Gobinath Full Project

CHAPTER I - INTRODUCTION
1.1 INTRODUCTION
1.1.1 Welfare Measures
Welfare is the main concern for the employees in a organization. Employees are the
most valuable asset of an organization. Employees welfare entails everything from services,
facilities and benefits that are provided or done by the employer for the advantage or comfort
of an employee.It is undertaken in order to motivates employees and raise the productivity
levels. The objectives is to know the employee welfare are to improve the life of the working
class, to bring about holistic development of the worker’s personality and so on. Employees'
welfare facilities include housing facilities, free medical facilities, retirement benefits,
children and adult educational benefits, welfare measures for the employee's families, loan
facilities, etc.
Employee welfare is a term including various services, benefits and facilities offered
to employees by the employers. Employee Welfare defines as “efforts to make life worth
living for workmen”. “Employee Welfare is a comprehensive term including various
services, benefits and facilities offered to employees & by the employers.
Welfare includes the activities that is done for the improvement and comfort of
employees and is provided over and more than the wages. Employee welfare includes both
the social and economic contents of welfare. Through such generous fringe benefits the
employer makes life worth living for employees. “Welfare includes anything that is done for
the comfort and improvement of employees and is provided over and above the wages.
Welfare helps in keeping the morale and motivation of the employees high so as to retain the
employees for longer duration. The welfare measures need not be in monetary terms only but
in any kind/forms. Employee Welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families.
1.1.2 Meaning and Definition of Employee Welfare:
Employee welfare is a flexible and elastic concept. Its meaning and implications
differ widely with times, regions, industries, countries, social values and customs, the general
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economic development of the people and the political ideologies prevailing at particular
moments. As such, a precise definition is rather difficult.
In the words of Prof. H.S. Kirkaldy. “The whole field of welfare is one in which much
can be done to combat the sense of frustration of the industrial workers, to relieve them of the
personal and family worries, to improve their health, to offer them some sphere in which they
can excel others and to help them to a wider conception of life.”
According to Balfour committee, “Employee welfare refers to the efforts made by the
employers to improve the working and living conditions over and above the wages paid to
them. In its widest sense it comprises all matters affecting the health, safety, comfort and
general welfare of the workmen, and includes provision for education, recreation, thrift
schemes, convalescent homes”. It covers almost fields of activities of workers e.g., social,
economic, industrial and educational.
1.1.3 Welfare Measures to Employees
The Welfare measures provided are
 First Aid box

 Bonus
 Increment
 Sufficient supply of drinking water.
Industrial progress depends on a satisfied employee force. In recognition on this fact,
the importance of employee welfare measures was accepters as early as 1931, when the royal
commission on employee states: “the benefits, which go under these women culture are of
great importance to the worker and which he is unable to secure by himself. The schemes of
employee welfare may be regarded as a wile incensement which should are usually does
bring a profitable return in the form of greater efficiency.
Employee welfare measures also have beneficial on the employees. The welfare
measures influences the sentiments of the employees are contribute to the maintenance of
industrial peace. Better housing, sickness and maternity benefits, provident funds and
pension educational facilities and entertainment etc. Creates a feeling and among the
employees that they have a state in the industry the employees become more stabilized and
committed and economically efficient, and the mental and moral health of the worker is
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improved. There is a social reason also. As pointed out by the employee investigation
committee, “the provisions of vices ; medical and entertainment rescuer the incidence of
vices; medical and maternity and child welfare service improve the health the employees and
bring down the rates of general material and infinitive mortality; and educational facilities
increase their mental efficiency and economic productivity.
1.1.4 Objectives Of Employee Welfare Measures:
 To win over employees loyalty and increase their morale.

 To combat trade unionism and social ideas.
 To build up stable employee force, to reduce employee turnover and absenteeism.
 To develop efficiency and productivity among employees.
 To save oneself from heavy takes on surplus profit.
 To earn goodwill and enhance public image.
1.1.5 Purpose of employee Welfare:
A employee welfare programme serves various purposes. Finally, by taking care of

life’s basic amenities it builds a sense of loyalty on the part of the employee towards the
organisation. Secondly, by providing quicker services from the employees. Thirdly, various
employee welfare measures, by welfare activities to workers an organisation gains through
improved or taking care of the basic needs of life, make the worker devote his time and
attention to the organisation’s task.”
This, in its turn, enhances his efficiency and output. As Manappa has rightly
commented: “As attractive package, which provides benefits throughout the course of an
employee’s career serves to attract and retain the better workers and simultaneously enhance
their morale.” The organisation also gains financially by enjoying certain tax concessions
offered for spending money on employee welfare.
1.1.6 Measures of Employee Welfare:
International employee Organisation has divided employee welfare measures in two

broad categories, viz., intra-mural and extra-mural. While the former is important for
providing a health, work environment, the latter is important for motivating, the worker and
providing them social security.
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Some of the measures are:
 Hours of Work and Adequate Wages
 To Avoid Industrial Fatigue and Rest Pauses
 To Avoid Accident and Safety Precautions
 Fire Protection
 Lighting and Ventilation
 Employee Discontent
 Industrial Housing
 Transport
 Education
 Lunch Rooms and Cafeteria
 Rest Rooms and Others.
1.1.7 Welfare facilities by the Government (Statutory):
The conservative employee welfare policy changed during the Second World War,
when the government took several steps to boost the workers’ morale and increase their
productivity. The employee welfare schemes initiated then and continued. Moreover, with a
view to making it mandatory for employers, to provide certain welfare facilities for their
employees the Government of India has enacts certain laws for the provision of employee
welfare in order to enforce the minimum standards of health, and safety of the workers.
Employers have to observe the rules relating to working conditions, hours of works, hygiene,
safety, light, ventilation, sanitation etc.
 The Welfare related Laws are:

 Factories Act : 1948
 The Mines Act : 1952
 The Plantation Employee Act : 1951
 The Bidi and Cigar Workers Act : 1966
 Contract Employee Act : 1970
 Industrial Disputes Act : 1947
 Employees Provident fund Act : 1952
 Workmen’s Compensation Act : 1924
 Payment of Gratuity Act : 1972
 Bonus Act : 1965
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Another significant steps taken by the Central Government has been to constitute
welfare funds for the benefits of the employees. These funds have been stablished in coal,
mica, iron-ore, limestone, and dolomite mines. The welfare activities covered by these funds
include housing, medical, educational, and recreational facilities for employees and their
dependents
Organizations provide welfare facilities to their employees to keep their motivation

levels high. The employee welfare schemes can be classified into two categories viz.
statutory and non-statutory welfare schemes. The statutory schemes are those schemes that
are compulsory to provide by an organization as compliance to the laws governing employee
health and safety. These include provisions provided in industrial acts like Factories Act
1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non
statutory schemes differ from organization to organization and from industry to industry.
1.1.8 Importance of Employee Welfare
Employee welfare work assumes great importance because of the following reasons:
1. Lack of strong trade union movement – In the absence of strong trade unions and effective
leaders, welfare work helps the workers in the industry to stand on their own feet, think
properly and systematically of their interests, progress hand in hand and participate in the
nation’s development.
2. Poverty – Poverty is one of the main reasons behind the provisions of labour welfare
activities. Indian workers in majority are poor, and are, therefore, unable to provide a healthy
living for their families and good education for their children.
3. Illiteracy – In India, the number of educated workers is low. Being illiterate, they are
unable to receive advanced industrial training, understand the problems in industries, and
understand their own interests and those of nations.
4. Low level of health and nutrition – Due to poverty and illiteracy, the Indian workers
remain unhealthy and ill fed. This reduces their productivity and efficiency.
5. Lack of healthy recreation – Due to lack of healthy recreation, the workers indulge in
crime and other wrong activities. The employer should provide means of healthy recreation in
order to maintain their efficiency.
6. Lack of training – The number of trained workers in India is very low. Thus, it is necessary
to have training facilities for such a vast workforce.
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1.1.9 STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
Drinking Water: At all the working places safe hygienic drinking water should be
provided.
Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.
First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the
needed employee.
Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the
office and factory premises and are also to be maintained in a neat and clean condition.
Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide

