.05,

hypothesis is accepted. This leads to the conclusion that income category are provided

based on family level.

Crosstabs

5.2.Rate quality of Offline Training * Training improves

Rate quality of

Offline

Training

Training improves Total

Always Sometimes Seldom Not at

all

Efficient of

work

V.Good 5 5 5 8 9 32

Good 7 6 9 3 8 33

Satisfied 7 1 6 9 10 33

Poor 5 8 8 5 6 32

Worst 4 5 7 5 5 26

Total 28 25 35 30 38 156

ANALYSIS: Cross tabulation between rate quality of offline training with training

improves provided by the organization reveals nearby 38% of employees are comfortable

with their training improves and only 25% of employees are satisfied to some extent with

their training improves.From the view point of the rate quality of offline training and only

26% are dissatisfied with rate quality of offline training provided in the organization.

050


Value df Asymp. Sig.

(2-sided)



Linear-by-Linear



INTERPRETATION: As the significant (.699) value of chi square test is greater than

0.05 hpothesis is accepted. This leads to the conclusion that offline training are provided

based on training improves.

5.3.Rate quality of Inplant training * Training improves

Crosstab

Count

Rate quality of

Inplant training


Always Sometimes Seldom Not at all Efficient

of work

V.Good 3 8 7 7 7 31

Good 3 5 4 6 10 25

Satisfied 8 5 9 6 6 35

Poor 5 10 6 5 9 27

Worst 9 4 9 6 6 38

Total 28 32 35 30 38 156

ANALYSIS: Cross tabulation between rate quality of inplant training with training

improves provided by the organization reveals nearly 38% of employees are comfortable

with their training improves and only 28% of employees are satisfied to some extent with

their training improves. From the view point of the inplant training 38% of employees are

051

satisfied with quality of inplant training and only 25% are dissatisfied with the inplant

training provided in the organization.

5.3.1Chi-Square Tests

Value Df Asymp. Sig.

(2-sided)



Linear-by-Linear

Association 2.605 1 .107



0.05, hypothesis is accepted. This leads to the conclusion that inplant training are provided

based on

training improves.

5.4.Rate quality of Workshop * Training improves

Crosstab

Rate quality

of Workshop


Always Sometimes Seldom Not at all Efficient of

work

V.Good 8 4 5 7 8 32

Good 4 5 5 7 3 24

Satisfied 8 3 13 6 11 41

Poor 4 3 8 3 9 27

Worst 4 10 4 7 7 32

Total 28 25 35 30 38 156

ANALYSIS:Cross tabulation between rate quality of workshop and training improves

provided by the organization reveals nearly 38% of employees are comfortable with their

052

quality of workshop and only 25% of employees are satisfied to some extent with their

training improves. From the view point of the quality of workshop 41% of employees are

satisfied with quality of workshop provided in the organization.



(2-sided)



Linear-by-Linear




0.05 hypothesis is accepted. This leads to the conclusion that quality of workshop are

provided based on training improves.

5.5.Rate quality of health awareness * Training improves

Crosstab

Count

Rate quality of

health

awareness


Always Sometimes Seldom Not at all Efficient of

work

V.Good 3 5 1 7 7 23

Good 4 9 9 2 7 31

Satisfied 6 0 5 10 9 30

Poor 5 6 9 7 8 35

Worst 10 5 11 4 7 37

Total 28 25 35 30 38 156

ANALYSIS:Cross tabulation between quality of health awareness with training improves

prvided by the organization reveals nearly 38% of employees are comfortable with their

053

work load and only 25% of employees are satisfied to some extent with their training

improves. From the view point of the rate quality of awareness are satisfied with health

awareness and only 23% are dissatisfied with training improves provided in the

organization.



(2-sided)



Linear-by-Linear




0.05 hypothesis is accepted. This leads to the conclusion that quality of workshop are

provided based on training improves.

