CHAPTER-I

INTRODUCTION 1.1 BACKGROUND OF THE STUDY

Welfare provides the satisfaction to the employee and increases their productivity. It is the responsibility of the organization to provide the benefits to the employees. If employees are satisfied, it increases the productivity of the employees and also provides the growth to the organization. Now a days employees are considered as a valuable asset of the organization. If these assets are glossed over, it leaves an adverse impact on the growth of the organization. Growth and development of the organization is directly proportionate to the welfare of the human power. So the employee welfare is one of the important elements of the organization. Welfares aim is to increase the productivity in an organization. Welfare always has a positive impact on the relationship between management and employees. Welfare is an important function of the Human Resource department. Every department in an organization formulates their objective in accordance with the organization objectives and to achieve those objectives strategies are formulated. Human Resource strategy follows organizational strategy with some interactive linking. Welfare provides the satisfaction to employees to increase their productivity. Training is one of the welfare activities currently. Training refers to the act of increasing the knowledge and skills of an employee for doing a particular job. Training implies activities that teach employees how to perform their jobs better. Selecting people of quality with caliber and potential is not enough in todays competitive world. They need to be trained and groomed to make a bloom and to contribute their best. After a person is selected and appointed to the position or job for which he was selected, the next task for the manager is to see that he adjusts himself in the job as quickly as possible so that he may be able to perform his job efficiently and successfully. He may be in the need of some training to sharpen his knowledge and skills so that he may perform his job well.

Even experienced employees with a long service need to improve their knowledge and skills so as to perform their job in a more efficient way. They also need to update their knowledge and acquire improved skills to retain and improve their position in the organization.

They also need to be groomed and developed to meet their future responsibilities and to reach higher levels of managerial positions. All this requires consistent and continuous programmes of training and development. It is responsibility of the personnel department to devise a continuous and proper training and development programmes to fulfill enterprise present goals and future needs.

1.2

HISTORY OF WELFARE MEASURE

According to Robert Henry Nelson, The medieval Roman Catholic Church operated a far-reaching and comprehensive welfare system for the poor. The concepts of welfare and pension were put into practice in the early Islamic law of the Caliphate as forms of Zakat (charity), one of the Five Pillars of Islam, since the time of the Rashidun Caliph Umar in the 7th century. The taxes (including Zakat and Jizya) collected in the treasury of an Islamic government were used to provide income for the needy, including the poor, elderly, orphans, widows, and the disabled. According to the Islamic jurist Al-Ghazali, the Government was also expected to store up food supplies in every region in case a disaster or famine occurred. There is relatively little statistical data on welfare transfer payments before the Middle Ages. In the medieval period and until the Industrial Revolution, the function of welfare payments in Europe was principally achieved through private giving or charity. In those early times, there was a much broader group considered to be in poverty as compared to the 21st century. Early welfare programs in Europe included the English Poor Law of 1601, which gave Parishes the responsibility for providing welfare payments to the poor. This system was substantially modified by the 19th century Poor Law Amendment Act, which introduced the system of workhouses. It was predominantly in the late 19th and early 20th centuries that an organized system of state welfare provision was introduced in many countries. Otto Von Bismarck, Chancellor of Germany, introduced one of the first welfare systems for the working classes. In Great Britain the Liberal Government of Henry Campbell-Bannerman and David-Lloyd

George introduced the National Insurance system in 1911, a system later expanded by Clement Attlee.

The United States did not have an organized welfare system until the Great Depression, when emergency relief measures were introduced under President Franklin D. Roosevelt. Even then, Roosevelt's New Deal focused predominantly on a program of providing work and stimulating the economy through public spending on projects, rather than on cash payment. Welfare may be provided directly by governments or their agencies, by private organizations, or by a combination. The term welfare state is used to describe a state in which the government provides the majority of welfare services; the phrase also describes those services collectively. Welfare may be funded by governments out of general revenue, typically by way of redistributive taxation. Social insurance-type welfare schemes are funded on a contributory basis by the members of the scheme. Contributions may be pooled to fund the scheme as a whole, or reserved for the benefit of a particular member. Participation in such schemes is either compulsory, or the program is subsidized heavily enough that most eligible individuals choose to participate. Some opponents of welfare argue that it affects work incentives. They also argue that the taxes levied can also affect work incentives.

1.3

IMPORTANCE OF THE STUDY

Employers get stable labour force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation. It improves moral & loyalty of workers. It reduces labour turnover & absenteeism. It helps in improving recruitment, through internal reference. It helps in increasing productivity & efficiency by improving physical & mental health. It helps in improving industrial relation & industrial peace.

1.4 NEED FOR THE STUDY

This study is conducted to know about the Constitutional provisions in Vishal Precision Product (P) Ltd and to find whether Labour welfare helps in providing good industrial relations, to know about the employees satisfaction towards welfare measures and to find out the facilities entitled by Integral Coach Factory.

1.5 PROBLEM STATEMENT

The statement of the problem of this research is as follows: To study about the welfare measures provided to the employees of Vishal Precision Products Private Limited.

