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1.1 INTRODUCTION

“Welfare is comfortable living and good working conditions”. Labour welfare means the
efforts to make life worth living for workman. Industrial progress of a country depends on its
committed human resource. In this regard the importance of labour welfare was recognized as
early as 1931,when the Royal commission on labour stated that the benefits which go under this
nomenclature are of great importance to the worker who is unable to secure by himself. The
schemes of labour may be regarded as “a wise investment” which should and usually does bring
a profitable return in the form of greater efficiency .

“Welfare comfortable living and working conditions”. People are the most important
asset of an organization, and the accounting profession has to assess and record the value and
cost of people of an organization. Once this is accepted, the need for measuring the value for
recording it in the books of accounts arises. The value of human assets can be increased
substantially by making investment in their training and welfare activities in the same way as
the value of repairs / overhauling, etc.

According to the Oxford dictionary employ means “ the efforts to make life worth living
for work men”. “According to I.L.O report , “Workers welfare may be understood as including
such services, facilities and amenities which may be established in, or in the vicinity of
undertaking to perform their work in healthy and congenial surroundings and to avail of facilities
which improve their health and bring high morale”.

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

By this welfare activity which is providing directly or indirectly to the employee, he is

able to work with satisfaction and obedience among the higher authorities and proud to be work
within the industry. According to this attitude of labour to the industry will be increased on
behalf of the labour and they are interacted to work at a maximum strength.

Labour welfare is an area of social welfare conceptually and operationally. It covers a

broad field and connotes a state of well-being, happiness, satisfaction, conservation and
development of human resources and also helps to motivation of labor. The basic purpose of
labour welfare is to enrich the life of labour and to keep them happy and conducted. Welfare may
be both statutory and non-statutory laws requires the labour to extend certain benefits to labour
in addition to wages .

The main aims of employees is to provide welfare facilities and amenities as would
enable the workers employed in industries or factories to perform their work in health & high
moral . Welfare means faring or doing well. After employees have been hired, trained and
remunerated, they need to be retained and maintained to serve the organization better welfare

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facilities redesigned to take care of the well- being of the employees. They do not generally
result in any monetary benefits to the employees. Nor are these facilities provided by employers
alone . Governmental and non-governmental agencies and trade unions too, contribute towards
employee welfare. The welfare facilities together contribute to better work.

The company is not only providing the welfare activities but also helps to increase the
improvement of technical skills of the employee. That means the employee is not only working
in the company but also educating himself by the help of company’s faculty who improve the
Employee’s technical skills.

The basic features of labour welfare measures are as follows:

 Labour welfare includes various facilities, services and amenities provide to workers
for improving their health, efficiency, economic betterment and social status.
 Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provision and collective bargaining.
 Labour welfare schemes are flexible and ever-changing, New welfare measures are
added to the existing one from time to time.

The concept of labour welfare is flexible and elastic and differs widely with times,
regions, industry, country, social values and customs, degree of industrialization, the
general socio economic development of the people and the political ideologies
prevailing at particular moments. It is also according to the age group, socio cultural
background, marital status, economic status and educational level of the workers in
various industries.

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 1.2 STATEMENT OF THE PROBLEM

As a business , the company have to provide various benefits to ensure the labour’s
welfare. While this may increase the business expense and negatively affect your bottom line ,
looking after employee will benefit you in other ways. In fact , it’s almost impossible to operate
a business without offering a basis set of benefits for the labour welfare. Therefore it is
important to know the effects of labour welfare measures at kaleesuwari refinery pvt ltd .
Hence the study entitled “ A Study on labour welfare measures at kaleesuwari refinery pvt ltd.

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 1.3 NEED FOR THE STUDY

The study is very important to understand about the effective of Labor welfare measures :
 To know about the constitutional provisions in KRPL.
 To find whether labor welfare helps in providing good industrial relations.
 To know about the employees satisfaction towards welfare measures.
 To find out the facilities entitled by KRPL.

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 1.4 SCOPE OF THE STUDY

 The present study has been undertaken to study find out effectiveness of employee
welfare measures in KRPL .
 To find out the practical difficulties involved in welfare measures that can be evaluated
through this study.
 The study can be used to bring out the solution for the problem faced by the employee
availing the welfare measure.
 Through the study, company would be able to know the satisfaction level of the
employee on welfare measures.

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 1.5 OBJECTIVE OF THE STUDY

Primary objective:

 To study the labor welfare measures with reference to kaleesuwari refinery private
limited.

Secondary objective:

 To identify the various welfare measures provided to the employees.

 To know their satisfaction towards the welfare measures.

 To understand how welfare measures improve the motivation of the employees.

 To find out employees preference regarding welfare measures which they like to have

in future.

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 1.6 LIMITATION OF THE STUDY

 Through the research was done in a systematic and planned manner, there were few
hurdles that could not be overcome. These constituted the limitations of the research.

 This primary data is collected from these employees during their little
leisure hours and co-operation in responding to the schedule was not
encouraging.
 The data given by the employee may not be accurate as they are
confidential .
 Findings based on the study cannot be used in other company.

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 2.1 INDUSTRY PROFILE

INTRODUCTION

Many varieties of oilseeds along with tree origin are cultivated in India. Among these, the
major oilseeds are soybean, cottonseed, groundnut, sunflower, rapeseed, sesame seed, copra,
linseed, castor seed and palm kernels. India occupies the place of pride as the world's largest
producer of groundnuts, sesame seeds, linseeds and castor seeds.

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IMPORTANCE OF EDIBLE OILS IN THE COUNTRY’S ECONOMY

Oilseeds and edible oils are two of the most sensitive essential commodities. India is one
of the largest producers of oilseeds in the world and this sector occupies an important position in
the agricultural economy and accounting for the estimated production of 28.21 million tones of
nine cultivated oilseeds during the year 2007-08. India contributes about 6-7 per cent of the
world oilseeds production. Export of oil meals, oilseeds and minor oils has increased from 5.06
million tons in the financial year 2005-06 to 7.3 million tons in the financial year 2006-07. In
terms of value, realization has gone up from Rs. 5514 crores to Rs.7997 crores. India accounted
for about 6.4 per cent of world oil meal export.

WORLD VERSUS INDIAN OIL SEEDS

The conventional basket of major oilseeds comprises of soybean (57 percent), cottonseed
(12 per cent), rapeseed (12 per cent), groundnut (8 per cent), palm kernel (3 per cent), sunflower
seed (7 per cent) and copra (1 per cent). These figures are for 2007-08. The share of soybean
production in the world’s total oilseed production has varied between 55 and 60 per cent – the
highest being 59.4 per cent in 2002-03, and the lowest being 55.6 per cent in 2003-04.
It is interesting to note that the spectacular percentage growth in soya area as well as
production in Argentina, Brazil, and even in India. The percentage yield increases have been the
highest in USA and India, but in absolute terms, India has a very poor yield per hectare. India’s
share in world soybean production has been 3.8 per cent in 2009-10.
China has been the world’s biggest importer of soybean with 55.3 per cent share in 2009-10.
China, it can be stated, has become the country which dictates and decides the pace and fate of
world trade in soybean and its products, because of its insatiable appetite for soybean seed, oils
and other agro-commodities. Europe imported 41.7 per cent (2009-10) of world’s soybean meal
export. Other major soya meal importing countries are Vietnam (4.9 per cent), Indonesia (4.7 per
cent) and Thailand (4.1 per cent). Annual SBM export ranged from a low 2.11 mt (2009-10) to a
high of 4.18 mt (2008-09). Annual total meal export ranged from a low of 3.22 mt (2009-10) to a
high of 5.44 mt (2007- 08).