Crosstabs

5.6.FAMILY LEVEL*^WORK ENVIRONMENT

Family Level WORK ENVIRONMENT

Total 1 2 3 4 5

Poor 2 7 4 10 5 28

Low income category 9 4 2 6 6 27

Middle income

category 9 6 5 7 2 29

High income

category 5 5 3 2 13 28

Rich 12 5 8 7 12 44

Total 37 27 22 32 38 156

ANALYSIS: Cross tabulation between Family level with work environment provided by

the organization reveals nearly 38% of employees are comfortable with their family level

and only 22% of employees are satisfied to some extent with their work environment.

054

From the view point of the family level are satisfied with health awareness and only 27%

are dissatisfied with training improves provided in the organization.



(2-sided)



INTERPRETATION:As the significant (.058) value of chi square test is greater than

0.05 hypothesis is accepted. This lead to the conclusion the family level are provided

based on work environment.

5.6.2.Count

Income category WORK ENVIRONMENT Total

1 2 3 4 5

5000-10000 8 4 3 6 9 30

10000-20000 9 3 5 4 7 28

20000-30000 6 7 3 2 5 23

30000-40000 8 7 3 6 6 30

40000-50000 4 3 5 8 7 27

>50000 2 3 3 6 4 18

Total 37 27 22 32 38 156

ANALYSIS: Cross tabulation between Income category with work environment provided

by the organization reveals nearly 38% of employees are comfortable with their family

055

level and only 22% of employees are satisfied to some extent with their work environment.

From the view point of the family level are satisfied with health awareness and only 18%

are dissatisfied with training improves provided in the organization.



(2-sided)



Linear-by-Linear




0.05 hypothesis is accepted. This leads to the conclusion that income category are provided

on work environment.

5.6.4.Symmetric Measures

Value Approx.

Sig.

Nominal by

Nominal

Contingency

Coefficient .292 .800


INTERPRETATION:As the significant (.800) value of symmetric measures test is

greater than 0.05 hypothesis is accepted. This leads to the conclusion that income category

are provided on work environment

056

5.7.support from empl to top mgmt * WORK ENVIRONMENT

Crosstab

Count

support from empl

to top mgmt

WORK ENVIRONMENT Total

1 2 3 4 5

VERY MUCH

SUPPORT 7 6 5 7 5 30

Support 11 4 0 5 12 32

Neither support nor

support 6 5 6 4 8 29

Not support 9 6 3 8 4 30

Very not support 4 6 8 8 9 35

Total 37 27 22 32 38 156

ANALYSIS: Cross tabulation between support from employer to top management with

work environment provided by the organization reveals nearly 38% of employees are

comfortable with their work environment and only 29% of employees are satisfied to some

extent with their work environment. From the view point of the work environment are

satisfied with support from employment to top management and only 22% are dissatisfied

with work environment provided in the organization.



(2-sided)



Linear-by-Linear





on work environment

057

5.8.Work environment* support from employers

Crosstab

Count

Support from emp

to supervisor


1 2 3 4 5

Very much support 7 5 4 9 9 34

Support 8 8 8 5 4 29

Neither support nor

support 5 6 4 6 5 26

Notsupport 7 5 3 8 9 37


Total 37 27 22 32 38 156

ANALYSIS: Cross tabulation between support from employer to supervisor with work

environment provided by the organization reveals nearly 38% of employees are



satisfied with support from employer to supervisor and only 22% are dissatisfied with

work environment provided in the organization.



(2-sided)



Linear-by-Linear






058

5.9.support from emp to co-worker * WORK ENVIRONMENT

support from

emp to co-

worker


1 2 3 4 5

Very much

support 8 8 3 11 8 38

Support 8 3 3 9 6 29

Neither support

nor support 7 3 8 5 9 32

not support 8 6 4 6 4 28


Total 37 27 22 32 38 156

ANALYSIS: Cross tabulation between support from employer to co- worker with work

environment provided by the organization reveals nearly 38% of employees are



satisfied with support from employer to co-worker and only 22% are dissatisfied with

work environment provided in the organization.