1.6 RESEARCH QUESTION

1) Does the company provide better physical and mental health to promote a healthy work environment? 2) Are the employees satisfied with the existing facilities and welfare measures?

1.7 OBJECTIVES OF THE STUDY

To study and analyze the effectiveness of welfare measures provided to the employees of Vishal Precision Products Private Limited. To study and analyze the perception / level of satisfaction of the employees regarding welfare measures provided to them. To study and analyze whether they provide better physical and mental health to workers and thus promote a healthy work environment.

1.8 SIGNIFICANCE OF THE STUDY

Welfare measures may be both voluntary and statutory. Welfare includes anything that is done for the comfort and improvement of employees 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 employees for longer duration, which helps the organization to achieve its goals. Technical information gives the worker the judgment forming, decision- making ability to perform the task in a safe and correct manner.

It has been interpreted to mean that when employees feel important and recognized, they exhibit greater motivation to excel in their work activities. Employee cannot satisfy fully it may be given depends upon the employee cadre and position. Employee welfare is a comprehensive term including various services facilities and amenities provided to employees for their betterment. The basic purpose to improve the lot of the working class. It is a dynamic concept. Employee welfare measures are also known as fringe benefits and services.

1.9 CONCLUSION
A number of alternative approaches to measuring welfare have been developed during the past decades. Each of these approaches has generated specific indicators to evaluate the welfare implications of the economic progress that was made. Unfortunately only a few of these alternative welfare measures have gained widespread acceptance (e.g. the Human Development Index). It is important that all alternative approaches are being supported, since they each contain information that is not captured by the other ones (Diener and Suh, 1997). Furthermore, the different indicators focus each on different aspects of human well-being, so that all of them are needed in order to obtain a complete picture of a societys progress. In developed countries, it is not clear whether economic growth is still contributing to human welfare, and if so, to what extent. The analysis of the Index of Sustainable Economic Welfare suggests that there is a growing divergence between trends in economic growth and economic welfare.

CHAPTER II 2.1 REVIEW OF LITERATURE

Employee welfare has been defined in several ways and its therefore understood in various ways in various countries. According to Mr.Auther James Todd, welfare is series of sharply diverse exist on the motives and merits of industrial welfare works. Thus welfare work may be defined as work for improving the health, safety, general well being and the industrial efficiency of the workers beyond the minimum standards laid down by The Factories Act (1980) and Other Legislation. The whole field of welfare is one in which much can be done to combat the sense of frustration of the industrial worker, to relieve him of personal and family worries, to improve his health, to afford him a means of self expression to other him some sphere in which he can excel all others to help him to wider conception of life. According to a report of the Indian Employee Organization (1972) workers welfare should be understood as meaning such services, facilities and amenities which may be established in or in the vicinity of undertaking to enable the person employed in them to perform their work in healthy, congenial surrounding and provided with good health and high morale. Employee welfare has been defined in several ways and its therefore understood in various ways in various countries. The Employee Investigation Committee (1985) preferred to include under employee welfare anything done for the intellectual, moral, physical, economic betterment of the workers by employers, by government or by other agencies over and above what is laid down by law or what is normally expected of the contractual benefit for which workers may have bargained. According to N.G.Nair and Latha Nair (1977) the protection which society provides for its members though a series of public measure, against & social distress that otherwise would be caused by the stoppage of sustained reduction of earnings resulting from sickness, maternity, employment injury, invalidity, old age and death, provision of medical care and provision of subsided for familiar with children.

According to Garry Dessier (1991) social security federal program that provides three types of benefits; retirements income at the age of 62 and thereafter, survivors or death benefits payable to the employees dependents regardless of age at time of death, and disability benefits payable only if the employees in insured under the social security act. According to H.K. Saharay and N.K.Sahain (1984) commercial and industrial law. It is said that the following are the provisions relating to welfare of workers, sec 42 to 50 facilities for storing and drying, facilities for sitting, shelter, restrooms. Royal Commission on Employee (1993) defines welfare as one which must necessarily be flexible elastic and differs widely with times industry and bearing a somewhat different interpretation in one country from another according to different social customs the degree of industrialization and the educational of the workers. Malhothra, Sharma and Nachhaltar Singh (1997) emphasized for the necessity for good working condition. Services provided by employers in private business and other non-profit organization are as variables as the practice of occupational medicine. Punekar S.D. Peodhar S.B. and Saraswathi Shankaran (1981) stated that veil defines the industrial health working condition as the promotion and maintenance of the highest degree of physical mental and social well being of workers. According to the Committee on Employee Welfare (1985) welfare services should mean such services, facilities and amenities as adequate canteens, rest, recreation facility.

2.1.1 DEFINITION
The term labor welfare is one, which tends itself to various interpretations and it has not always the same significance in different countries. The term welfare as applied to the Industrial worker as author James Remarks, a series of supply diverse option exists on motives merits Industrial welfare work.