hygienic and nutritious food to the employees.
Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.
Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap
on the stand pipe are provided in the port area in the vicinity of the work places.
Changing rooms: Adequate changing rooms are to be provided for workers to change their
cloth in the factory area and office premises. Adequate lockers are also provided to the
workers to keep their clothes and belongings.
Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of
water supply, wash basins, toilets, bathrooms, etc.
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1.1.10 NON STATUTORY SCHEMES
Many non statutory welfare schemes may include the following schemes:
Personal Health Care (Regular medical check-ups): Some of the companies provide the
facility for extensive health check-up
Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are initiated by
employees and approved by management to meet business commitments while supporting
employee personal life needs
Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get
counseling on various matters.
Harassment Policy: To protect an employee from harassments of any kind, guidelines are
provided for proper action and also for protecting the aggrieved employee.
Maternity & Adoption Leave: Employees can avail maternity or adoption leaves. Paternity
leave policies have also been introduced by various companies.
Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.
Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in the
organization.
1.1.11 TYPES OF EMPLOYEE WELFARE SERVICES:
We may classify all Employee Welfare services under two heads:
(a). Internal and (b).External.
Internal services are those, which are providing within the factory (such as safety,
health and counselling services).
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External services are those, which are provided outside the factory (such as
education, housing, transport, recreation, etc.,)
The three important welfare services are safety, health and counselling.
Safety Service:
Safety is prior to security. Prevention of accidents is the primary objective and it

ensures regular flow of work. This is the one in which three complete identification of
Employee interests the Employees does not want to the injured. Safety is the primary the
responsibility of the management. Every Employee should pay due attention to industrial
safety and tale adequate steps to prevent industrial accidents. Safety also helps to improve the
morale and productivity of Employees .
Health Services:
The prevention of constitutes only one segment of the function of Employee

maintenance. Another equally important segment is the employee’s general health, both
physical and mental. The factors, which influence the general health of the worker, can be
divided into two broad groups, namely:
A. Those, which are associated with his/her working environment

B. Whose, which he/she shares with the rest of community.
Counselling Service:
It is service given to the Employees to solve his/her problem and helping his/her to
hope with their problems.
1.1.12 EMPLOYERS ARE REQUIRED TO PROVIDE WELFARE FACILITIES FOR

EMPLOYEES UNDER THE FOLLOWING LAWS
Factories Act 1948:
Factories Act, 1948 provide for various Employee Welfare measures in India. The Act
applies to all establishment employing 10 or more Employees where power is used and 20
more Employees where power is not used, and where a manufacturing process is being
carried on. The Factories act and the rules made there under impose numerous restriction on
the employer in order to secure to the Employees adequate safeguards for their health,
physical well – being and secure them, safe and healthy conditions of life and work.
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Welfare of the Employees :
As opinion by Hertzberg, providing congenial atmosphere for the Employees of

primary importance. Hence, the present Factories Act has provided several measures to
welfare of the Employees under section 42 to 48, dealing with washing facilities, facilities
for storing and dressing. Facilities for sitting, first – aid appliances, canteen shelter, rest
rooms and crèches.
Washing Facilities - (Section 42)
Suitable and adequate washing facilities, as prescribed by the state government have
to be provided separately and exclusively for male and female Employees .
Facilities for Storing and Drying Clothes - Section (43)
The occupier to enable the Employees to keep their clothes safe so that there is no
risk of theft in that place must provide suitable place. Space must be provided for drying wet
clothing.
Sitting Facilities - (Section 44):
Arrangements shall be made for Employees to sit and take rest where their work
involves a standing posture.
First Aid Appliances - (Section 45):
The term itself first aid signifies immediate medical help required by the affected
parties. First aid boxes containing essential medicines, including cotton must be provided for
every department with not less than 150 Employees. Where in a factory, 500 or more
Employees are employed, the occupier should provide an ambulance room and the
government may provide attendants necessary qualification, for such medical and nurses.
Canteen (Section 46):
Factories employing 250 or more Employees shall provide one or more canteens as
per the rules of the state government. A managing committee consisting of representatives of
employees and employers should manage such canteens. State government may frame rules
regarding size, accommodation, furniture and other equipment.
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Shelters, Rest Rooms And Lunch Rooms (Section 47):
Suitable shelters, rest rooms, lunch rooms with provision for drinking water shall be
provided for every factory employing 150 or more Employees . The shelter of the lunch
room shall be provided with adequate lights and ventilation. The place shall also be kept cool
and clean.
Crèches (Section 48):
Crèche is a room or place for accommodating children below the age of six. It has
now become mandatory that every factory employing 30 or more female Employees shall
provide one or more crèches.
Welfare Officer (Section 48):
An organization, have employing 500 or more Employees shall appoint the

prescribed number of welfare officers.
Employee’s Insurance Scheme (ESI):
The government announced a new nationalised “SMART CARD SYSTEM” as a

amenities to the employees and his family members in this current year onwards. The ESI
department were given two number of smart cards. One of card for insured person and
another card provided for his family members.
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1.2 OBJECTIVES OF THE STUDY
1.2.1 Primary objective
 To study on impact of employees’ welfare measures in Nuray Chemicals Pvt Ltd.,

Thiruvallur.
1.2.2 Secondary objectives
 To study the demographical profile of the employees.
 To ascertain the level of satisfaction in statutory welfare measures provided in the

company
 To evaluate the non-statutory welfare facilities provided for employees in the

company
 To evaluate the impact of welfare measures on employees performance
 To find out the problems in welfare measures
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1.3 SCOPE OF THE STUDY
 The scope of this study is confined to Nuray Chemicals Pvt Ltd., Thiruvallur.
 The present study has been undertaken to study and find out effectiveness of
Employee Welfare measures on employee point of view.
 This study focuses on satisfaction in statutory & non- statutory welfare measures
provided in the company and find out the practical difficulties involved in welfare
measures that can be evaluated through this study.
 The size of the sample is 132.
 This study analysis, which type of internal, external and statuary welfare facilities are
provided to the employees in the company.
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1.4 LIMITATIONS OF THE STUDY
 The study restricts itself within Nuray Chemicals Pvt Ltd., Thiruvallur.
 The study assumes that the information was given by the employees without any bios.
 The study is done based on the opinions of the sample taken at random, the size of which
is 132.
 The researcher found it difficult to collect the questionnaire, since some of the
respondents did not give proper response in the sales point.
 The employees did not respond properly during peak hours.
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CHAPTER II - PROFILE
2.1 COMPANY PROFILE
2.1.1 Establishment
Nuray Chemicals Pvt Ltd was founded in 2012. There are 4 promoters of the
company viz. Jaganathan Jayaseelan, Shanmugam Muthusamy, Ayyavu Rajavel, Ravi
Kulandasamy. They have grown into a fully integrated Pharmaceutical API manufacturing
Organization, backed with immense experience in development and manufacturing. Mr.
Jaganathan Jayaseelan is the Managing director of the company.
Nuray’s expertise and experience lie in developing pharmaceutical industry’s

chemistry requirements from the synthesis of NCEs, Impurities, metabolites, method
development, advanced intermediates and API’s for commercial launch.
The team is focused to maintain the highest levels of quality, reliability and
transparency in order to simplify all aspects of outsourcing with us and also emerged as a
trusted partner in the generic market across the world. The company continues to enjoy the
reputation of being the prime source for some of the products for various MNCs all over the
world.
2.1.2 Vision
To be an Iconic by Value and Relationship Catalyzing Commerce and Knowledge

across the ocean and Entrepreneurial Spirit shall be its signature and the basis of Growth and
Profitability.
2.1.3 Mission
 To become a trusted and reliable source for chemical products