EDIBLE OIL CONSUMPTION IN INDIA

India is a leading player in edible oils, being the world’s largest importer (ahead of the
EU and China) and the world’s third-largest consumer (after China and the EU). Each year,
India consumes over 10 million tons of edible oils. Edible oils have a high penetration of 90 per
cent in India.
However, per capita consumption of edible oils is around 11 kg per year. This is considerably
lower than in most developed countries. Palm oil (mainly imported) and soya bean oil account

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for almost half of total edible oil consumption in India, followed by mustard and groundnut oil.
In India, most vegetable oil is purchased by household or industrial buyers (food processors,
restaurants and hotels) for frying or baking needs and is sold as loose oil or vanaspati (partially
hydrogenated vegetable oil). Only a small percentage of edible oils are sold in branded form at
the retail level.
Notably, India’s annual current per capita consumption of about 12.7 kilogram’s is well below
the world average of 20 kilogram’s, thus providing growth opportunities for the Indian edible oil
industry. These opportunities have attracted investments from some of the world’s leading global
players.

TYPES OF OIL COMMONLY USED IN INDIA

India is fortunate in having a wide range of oilseeds crops grown in its different agro climatic
zones. Groundnut, mustard or rapeseed, sesame, safflower, linseed, Niger seed or castor seeds
are the major traditionally cultivated oilseeds. Soybean and sunflower have also assumed
importance in recent years. Coconut is most important amongst the plantation crops. Efforts are
being made to grow oil palm in Andhra Pradesh, Karnataka, Tamil Nadu in addition to Kerala
and Andaman Nicobar Islands. Among the non-conventional oils, rice bran oil and cottonseed oil
are the most important. In addition, oilseeds of tree and forest origin, which grow mostly in tribal
inhabited areas, are also a significant source of oils.

Sunflower oil

Sunflowers originated in North America and were then introduced into Europe. They are
believed to have been grown first in Mexico by the native Indians as far back as 3000 B.C. The
seeds were ground or pounded and used Still, it was greatly used for ornamental purpose, until it
was cultivated by the Russians for oil. The Russians cultivated sunflowers for its oil in the
middle of the eighteenth century, and production on a commercial basis started only in the
nineteenth century. Two varieties were grown, the oil yielding type, and another one for direct
consumption.
Sunflower seeds were taken back to America around this time, where new, high yielding hybrids
were grown. In the 1950‟s, sunflower oil was popularized as an important vegetable oil all
around the world. Sunflower oil is very popular in Europe and it is the third most important
vegetable oil of the world.
Sunflower oil is especially suitable for frying, as it does not smoke even at high temperatures. It
can also be used for shallow frying and as salad dressing, as it has a light texture and taste. One
important non food use of sunflower oil is use as an ingredient in skin care products, as it is
easily absorbed by the skin. Its use ranges from use in lotions and creams to soaps, because of its
light texture. Also, the high linoleum acid content favors its use in soaps, as this gives it a skin
softening quality.

GROUNDNUT OIL

Groundnuts have many uses. They can be eaten as straight food, used in recipes, made
into solvents and oils, used in make-up, medicines, textile materials, peanut butter, as well as
many other uses. Popular confections made from groundnut include salted peanuts, peanut butter

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(sandwiches, peanut candy bars, peanut butter cookies, and cups), peanut brittle, and shelled nuts
(plain/roasted). Peanuts, served by them, are one of the most popular nuts in the world.
They are often eaten as snacks, served at cocktail parties and are sometimes added as a
nutritional side dish with lunch. Salted peanuts are usually roasted in oil and packed in retail-size
plastic bags or hermetically sealed cans. Dry roasted, salted groundnuts are also marketed in
significant quantities. Groundnut is often a major ingredient in mixed nuts because of their
inexpensiveness compared to Brazil nuts, cashews, walnuts, and so on.

SESAME OIL

Sesame oil (also known as gingili oil or til oil) is an edible vegetable oil derived from
sesame seeds. Besides being used as a cooking oil in South India, it is often used as a flavour
enhancer in Chinese, Japanese, Korean, and to a lesser extent Southeast Asian cuisine.
The oil from the nutrient rich seed is popular in alternative medicine - from traditional massages
and treatments to modern day fads. Ancient Indian medical system perceives sesame oil to pacify
stress related symptoms and on-going research indicates that the rich presence of anti-oxidants
and poly-unsaturated fats in sesame oil could help in controlling blood pressure. The oil is
popular in Asia and is also one of the earliest known crop-based oil, but world-wide mass
modern production continues to be limited even today due to the inefficient manual harvesting
process required to extract the oil.
In the Tamil language of India, Sesame Oil is called "NallaEnnai" (and in Malayalam language
it's called "Nalla Enna", both literally translated in English to "good oil". In the Telugu language
of India, Sesame Oil is called "NuvvulaNoone" (Nuvvulu means sesame and Noone means oil)
or "ManchiNoone" (Manchi means good and Noone means oil). In the Kannada language of
India, Sesame Oil is called "yellenne" (from "yellu" for sesame) and "Ollenne" meaning "good
oil". It is also called as Gingelly Oil in India. In Marathi it is called Teel Tel .In Sri Lanka
Sinhalese called it "ThalaThel" (NEI itself means oil in Tamil (common name for any type of
oil). Since this oil is made from ELLU, it is also called ELLU NEI. In short ELNEI. In Bengali it
is Teel Tel.
Sesame oil is reputed to penetrate the skin easily and is used in India for oil massage. In
Maharashtra, Sesame oil (Teel Tel) is specially used for massaging the foot. It is also used for
hair and scalp massage. Sesame oil is used in the manufacture of ayurvedic drugs. In Hinduism,
sesame or "til" oil is used deepa or oil lamps kept in front of shrines for the deities. Sesame oil is
used for performing puja in Hindu temples. Also, particularly in South India, sesame oil is
applied to the stone deities in the temple's shrines. It is only used on deities made of black granite.

CASTOR OIL

Castor oil has a long history of traditional medical use dating back to ancient Egypt.
Derived from the castor bean (Ricinuscommunis), the oil was once used internally as a laxative
but is now primarily used externally due to its potential toxicity. Castor oil has been used
therapeutically in ancient India, China, Persia, Egypt, Africa, Greece, Rome, the Americas, and
in 17th century Europe. This oil is also known as Palma Christi or the "Palm of Christ". Edgar
Cayce mentions castor oil many, many times in his readings. Today it is used as an emollient and

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skin softener, treatment of gastrointestinal problems, lacerations, and other skin disorders such as
psoriasis. Also used to boost our immune system and it is also found in many skin care products.
Castor oil is a vegetable oil obtained from the castor bean (technically castor seed as the castor
plant, Ricinuscommunis (Euphorbiaceae), is not a member of the bean family). Castor oil (CAS
number 8001-79-4) is a colourless to very pale yellow liquid with mild or no odour or taste. Its
boiling point is 313 °C (595 °F) and its density is 961 kg/m. It is a triglyceride in which
approximately 90 percent of fatty acid chains are ricinoleic acid. Oleic and linoleic acids are the
other significant components.

IMPORT AND EXPORT OF EDIBLE OIL

Import of edible oil

The gap between demand and production of edible oil in India has increased sharply in
recent years. Since 2000-01, production of oilseeds grew at the rate of 4.7 per cent per annum,
but edible oil consumption increased at the rate of 6.5 per cent per annum. Additionally, further
increase in areas under oilseed cultivation is a challenge due to lack of arable land and
competition from grains and other cash crops. "Under normal circumstances, oilseeds compete
with food grains for acreage. However, due to government policies favouring production of
competing crops over oilseeds, a higher share of irrigated land has gone to grains and cereals
crop,” said Pawan Kumar, Rabo India Analyst. He further added, “Low quality seed, low access
to inputs, poor farming practices, and the fact that much of India's oilseed crop is cultivated in
unirrigated areas is the reason for oilseed productivity to be lower than the global average.”

Export of edible oil and oilseeds

India has been a major importer of edible oils historically. The country used to meet
around 30-40 per cent of its needs through imports till 1980s. However, the government then
launched the 'Oilseeds Technology Mission‟ (OTM) in 1986. The programme was aimed at
making the country self sufficient in the production of oil seeds. Along with other incentives, the
programme also relied on strict quantitative restrictions on edible oil imports and offering
relatively higher increase in minimum support price for edible oils compared to wheat and rice.
The programme worked well and the area under edible seeds as well as the yield started
increasing during early 1990s.
As a result of the OSM programme, India witnessed consistent increase in total output and from
importing 30-40 per cent of annual requirements in early 1980s, India turned into net exporter of
the commodity by mid 1990s. The situation, however, did not last long. In order to fulfill its
obligations towards the GATT, India started to reduce the import restriction towards later 1990s.
All quantitative restrictions were done away and edible oil was brought under Open General
License, which meant that imports could be made freely after paying duty.
This led to a serious slump in the domestic oil seeds market as the prices fell sharply in line with
the low international prices prevailing at that time. As a result, the tremendous growth in acreage
and production witnessed in oil seeds under the OTM program vanished by the turn of century.
Thus, the Indian edible oil industry has lived through a complete cycle by the start of last decade.
In the last decade, total production has been a function of international prices and its impact on
area under cultivation along with monsoon scenario and its impact on yield (output per hectare).