2.1.2 MEASURES OF EMPLOYEE WELFARE

Welfare measures are provided mainly by the employers. However government schemes, social set up and charitable agencies may also extent their help all the aimed at improving employee health, economic betterment and social status. There are reasonable welfare measures available to employees through statutory provisions. In most cases collective bargaining helps to improve the degree of welfare facilities. The welfare measures are not rigid. It will be changing all the time. It reflects the personality of the welfare officer on his vision, creativity and understanding the spirit of his work ethics. The welfare measures may also develop the personality of employees to certain extent. Motivate behind providing welfare measures is to create efficient, healthy, loyal and satisfied labour force for the organization. The important welfare measures can be detailed as follows: Housing schemes, medical benefits, education and recreation facilities for workers, families help in raising their standards of living. Because the welfare of their families is taken care of workers pay more attention towards work increasing their productivity. There are statutory and non-statutory welfare schemes. Statutory welfare schemes: The statutory welfare schemes include the following provisions: Drinking water, Medical facilities, First aid facilities, Canteen facilities, Transport facilities, Lighting facilities, Education facilities, Rest room, Washing places etc. Non- Statutory welfare schemes includes; Housing, recreation facilities, and all that one can imagine can be extended to the workers under welfare scheme. Some industries provide schools and college, sports, clubs and teams of their own, scholarships for employees, children etc. all aimed at one thing-keep the employee and get their work done.

2.1.3 FACTORS AFFECTING EMPLOYEE WELFARE

No single factor can be singled out as the reason for the substantial growth in employee benefits. Rather, this growth has resulted from a combination of factors, including industrialization, the influence of organized labor, wage controls, cost advantages, tax advantages, inflation, and legislation. a) Influence of organized labour Since a Supreme Court ruling in 1949, there has been no question about the right of labor unions to negotiate legally for retirement and insurance plans. Although union pressures prior to that time had frequently resulted in the establishment or broadening of employee benefit plans, this Labor unions have also influenced benefits for nonunion employees. Some employers provide generous benefit plans in an effort to discourage their employees from unionizing. In addition, employers with both union and nonunion employees often provide the same benefits for the nonunion employees as are stipulated in the union contracts. b) Wage controls Employee benefit plans grew substantially during World War II and the Korean War when wage freezes were in effect. Although wages were frozen, no restrictions were imposed on employee benefits. Therefore, employee benefits became an important factor in attracting and retaining employees in labor markets characterized by little unemployment. When wage controls were instituted in the early 1970s, however, no unusual growth took place in employee benefit plans because the duration of the controls. c) Cost advantage Because of the economics associated with group underwriting and administration, benefits can usually be obtained at a lower cost through group arrangements than through separate contracts purchased by individual employees. d) Tax advantage The Internal Revenue Code also provides favorable tax treatment to employer contributions for certain types of employee benefits.

The employer may deduct the contributions as usual business expenses, and, within limits, employees will often have no taxable income that results from employer contributions on their behalf. In addition, payments received from some types of employee benefit plans may be received tax free by employees, even if provided by employer contributions. e) Inflation Inflation also affects employee benefits. When benefit levels are related to employees' wages, the level and cost of these benefits will increase as wages increase; when benefit levels are stated as fixed amounts, inflation results in employee pressure for increases. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration, which helps the organization to achieve its goals.

2.3 COMPANY PROFILE

Started in the year 1986,Vishal Precision Products Private Limited is successfully catering to the Engineering industry for over a decade now. Vishal Precision Products Private Limited technical expertise, strict quality control, competitive pricing and prompt delivery can help company reduce tool delivery time and increase its productivity. Vishal Precision Products Private Limited makes standard mold bases as well as custom mold bases incorporating all special machining including pocket opening, finger cam/pin holes and side core holders. It has all the required facilities for machining inspection. It also has qualified personnel to meet any technical demand. It manufacturing Precision

Components, sub-assemblies and many more Indian and abroad customer, For printing, Paper, Textile, Aero, Oil and all the type of Open indent machineries world wide. They have a well equipped engineering industry with advanced CNC (Computer Numerical Control) machines with skilled operators. They have well developed designing department with good number of designers. In their units they have boring machines and other machines, drilling machines for their precision work. The company has effective communication system and an advanced software packages that reduces the work load of the employees and saves the time.

In vishal Precision Products Private Limited the relationship between top level management and the bottom level is cordial and smooth going; all the level of employees are cooperative. The ISO 9001 certifies company caters to the demand for mould based products in that company. They give almost priority to the quality standards and prompt delivery. Vishal Precision Products Private Limited implements uncompromised quality control measures to ensure high quality and reliability in its products.

2.3.1 THE ADDRESS OF THE COMPANY IS AS FOLLOWS

Glory Manor No. 113-A Kaveri Nagar, Vilankurichi Road Peelamedu, Coimbatore. Tamil Nadu - 641 004 (India).