 To go beyond business and add value with a partnership approach
 To set new benchmarks in speed, quality, flexibility and reliability
 To deliver cost competency, empowering our customers to do more in less
 To be an organization that puts values and ethics above profits
 To improve on people, processes and products today for a better tomorrow
 To endeavour for continuous development, growth and enrichment of our
stakeholders
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2.1.4 Core Values
Balancing growth and dignity, business and ethics, progress and planet in the past half
a century, it has ensured our business is built on following values:
 Human Dignity
 Empowerment of People
 Transparency
 Honesty & Integrity
 Business Ethics
 Resposible Care for Society
2.1.5 Infrastructure
 State of art R&D, ARD and QC with modern techniques, sophisticated instruments
and GMP manufacturing blocks.
 Around 200 Permanent Employees with multi-talented skills.
 Capable of handling complex molecules.
 With sophisticated equipments such as HPLC, Semi-Preparative HPLC, GC-MS,
NMR, ICP MS, HPTLC, LC-MS etc.
2.1.6 Quality Assurance & Control
Nuray’s has state-of-the-art Quality Control lab for testing product quality. It provides
Committed Quality Assurance by in-house testing for greater compliance. 24*7 support is
given by Quality Control lab to ensure GMP compliance. The products meet various
pharmacopoeia standards and offers customization for specific customer requirements. The
company has full-fledged, self-reliant Quality Control departments and a well-equipped
laboratory.
Quality assurance covers all activities from development, production, Quality control
and documentation. It includes monitoring the quality of raw materials, intermediates and
final products. The company has earned a reputation for performance by having consistently
supplied products of high quality on time.
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2.1.7 Reaction Capabilities
With a team that comprises of leading scientists who are aided by the most
experienced and qualified chemists, our R&D is well-equipped with the infrastructure to
support advanced research and innovation. We believe that R&D is the foundation for a
harmonious growth at any pharma company; so research will always be at the heart of it.
2.1.8 Research and Development
Nuray Chemicals Pvt Ltd strength lies in its state-of-the-art R&D capabilities.
Innovative process development is the foundation of its success. Its team of highly qualified
R&D experts in process research and technology development works relentlessly on
inventing new non-infringing processes. Its main focus is developing novel innovative
processes for known molecules. Dedicated and hardworking, its teams are constantly seeking
cost-effective ways of developing products thereby enabling us to better service for its
customers.
Producing superior quality products being high priority at Nuray Chemicals Pvt Ltd,
its scientists spare no efforts towards that end. They ensure cost competitiveness by applying
state-of-the-art technologies and processes in development and production. Synthesis route
selection, process development and validation studies are carried out in our labs with
capacities ranging from milligram to kilograms. Pilot plants are equipped for engineering,
quality and commercial scale-up studies. Its QA team is involved in every step of the process
to ensure that the current GMP standards are met.
2.1.9 Safety and Environment Sustainability
 The manufacturing units comply with local government regulation on pollution

control TNPCB norms both Water & Air.
 Suitable Scrubbers in place to control fugitive emissions.
 It has effective water recycle systems to conserve natural resource.
 Employee health monitoring system in place.
 Track record of having no accidents for last 20 years
 Eco-friendly manufacturing footprint enabled by Green Chemistry Technology
platform, effluent treatment plants and air pollution control equipment
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2.1.10 Product Profile
Alosetron HCl
Alosetron is indicated only for women with severe diarrhea-predominant irritable

bowel syndrome (IBS-D) It was patented in 1987 and approved for medical use in 2002. It is
currently marketed by Prometheus Laboratories Inc. (San Diego). Alosetron was withdrawn
from the market in 2000 owing to the occurrence of serious life-threatening gastrointestinal
adverse effects, but was reintroduced in 2002 with availability and use restricted.
Benzatropine Mesylate
Benzatropine is an anticholinergic drug used to treat Parkinson’s disease (PD) and

extrapyramidal symptoms, except tardive dyskinesia.
Betaine Anhydrous
CYSTADANE (betaine anhydrous for oral solution) is an agent for the treatment of
homocystinuriaCystadane has been administered concomitantly with vitamin B6
(pyridoxine), vitamin B12 (cobalamin), and folate.
Brivudine
Brivudine is used in the treatment of herpes zoster. Although not approved in the U.S.
or Canada, it is approved in several European countries.
Carglumic Acid
Carglumic acid is an analog of N-acetylglutamate (NAG) used for the treatment of

acute and chronic hyperammonemia in patients with N-acetylglutamate synthase (NAGS)
deficiency.
Cevimeline Hydrochloride
Cevimeline Hydrochloride is a muscarinic agonist with parasympathomimetic

activities that is used for the symptomatic treatment of dry mouth in patients with Sjögren’s
Syndrome.
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2.2 INDUSTRY PROFILE
Covering more than 80,000 commercial products, India’s chemical industry is

extremely diversified and can be broadly classified into bulk chemicals, specialty chemicals,
agrochemicals, petrochemicals, polymers, and fertilisers.
Globally, India is the fourth-largest producer of agrochemicals after the United States,
Japan and China. India accounts for 16-18% of the world production of dyestuffs and dye
intermediates. Indian colorants industry has emerged as a key player with a global market
share of ~15%. The country’s chemicals industry is de-licensed, except for few hazardous
chemicals. India holds a strong position in exports and imports of chemicals at a global level
and ranks 14th in exports and 8th in imports at global level (excluding pharmaceuticals).
The domestic chemicals sector's small and medium enterprises are expected to
showcase 18-23% revenue growth in FY22, owing to an improvement in domestic demand
and higher realisation due to high prices of chemicals. India’s proximity to the Middle East,
the world’s source of petrochemicals feedstock, enables it to benefit on economies of scale.
2.2.1 Markets Size
The Indian chemicals industry stood at US$ 178 billion in 2019 and is expected to
reach US$ 304 billion by 2025 registering a CAGR of 9.3%. The demand for chemicals is
expected to expand by 9% per annum by 2025. The chemical industry is expected to
contribute US$ 383 billion to India’s GDP by 2030.
An investment of Rs. 8 lakh crore (US$ 107.38 billion) is estimated in the Indian
chemicals and petrochemicals sector by 2025. The specialty chemicals constitute 22% of the
total chemicals and petrochemicals market in India. The demand for specialty chemicals is
expected to rise at a 12% CAGR in 2019-22.
Indian manufacturers have recorded a CAGR of 11% in revenue between FY15 and
FY21, increasing India’s share in the global specialty chemicals market to 4% from 3%,
according to the Crisil report. A revival in domestic demand and robust exports will spur a
50% YoY increase in the CAPEX of specialty chemicals manufacturers in FY22 to Rs.
6,000-6,200 crore (US$ 815-842 million). Revenue growth is likely to be 19-20% YoY in
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FY22, up from 9-10% in FY21, driven by recovery in domestic demand and higher
realisations owing to rising crude oil prices and better exports.
Moreover, according to the CRISIL report, the specialty chemicals market in India
would grow faster than China, increasing its market share to 6% by 2026 from 3-4% in fiscal
2021. A shift in the global supply chain brought on by the China+1 strategy and a resurgence
in domestic end-user demand will fuel significant revenue growth of 18–20% in 2022 and
14–15% in 2023.
2.2.2 Investments And Recent Developments
A few recent developments/investments in the Indian chemical sector are as follows:
 From April 2022- December 2022, exports of organic (US$ 7.4 billion) & inorganic
(US$ 1.61 billion) chemicals were estimated at US$ 9.05 billion.
 Chemical production reached 905,379 MT in November 2022, while petrochemical
production reached 1,593,039 MT. In November 2022, production levels of various
chemicals were as follows: Soda Ash: 276,000 MT, Caustic Soda: 276,278 MT,
Liquid Chlorine: 205,655 MT, Formaldehyde: 27,498 MT and Pesticides and
Insecticides: 21,532 MT.
 In May 2022, a global investment firm,PAG acquired Optimus group along with
consortium partners CX Partners and Samara Capital.
 In April 2022, Dorf Ketal, a manufacturer of research based specialised chemicals has
acquired Khyati Chemicals for US$ 36.28 - 48.48 million (Rs 300-400 crore).
 In October 2021, Rosneft, Russia, launched a large-scale petrochemical production
development programme in India with investments worth ~US$ 750 million at the
current implemented stage.
 In September 2021, Bharat Petroleum Corporation (BPCL), announced plans to invest
US$ 4.05 billion, to improve petrochemical capacity and refining efficiencies over the
next five years.
 The government is planning to hold roadshows in eight overseas markets for the
proposed investors’ summit planned in January 2022, with focus on the
petrochemicals sector, and is eager to attract investors to its newly launched
Petroleum, Chemicals and Petrochemicals Investment Region (PCPIR) near the
upcoming crude oil refinery in Pachpadra village (in Barmer district, Rajasthan).
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2.2.3 Government Initiatives
 The government has started various initiatives such as mandating BIS-like

certification for imported chemicals to prevent dumping of cheap and substandard
chemicals into the country.
 The Indian government recognises chemical industry as a key growth element and
forecast to increase share of the chemical sector to ~25% of the GDP in the
manufacturing sector by 2025.
 Under the Union Budget 2023-24, the government allocated Rs. 173.45 crore (US$
20.93 million) to the Department of Chemicals and Petrochemicals.
 PLI schemes have been introduced to promote Bulk Drug Parks, with a budget of Rs.
1,629 crore (US$ 213.81 million).
 The Government of India is considering launching a production linked incentive (PLI)
scheme in the chemical sector to boost domestic manufacturing and exports.
 100% FDI is allowed under the automatic route in the chemicals sector with few
exceptions that include hazardous chemicals. FDI inflows in the chemicals sector
(other than fertilisers) reached US$ 20.41 billion between April 2000-June 2022.
2.2.4 Industry Scenario
 Exports of Chemicals and Chemical products (excluding pharmaceucal products and

ferlizers) contributed 11.7% of total export in the year 2021-22 compared to 12.9% in
the year 2020-21. It contributed 10.8% of total export in the year 2022-23 (upto
September, 2022).
 CAGR in Export of total Chemicals and Chemical products (excluding pharmaceucal
& ferlizer products) during the period 2017-18 to 2021-22 was 13.86% while CAGR
of total national export was 12.62%.
 The compounded average growth rate(CAGR) during the period 2017-18 to 2021-22
was 4.4% for manufactured product based on WPI while it was 4.4% for Chemicals
and Chemical Products.
 The Index of Industrial Production of Chemical & Chemical products achieved record
to 137.2 in July, 2022 as against the lowest value of 109.1 recorded in May, 2021.
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CHAPTER III - REVIEW OF LITERATURE
3.1 Literature of Review
Kasenga F. et al (2014) conducted a study on staff motivation and welfare in