(2-sided)



Linear-by-Linear






059

5.9.2.Symmetric Measures

Value Approx.

Sig.

Nominal by

Nominal

Contingency

Coefficient .332 .250


INTERPRETATION:As the significant (.250) value of symmetric measures test is

greater than 0.05 hypothesis is accepted. This leads to the conclusion that income category

are provided on work environment.

5.10.support from emp to low level employees * WORK ENVIRONMENT

Count

support from emp

to low level

employees


1 2 3 4 5

Very much

support 7 6 9 8 7 37

Support 7 6 1 2 7 23

Neither support

nor support 10 5 3 7 8 33

Not support 6 5 4 6 10 31


Total 37 27 22 32 38 156

ANALYSIS: Cross tabulation between support from employer to low level employees

with work environment provided by the organization reveals nearly 38% of employees are



satisfied with support from employer to low level employees and only 22% are dissatisfied

with work environment provided in the organization

060



(2-sided)



Linear-by-Linear






5.11.LABOUR COMPLIANCE * Rate for facilities

Crosstab

Count

Labour compliance Rate for facilities Total

Very much

acceptable

Acceptabl

e

Never Needs Improve

d

1 5 4 8 5 5 27

2 8 8 8 9 5 38

3 7 3 2 5 8 25

4 2 7 7 8 5 29

5 10 8 2 8 9 37

Total 32 30 27 35 32 156

ANALYSIS: Cross tabulation between labour compliance with rate for facilities provided

by the organization reveals nearly 35% of employees are comfortable with their rate for

facilities and only 25% of employees are satisfied to some extent with their rate for

facilities. From the view point of the rate for facilities are satisfied with labour compliance

and only 27% are dissatisfied with work environment provided in the organization

061



(2-sided)



Linear-by-Linear





on rate for facilities.

5.12.LABOUR COMPLIANCE * Rate for maternity leave

Count

LABOUR

COMPLIANCE and

maternity leave

Rate for maternity leave Total

Very much

acceptable

Acceptabl

e

Never Needs Improve

d

1 6 5 6 5 5 27

2 10 6 7 4 11 38

3 4 8 5 6 2 25

4 8 3 4 9 5 29

5 5 7 6 9 10 37

Total 33 29 28 33 33 156

ANALYSIS: Cross tabulation between labour compliance with rate for maternity leave


rate for maternity leave and only 28% of employees are satisfied to some extent with their

rate for maternity leave. From the view point of the rate for facilities are satisfied with

labour compliance and only 25% are dissatisfied with rate for maternity leave provided in

the organization

062



(2-sided)



Linear-by-Linear



INTERPRETATION:As the significant (.563) value of chi square test is greater than 0.05

hypothesis is accepted. This leads to the conclusion that income category are provided on rate

for maternity leave.

5.13. LABOUR COMPLIANCE * Rate for ALLOWANCES

Crosstab

Labour compliance

and rate for

allowances

Rate for allowances Total

Very much

acceptable

Acceptabl

e

Never Needs Improve

d

1 8 7 5 4 3 27

2 10 8 7 6 7 38

3 3 5 7 6 4 25

4 6 7 8 4 4 29

5 5 9 8 8 7 37

Total 32 36 35 28 25 156

ANALYSIS: Cross tabulation between labour compliance with rate for allowances


rate for allowances leave and only 25% of employees are satisfied to some extent with

their rate for allowances. From the view point of the rate for allowances are satisfied with

063

labour compliance and only 25% are dissatisfied with rate for allowances provided in the

organization



(2-sided)



Linear-by-Linear




0.05 hypothesis is accepted. This leads to the conclusion that labour compliance are

provided on rate for allowances.