2.4 ORGANIZATION STRUCTURE

Figure showing organization structure
Mr.JAYASELAN.D MANAGING DIRECTOR M DIRECTOR

Mr.PRINCE HERALD MILTON, DEPUTY G.MANAGER

Mr.SUBRAMANIAN .R MANAGER ACCOUNTS

Mr.KRISHNANMOORTHY Sr.MANAGER-MARKETING CNC DEPT

Mr.PRASAD.L.N PRODUCTIONPLANING&CONTROL

Mr.HARISH KUMAR MANAGER-CPPD

Ms.VIMAL SINGH REBECCA CRM

Mr.PRABHAKARAN PRODUCTION

Mr.SANKARA SUBRAMANIAN PRODUCTION

Mr.STEPHEN QC

Mr.JOHNSON.V VENDOR

Mr.RAJA.R ASST.PURCHASE

Mr.NANDAKUMAR.L HARDWARE&NETWORKING

Mr.RAJESH.P OFFICER SYSTEM&HRD

Mr.JOHNSON JEBARAJ ACCOUNTS

Mr.SENTHIL KUMAR ACCOUNTS

Mr.AMALRAJ DESIGN

Mr.JEY KRISHNAN DESIGN

Mr.RAJAN CNC

Mr.JEYASINGH ISSAC,CNC

Mr.MOHANA SUNDRAM QC

Mr.KARTHICK CMM

Mr.SANKAR GANESH QC

Mr.RAMKUMAR

Mr.PREMKUMAR VENDOR

Mr.MOHAN KUMAR STORES

2.5 DEPARTMENT DETAILS

Process flow of the company The process flow of the company consists of various stages. The product to be manufactured should undergo the systematic process flow. The various stages in this process flow are as follows. Marketing Design Purchase Production Production planning and control (PPC) Vendors

Quality control Human resource These various stages, their individual participation in the process flow are clearly explained below

2.5.1 MARKETING DEPARTMENT

The marketing department of a company serves as a mediator between the company and the customer. There are various steps involved in the working of this marketing department. Step 1: Enquiry Enquiry is mostly done by the customers regarding their need of the product, the cost etc. These communications may be either via mail or may written communication. Step 2: Quotation costing Based on the customers requirement the actual cost required to manufacture and the amount that can be set as a cost to the customers are all declared. This declaration depends on many factors. These factors are commonly the following; It depends on the amount of raw material consumed for the manufacture of that particular product, the amount of time the

machines should be used for such as manufacture, the amount of manpower required and also many other factors. Thus the entire costing is done and the bill is pass.

Step 3: Quotation Thus the amount at the end of costing is verified by the authorities and a general cost is fixed for the particular company and the quotation is sent. Step 4: Negotiation The negotiation may be either through mail or through written means. This process is nothing but the verification whether the customers need is satisfied both in cost and in quality. At the end of negotiation there may be two decisions either the order may be cancelled or order may be confirmed. In case of cancellation there may be two reasons for that. The first one is that the company may not be cost effective to the customer. In case of conformity the following procedure take place. Step 5: Placing the work order The work order completely consists of the systematic process to be done for manufacturing the product. The delivery date is also mentioned along with it. This work order is given to the design, purchase and production departments.

2.5.2 DESIGN DEPARTMENT

On receiving the work order form the marketing department along with the entire drawing of the product, part drawings are drawn by them as per the requirement of each machine section and are given to the purchase and production department. They mainly use Auto CAD, Pro-E software for this designing purpose. Mainly engineers study the drawing of the customer. After the clear study of the drawing. Then part drawings are made. They are divided into parts based on the availability of the machines; operators and some of the drawings should also be completed by the vendors. Thus these part drawings help to do the work some efficiently when compared to the whole drawing process. Software used: Auto CAD: This is highly professional software where all the need of a designer are met completely. Pro-E: This is also designing software which highly facilitates 3D drawings.

Master CAM: This software enables clear layering of the drawings by which in turn part drawings are able to be drawn.

2.5.3 PURCHASE DEPARTMENT

They study the drawings completely. Then they analyze the requirement of the drawing. The materials required are sorted out and then bill is placed to the supplier. They possess almost all the details of the suppliers. They go for different suppliers for different items as per their specialty. This purchase may be again classified as follows. Stores: The purchase order [P.O] is placed by the purchase department. The standard items are bought and stored. These kind of bought-out materials are bought and stored permanently regardless of the work order. Raw materials: The raw materials needed for the manufacture of the product is bought based on the P.O. usually iron, aluminum, plastic serve as the best raw materials. This is bought according to the need of the work order. The bill is issued for the specific W.O. and the bill is recognized by this number. This is also called material inverting. When the material is supplied by the supplier an invoice and delivery chelan is placed.

2.5.4 PRODUCTION DEPARTMENT

Based on the part drawing given by the design department and based on the materials available the production department analyses whether the jobs has to done in house or vendors. This decision on the availability of the machines, tools and also to manage the time. Production planning and control The operations required for manufacture of the product are analyzed. For any work order sizing is the first operation. The raw materials are first sized. Then the stage report is prepared for the various other operation some of which may be diverted to the vendors.

Then the operations to be performed by the individual machines are classified. Then the corresponding operators of the machines are given their respective jobs. This is called scheduling. This is done on daily basis. Based on work order their duty is assigned for both day and night shift operations. Job card entry is the process where the operator enters the operation done by him. The actual required for the operation and the total time required by the operator are all observed. Based on this entry rating of the operation is done. This helps to encourage them. Vendors The job to be performed external to the in house is given to the vendors. They perform the required operation and return the finished products. Mostly some intermediate jobs like welding are given outside. They have a specific issue number. The delivery date is also specified and the delivery is also based on the issue number.

