A STUDY ON EFFECTIVENESS OF EMPLOYEE WELFARE

MEASURES WITH REFRENCE TO TAGROS CHEMICALS

INDIA PRIVATE LIMITED

PROJECT REPORT
Submitted by
SUSHMITHA B
ENROLLMENT NO: 6522390001

MBA -Human Resource Management

Under the Guidance of

Dr. G. BHUVANESWARI Assistant professor
Department of Commerce (Bank Management)
St. Joseph College of Arts & Science
Cuddalore

Directorate of Distance Education

Pondicherry University
Puducherry
A STUDY ON EFFECTIVENESS OF EMPLOYEE WELFARE
MEASURES WITH REFRENCE TO TAGROS CHEMICALS
INDIA PRIVATE LIMITED

PROJECT REPORT

Submitted by
SUSHMITHA B
ENROLLMENT NO: 6522390001

MBA -Human Resource Management

Under the Guidance of

Dr. G. BHUVANESWARI Assistant professor
Department of Commerce (Bank Management)
St. Joseph College of Arts & Science
Cuddalore

Directorate of Distance Education

Pondicherry University
Puducherry
BONAFIDE CERTIFICATE

This is to certify that the project work entitled - A STUDY ON EFFECTIVENESS OF

EMPLOYEE WELFARE MEASURE WITH REFRENCE TO TAGROS CHEMICALS
INDIA PRIVATE LIMITED is a bonafide work done by B.SUSHMITHA Master of
Business Administration in Human resource Management major by Pondicherry University
during the academic year 2022-2024.

GUIDE
Dr. G. BHUVANESWARI Assistant professor
Department of Commerce (Bank Management Studies)
St. Joseph College of Arts & Science.
Cuddalore

Submitted for viva-voice examination held on _____________________________

EXTERNAL EXAMINER
DECLARATION

I. Ms. B.SUSHMITHA hereby declare that the Project work titled “A STUDY
ON EFFECTIVENESS OF EMPLOYEE WELFARE MEASURE WITH
REFRENCE TO TAGROS CHEMICALS INDIA
PRIVATE LIMITED” is the original work done by me and submitted to the
Pondicherry University in partial fulfilment of requirements for the award of
Master of Business Administration in Human Resource Management is a record
of ordinal work done by me under the supervision of Dr. G. Bhuvaneswari of
St. Joseph College of Arts and Science, Cuddalore.

Enrolment NO: 6522390001

Date:

Signature of the student

(B.SUSHMITHA)
ACKNOWLEDGEMENT

First and foremost, I thank the Almighty god for having kindness upon helping me
throughout the entire project and in completing my work successfully.

I have been fortunate enough to get timely advice and support from a host of people to
whom I shall remain grateful.

I express my sincere thanks and deep sense of gratitude to our management of St.
Joseph's college of Arts and Science (Autonomous) Cuddalore-607001. Chairman
& Management Director Shri. Rev. Dr. Francis Kalist and Shri. Rev. Dr. M.
Swaminathan, Secretary-SJC Trust for providing necessary and essential facilities to
do this project.

I am extremely grateful to our principal Dr. M. Arumai Selvam for his support and
encouragement for the completion of my project report.

I take this opportunity to express my heartfelt thanks to Fr. Alex, St. Joseph College of
Arts and Science College, Cuddalore, for his support and cooperation to undertake and
complete the project works.

I am extremely thankful to Mr.Punniyaseelan, St. Joseph College of Arts and Science

College, Cuddalore who extended his greater support throughout the academic year.

It gives me extended and immense pleasure to record my gratitude to my Internal Guide,

Dr.G.Bhuvaneswari St. Joseph College of Arts and Science College, Cuddalore for her
valuable guidance and untiring support and cooperation in completing the project work.

My heartfelt thanks to all the respondents who have cooperated in completing this
project successfully.

Finally, it is my foremost duty to express my gratitude to my parents and friends for

their support and encouragement without which I wouldn't have been able to complete
this project work

.
 TABLE OF CONTENTS

CHAPTER NO TITLE PAGE NO

EXECUTIVE SUMMARY
LIST OF TABLES
LIST OF CHARTS
1 INTRODUCTION AND DESIGN OF THE STUDY
1.1 Concept of employee welfare
1.2 Problem of study
1.3 Scope and significance
1.4 Brief review of studies
1.5 Objectives of the study
1.6 Research design
1.7 Chapter plan
2 PROFILE OF THE STUDY UNIT
2.1 Company profile
3 DATA ANALYSIS AND INTERPRETATION
3.1 Percentage analysis
3.2 Chi square analysis
4 FINDINGS, SUGGESTIONS AND CONCLUSION
4.1 Findings
4.2 Suggestions
4.3 Conclusion
BIBLIOGRAPHY
QUESTIONNAIRE
EXECUTIVE SUMMARY
Employees' play a key role in the existence and growth of any organization. The
present study was undertaken with such a task in mind and it aims at unearthing the
strengths and weakness of the welfare measures in that is the prevalent in the
organization that sponsored this project work. The degree of success that individual
employees having and reaching their individual goals is important in determining
organizational effectiveness. If the organizations do not bother about the employees
benefits, but expect efficient and high performance from them, it is a mere waste.
So there is utmost need for the employee's welfare in any type of organization.
Organizations have to provide welfare facilities to their employees to keep their
motivation levels high.
The assessment of how successful employees have been at meeting their individual
goals therefore becomes a critical part of human resource management. This led us
the topic of Employees welfare management and this project aims at knowing
welfare system. In his project the work atmosphere and the welfare measures
provided by the organization has studied. It also aims at finding out the employee’s
relationship with the management.
This survey is done within the organization of Tagros Chemicals India Private
Limited. The sample size is 75. The data was collected by administering
questionnaire and by adopting direct personal contact method. The persons met are
all employees of the concern. Collections of data were analyzed and tabulated in a
sequential manner and the interpretations are given along with tabulation. The
conclusion and suggestions are also given in this report for the improvement of this
system in the organization.
 LIST OF TABLES

TABLE NO PARTICULARS PAGE NO

3.1.1 Age Of Respondents
3.1.2 Educational Qualification of respondents
3.1.3 Work experience of respondents
3.1.4 Monthly income of respondents
3.1.5 Awareness of first aid treatment for various aliments
3.1.6 Satisfaction with present leave policy of the organization
3.1.7 Satisfaction with canteen facilities provided by the
organization
3.1.8 Satisfaction with the working hours of the organization
3.1.9 Satisfaction with the withdrawal facilities in the employee
provident fund scheme
3.1.10 Rating the advance/loans provide by the organizations
3.1.11 'Welfare facilities provided will motivate work to work
sincerely'-how far you agree with the statement?
3.1.12 Satisfaction with the types of bonuses given by the company
to their employees
3.1.13 Satisfaction with the following measures mentioned below in
the organization
3.1.14 Ranking the sanitary facilities in the company
3.1.15 Classification of accident / incident investigation
3.1.16 Safety Maintenance Plan for equipment’s in the premises
3.1.17 Classification of training on the event of fire
3.1.18 Classification of elimination of manual handling
3.1.19 Classification of machinery & equipment’s inspected and
serviced by competent person
3.1.20 Classification of training in safe use of equipment’s
3.1.21 Classification of safety devices like Gloves, Helmets, Shoes,
and Dresses given by the company
3.1.22 Classification of proper discharge of hazardous chemical
waste
3.1.23 Classification of proper education on utilization of hazardous
chemicals
3.1.24 Job satisfaction and safety and health measures using
chi’square analysis
 LIST OF CHARTS

