CHAPTER -1

INTRODUCTION

[1]

INTRODUCTION
The HRM function includes a variety of activities and key among them is deciding what Staffing
needs you have and whether to use independent contractors or hire employees, ensuring they are
high performers, dealing with performance issues, & ensuring your personal & management
practices conform to various regulations. Activities also include managing your approach to
employee's benefits& compensation, employee records & personal policies.
The objective of HR is to maximize the return on investment from organizations human capital
and minimize financial work. It is the responsibilities of the HR managers to conduct these
activities in an effective fair, legal& consistent manner. The satisfaction of the worker is one of
the important factors determining organizational efficiency. This is because a worker as a human
being plays a significant role in the organization. Workers in the organizations needs to be
satisfied, here welfare measures being provided to the global market the competitors sell their
products at lowest price. This has become a great problem for our country.

[2]

REVIEW OF LITERATURE

Researchers have done tremendous work on labour welfare and job satisfaction. Some studies have
determined the influence of labour welfare facilities on job satisfaction. Other studies have
researched the extent of job satisfaction experienced by employees (managers and workers) and
the job facets that are responsible in promoting job satisfaction. Furthermore investigations have
shown that personal variables such as age, gender and experience influence job satisfaction. The
review of literature in this chapter will highlight all such studies and provide an insight into the
variables influencing labour welfare and job satisfaction.
Studies on labour welfare and job satisfaction.
Studies on job satisfaction.
Influence of job facets on job satisfaction.
Influence of personal variables on job satisfaction.
Age and job satisfaction.
Experience and job satisfaction.
Gender and job satisfaction.
Hierarchy and job satisfaction.

STUDIES ON LABOUR WELFARE AND JOB SATISFACTION

The labour welfare measures provided in an organization affect the attitudes of employees towards
work. Labour welfare facilities satisfy the needs of the employees, which can improve their
working life, family life and overall welfare. Various studies have explored the labour welfare
facilities provided by organizations and determined its influence on job satisfaction.

The study further revealed that satisfaction with the implementation of the Factories Act (1948)
increased job satisfaction among workers. There was a positive correlation between the level of
awareness of the Factories Act and the level of job satisfaction but this relationship is not
statistically significant. A positive correlation was found between the level of satisfaction in the

[3]

implementation of the provisions of the Provident Fund and Miscellaneous Provisions Act (1952)
and job satisfaction. The same results were found with
the Employees State Insurance Act (1948). Education and job satisfaction were negatively related
but the correlation was not statistically significant. A negative correlation existed between status
of employment and job satisfaction among the textile workers. 21.42 percent of workers reported
that they would not like to continue with their present job.
The findings of the study also revealed the percentage of workers in the textile industries studied,
who were satisfied with their jobs due to the provision of various statutory labour welfare facilities.
Majority of the workers were satisfied with their jobs with respect to retirement benefits like
gratuity and provident fund. The number of such satisfied workers was the highest in the private
sectors and the minimum in the public sectors. But only a few workers were found to be highly
satisfied and highly dissatisfied with their jobs in this regard.

A small percentage of workers were dissatisfied with their jobs with respect to recreational
facilities. The percentage of satisfied workers was the highest in the private sectors and minimum
in the public sectors. A fairly large percentage of workers were satisfied with their jobs with respect
to medical benefits and housing facilities. The private sectors had the maximum number of
satisfied workers while in the public sectors minimum number of the workers was satisfied in this
regard. Some workers felt that it is perfectly right that their job increased their standard of living
(20.57 percent). The maximum number of the workers in favor of this was from private

Sectors and minimum from public sectors. The small percentage of workers felt the absence of
adequate quality of working conditions. The private sectors had the minimum number of workers
who are dissatisfied with their job in this regard, while the cooperative sectors had the maximum
number of such workers. A small number of workers were highly satisfied, majority of them were
Satisfied and a few of them were dissatisfied with the quality of working conditions.

To conclude, the study suggested the statutory welfare facilities should be well implemented and
so should labour welfare measures so that the level of job satisfaction increases among coir
workers in Kerala, which in turn may help in increasing productivity of workers.

[4]

STATEMENT OF THE PROBLEM

In the modern days work does not stand alone as a motivation factor to perform. Along with job
satisfaction there are various other factors such as employees welfare measures, motivation from
the superiors& subordinates appreciation & recognition, quality of work life, effective training
program , healthy work conditions, pay and other benefits, good infrastructural& safety given to
the employees, & many other factors. Among these factors the welfare measures of employees is
being given more priority. So the welfare measures given to the employees in an organization must
be good, effective& should be motivating the employees of the organizations. In a company if the
welfare measures are not being given enough priority then the employees in that organization will
lose faith in its management, because of the fact that the employees think that the management
consider themselves as mere a tool to work & the matters concerning the employees are not given
importance.

INTRODUCTION TO THE COMPANY

Kerala Balers (p) ltd, a member of Karan group companies is acclaimed as one exporters of the
leading of coir products in India. The parent company, the Karan group comprising of three
companies:

-William good acre and sons India (p) Ltd (since 1862)

- Alleppey Company (since 1927)

-Kerala Balers (p) ltd (since 1948)

They have been in the coir business for more than a century and form a group of private sector
companies' Backed with more than a century long tradition, Karan group is widely recognized as
the indisputable leaders in the natural floor covering industry starting as coir yarn spinners in late
1800s they presently own the largest integrated factory in Asia for weaving natural fiber floor
coverings. Factories are equipped with the latest yarn preparation and dyeing equipment imported
[5]

automated shaft/ jacquard looms finishing equipment supported by the industries finest weaving
talents. Karan group is the pioneer in Asia for the manufacture of vinyl backed coir mats/rolls.
Kerala Balers (p) ltd was incorporated in the year 1948for the manufacturing and selling of coir
and allied products. The registered office of the Kerala Balers (p) ltd is situated in Thumpoly by
the side of NH 47 in Alappuzha. The Kerala Balers (p) ltd is the member of the Travancore
chamber of commerce Alleppey, The coir yarn Balers association Cochin, the coir cochin
Association London, Federation of Export organization -: New Delhi and Indian Standard
Institution -New Delhi. Kerala Balers is ISO 9001; 2000 certified.
COMPANY DETAILS

Company Name

: Kerala Balers (p) ltd (established in l948)

Address

: Kerala Balers (p) ltd Thumpoly Alappuzha

Constitution

: Private Company

Associate Firms

: William Good Acre & Sons India (p) ltd Alleppey

Company situation : Ambalappuzha Taluk, Alappuzha-District

Name of possession: Free Hold

Area

Activity

: About 25 acres

: Manufacturing and export of mats, mattings, jute, rubberized coir

Mattings, sisal, and rubber backed edged mats etc.

Business status

: Two Star Export House

Major Buying Countries: USA, UK, CANADA

[6]

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES
To study the level of satisfaction towards various employee welfare measures with special
reference to Kerala balers (P) ltd Alappuzha.

SECONDARY OBJECTIVES

To find out how far the existing welfare cater to the requirement of the employees of Kerala
Balers
To suggest suitable recommendations to improve employees welfare measures in Kerala Balers
To measure the employees attitude regarding the welfare provided in Kerala Balers

SCOPE OF THE STUDY

Welfare measures are very important in all the organizations. Welfare measures given by the
management to the employees will make the employees work in a better manner with a sense of
belongingness towards their organizations.

Welfare measures make the employees to feel themselves as a part of organization

The study was conducted in Kerala Balers (P) ltd Alappuzha

The scope of the study is to understand the level of employees satisfaction towards welfare
measures

The study may also give details on whether there is any dissatisfaction among employees

This work also helps to ensure that the organization is providing the employees with right kind of
working environment which result in higher productivity

[7]

TOOLS FOR ANALYSIS

Data analysis was conducted by using percentage analysis method through Bar Graph, Ranking

PERCENTAGE ANALYSIS

Percentage refers to special kind of ratio .The percentage is used in making comparison between
two or more series of data. The easy and simplicity of calculating the general understanding of its
purpose and the universal acceptability of the present statistic have make it most widely and
standardized tool in researcher. The percentage analysis is conducted by dividing number of
respondent with total population of sample population of sample.

Percentage analysis formula= (Number of respondent/Total number of respondent)

RESEARCH METHEDOLOGY
Research refers to a search for knowledge. One can also define research as a scientific and
Systematic search for pertinent information. On a specific topic. Research is an art of scientific
Investigation.
Research can be considered as a movement from the known to unknown. It is actually a Voyage
of discovery we all possess the vital instinct of inquisitive for, when unknown make us we wonder
and inquisitive make as problem and attain full and fuller under standings of the unknown.
As such the term research to the systematic method consisting of the facts or data, analyzing the
facts& reaching certain conclusion either in the form of solutions towards the concerned problem
or in certain generations for some theoretical formulations.

[8]

METHODOLOGY
There are two type of data are used for this study primary as well as secondary
PRIMARY data are collected through interviews & discussions with various managers,
employers, workers. :
SECONDARY data are collected through the published accounts reports publications & journals
& also from the website of Kerala Balers.

RESEARCH PROBLEM
The factors contributing the welfare measure that improve the employees job satisfaction in every
organization and the same can be applied to the employees of Kerala Balers (P) ltd Alappuzha
RESEARCH DESIGN
Research design is a framework of blue print for conduction the research project. It deals the
procedures necessary for obtaining the information needed to structure or solve the research
problem.
Research design must contain
Statement of the problem
Predictions.
Formula design statement
Participants & procedures
Analytical strategy.
Conclusion
PERIOD OF STUDY
The period of study of was 45 days beginning from December 19?