Adventist health facilities in Malawi they did a qualitative research study by group discussion
with health care workers and supportive staff and finally concluded that Adventist health
facilities need to be revised, training programs for further development must be programmed,
they must increase the communication between management and the health care staff through
schedule routine meetings. Workers are the fundamental resource for functioning health care
area. They are the components go into keeping patients healthy, fulfilled and safe inclination
with the consideration they're given to the patients and helping the association for smooth
working for these worker motivation and welfare is a significant responsibility of hospitals
and nursing homes towards their employees. Welfare isn't just about giving motivating forces
in fiscal shape yet in addition by giving them special attention towards their health and
recreation, enhances their skills, understand their various issues.
Sivarethinamohan, 2014, in this paper the provision of welfare services in actual

practice is generally based on different conceptualizations which reflect the existing
contextual cultural and social conditions. Employee welfare is generally determined by the
efforts of employers to establish, within the existing industrial system, the working and
sometimes living and cultural conditions of their employees as conditioned by existing laws,
the customs of the industry involved and the conditions of the marke .The constituent
elements of employee welfare include working hours, working conditions, safety, industrial
health insurance, workmen’s compensation, provident funds, gratuity, pensions, protection
against indebtedness, industrial housing, rest rooms, canteens, crèches, wash places, toilet
facilities, lunches, cinemas, theaters, music, reading rooms, holiday rooms, workers’
education, cooperative stores, excursions, play-grounds, and scholarships and other forms of
assistance for the education of employees’ children. However, as aforementioned employee
welfare has both positive and negative sides associated to it. On the positive side, it deals
with the provision of opportunities which enable the worker and his/her family to lead a good
life, socially and personally, as well as help him/her to adjust to changes in his/her work life,
family life, and social life. On the negative side it serves to ameliorate the baneful effects on
the employeeers of large-scale industrialization and neutralize the social consequences and
employee problems which have evolved as a result of this process.
21
Lalitha(2014) in this paper human resource plays an important role in any
organization .employee welfare facilities are concern to this department, if the employee
happy with welfare facilities then only the productivity of that organization can be increased.
Based on the study of Employee Welfare Facilities in IT industry it is clear that the
companies are very keen in the promoting all the welfare facilities provided by IT industries.
Usha Tiwari(2014) in this study of Employees welfare schemes and its impact on
employees’ efficiency at Vindha Telelinks Ltd. Rewa appear good. The average mean score
and percentage score of the overall of 22 items has been computed at 3.64(66%). As per the
study it is observe that VTL Rewa (M.P.).is provided various facilities to the employees and
also follow the rules and regulation of state and Indian Government. The management
required to provide good facilities to all employees in such way that employees become
satisfied about employee welfare facilities. It increases productivity as well as quality and
quantity. Therefore there is necessity of making some provision for improving the welfare
facility through that employees will become happy, employees performance level become
increase. It leads to improve favorable effects of profitability and products of the
organization. At last it can be conclude that the employee welfare facilities provided by the
company to employees are satisfied and it is commendable, but still of scope is there for
further improvement. So that efficiency, effectiveness and productivity can be enhanced to
accomplish the organizational goals.
Rajkur(2014) in this paper among the all, human being is the finest one, who needs
skills, talents, attitudes, motivation, career planning and to deliver goods and services in time
with the facilities of Employee Welfare Measures and Social Security. Employees are highly
perishable, which need constant welfare measures for their up gradation and performance in
this field. In India, service sector is a leading sector, which generates more employment,
needs welfare measures for their improvement. The welfare facilities help to motivate and
retain employees. Most of the welfare facilities are methods of hygienic among workers are
motivated by providing welfare measures .This ensures employee satisfaction result in
increased efficiency.
Michael (2014) in this paper, “Human Resource Management and Human Relations”
said that the provision of intra-mural and extra-mural welfare facilities help in improving the
quality of work life of employee’s thereby good human relations will develop among
different cadres of employees
22
Misra, 2015 in this research aimed at sociological analysis of the employee welfare
problems of sugar industry. The analysis was based on the first hand data collected from the
sugar factories of Eastern Uttar Pradesh. The study concluded that the conditions of work in
sugar factories of eastern region of Uttar Pradesh were not very satisfactory particularly in the
respect of safety measures, cleanliness, sanitation, latrine facilities, drinking water, rest
rooms, etc. It also pointed out that the provisions for leaves and holidays, lighting, housing,
medical, edu-cation, are far from satisfactory.
Patro (2015) in a comparative analysis of welfare measures in public and private

sector found that an employees’ welfare facility is the key dimension to smooth employer-
employee relationship. These welfare facilities improve the employees’ morale and loyalty
towards the management thereby increasing their happiness, satisfaction and
performance.Venkataramana & Lokanadha (2015) conducted research with objectives of
welfare measures in South Central Railways andits impact on employee satisfaction. The
study concluded on with basis of observations are Extra-Mural particularly on Sports,
Cultural, Library, Reading, Leaves on travel, Welfare Cooperatives, Vocational, Welfare
facilities to Children andWomen, where as in Intra-mural particularly protective clothing,
crèches, restrooms and drinking facilities are in poor stateto improve the rate of employee
satisfaction.
Saiyaddin, (2016) examined the purpose and cost of non-statutory welfare activities
for the organizations. Five public and six private sector organizations were selected for the
study. The study brought out an important conclusion that the most predominant theme in the
minds of organizations when they think of the voluntary welfare measures was not only the
output and efficiency but also increasing loyalty and morale. In respect of cost, the study
revealed, that the public sector organizations spend more on welfare activities, as compared
to private sector. While public sector spends more on transportation and recreation, private
sector was found to be spending more on housing according to the study.
P. Anju (2016) in this study identified that the rate of absenteeism had been reduced
to a great extent by providing housing, health and family care, canteen, educational and
training facility and provision of welfare activities. He also stated that this principle for
successful implementation of employee welfare activities is nothing but an extension of
democratic values in an industrialized society.
23
Koshan, 2016 in this study pointed out that inspite of statutory provisions and
enforcing agencies in India, the welfare facilities were absent and the cement industry was
the only one where provisions were adequately enforced. The study suggested that need for
over-hauling and tightening the machinery of inspection. Appointment of welfare inspectors
for different industries, distinguishing the duties of factory inspectors from those of welfare
inspectors to submit annual and quarterly reports and empowering the welfare inspectors to
fine in case of default, were some of the steps suggested in this study.
Mendis M (2017) studied on welfare facilities and job satisfaction with the objective
of to examine the welfare facilities and its impact on job satisfaction at operational level of
employees in Shri Lanka by interviewing 100employee. He also concluded that by increasing
welfare facilities organization can improve the job satisfaction. The welfare measure helps to
improve the goodwill and public image. It helps to improve industrial relations with
employee and industrial peace and it also helps to improve employee productivity. As far as
features of employee welfare are concerned. Employee welfare terminology indicates
services, facilities and amenities provided by the employer for employee’s betterment.
Employee welfare concerns with monetary and non-monitory both. The aim of employee
welfare is to improve the employee’s working attitude and make an employee a good and
happy citizen. Employee welfare is an essential part of social welfare that involves
adjustment of working and family life of an employee.
Dr.P.Bhujanga Rao(2017) in this study state that welfare measure is a process of