CHART NO PARTICULARS PAGE NO

3.1.1 Age Of Respondents
3.1.2 Educational Qualification of respondents
3.1.3 Work experience of respondents
3.1.4 Monthly income of respondents
3.1.5 Awareness of first aid treatment for various aliments
3.1.6 Satisfaction with present leave policy of the organization
3.1.7 Satisfaction with canteen facilities provided by the organization
3.1.8 Satisfaction with the working hours of the organization
3.1.9 Satisfaction with the withdrawal facilities in the employee
provident fund scheme
3.1.10 Rating the advance/loans provide by the organizations
3.1.11 'Welfare facilities provided will motivate work to work
sincerely'-how far you agree with the statement?
3.1.12 Satisfaction with the types of bonuses given by the company to
their employees
3.1.13 Satisfaction with the following measures mentioned below in the
organization
3.1.14 Ranking the sanitary facilities in the company
3.1.15 Classification of accident / incident investigation
3.1.16 Safety Maintenance Plan for equipment’s in the premises
3.1.17 Classification of training on the event of fire
3.1.18 Classification of elimination of manual handling
3.1.19 Classification of machinery & equipment’s inspected and
serviced by competent person
3.1.20 Classification of training in safe use of equipment’s
3.1.21 Classification of safety devices like Gloves, Helmets, Shoes,
and Dresses given by the company
3.1.22 Classification of proper discharge of hazardous chemical waste
3.1.23 Classification of proper education on utilization of hazardous
chemicals
CHAPTER 1
INTRODUCTION
Welfare measures are something that is available to employees in addition to regular
wages and other economic benefits under legal provisions and collective bargaining.
The perseverance of employee welfare is to improve the working class which in turn
makes a worker a good employee and a happy citizen. Employee welfare means
anything done for the comfort and (intellectual or social) improvement of the
employees, over and above the wages paid.

According to International Labor Organization - “Employee welfare should be

understood as such service, facilities and amenities which may be established in or in
the vicinity of undertakings to enable the persons employed in them to perform their
work in healthy and peaceful surroundings and to avail of facilities which improve
their health and bring high morale”.

1.1CONCEPT OF EMPLOYEE WELFARE

Employee welfare is a dynamic concept as new welfare measures are added to the
existing ones along with social changes. It is also a comprehensive concept. The
modern concept of employee welfare entails all those activities of the employers
which are directed towards providing the employees with certain facilities and
services in addition to wages or salaries. Employee welfare is a dynamic concept as
new welfare measures are added to the existing ones along with social changes. It is
also a comprehensive concept. The modern concept of employee welfare entails all
those activities of the employers which are directed towards providing the employees
with certain facilities and services in addition to wages or salaries.

These are not a form of employers’ goodwill or charity to the workers, but are
facilitative services to build and maintain the morale of the workers to achieve the
objectives of the organization. It is not only in the interest of the employees to provide
them with necessary medical benefits, recreation facilities, retirement benefits, etc.,
but also in the interest of the organization itself. The employees feel satisfied if they
are provided with such services and they also feel committed to the organization.
Though welfare services are merely maintenance factors and not motivators, yet they
are necessary for the health of the organization since they bear close connection with
the productivity of the employees.

The basic features of employees:

 Labor welfare includes various facilities, services and amenities provided 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 provisions and collective bargaining.
 Labor welfare measures are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
 Welfare measures may be introduced by the employers, government, employees or
by any social or charitable agency.
 The purpose of labor welfare is to bring about the development of the whole
personality of the worker to make him a good worker and a good citizen.

1.1.1 OBJECTIVES OF EMPLOYEE WELFARE:

a) To enhance the level of morale of employees and to retain skilled and talented workers.

b) To create a loyal, contented workforce in organization and to develop better human relation.

c) To develop a better image of the company in the minds of the employees.

d) To enable the workers to live comfortably and happily and to prevent social evils like
drinking, gambling through improvement of working conditions, cultural activities and social
conditions.

e) To develop efficiency of the workers and measure their working conditions,

f) To reduce influence of trade unions over the workers.

g) To make the workers know that the company takes care of them.
h) To study the Effectiveness of employee’s safety and health measures
i) To study about the safety and health measures

j) To identify the areas requiring attention and provide valuable suggestions to improve the safety
and health measures of employees
k) To develop positive attitude towards job, company and management.
l) To reduce tax burden.
m) To develop a feeling of satisfaction of employees with the company.

1.1.2 WHY EMPLOYEE WELFARE IS IMPORTANT

a) Lack of strong trade union movement – In the absence of strong trade unions
and effective leaders, welfare work helps the workers in the industry to stand on their
own feet, think properly and systematically of their interests, progress hand in hand
and participate in the nation’s development.

b) Poverty – Poverty is one of the main reasons behind the provisions of labor
welfare activities. Indian workers in majority are poor, and are, therefore, unable to
provide a healthy living for their families and good education for their children.

c) Illiteracy – In India, the number of educated workers is low. Being illiterate, they
are unable to receive advanced industrial training, understand the problems in
industries, and understand their own interests and those of nations
.
d) Low level of health and nutrition – Due to poverty and illiteracy, the
workers remain unhealthy and ill fed. This reduces their productivity and efficiency.

e) Lack of healthy recreation – Due to lack of healthy recreation, the workers

indulge in crime and other wrong activities. The employer should provide means of
healthy recreation in order to maintain their efficiency.

f) Lack of training – The number of trained workers in India is very low. Thus,
it is necessary to have training facilities for such a vast workforce.

1.1.3 EMPLOYEE WELFARE APPROACHES:

The different approaches to employee welfare reflect the evolution of the concept of
welfare. Earlier, the Government of the land had to compel the industrial houses to
provide the basic amenities to their employees. Such compulsion was necessary
because the employers believed in exploiting the employee and treating it in an unfair
manner. But with passage of time, the concept of welfare has undergone changes,
but today management provides welfare facilities voluntarily and with enlightened
willingness and enthusiasm. In fact, welfare facilities are no longer restricted to workers
alone and it has been extended to include social welfare.

a) Policing Approach:

According to this theory, the factory owners exploit the employee in an unfair manner.
Instances of exploitation are making the employees work for long hours, paying low
wages, neglecting health and safety provisions, providing unhygienic conditions of
work, etc. A welfare state enacts legislation under which managements are compelled
to provide basic amenities to the workers. Thus, the state assumes the role of a
policeman and compels the employers to provide welfare facilities and punishes the
non-complier.

b) Philanthropic Approach:

Affection for mankind is the basis of philanthropic theory. This theory refers to the
provision of good working conditions, crèches and canteens out of pity on the part of
the employers who want to remove the disabilities of the employees. The
philanthropic theory is more common in social welfare rather than in industrial
enterprises.

c) Paternalistic Approach:

According to the paternalistic theory, the industrialist holds the entire industrial
estate, properties and the profits accruing from them in trust. This trust is not actual
and legal but it is moral. The employers provide for the well-being of their employees
out of funds under their control. As, the whole enterprise is held in trust for the benefit
of the employees, this theory is also called trusteeship theory.
d) Placating Approach:

When workers are organized and unions are strong, management has to appease them.
As crying children are pacified by sweets, workers are pleased by welfare works. This
theory is based on the assumption that management can bring peace in the
organization by welfare measures

e) Social Approach:

The social responsibility of business has been assuming great significance these days.
The social theory implies that an industrial establishment is morally bound to improve
the conditions of society in addition to improving the condition of the employees.
Labor welfare is gradually taking the shape of social welfare.

f) Public Relations Approach:

According to this theory, welfare facilities provided by the employers to the

employees create a good image of the employer in the mind of the general public.