TYPES OF RESEARCH
The descriptive study was conducted, also known as statistical research, describes data &
characteristics about the population or phenomenon being studied. Descriptive research answers
the questions who, what, where, when & how. Although the data description is factual, accurate
& systematic, the research cannot describe what caused a situation.
[9]

DATA COLLECTION METHOD

PRIMARY DATA
Questionnaire: A standardized, questionnaire was prepared to collect the response from the
customers personal.
Interviews: Interviews were conducted with the factory manager, human resource executive,
production supervisor& sub staff to collect the data for the study.
Observation: Result is collected through survey & observation

SECONDARY DATA
Company records: Data was collected from the official website, manuals etc.
Internet: The website that were mainly used to get the secondhand information.
Magazines: The magazines which were used for references were Business World &
Business India.

SAMPLE SIZE

Number of the sampling units selected sample from the population is called the size of the 50
employees of Kerala Balers (P) ltd Alappuzha taken as sample.

LIMITATIONS OF THE STUDY

The information provided by the workers is not definitely true.
The sample of workers is not true representative of total workforce.
The workers hesitate disclosing the true facts in order to secure their job
There is no measure to check out whether the information provided by the workers is correct or
not.
Time period of the study was limited

[10]

INDUSTRY PROFILE

Coir industry occupies a unique place among the rural traditional cottage Industries in India. The
state of Kerala, also known as the, land of coconuts is the largest producer of coir in India. The
coir industry in India is over 100 years until 1940' Small scale industry has been assigned an
important role in Indians development plans. The strategy of the Second Five year plan was to
build up the industry base of the country by concentrating on heavy industries with long gestation
periods and to meet the needs of minimum conception and employment by promoting small scale
and cottage industries.
The coir industry is one of the most important traditional small scale industries in India which
gives employment to about 4 lakhs of people and earns foreign exchange to the turn of Rs. 14
crores per annum.The preparation of coir is a lengthy process' Softened husk is beaten to separate
the fiber from the husk" This is then woven into coir. Coir-foam, rubberized coir is used to make
mattresses and pillow-covers' these have gained popularity due to their softness and durability.
Floor mats, carpets and durries too are made. Other handicraft items like bags, wall hangings, dolls
and animal figures etc. are made. The jeweler made out of coir is fascinating because of its intricate
and delicate design.
Coir industry in India is now internationally competing because of its availability. It is highly labor
intensive industry, but the productivity levels-seem to be so low that the average earnings of
workers employed are insufficient to maintain even a subsistence standard of living. The general
rise in money wages in recent years consequent on the inflationary conditions prevailing in the
economy is likely to have considerably increased the cost of production without corresponding
increase in productivity. This again may be the cause for the general feeling that the competitive
position of the industry which was essentially based on cheap labor especially in the external
markets has greatly declined.
On the demand side, coir products appear to be facing increasing competition from other hard
fibers in world markets and price fluctuation seem to have become a perennial feature of the
industry. The marketing problem has therefore assumed great importance in recent years, as the
feature prospects of the coir industry depend mainly on the expansion of the domestic as well as
foreign markets for its products. Inefficient marketing is a characteristic feature of underdeveloped
economies and the development of this strategic sector as of vital Importance for the growth of
[11]

any industry. But there has not been any study so far of the problems of marketing and foreign
trade in tire coir industry, in any of the traditional small scale industries in India.
Coir industry is the largest cottage industry in India. Its history goes back to 1859. It was during
this year a Spanish born American established in the first coir factory India' His name is Jarnes
Darrough. At that time the coir was mostly used in ships, cable-finder and in rigging. Later coir
began.to be used to maintain a comfortable living in residential building
Indian coir industry is an important cottage industry contributing significantly to the economy of
the major coconut growing States and Union i.e. Kerala, Tamilnadu, Andhra Pradesh, Karnataka,
Maharashtra, Goa, Orissa, Assam, Andaman & Nicobar, Lakshadweep, Pondicherry, etc. About
5.5 lakh persons get employment, mostly part time, in the industry. The exports from this industry
are around Rs 70 crores. Coconut husk is the basic raw material for coir. Products. Around 50 per
cent of the available coir husk is used to produce coir products. Hence, there is scope for growth
of coir industry.
The eighth plan programs for coir industry aimed at increased utilization of coconut husk for
production of coir fiber, growth of the domestic market, strengthening of research and
development to find out new uses of coir fiber especially in the areas of geo-fiber, fire retardant,
cement and gypsum polymer development, acquiring of new technology like PVC-tufted coir
products, encouragement to cooperativisation and providing social welfare, civic amenities and
medical facilities to coir workers. Emphasis would be laid on mechanization in a phased manner
without affecting employment to make Indian coir products competitive in the export market.
Brown coir fiber production would be encouraged by providing seed capital assistance
Modernization of our coir unit has been envisaged by providing incentives for installation of
modern equipment to make coir units industry more competitive in the export market. Special
training programs have been formulated for women artisans.
India accounts for more than two-third of the world production of coir and coir products. Kerala
is the home of Indian coir industry, particularly white fiber, accounting for 61 per cent of coconut
production and over 85 per cent of coir products' Although India has a long coastline dotted with
coconut palms, growth of coir industry in other coastal States has been insignificant. Not more 50
per cent of the coconut husks is utilized in the coir industry, the remaining being used as fuel in
rural areas. Production in the cooperative fold is not more than 20 to 25 per cent

[12]

The development programs so far undertaken aimed at revitalization of coir cooperatives,

improvement in quality and products diversification. Efforts were also made for exploring wider
export markets for coir and coir products. Judged from the increase in production and employment,
the progress has been rather slow and exports in physical terms have remained more or less static.

WORLD SCENARIO

Currently, the global annual production of coir fiber is about 3, 50, 000 metric tons (MT). yet, even
in the world's top two producers, India and sriLanka, which account for about 90% of global coir
fiber production, combined, this renewable resource is underutilized; local coir mills process only
a function of the available husks, which accrue more or less year round as a waste during coconut
processing' Traditional uses for the resilient and durable coir fiber include rope and twine, brooms
and brushes, doormats, rugs, mattresses and other upholstery often in the form of rubberized coir
pads.
In the 1980's and 90's, global export of coir fiber fell by almost half as western consumers shifted
to synthetic foam and fibers. Then since 1990, rapidly growing domestic demand in India more
than doubled global production benefiting exclusively the Indian coir industry. Finally, since 2001,
a rising Chinese demand for coir, an expanding market for coir-based erosion control products and
the spread of coir pith as a peat most substitutes in horticulture has further pushed up global
production and prices. In turn, other coconut growing countries including Philippines, Thailand
and Vietnam are now expanding their production and exports of coir fiber. This change are also
reflected in the international trade in coir.
Historically, Sri Lanka had been the world's largest exporter of various fiber grades where as India
exports largely value added products-yarn, mats, and rugs while in 1990 about 80 percentage of
global production was exported, growth of the Indian domestic market dropped that rate to below
40%. Global trade value for coir fiber, value added products-yarn, mats, rugs- and coir pith now
stands at about $140 million per year with India and Sri Lanka respectively accounting for about
$70 and $60 million of that amount. This may not see much but in the coconut regions of producing
countries coir is an important economic factor. In Sri-Lanka, coir related exports account for 6%
of agriculture exports over 1% of all exports and 0.35% of GDP

[13]

Moreover, coir milling and value addition, mostly spinning and weaving, are important regional
employers, particularly in rural Southern India and coastal Sri-Lanka. They give work to 5000,
000+ people, many of them women working part time yet, working conditions and productivity
are generally poor. The challenge for industry is too sustainable expands markets for this versatile
renewable resource while maintaining its role as employer for the rural poor. This may require
producers to innovate production, improve product consistency, and in particular develop novel
applications-jointly with their customers in improving countries' Businesses, public agencies and
research institutes now addressing this challenge in multilateral projects worldwide-setting
examples that global trade can be beneficial to all parties involved.

INDIAN SCENARIO
Indian coir industry is an important cottage industry contributing significantly to the economy of
the major coconut growing states and union territories, i.e. Kerala, Tamilnadu, Andhra Pradesh,
Maharashtra, Goa, etc. India accounts for more than 80% of the world population of coconut fiber.
The exports from this industry are around Rs.70 crores

Coconut husk is the basic raw material for coir products. Around 50 percent of the available coir
husk is used to produce given for expansion of home market though publicity and advertisement,
product diversification, adoption of new technology, research and development, training for
artisans, training for artisans, including women and social welfare measures for coir workers, most
of whom are SC/ST and women saltine dotted with coconut palms, growth of coir industry in other
coastal states has been insignificant.

Coir industry employs more than 5.5lakh person and a majority of them are women from rural
areas belonging to the economically weaker sections in the society. Nearly 80% of the coir workers
are in the extraction and spinning sectors. Apart from India, Sri Lanka, Thailand, Indonesia etc.
are the other coir producing countries in the world. India accounts for more than two-third of the
world production of coir and coir products. Kerala is the home of Indian coir industry, particularly
white fiber, accounting for 61%o of coconut production and over 85% of coir products.

[14]

Kerala and the Coir Industry

The history of coir and its association with the states of Kerala dates back to the 19 th century.
Sandwiched between the Western Ghats on the east and the Arabian Sea. On the west, Kerala is
one of the most beautiful States in India. A tropical paradise of waving coconut palms and wide
and the men in sandy beaches, this thin strip of coastal territory slopes down from the mountain
Ghats in a cascade of lush green vegetation and varied fauna tree. One of the most commonly seen
tropical trees in Kerala is the coconut tree. In fact, even the name Kerala is derived from this tree.
Everything from Kerala's culture to its dishes is evolved around the coconut Alleppey is the nerve
center of Kerala's famous coir industry. Here, one can see coconut husks being beaten into fiber
for making beautiful mats and other coir products. Both men and women are actively involved in
the production of coir. The women are mainly involved in the yam spinning sector the productweaving sector

Coir industry enjoys the status as the largest cottage industry in the States of Kerala, giving
employment to over a million people. Kerala also has a very fine natural harbor located at Cochin.
From the ancient times itself Cochin had found a place in the minds of Europeans as a trading
center because of its port and spices. Some of the historical monuments left behind by the early
travelers at Cochin are the Chinese are the Chinese fishing nets that were introduced during the
medieval ages by traders from the court of Kublai Khan. St. Francis Church considered as the
oldest European church in India was built by the Portuguese sailor Vasco Da Gama during the
period 1503 to 1524. The Jew synagogue build by early Jewish settlers in the period 1568 is another
notable historical monument

The economy of the district is predominantly based on agriculture and marine products. Though
the district is industrially backward, some traditional industries based on coir and products, marine
products, handlooms, different types of handicrafts, toddy tapping, etc. have been dominating the
scene from the very early times. The easy available of raw materials and existence of backwaters
and canals suitable for the wetting of green husk and accessibility of transportation are the main
factors for the development of this industry. Arabs had carried on trade in coir products from very
ancient times.