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 2.2 COMPANY PROFILE

KALEESUWARI REFINERY PVT LTD

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Kaleesuwari Refinery Private Limited is a Private incorporated on 28 March 1984. It is classified
as Non-govt company and is registered at Registrar of Companies, Chennai. Its authorized share
capital is Rs. 100,000,000 and its paid up capital is Rs. 97,000,000. It is involved in Production,
processing and preservation of meat, fish, fruit vegetables, oils and fats.
Kaleesuwari Refinery Private Limited's Annual General Meeting (AGM) was last held on
29 September 2018 and as per records from Ministry of Corporate Affairs (MCA), its balance
sheet was last filed on 31 March 2018.

OUR VALUES:
Kaleesuwari , zealously believe in delivering Health and Happiness thought our product
and are driven by virtues such as effectiveness and responsiveness, customers centricity, value
for money which is demonstrated through the following strategies :
Strengthening market position by increasing responsiveness to customer requirements.
Providing cost effective solution through argument productivity , resulting from innovation as
economics of scale.
Manufacturing capacity expansions which include expansions & increasing the number
of manufacturing units.
Committed to highlighting our presence with cutting edge technology amalgamated with
a variant in process adopted from Belgium dictates our competitive advantage to achieve our
vision.
HISTORY OF KRPL :
Since our inception in 1993, kaleesuwari refinery private limited has persevered in
overwhelming millions of customers through our undaunted mission of delivering Health &
Happiness by creating, developing and marketing superior quality products.
In 1994, Kaleesuwari Refinery Private Limited redefined the refined edible oil space with the
launch of the flagship brand Gold Winner Refined Sunflower Oil. Furthermore expanding our
horizons, we introduced a diversity of exceptional and affordable products across edible,
personal and home-care segments.
Headquartered out of Chennai (Tamil Nadu), Kaleesuwari Refinery Private Limited has
four modernized manufacturing units in India equipped with cutting-edge technology and
synchronized processes from DesmetBallestra, Belgium.
Catering to the vision of delivering Happiness and Health over the last two decades, we
have set an International footprint by launching our products in Oman, Qatar, Kuwait, Dubai, Sri
Lanka, Singapore, Malaysia, Seychelles and USA. With consistency in quality and judicious

15
expansion, the company group turnover stands at USD 525 million including trading of which
branded sales is over USD 357 million.
BOARD OF DIRECTORS :

 Kaleeswari
 Ashok Kumar
 Karunaianandam
 Munuswamy Arun
 GurusamyMunusamy
 Kalavathi.

INFRASTRUCTURE :
Galvanized by accomplishing several milestones throughout our journey over the past
two decades tantamount to our rapid modernization and expansion. The company is globally
headquartered in Chennai, India and furthermore has set up an office in Singapore to keep up
with the company’s international growth.
Facilitating processes in four state-of-the-art refineries across South India with automated
cutting-edge machinery complemented with processes adopted from Belgium enables us to
pursue our mission. Flexibility in production infrastructure depending on the location enables us
to provide a variety of formats to suit SKUs depending on the market demand.
These SKUs comprise of an array of packaging options from small sachets to pillow pouches,
standee pouches, PET bottles and HDPE jars and tins.
A team of 2000 skilled technicians driven by a moral obligation to deliver Health and
Happiness highlights prospects towards infinite success.

CERTIFICATION :

 ISO 9001:2008 &HACCP (Confirming IS 343: 2000 standards)

 ISO 22000:2005
 Halal (Certified as per Shariah (Islamic) board guidelines)
 US FDA Registration Chennai and Palani factory (India)
 Kaleesuwari receives its ISO 2000:9001 certification for the maintenance of impeccable
quality standards
 Kaleesuwari receives the HACCP certificate on Hazard Analysis and Critical Control
Practice.
 BRC Certificate
 Kosher Certificate – Renewal copy
 KRPL HACCP certificate

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PRODUCTS:
 Food- Edible Oils
 Food- Pulses
 Personal Care
 Home Care
 Specialty fats
Food- Edible Oils :
 Gold winner refined sunflower oil
 Gold winner refined groundnut oil
 Gold winner vanaspathi
 Vedha gold filtered groundnut oil
 Fedora olive oil
 Cardia life
 Orysa refined rice bran oil
 Pure plus
 Paalm super - RBD palmolen

Food- Pulses :
Sree gold range of dals
 Moong dal
 Toor dal
 Urad dal
 Channa dal
Personal Care :
 Eldia pure coconut oil

Home Care:
 Dheepam lamp oil
 Dheepamparijat lamp oil
 Dheepam temple
Specialty fats :

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  Cream cold
 So soft
 Puff king
 Gold choice
 Master piece- regular bakery shortening
 Master piece – gold

EXPORTS :
Since our inception in 1993, millions of consumers have enjoyed Kaleesuwari Refinery
Private Limited’s superior quality products. Established with the mission of delivering Health
and Happiness, we have grown to be one among India’s largest FMCG brands, with our presence
across India. Our diverse range of household products are spread over edible, personal and
home-care segments cater to the kitchens of the Indian masses.
Our well-knit distribution network has also set footprints internationally in American,
African, European, Middle Eastern and Asian markets. With fair policies and guidelines safety
measures, which comply with laws and regulations in each of the markets where they are sold.
With certifications of the highest international standards like US FDA Registration, ISO
2000:9001 amongst others we are set to deliver Health and Happiness to every home worldwide

ENVIRONMENTAL RESPONSIBILITY :
Along with accounting measures profusely, to attribute towards a hand in hand
contribution towards our environment and ecosystem, we adopt various eco-friendly and
economical processes. In an attempt to achieve an innocuous working environment and reduce
environmental degradation, we practice:
1. Waste management :
Promoting efficiency through the following projects like reusing water as well
as sterilizing wastes products before disposal, attributes a glimpse of our commitment towards
environmental friendly processes adopted by us.

2.Power management
Harnessing and utilizing renewable wind energy from our privately operated windmills
account for a majority of power consumed by the plant through the manufacturing stages.
Tapping into an infinitely renewable source reduces the emission of greenhouse gases into the
environment and dismisses a dependence on non Renewable sources of energy.

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3.Carbon emission control
Our manufacturing plants being certified as a zero-discharge plant by the Pollution in
sustainable development as well.

SOCIAL RESPONSIBILITIES
Our responsibility towards social values is complementary to the responsibilities we
develop as a part of the working environment in our company. Upholding our individual core
values, successfully combine to contribute towards a happy and healthy working environment.
The Social Responsibility Programs cater towards creating and encouraging a positive
aura displayed by our clients, stakeholders, partners, and individuals surrounding which we
operate. We attribute our endeavors to contribute towards creating a positive impact on our
ecosystem through community development volunteer activities.
Setting the basis for a positive working environment encourages and unlocks the potential
of every individual allocated in that working space. Striving towards Happiness and Health in all
our endeavors is complemented by the social responsibilities we strive to uphold.
AWARDS AND RECOGNITIONS
Awards, certifications and recognitions are the best ways to understand our persistence in
adding value to our customers from every dimension. Kaleesuwari has raised the bar even when
it comes to making a difference in the life of the customers.