2.5.5 QUALITY CONTROL DEPARTMENT

The duty of the quality control department is to determine the quality of the product. Thos analysis is done for both in house and vendor products. They check for accuracy. In case of error a non conformity report is given by this department. If an error occurs in the vendors product, the calculated amount is debited from their account. If it is an in house product the respective operator is warned about. If it is repeated then IPRR-in process reason report is received from the operator. This may also lead to salary deduction. Thus based on the consistency of the product manufactured the quality check is done at periodic intervals. The quality control department makes use of some computer controlled machines such as the Capability Maturity Model(CMM) to check the accuracy of the product.

2.5.6 HUMAN RESOURCE DEPARTMENT

Human resource is considered to be the most important and the most efficient department in an industry only if the human source is functioning properly it will be lead to the smooth functioning of an industry. It is very easy to control 100 machines when compared to a single man. Thus the human resource department completely takes care of the employee management.

a) Payroll When an employee is appointed the entire details about him are collected and placed in the companys record. This can be later referred to whenever needed. From the time the employee is registered all his activities inside the organization is clearly monitored. When found to be caught for any illegal affairs them there is a black mark in his resume. On the other hand if the employee is found to be very sincere and fruitful worker then the company recognizes it. He may be awarded with an increment in his salary or other special allowances. b) Attendance management: Is another important criterion of this department? The daily records show the punctuality and sincerity of the workers. This is maintained by the human resource department. There is a time keeper at 5 the gate who clearly watches over regarding the punctuality of the staffs. Thus the human resource department serves as the backbone of any industry.

2.6 PRODUCT PROFILE

Vishal Precision Products - include Die casting dies, Drill jigs and Fixtures, Die housings and Precision machining

Vishal Precision Products is a leading manufacturer of standard mould bases and custom mould bases for various industrial applications. The products range covers mould bases, pressure die castings, dies, die housings, drill jigs, fixtures, precision machining and mould maker accessories.

Established in 1986, Vishal Precision Products has carved a niche for itself in the mould business. The ISO 9001-certified company caters to the demand for mould based products in the industry.

All custom mould bases come with specially machined features, including pocket opening, finger cam / pin holes and side core holders. Vishal Precision Products implements uncompromised quality control measures to ensure high quality and reliability in its products.

a) Mould base / Mould maker accessories Precision machining products include mould base, mould maker accessories, gauges, templates, job works, export components, etc. The company offers customized mould base, mould maker accessories and products for precision machining to its customers. The range of products for precision machining and mould maker accessories are widely accepted in the industry. Vishal Precision Products manufactures precision tool dies including progressive die, mould maker accessories and forming tools at high level of accuracy. Vishal manufactures mould base and mould maker accessories for plastic injection moulds, die housings for pressure die casting dies and plate die for press tools. Precision Precision Products machining includes pillars, bushes, stop buttons, ejector systems finger cam and other mould maker accessories, which are accurately machined and fitted.

b) Pressure die casting dies The mould base of the company includes pressure die casting dies and die housings. Die housings for pressure die casting dies are widely used in different industries. The company customizes the mould base, including pressure die casting for plastic injection moulds. A variety of plate die sets under the pressure die casting dies for press tools are available at global quality standards. Vishal Precision Products customizes the pressure die casting dies for various requirements of customers.

c) Drill jigs and Fixtures Using state-of-the-art technology, Vishal Precision Products produces drill jigs and fixtures for grinding, turning, milling, boring, CNC machining, etc. In addition to drill jigs and fixtures, Vishal Precision Products also manufactures sub assemblies, assembly fixtures and testing fixtures. Under the drill jigs and fixtures category, a variety of products are being developed by the company. The other range of drill jigs and fixtures include critical profiles for fitting inserts (pockets, bores) and slots for side cores and guide rails. These profiles under the drill jigs and fixtures category can be machined to the required tolerance by computer numerical control (CNC) machines.

2.7 CONCLUSION
This chapter presented a review of the literature regarding the constructs of the proposed model. It began with a discussion of Emotional Labour, display rules, the acting paradigm, the research framework, and the consequences of Emotional Labour. Issues concerning the quantitative approach to studying Emotional Labour were also discussed. Based on the proposed theoretical model, this chapter presented the antecedents, consequences, and moderators of Emotional Labour in detail. Based on the relationships among the constructs, research hypotheses were formulated and discussed.

CHAPTER-3 RESEARCH METHODOLOGY

3.1 RESEARCH METHODOLOGY AND ITS SIGNIFICANCE

Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In this study the researcher is trying to solve the research problem. In order to achieve this, it is necessary for the researcher to know not only the research techniques but also the methodology of doing a research. For an effective decision making process, an accurate and timely information is highly necessary for any level of managers in an organization. Gathering such sound information are possible only with an effective research methodology.