5.14.LABOUR COMPLIANCE * Rate for loans

Count

LABOUR

COMPLIANCE

AND LOANS

Rate for loans Total

Very much

acceptable

Acceptable Never Needs Improve

d

1 6 4 7 7 3 27

2 4 10 10 6 8 38

3 4 9 8 2 2 25

4 4 3 6 7 9 29

5 3 7 8 12 7 37

Total 21 33 39 34 29 156

ANALYSIS: Cross tabulation between labour compliance with rate for loans provided by

the organization reveals nearly 39% of employees are comfortable with their rate for loans

and only 21% of employees are satisfied to some extent with their rate for allowances.

064

From the view point of the rate for loans are satisfied with labour compliance and only

25% are dissatisfied with rate for loans provided in the organization.



(2-sided)



Linear-by-Linear





provided on rate for loans.

5.15.LABOUR COMPLIANCE * Rate for housing facilties

Cross tabs

LABOUR

COMPLIANCE

AND HOUSING

FACILITIES

Rate for housing facilties Total

Very much

acceptable

Acceptabl

e

Never Needs Improve

d

1 8 6 3 8 2 27

2 7 7 6 14 4 38

3 9 4 2 6 4 25

4 5 4 8 8 4 29

5 8 5 12 9 3 37

Total 37 26 31 45 17 156

ANALYSIS: Cross tabulation between labour compliance with rate for housing facilities


rate for housing facilities and only 17% of employees are satisfied to some extent with

their rate for housing facilities. From the view point of the rate for housing facilities are

065

satisfied with labour compliance and only 25% are dissatisfied with rate for housing

facilities provided in the organization.



(2-sided)



Linear-by-Linear





provided on rate for housing facilities.

5.16.LABOUR COMPLIANCE * Rate for working conditions

CROSS TABS

LABOUR

COMPLIANCE

Rate for working conditions Total

Very much

acceptable

Acceptabl

e

Never Needs Improve

d

1 4 8 5 1 9 27

2 8 7 6 11 6 38

3 5 2 5 7 6 25

4 8 4 6 5 6 29

5 7 3 7 8 12 37

Total 32 24 29 32 39 156

ANALYSIS: Cross tabulation between labour compliance with rate for working

conditions provided by the organization reveals nearly 39% of employees are comfortable

with their rate for working conditions and only 24% of employees are satisfied to some

extent with their rate for working conditions. From the view point of the rate for working

066

conditions are satisfied with labour compliance and only 25% are dissatisfied with rate for

housing facilities provided in the organization



(2-sided)



Linear-by-Linear





provided on rate for working conditions.

5.17.OVERALL * support from empl to top mgmt- CROSS TAB

OVERAL

L

support from empl to top mgmt

VERY

MUCH

SUPPORT

support Neither

support

nor

support

Not

support

Very not

support

Total

1 6 5 3 10 9 31

2 3 7 8 4 5 30

3 8 8 6 8 4 33

4 8 7 5 4 9 34

5 5 5 7 4 8 28

Total 30 32 29 30 35 156

ANALYSIS: Cross tabulation between overall with support from employment to top

management provided by the organization reveals nearly 35% of employees are

comfortable with their support from employment to top managemwnt and only 30% of

employees are satisfied to some extent with their support from employment to top

management. From the view point of the rate for work support from employment to top

067

managemet are satisfied with labour compliance and only 28% are dissatisfied with

support to top management provided in the organization



(2-sided)



Linear-by-Linear





provided on support to top manager

5.18.OVERALL * Support from emp to supervisor –

CROSS TABS

OVERAL

L

Support from emp to supervisor Total

Very much

support

Support Neither

support nor

support

Notsupport Very not

support

1 7 6 2 7 9 31

2 7 4 7 5 7 30

3 6 5 4 13 5 33

4 10 6 8 5 5 34

5 4 8 5 7 4 28

Total 34 29 26 37 30 156

068

ANALYSIS: Cross tabulation between overall with support from employment of

supervisor provided by the organization reveals nearly 37% of employees are

comfortable with their support from employment to supervisor and only 30% of

employees are satisfied to some extent with their support from employment to

supervisor. From the view point of the rate for work support from employment to

supervisor are satisfied with labour compliance and only 28% are dissatisfied with

support to top management provided in the organization

5.18.1Chi-Square Tests

Value df Asymp. Sig. (2-sided)



Linear-by-Linear





provided on support to supervisor.