Given below are some of the recognitions received by Kaleesuwari through its brands for
excellence in business development and product quality :
 A report published by The Economic Times Brand Equity on April 21, 2004
recognized Gold Winner to be ranked 63rd among India’s top hundred Fast Moving
Consumer Goods (FMCG) brands by A.C. Nielsen Retail Audit.
 An ORG-MARG survey had rated Gold Winner as “Number One” in the FMCG
(edible oils) category in South India.
 Gold Winner is a well-recognized member of the US based National Sunflower
Association (NSA), whose aim is to promote quality sunflower products across the
globe keeping the health of the people in mind.
 Gold Winner crossed another milestone in September 2005 by receiving ISO
9001:2000 & HACCP Certifications.
 The HACCP (Hazard Analysis and Critical Control Point) Certification confirms that
the edible oil processing followed at Kaleesuwari is free from physical, chemical and
biological contamination thereby assuring complete food safety.
 Gold Winner gets the 63rd rank in India among edible oil category as per the Brand
Equity – ET AC Nielsen Survey.

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OUR VISION :
 To earn profit and develop the organization .

OUR MISSION :
 To develop highly motivated team .

2.3 REVIEW OF LITERATURE

Sailesh sindhu (2012) felt that , employee welfare measure increase the productivity of
organization and promote healthy industrial relations thereby maintaining industrial peace.
Organizations provide welfare facilities to their employee to keep their motivates levels high.

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Business houses provide many such statutory and non-statutory things and policies to maintain
satisfactory level of their employees.

Ramesh M (2012) pointed out that the main thrust of labour policy and labour law is to change
in line with the global changes that is the from welfare and regulative orientation to develop role
in market oriented economy, from regulatory mechanization to voluntarism, tripartism to
bipartism so that the employers and employees are themselves able to mutually decide without
government intervention.

K. Jayanthi , P.Ashok kumar, and V. Manjku,(2012) stated that labour sector addresses multi-
dimensional socio- economic aspects affecting labour welfare, productivity, living standards of
labour force and social security. To raise living standards training is of work force and achieve
higher productivity, skill upgradation through suitable training is of utmost importance.
Manpower development to provide adequate labour force of appropriate skills and quality to
different sectors is essential for rapid socio-economic development. Employment generation in
all the productive sectors is one of the basic objectives.

Poongavanam (2011) in his article , A Study on Labour Welfare Facility ( with reference to
AFT, Pondicherry) made an attempt to study the welfare facilities provided by a large, well-
recognized Govt enterprise in Pondicherry, namely Anglo French Textiles. The study found that
welfare measures will improve the physique, intelligence, morality and standard of living of
workers, which in turn will improve their efficiency and productivity.

Mishra & Manju Bhagat (2010) in their “Principles for Successful Implementation of Labour
welfare activities” , stated that labour absenteeism in Indian industries can be reduced to a great
extent by providing good housing, health and family care, canteen, educational and training
facilities and provision of welfare activities.

Aswathappa (2010) in his book, “ Human Resource Management” discussed that various
types of benefits and services provided employees in terms of payment for time not worked
insurance benefits, compensation benefits , pension plan .

Visanwandh (2008) in his thesis, “ A study on the welfare facilities and its impact on the
efficiency of employees in APSRTC found that the provision of the welfare facilities has a
positive impact on the efficiency of employees.

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 P K Padhi (2007) stated that, the term welfare suggests the state of wellbeing and implies
wholesomeness of the human being. It is a desirable state of existence involving the mental,
physical ,moral and emotional factor of a person. Adequate levels of earnings, safe and human
conditions of works and access to some minimum social security benefits are the major
qualitative dimensions of employment which enhance quality of life of workers and their
productivity dimensions of employment which enhance quality of life of workers.

Srivastava (2007) in his thesis, “ A Study of Labour Welfare ans Social security in the
industrial undertakings of RaiBareilli district” discussed comprehensively about the various
welfare abs social security measures provided by the companies in the district. The study found
that a majority of the companies is employee welfare and social security oriented.

Malik (2007) in his book discussed the various welfare measures to be provided to workers and
employees under various Acts Viz., Mines act, 1952 , Factories Act, 1948 , Environment
( protection) Act , 1986 etc.

Rajesh (2007) studied the welfare measures and job satisfaction in 10 IT companies
professionals from 3 cities i.e. Hyderabad, Bangalore and Chennai. The objectives of the study
were to explore the levels of job satisfaction and relationship between demographic
characteristics and satisfaction, to find differences exists between demographic characteristics
with overall job satisfaction, to identity specific Indicators that causes dissatisfaction and to
examine the hierarchy of needs among IT Professionals.

Aquinas ( 2007) in the book “ Human resoures management” explained the intra- mural and
extra – mural welfare benefits provided to employees. He stated that some welfare benefits are
provided as per legislation while some other welfare benefits are provided voluntarily by
management or as a result of bi- partite settlements between the management and trade-unions.

Micheal Armstrong (2006) in his book, “ A Hand Book of Human Resource Management”
discussed the various welfare services provided to employees in detail . He stated that the
provision of welfare services in terms of individuals services, group services and employment
assistance programs help in improving the identification of employees with the companies in
which they are employed.

Rama vani (2006) in her thesis, “ Incentive Schemes in coal industry : A Case Study of
Singareni collieries company limited” discussed the various incentives provided by SCCL to
its employees so as to improve the productive performance of the company. She concluded that

22
the incentives provided by the company helped in improving the productive performance of the
company.

VenkateswaraRao (2006) In his M.Phil. dissertation, “ A Study of Health and Welfare

Measures for workers in singareni collieries company limited” inquired into the various
health and welfare facilities provided by the company to its employees.. The researcher
concluded that SCCL is highly employee welfare oriented .

23
 3.1 RESEARCH DESIGN

Research
Research is a systemized effort in gain knowledge. It can also be referred to as ‘the
search of knowledge’. Research methodology is a technique used to systematically solve a
research problem. It helps the researcher to know which
research method and analysis could be utilized to bring out a possible solution for a
research problem. The researcher should know why a particular technique to the project.
Research Design
Research design acts as the blueprint for the research by using this framework the
researcher moves step by step in to the research process. It constitutes the basic forms for the
collection, measurement and analysis of data. Research design stands fro the advanced planning
of the methods to be adopted for collection of relevant data. Moreover it explains about the
techniques to be used in the analysis, keeping in view the objective of the research and
availability of staff, time and money. This research design was selected based on the objective on
the study and keeping in mind the time and availability of recourses for the research.

24
Type of Research
The type of research design used in this study is the descriptive research. Because, it
helps to describe the characteristics of a particular group of people, working within a company.
The characteristics of a work group may differ in many ways in different companies. Each group
may have separate reasons for exhibiting such characteristics within the company. The
descriptive study was carried out to seek these reasons. Careful design of descriptive studies was
necessary to ensure the complete interpretation of the situation and to ensure minimum bias in
the collection of data.
Sources of Information
It is necessary for every research to have both primary data and secondary data, without
which the research would be inefficient. In this research the primary data was collected by means
of a structured questionnaire. The questionnaire consisted of twenty-five questions inquiring
various factors related to their Welfare measures in SSP. The secondary data was collected
through company profile, journals, websites and other databases of the company. All these data
were helpful in carrying out the analysis.
Primary Data

The primary data are those, which are collected a fresh and for the first and thus happen
to be original in character. The research has got the primary data through questionnaire surveys,
personal interview, telephone and etc., the data, which are collected are first hand data through
which the analysis and interpretation would be taken part.

Secondary Data

The secondary data on the other hand are those which have already been collected by
someone else and which have already been passed through the statistical process. The research
has to decide which sort of data he would be using for his study and accordingly he will have to
select on or the other method of data collection. The researcher has collected the secondary data
collection. The researcher has collected the secondary data from the company’s records, internet,
previous project reports etc.

RESEARCH INSTRUMENT

Questionnaire

Here the respondents are asked the question and required to answer by choosing between
a number of alternatives. The main advantage of this is that they are easy to complete and easy to
analyze. The research has adopted this type of survey.
Sampling technique

25
 The sampling technique that was chosen via Convenience sampling (type of non-
probability sampling technique where respondents are selected by the researcher based on their
convenient accessibility).
Population size

The overall population size is 1000 which is the total no of employees working in kaleesuwari
refinery private limited.

Sample size

The total sample size of 120 has been taken for this study . Both male and female employees
have been taken for the study .