3.2 DESIGN OF THE STUDY

Considering the nature of the problem and the data required for the study, the researcher has decided to adopt survey method of collecting data. A survey design can be defined as the plan for conducting the research. the research design is the blueprint for fulfilling objectives and answering questions (Cooper and Schindler, 2007).

3.3 RESEARCH SETTING AND STUDY POPULATION

A research setting can be defined as the natural or artificial field to carry out the research study. In natural setting, field studies are conducted. Artificial environment are staged in lab or field experiments. In the present study, the research setting was in Vishal precision products private limited, Coimbatore.

A study population is defined as a well-defined collection of individuals in a study, known to have similar and binding characteristics or traits. The respondents of the present study were the permanent employees of Vishal precision products private limited, Coimbatore and included both the top management and the functional level employees.

3.4 SAMPLE DESIGN

A sample is a part of the target population, carefully selected to represent that population (Cooper and Schindler, 2007). In the sampling design, elements are selected individually (unrestricted) or in a controlled way (restricted) from the list of all objects in the population (Krishnaswamy, Sivakumar, Mathirajan, 2006). The present study has adopted convenience sampling method.

Whoever is easily accessible, subjects who are cooperative, or subjects who can articulate are chosen and hence it is called as convenience sampling. The study was undertaken among 100 respondents.

3.5 CONSTRUCTION AND STANDARDIZATION OF THE RESEARCH TOOL

The data collection was done with the aid of a questionnaire. The questionnaire was made based on the insights of literature review and pilot testing. The questionnaire was distributed to the respondents and they were asked to complete it in a convenient location. The questionnaire consists of the Demographic Survey which includes the various data such as gender, age, educational qualification, department, total number of years of experience in the current organization and total years of work experience. The questionnaire included the employee welfare measures Scale which was article in job welfare inventory.

3.6 PILOT STUDY

A pilot test was conducted to detect to check if the questionnaire is understandable, the feasibility of using the instrument and to check for the average time taken complete the questionnaire.

3.7 COLLECTION OF FINAL DATA

Considering the objectives of the present study the researcher conducted the data collection from January 9, 2012 to February 9, 2012 at Vishal precision products private limited, Coimbatore. A total of 100 responses were collected from the permanent employees of Vishal precision products private limited, Coimbatore.

The time taken by the employees to complete their questionnaire was approximately 25 minutes on an average.

3.8 STATISTICAL TOOLS USED

The collected data was subjected to the following analysis to investigate research question formulated for the present study, by using the SPSS (Statistical Package for Social Sciences) software.

Only percentage analysis was done to analyze the date collected.

3.9 LIMITATIONS OF THE STUDY

a) The time period for data collection was limited to one month. b) It was a real challenge to garner responses from the participants as they were busy with their hectic work schedule. c) There may be errors due to biased opinion of the respondents.

3.10 CONCLUSION

In this chapter, the researcher has attempted to present and discuss the research methodology undertaken to complete the study. Further this chapter also provides the types of statistical techniques employed and limitations of the study. The next chapter will deal with the analysis and interpretation of the data.

CHAPTER-5

FINDINGS, SUGGESTION AND RECOMMENDATION

5.1 GENERAL
This chapter explains the findings, suggestion, recommendations and conclusions of the research study. Findings are derived from the analysis of data. Suggestions are based on findings and in this chapter recommendations for future researchers are also made.

5.2 FINDINGS
79% of the respondents are working in production department. 98% of the respondents are male. 42 % of the respondents are in between the age group of 30-40. 76 % of the respondents is married. 34% of the respondents have 5-10 years experience. 32 % of the respondents are diploma. 54 % of the respondents earns above 9000. 74 % of the respondents an satisfied in their bonus and salary increments. 32% of the respondents are dissatisfaction in their canteen facility. 36 % of respondents are dissatisfaction in their transport facility. 70 % of respondents are satisfaction in their medical facility. 43 % of respondents are dissatisfaction in their rest room facility. 42 % of respondents are dissatisfaction in their recreational facility. 46 % of respondents are satisfaction in their education facility. 40 % of respondents are satisfaction in the housing facility. 54 % of respondents are satisfaction in their first aid facility. 41 % of respondents are satisfaction and highly satisfactory in their toilet facility. 76 % of respondents are satisfied with employee welfare measures provided by the company.

 The study shows that 54% respondents agree to the fact the welfare measures help in creating better industrial relation, 14% respondents strongly agree, 14% respondents neither satisfied and nor dissatisfied, 14% respondents strongly disagree,14%

respondents disagree to the fact the welfare measures help in creating better industrial relation. The study shows that 54% respondents agree to the fact the welfare measures build greater loyalty to the company,14% respondents strongly agree, 18% respondents neither satisfied and nor dissatisfied, 2% respondents strongly disagree,12%