5.19.OVERALL * support from emp to co-worker

OVERAL

L

support from emp to co-worker Total

Very much

support

Support Neither

support

nor

support

not

support

Very not

support

1 9 1 8 8 5 31

2 10 6 3 6 5 30

3 4 11 6 6 6 33

4 5 6 8 5 10 34

5 10 5 7 3 3 28

Total 38 29 32 28 29 156

069

ANALYSIS: Cross tabulation between overall with support from employment of co-

worker provided by the organization reveals nearly 38% of employees are comfortable

with their support from employment to co-worker and only 30% of employees are satisfied

to some extent with their support from employment to co-worker. From the view point of

the rate for work support from employment to co-worker are satisfied with labour

compliance and only 28% are dissatisfied with support to co-worker provided in the

organization



(2-sided)



Linear-by-Linear





provided on support to co worker.

5.20.OVERALL * support from emp to low level employees

OVERAL

L

support from emp to low level employees Total

Very

much

support

Support Neither

support

nor

support

Not

support

Very not

support

1 9 9 7 2 7 31

2 7 7 6 7 6 30

3 10 2 2 13 4 33

4 6 4 14 5 6 34

5 5 6 4 4 9 28

Total 37 28 33 31 32 156

070

ANALYSIS: Cross tabulation between overall with support from employment to low level

employees provided by the organization reveals nearly 37% of employees are comfortable

with their support from employment to co-worker and only 28% of employees are satisfied

to some extent with their support from employment to low level employees. From the view

point of the rate for work support from employment to low level employees are satisfied

with labour compliance and only 28% are dissatisfied with support to low level employees

provided in the organization



(2-sided)



Linear-by-Linear





provided on support to low level employees.

5.21.Rate quality of Offline Training * Rate Performance

Cross tabs

Count Total

Rate quality

of Offline

Training

1 33 3 4 5

V.Good 33 33 9 3 7 32

Good 33 32 7 2 5 33

Satisfied 32 26 4 8 9 33

Poor 26 156 4 6 5 32

Worst 156 5 9 2 5 26

071

Total 32 39 33 21 31 156

ANALYSIS: Cross tabulation between overall with quality of offline training employees


support from employment to co-worker and only 21% of employees are satisfied to some

extent with their support from employment to low level employees. From the view point of

the rate for work support from employment to low level employees are satisfied with

labour compliance and only 26% are dissatisfied with rate of offline training provided in

the organization


0.05 hypothesis is accepted. This leads to the conclusion that raet pof quality of offline

training are provided on overall.

5.22.Rate quality of Inplant training * RATE PERFORMANCE

Crosstab

Count

Rate quality of

Inplant

training

RATE PERFORMANCE Total

1 2 3 4 5

V.Good 9 4 7 1 10 31

Good 3 7 5 4 6 25


Poor 7 4 9 4 3 27



(2-sided)



Linear-by-Linear



072

Worst 7 15 5 4 7 38

Total 32 39 33 21 31 156

ANALYSIS: Cross tabulation between rate quality of inplant training with rate of

performance provided by the organization reveals nearly 39% of employees are

comfortable with their rate performance and only 21% of employees are satisfied to some

extent with their rate performance. From the view point of the rate performance from

employees are satisfied with labour compliance and only 26% are dissatisfied with rate of

inplant training provided in the organization.



(2-sided)



Linear-by-Linear




0.05 hypothesis is accepted. This leads to the conclusion that rate quality of inplant

training are provided on overall.