3.2 STATISTIAL TOOLS

STATISTIAL TOOLS:

o Percentages
o Chi-square
o ANOVA
o T-test

Percentage(%) :

Percentage refers to a special kind if ratio. Percentage analysis test is done to find out the
percentage of the respondents. In these tool various percentages are presented by the way of Bar-
diagram, pie charts in order to have better understanding of the analysis.

26
Chi- Square Test:

Chi-square test is a important test among the several test of significance. It as a statistical

measure used in the context of sampling analysis for comparing a variance to a theoretical
variance. Chi-square test enables to explain whether or not two attributed are associated.

Ho = Null hypothesis

The hypothesis to be tested is usually referred to as null hypothesis

H1= Alternative hypothesis

If Ho is rejected it means that the data on the hand are not compatible with the null hypothesis

Ho but are comparable with some other hypothesis, this is the Alternative hypothesis

Chi-square is calculated as follows

Oij = Observed frequency of the cell in the i th row and j th column.

Eij = Expected frequency of the cell in the i th row and j th column.

As a non parametric test it can be used to determine a categorical data. It is used to make
comparison between theoretical population and actual data. Degree of freedom plays an
important part in using the chi-square distribution and tests are based on it . The degree of
freedom is worked out as follows.

Degree of freedom=(R-1)× (C-1)

27
Where , O = Observed frequency

E= Expected frequency

R= Number of rows

C= Number of columns

ANOVA

Analysis of variance (ANOVA) is a collection of statistical models used to analyze the

differences among group means and their associated procedures (such as “variance” among and
between groups),developed by statistician and evolutionary biologist Ronald Fisher.

One Way ANOVA:

If the effect is tested only for one factor (one independent variable) on the variable (dependent)
in question, then it is called univariate analysis.

28
T-TEST:

T-test is based on t-distribution and is considered an appropriate test for judging the significant
of the sample mean or for judging the significant difference between the means of two samples
in case of small samples when population variance is not known ( in which case we use variance
of the sample as an estimate of the variance ) . In case two samples related, we use paired T-test
(or what is known as difference test ) for judging the significant of the coefficients of the simple
and partial correlations. The relevant test statistic, t , is calculated from the sample data and then
compared with its probable value on t-distribution (to be read from the sample data and then
compared with its probable value based on t for different levels of significance for concerning
degrees of freedom for accepting or rejecting the null hypothesis.

29
 4.1 DESCRIPTIVE ANALYSIS

TABLE 4. 1. 1
TABLE SHOWING GENDER OF THE REPONDENTS

GENDER
Frequency Percent
MALE 49 41.7
FEMALE 71 58.3
Total 120 100.0

CHART 4. 1. 1

CHART SHOWING GENDER OF THE REPONDENTS

30
 70

60

50

40

30 58.3

20 41.7

10

0
MALE FEMALE

INTERPRETATION
Its is interpreted from the above table that 58.3% of the respondents are Female and 41.7% of the
respondents are Male.
TABLE 4. 1. 2
TABLE SHOWING AGE OF THE REPONDENTS

Frequency Percent
20-25 YRS 36 30.0
30-35 YRS 54 45.0
ABOVE 35
30 25.0
YRS
Total 120 100.0

CHART 4. 1. 2
CHART SHOWING AGE OF THE REPONDENTS

31
 AGE
20-25 YRS 30-35 YRS ABOVE 35 YRS

25% 30%

45%

INTERPRETATION
Its is interpreted from the above table that 45% of the respondents belongs to the age group of
30-35 years, 35% of the respondents belongs to 20-25 years , and 25% of the respondents
belongs to above 35 years .
TABLE 4. 1. 3
TABLE SHOWING QUALIFICATION OF THE REPONDENTS

Frequency Percent
under graduate 39 32.5
post graduate 9 7.5
other 72 60.0
Total 120 100.0

CHART 4. 1. 3
CHART SHOWING QUALIFICATION OF THE REPONDENTS

32
INTERPRETATION
Its is interpreted from the above table that 60% of the respondents are others, 32.5% of the
respondents are under graduate, and 7.5% of the respondents are post graduate .

TABLE 4. 1. 4
TABLE SHOWING EXPERIENCE OF THE REPONDENTS

Frequency Percent
0 – 5 years 42 35.0
5-10 years 39 32.5
10-15 years 35 29.2
above 15 years 4 3.3

33
 Total 120 100.0

CHART 4. 1. 4
CHART SHOWING EXPERIENCE OF THE REPONDENTS

INTERPRETATION
Its is interpreted from the above table that 35% of the respondents are 0-5 years of experience,
32.5% of the respondents are 5-10 years of experience, 29.17% of the respondents are 10-15
years of experience, and 3.33% of the respondents are above 15 years of experience.

TABLE 4. 1. 5
TABLE SHOWING DEPARTMENT OF THE REPONDENTS

Frequency Percent

Production 16 13.3
instrumentation 17 14.2
Packing 64 53.3
ware house 16 13.3
Accounts 7 5.8

34
 Total 120 100.0

CHART 4. 1. 5
CHART SHOWING DEPARTMENT OF THE REPONDENTS

60

50

40

30 53.3
20

10 13.3 14.2 13.3

5.8
0

INTERPRETATION
Its is interpreted from the above table that 53.33% of the respondents are working in packing ,
14.17% of the respondents are working in instrumentation , 13.3% of the respondents are
working in production, 13.33% of the respondents are working in ware house , and 5.83% of the
respondents are working in accounts department.

TABLE 1.1.6

TABLE SHOWING AWARENESS OF WELFARE MEASURES PROVIDED OF

THE COMPANY

Frequency Percent
yes 99 82.5
no 21 17.5
Total 120 100.0

35
CHART 1.1.6

CHART SHOWING AWARENESS OF WELFARE MEASURES PROVIDED

OF THE COMPANY

INTERPRETATION
Its interpreted from the above table that 82.5% of the respondents are aware of welfare
measures provided by the company, and 17.5% of the respondents are not aware of welfare
measures provided by the company.

TABLE 1.1.7

TABLE SHOWING SATISFACTION LEVEL OF COMPANY’S WELFARE

SCHEMES

Frequency Percent
highly satisfied 30 25.0
Satisfied 67 55.8
Neutral 17 14.2

36
 dissatisfied 6 5.0
Total 120 100.0

CHART 1.1.7

CHART SHOWING SATISFACTION LEVEL OF COMPANY’S WELFARE

SCHEMES

SATISFACTION LEVEL OF COMPANY'S WELFARE

SCHEMES

5%
14% 25% highly satisfied
satisfied
neutral
dis satisfied
56%

INTERPRETATION
Its interpreted from the above table that 55.8% of the respondents are satisfied with the
company’s welfare schemes, 25% of the respondents are highly satisfied, 14.2% of the
respondents are neutral, and 5% of the respondents are dissatisfied with the company’s welfare
schemes.
TABLE 1.1.8

TABLE SHOWING SATISFACTION LEVEL OF VARIOUS ALLOWANCES

OFFERED BY THE COMPANY

Frequency Percent
highly satisfied 47 39.2
Satisfied 42 35.0
Neutral 23 19.2
dissatisfied 6 5.0
highly dissatisfied 2 1.7
Total 120 100.0

37
CHART 1.1.8

CHART SHOWING SATISFACTION LEVEL OF VARIOUS ALLOWANCES

OFFERED BY THE COMPANY

40
35
30
25
20 39.2
35
15
10 19.2

5 5
1.7
0
highly satisfied neutral dis satisfied highly
satisfied dissatisfied

INTERPRETATION
Its interpreted from the above table that 39.17% of the respondents are highly satisfied
with the various allowances provided by the company ,35% of the respondents are
satisfied,19.17% of the respondents are neutral, 5% of the respondents are dissatisfied , and 1.67%
of the respondents are highly dissatisfied.
TABLE 1.1.9

TABLE SHOWING SATISFACTION LEVEL OF SAFETY EQUIPMENT AND

TOOLS

Frequency Percent
highly satisfied 31 25.8
Satisfied 50 41.7
Neutral 27 22.5
dissatisfied 12 10.0
Total 120 100.0

38
CHART 1.1.9

CHART SHOWING SATISFACTION LEVEL OF SAFETY EQUIPMENT AND

TOOLS

SATISFACTION LEVEL OF SAFETY EQUIPMENT

ANF TOOLS

10%
26%

22%

42%

INTERPRETATION
Its interpreted from the above table that 41.7% of the respondents are satisfied with the
safety equipment and tools are provided by the company , 25.8% of the respondents are highly
satisfied ,22.5% of the respondents are neutral, and 10% of the respondents are dissatisfied .