recognizing the unique place of the worker in the society and doing good for them, retaining
and motivating employees and building up the local reputation of the company. They
conducted a study on the employees’ welfare facilities and its impact on employees. It was
also further reiterated that the management should provide facilities to all employees in such
way that employees become satisfied on the welfare facilities which in turn leads to increase
in productivity in terms of quality and quantity.
Bharathiand Padmaja (2018) in this research after analyzing the whole situation the
researchers concludes it is proved that the Employees welfare activities are sufficient and
effective for the employees of LIC. The researcher reached with this conclusion after
thorough the study of all the aspects of Employee welfare activities is pruning to job
satisfaction and that leads to employee engagement. The employee of LIC was highly
engaged and they are producing as according to the requirement and the mission statement of
24
the company. The very important observation is all the employees of LIC were strongly
connected to the objectives and theircommitment towards productivity is very high.
Dr.Subhasish Chatterjee (2018) Employee welfare is the most important machinery

in any organizations to get the productive result from the workers. It has been understood that
for last few decades the proper welfare facilities are constantly generating motivation of the
workers towards their work and that ultimately is reducing the attrition rate in the
organization. There are many statutory and non-statutory welfare facilities are being offered
to workers such as establishing proper industrial harmony, examining working condition,
consistent monitoring on disease, accident and unemployment of employees and their
families. Despite that there are many gaps are being observed between employee welfare and
its impact on job performance. Owing to that reason investigator on the process of her
completing summer internship program tried to search out the authentic information from the
nurse, paramedical staff and general staff from private hospitals and finally all authors have
also taken an endeavour to produce an authentic research paper by providing proper
language, and with the help statistical package, the authors have also presented exact
statistical information and inference after compilation of informative data. Key words:
Welfare, Performance, Health Insurance, Accommodation, Hygiene, Stress, Safety,
Harassment, Environment and Ventilation.
Bharathi and Padmaja (2018) after analyzing the whole situation the researchers
concludes it is proved that the Employees welfare activities are sufficient and effective for the
employees of LIC. The researcher reached with this conclusion after thorough the study of all
the aspects of Employee welfare activities is pruning to job satisfaction and that leads to
employee engagement. The employee of LIC was highly engaged and they are producing as
according to the requirement and the mission statement of the company. The very important
observation is all the employees of LIC were strongly connected to the objectives and their
commitment towards productivity is very high.
R. Mohanapriya(2019) The Employees welfare measure is a burning issue all over

the world. Employee’s welfare requires everything from service, facilities and benefits that
are provided or done by an employer for the advantage or comfort of an employee. A study
on employee’s welfare measure aimed to find how employee’s welfare measures in the
organization encourage them to increase productivity and performance .The total population
for the study is 140 and the sample size is 100. The type of sample design used for the study
25
is simple random sampling. Primary and Secondary data was used for the study primary data
was collected by using questionnaire and secondary data was collected from books, journals
and company records. The gathered information is critically analyzed by using various
statistical tools like chi square test and Karl Pearson coefficient of correlation. From the
study, it was found that there is significant association between employee welfare measure
and self-efficacy of employees and by using chi square test it was found that there is
significant association between employee welfare measure and work performance of
employees. Welfare measures helps in maintaining the morale and motivation of the
employees high so as to retain the employees for longer periods. This welfare need not be in
monetary terms but in any kind/forms. Employee welfare includes monitoring of working
conditions, creation of industrial harmony through infrastructure for health, industrial
relations and insurance against disease, accident and unemployment for the workers and their
and families.
A.Varadaraj, D.Charumathi (2019) The concept of employee welfare is vibrant. Its

broad viewpoint and contents are inclined to change, depending on social and economic
changes that occur in society. Employee welfare includes various services, benefits, and
facilities offered to employees by employers. An organization has to provide welfare
facilities to their employees to keep their motivation levels high. The study throws light on
impact of welfare measures on the employees’ performances with respect to the construction
industry. The primary data for the study was collected through a questionnaire. The sample
size of the study was 80 and the sample design adopted was a systematic random sampling
technique. Thus from this study, it is found that the welfare measures provided by the
Construction industry directly impact the work competence of the employees. Proper welfare
measures should be provided to persuade the employees and increase proficiency and
effectiveness. The Company should take steps to create awareness among the employees
about the welfare measures provided as it falls under the rights of the employee to know
about the welfare measures provided for him/her by the company.
P.Chandrasekaran (2020) In India, the welfare benefit to the employees whether it

be statutory or voluntary is available only to the workers employed in formal sector, who are
hardly 10%. Left over 90% of the employees, who are more than 40 crores in number,
and employed in unorganised / informal sector like construction, agriculture industry is
either deprived their rights. In this project, an attempt has been made to study of the welfare
26
measures available in construction industries. The statistics have been composed through
primary survey by administrating a detailed questionnaire to section of the employees
selected at random. The percentage analysis is used to know the satisfaction level of the
employees regarding welfare measures as suggested in the Factories Act, 1948. Employees
are satisfied with various facilities like festival advances, medical, lighting, sitting and
drinking water. It is observed that the welfare measures reduce the employee
absenteeism and increase the efficiency of the employees. Also, they are directly related
with productivity and to achieve it the companies provide many welfare packages to
employees for increasing the efficiency and productivity.
Dhruval Devani(2020) The study was done with the objective of analysing, safety
and welfare measure of the company, Knowing the opinion and satisfaction level of
employee about health measure, safety measure and welfares followed in the company and
the measure followed to prevent from accident in the company. The employee health, safety
and welfare are the measure of promoting the efficiency of employee. The various welfare
measure provided by the employee will have immediate impact on the health and mental
efficiency of the worker and thereby contributing the higher productivity. The results
appeared positive. It increase productivity as well as quality and quantity. Therefore there in
necessity of making some provision for improving the welfare facility through that
employees will become happy, employee’s performance level become increase. The
employees are aware about social security measures provided by the organisation.
Raj Laxmi (2020) Employee satisfaction in welfare measures involves taking

measures to encourage staff to stay within the organization. Most of the times company is
facing lot of issues in worker retention because the expectations of employees are changing
day by day and hiring knowledgeable individuals for the organization are crucial for
managers. There’s no dearth of opportunities for a proficient person to work in organization
for a longer period, there are several organizations that are searching for efficient staff by
providing good welfare measures. Therefore the research objective is to understand various
welfare amenities offer by the business to keep happy workers and also impact of welfare
facilities on employee satisfaction. Preceding scholars need originate the changed factors
which influence the welfare facilities on employee ’s completion and potential; it is not
produce on fulfillment of human resources hence this study fills that gap by considering
employee welfare facilitie s to retain the employees in the organization. Descriptive research
27
has been used to describe the characteristics of the variablesThe statistical tool utilized for the
study is correlation test and factor analysis to identify the impact of employee welfare
facilities towards employee satisfaction.
Ms. S. Pavithra (2020) Health is normally being defined as a condition of complete

physical, mental and social good and not merely the absence of disease or illness’’. Safety
refers to the nonexistence of accidents.To understand the awareness of safety, health, and
welfare facilities among the employees provided by the organization. To identify the free
from risk provide by the industry.It is suggested that the company should take necessary steps
to provide salary; allowances and other rewards system adequately for the employees
encourage system followed. It is suggested to provide transport facilities and benefits, festival
bonus to improve the employee’s working condition to be booster.The role of management in
implementing health safety and welfare in the organization is very effective.
Ms. R.V. Deeba Sanjana (2020) This study focussed on employee welfare measures,
relationship management, and employee satisfaction. It aims to look into various welfare
measure provided by the company to their employees, and the relationship management
between the various levels of hierarchy, and the employee’s satisfaction towards these. Firstly
by considering the demographic variables including age, gender, educational qualification,
experience and income level. Secondly by considering the factors of dependent and
independent variables. Further, it is observed that the level of employee satisfaction on
welfare measures and employee relationship by demographic factors influence the other
variables. This study is descriptive in nature. Stratified random sampling is adopted, 133
employees of a manufacturing company are observed and analysed the factors among the
employees. After analyzing the whole situation it is concluded that the employee welfare
activities are sufficient and effective for the employees of manufacturing industry.
RESEARCH GAP
Previous studies have focused to analyze the welfare measures offered by companies.
They have not focused in to know the level of satisfaction in statutory welfare measures
provided in the company. They have ignored to evaluate the non-statutory welfare facilities
provided for employees in the company. The present study has focused in to evaluate the
impact of welfare measures on employees performance. There were very few articles related
to problems of employees in welfare measures. Thus the present study fulfils the gap.
28
CHAPTER-IV - DATA ANALYSIS AND INTERPRETATION
4.1 RESEARCH METHODOLOGY
Research methodology may be defined as a documented prose work. Documented