5.23.Rate quality of Workshop * RATE PERFORMANCE-CROSS TAB

Rate quality of Workshop RATE PERFORMANCE Total

1 2 3 4 5

V.Good 8 4 7 6 7 32

Good 5 6 6 3 4 24

Satisfied 7 12 9 6 7 41

Poor 5 9 4 3 6 27

073

Worst 7 8 7 3 7 32

Total 32 39 33 21 31 156

ANALYSIS: Cross tabulation between rate quality of workshop with rate of performance


rate performance and only 21% of employees are satisfied to some extent with their rate

performance. From the view point of the rate performance from employees are satisfied

with rate quality of workshop and only 26% are dissatisfied with rate of quality of

workshop provided in the organization



(2-sided)



Linear-by-Linear




0.05 hypothesis is accepted. This leads to the conclusion that rate performance are

provided on rate quality of workshop

5.24.Rate quality of health awareness * RATE PERFORMANCE

Crosstab

Rate quality

of health

awareness

RATE PERFORMANCE

1 2 3 4 5 Total

V.Good 2 6 7 6 2 23

Good 6 5 10 3 7 31


Poor 11 11 5 4 4 35

074

Worst 9 9 3 5 11 37

Total 32 39 33 21 31 156

ANALYSIS: Cross tabulation between rate quality of health awareness with rate of

performance provided by the organization reveals nearly 39% of employees are

comfortable with their rate performance and only 21% of employees are satisfied to some

extent with their rate performance. From the view point of the rate performance from

employees are satisfied with rate quality of health awareness and only 26% are dissatisfied

with rate of quality of health awarenss provided in the organization



(2-sided)



Linear-by-Linear



. INTERPRETATION:As the significant (.163) value of chi square test is greater than

0.05 hypothesis is accepted. This leads to the conclusion that rate performance are

provided on rate quality of health awareness.

075

CHAPTER NO: 5

FINDINGS,SUGGESTIONS AND CONCLUSIONS

5.1.FINDINGS:

1. All Statutory Labour Welfare Schemes are provided & some non- Statutory Labour

Welfare Schemes are provided.

2. More focus is given to non- Statutory Labour Welfare Schemes.

3. Employees are moderately satisfied with some non- Statutory Labour Welfare

Schemes.

4. All employees are satisfied with the medical facility provided by the company

because the doctor visited two times in a week in organization.

5. During the personal interaction with the workers there is dissatisfaction towards

the quality of the food and cleanliness.

6. Because of lack of communication from management about recreational activity

the maximum no of employees are not participated in recreational activity.

7. The educational facilities are provided

8. Maximum no of employees are involving in the problem solving.

9. The company provides safety measures to the employees there for maximum no of

employees are felt safe while working in the company.

5.2.SUGGESTIONS:

1. Irrespective of several attempts made by the employer in the field of introducing

non- statutory schemes, the labourers are moderately satisfied. Steps should be

taken to ensure one on one is conducted with the labourers to know the area of

dissatisfaction.

2. Non statutory schemes should be increased.

3. Company should provide proper information or knowledge

4. Company should provide the theoretical knowledge apart from practical

knowledge.

076

5. The organization should have communications skills training to handle the clients

or to convince the clinets.

6. The corporate should provide both on the job as well as off the training to the

employees.

7. The cmployees should be trained in communication skills to interact with clients.

5.3.CONCLUSION

The conclusion is based on the data analysis and Interpretation.

Welfare facilities are statutory provisions under facility act 1928. Every organization

provides these facilities to the workers.

Welfare facilities are very important aspect in every organization. The welfare facilities

help to organization for increasing the productivity and efficiency of the workers.

In Aparajitha Maximum numbers of employee are dissatisfied with welfare facilities very

few employees are satisfied because company does not provide welfare facility properly.

Some welfare facilities are not well maintained in the company. Welfare facilities plays

motivational role in organization.