[15]

The manufacture of mats and matting's was first introduced in 1859 by Mr. James Durragh, an
American who founded the firm M/s DurraghSmail Ltd., at Alappuzha with officers in London
and New York Street is known as the traditional home. The coir Board was established by the
Central Government under the provision of the Coir Industry Act, 1955. The National Coir
Training and Designing center were also established at Alappuzha in 1965.

From the very early times, Alappuzha proper was considered the Venice of the East and the interior
of the district paved way for its overall development. Consequent on the importance attained by
Kochi, the development of the Alappuzha was considerably retarded. Of late, there is a ray of hope
of industrial development in the district with the opening of the new rail link with Ernakulum, the
Commercial capital of Kerala. Within the next few years, Alappuzha district may take its old
position, provided the working class gives a favorable climate for industrial expansion of Coir
Industry in Kerala

Coir is the most important commodity manufactured in Alappuzha, Kayamkulam,

Kothamangalam, Komalapuram, Mannancherry, Muhamma and cherthalai. Lime shell in
Arookutty and Kodamthuruthu, Plywood in Chengannur, Kontron controls in Aroor, Potassium
Chloride in Mavelikara and coconut in Thanneermukkom are also worth mentioning and figure in
the industrial map of Alappuzha

The most important traditional industry, generating employment, is the coir industry, which is a
standing monument of the toil of nearly 3.83lakhs of workers with nearly 76% of them being the
women folk. Coir industry is an integral part of the economy of Kerala. Coir industry is second to
agriculture as a source of employment in Kerala, providing employment to 3.83 lakh persons, of
whom 3.25 lakh are women. The major products exported from India include coir fiber, coir yarn,
coir mat, coir matting, coir rugs, geo-textiles, rubberized coir, coir pots, coir pith etc.
The industry has deep routed in economical- social and political field especially in the costal belt
of Kerala. The main reason for forming this industry in Kerala is that the availability of raw
material, plenty of backwaters and availability of man power. In the recent years India has the top
position in the coconut processing countries. Coconut is used in its tender form and mature form.A
major development during the post independent period was the rapid growth of coir cooperatives.
[16]

COCONUT PALM

The coconut palm referred to on different occasions as "the tree of life" is scientifically termed as
cocus "Nucifera"" The meaning of Latin word 'Nucifera" is the one that bears fruit. The palm has
a patropical distribution occurring in coastal areas between 20 degree north and 20 degree south
of the equator' The wild ancestor of coconut may have been from South America dispersed widely
millions of years before domestication in Indo-pacific area. Every part of the coconut adored in
the west and east alike provides food, drink' shelter and livelihood. Coconut the well-known fruit
of coconut palm has various uses' The edible white portion, kernel is mainly used for extracting
oil' The hard outer covering known as the "shell" is used to make handicraft products and as fuel'
The husk of coconut is the raw material in coir industry'

COIR
Coir (also known as "kokos" or "coco") is a natural fiber extracted from the husk of coconut fruit.
The husk consists of coir fiber and a corky tissue called pith' the husk is immersed in water for 69 months. This process is called retting' Retting removes some of the dirt and natural enzymes
present in the fiber giving it a golden color. The fiber is then extracted by beating it manually using
a mallet or by a mechanical extractor machine. This leaves the outer skin of the coconut fruit along
with the corky pith. Pith finds large scale use in horticulture as a growing medium.
The fiber thus extracted is then hand-spun to form the golden coir yarn. This yarn is used to make
an ever increasing range of products.
The advantages of coir fibers are: 100% natural
Bio-degradable
Made from infinitely replinishable resources
Natural golden brown color-fits any dcor
Hard and resilient fiber provides excellent scrubbing action-ideal for door/entrance mat
application
High water retention
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 Coir mattings ad rugs : hard wearing, rustic and elegant

Moth and rot resistant
Good insulator for heat and sound

COMPOSITION OF COIR
CHEMICAI" AND PHYSICAL PROPERTIES

Coir is a lignocelluloses material. It is bio - degradable. The physical and chemical properties of
coir is given in the following table

Physical properties of coir, fiber

Ultimate's
Length in mm
Diameter / width in micron

0.6
16

Single Fibers
Length in inches

6-8

Density (g/cc)

1.40

Tenacity (g/tex)

10.0

Breaking elongation %

30

Moisture regain at 65%R.H(%)

10.5

Swelling in water (diameter)

5%

[18]

COMPANY PROFILE
The company came into existence in the year 1948 with a vision of providing ecofriendly and
quality product. By incorporating many ecofriendly measures they have reaffirmed their
commitment to be a socially responsible organization. The employee and associate professionals
who are held esteem in their sphere of work be it for planning, implementation and quality control.
Led and guided by Mr. Ashok Varna, and Smt. Subhadra Ravi Karunakaran who wish to
accomplish the vision of great late Sri Ravi Karunakaran.
Priority is given to customer satisfaction by recognizing and understanding the need of their clients
and providing them with kind of material that exactly matches their requirements.
During the year 2008-2009 the company's sales of coir yarn is l715 MT and sale of other product
were 1041265 MT and made a profit of 4145lakh and its export turnover was Rs. 45 cores. The
company has earned a foreign exchange of Rs 32,55,0636.5 from export business.
Kerala Balers have factories at
- Alleppey
-

Paravoor

(Kollam

district)

- Pollachi
Its subsidiaries are Mudra coir - palluruthy Cochin, Floor co- paravoor, Kollam, Cocoplast
Alleppey and Pollachycocos, Tamilnadu
HISTORY OF KERALA BALERS
Kerala balers (p) ltd, a member of Karan Group companies is acclaimed as one of the leading
exporters of coir and coir products in India. The parent company, the Karan Group comprising of
three companies
William good acre and sons India (p) ltd (since l862)
Alleppey Company
Kerala Balers (p) ltd (since I948)

[19]

They have been in the coir business for more than a century and from a group of private sector
companies. Backed with more than a century long tradition, Karan group is widely recognized as
the indisputable leaders in the natural floor covering industry starting as coir yarn spinners in late
1800s they presently own the largest integrated factory in Asia for weaving natural fiber floor
coverings. Factories are equipped with the latest yarn preparation and dyeing equipment imported
automated shaft/ jacquard looms finishing equipment supported by the industries finest weaving
talents. Karan group is the pioneer in Asia for the manufacture of vinyl backed coir mats / rolls.

Kerala Balers was incorporated in the year 1948 for the manufacturing and selling of Coir and
allied products. The registered office of the Kerala Balers (P) ltd is situated in Thumpoly by the
side of NH 47 in Alappuzha. The Kerala Balers is the member of the Travancore chamber of
commerce Alleppey, The coir yarn Balers Association Cochin, The coir Cochin Association
London, federation of Indian export organization - New Delhi and Indian Standard Institution New Delhi. Kerala Balers is ISO 9001; 2000 certified.

COMPANY DETAILS

Company Name: Kerala Balers (P) Ltd (established in 1948)

Address: Kerala Balers (P) Ltd Thumpoly Alappuzha
Constitution: private company
Associate Firms: William good acre and sons India (P) Ltd Alleppey
Company situation: Ambalappuzha Taluk, Alappuzha District
Name of possession: Free hold
Activity: Manufactured and export of mats, mattings, jute, rubberized coir mattings, sisal, and
rubber backed edged mats etc.
Area: About 25 acres
Business status: Two star Export House
Major Buying Countries: USA, UK, CANADA

[20]

Board of directors

Smt. Subhadra Ravi Karunakaran (chairperson)

Shri. Ashok Venugopal (MD)
Shri. P. k. Kurian
Shri. VivekVenugopal
Shri. A. Nair
WORKING CAPITAL

The working capital of the company is mainly consisting of the share capital
Authorized Capital: Rs 7, 50,000
Issued: Rs 620000
Subscribed and paid up = Rs 6, 20, 000
Market Share= the market share of Kerala Balers (P) Ltd is 10%
Competitors = DC mills, NC john and sons, Palm fiber
Trade union = All the disputes in Kerala Balers are settled through the discussion between
management and trade unions. The recognized trade unions are CITU and AITUC

AWARD OWNED BY THE COMPANY

They have own the reward for the highest exporter of coir yam during the year 1998-1999 and also
the award for growth in export of coir products during the year 1999-2000
QUALITY POLICY OF KERALA BALERS
We are committed to enhance customer satisfaction through reviewing and improving our
performance. We remain committed in all spheres of our activities"

[21]

PRODUCT PROFILE

Backed with more than a century long tradition, Karan group widely recognized as the indisputable
leader in the natural floor covering industry. Starting as coir yarn spinners in late 1800s they
presently own the largest integrated factory in Asia for weaving natural fiber floor coverings. The
factories are equipped with the latest yarn preparation and dyeing equipment, supported by the
industries finest weaving talents. They are the pioneers in Asia for industries finest weaving talents
and the manufacture of vinyl backed coir mats trolls. Addition of the fully automatic latex backing
and flocking machines during 2001, demonstrates their leadership position in technology up
gradation with the natural floor covering industry. Continuing commitment to design and
development is evident by the extended in- house design studio which is supported by inputs from
the leading home furnishing designers worldwide.