prose work means organized analysis of the subject based on borrowed materials with
suitable acknowledgement and consultation in the main body of the paper. Research in
management is partially important to find out different phenomena. Its purpose is to find
answers to questions through the application of systematic and scientific methods. “Research
is an academic activity and a systematized effort to gain new knowledge”.
4.1.1 RESEARCH DESIGN
A research design is an arrangement of conditions for collection and analysis of data

in a manner that aims to combine with relevance to the research purpose with economy in
procedure. The research design adopted for this study is Descriptive research design. A
descriptive research design may be concerned with the attitude /views of a people towards
anything. It concerned with determining with which something occurs or how to variables are
vary together. It is considered as rigid and formal.
Instruments used for the study:
Instrument used for collecting the data is questionnaire. Two types of questionnaire
used here are
 Structured Questionnaire.
 Personal Interviewing
Types of Questions:
Questions are of two types, they are as follows:
 Open-ended questions
 Close-ended questions
Open-ended questions:
These questions are used to get the suggestion from the respondents in order to get
feedback to the company.
29
Close-ended questions:
It is of two types, they are as follows
 Dichotomous (Yes/No) questions: in this type of questions the respondents are

given two choices in which the respondents has to select one. For this type of
questions we can apply statistical tools like internal estimate method.
 Multiple choices questions: in this type of questions the respondents are given 4-5
choices in which the respondents has to select one. For this type of questions we
can apply statistical tools like Chi-square.
4.1.2 SAMPLING TECHNIQUES
Population
Population is the aggregate of all units possessing certain specific characteristics from
which the sample will be drawn. The population of this study is nearly two hundred
employees.
Sampling Method
Sample as a smaller representation of the larger whole. Sample is that by selecting

some of the elements in a population. In this research the research has followed Non-
probability sampling method and used the convenience sampling technique. The samples are
selected on the basis of the convenience to the investigator.
Sample Size
Sample size refers to number of items to be selected from the population to frame a
sample. Here the researcher has selected 132 as a sample size.
Sample Unit
The study is conducted in Nuray Chemicals Pvt Ltd., Thiruvallur. Here sampling unit
is Thiruvallur.
30
4.1.3 DATA COLLECTION
Data is collected from the employees of Nuray Chemicals Pvt Ltd., Thiruvallur. The
researcher had prepared a well structured questionnaire to study the employees’ work life
balance.
Primary Data
Primary data are those which are collected a fresh and for the first time and thus
happen to be original in character. Primary data is collected directly from the worker i.e., data
collected with the help of questionnaire method.
Secondary Data
Secondary data means already available data. Here the secondary data were collected
from the company profile, websites, internet, journals etc. The researcher also collected
information through primary sources as well as secondary sources.
4.1.4 STATISTICAL TOOLS USED
 Simple Percentage method
 Chi-square Test
 Correlation
Simple Percentage method
In this project percentage method test and used. The following are the formula
Percentage of Respondent = No. of Respondent x 100

Total no. of Respondent
Chi-Square Test
Chi-square analysis in statistics is to test the goodness of fit to verify the distribution
of observed data with assumed theoretical distribution. Therefore it is a measure to study the
divergence of actual and expected frequencies.
31
The formula for computing chi-square is as follows.
Chi-square- = ∑ {(O--E) //E}E}
Correlation
The Pearson correlation coefficient is a very helpful statistical formula that

measures the strength between variables and relationships. The coefficient value can range
between -1.00 and 1.00. If the coefficient value is in the negative range, then that means the
relationship between the variables is negatively correlated, or as one value increases, the
other decreases. If the value is in the positive range, then that means the relationship between
the variables is positively correlated, or both values increase or decrease together.
The main result of a correlation is called the correlation coefficient (or "r"). It ranges
from -1.0 to +1.0. The closer r is to +1 or -1, the more closely the two variables are related. If
r is close to 0, it means there is no relationship between the variables. If r is positive, it means
that as one variable gets larger the other gets larger. If r is negative it means that as one gets
larger, the other gets smaller (often called an "inverse" correlation).
32
4.2 DATA ANALYSIS AND INTERPRETATION
TABLE NO: 4.2.1
AGE OF THE RESPONDENTS
Age No. of Respondents Percentage (%)
Below 25 17 13
26-35 71 54
36-45 24 18
Above45 20 15
Total 132 100
Source: Primary data
NTERPRETATION:
The above table shows that 13% of respondents are in the age group of below 25
years, 54% of the respondents are in the age group of 26 years - 35 years, 18% of the
respondents are in the age group of 36 years - 45years and 15% of the respondents are in the
age group of above 45 years.
Thus the majority of the respondents are in the age group of 26 years - 35 years.
33
TABLE NO: 4.2.1
AGE OF THE RESPONDENTS
34
TABLE NO: 4.2.2
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
Educational Qualification No. Of Respondents Percentage (%)
Graduate 74 56
Post-graduate 38 29
Professional degree 20 15
Total 132 100
INTERPRETATION:
The above table shows that 56% of respondents have completed Graduate, 29% of the
respondents have completed Post-graduate and 15% of the respondents have completed
Professional degree educational qualification.
Thus the majority of the respondents have completed Graduate.
35
TABLE NO: 4.2.2
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS
36
TABLE NO: 4.2.3
YEAR OF SERVICE
Year Of Service No. of Respondents Percentage (%)
Below 5 Years 45 34
5-10 Years 55 42
Above 10 Years 32 24
Total 132 100
INTERPRETATION:
The above table shows that 34% of respondents have below 5 years, 42% of the
respondents have 5-10 years and 24 % of the respondents have above 10 years service.
Thus the majority of the respondents have below 5 - 10 years service.
37
TABLE NO: 4.2.3
YEAR OF SERVICE
38
TABLE NO: 4.2.4
SALARY OF THE RESPONDENTS
Income No. of Respondents Percentage (%)
Below 2 Lakhs 20 15
2-5 Lakhs 51 39
5-10 Lakhs 46 35
Above 10 Lakhs 15 11
Total 132 100
INTERPRETATION:
The above table shows that 15% of respondents have below 2 Lakhs, 39% of the
respondents have 2-5 Lakhs, 35% of the respondents have 5-10Lakhs and 11% of the
respondents have above 10 Lakhs as their income level.
Thus the majority of the respondents have 2-5 lakhs as their income level.
39
TABLE NO: 4.2.4
SALARY OF THE RESPONDENTS
40
TABLE NO: 4.2.5
HYGIENE DRINKING WATER IN THE ORGANISATION
Particulars No. of Respondents Percentage (%)
Highly satisfied 21 16
Satisfied 32 25
Neither satisfied nor dissatisfied 11 8
Dissatisfied 20 15
Highly dissatisfied 48 36
Total 132 100
INTERPRETATION:
The above table shows that 16% of respondents are highly satisfied, 25% of the
respondents are satisfied, 8% of the respondents are neither satisfied nor dissatisfied, 15% of
the respondents are dissatisfied and 36% of the respondents are highly dissatisfied towards
the hygiene drinking water in the organization.
Thus the majority of the respondents are highly dissatisfied towards the hygiene
drinking water in the organization.
41
TABLE NO: 4.2.5
HYGIENE DRINKING WATER IN THE ORGANISATION
42
TABLE NO: 4.2.6
SUFFICIENT FACILITIES FOR SITTING FOR THE EMPLOYEES
Satisfied 53 40
Dissatisfied 28 21
Total 132 100
INTERPRETATION:
the respondents are dissatisfied and 12% of the respondents are highly dissatisfied towards
the sufficient facilities for sitting for the employees.
Thus the majority of the respondents are satisfied towards the sufficient facilities for
sitting for the employees.
43
TABLE NO: 4.2.6
SUFFICIENT FACILITIES FOR SITTING FOR THE EMPLOYEES
44
TABLE NO: 4.2.7
FIRST AID APPLIANCES FOR THE EMPLOYEES
Satisfied 9 7
Dissatisfied 12 9
Total 132 100
INTERPRETATION:
the respondents are dissatisfied and 9% of the respondents are highly dissatisfied towards the
first aid appliances for the employees.
Thus the majority of the respondents are highly satisfied towards the first aid
appliances for the employees.
45
TABLE NO: 4.2.7
FIRST AID APPLIANCES FOR THE EMPLOYEES
46
TABLE NO: 4.2.8
SEPARATE LATRINES AND URINALS
Satisfied 49 37
Dissatisfied 17 13
Total 132 100
INTERPRETATION:
separate latrines and urinals.
Thus the majority of the respondents are satisfied towards the separate latrines and
urinals.
47
TABLE NO: 4.2.8
SEPARATE LATRINES AND URINALS
48
TABLE NO: 4.2.9
PROPER LIGHTING AND VENTILATION IN THE WORKING PLACE
Satisfied 36 27
Dissatisfied 14 11
Total 132 100
INTERPRETATION:
proper lighting and ventilation in the working place.
Thus the majority of the respondents are satisfied towards the proper lighting and
ventilation in the working place.
49
TABLE NO: 4.2.9
PROPER LIGHTING AND VENTILATION IN THE WORKING PLACE
50
TABLE NO: 4.2.10
FLEXI TIME FOR EMPLOYEES IN THE ORGANISATION
Satisfied 41 31
Dissatisfied 11 8
Total 132 100
INTERPRETATION:
flexi time for employees in the organization.
Thus the majority of the respondents are neither satisfied nor dissatisfied towards the
flexi time for employees in the organization.
51
TABLE NO: 4.2.10
FLEXI TIME FOR EMPLOYEES IN THE ORGANISATION
52
TABLE NO: 4.2.11
PERSONAL HEALTH CARE IN THE ORGANISATION
Satisfied 28 21
Dissatisfied 20 15
Total 132 100
INTERPRETATION:
personal health care in the organization.
Thus the majority of the respondents are highly satisfied towards the personal health
care in the organization.
53
TABLE NO: 4.2.11
PERSONAL HEALTH CARE IN THE ORGANISATION
54
TABLE NO: 4.2.12
WELL FRAMED EMPLOYEES HARASSMENT POLICY
Satisfied 29 22
Dissatisfied 12 9
Total 132 100
INTERPRETATION:
well framed employees harassment policy.
Thus the majority of the respondents are highly satisfied towards the well framed
employees harassment policy.
55
TABLE NO: 4.2.12
WELL FRAMED EMPLOYEES HARASSMENT POLICY
56
TABLE NO: 4.2.13
MATERNITY AND ADOPTION LEAVE PREVAILING FOR THE FEMALE