1.1.4 EMPLOYEE WELFARE BENEFITS:

a) Employees would start working sincerely and honestly.
b) It would improve the productivity and efficiency of the employees.
c) The attachment and acceptance among the employees would be developed.
d) Employees would be healthy and they would be mentally and physically fit to perform in
the best manner. Thus; it promotes a healthy work environment.
e) Employees can enjoy stable, developed, dedicated employees; moreover, employees will
work with interest and with full involvement.
f) Higher Productivity, higher efficiency, promotes health industrial relations, ultimately
industrial peace can be achieved.
g) Absenteeism, labor turnover such problems of the employees would not arise in the
organization.
h) Employees would come forward to share additional responsibilities of the company.
i) It will improve the standard of living of the employees.
j) Work environment, work culture will be developed in the organization.
k) It enhances the goodwill and reputation and thereby image of the company.
l) No chance for industrial dispute in the company. Healthy, harmonious relation between
employer and employees will be developed.
1.1.5 EMPLOYEE WELFARE UNDER VARIOUS SCHEMES:
Employee Welfare activities are provided under various schemes by central
government/state government / trade unions / voluntary agencies etc. Central
Government has enacted various laws, to provide certain welfare facilities by the
employers to their employee’s viz.

a) Canteen facility if employing more than 250 workers, creche, if employing

more than 30 women, welfare officer if employing 500 or more workers

b) Provision of shelters for taking food and rest if 150 or more persons are employed,
first aid rooms, in mines employing more than 150 workers

c) Educational facilities, in the estate for the children of workers where there are 25
workers children, between the age of 6 and 12, housing facilities to every worker
and his / her family residing in the plantation.

d) Uniforms, raincoats to drivers, conductors and line checking staff, for

protection against rain and cold, medical facilities, to the motor transport
workers.

e) Ensure regular payment of minimum wages / equal pay for equal work irrespective
of sex / provide suitable residential accommodation to workers / to provide such
protective clothing to the workmen, as may be prescribed.

1.1.6 STATUTORY WELFARE

Statutory welfare measures mainly include welfare facilities provided within the
precincts of an industrial establishment. They form part of the employers‟ statutory
obligations. All welfare states provide welfare to the labor by securing and protecting
social order to ensure social, economic and political justice.
Statutory Safety and Health measures:

1. Safety Provisions:

The safety measures include covering or fencing the machinery, prohibiting the young persons and
females from handling dangerous machines, stressing the workers to use safety hats and gloves
cautioning against fire, dust, fumes, etc.

2. Health Provisions:

The health measures include cleanliness, disposal of wastage, ventilation, temperature and
humidity, dust and fumes, overcrowding, lighting, toilet facilities, etc. it stresses for maintenance
of drainage, treatment of effluents, pollution control methods including disposal of wastages, etc.
It also instructs as to the ventilation, minimum work space, natural light and drinking water.

PROVISIONS REGARDING THE WELFARE OF WORKERS

a) Washing: In every factory adequate and suitable facilities for washing shall be provided and
maintained. They shall be conveniently accessible and shall be kept clean. There must be
separate provisions for male and female workers.

b) Storing and drying. The State Government may make rules requiring the provision of suitable
facilities for storing and drying clothing.

c) Sitting. Sitting facilities must be provided for workers who have to work in a standing position.
So that they may take rest when possible. When work can be done in a sitting position efficiently
the Chief Inspector may direct the provision of sitting arrangements.

d) First aid. Every factory must provide first aid boxes or cupboard. They must contain the
prescribed materials and they must be in charge of persons trained in first aid treatment. Factories
employing more than 500 persons must maintain an ambulance roam containing the prescribed
equipment and in charge of the prescribed medical and nursing staff.

e) Canteens. Where more than 250 workers are employed. The state Government may require the
opening of canteen or canteens for workers. Rules may be framed regarding the food served. Its
management etc.

f) Shelters. In every factory where more than 150 workers are employed there must be provided
adequate and suitable shelters or rest. Rooms and a lunch room (with drinking water supply) where
workers may eat meals brought by them. Such rooms must be sufficiently lighted and ventilated
and must be maintained in a cool and clean condition~. The standards may be fixed by the State
Government.

g) Welfare officers. Welfare officers must be appointed in every factory where 500 or
more workers are employed. The State Government may prescribe the duties,
qualifications etc. of such officers.

h) Rules. The State Government may make rules regarding the welfare of workers.

1.1.7 Employee Welfare Benefits Schemes

Organizations provide welfare facilities to their employees to keep their motivation levels
high. The employee welfare schemes can be classified into two categories viz. statutory
and non-statutory welfare schemes. The statutory schemes are those schemes that are
compulsory to provide by an organization as compliance to the laws governing employee
health and safety. These include provisions provided in industrial acts like Factories Act
1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non-
statutory schemes differ from organization to organization and from industry to industry.

Some of the employee welfare Laws in India

a) The Factories Act, 1948:

Factories Act, 1948 has been enacted to consolidate and amend the law regulating the
workers working in the factories. It extends to whole of India and applies to every
factory wherein 20 or more workers are ordinary employed. Since the aim and object
of the Act is to safeguard the interest of workers and protect them from exploitation,
the Act prescribes certain standards with regard to safety, welfare and working hours
of workers, apart from other provisions. Factory means [section 2 (m)]Means any
premises including the precincts thereof where ten or more persons are working in
any manufacturing process being carried on with aid of power and where twenty or
more workers are working without the aid of power.

b) The Maternity Benefit Act, 1961:

The 44th Session of Indian Labour Conference (ILC), has recommended for
enhancing maternity leave under Maternity Benefit Act, 1961 from existing twelve
weeks to twenty-four weeks. This recommendation has been reiterated during 45th
and 46th Session of ILC. The Ministry of Women and Child Development and other
stakeholders has also requested to enhance maternity benefit under the Maternity
Benefit Act, 1961.Based on the recommendations of ILC and requests from the
various quarters and the deliberations during the Tripartite Consultations with
stakeholders, it has been decided to amend the Maternity Benefit Act, 1961. The
Maternity Benefit Act, 1961, protects the employment of women during the time of
maternity and entitles them to a full paid absence from work to take care for the child.
The amendments in 2017 seeks to increase maternity leave period to 26 weeks in all
establishments, including private sector.
c) The Employee State Insurance Act, [ESI] 1948
The Employees* State Insurance Act (ESI Act) was enacted with the object of
introducing a scheme of health insurance for industrial workers. The scheme
envisaged by it is one of compulsory State Insurance providing for certain benefits in
the event of sickness, maternity and employment injury to workmen employed in or
in connection with the work in factories other than seasonal factories.

d) The employees’ provident funds and miscellaneous provisions act, 1952

The Employees' Provident Fund Organization (EPFO) is a statutory body of the
Government of India under the Ministry of Labour and Employment. It administers a
compulsory contributory Provident Fund Scheme, Pension Scheme and an Insurance
Scheme. It is one of the largest provident fund institutions in the world in terms of
members and volume of financial transactions that it has been carrying on. The
Employees' Provident Fund and Miscellaneous Provisions Act 1952 applies to the
whole India except Jammu & Kashmir. Employees' Provident Fund and
Miscellaneous Provisions Act 1952 is applicable to: Every establishment which
is engaged in any one or more of the industries specified in Schedule I of the Act or
any activity notified by Central Government in the Official Gazette.
e) The Payment of Bonus Act, 1965
The Payment of Bonus Act, 1965 is the principal act for the payment of bonus to the
employees which was formed with an objective for rewarding employees for their good
work for the organization. It is a step forward to share the prosperity of the
establishment reflected by the profits earned by the contributions made by capital,
management and labor with the employees. The Act mandates payment of bonus to
employees’ whose salary or wage is up to Rs 21,000 per month.

1.2 PROBLEM OF STUDY

HR are the most imperative assets of any association. Here it is the obligation of the
administration to care for the welfare measures of the representatives. If the workers are
uncomfortable in working place they cannot perform their best in work. Similarly, same as
if the working condition and environment are good, then the work performance of the
employee will be better. Through this the productivity and improvement in working
conditions will increase. Welfare facilities provided to workers will be morale of the
employee and consequent growth in the efficiency and reduction in cost.

So, it is necessary to know about the existing working conditions, industrial safety and
welfare measures, medical benefits, interrelationship between superior and subordinate
etc.,

1.3 SCOPE AND SIGNIFICANCE OF STUDY

The key determination is to study the effectiveness of welfare measures at Tagros

Chemicals. The various welfare measures provided by the employee will have
immediate impact on the health, physical and mental efficiency, alertness, morale and
overall efficiency of the workers and thereby contributing to the highest productivity.
Employee welfare means activities designed for the promotion of the economic, social
and cultural well-being of the employees.