Imperial mats- Thick heavy - duty coir mats up to 38 min thick, dense hand tufted pile ideal for
printed designs, inlaid versions available for enhanced definition. Velour mats- available in a range
of pile heights to fit every need and budget, thick coir pile unmatched scraping and moisture
absorption, printed version available at great value prices - ideal for promotion.

Power looms coco mats woven on imported German looms for uniform dense weave. All four
sides finished with latex glued edged extra durable and slip resistant, available in a range of unique
texture and weaves can be cut or dir. punched to any desired shape, ideal for shaped mats, also
available in roll form ideal for custom entrance mat/ commercial applications, large in house
production capacity helps to fulfill promotional orders. Coir Board loom and rugs, highly durable
and pleasantly resistant- suitable for kitchens / entry ways/ stairs/ halls and medium/ high traffic
areas, most textural of all natural fiber floor coverings provides an elegant surface for modern as
well as contemporary furniture.

Sisal broad loom and rugs one of the hardest weaving all natural fibers, smooth surface with a
characteristics natural sheen offers sophisticated look sisal / jute blends available with hard
weaving sisal on surface and jute for inner chains.

[22]

Jute broad loom rugs hard wearing, smooth and soft under foot, ideal choice for living and sleeping
areas. Clean, casual understated style natural enhancement to any decor. Wide range of weaves /
textures/ colors available in both hand woven and machine woven qualities.

Printed jute area rugs- wide range of popular traditional/ contemporary design themes are
available. Advanced dye recipe offers excellent fastness properties? A great casual look is
achieved by applying layers of stencil color on a hand woven jute rug, Sea grass- one of the
versatile floor coverings, hard, durable surface with classic natural look ideal for medium/ high
traffic areas, almost impermeable fiber is naturally stain resistant

DEPARTMENT PROFILE

The departmentation of the officer in Kerala Balers is made on fundamental basis. They give
greater importance in case of arranging departments. The shape, size and number of department in
Kerala Balers (P) ltd depend upon the size of the business operations such as other similar
organizations are doing regarding departmentation. The important departments in Kerala B6lers
as follows;
Personnel Department
Production Department
Marketing Department
Finance Department
Quality Control Department

Personnel Department: personnel department is an important department of the officer

performing a number of functions recruitment, placement, and development of staff job
description, and job evaluation, merit ratings and its devices, method and enter in to contracts for
employees. The Kerala Balers (P) ltd is providing employment to number of persons. It has about
27 permanent office staffs that work under salary system and about 155 employees, who work
under values sections. It is appreciable that all the staff members are dedicated to their work.

[23]

Functions of personnel department

Manpower planning: man power planning is one of the requirements of hands in a

projected production program, on the existing type of and categories of machines
in different department. The work man of the Kerala Balers can be classified as
follows;
Permanent
Temporary
Trainees etc.
In Kerala Balers 27 permanent offices staff that various sections. It is appreciable that all the staff
members are dedicated to their work. Every employee has one punch cum identity card.
Attendance is recorded through punching system. There is a unique code number for each
employee by which employee, which is a confidential record, is also kept in the department

Recruitment: Direct recruitment has been adopted to fill the vacancies. ITI
holders and coir board trainees are usually taken. Youngsters at the age of
18-25 are generally taken and give training in skilled jobs in the different
department of the company.
Training: Kerala Balers give training in skilled jobs in the different
department of the company. They also give training for safety and health
measures. Proper training is given to the selected employees
Employee placement: first of all there is an identification of vacancies;
preference is given to the employees inside the company
Promotion: promotion of employees is at the direction of management. The
basis for promotion will be seniority, suitability of the post, efficiency, skills,
conduct etc. of the workmen
Performance appraisal: performance appraisal and high ranked performance of
employees are awarded sometimes with promotion and other times with
increases

in

increments

Employees remuneration
[24]

given

to

them.

Salary: The salary system followed by Kerala Balers in payment of wage is piece rate
system and time rate system. In production, piece rate system is employed and employees
very well accept it. In the mechanical works, the time rate is used to pay wages, wage slips
are using for payment of wages. Daily wage workers are paid weekly and staff is paid
monthly. Employees are also provided extra amount for the overtime work done by them.
The percentage bonus is given as 29.8%bonus and allowance is given once in year.

Employee state insurance (ESI): All the Employees of Kerala Balers are eligible for ESI
benefits. The percentage of ESI is 1.75 % of salary as employee contribution.

Provident fund: Both the employee and employees contribution for pF is 12% of their
earning per month

Leave: For 160 working days in a year,8 paid leaves are given to the workers

Production

Department

The production department deals various activities of production of finished products. It provides
relevant data for production planning and budgeting and performs miscellaneous clerical function
to production quality control, product documentation, material handling, control of stocks etc.

Kerala Balers (P) Ltd has 4 production units:

1. Baling
2. Floor co II
3. Cocoplast- Coco flock
4. Dye house

[25]

 Baling: The Kerala Balers started their business with coir yarn bales exporting. Bailing
processes include receipt of coir yarn, incoming inspection, weighing, labeling, final
inspections and dispatch.
Floor co II: Manufacturing of power loom mats and mattings. The unit is fully automated.
Floor co II has 20 weaving machines and2 cops winding machines. The types of looms are;
jacquard loom- computer loom- shaft loom- brush loom. The H.O.D is factory manager;
two supervisors assist the financial manager in his work. Raw rnaterials are: coir yarns,
jute yams, sisal, and polypropylene. Jute yarn and sisal imported from Bangladesh and
Pakistan.
Coco plast: Established in1992 with an aim to create fully automated manufacturing
facility for vinyl backed coir mats and rolls. The objective of setting up this facility was to
cater high quality conscious foreign customers a quality vinyl backed coir mats and matting
which

would

live

up

to

their

expectations

with

world

class

quality.

Coco flock: it is one of the finishing production units of Kerala Balers comes under the
coco plast department. The flocking machine is imported from Germany. The machine
capacity is depending upon the size of the mat.
Dye house: in the dye house, coir, jute, and sisal yams are dying in to different shades.
Dyeing or bleaching manufacturing processes includes receipt of materials, incoming
inspection, dyeing or bleaching and drying after bleaching or dyeing.

Marketing Department
Kerala Balers focused on exporting even though they have a domestic market for the products.
They places orders by participating in interactional exhibition, which held in Frankfurt, Germany.
The representatives are sending to Germany with the sample of their products. The company
exports its products to: USA, UK, France, Italy, Germany, Pakistan, Netherland, Mexico, Spain,
Denmark, Portugal, Lebanon, Canada, Japan, etc. it also has a domestic market, Delhi and
Mumbai; the orders are sending by courier or by flight. The company gives advertisement in coir
[26]

news magazines. The whole sellers of the company make bulk purchases. The Bacova Guild Ltd
(USA), Boston ware house, Trading Company (USA) and International Trading Company are the
whole sellers. The company mainly produces about fifteen products. The company has many
competitors. It faces competition from India as well as Sri Lanka and some other foreign countries.
The assistant manager assists the manager in marketing functions. A production executive and
three office assistants work under the assistant manager. Important buyers of Kerala Balers are;
BACOVA GUILD LTD- MEDICI 888-BOSTOV WARE HOUSE TRADING CORP HABITAT.

Finance Department
Finance department is the lifeblood of every business. Financial management is an internal part of
overall management. It is not a totally independent area. Finance department is responsible for all
financial activities done by the organizations and the finance management controls all the activities
of financial department. Financial department is concerned with all the receipts and payment of
coir products. The main policy of the department is concentrate revenue and dealing in payment.
They keep a different account for keeping different transactions. Finance department is headed
with chief accountant then followed by assistant account officer, three computer assistants and 2
clerks. A main function of finance department is that is that to maintain sufficient fund for the
smooth and efficient flow of the organization. The company collects funds by way of shares, long
term fund as well as short term.

[27]

Important

functions

of

finance

department

Creating and maintaining books of accounts.

Keeping of records.
Calculation of salary of staffs.
Preparation of various contract accounts.
Calculation of commission. Stock valuation
Analysis of companies profit with that of other companies.
Calculation of advanced tax.
Preparation of income tax
VAT.
Preparation of P &L accounts.
Balance sheet.
Preparation of vouchers, journals, ledgers.
Preparation of budget such as cash and sales budget
Quality control department
Quality control department deals with the process of checking the quality of both raw materials
and products with pre-determined standards of quality. The quality policy of Kerala Balers as
follows
We are committed to enhance customer satisfaction through reviewing and
improving our performance. We remain committed to excellence in all spheres of our activities".
In order to implement the quality policy, the quality objectives are established as-follows:
Reduce wastage
Reduce internal failure
Reduce incoming failure
Timely delivery
Better productivity

It is assured that quality and objectives are understood, implemented and maintained by all
personnel in the organization.
[28]

CHAPTERTSATION

CHAPTER 1 -INTRODUCTION TO THE STUDY

This chapter is classified into different parts they are,

Introduction

Review of literature

Statement of the problem

Introduction to the company

introduction to research methodology

Scope of study

Limitations

Chapterization

CHAPTER 2 THEROTICAL BACKGROUND

Definitions
CHAPTER 3. DATA ANALYSIS AND INTREPRETATIONS
This chapter contains the analysis of data which is done by taking each question and analysis was
carried out by question and using percentage analysis. In this method all the given data is converted
into percentage and represented in the form of bar graph
CHAPTER 4. FINDINGS, SUGGESTIONS AND CONCLUSIONS
This chapter contains findings, suggestions and conclusions.
BIBLIOGRAPHY
Each reference should give details regarding the author(s), title of book, details regarding year of
publication, name of the publishers, etc.
ANNEXURE
Every project report contains necessary annexure wherein the Performa of questionnaire/ interview
schedule should be enclosed in original
[29]

CHAPTER 2
THEORITICAL BACKGROUND

[30]

INTRODUCTION
Employees play an important role in the industrial production of the country. The human resource
managers are really concerned with the management of people at work. It is necessary to secure
the cooperation of labour or employee force in order to increase the production and to earn higher
profits. The cooperation of employee force is possible only when they are fully satisfied with their
employer and the working conditions of the job. In the past, industrialists and employers believed
that their only duty towards their employees was to pay them satisfactory wages and salaries. In
course of time, with the introduction of the concept of human resource management, psychological
researches convinced them that workers required something more important. In addition to
providing monetary benefits, human treatment given to employees plays a very important role in
seeking their cooperation. Labour or employee welfare activities benefit not only the workers but
also the management in the form of greater industrial efficiency. The human resource managers
realize that welfare activities pay good dividends in the long run because they contribute a lot
towards the health and efficiency of workers1. The terms labour welfare, employee welfare and
workers welfare are generally used interchangeably to denote various services provided by the
employers to the employees in addition to wages.