respondents disagree to the fact the welfare measures build greater loyalty to the company. The study shows that 44% respondents agree to work with team spirit, 36% respondents strongly agree, 12% respondents neither satisfied and nor dissatisfied, 4% respondents strongly disagree, 4% respondents disagree to work with team spirit of the company. The study shows that 32% of the respondents feel that the welfare measures always help to satisfy their needs, 40% of the respondents almost always, 16% of the respondent sometimes, 12 % of the respondent are seldom. The study shows that 24% of the respondents are solving problem faced by employees always, 36% of the respondents almost always, 22% of the respondent sometimes, 10 % of the respondent are seldom, 8% of the respondents never. The study shows that 46% of the respondents satisfied to the safety helmets given by the organization, 18% respondents are highly satisfied, 18% respondents are dissatisfied, 12% respondents are highly dissatisfied, 6% respondents are neutral. The study shows that 52% of the respondents satisfied to the leather gloves given by the organization, 14% respondents are highly satisfied, 24% respondents are dissatisfied, 2% respondents are highly dissatisfied, 8% respondents are neutral. The study shows that 46% of the respondents satisfied to the safety shoes given by the organization, 30% respondents are highly satisfied, 20% respondents are dissatisfied, 4% respondents are highly dissatisfied. The study shows that 30% of the respondents satisfied to the safety boots given by the organization, 12% respondents are highly satisfied, 22% respondents are dissatisfied, 20% respondents are highly dissatisfied, 16% respondents are neutral.

 The study shows that 24% of the respondents satisfied to the safety belt given by the organization, 4% respondents are highly satisfied, 28% respondents are dissatisfied, 24% respondents are highly dissatisfied, 20% respondents are neutral. The study shows that 32% of the respondents to use of above safety measure always, 46% of the respondents almost always, 12% of the respondent sometimes, 4 % of the respondent are seldom, 6% of the respondents are never. 64 % of the respondents is highly satisfied in their drinking water facility. 60 % of the respondents is highly satisfied in their ventilation and lightning facility. The study shows that 48% of the respondents satisfied to the provident fund given by the organization, 42% respondents are highly satisfied, 4% neither satisfied and nor dissatisfied, 6% respondents are dissatisfied. The study shows that 64% of the respondents satisfied to the pension given by the organization, 10% respondents are highly satisfied, 8% neither satisfied and nor dissatisfied, 18% respondents are dissatisfied. The study shows that 30% of the respondents satisfied to the insurance scheme given by the organization, 18% respondents are highly satisfied, 10% neither satisfied and nor dissatisfied, 34% respondents are dissatisfied, 8% respondents are highly dissatisfied. The study shows that 54% of the respondents satisfied to the gratuity given by the organization, 10% respondents are highly satisfied, 8% neither satisfied and nor dissatisfied, 18% respondents are dissatisfied, 10% respondents are highly dissatisfied. It was found that majority of the employees are satisfied with the training programs provided by the company.82% of the respondents say yes, 18% of the respondents say no. It was found that majority of the employees effectiveness,72% of the respondents say yes, 28% of the respondents say no.

5.3 SUGGESTIONS
The management of Vishal Precision Products (P) Ltd takes care of the welfare of the employees. However few suggestion are made that would make the employees happier. They are as follows; Organization should ensure healthy working condition as workers feel that management takes little interest in improving the welfare facilities of the workers. Organization should be focusing its attention on to the overall development of workers. Management should provide cool drinking water, spittoons and more clean washrooms. The company should improve the incentive plan. Company may try to maintain the present satisfactory level of the employees and reach greater height in future. The company should pay more attention for improving the safety measures. The company may increase the salary for all the employees. The company may increase the bonus to make the employees more satisfied. The company may provide more rest room facilities to make employees comfortable. The company may make some additional recreational facility to make employees relax. The company may concentrate on making educational facilities to make employees better in skills and knowledge. The company may provide safety shoes and safety boots to the employee to make their work easier and safer. The company may provide some additional transport facilities to the facilities to make improve employees conveyance.

5.4 RECOMMENDATION FOR FUTURE RESEARCH

Employee welfare measures at vishal precision product private limited play vital roles in the effective functioning of any organization. This is being evident from existing research on welfare measures. This study found that organization must focus their attention towards investing to cater better welfare measures within the organization. The present study can be done in a larger search in the same company to get better insights to the findings. The present study can be conducted in various other industries with different characterstics of respondent participating, which would further expand and confirm the welfare field of research in this area. Future research might also explore the implication of welfare measures on the organizations. It will be beneficial to develop a new conceptual framework to be developed to measure the welfare measure and the study can be carried out in various industries to generalize the results.

5.5 CONCLUSION
Vishal Precision Products (P) Ltd has provided many benefits and facilities to their employees. This report would surely be useful to the management to know about the opinion of the employees on those benefits with the help of this report, the management can also take any remedial measures to necessarily motivate the employees by providing adequate welfare facilities and other fringe benefits. This study revealed employee satisfaction levels, with the welfare provisions offered by the company. If the company can get the suggestions from the employee; it will enhances satisfactory levels of the employees. This may leads to raise the employees morale in their employment and any concern can succeed through the employees who are the main assets of an organization and not through the technology, experts and specialists alone.

REFERENCES
The machinery, technology and other imported items are not important to the organization the main important one to the organization is the employees, they are asset to the organization. The organization can grow only along with the growth of the employee in the organization and it can reach the greatest height if the employees in the organization are fully satisfied and dedicated to the organization for its growth.