Employee welfare includes both statutory as well as non-statutory activities undertaken by

the employers, trade unions and both the central and state governments for the physical
and mental development of the workers. Employee welfare enables workers to have richer
and more satisfying life. It raises the standard of living of workers by indirectly reducing
the burden on their pocket. Welfare measures improve the physical and physiological
health of the employees, which in turn enhance their efficiency and productivity.
Employee welfare promotes a sense of belongings among the workers, preventing them
from resorting to unhealthy practices like absenteeism, labor unrest strike, etc. Welfare
work improves the relations between employees and employers.

The research can be extended to understand the workers Safety and Health measures of the company
in order to provide and give effective suggestion to improve company’s current condition.

The research will be helpful in understanding the current position of Safety and Health measures
of the respective company and provided some strategies to extend the employees satisfaction with
little modification which is based on the internal facilities of the company.

Study has been piloted at Tagros Chemicals which will enable the administration to know the
fullfilment to level of workers on welfare exercises.

1.4 BRIEF REVIEW OF STUDIES

a) Michael (2001) in his book, "Human Resource Management and Human Relations" said
that the provision of intra-mural and extramural welfare facilities help in improving the quality
of work life of employee's. Thereby good human relations will develop among different cadres
of employees.

b) Aswat Appa (2010) in his book, "Human Resource Management "discussed the various
types of benefits and services provided to employees in terms of payment for time not worked,
insurance benefits, compensation benefits, pension plans etc. He also discussed the ways to
administer the benefits and services in a better way.

c) Dr. M Surat Kumari (2014) studied the impact of employee welfare facilities on job
satisfaction. Objectives of this study are to boost employee morale and to protect from health
and safety and provide facilities to protect them. The study concluded that employees are
satisfied with the facilities and improvement of the facilities is raising the standard of
employee's performance.

d) Lenah Morori, Dr. Ogoti Evans, and Dr. Munyai Jennifer (2018) studied the influence
of employee welfare facilities on their performance in this study discussing the relationship
between employee welfare practices and employee performance. The study concluded that if
the employee welfare facilities are continuously enhanced, the performance of employees is
improved.
e) K. Prabha Kumari, R. Kannan (2018) studied statutory labor welfare measures.
Objective of this significant relationship between age & welfare facilities. The study
concludes on labor welfare measures and aims to find out the various welfare schemes
provided by the organization. The staff and workers want more co-operations with the
management.
f) Ramya. J, Bhavani Shree, Aravalli, Dr. Lakshmi (2016) studied on Employee Welfare
Facilities and its Impact on Employee Satisfaction. Objective of this study are to find that workers
were fulfilled by the approach of employee welfare procedures taken for the workers, Operating
environment has satisfactory airing but on the employee's sense, there must be adequate
arrangements for fresh air wherever possible .This study concluded that the employee satisfaction
involves taking measures to encourage staff to stay within the organization.
g) Dr. P. C. Sai Babu Goil Gurunadhan (2016) studied employee satisfaction and labor welfare
measures. Objective of this study awareness level of the respondents on labour welfare measures
and their level of satisfaction. This study concluded that the employees in the sampling units do
have a strong perception and satisfaction levels towards the labor welfare measures being
implemented in their organizations.

h) Johri Mehrotra Sanjeev (2014) from examination they inferred that wilful welfare measures
ought to be given to workers. They contemplate the level of attention to workers about different
welfare measures.
i) Bharti P Paul & Ashok Kumar (2013) expressed to distinguish where any connection exists
between welfare arrangements and worker's fulfillment. His investigation likewise surveys on
welfare arrangements and worker's fulfillment
j) Manzine and Gwandure9 (2015) studied that the idea of representative's welfare has utilized
numerous associations as a procedure of demon animating profitability of workers. It is contended
that welfare, administrations, can be utilized to secure the representative power by, giving,
appropriate human states work.

k) Michael Armstrong (2012) well-being assets given to workers in points of interest. He sorted
that arrangement of welfare benefits in let of individual administrations, and amassed
administrations to help in enhancing worker's relations.

l) Subhashish Patnaik (2011) voiced, that, wellbeing, pleasantries, arranged, by the connotation.
It reasoned over every 1, of the rules ought to be taken, through the administration. Numerous
laborers aren't content with flask offices. Games exercises, a diversion office isn't generally enough
for laborers.

m) Subramanya (1994) characterizes government managed savings as a certification by the entire

group to every one of its individuals, of the support of their way of life, or possibly of middle of
the road living. conditions, by methods for redistribution of pay, in view of national solidarity. At
the end of the day, the idea of government disability in widest ought to comprehended to, mean,
the, help gave to, the person Rajkumar, expressed that specialists are moderately unpreserved,
which require consistent welfare offices for his or her up movement and introduction on this field.
In India benefit locale is the most essential division which makes extra administration, needs
welfare methodology for their improvement. The welfare measures help to energize and protect
laborers, the most extreme of welfare focuses are plans purified among HR and impacted through
showing welfare measures.

n) K. Loga Sakthi and Rajagopal (2003) expressed that the laborers of the business have the
advantage of occupation fulfillment as well as various welfare administrations determined by the
firm. The workers build up their most extreme keep up for their upgrade of the organization. The
individual division deals with full human assets inside the venture.

o) Poonam Salariat and Aumil Salariat (2006) expressed that auto division enterprises offer
welfare offices to their specialists to hold their motivation ranges hoisted. Welfare offering may
moreover wide be classified into classes (1) intramural exercises (2) extracurricular exercises.
Presently a day's most associations supply their laborers with altruistic welfare and trivial focuses.
Underneath these examinations welfare measures outfitted staff, pride and cognizance with
respect to the welfare. Prabakar expressed that the laborers are to a great degree content with
intramural offices gave by the association in a couple of districts like outside offices there might
be expect of expansion change in these offices outfitted to HR and furthermore in a few areas like
non statutory focuses, there might be require to make improvement.

1.5 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:
To study the “Effectiveness of employee’s welfare measures” in TAGROS Chemicals India Ltd.

SECONDARY OBJECTIVES:
a) To find out the levels of satisfaction among employees with respective to various welfare
measures providing to them.

b) To study about the safety and health measures followed in TAGROS Chemicals India Ltd,
and to identify the areas requiring attention and provide valuable suggestions to improve
the safety and health measures of employees.

1.6 RESEARCH DESIGN

A research design is defined as the overall plan or structure that guides the process of conducting
research. It is a critical component of the research process and serves as a blueprint for how a study
will be carried out, including the methods and techniques that will be used to collect and analyze
data. A well-designed research study is essential for ensuring that the research objectives are met
and that the results are valid and reliable.

The research design used in this is descriptive research design.

Descriptive research design is a scientific method which involves observing and
describing the behavior of a subject without influencing it in any way. The main
characteristics of this method is that the researcher has no control of variables, he can
report only what has happened or what is happening.
1.6.1 NEED OF THE STUDY

The need of this study is to provide the welfare measures to create efficient,
healthy, loyal and satisfied work force for the organization.’

a) Employee welfare measures are endeavoring to establish effective systems for

performance evaluation.
b) It helps to increase employee’s productivity efficiency and protect workers from
social evils.
c) The research can be extended to understand the workers Safety and Health measures of the
company

d) It helps to improve industrial relations and peace.

1.6.2 SOURCES OF DATA

It's a crucial part of data analytics applications and research projects. Effective data collection
provides the information that's needed to answer questions, analyze business performance or
other outcomes, and predict future trends, actions and scenarios. In businesses, data collection
happens on multiple levels.
Data collection is the process of gathering and measuring information on variables of interest, in an
established systematic fashion that enables one to answer stated research questions, test hypotheses,
and evaluate outcomes.
Its key methods include field research, interviews, surveys and secondary data analysis.
a) Primary Data – The primary data was collected from the employees through questionnaire.
b) Secondary Data – The secondary data was used mainly to support primary data. Via; Company
profile, company report, websites, magazines, and articles were widely used.

1.6.3 POPULATION

The population comprises of 200 employees at Tagros Chemical India Private Limited Company,
Cuddalore.
1.6.4 SAMPLE SIZE
The sample size used in this data is 75 respondents.

Sampling technique:
Convenient sampling method has been adopted for the study to collect the primary data from
employees.