Employee welfare is a dynamic concept as new welfare measures are added to the existing ones
along with social changes. 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 and salaries. Welfare facilities are essential for the health of the
organization since they bear a close connection with the productivities of the labour force.
Today welfare has been generally accepted by employers. The state only intervenes to widen the
area of applicability. It is now accepted that it is a social right. According to Royal Commission
on Labour, the term welfare as applied to industrial workers is one which must be necessarily
elastic, bearing a somewhat different interpretation in one country from another, according to the
different social customs, the degree of industrialization and the educational development of
workers2. The Labour Investigation committee defined labour welfare work as, anything done
for the intellectual, physical, moral and economic betterment of the workers, whether by
employers, by Government or by other agencies, over and above what is laid down by law or what

[31]

is normally expected as a part of the contractual benefits for which the workers may have
bargained. The Committee on Labour Welfare pointed out that labour welfare includes such
services, facilities and amenities as adequate canteens, rest and recreational facilities, sanitary and
medical facilities, arrangements for travel to and from work and for the accommodation of workers
employed at a distance from their homes, and such other services, amenities and facilities,
including social security measures, as they contribute to improve the conditions under which
workers are employed. The ILO report defines labour welfare as such services, facilitates and
amenities as may be established in or in the vicinity of undertakings to enable the persons
employed in them to perform their work in healthy and congenial surroundings and provided with
amenities conducive to good health and high morale. The Encyclopedia of social sciences defined
labour work as the voluntary efforts of the employers to establish within the existing industrial
system, working and sometimes, living and cultural conditions of the employees beyond what is
required by law, the custom of the country and the conditions of the market.

Thus labour or employee welfare is a comprehensive term, which may include any activity, which
is connected with the social, moral and economic betterment of workers provided by any agency.
Such activities may differ from country to country and from region to region or from organization
to organization.
Labour or employee welfare has the following objectives.
To provide better life and health to workers.
To make the workers happy, satisfied and efficient.
To improve intellectual, cultural and material conditions of workers and to relieve them from
industrial fatigue

IMPORTANCE OF LABOUR WELFARE

The basic objective of labour welfare is to enable workers to live a richer and more satisfactory
life5. Labour welfare is in the interest of the labour, the employer and the society as a whole. The
main benefits of the employee welfare services have been discussed hereunder

[32]

A) Benefits to the Workers

The usefulness of welfare need not be overemphasized. For instance, the provision of welfare
measures such as good housing, canteens medical facilities etc., makes the workers realize that
they have some stake in the undertaking in which they are employed and so they think thrice before
taking any reckless action, which might prejudice the interest of the undertaking. Secondly,
welfare measures such as subsidized food in canteens, free medical and educational facilities etc.
indirectly increase the real income of workers. If the workers go on strike, they will be deprived
of all these facilities. Thirdly, welfare activities improve the psychological health of workers by
reducing the incidence of the vices of industrialization. Away from native village and thrust into a
strange and unfavorable environment, the workers fall prey to drinking, gambling and other vices.
Congenial environment as a result of welfare measures will act as a deterrent against such social
vices. Further welfare activities influence the sentiments of workers. When workers feel that the
employers and the state are interested in their happiness, their tendency to grouse and grumble will
steadily disappear. The development of such a feeling paves the way for industrial peace

B) Benefits to employers
The provision of welfare facilities is not only beneficial to workers but also to employers in several
ways. For instance, the provision of welfare facilities helps in increasing the employee productivity
by improving their physical and psychological health. Besides this, it helps in improving the
goodwill and public image of the enterprise. It also helps in improving good industrial relations
and industrial peace. Further employees take active interest in their jobs and work with a feeling
of involvement and commitment. Consequently, employers secure the benefits of high efficiency,
cordial industrial relations, low absenteeism and low turnover6. Above all, employers do not have
the threat of government intervention.

C) Benefits to the Society

Labour / Employee welfare is also in the interest of larger society because the health, efficiency,
and happiness of each individual represents the general well-being of all. Well-housed, well-fed
and well-looked after labour is not only an asset to the employer but also serves to raise the
standards of industry.

[33]

THEORIES OF LABOUR WELFARE

The theories of labour welfare reflect the evolution of the concept of welfare. Earlier, the
Government had to compel the industrial organizations to provide basic amenities to their
employees. Such compulsion was necessary because the employers used to exploit the labour and
treated them in an unfair manner. With the passage of time, the concept of welfare has undergone
changes. Progressive managements today provide welfare facilities voluntarily and with
enlightened willingness and enthusiasm. In fact, welfare facilities are no longer restricted to
workers alone but also extended to social welfare also. In this regard, a brief description of the
various theories of employee welfare has been outlined hereunder.
The Police Theory of Labour Welfare
The Religious Theory of Labour Welfare. This has two aspects:
(a) Atonement
(b) Investment aspects.
The Philanthropic Theory
The Trusteeship Theory
The Placating Theory
The Public Relations Theory, and
The Functional Theory of Labour Welfare.
A) The Police Theory
The police theory is based on the contention that a minimum standard of welfare is necessary for
laborers. Apparently, this theory assumes that man is selfish and self-centered, and always tries to
achieve his own ends, even at the cost of the welfare of others. If wealth or authority or both help
him to be in an advantageous position, he uses it for his own advantage, exploiting those who are
under him. According to this theory, owners and managers of industrial undertakings get many
opportunities for this kind of exploitation. The welfare state has to prevent this kind of exploitation
and coerce the industrialists to offer a minimum standard of welfare to their workers. Such
interference is in the interest of the progress and welfare of the state. Laws are enacted to compel
managements to provide minimum wages, congenial working conditions, reasonable hours of

[34]

work and social security. The police theory, therefore, leads to the passing of laws relating to the
provision of minimum welfare for workers; periodical supervision to ascertain that these welfare
measures are provided and implemented and punishment of employers who evade or disobey these
laws
In this theory, the emphasis is unfortunately on fear and not on the spirit of welfare, which should
be the guiding factor. There are some big employers who do not undertake welfare programs,
which are not required by law, even though they can easily do so. There are others who find
loopholes in the law and convince factory/mine inspectors that they have duly carried out the legal
requirements. These laws, moreover, impose a heavy burden on the Government, which has to
maintain a costly Inspectorate to ensure that minimum welfare programs are implemented in all
the industries. However, in a country like India, where working conditions in many places are not
at all congenial and where the majority of the workers is illiterate, a certain amount of coercion is
essential in the interests of the working population.

B) The Religious Theory

This theory is based on the concept that man is essentially a religious animal. Even today, many
acts of men are related to religious sentiments and beliefs. These religious feelings, sometimes,
prompt an employer to take up welfare activities in the expectation of future benefit, either in this
life or in some future life. According to this theory, any good work is considered as Investment.
In this case, both benefactor and the beneficiary are rewarded. Many trusts and charitable
institutions in India function on the basis of this belief. Another aspect of the religious theory is
the atonement aspect. Some people take up welfare work in a spirit of atonement for their sins.
Thus, the benevolent acts of welfare are treated either as an investment or an atonement. According
to this theory, man is primarily concerned with his own welfare and only secondarily with the
welfare of others. The religious basis of welfare, however cannot be rational. Fundamentally,
welfare based on charity is not good for the beneficiary in the long run. These services are
voluntary and sometimes even amount to more than what is required by legal enactments.

[35]

C) The Philanthropic Theory

This theory is based on mans love for mankind. In Greek, philo means love of and anthropes
means man. So philanthropic means loving mankind. Man is believed to have an instinctive urge
by which he strives to remove the sufferings of others and promote their well-being. This drive
may be a rather powerful one and may impel him to perform noble sacrifices. When some
employers have compassion for their fellowmen, they may undertake labour welfare measures for
the benefit of their workers. In fact, the labour welfare movement began in the early years of the
Industrial Revolution with the support of such philanthropists as Robert Owen. In India, Mahatma
Gandhi was one of the eminent philanthropists who strove for the welfare of labour. This theory
thus, depends largely on mans love for others and therefore, cannot be universal8. Irregular and
occasional philanthropic acts of welfare may sometimes defeat the very purpose of welfare. All
the same, the utilization of such philanthropic sentiments on the part of employers and others has
worked well for the time being, at least.

D) Trusteeship Theory
This is also called the paternalistic theory of labour welfare, according to which the industrialist
or employer holds the total industrial estate, properties and profits. These properties and profits,
he uses for himself, for the benefit of his workers and also for society. Workers are like minors.
They are ignorant because of lack of education and are not able to look after their own interests.
Employers, therefore have the moral responsibility to look after the interests of their wards, who
are the workers. As a matter of fact, it is not legally binding as it is a moral obligation. The main
emphasis here is on the idea that employers should spend a portion of their funds for the wellbeing of their workers. Mahatma Gandhi very strongly advocated this Trusteeship Theory. Here
too, labour welfare depends on the initiative of the top management. Since it has no legal sanction,
its value is related to the moral conscience of the industrialists. This theory treats workers as
perpetual minors and industrialists as eternal guardians. The self-reliant growth of the trade union
movement is ignored in this theory, though it may create a basis of goodwill between labour and
management.