077

CHAPTER-6

BIBLIOGRAPHY

6.1:BIBLIOGRAPHY:

References:

Freeman, Richard B. 1993. ―Labor Market Institutions and Policies: Help or Hindrance to

Economic Development?‖ Proceedings of the World Bank Annual Conference on

Development Economics 1992. Washington, DC: The World Bank.

Brown, Charles, Curtis Gilroy, and Andrew Kohen. 1983. ―The Effect of the Minimum

Wage on Employment and Unemployment.‖ Journal of Human Resources. 18 (1): 3-31.

FREEMAN, R. D. AND J. L. MEDOFF (1984): What do unions do?, New York, NY:

Basic Books.

GROSSMAN, S. J. AND O. D. HART (1986): “The Costs and Benefits of Ownership: A

Theory of Vertical and Lateral Integration,”

Journal of Political Economy, 94, 691–719.

HOLLAND, P. W. (1986): “Statistics and Causal Inference,” Journal of the American

Statistical Association,

81, 945–960.

JENSEN, M. AND W. MECKLING (1976): “Theory of the Firm: Managerial Behavior,

Agency Costs and Ownership Structure,” Journal of Financial Economics, 3, 305–60.

JOLLS,C. (2007): “Employment Law,” in Handbook of Law and Economics, ed. by A. M.

Polinsky and S. Shavell, Elsevier, Amsterdam, The Netherlands, vol. 2, chap. 17.

OSTROM, E. (2000): “Collective Action and the Evolution of Social Norms,” Journal of

Economic Perspectives,14, 137–158.

WOOD, H. G. (1877): A treatise on the law of master and servant, Albany, N.Y.: J.D.

Parsons.72

Websites:

http://www.aparajitha.com

078

ANNEXURE:

QUESTIONNAIRE

SUB: Compliance of labours laws & Employee welfare measures

Name: _____________________________________________________________

Date: ______________ Gender: Age

Designation: ________ Date of Joining: _________ Qualification: ____________

1. Is the employer deducts PF & ESI for applicable employees?

Yes

No

Not Known

2. Is employer contributing in EPF

Yes

No

Not Known

3. Is employer contributing in ESI

Yes

No

Not Known

4. Are Employees get their salaries on time

Yes

No

5. Is Principal Employer Liable for injury, illness, disability, death etc. during the

course of work?

F

M

079

Yes

No

6. Who has to take disciplinary action against employees?

Labour Inspector

Management of the Company

None

7. Whether the Minimum Wages are paid to the applicable employees?

Yes

No

8. Employees get terminated due to unsatisfactory performance of the Job?

Yes

No

Not Known

9. What is the period of Probation to the employees in the company?

6 Months

1 Year

2 Year

10. Does the employer provide holiday for sickness?

Yes

No

11. Whether the employer deducting Profession tax as per slab?

Yes

No

12. Is Maternity benefit given by employer?

Yes

No

Not known

13. Do you think that all the policies laid down by the employer is employee friendly?

Yes

No

14.Did you receive your allowance benefits?(i.e.,Local conveyances,etc.,)

080

Yes

No

15.. How do you categorize the following Welfare measures?

High Moderate Low

Allowances

Insurance

Loans

16. Did you receive your bonus?

Yes

No

Not Applicable

17. Did you receive your bonus on time as per the act?

Yes

No

Not Applicable

18. Does your organization follow Payment of Wages Act and Payment of Minimum

Wages Act?

Yes

No

19. How is the House Keeping Facilities inside the company?

o Best

o Good

o Poor

o Better

o Average

20. How are the working conditions inside the company?

o Excellent

o Very good

o Good

081

o Satisfactory

o Poor

21.Are you covered under medical insurance policy?

Yes

No

22. Does your organization follow all the procedures laid down in Shops and

Establishment Act?

Yes

No

23. Does your organization pay equal remuneration to both male and female employees

?

Yes

No

24.Any suggestions?

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Internship Report On “UNDERSTANDING A LABOUR ...

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