Sei sulla pagina 1di 3

INTRODUCTION Labour plays a very important role in the industrial production of the country.

The human resource mangers are really concerned with the management of people network. It is necessary to secure the Co-Operation of the labour force in order to increase the production and to earn higher profits. The Co-Operation of labour force is possible only when they are fully satisfied with their employer and the working conditions on the job. In the past, industrialists and the employers believed that their only duty towards their employees was to pay them satisfactory wages and salaries. In course of time with the introductions on the concept of the human resource management, psychological research convinced them that the workers required something more important. In addition to providing monitory benefits, human treatment given to employees plays a very important role in seeking their co-operation. Labour or employer welfare activities benefits not only the workers but also the management in the form of greater industrial efficiency. The human resource managers realize that the welfare activities pay a good dividend in the long run, because they contribute a lot towards the health and efficiency of the workers to boost their morale. The terms labour welfare, employee welfare and workers welfare are generally used interchangeably to denote various services provided by the employees in addition to wages. IMPOERANCE: The importance of labour welfare measures were accepted in 1933, when the royal commission on labour sated benefits which go under this nomenclature are of great importance to the worker usually and which he is unable to secure by himself. The schemes of labour welfare may be regarded as a wage investment, which brings a profitable return in the form of efficiency. 20 years later, the planning commission realized the importance of labour welfare, when it observed in order to get the best out of a worker in the matter of production working conditions require to be improved to a large extent. The worker should at least have the facilities to keep himself in a state of good health and efficiency. This is finally a question of adequate nutrition and suitable housing conditions the working condition should be such as to safeguard his health and protect him against occupational hazards. The work place should provide reasonable amenities for his essential needs the worker should also be equipped with the necessary technical training and a certain level of general education. NEED OF THE STUDY: According to factories Act Labour welfare facilitate are to be provided to the employees. Labour welfare work can be i) Statutory, ii) Non-Statutory. Statutory welfare measures as the term itself indicates are those services whose implementation demand on the coercive power of the Government. This the Government ensures by the enactment of certain rules to enforce the minimum standards of health & safety of workers. You as a Manager would be obliged to fulfill these equipments as they are statutorily enforced on you. Non statutory welfare measures include all those activities which you may undertake for the welfare of your employees on a voluntary basis. We can identify various objectives

for having labour welfare programmed. It could be party humanitarian to enable you works to enjoy a fuller & richer life partly economic to improve their efficiency & partly civic to develop among them a sense of responsibility and dignity as noble citizens of nation. The humanitarian approach has been gradually dominated by a more utilitarian approach. The later views welfare through an economic frame work. Through well through out welfare measures you can agree your employees from the worries of taking care of the basics of living and thereby to devote better attention to them. In this process you are enhancing his efficiency & output. Moreover, through an attractive package of welfare measures you can undoubtedly attract & retain better people. OBJECTIVES FOR STUDY 1. To study the overall view of Nagarjuna Fertilizers & Chemical Limited. 2. To study the labour welfare activities in Nagarjuna Fertilizers & Chemical Limited. 3. To study in particular statutory and non-statutory welfare measures offered by the company. 4. To understand the satisfaction of workers Labour Welfare in Nagarjuna Fertilizers & Chemical Limited. 5. To give suggestion if any to improve the welfare measures. METHODOLOGY: Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. Data is collected through tow ways. Primary data. Secondary data. PRIMARY DATA: The primary data are those which are collected afresh and for the first time, and thus happen to be original in character. It is collected from discussion and personal Interview with the workers, executives, Government official from the Labour Department. SECONDARY DATA: The secondary data are those which have already been collected by someone else and which have already been passed through the statistical processes. It is collected for the Journals, Magazines, Books, Annual Reports and company related websites like etc. LIMITATIONS: 1) The scope of the study is confined to Andhra Region. 2) The project duration is 8 weeks only. This period is not enough to study such huge organization. 3) The study of the project is confined only to the Nagarjuna Fertilizers & Chemical Limited, Kakinada which may not applicable to other fertilizers. 4) A number of biases many creep in to the study because of employees uncertainty about their own view due to tension, anxieties & other things.


Accurate information is not available because of company policies & instructions due to secrecy.