[36]

E) The Placating Theory

This theory is based on the fact that labour groups are becoming more militant and are conscious
of their rights and privileges than ever before. Their demand for higher wages and better standards
cannot be ignored. According to this theory, timely and periodical acts of labour welfare can
appease the workers. They are some kind of pacifiers by way of friendly gestures. Sincerity may
be lacking in these programs9. Psychologically this theory is unsound, though it has often been
acted upon to secure the workers cooperation.

F) PUBLIC RELATIONS THEORY

This theory provides the basis for an atmosphere of goodwill between labour and management and
also between management and the public. Labour welfare programs, under this theory work as a
sort of an advertisement and help an industrialist to build up good and healthy public relations.
This theory is based on the assumption that the labour welfare movement may be utilized to
improve relations between management and labour. An advertisement or an exhibition of a labour
welfare program may help an industrialist to project to the public a good image of his company.
His sales as well as profits may improve as a result of two-fold benefit to the company. But this
kind of program may also lack in sincerity and continuity. When such a program loses its
advertisement value, it may be neglected or abandoned by the employers even though it is useful
to employees. Hence, welfare may tend to become a publicity stunt. Nevertheless, these programs
do improve industrial relations.

[37]

G) The Functional Theory

This is also called Efficiency Theory. Here, welfare work is used as a means to secure, preserve
and develop the efficiency and productivity of labour. It is obvious that if an employer takes good
care of his workers, they will tend to become more efficient and thereby they step up production.
But all this will depend on a healthy collaboration between union and management and their
mutual concern for the growth and development of the organization. Higher production is of great
benefit to both management and labour. The latter will get better wages and perhaps, a share in the
profits. This is the functional aspect of welfare having efficiency as its object which increases
productivity10. This theory is a reflection of contemporary support for labour welfare. It can work
well if both the parties have an identical aim in mind that is higher production through better
welfare and this will encourage labors participation in welfare programs.

In India, it is said, the industrial system clings largely to the paternalistic approach. Some
managements, however try to achieve results through police control. Either way, workers start
expecting too much from employers, as a result of which employers provide welfare measures in
a somewhat half-hearted manner. The trusteeship theory, too, can be applied suitably in Indian
conditions, though, in the long run, it is better to act on the basis of the functional theory of labour
welfare, for it works effectively by reason of an intelligent and willing participation of workers.

VARIOUS DEFINITIONS OF LABOR WELFARE

1) To CHAMBERS DICTIONARY, it is a state of faring or doing well, freedom from

calamity, enjoyment of health prosperity etc. therefore welfare denotes a condition of
wellbeing happiness, satisfaction, conservation, and development of human
resources

The concept of welfare is necessarily elastic in characteristics. It varies in its interpretation

from country and from time to time, depending on the industrialization and general level of social
and economic development.

[38]

2)

The efforts to make life worth living for workmen,-OXFORDDICTIONARY

3) labor welfare means anything done for the comfort and improvement intellectual or
social of the employees over and above the wages paid which is not recessing of
the industry"- ARTHURJAMES TODD

4) ACCORDING TO ILO REPORT

"Workers welfare may be understood as including such services facilities and
amenities, which may be established in, or in the vicinity of undertakings to perform
their work in healthy and congenial surroundings and to avail of facilities which
improve their health and bring high morale.

5) ACCORDING TO THE LABOUR INVESTIGATION COMMITTEE

"Employee welfare means anything done for intellectual physical, moral, economic
betterment of the workers, whether by employers by government or by other agencies
over and above what in laid down by law or what is normally expected on the part of
the contracted benefit for which workers may be bargained"

6) According to Arthur James Todd:

"Labor welfare means anything done for the comfort and improvement, intellectual
and social, of the employees over and above the wages paid which is not a necessity
of the industry"

7) According to Willensky and labeaux, social welfare alludes to "those formally

organized and socially sponsored institution, agencies and programs which function
to maintain the economic condition, health or interpersonal competence of some
parts or all of a population"

[39]

8) Pigou defined it as "that part of general welfare which can be brought directly or
indirectly in to relations with the measuring rod of money"

9) Labor welfare is the voluntary efforts of the employers to establish, within the existing
industrial system, working and sometimes living and cultural conditions of the
employees beyond what is required by law, the custom of the industry and the
conditions of the market. The constituent of labor welfare included working hours,
working conditions, ' safety, industrial health insurance, workmens compensation,
provident funds, gratuity, pensions, protection against indebtedness, industrial
housing, rest rooms, canteens, crches, wash places, lunches, holiday rooms,
excursions etc.

10) "The term welfare suggest many ideas, meanings and connotations, such as the state
of well-being, health, happiness, prosperity and the development of human
resources. The concept of welfare can be approached from various angles. Welfare
has been described as a total concept. It is a desirable state of existence involving
for certain components of welfare, such as health, food, clothing, housing, insurance,
medical assistance, job security, and so on.

11) "Labor welfare implies the setting of minimum desirable standards and the provisions
of facilities like health, food, clothing, medical assistance, education, insurance, job
security, recreation and so on. Such facilities enable the worker and his family to lead
a good work life and social life'

12) " Labor welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries"
13) Labor ii welfare is an important dimension of industrial relations, labor welfare
includes overall welfare facilities designed to take. Care of well-being of employees
and in order to increase their living standards. It do not generally constitute monetary
benefits nor these are provided by employers alone, it can also be provided by
government, non-government agencies and trade unions"
[40]

14) "Employee benefits consist of arrangements made by the employers, for their
employees which enhance the latter's wellbeing. They are provided in addition to pay
and form important part of the total reward package,

15) "According to lvancevich indirect financial compensation is called benefits. It can be

defined as employer rewards other than wages or salaries arising from legally
required social insurance payments, retirement plans, payments for time not worked,
extra cash payments other than bonuses based on performance and cost of services
clothing allowance and so on.

16) " Employee welfare includes anything that is done for the comfort and improvement
of employees and is provided over and above the wages"

17) "Employee welfare helps in keeping the morale and motivation of the employees high
so as to retain the employees for longer duration. The welfare measures need not be
in monetary terms only but in any kind or form

18) "Employee welfare includes monitoring of working conditions, creation of industrial

harmony through infrastructure for health and insurance against disease, accident
and unemployment for the workers and their families
19) Traditional employee welfare such as health care such as health care programs,
insurance and retirement programs are generally provided to all workers within an
organization irrespective of their performance in order to meet their security and
safety needs. Employee services comprising childcare services and financial
assistance programs are innovative benefits provided to employees in order to help
them manage their work and family life"

20) " ILo at its Asian Regional conference, defined labor welfare as a term which is
understood to include such services, facilities and amenities as may be established
in or in the vicinity of undertaking to enable the person employed in them to perform
their work in healthy, congenial surroundings and to provide them with amenities
conductive to good health and high morale"
[41]

21) Cook argued that along with flexible workings, best practice organizations focus on
developing strategies for employee welfare. These strategies can encompass a range
of benefits and there is a growing trend to make them as wide ranging as possible so
that the employee has a choice

22) Lee found that organizations that had onsite child care facilities had more motivated
and satisfied employee and also high employee retention level. However firm were
unable to provide such services had high absenteeism problem and intention to quit,
low employees performance and more employees with health problems because of
care giving stress

23) People do not work for just a wage or salary. There is usually a whole compensation
package and this should be assembled primarily with motivational intentions attractive
right

people

is

competitive

process

.
24) Other than direct wages paid for in whole or in part by employer, even if provided by
a third party .such benefits vary from organization to organization and service different
social

and

economic

needs.

25) Baptiste says that employee wellbeing at a work has attracted much attention
because of problems such as absenteeism and accident injury and is giving way to a
broader vision of what a healthier, happier and more productive workforce can
achieve in terms of higher performance and productivity.

[42]

CHAPTER 3
DATA ANALYSIS AND INTREPRETATIONS

[43]

DATA ANALYSIS AND INTERPRETATION

For the purpose of data analysis the data were collected through questionnaire. The researcher had
asked questions to the respondents. The survey which is considered as the most important part of
the study was successfully undertaken through a well-designed questionnaire. The data collected
through questionnaire was tabulated since it was structured. It was analyzed, using statistical tool
Percentage Analysis and Bar Graph.

[44]

Table 1
Attitude of respondent towards safety measures
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

15

19

satisfied

50

63

Neutral

10

12

Dissatisfaction

Highly dissatisfied

80

100

Total

Chart 1
70
60
50
40
63

30
20
10

19

12

0
Highly satisfied

satisfied

Neutral

Dissatisfaction

Highly dissatisfied

Percentage

INTREPRETATIONS
The above chart shows that 63% of the respondent is satisfied with the safety measures, 19%
of them are highly satisfied with the safety measures, 4% of them are dissatisfied,2% are, Highly
dissatisfied with the safety measures.

[45]

Table -2
Attitude of respondent towards medical facility

Level of satisfaction

No: of respondent

Percentage

Highly satisfied

20

19

satisfied

40

50

Neutral

10

12

Dissatisfaction

Highly dissatisfied
Total

80

100

Chart 2
60
50
40
30
50
20
10

25
12

0
Highly satisfied

satisfied

Neutral

Dissatisfaction

4
Highly dissatisfied

Percentage

INTREPRETATIONS

The chart reveals that 50% of the respondent are satisfied, 25% of them are highly satisfied, 9%
of them are dissatisfied, 4% of them are highly dissatisfied towards the medical facility.