Sampling unit:
The sampling unit consists of few categories of employees.

1.6.5 STRUCTURE OF QUESTIONNAIRE

A questionnaire is an assembly of carefully formulated questions, designed to collects facts and
options from the respondents. he questionnaire consists of varieties of questions presented to the
respondents. The various types of questions used are:
 Open ended questions
 Multiple-choice questions
 Dicotonomous questions
 Rating and ranking questions

1.6.6 ANALYTICAL TOOL

a) Percentage Analysis
Percentage refers to a special kind of ratio. Percentages are used in making comparison between
two or more series of data. Percentage are used to describe relationships, percentage can also be
used to compare the relative terms, the distribution of two or more series of data.

b) Chi-square Analysis:

The Chi Square test is undoubtedly the most important and most used member of the non parametric
family of statistical tests. Chi Square is employed to test the difference between an actual sample
and another hypothetical or previously established distribution such as that which may be expected
due to chance or probability. Chi Square can also be used to test differences between two or more
actual samples.
1.6.7 LIMITATIONS OF STUDY
a) The survey is confirmed to only Tagros Chemicals India Ltd., so this cannot be
applied to other.
b) Analysis of the information is formulated based on the responses received assuming
that the data provided is accurate.
c) The respondents were surveyed only to the time constraint and some of the
respondents were reluctant to respond to certain questions.
d) The employees are too busy at the time of survey, due to that the researcher found
that the respondents are less co-operative.

1.7 CHAPTER PLAN

Chapter-1: INTRODUCTION AND DESIGN OF STUDY
This part gives an introduction and concepts of employee welfare measures and also manages the
ideas of research outline, for example, explanation of issue, goal of study, look into approach,
literature review, methodology and confinements of the investigation.

Chapter 2: PROFILE OF THE STUDY UNIT

Second chapter deals with the concise presentation about the Tagros Chemicals India Private
Limited.

Chapter 3: DATA ANALYSIS AND INTERPRETATION

This includes tabulation, exploration & interpretation of the data collected and presented in
graphical form related to objectives.

Chapter 4: FINDINGS, SUGGESTIONS AND CONCLUSION

This chapter concludes the project report. It comprises of the findings and conclusions, justification
of the objectives of the study and various recommendations and suggestions that can be made.
CHAPTER 2
PROFILE OF THE STUDY UNIT

2.1 COMPANY PROFILE

Tagros is India’s leading manufacturer exporter of a range of Agrochemicals. A strong
commitment to adhere to highest standards of quality and care for its people and environment which
are the guiding principles that has transformed this company in rising from a humble beginning a
decade back to a leading player in Synthetic Pyrethroids today.

PRODUCT PROFILE
Tagros currently offers a range of high value Synthetic Pyrethroids, Pesticide Intermediates
and Fungicides. Apart from these, a wide range of Formulated products based on these active
ingredients are offered.

JHAVER GROUP
The optimum and quality as its driving force, the conglomerate was incorporated in the year
1984. Their business philosophy is simple as perfection in every venture, complete commitment
and an interest understanding of customer needs coupled with very high standards of quality,
propels the group to more success in their diverse interests.
The flagship companies of the group are tablets (India) ltd., in the field of healthcare, Texx
one (p) ltd in the field of coated fabrics, and Pradpt Solutions in the software field with technical
collaboration with international companies like AJINOMOTO, Japan supply agreement for amino
acids bulk, I.C.I., UK tie up for manufacturing of veterinary bulk products in India, MUNTER.,
UK for manufacturing and marketing of dehumidifiers in India.

STRENGTHS

State of the art production facility – A modern production unit is situated around 200 kms from
Chennai (Madras) with a 1500 Metric Ton / Annum capacity.

International Quality Standards – Internationally accepted quality norms are adhered to at each
and every stage right from procurement of raw material to the last stage of manufacturing, packing
and dispatch. A testimony of our commitment to total quality is acceptance of our products with
various MNC's who rely on the quality of Tagros products for their manufacturing requirements.
Customization - Focus at Tagros is not to satisfy the customers, but to delight them. Continuous
efforts are made to offer a product that surpasses customers’ expectations. Not to talk of product
alone, even the packaging is customized as per specific requirements of our discerning customers.

R & D - A well-qualified and experienced team of Research and Development professionals

continuously work towards offering better and new generation products. It is the passion for
constant up gradation that keeps Tagros at the vanguard of the Agrochemical industry.

Registration – Tagros owns Registrations in various countries where products are exported.
Registration data is generated as per GLP norms. Tagros is a notified for EU Biocide Directive
ECC 98 / 8 for all the Pyrethroids.

Logistics:

 Chennai (Madras) is well connected to all major export destinations by Air and Sea ensuring
faster shipments.
 A stock point at Rotterdam, Europe caters to immediate requirements of customers in
Europe and Latin America.

Global Reach – Global acceptance of Tagros’ products is acknowledged by the fact that the
customers are spread in over 35 countries across S. E. Asia, Middle East, Europe, CIS, Africa.

People -The driving force:

The secret of the success in any venture lies with its people. Tagros places its faith in the power of
its main asset – the people and this faith has been rewarding for it too. It has given the organization
several awards at the national and international level.

A sense of team spirit and the zeal to perform under any circumstances is the driving force which
binds all 400 team members together to work for a sole objective – to make Tagros a leading player
in Global Agrochemical market.

A Challenging & Rewarding Future:

Tagros has the key to its successful future. With the focus on total quality – it’s working to ensure
the success of customers, its people and vendors.
The main aim and purpose at Tagros is to identify and serve the world’s best and most dedicated
organizations in the field of pesticides and chemicals.

Tagros is targeting success and achieving it. Come share the rewards.

PRODUCT MIX:

INSECTICIDES

 Cypermethrin Technical
 High CisCypermethrin Technical

 Permethrin technical

 Alphacypermethrin technical

 Deltamethrin technical

INTERMEDIATES

 Cypermethrin Acid Chloride

 Deltamethrin Acid Chloride

 Meta Phenoxy Benzyl Alcohol.

FUNGICIDES

 Hexaconazole Technical
 Propiconazole Technical

FORMULATIONS (EC / SC / WP)

 Cypermethrin 5%, 10%, 20%, 25%
 High CisCypermethrin 10%, 20%, 25%

 Permethrin 5%, 10%, 25%, 50%

 Alpha Cypermethrin 5%, 10%

 Deltamethrin 1%, 2.5%, 2.8%

  Hexaconazole 5%

 Propiconazole 25%

QUALITY ASSURANCE AND QUALITY CONTROL

Quality assurance and quality control test are undergoing in the laboratory. The intermediate
products are tested in the quality control lab. But both than intermediate and the final products are
tested in the quality assurance lab. The tests are

1. Testing the moisture content

2. Separation of compound using chromatography

3. Potentiometri titration

4. Ph test

The waste products are tested in the effluent treatment plant. The records for these works are
maintained for at least 10 years.

PLANT PROFILE

Tagros chemicals India limited situated at SIPCOT Small Industries Promotion Corporation
of Tamil Nadu Industrial Complex, Cuddalore. It is about 9 km from Cuddalore.

The industries has two units viz

1. The pesticides unit, which deals with the production of their products.

2. The sodium sulphate unit, which deals with the production of sodium sulphate their by product.

There Are Five Production Plants in the Pesticide Unit,

PLANT 1: Production of the Main Raw Materials. CMAC from Acryionitrilea

PLANT 2: Production of the Permethrin. from CMAC.

PLANT 3: It Carries Out a Part of Cycle of Production of CMAC

PLANT 4: It Is the Pilot Plant of where the Implementation and analysis of the new technical idea
of the R&D Department is Carried Out.

PLANT 5: Production of Alphamethrin from-CMAC

The Company with the Various Departments as

1. Personal &Administration

2. Production Department

3. Accounts Department

4. Purchase Department

5. Stores Department

6. Central excise /Dispatch Department and laboratory

The personal department also otherwise known as human resources. Human relations take
care of employee, wage revision, employee’s welfare as benefits, security, canteen, settlement of
negotiation and insurance policies. Store department maintains all the material and the goods for
safety purpose such as shoes, helmet, uniforms, gloves, etc... Purchase department procure raw
materials and the other goods safety from various vendors.