TABLE 1.1.10

TABLE SHOWING SATISFACTION LEVEL OF MEDICAL FACILITY

OFFERED BY THE COMPANY

Frequency Percent
highly satisfied 28 23.3
Satisfied 52 43.3
Neutral 22 18.3
dissatisfied 14 11.7
highly dissatisfied 4 3.3

39
 Total 120 100.0

CHART 1.1. 10

CHART SHOWING SATISFACTION LEVEL OF MEDICAL FACILITY

OFFERED BY THE COMPANY

SATISFACTION LEVEL OF MEDICAL FACILITY

OFFERED BY THE COMPANY
3%

12% 23%

18%

44%

INTERPRETATION
Its interpreted from the above table that 43.33% of the respondents are satisfied with the
medical facility offered by the company , 23.33% of the respondents are highly satisfied ,18.33%
of the respondents are neutral, 11.7% of the respondents are dissatisfied , and 3.3% of the
respondents are highly dissatisfied.
TABLE 1.1. 11

TABLE SHOWING OPINION ABOUT FIRSTAID FACILITY PROVIDED BY

THE COMPANY

Frequency Percent
highly satisfied 39 32.5
Satisfied 49 40.8
Neutral 16 13.3
dissatisfied 14 11.7

40
 highly dissatisfied 2 1.7
Total 120 100.0
CHART 1.1. 11

CHART SHOWING OPINION ABOUT FIRSTAID FACILITY PROVIDED BY

THE COMPANY

OPINION ABOUT FIRSTAID FACILITY

PTROVIDED BY THE COMPANY
2%

12% highly satisfied

33% satisfied
13%
neutral
dis satisfied
highly dissatisfied
41%

INTERPRETATION
Its interpreted from the above table that 40.8% of the respondents are satisfied with the
FIRSTAID facility provided by the company , 32.5% of the respondents are highly
satisfied ,13.33% of the respondents are neutral, 11.7% of the respondents are dissatisfied , and
1.7% of the respondents are highly dissatisfied.

TABLE 1.1. 12

TABLE SHOWING VIEWS ON BENEFITS OF ESI SCHEMES

Frequency Percent
highly satisfied 45 37.5
Satisfied 35 29.2
Neutral 25 20.8
dissatisfied 15 12.5
Total 120 100.0

41
CHART 1.1. 12

CHART SHOWING VIEWS ON BENEFITS OF ESI SCHEMES

INTERPRETATION
Its interpreted from the above table that 37.50% of the respondents are highly satisfied
with the ESI schemes,29.17% of the respondents are satisfied,20.83% of the respondents are
neutral, and 12.50% of the respondents are dissatisfied .

TABLE 1.1. 13

TABLE SHOWING LEVEL OF SATISFACTION ON TRANSPORT FACILITY

PROVIDED BY THE COMPANY

Frequency Percent
highly satisfied 29 24.2
Satisfied 55 45.8
Neutral 19 15.8
dissatisfied 15 12.5

42
 highly dissatisfied 2 1.7
Total 120 100.0

CHART 1.1. 13

CHART SHOWING LEVEL OF SATISFACTION ON TRANSPORT FACILITY

PROVIDED BY THE COMPANY

50
45
40
35
30
25 45.8
20
15 24.2
10 15.8 12.5
5
1.7
0
highly satisfied neutral dis satisfied highly
satisfied dissatisfied

INTERPRETATION
Its interpreted from the above table that 45.83% of the respondents are satisfied with the
transport facility provided by the company , 24.17% of the respondents are highly
satisfied ,15.83% of the respondents are neutral, 12.5% of the respondents are dissatisfied , and
1.7% of the respondents are highly dissatisfied.
TABLE 1.1. 14

TABLE SHOWING LEVEL OF SATISFACTION ON RESTROOMFACILITY

PROVIDED BY THE COMPANY

Frequency Percent
highly satisfied 27 22.5
Satisfied 53 44.2
Neutral 28 23.3
dissatisfied 11 9.2
highly dissatisfied 1 .8

43
 Total 120 100.0

CHART 1.1. 14

CHART SHOWING LEVEL OF SATISFACTION ON RESTROOM FACILITY

PROVIDED BY THE COMPANY

SATISFACTION LEVEL ON RESTROOM FACILITY

PROVIDED BY THE COMPANY
1%

9%
23% highly satisfied
satisfied
23%
neutral
dis satisfied
highly dissatisfied
44%

INTERPRETATION
Its interpreted from the above table that 44.2% of the respondents are satisfied with the
restroom facility provided by the company ,23.33% of the respondents are neutral, 22.5% of the
respondents are highly satisfied, 9.2% of the respondents are dissatisfied , and 0.8% of the
respondents are highly dissatisfied.

TABLE 1.1. 15

TABLE SHOWING LEVEL OF SATISFACTION ON VARIOUS ADVANCES

PROVIDED BY THE COMPANY

Frequency Percent
highly satisfied 40 33.3
Satisfied 37 30.8
Neutral 31 25.8
Dissatisfied 10 8.3

44
 highly dissatisfied 2 1.7
Total 120 100.0

CHART 1.1. 15

CHART SHOWING LEVEL OF SATISFACTION ON VARIOUS ADVANCES

PROVIDED BY THE COMPANY

SATISFACTION LEVEL ON VARIOUS ADVANCES

PROVIDED BY THE COMPANY
2%

8%
highly satisfied
33%
satisfied
26%
neutral
dis satisfied
highly dissatisfied
31%

INTERPRETATION
Its interpreted from the above table that 33.3% of the respondents are highly satisfied
with the various advances provided by the company ,30.8% of the respondents are satisfied,25.8%
of the respondents are neutral, 8.3% of the respondents are dissatisfied , and 1.7% of the
respondents are highly dissatisfied.
TABLE 1.1. 16

TABLE SHOWING OPINION ABOUT OVER ALL WORKING ENVIRONMENT OF THE

COMPANY

Frequency Percent
highly satisfied 26 21.7
Satisfied 56 46.7
Neutral 28 23.3
dissatisfied 8 6.7

45
 highly dissatisfied 2 1.7
Total 120 100.0
CHART 1.1. 16

CHART SHOWING OPINION ABOUT OVER ALL WORKING ENVIRONMENT OF

THE COMPANY

OPINION ABOUT OVER ALL WORKING

ENVIRONMENT OF THE COMPANY
2%

7%
22%

23%

46%

INTERPRETATION
Its interpreted from the above table that 46.7% of the respondents are satisfied with
overall working environment , ,23.33% of the respondents are neutral, 21.7% of the respondents
are highly satisfied , 6.7% of the respondents are dissatisfied , and 1.7% of the respondents are
highly dissatisfied.

TABLE 1.1. 17

TABLE SHOWING LEVEL OF SATISFACTION ON CRECHE FACILITY

PROVIDED BY THE COMPANY

Frequency Percent
highly satisfied 40 33.3
Satisfied 37 30.8
Neutral 37 30.8
dissatisfied 6 5.0

46
 Total 120 100.0

CHART 1.1. 17

CHART SHOWING LEVEL OF SATISFACTION ON CRECHE FACILITY

PROVIDED BY THE COMPANY

INTERPRETATION
Its interpreted from the above table that 33.33% of the respondents are highly satisfied
with the crèche facility provided by the company,30.83% of the respondents are satisfied,30.83%
of the respondents are neutral, and 5% of the respondents are dissatisfied .