References: C.R. Kothari Research Methodology Methods and Techniques 2nd Revised edition New Age International Publisher, New Delhi. K. Aswathappa, Human Resource Management 5th edition Tata Mc Graw Hill Education Private Limited, New Delhi. Edwin B.Flippo, Personal Management, New York Mc Graw Hill Book and company, 1984. Stephen P. Robbins Organizational Behavior 13th edition Pearson Education.Inc R.S. Bhardwaj, Business Statistics 2nd edition Excel Books, New Delhi. L.M. Prasad, Organization Behavior, 2nd edition; Sultan Hand & Sons, New Delhi. N.D.Kapoor, elements of industrial Law, 1999,10th edition, Sultan Chand & Sons.

APPENDIX
Place: Coimbatore Date: 26.12.2011

Dear Respondent, For my MBA major project, as a student of SNT Global Academy of Management Studies and Technology, Coimbatore, I am carrying out a study on Effectiveness of Employee Welfare Measure at Vishal Precision Product Private Limited Coimbatore. I am collecting the data from over 100 Professionals employees in the Precision industry of a private sector. I request you to participate in gathering the data in this project. The following page contains some questions / statements. There are no rights or wrong answer these questions / statements. Please give your answers, Kindly, without discussing with your co- workers. All data will be kept confidential. Specific individual will not be mentioned in the report.

Thanking you for your participation,

Anbuselvan.A 08056850857 a.s.anbuselvan007@gmail.com

APPENDIX A STUDY ON EMPLOYEE WELFARE MEASURES WITH SPECIAL REFERENCE TO VISHAL PRECISION PRODUCTS PVT.LTD PEELAMEDU, COIMBATORE. QUESTIONNAIRE
1) Department: ----------------------------------------------------------------------2) Sex (a) Male 3) Age (a) Below 20 years (c) 30-40 years 4) Marital status (a) Married (b) Unmarried (c) Divorced (b) 20-30 years (d) above 40 years (b) Female

5) Educational qualification of the employees (a) SSLC (d) Degree 6) Monthly Salary (a) Below 3000 (c) 6001 to 9000 7) How long you have been working in this organization? (a) Below 5 years (c) Above 10 years to 15 years (b) Above 5 years to 10 years (d) Above 15 years (b) 3001 to 6000 (d) Above 9000 (b) ITI (e) Illiterate (c) Diploma (f) Others

8) Are you satisfied with bonus provided by your company? (a) Highly Satisfied (d) Dissatisfied (b) Satisfied (c) Neither satisfied and Nor dissatisfied

(e) Highly Dissatisfied

9) Are you satisfied with the welfare measures provided at your company? (a)Highly Satisfied (d) Dissatisfied (b) Satisfied (c) Neither satisfied and Nor dissatisfied

(e) Highly Dissatisfied

10) Give your response for the following statement (Strongly Disagree = SD, Disagree = D, Neither satisfied and Nor Dissatisfied NAND, Agree A, Strongly Agree SA) Welfare measures help to Strongly Disagree Create better industrial relation Build greater loyalty to the company Helps for team spirit Disagree Neither satisfied and Nor Dissatisfied Agree Strongly Agree

11) What is your opinion about the following welfare measures at your company? (Highly Satisfactory HS, Satisfactory S, Neither satisfied and Nor Dissatisfied NAND, Dissatisfactory D, Highly Dissatisfactory HDS)

Highly WELFARE Satisfactory MEASURES Satisfactory

Medical Facilities Canteen Facilities Rest Room Facilities Recreational Facilities Education Facilities Transport Facilities

Neither satisfied Dissatisfactory and Nor Dissatisfied

Highly Dissatisfactory

Housing Facilities First Aid Facilities Toilet Facilities

12) Do the welfare measures satisfy your needs? (a) Always (d) Seldom (b) Almost Always (e) Never (c) Sometimes

13) To what extent the welfare help in solving the problem faced by employees? (a) Always (d) Seldom (b) Almost Always (e) Never (c) Sometimes

14) Are you satisfied with the precision of following safety measures? Provision of safety measures Safety helmets Leather gloves Safety shoes Safety boots Safety belt Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied Neutral

15) Do you make use of the above safety measures provided to you? (a)Always (d) Seldom (b) Almost Always (e) Never (c) Sometimes

16) Are you satisfied with the drinking water facility? (a)Highly Satisfied (c) Dissatisfied (b) Satisfied (d) Highly Dissatisfied

17) Are you satisfied Ventilation and lightning in your work area? (a) Highly Satisfied (d) Dissatisfied (b) Satisfied (c)Neither satisfied and Nor dissatisfied

(e) Highly Dissatisfied

18) To what extent you are satisfied with the following provisions?

Particular 1.Provident fund 2.Pension 3.Insurance Scheme

Highly Satisfied

Neither satisfied Highly Satisfied Dissatisfied and Nor Dissatisfied dissatisfied

4.Gratuity

19) Have you attended any safety training programme conducted by your company? (a) Yes (b) No

If yes, was the safety training programme effective? (a)Yes (b) No

Thank you