Excise Department:

The company gets export incentives in the form of excise duty refund. The company not only
concentrates on dealing the export activities, but also tries to keep their customers in the of smooth
service and at good quality.

Research Department:

As a part of the policy on technological improvement the company has set up an in-house research
and development headed by a senior technical person in the field. The company envisages
manufacturing other value added products by utilizing the in house technology and marking the
same.
INTERNATIONAL TIE-UPS

AJINOMOTO COMPANY,JAPAN
Supply agreement for aminoacids bulk

F. HOFFMANN LA ROCHE, SWITZERLAND

Exclusive agreement for the manufacture
of life saving formulations

KOTOBUKI PHARMACEUTICAL CO.,LTD. JAPAN

For manufacturing and marketing unique
anti ulcerant in India

TOA PHARMACEUTICAL CO.,LTD. JAPAN

For manufacturing and marketing unique probiotic formulations

MEHLER VARIO SYSTEM GmbH.Co.

Operation agreements for production of protective garments

I.C.I., U.K.
Tie up for manufacturing of veterinary bulk drugs in India

MUNTER.,U.K.
Tie up for manufacturing and marketing of dehumidifiers
in India
CHAPTER 3
DATA ANALYSIS AND INTREPRETATION
3.1 PERCENTAGE ANALYSIS

Table – 3.1.1 Age of the respondents

Age No. of Respondents Percentage

20-30 15 20

31-40 35 47

41-50 15 20

51&above 10 13

Total 75 100

Chart - 3.1.1 Age of the respondents

Interpretation:
It is inferred that 47% of the respondents are under the age of 31-40, 20% of the respondents are
20-30 and 41-50, 13% of the respondents are 51 and above.

Inference:
It is clear that majority of 47% belonging to 31-40 years of age.
Table - 3.1.2 Educational Qualification

Educational Qualification No. of Respondents Percentage

School Education 15 20

Graduation 30 40

Post-Graduation 10 13

Technical Qualification 20 27

Total 75 100

Chart 3.1.2 Educational Qualification

Interpretation
It is inferred that 40% of the respondents are having graduation followed by technical
qualification 27% and 20% of the respondents got school education, 13% of the respondents got
post-graduation.

Inference:
Majority of 40% of the respondents have completed only graduation.
Table – 3.1.3 Work Experience

Work experience No. of Respondents Percentage

Below 1 year 30 40

1-2 years 39 52

10-15 years 5 7

Over 15 years 1 1

Total 75 100

Chart– 3.1.3 Work Experience

Interpretation:
It is inferred that 40% are respondent as below 1 years. 52% are belongs to 1-10 years. 7.8% belong
to 10-15 years. 1% belong to over 15 years.

Inference:
Majority of 52 % respondents has work experience over 1-2 years.
Table– 3.1.4 Monthly Income

Monthly Income(in Rs) No. of Respondents Percentage

BELOW 10000 15 20

10000-25000 35 46.6

25000-40000 19 25.3

Above 40000 6 8

Total 75 100

Chart– 3.1.4 Monthly Income

Interpretation:
It is inferred that 20% of the respondents earn the salary below Rs 10000 and 46.6 % of the
respondents earn over the range of Rs 10000-25000. 25.3 % of the respondents earn Rs 25000-
40000 and 8 % of respondents earn above Rs 40000.

Inference:
Majority of 46.6 % of the respondents earn a salary over Rs 10000-25000.
Table– 3.1.5 Awareness of first aid treatment for various aliments

Particulars No. of Respondents Percentage

Good 33 44

Excellent 37 49

Fair 4 5.3

Poor 1 1.3

Total 75 100

Chart - 3.1.5 Awareness of first aid treatment for various aliments

Interpretation:
It is inferred that 44% of the respondents are good. 49% of the respondents are excellent,
and 5.3% of the respondents says it is fair. Then 1.3 % of the respondents reports poor.

Inference:
Moreover, 49% of respondents are much aware of first aid treatment for various ailments.
Table– 3.1.6 Satisfied with present leave policy

Particulars No. of Respondents Percentage

High 39 52

Medium 32 42.6

Low 4 5.3

Total 75 100

Chart– 3.1.6 Satisfied with present leave policy

It is

Interpretation:
It is inferred that 52% of the respondents are satisfied high. 42.6% of the respondents are
satisfied medium and 5.3% of the respondents are dissatisfied.

Inference:
Majority of 52% of the respondents are satisfied highly with the leave policies of the company.
Table– 3.1.7 Satisfaction of canteen facilities by respondents

Particulars Highly Satisfied Neutral Dissatisfied Highly Total no

satisfied dissatisfied respondents

Cleanliness 33 21 13 6 2 75

Hygenic 35 32 5 2 1 75

Serving 43 25 5 1 1 75

Chart– 3.1.7 Satisfaction of canteen facilities by respondents

Interpretation:
a) It is inferred that 44% of respondent are hightly satisfied. 28% are satisfied, 8% of respondent
are dissatisfied. 17.3% of respondent are neutral. 2.6% responded as highly dissatisfied for
cleanliness.
b) 46.6% of respondent are hightly satisfied. 42.6% are satisfied, 2.66% of respondent are
dissatisfied. 6.6% responded as neutral. 1.3% responded as highly dissatisfied for Hygenic
conditions.
c) 57.3% of respondent are hightly satisfied. 33.3% are satisfied, 1.3% of respondent are
dissatisfied. 6.6% responded as neutral. 1.3% responded as highly dissatisfied for serving
Inference:

Majority of the respondents are highly satisfied with the cleanliness, serving and hygiene
conditions in the canteen facilities of the company.
Table– 3.1.8 Satisfaction with the working hours

Particulars No. of Respondents Percentage

Acceptable 28 37.3

Normal 5 6.66

Very Satisfied 41 54.6

Dissatisfied 1 1.3

Total 75 100

Chart– 3.1.8 Satisfaction with the working hours

Interpretation:
It is inferred that 54.6 % of the respondents are satisfied high. 37.3 % of the respondents
responded acceptable with the working hours and 6.6 % of the respondents felt normal and 1.3 %
felt dissatisfied in it,.

Inference:
It is clear that 54.6 % of the respondents are highly satisfied with the working hours.
Table– 3.1.9 Satisfaction with the withdrawal facilities in the employee provident fund
scheme

Particulars No. of Respondents Percentage

Satisfied 42 56

Dissatisfied 6 8

Neutral 27 36

Total 75 100

Chart – 3.1.9 Satisfaction with the withdrawal facilities in the employee provident fund
scheme

Interpretation:
It is inferred that 56% of the respondents are satisfied. 36% of the respondents are neutral
and 8% of the respondents are dissatisfied.

Inference:
Over majority of 56% of the respondents are satisfied with the employee provident fund scheme
provided by the company.
Table– 3.1.10 Rating the advance/loans provide by the organizations

Particulars No. of Respondents Percentage

Very good 45 60

Good 24 32

Poor 6 8

Total 75 100

Chart – 3.1.10 rating the advance/loans provide by the organizations

Interpretation:
It is inferred that 60% of them responded as very good. 32% of them responded are good
and 8% of the respondents responded as poor.

Inference:
Majority of 60 % of them gave a very good response in rating the advance/loans provide by the
organization
Table– 3.1.11 'Welfare facilities provided will motivate work to work sincerely'-how
far you agree with the statement?

Particulars No. of Respondents Percentage

Agree 38 50.6

Strongly agree 34 45.3

Disagree 2 2.6

Strongly disagree 1 1.3

Total 75 100

Chart – 3.1.11 'Welfare facilities provided will motivate work to work sincerely'-how
far you agree with the statement?

Interpretation:
It is inferred that 50.6 % of respondents agree and 45.3 % of respondents strongly agree.
2.6 % of respondents disagree and 1.3 % of respondents strongly disagree.