TABLE 1.1. 18

TABLE SHOWING THE COMPANY PROVIDE THE REQUIRED NUMBER OF

CRECHE WITH ALL FACILITIES

Frequency Percent
yes 71 59.2
no 49 40.8
Total 120 100.0

47
CHART 1.1. 18

CHART SHOWING THE COMPANY PROVIDE THE REQUIRED NUMBER OF

CRECHE WITH ALL FACILITIES

THE COMPANY PROVIDE THE REQUIRED NUMER

OF CRECHE WITH ALL FACILITIES

41%
yes
no
59%

INTERPRETATION
Its interpreted from the above table that 59.2% of the respondents are the company
provided the required number of crèche yes ,40.8% of the respondents are no.

TABLE 1.1. 19

TABLE SHOWING LEVEL OF SATISFACTION ON DRINKING WATER

FACILITY PROVIDED BY THE COMPANY

Frequency Percent
highly satisfied 33 27.5
Satisfied 51 42.5
Neutral 26 21.7
dissatisfied 10 8.3
Total 120 100.0

48
CHART 1.1. 19

CHART SHOWING LEVEL OF SATISFACTION ON DRINKING WATER

FACILITY PROVIDED BY THE COMPANY

INTERPRETATION
Its interpreted from the above table that 42.5% of the respondents are satisfied with the
drinking water facility provided by the company, 27.50% of the respondents are highly
satisfied ,21.67% of the respondents are neutral, and 8.33% of the respondents are dissatisfied .

TABLE 1.1.20

TABLE SHOWING LEVEL OF SATISFACTION ON OVERTIME STIPEND

OFFERED BY THE COMPANY

Frequency Percent
highly satisfied 39 32.5
Satisfied 51 42.5
Neutral 19 15.8
dissatisfied 9 7.5

49
 highly dissatisfied 2 1.7
Total 120 100.0

CHART 1.1.20

CHART SHOWING LEVEL OF SATISFACTION ON OVERTIME STIPEND

OFFERED BY THE COMPANY

45
40
35
30
25 42.5
20 32.5
15
10 15.8
5 7.5
1.7
0
highly satisfied neutral dis satisfied highly
satisfied dissatisfied

INTERPRETATION
Its interpreted from the above table that 42.5% of the respondents are satisfied with the
overtime stipend offered by the company, 32.5% of the respondents are highly satisfied ,15.8%
of the respondents are neutral, 7.5% of the respondents are dissatisfied , and 1.7% of the
respondents are highly dissatisfied.
TABLE 1.1.21

TABLE SHOWING LEVEL OF SATISFACTION ON LEAVE FACILITY BY

THE COMPANY

Frequency Percent
highly satisfied 29 24.2
Satisfied 55 45.8
Neutral 24 20.0

50
 dissatisfied 10 8.3
highly dissatisfied 2 1.7
Total 120 100.0

CHART 1.1.21

CHART SHOWING LEVEL OF SATISFACTION ON LEAVE FACILITY BY

THE COMPANY

50
45
40
35
30
25 45.8
20
15 24.2
20
10
5 8.3
1.7
0
highly satisfied neutral dis satisfied highly
satisfied dissatisfied

INTERPRETATION
Its interpreted from the above table that 45.8% of the respondents are satisfied with the
leave facility of the company, 24.2% of the respondents are highly satisfied ,20% of the
respondents are neutral, 8.3% of the respondents are dissatisfied , and 1.7% of the respondents
are highly dissatisfied.
TABLE 1.1.22

TABLE SHOWING LEVEL OF SATISFCATION ON WORKING HOURS OF

THE COMPANY

Frequency Percent
highly satisfied 32 26.7
Satisfied 53 44.2

51
 Neutral 22 18.3
dissatisfied 13 10.8
Total 120 100.0

CHART 1.1.22

CHART SHOWING LEVEL OF SATISFCATION ON WORKING HOURS OF

THE COMPANY

50
45
40
35
30
25
44.2
20
15
26.7
10 18.3
5 10.8
0
highly satisfied satisfied neutral dis satisfied

INTERPRETATION
Its interpreted from the above table that 44.2% of the respondents are satisfied with the
working hours of the company,26.7% of the respondents are highly satisfied,18.3% of the
respondents are neutral, and 10.8% of the respondents are dissatisfied .

TABLE 1.1.23

TABLE SHOWING LEVEL OF SATISFACTION ON YEARLY BONUS OFFERED BY

THE COMPANY

Frequency Percent
highly satisfied 33 27.5
Satisfied 40 33.3
Neutral 31 25.8

52
 dissatisfied 13 10.8
highly dissatisfied 3 2.5
Total 120 100.0

CHART 1.1.23

CHART SHOWING LEVEL OF SATISFACTION ON YEARLY BONUS

OFFERED BY THE COMPANY

35

30

25

20
33.3
15 27.5 25.8
10
10.8
5
2.5
0
highly Satisfied Neutral dissatisfied highly
satisfied dissatisfied

INTERPRETATION
Its interpreted from the above table that 33.3% of the respondents are satisfied with the
yearly bonus offered by the company, 27.5% of the respondents are highly satisfied ,25.8% of
the respondents are neutral, 10.8% of the respondents are dissatisfied , and 2.5% of the
respondents are highly dissatisfied.
TABLE 1.1.24

TABLE SHOWING OPINION ON THE QUALITY OF THE FOOD ITEMS

Frequency Percent
highly satisfied 24 20.0
Satisfied 46 38.3
Neutral 28 23.3

53
 dissatisfied 21 17.5
highly dissatisfied 1 .8
Total 120 100.0

CHART 1.1.24

CHART SHOWING OPINION ON THE QUALITY OF THE FOOD ITEMS

INTERPRETATION
Its interpreted from the above table that 38.33% of the respondents are satisfied with the
quality of food items available in the canteen , 23.33% of the respondents are neutral, 20% of the
respondents are highly satisfied ,17.50% of the respondents are dissatisfied , and 0.83% of the
respondents are highly dissatisfied.

TABLE 1.1.25

TABLE SHOWING ADEQUACY OF FOOD ITEMS SERVED IN THE

CANTEEN

Frequency Percent
highly satisfied 30 25.0
Satisfied 50 41.7

54
 Neutral 27 22.5
dissatisfied 11 9.2
highly dissatisfied 2 1.7
Total 120 100.0

CHART 1.1.25

CHART SHOWING ADEQUACY OF FOOD ITEMS SERVED IN THE

CANTEEN

45
40
35
30
25
41.7
20
15 25 22.5
10
5 9.2
1.7
0
highly Satisfied Neutral dissatisfied highly
satisfied dissatisfied

INTERPRETATION
Its interpreted from the above table that 41.7% of the respondents are satisfied with the
adequacy of food items served in the canteen , 25.5% of the respondents are highly
satisfied ,22.5% of the respondents are neutral, 9.2% of the respondents are dissatisfied , and 1.7%
of the respondents are highly dissatisfied.
TABLE 1.1.26

TABLE SHOWING OVERALL SATISFCATION WITH STATUTORY

WELFARE FACILITIES

Frequency Percent
highly satisfied 61 50.8
Satisfied 38 31.7

55
 Neutral 13 10.8
dissatisfied 8 6.7
Total 120 100.0

CHART 1.1.26

CHART SHOWING OVERALL SATISFCATION WITH STATUTORY

WELFARE FACILITIES

INTERPRETATION
Its interpreted from the above table that 50.83% of the respondents are highly satisfied
with the overall satisfaction of statutory welfare facilities provided by the company,31.67% of
the respondents are satisfied,10.83% of the respondents are neutral, and 6.67% of the
respondents are dissatisfied .
4.2 INFERENTIAL ANALYSIS

CHI SQUARE

AIM:

To test whether there is a association between department of the respondents and overtime
allowance offered by the organization.

NULL HYPOTHESIS :

56
Ho: There is no association between department of the respondents and overtime allowance
offered by the organization.

ALTERNATIVE HYPOTHESIS :

H1: There is association between department of the respondents and overtime allowance offered
by the organization.

TABLE:4.2.1

Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-
187.307a 12 .000
Square
Likelihood Ratio 162.393 12 .000
Linear-by-Linear
95.986 1 .000
Association
N of Valid Cases 120
a. 13 cells (65.0%) have expected count less than 5. The
minimum expected count is 38.