[46]

Table 3
Opinion of respondent regarding leave facility
Level of satisfaction

No: of respondent

Percentage

Excellent

40

50

Good

20

25

Average

15

19

Poor

Very Poor
Total

80

100

Chart 3
60

50

40

30
50
20
25

10

19

0
Excellent

Good

Average

Poor

Very Poor

Percentage

INTREPRETATIONS

The chart shows that 50% of the respondents are of the opinion that the company provide excellent
leave facilities, 25% of the respondents feel good,19% of feels leave facilities as average, 4% of
the respondents say leave facilities are poor,2% say the facilities are very poor
[47]

Table 4
Opinion of respondents towards rest room
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

20

19

satisfied

40

50

Neutral

10

12

Dissatisfaction

Highly dissatisfied
Total

80

100

Chart 4
60
50
40
30
50
20
10

25
12

0
Highly satisfied

satisfied

Neutral

Dissatisfaction

4
Highly dissatisfied

Percentage

INTREPRETATIONS

The chart shows that 50% of the respondent are satisfied with the rest room, 25% of them are
highly satisfied, 12% stands neutral, 9% of them are dissatisfied, and 4% of them are highly
dissatisfied with rest room

[48]

Table 5
Opinion of respondents regarding drinking water
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

20

19

satisfied

40

50

Neutral

10

12

Dissatisfaction

Highly dissatisfied
Total

80

100

Chart 5
60
50
40
30
50
20
10

25
12

0
Highly satisfied

satisfied

Neutral

Dissatisfaction

Highly dissatisfied

Percentage

INTREPRETATIONS

The chart shows that 50% of the respondent are satisfied with drinking water provided by the
company, 25% of them are highly satisfied, 12% stands neutral, 9% of them are dissatisfied, and
4% of them are highly dissatisfied with drinking water provided by the company
[49]

Table 6
Opinion of respondent regarding ventilation
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

62

77

satisfied

13

17

Neutral

Dissatisfaction

Highly dissatisfied
Total

0
0

80

100

Chart 6
90
80
70
60
50
40

77

30
20
10

17
6

0
Highly satisfied

satisfied

Neutral

0
Dissatisfaction

0
Highly dissatisfied

Percentage

INTREPRETATIONS

The chart shows that 17% of the respondent are satisfied with ventilation provided by the company,
77% of them are highly satisfied, 6% stands neutral

[50]

Table 7
Opinion of respondent regarding lighting
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

15

19

satisfied

45

56

Neutral

10

12

Dissatisfaction

Highly dissatisfied
Total

80

100

Chart 7
60
50
40
30

56

20
10

19
12

0
Highly satisfied

satisfied

Neutral

Dissatisfaction

4
Highly dissatisfied

Percentage

INTREPRETATIONS

The chart shows that 56% of the respondent are satisfied with lighting provided by the company,
19% of them are highly satisfied, 12% stands neutral, 9% of them are dissatisfied, and 4% of them
are highly dissatisfied with lighting provided by the company

[51]

Table 8
Opinion respondent regarding toilet

Level of satisfaction

No: of respondent

Percentage

Highly satisfied

20

25

satisfied

40

50

Neutral

10

12

80

100

Dissatisfaction
Highly dissatisfied
Total

Chart 8
60
50
40
30
50
20
10

19
9

12

Neutral

Dissatisfaction

0
Highly satisfied

satisfied

Highly dissatisfied

Percentage

Inference
The chart shows that 50% of the respondent are satisfied with toilet facility provided by the
company, 25% of them are highly satisfied, 9% stands neutral, 12% of them are dissatisfied, and
4% of them are highly dissatisfied with toilet facility provided by the company

[52]

Table 9
Opinion of respondents regarding working environment
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

20

25

satisfied

50

62

Neutral

10

13

Dissatisfaction

Highly dissatisfied
Total

80

100

Chart 9
70
60
50
40
62

30
20
10

25
13

0
Highly satisfied

satisfied

Neutral

0
Dissatisfaction

0
Highly dissatisfied

Percentage

INTREPRETATIONS

The chart shows that 62% of the respondent are satisfied with the working environment, 25% of
them are highly satisfied, and 13% stands neutral
[53]

Table 10
Opinion of respondents regarding Transportation
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

satisfied

Neutral

10

12

Dissatisfaction

10

12

Highly dissatisfied

60

76

Total

80

100

Chart 10
80
70
60
50
40

76

30
20
10
0

0
Highly satisfied

0
satisfied

12

12

Neutral

Dissatisfaction

Highly dissatisfied

Percentage

INTREPRETATIONS

The chart shows that 76% of the respondent are highly dissatisfied with the transportation provided
by the company, 12% of them are dissatisfied, and 12% stands neutral, no one are satisfied with
the transportation provided by the company
[54]

Table 11
Opinion of respondent regarding canteen facility
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

satisfied

Neutral

10

12

Dissatisfaction

20

25

Highly dissatisfied

50

63

Total

80

100

Chart 11
70
60
50
40
63

30
20
25

10
12
0

0
Highly satisfied

0
satisfied

Neutral

Dissatisfaction

Highly dissatisfied

Percentage

INTREPRETATIONS

The chart shows that 63% of the respondent are highly dissatisfied with the canteen facility
provided by the company, 25% of them are dissatisfied, and 12% stands neutral, no one are
satisfied with the canteen facility provided by the company
[55]

Table 12
Opinion of respondent regarding overall remuneration allowance benefits advances and loans
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

20

25

satisfied

40

50

Neutral

10

12

Dissatisfaction

Highly dissatisfied
Total

9
3

80

100

Chart 12
60
50
40
30
50
20
10

25
12

0
Highly satisfied

satisfied

Neutral

Dissatisfaction

4
Highly dissatisfied

Percentage

INTREPRETATIONS
The chart shows that 50% of the respondent are satisfied with remuneration and other allowance
loans and advances provided by the company, 25% of them are highly satisfied, 12% stands
neutral, 9% of them are dissatisfied, and 4% of them are highly dissatisfied with remuneration
and other allowance loans and advances provided by the company
[56]

Table 13
Opinion of respondent for social security offered by the company
Level of satisfaction

No: of respondent

Percentage

Very high

20

26

High

50

62

Average

Low

Very low
Total

6
0

80

100

Chart 13
70
60
50
40
62

30
20
10

26
6

0
very high

High

Average
Percentage

6
Low

0
very Low

INTREPRETATIONS

The chart shows that 62% of the respondents rate social security as high, 26% of the respondents
is of the opinion that the company provides very high social security, 6% of feels leave facilities
as average and low
[57]

Table 14
Does the company provides any recreational facilities?
Particulars

No: of respondent

Percentage

Yes

48

60

No

32

40

Total

80

100

Chart 14
70
60
50
40
30

60

20

40

10
0

0
Yes

No
Percentage

INTREPRETATIONS

The chart reveals that 60% of the opinion that the company provides recreational facilities whereas
40% of the respondents says that company does not provide any recreational facilities

[58]

Table 15
Shift timing is satisfactory do you agree?

Level of satisfaction

No: of respondent

Percentage

Strongly agree

45

56

Agree

20

25

Moderately Agree

10

12

Disagree

Strongly disagree
Total

80

100

Chart 15
60
50
40
30

56

20
25

10

12

0
Strongly Agree

Agree

Moderately agree
Percentage

disagree

0
strongly disagree

INTREPRETATIONS

The chart reveals that 56% of the respondent strongly agree that shift timing are satisficing whereas
25% of the respondents agree 12% moderately agree company does not provide any recreational
facilities
[59]

Table 16
Respondents relationship between co-workers

Relationship

No: of respondent

Percentage

Cordial

70

88

Moderate

10

12

Indifferent

Total

80

100

Chart 16
100
90
80
70
60
50
40

88

30
20
10

12

0
cordial

moderate

0
indifferent
Percentage

INTREPRETATIONS

The chart reveals that 88% of the respondent have cordial relationship with their co-workers and
12% of respondents have moderate relationship with their workers

[60]

Table 17
Relationship between supervisor and workers
Relationship

No: of respondent

Percentage

Cordial

60

75

Moderate

20

25

Indifferent

Total

80

100

Chart 17
80
70
60
50
40

75

30
20
25

10
0
cordial

moderate

0
indifferent
Percentage

INTREPRETATIONS

The chart reveals that 75% of the respondent have cordial relationship with their supervisors and
25 % of respondents have moderate relationship with their supervisors.

[61]

Table 18

Satisfaction level of respondents towards appreciation and recognition for excellence/

achievements in work
Level of satisfaction

No: of respondent

Percentage

Highly satisfied

20

25

satisfied

40

50

Neutral

20

25

Dissatisfaction

Highly dissatisfied

Total

80

100

Chart 18
60
50
40
30
50
20
10

25

25

0
Highly satisfied

satisfied

Neutral

0
Dissatisfaction

0
Highly dissatisfied

Percentage

INTREPRETATIONS

The chart reveals that 50% of the respondents are satisfied with the appreciation and recognition
for excellence in work, 25% of the respondents each are highly satisfied and stand neutral
[62]

Table 19
Level of motivation given to employee
Level of satisfaction

No: of respondent

Percentage

Very high

10

12

High

20

26

Average

30

38

Low

10

12

Very low

10

12

Total

80

100

Chart 19
40
35
30
25
20

38

15
26
10
5

12

12

12

Low

very Low

0
very high

High

Average
Percentage

INTREPRETATIONS

The chart reveals that 30% of the respondents rates the level of the of motivation as average,26%
of the respondents are of the opinion that the company, provides high level of motivation, 12% of
the respondents each rates of motivation as low and very low and high respectively.
[63]

Table 20
Are you informed about all management policies?