Inference:
It is clear that 50.6 % of respondents agree with this statement - “Welfare facilities provided will
motivate work to work sincerely
Table– 3.1.12 Satisfied with types of bonuses given by the company to their employees

Particulars No. of Respondents Percentage

Festival bonus 25 33.3

Profit sharing bonus 15 20

Work performances bonus 28 37.3

All the above 7 9.3

Total 75 100

Chart – 3.1.12 Satisfied with types of bonuses given by the company to their employees

Interpretation:
It is inferred that 33.3% of the respondents are satisfied with festival bonus. 20% and 37.3% of
the respondents are satisfied with Profit sharing bonus and Work performances bonus. 9.3% of the
respondents are satisfied with all the three types of bonus.
Inference:
Majority of bonus is given to employees for their work performance.
Table– 3.1.13 Satisfactions with working environment of the company

Working Environment No. of Respondents Percentage

Satisfied 74 98.6

Dissatisfied 1 1.3

Total 75 100

Chart – 3.1.13 Satisfactions with working environment of the company

Inference:
It is inferred that 98.6 % of the employees are satisfied and comfortable with the working
environment.
Table– 3.1.14 Rating sanitary facilities in company

Particulars No. of Respondents Percentage

Good 44 58.6

Fair 25 33.3

Poor 6 8

Total 75 100

Chart – 3.1.14 Rating sanitary facilities in company

Interpretation:
It is inferred that 58.6 % of them responded as good. 33.3 % of them responded are fair and 8 %
of the respondents responded as poor.

Inference :
Majority of 58.6 % of respondents are highly satisfied in the sanitary facilities of the company.
Table– 3.1.15 Classification of accident / incident investigation

Accident/Incident No. of Respondents Percentage

Strongly Agree 35 47

Agree 20 27

Neutral 10 13

Disagree 7 9

Strongly Disagree 3 4

Total 75 100

Chart – 3.1.15 Classification of accident / incident investigation

Interpretation:
It is inferred that accident/incident investigation takes place and 47% of the respondents
strongly agree, 27% of the respondents agree, 13% of the respondents neutral, 9% of the
respondents disagree and 4% of the respondents strongly disagree.

Inference:
It is clear that accident/incident investigation takes place and 47% of the respondents
strongly agree with it.
Table– 3.1.16 Safety Maintenance Plan for equipment’s in the premises

Safety Maintenance Plan No. of Respondents Percentage

Very High 35 47
High 25 33
Medium 10 13
Low 5 7
Very Low 0 0

Total 75 100

Chart – 3.1.16 Safety Maintenance Plan for equipment’s in the premises

Interpretation:
It is inferred that safety maintenance plan is satisfied and 47% of the respondents are very
highly satisfied, 33% of the respondents are high, 13% of the respondents are medium, 7% of the
respondents are low.

Inference:
Majority of 47% of the respondents are very highly satisfied with the safety maintenance
plan for equipments in the premises
Table– 3.1.17 Classification of training on the event of fire

Training on the event of No. of Respondents Percentage

fire
Strongly Agree 40 53

Agree 30 40

Neutral 5 7

Disagree 0 0

Strongly Disagree 0 0

Total 75 100

Chart – 3.1.17 Classification of training on the event of fire

Interpretation:
It is inferred that 53% of the respondents strongly agree for the training on the event of fire,
40% of the respondents agree, 7% of the respondents neutral.

Inference:
Over 53% of the respondents strongly agree for the training on the event of fire
Table– 3.1.18 Classification of elimination of manual handling

Elimination of manual No. of Respondents Percentage

handling
Yes 70 93

No 5 7

Total 75 100

Chart – 3.1.18 Classification of elimination of manual handling

100
90
80
70
60
50
Column B
40
30
20
10
0
Yes No

Interpretation:
It is inferred that 93% of the respondents agree that there is elimination of manual handling
followed by 7% of the respondents disagree.

Inference:
Over 93% of the respondents agree that there is elimination of manual handling.
Table – 3.1.19 Classification of machinery & equipment’s inspected and serviced by
competent person

Machinery & Equipment No. of Respondents Percentage

inspected
Strongly Agree 33 44
Agree 20 27
Neutral 17 22
Disagree 3 4
Strongly Disagree 2 3
Total 75 100

Chart – 3.1.19 Classification of machinery & equipment’s inspected and serviced by

competent person

Interpretation:
It is inferred that 44% of the respondents strongly agree that the machinery is serviced, 27%
of the respondents agree, 22% of the respondents neutral, 4% of the respondents disagree, 3 % of
the respondents strongly disagree.

Inference:
Majority of the respondents strongly agree that the machinery and other equipment’s are
inspected and serviced regularly
Table– 3.1.20 Classification of training in safe use of equipment’s

Training in safe use of No. of Respondents Percentage

equipment’s
Strongly Agree 27 36

Agree 33 44

Neutral 10 13

Disagree 3 4

Strongly Disagree 2 3

Total 75 100

Chart - 3.1.20 Classification of training in safe use of equipment’s

Interpretation:
From the table above, it is inferred that 44% of the respondents agree that there is training
in the safe use of equipment’s, 36% of the respondents strongly agree, 13% of the respondents
neutral, 4% of the respondents disagree, 3% of the respondents strongly disagree.

Inference:
Over 44% of the respondents agree that there is training for safe use in handling equipment’s and
other machineries.
Table– 3.1.21 Classification of safety devices like Gloves, Helmets, Shoes, and Dresses
given by the company

Safety devices like Gloves, No. of Respondents Percentage

Helmets, Shoes and Dresses
Yes 75 100

No 0 0

Total 75 100

Chart – 3.1.21 Classification of safety devices like Gloves, Helmets, Shoes, and Dresses given
by the company

Inference:
It is inferred that 100% of the respondents agree that the safety devices like Gloves,
Helmets, Shoes, and Dresses given by the company.
Table– 3.1.22 Classification of proper discharge of hazardous chemical waste

Discharge of chemical waste No. of Respondents Percentage

Strongly Agree 0 0

Agree 7 10

Neutral 25 33

Disagree 33 44

Strongly Disagree 10 13

Total 75 100

Chart – 3.1.22 Classification of proper discharge of hazardous chemical waste

Interpretation:
It is inferred that 44% of the respondents disagree with the discharge of hazardous chemical
waste, 33% if the respondents neutral, 13% of the respondents strongly disagree, 10% of the
respondents agree.

Inference:
Over 44% of the respondents disagree with the discharge of hazardous chemical wastes in the
company,
Table– 3.1.23 Classification of proper education on utilization of hazardous chemicals

Utilization of hazardous No. of Respondents Percentage

chemicals
Yes 70 93

No 5 7

Total 75 100

Chart – 3.1.23 Classification of proper education on utilization of hazardous chemicals

Interpretation:
It is inferred that 93% of the respondents agree with the training on utilization of hazardous
chemicals, 7% of the respondents disagree.

Inference :
Majority of 93% of the respondents agree with the training on utilization of hazardous chemicals.
3.2 CHI SQUARE ANALYSIS:

Table – 2.1.24 Job satisfaction and safety and health measures

Statistical Tool: Chi square
To analyze the significant relationship between the Job satisfaction and employer-employee
relation.

Job satisfaction/Safety Highly Satisfied Neutral Dissatisfied Highly Total

and health satisfied Dissatisfied
Strongly agree 0 7 1 0 7 15
Agree 6 4 1 0 6 17
Neutral 7 9 1 6 2 25
Disagree 4 2 1 1 0 8
Strongly disagree 4 3 2 1 0 10
Total 25 21 6 8 15 75

Job Highly Satisfied Neutral Dissatisfied Highly

satisfaction/Safety satisfied Dissatisfied
and health
Strongly agree 5 4.2 1.2 1.6 3
Agree 5.66 4.76 1.36 1.81 3.4
Neutral 8.33 7 2 2.66 5
Disagree 0.67 0.025 0.20 0.026 1.6
Strongly disagree 0.13 0.014 1.8 0.003 2

Null Hypothesis: H0
There is no significant relationship between job satisfaction and safety and health.