INFERENCE

Since P is lesser than 0.01, alternative hypothesis is accepted at a significance level of 1%.Hence
it is concluded that there is association between department of the respondents and overtime
allowance offered by the organization.

ONE WAY ANOVA TEST

AIM:

To test whether there is a significant difference between experience of the respondents and
satisfaction level of various allowances offered by the company.

NULL HYPOTHESIS :

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Ho: There is no significant difference between experience of the respondents and satisfaction
level of various allowances offered by the company.

ALTERNATIVE HYPOTHESIS :

H1: There is significant difference between experience of the respondents and satisfaction level
of various allowances offered by the company.

TABLE:4.2.1

ANOVA

Sum of df Mean F Sig.

Squares Square
Between
13.392 4 3.348 24.680 .000
Groups
Within Groups 15.600 115 .136
Total 28.992 119

INFERENCE

Since P is lesser than 0.01, alternative hypothesis is accepted at a significance level of 1%.Hence
it is concluded that there is significant difference between experience of the respondents and
satisfaction level of various allowances offered by the company.

INDEPENDENT SAMPLE T- TEST

AIM:

To test whether there is a significant difference between gender of the respondents and overall
satisfaction with the statutory welfare facilities provided by the organization.

NULL HYPOTHESIS :

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Ho: There is no significant difference between gender of the respondents and overall
satisfaction with the statutory welfare facilities provided by the organization.

ALTERNATIVE HYPOTHESIS :

H1: There is significant difference between gender of the respondents and overall satisfaction
with the statutory welfare facilities provided by the organization.

TABLE:4.2.1

Independent sample T-test

Std. Sig.
Std. Error t (2-
GENDER N Mean Deviation Mean tailed)
state your overall
satisfaction with the MALE 49 2.7551 0.94716 .135 -12.015 0.00
statutory welfare
facilities provided by
the company FEMALE 71 1.2254 0.42079 .499 -10.606 0.00

INFERENCE

Since P is lesser than 0.01, alternative hypothesis is accepted at a significance level of 1%.Hence
it is concluded that there is significant difference between gender of the respondents and overall
satisfaction with the statutory welfare facilities provided by the organization.

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 5.1 FINDINGS

 Out of the 120 respondents 58.3% are female employees and 41.7% are male employees.
 It was found that 45% of the respondents belongs to the age group of the 30-35 years, 30%
of the respondents belongs to the age group of the 20-25 years.
 60% of the respondents are primary and 7.5% of the respondents are post graduate.
 35% of the respondents have only 0-5 years experience and 3.3% of the respondents
have only above 15 years.
 53.3% of the respondents are working in packing and 5.8 % of the respondents are
working in accounts department.
 It was observed that 82.5% of the respondents are aware of the welfare measures
provided by the company and 17.5% of the respondents are not aware of the welfare
provided by the company.
 It was found that 55.8% of the respondents are satisfied with the company’s welfare
schemes to the employees whereas 5% of the respondents are dissatisfied.
 It was observed that 39.2% of the respondents are highly satisfied with the various
allowances offered by the company to the employee whereas 1.7% of the respondents
are highly satisfied.

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 It was observed that 41.7% of the respondents are satisfied with the safety equipment and
tools are provided by the company to the employee whereas and 10% of the of the
respondents are dissatisfied.
 It was found that 43.3% of the respondents are satisfied with the medical facility
provided by the company to the employee whereas and 3.3% of the of the respondents
are highly dissatisfied.
 It was found that 40.8% of the respondents are satisfied with the first aid facility provided
by the company to the employee whereas and 1.7% of the of the respondents are highly
dissatisfied.
 It was observed that 37.5% of the respondents are highly satisfied with the ESI schemes
to the employee whereas and 12.5% of the of the respondents are dissatisfied.
 It was found that 45.8% of the respondents are satisfied with the transport facility
provided by the company to the employee whereas and 1.7% of the of the respondents
are highly dissatisfied.
 It was observed that 33.3% of the respondents are highly satisfied with the advances
provided by the company to the employee whereas and 1.7% of the of the respondents
are dissatisfied.
 It was found that 46.7% of the respondents are satisfied with the overall working
environment of the company to the employee whereas and 1.7% of the of the
respondents are highly dissatisfied.
 It was observed that 33.3% of the respondents are highly satisfied with the crèche facility
provided by the company to the employee whereas and 5.0% of the of the respondents
are dissatisfied.
 It was found 59.2% of the respondents are felt that the company provided the required
number of crèche and 40.8% of the respondents are felt that the company not provided
the required number of crèche.
 It was observed that 42.5% of the respondents are satisfied with the drinking water
facility provided by the company to the employees whereas 8.3% of the respondents are
dissatisfied.
 It was found that 42.5% of the respondents are satisfied with the overtime stipend
offered by the company to the employee whereas 1.7% of the respondents are highly
dissatisfied.
 It was observed that 45.8% of the respondents are satisfied with the leave facility of the
company to the employee whereas 1.7 % of the respondents are highly dissatisfied.
 It was observed that 44.2% of the respondents are satisfied with the working hours of the
company to the employee whereas 10.8% of the respondents are dissatisfied.
 It was found that 33.3% of the respondents are satisfied with the yearly bonus offered by
the company and 2.5% of the respondents felt highly dissatisfied.
 It was found that 38.33% of the respondents are satisfied with the quality of food items
available in the canteen and 0.83% of the respondents are highly dissatisfied .
 It was observed that 41.7% of the respondents with the adequacy of food items served in
the canteen and 1.7% of the respondents felt high dissatisfied.

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 It was found that 50.83% of the respondents are highly satisfied with the overall
satisfaction of statutory welfare facilities provided by the company to the employees
whereas 6.67% of the respondents are dissatisfied.
 It was found that there is association between department of the respondents and
overtime allowances offered by the organization . It shows that all department employees
are not provided with the overtime and allowances except package department.
 It was found that there is significant between experience of the respondents and various
allowances offered by the organization . It shows that various allowances provided based
on the experience of the company.
 It was found that there is significant difference between gender of the respondents and
overall statutory welfare facilities provided by the company. It shows that female
employees are given more priority in providing welfare facilities rather than male
employees.

5.2 SUGGESTIONS

 The management may focus to improve the quality of the food provided in the canteen
which is the one of the most important basic amenities and it helps to satisfy the
employees .
 The drinking water facility can be improved.
 Annual medical camps , employee counseling, various health camps should be much
more improved by conducting the health camps at least once in the month.
 The employees are not happy with leave policy of the company and needs to identify the
areas where the company can make some improvements which can help the employees to
balance the work and personal life. .
 The company needs to focus on introducing better and latest safety technologies for the
employees who are working near the dangerous machineries.
 The company can focus on improving the overall welfare activities of the company which
will be motivate the employees to work better.

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 5.3 CONCLUSION

Labour welfare are advocated to maintain a strengthen manpower both physically and mentally.
The study it is observe that kaleesuwari refinery private limited is provided various facilities to
the employees. The management required to provided good facilities to all workers in such way
that workers become satisfied about labour welfare facilities. It increases productivity as well as
quality and quantity. Therefore there is the necessity of making some provision for improving
the welfare facilities through the employees will become happy, employee performance level
become increase. It leads to improve favorable effects of profitability and products of the
organization. At last it can conclude that the employee welfare facilities provided by the
company to employees are satisfied , but still of scope is there for further improvement ,so that
efficiency, effectiveness and productivity can be enhanced to accomplish the organizational
goals.

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64
 BIBILIOGRAPHY
Books

 K. Aswathappa; Human Resources And Personnel Management (New Delhi: Tata

McGraw-Hill Publishing Co. Ltd, 1997), Chapter :14, Pg no: 267-294
 L.M. Prasad; Organizational Behaviour(New Delhi: Sultan Chand & Sons, 2012)
Chapter:9. pg no:217
 C.R Kothari; Research Methodology; Methods & Techniques;(New Delhi: wishwa
Prakashan: 2001 reprint edition) Chapter : 1,3,4,10,11 , pg no : 1,19,39,277,300

Websites:

 www.google.com

 www.wikipedia.org

 www.scribd.com

 www.kaleesuwari.com

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