EMPLOYEES
Satisfied 48 36
Dissatisfied 17 13
Total 132 100
INTERPRETATION:
maternity and adoption leave prevailing for the female employees.
Thus the majority of the respondents are satisfied towards the maternity and adoption
leave prevailing for the female employees.
57
TABLE NO: 4.2.13
MATERNITY AND ADOPTION LEAVE PREVAILING FOR THE FEMALE

EMPLOYEES
58
TABLE NO: 4.2.14
MEDI-CLAIM INSURANCE SCHEME IN THE ORGANISATION
Satisfied 18 14
Dissatisfied 14 10
Total 132 100
INTERPRETATION:
medi-claim insurance scheme in the organization.
Thus the majority of the respondents are highly satisfied towards the medi-claim
insurance scheme in the organization.
59
TABLE NO: 4.2.14
MEDI-CLAIM INSURANCE SCHEME IN THE ORGANISATION
60
TABLE NO: 4.2.15
REDUCES IN EMPLOYEES TURNOVER
Strongly agree 57 43
Agree 35 27
Neither agree nor disagree 12 9
Disagree 15 11
Strongly disagree 13 10
Total 132 100
INTERPRETATION
The above table shows that 43% of the respondents are strongly agree, 27% of the
respondents are agree, 9% of the respondents are neither agree nor disagree, 11% of the
respondents are disagree and 10% of the respondents are strongly disagree towards the reduces
in employees turnover.
Thus the majority of the respondents are strongly agree towards the reduces in
employees turnover.
61
CHART: 4.15
REDUCES IN EMPLOYEES TURNOVER
62
TABLE NO: 4.2.16
IMPROVES EMPLOYEES EFFICIENCY
Agree 22 17
Disagree 12 9
Total 132 100
INTERPRETATION
respondents are disagree and 5% of the respondents are strongly disagree towards the improves
employees efficiency.
Thus the majority of the respondents are strongly agree towards the improves
employees efficiency.
63
CHART: 4.16
IMPROVES EMPLOYEES EFFICIENCY
64
TABLE NO: 4.2.17
IMPROVED INDUSTRIAL RELATIONS
Agree 62 47
Disagree 8 6
Total 132 100
INTERPRETATION
respondents are disagree and 6% of the respondents are strongly disagree towards the
improved industrial relations.
Thus the majority of the respondents are agree towards the improved industrial
relations.
65
CHART: 4.2.17
IMPROVED INDUSTRIAL RELATIONS
66
TABLE NO: 4.2.18
HIGH MORALE AMONG THE EMPLOYEES
Agree 32 24
Disagree 33 25
Total 132 100
INTERPRETATION
respondents are disagree and 8% of the respondents are strongly disagree towards the high
morale among the employees.
Thus the majority of the respondents are disagree towards the high morale among the
employees.
67
TABLE NO: 4.2.18
HIGH MORALE AMONG THE EMPLOYEES
68
TABLE NO: 4.2.19
INCREASES PRODUCTIVITY IN THE CONCERN
Agree 48 36
Disagree 9 7
Total 132 100
INTERPRETATION
respondents are disagree and 12% of the respondents are strongly disagree towards the
increases productivity in the concern.
Thus the majority of the respondents are agree towards the increases productivity in
the concern.
69
TABLE NO: 4.2.19
INCREASES PRODUCTIVITY IN THE CONCERN
70
CHI-SQUARE ANALYSIS
RELATIONSHIP BETWEEN AGE OF THE RESPONDENTS AND LEVEL OF

SATISFACTION IN STATUTORY WELFARE SCHEMES
HYPOTHESIS TESTING
Null hypothesis (Ho):
There is no significant relationship between the age of the respondents and level of
satisfaction in statutory welfare schemes.
Alternative hypothesis (H1):
There is some significant relationship between the age of the respondents and level of
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
AGE OF THE
RESPONDENTS *
132 100.0% 0 .0% 132 100.0%
STATUTORY WELFARE
SCHEMES
71
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 149.349a 57 .000
Likelihood Ratio 141.306 57 .000
Linear-by-Linear Association 43.531 1 .000
N of Valid Cases 132
a. 74 cells (92.5%) have expected count less than 5. The minimum expected count is .13.
INTERPRETATION:
As per the above table, it is inferred that the P value is .000; it is significant to 5%
(0.05) significant level. The minimum expected count is 0.13. Thus alternative hypothesis is
accepted and it is finding that there is some significant relationship between age of the
respondents and level of satisfaction in statutory welfare schemes.
72
CORRELATION ANALYSIS
RELATIONSHIP BETWEEN EDUCATIONAL QUALIFICATION OF THE