Particulars

No: of respondent

Percentage

Always

10

Sometimes

20

Rarely

30

62

Never

10

26

Total

80

100

Chart 20
70
60
50
40
62

30
20

26

10
0

Always

Sometimes

Rarely
Percentage

Never

INTREPRETATIONS

The chart reveals that 62% of the respondents are of the opinion that the management policies are
informed rarely, 26% of the respondents have the opinion that management policies are never
informed, 7% says something and 5% has the opinion that management policies are always
informed.
[64]

Table 21
Does the management solve all your grievances?

Particulars

No: of respondent

Percentage

Always

20

25

Sometimes

40

50

Rarely

20

25

Never

Total

80

100

Chart 21
60
50
40
30
50
20
10

25

25

0
Always

Sometimes

Rarely
Percentage

0
Never

INTREPRETATIONS

The chart shows that 50% of the respondents have the opinion that their grievances are solved
sometimes and 25% each of the respondents are of the opinion that their grievances are never
solved and always solved

[65]

Table 22
Level of freedom to express your ideas
Level of satisfaction

No: of respondent

Percentage

Very high

63

82

High

10

12

Average

Low

Very low
Total

0
0

80

100

Chart 22
90
80
70
60
50
40

82

30
20
10

12

0
very high

High

6
Average
Percentage

0
Low

0
very Low

INTREPRETATIONS

The chart reveals that 82% of the respondents are of the opinion that they have freedom to express
their ideas 12% of the respondents says it is average and 6% of the respondents have the opinion
that they have average freedom to express their ideas.

[66]

Table 23
Enough job security is provided by the organization Do you agree with this statement?
Level of satisfaction

No: of respondent

Percentage

Strongly agree

20

25

Agree

30

38

Moderately Agree

10

12

Disagree
Strongly disagree
Total

20

25

80

100

Chart 23
40
35
30
25
20

38

15
25

25

10
12

5
0
Strongly Agree

Agree

Moderately agree
Percentage

disagree

0
strongly disagree

INTREPRETATIONS

The chart reveals that 38% of the respondents agree that there are enough job securities, 25% of
the respondents strongly agree and 12% of the respondents stands neutral.

[67]

Table 24
Are you satisfied with the work you do?
Particulars

No: of respondent

Percentage

Always

55

69

Sometimes

10

12

Rarely

15

19

Never

Total

80

0
100

Chart 24
80
70
60
50
40
69
30
20
10
12

19

0
Always

Sometimes

Rarely
Percentage

0
Never

INTREPRETATIONS

The char reveals that 69% of the respondents are always satisfied with their work, 19% of the
respondents are rarely satisfied and 12% of the respondents are sometimes satisfied.

[68]

Table 25
In general are you satisfied with the welfare and safety measures given by the management?
Particulars

No: of respondent

Percentage

Yes

45

57

No

25

37

Mo comment

10

12

Total

80

100

Chart 25
60
50
40
30

57

20
31
10
12
0

0
Yes

No

No comments
Percentage

INTREPRETATIONS

The chart shows that 57% of the respondents are satisfied with the welfare and safety measures,
31% of the respondents are not satisfied and 12% of the respondents have no opinion

[69]

CHAPTER - 6
FINDINGS, SUGGESTIONS AND CONCLUSION

[70]

FINDINGS, CONCLUSION AND SUGGESTIONS

FINDINGS
The company has 200 workforces and majority of them have 1-5 years of experience
The company has successfully maintained the balance between traditional craftsmanship
and latest technology
Majority of the employees are agreeing that they got enough freedom to do their job.
50% of the respondent is of the opinion that the company provides excellent leave
facilities.
50% of the respondent is satisfied with the rest room facility
Most of the respondent says that the company provides recreational facilities
56% of the respondents are satisfied with the toilet facility.
62% of the respondents are satisfied with their working environment
50% of the respondents are satisfied with their drinking water facility provided by the
company
Majority (77%) of the respondents are highly satisfied with the ventilation facility
provided by the company.
Majority (76%) of the respondents are highly dissatisfied with the transportation facility
provided by the company.
63% the respondent is highly dissatisfied with the canteen facility.
Most of the respondents (50%) are satisfied with the overall remuneration, allowance,
benefits, advances and other loan benefits.
62% of the respondents are of the opinion that the company provides high social security.
Most (56%) of the respondent strongly agree that shift timings are satisfactory.
38% of the respondents are of the opinion that the company provides average level of
motivation for the employees.
Majority (62%) of the respondents says that the company solves the grievances
sometimes only.
[71]

 Majority (88%) of the respondent are of the opinion that they are given freedom to
express their ideas.
Majority (69%) of the respondent are always satisfied with the work they do.
57% of the respondent is satisfied with the welfare and safety measures provided by the
company.
Majority (88%) of the respondent have cordial relationship with their coworkers.
75% of respondent have cordial relationship with their supervisors.
CONCLUSION
The study conducted among the employees at Kerala Balers (P) ltd, on the topic "The level of
employee satisfaction towards welfare measures as a complete look in to the way the company can
improve their welfare measures towards enriching the employees to derive better performance and
productivity, hence bringing in productivity to the company.

The welfare measures are more important for every employee, without welfare measures employee
can't work effectively in the organization; social security measures like workmen compensation,
maternity benefit, old age benefit, medical benefit, and family welfare benefit are very important.
The organization by providing better social securities to employee the satisfaction towards job can
be improved. The organization is lacking in canteen facilities transportation facilities, credit
facilities and grievances. The management should take necessary steps to improve in those
measures so that the employee can do their job more effectively and thereby bring profits to the
company.

[72]

SUGGESTIONS
Company should provide more welfare measures to their employees for increase the
Performance level.
The company should improve the rest room facility for the workers.
Company should try to improve the lighting facility.
The company should try to improve the credit facility and other allowance.
The company should adopt a good grievance policy.
The company should try to provide more job security for the workers.
Company should take more efforts to solve the grievances of its employees.
Workers of the company should be motivated more in order to improve their
performance.
Workers of the company should be motivated more in order to, improve their
performance.
the company should try to provide more periodical checkup for the workers
Transportation facility, if possible should be provided to its workers.
Company should try to improve the income level of workers.
The company should maintain warfare fund scheme for its employees

[73]

BIBLIOGRAPHY

[74]

BIBLIOGRAPHY
Aswathappa Human Resource and Personnel Management Text and cases, Tata MC Graw
Hill 2002, 1 999, New Delhi
Bemardin H John, HRM on experimental approach Tata Mc Graw hill,2002, New Delhi
shajahan Dr. s, Research Methods For Management, third edition, 2005, New Delhi
Dessels Gary , Frame work for HRM, prentice Hall, Tenth edition 2005, New Delhi

[75]

APPENDIX

[76]

QUESTIONNAIRE
A study on labor welfare measures with reference to Kerala Balers (P). Ltd Alappuzha
Personal details:
Name:
Gender:
Age:
Department:
Designation:

Educational qualification:
a) SSLC
c) Post graduate

b) degree
d) other

Experience
a) Below 5yrs

b) 5-10 yrs.

c) 10-20yrs

c) 20-30 yrs.

Income level
a) Below 10000

c) 20000-30000

b) 10000-20000

d) above 30000

[77]

1) Are you satisfied with safety measures in the work place

a) Highly satisfied

d) Dissatisfied

b) satisfied

c) neutral

e) highly dissatisfied

2) Specify the level of satisfaction for the medical facilities provided by the organization

a) Highly satisfied

d) Dissatisfied

b) satisfied

c) neutral

e) highly dissatisfied

3) How do you rate the leave facilities provided by the organization?

a) Excellent
2) Poor

b) good
e) very poor

[78]

c) average

4) Infrastructural facility
Specify the satisfaction
Component

Highly

Satisfied

Neutral

Dissatisfied

Highly

satisfied

Dissatisfied

Rest room
Drinking
Water
Ventilation
Lighting
Toilets
Working
Environment
Transportation
Canteen
Facility

5) Are you satisfied with the overall remuneration, allowance, benefits, advantages, and loans
provided by the organization?
a) Highly satisfied

b) satisfied

d) Dissatisfied

c) neutral

e) highly dissatisfied

6) What is your opinion about the social security offered by the company?
a) Very high

b) high

d) Low

e) very low

c) average

7)shift timing are satisfactory do you agree?

a) Strongly agree
d) Disagree

b) agree
e) strongly disagree

[79]

c) moderately agree

8) Interrelationship
8.1) Relationship between co-workers
a) Cordial

b) moderate

c) indifferent

b) moderate

c) indifferent

8.2) Relationship between co-workers

a) Cordial

9) How do you rat the application and recognition given to employee for their excellence/
achievement in work
a) Highly satisfied

d) Dissatisfied

b) satisfied

c) neutral

e) highly dissatisfied

10) Level of motivation given to employee

a) Very high

b) high

d) Low

e) very low

c) average

11) Are you informed about all the management policies?

a) Always
c) Rarely

b) sometimes
d) never

12) Does the management solve all your grievances?

a) Always
c) Rarely

b) sometimes
d) never

13 level of freedom to express your ideas

a) Very high

b) high

[80]

c) average

d) Low

e) very low

14)enough job security is provided by the organization do you agree with this statement
a) Strongly agree

b) agree

d) Disagree

c) moderately agree

e) strongly disagree

15) Are you satisfied with the work you do?

a) Always

b) sometimes

c) Rarely

d) never

16) In general are you satisfied with the welfare and safety measure given by the management?
a) Yes

b) no

c) no comment

17) Specify the level of drinking water offered the company

a) Very high

b) high

d) Low

e) very low

c) average

18) What is your opinion of about toilet facility?

a) Highly satisfied

d) Dissatisfied

b) satisfied

c) neutral

e) highly dissatisfied

19) Are you satisfied with shift timing?

a) Highly satisfied

d) Dissatisfied

b) satisfied

c) neutral

e) highly dissatisfied

20) If any opinion/suggestion about the welfare facilities

Please specify
.

[81]

[82]