Alternative Hypothesis: H1
There is no significant relationship between job satisfaction and safety and health.
Chi Square test
The formulas for Chi Square test given by, Chi Square = (Oi - Ei)2 / E
S.no O E (O-E)2/E
1 0 5 5
2 7 4.2 1.86
3 1 1.2 0.03
4 0 1.6 1.6
5 7 3 5.33
6 6 5.66 0.02
7 4 4.76 0.12
8 1 1.36 0.09
9 0 1.81 1.81
10 6 3.4 1.9
11 7 8.33 0.21
12 9 7 0.57
13 1 2 0.5
14 6 2.66 4.19
16 2 5 1.8
17 4 2.66 0.67
18 2 2.24 0.025
19 1 0.64 0.20
20 1 0.85 0.026
21 0 1.6 1.6
22 4 3.33 0.13
23 3 2.8 0.014
24 2 0.8 1.8
25 1 1.06 0.003
26 0 2 2
TOTAL 31.503

Calculated value = 31.503

Tabulated value = 26.296
Degree of freedom = (5-1) * (5-1)
 =4*4
= 16
At 5% level of significance
Calculated Value > Tabulated Value
i.e. 31.50 > 26.29

Therefore, we accept alternative Hypothesis, H1.

This implies that, there is significant relationship between job satisfaction and safety and health.
CHAPTER 4
FINDINGS, SUGGESTION AND CONCLUSION

4.1 FINDINGS

1. It is clear that majority of 47% belonging to 31-40 years of age

2. Majority 40% of the respondents have completed only graduation.
3. Majority of 52 % respondents has work experience over 1-2 years.
4. Majority of 46.6 % of the respondents earn a salary over Rs 10000-25000.
5. Moreover, 49% of respondents are much aware of first aid treatment for various ailments.
6. Majority of 52% of the respondents are satisfied highly with the leave policies of the company.
7. Majority of the respondents are highly satisfied with the cleanliness, serving and hygiene conditions in the
canteen facilities of the company.
8. It is clear that 54.6 % of the respondents are highly satisfied with the working hours.
9. Over majority of 56% of the respondents are satisfied with the employee provident fund scheme provided
by the company.
10. Majority of 60 % of them gave a very good response in rating the advance/loans provide by the
organizations
11. It is clear that 50.6 % of respondents agree with this statement - “Welfare facilities provided will motivate
work to work sincerely”
12. Majority of bonuses is given to employees for their work performance.
13. It is clearly evident that 98.6 % of the employees are satisfied and comfortable with the working
environment.
14. Majority of 58.6 % of respondents are highly satisfied in the sanitary facilities of the company.
15. It is clear that accident/incident investigation takes place and 47% of the respondents strongly agree with
it.
16. Majority of 47% of the respondents are very highly satisfied with the safety maintenance plan for
equipment’s in the premises.
17. Over 53% of the respondents strongly agree for the training on the event of fire.
18. Over 93% of the respondents agree that there is elimination of manual handling.
19. Majority of the respondents strongly agree that the machinery and other equipment’s are inspected and
serviced regularly.
20. Over 44% of the respondents agree that there is training for safe use in handling equipment’s and other
machineries.
21. It is clearly evident that 100% of the respondents agree that the safety devices like Gloves, Helmets, Shoes,
and Dresses given by the company.
22. Over 44% of the respondents disagree with the discharge of hazardous chemical wastes in the company.
23. Majority of 93% of the respondents agree with the training on utilization of hazardous chemicals.
24. Most of the employees are satisfied with the preventive activities and safety measures and more
comfortable with the overall environment atmosphere in industry.

4.2 SUGGESTIONS
Most of the employees are satisfied with the existing welfare schemes provided by
the company.
The following recommendations will be helpful to the management to improve he
awareness as well as to improve the satisfaction level of employees.

1. Company can improve the quality of work life.

2. Recreation is not given due priority, it can be implemented and the problems in welfare facilities
should be solved
3. Most of the employees in the company are male and only 3 were female in the entire company.
4. New facilities should be added to existing ones by early action taken by management.
5. Sanitation facilities must be improved by considering hygienic conditions at the work place.
6. Annual and festival bonus has to be increased.
7. Loans and advances has to be improved which helps the employee for satisfying financial
needs.
8. The Management shall arrange more programmes to improve the employee’s awareness about the
welfare measures working conditions and social security schemes.
9. The management shall conduct regular meetings and allow the employees to participate in it. It
will help to improve the employee employer relationship.
10. The management may improve training program facility by identifying the training needs of each
individual.
4.3 CONCLUSIONS

The Welfare measures are more important for every employee, without welfare measures employee
cannot work effectively in the organization.

Majority of employees are satisfied with welfare measures.

They should take necessary steps to solve problems in those measures; So that the Employee can
do his job more effectively.

The company can concentrate on the other Non-statutory measures to boost the Employee morale.

Tagros Chemicals is India’s leading manufacturer exporter of a range of Agrochemicals.

A strong commitment to adhere to highest standards of quality and care for its people and
environment which are the guiding principles that has transformed this company in rising from a
humble beginning a decade back to a leading player in Synthetic Pyrethroids today.

Operating efficiency of the company is satisfactory. The company maintains good industrial
relationships with the employees and continues to be the market leader in the entire country.

Hence the management is making it possible to increase their plant locations. All the employee’s
in the company are highly satisfied with the working environment and doesn’t want to quit the job.

The central aim of the personal department is to keep its employees satisfied with welfare measures
and health and safety working atmosphere. Sincerely hope that the suggestions provided will be
useful to improve the employee Welfare measures.
BIBLIOGRAPHY

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20. Research methodology- C.R.Kothari, New age international (p) limited Publishers New Delhi.
QUESTIONNAIRE ON EMPLOYEE WELFARE MEASURES

1. Name: ----------------------------------------------

2. Age:

a) 20-30

b) 31-40

c) 41-50

d) Above 50

3. Educational qualification:

a) School education

b) Graduation

c) Post graduation

d) Technically qualified

4. Work experience:

a) Below 1 year

b) 1-2 years

c) 10-15 years

d) Over 15 years

5. Monthly income:

a) below 10000

b) 10000-25000

c) 25000-40000

d) Above 40000
6. How much do you aware of first aid treatment for various aliments?

a) Good

b) Excellent

c) Fair

d) Poor

7. How satisfied are you with present leave policy of your organization?

a) High

b) Medium

c) Low

8. Please give the ratings to canteen facility provided by the organization:

Particulars Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Cleanliness
Hygienic
Serving

9. How do you satisfy with the working hours of the organizations?

a) Acceptable

b) Normal

c) Very satisfied

d) Dissatisfied

10. Are you satisfied with the withdrawal facilities in the employee provident fund
Scheme?

a) Satisfied

b) Dissatisfied

c) Neutral

11. How do you rate the advance/loans provide by the organizations?

a) Very good

b) Good

c) Poor

12. 'Welfare facilities provided will motivate work to work sincerely'- how far you
Agree with this statement?

a) Agree

b) Strongly agree

c) Disagree

d) Strongly disagree

13. What are the types of bonuses given by the company to their employees?

a) Festival bonus

b) Profit sharing bonus

c) Work performances bonus

d) All the above

14. The work environment in the organization is

a) Satisfied

b) Dissatisfied

15. How do you feel sanitary facilities in your company?

a) Good b) Fair c) Poor

16. Will the management comes on investigation during any accident or incident?

a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree

17. Do they provide Safety Maintenance Plan for equipment’s in the premises?
a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree

18. Do they provide training on the event of fire?

a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree

19. Do the machineries & equipment’s are inspected and serviced by competent person
regularly?

a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree

20. Will they provide proper training for safe use in handling machineries and equipment’s?

a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree

21. Do the company provide safety devices like Gloves, Helmets, Shoes, and Dresses for
safety?
a) Yes

b) No

22. Will the company discharge any of hazardous chemical wastes in the surrounding
environment?

a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree

23. Do they provide proper education on utilization of hazardous chemicals in the

company?

a) Yes

b) No

24. Suggestions:

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