RESPONDENTS AND IMPACT OF WELFARE MEASURES ON EMPLOYEES
PERFORMANCE
Correlations
WELFARE
EDUCATION OF
MEASURES ON
THE
EMPLOYEES
RESPONDENTS
PERFORMANCE
Pearson
EDUCATION 1 .202*
Correlation
QUALIFICATION OF THE
RESPONDENTS Sig. (2-tailed) .020
N 132 132
Pearson
WELFARE MEASURES ON .202* 1
Correlation
EMPLOYEES
PERFORMANCE Sig. (2-tailed) .020
N 132 132
INTERPRETATION:
The Above table indicates that out of 132 respondents, co-efficient of correlation
between educational qualification of the respondents and impact of welfare measures on
employee’s performance is 0.202. It is below 1. So there is positive relationship between
the educational qualification of the respondents and impact of welfare measures on
employees performance.
73
CHAPTER V - CONCLUSION
5.1 FINDINGS
 54% of the respondents are in the age group of 26 years - 35 years.
 56% of the respondents have completed Graduate.
 42% of the respondents have below 5 - 10 years service.
 39% the respondents have 2-5Lakhs as their income level.
 36% of the respondents are highly dissatisfied towards the hygiene drinking water in
the organization.
 40% of the respondents are satisfied towards the sufficient facilities for sitting for the
employees.
 73% of the respondents are highly satisfied towards the first aid appliances for the
employees.
 37% of the respondents are satisfied towards the separate latrines and urinals.
 27% of the respondents are satisfied towards the proper lighting and ventilation in the
working place.
 42% of the respondents are neither satisfied nor dissatisfied towards the flexi time for
employees in the organization.
 45% of the respondents are highly satisfied towards the personal health care in the
organization.
 40% of the respondents are highly satisfied towards the well framed employees
harassment policy.
 36% of the respondents are satisfied towards the maternity and adoption leave
prevailing for the female employees.
 52% of the respondents are highly satisfied towards the medi-claim insurance scheme
in the organization.
74
 43% of the respondents are strongly agree towards the reduces in employees turnover.
 52% of the respondents are strongly agree towards the improves employees
efficiency.
 47% of the respondents are agree towards the improved industrial relations.
 25% of the respondents are disagree towards the high morale among the employees.
 36% of the respondents are agree towards the increases productivity in the concern.
 There is some significant difference respondent's age of the respondents and level of
 There is positive relationship between these educational qualifications of the
respondents and impact of welfare measures on employee’s performance.
75
5.2 SUGGESTIONS
 There must be hygiene and purified drinking water since it is necessary one to the
employees.
 The company must ensure to provide sufficient sitting facilities for the employees.
 There must be first aid appliances for the employees as per statutory norms.
 The company must have separate hygiene urinals and latrines for both and female in
the working circumstances.
 There must be proper lighting and ventilation in the working place.
 The organization must provide flexi time for certain skilled employees to retain them
in the organization.
 There must be proper health care facilities in the organisation.
 There organization must have well structured employees harassment policy to fulfil
the statutory norms and it must contain male and female senior employees to monitor
and prevent the employees.
 The organization must offer maternity and adoption leave facilities for the female
employees.
 The organization must arrange medi claim insurance schemes for the employees to
support them.
 The welfare measures must be to reduce the employees turnover in the organization.
 The welfare measures must be structured to improve employees efficiency.
 There must be industrial relations by the effective welfare measures prevailing in the
organization.
 There must be high morale among the employees by the offering of best welfare
benefits.
76
5.3 CONCLUSION
This study about employee welfare measure in Nuray Chemicals Pvt Ltd.,
Thiruvallur and the organization shows the great deal of transparency in decision making and
shares information across levels. The management believes in having a participative approach
to decision making. There is enough autonomy to perform one’s job .also the organization
enough scope for personal and professional growth. The leadership of the organization is
approachable and sensitive to the needs of the employee. The relationship with the
supervisors and the co-workers also provides conductive work environment for the workers.
The study therefore highlights the various aspects on welfare facilities provided satisfaction
for the employees. At the same time there are roles and responsibilities to be performed and
each one is held accountable for work. The employee welfare can become conducive to
develop potential and competency of the employees and provide opportunities for fulfilment.
I conclude that employees of Nuray Chemicals Pvt Ltd., Thiruvallur are highly satisfied with
the welfare measures provided in this concern.
77
APPENDIX
QUESTIONNAIRE
A STUDY ON EFFECTIVENESS OF WELFARE MEASURES IN NURAY

CHEMICALS PVT LTD., THIRUVALLUR
1. Name of the Employee:----------------------------
2. Age(Years)
a)Below 25 b)26-35 c) 36-45 d)Above45
3. Education
a)Graduate c) Post-graduate d) Professional degree

4. Year of Service
a) Below 5Years b) 5-10 Years c) Above 10years

5. Salary
a) Below 2 Lakhs b) 2-5 Lakhs c) 5-10 Lakhs d) Above 10 Lakhs

Level of satisfaction in statutory welfare schemes
Neither satisfied
Highly satisfied
nor dissatisfied
Dissatisfied
dissatisfied
Satisfied
Highly
6.There is hygiene drinking water in

the organisation for the employees
7.There is sufficient facilities for
sitting for the employees in the
organisation
8.There is first aid appliances for the
employees in the right place
9.There is separate latrines and urinals
for male and female
10.There is proper lighting and
ventilation in the working place
78
Level of satisfaction in non-statutory welfare schemes
Neither satisfied
Highly satisfied
nor dissatisfied
Dissatisfied
dissatisfied
Satisfied
Highly
11.Flexi time for employees in the
organisation
12.Personal health care in the
organisation
13.Well framed employees
harassment policy
14.Maternity and adoption leave
prevailing for the female employees
15.Medi-claim insurance scheme in
the organisation
Impact of welfare measures on employees performance
Disagree
Strongly
Strongly
disagree
disagree
Neither
Agree
agree
agree
nor
16.Reduces in employees turnover
17.Improves employees efficiency
18.Improved industrial relations
19.High morale among the employees
20.Increases productivity in the concern
21. Suggestions
----------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------------
79
REFERENCE
Reference Books
1. K.N. Vaid, Labour Welfare in India,New Delhi, Shri Ram Centre for Industrial
Relations,2000
2. B.P Tyagi, “Labor Economics and Social Welfare”, Meerut, Jai Prakash Nath & Co.,
2009
3. V.V Giri, “Labor Problems in Indian Industry”, Asia Publishing House, Bombay,
2011
4. C.B.Guptha (2000), “Human Resource management".
5. C.R.Kothari (1997), “Research methodology- methods and techniques”, 2nd edition.
Reference Journals
1. Alhabri, M. A., et al. (2013). Impact of organizational culture on employee

performance. International Review of Management and Business Research, 2(1), 168-
172.
2. Chittipa, N. (2015). A study on corporate culture and its impact on job satisfaction.
Journal of International Conference on Business, Economics and Accounting, 1-4.
3. Dimitrios, B. (2017). organizational culture and job satisfaction. Journal of
International Review of Management and Marketing, 4(3), 132-144.
4. Fakhar, S., et al (2018). Impact of organizational culture on employee job
performance. Journal of Business Studies Quarterly, 5(2), 56-58.
5. Fatima, R., et al. (2019). Relationship between job satisfaction and organizational
culture. European Journal of Experimental Biology, 2(4), 1029-1033.
Reference Websites
1. www.ukessays.com
2. www.nuraychemicals.com
3. www.study.com
4. www.business2community.com
5. www.researchgate.org
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CHAPTER I - INTRODUCTION

1.1.1 Welfare Measures

1.1.2 Meaning and Definition of Employee Welfare:

1.1.3 Welfare Measures to Employees

The Welfare measures provided are

 First Aid box

1.1.4 Objectives Of Employee Welfare Measures:

 To win over employees loyalty and increase their morale.

1.1.5 Purpose of employee Welfare:

A employee welfare programme serves various purposes. Finally, by taking care of

1.1.6 Measures of Employee Welfare:

International employee Organisation has divided employee welfare measures in two

1.1.7 Welfare facilities by the Government (Statutory):

 The Welfare related Laws are:

Organizations provide welfare facilities to their employees to keep their motivation

1.1.8 Importance of Employee Welfare

The statutory welfare schemes include the following provisions:

Facilities for sitting: In every organization, especially factories, suitable seating

Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide

Flexi-time: The main objective of the flextime policy is to provide opportunity to

Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

Employee Referral Scheme: In several companies employee referral scheme is

1.1.11 TYPES OF EMPLOYEE WELFARE SERVICES:

We may classify all Employee Welfare services under two heads:

(a). Internal and (b).External.

Safety is prior to security. Prevention of accidents is the primary objective and it

The prevention of constitutes only one segment of the function of Employee

A. Those, which are associated with his/her working environment

1.1.12 EMPLOYERS ARE REQUIRED TO PROVIDE WELFARE FACILITIES FOR

Factories Act 1948:

As opinion by Hertzberg, providing congenial atmosphere for the Employees of

Washing Facilities - (Section 42)

Facilities for Storing and Drying Clothes - Section (43)

Sitting Facilities - (Section 44):

First Aid Appliances - (Section 45):

Canteen (Section 46):

Crèches (Section 48):

Welfare Officer (Section 48):

An organization, have employing 500 or more Employees shall appoint the

Employee’s Insurance Scheme (ESI):

The government announced a new nationalised “SMART CARD SYSTEM” as a

1.2.1 Primary objective

 To study on impact of employees’ welfare measures in Nuray Chemicals Pvt Ltd.,

1.2.2 Secondary objectives

 To study the demographical profile of the employees.

 To ascertain the level of satisfaction in statutory welfare measures provided in the

 To evaluate the non-statutory welfare facilities provided for employees in the

 To evaluate the impact of welfare measures on employees performance

 To find out the problems in welfare measures

 The size of the sample is 132.

 The employees did not respond properly during peak hours.

2.1 COMPANY PROFILE

Nuray’s expertise and experience lie in developing pharmaceutical industry’s

To be an Iconic by Value and Relationship Catalyzing Commerce and Knowledge

 To become a trusted and reliable source for chemical products

2.1.6 Quality Assurance & Control

2.1.8 Research and Development

2.1.9 Safety and Environment Sustainability

 The manufacturing units comply with local government regulation on pollution