Sunil Employee Welfare Measures

A Study on
EMPLOYEE WELFARE MEASURES

With reference to
PRAVIN ELECTRICAL PRIVATE LIMITED
A Project Report submitted to Andhra University, Visakhapatnam

In Partial fulfillment for the Award of the Degree of
MASTER OF BUSINESS ADMINISTRATION

Submitted by
MADDI SUNIL
(Regd. No. 117228802056)
Under the Esteemed guidance of
Dr.D.RAJNANDAN
Asst. Professor
Department of Management Studies
Dr. LANKAPALLI BULLAYYA P.G. COLLEGE

Affiliated to Andhra University
Visakhapatnam
(2017-2019)
DECLARATION
I hereby declare that the project work entitled “EMPLOYEE WELFARE

MEASURES ” with reference to “PRAVIN ELECTRICAL PRIVATE LIMITED, is
a bonafide work done by me for the award of the degree of “MASTER OF BUSINESS
ADMINISTRATION” (MBA), from Andhra University, done under the guidance of
Dr.D.RAJNANDAN, Assistant Professor, Department of Management Studies, during
the academic years 2017 – 2019 and has not been submitted to any other University or
Institution for the award of any Degree or Diploma
VISAKHAPATNAM Signature of the student

DATE: MADDI SUNIL
(Regd: 117228802056)
CERTIFICATE
This is to certify that the project report entitled “EMPLOYEE WELFARE
MEASURES” with reference to “PRAVIN ELECTRICAL PVT LTD”, is a bonafied
work done by M.SUNIL, a student of MBA, of Department of Management Studies, Dr.
L. Bullayya College, Visakhapatnam, for the award of the degree of “MASTER OF
BUSINESS ADMINISTRATION” (MBA), from Andhra University, done under my
guidance, during the academic years 2017 – 2019.
Date:
Place:
Dr. D.RAJNANDAN
Asst. Professor
Dept of Management Studies
Dr. L. Bullayya PG College
Smt. R .ANJANA
Head, Dept. of Management Studies
Dr. L. Bullayya PG College
Visakhapatnam
ACKNOWLEDGEMENT
It is of great pleasure to take the opportunity to acknowledge and express my gratitude to all
those who helped me throughout my project work.
First and foremost, I am thankful to Prof. K V S PATNAIK, Director Research Studies, Dr.
Lankapalli Bullayya College, for giving me permission for taking up my project work.
I am thankful to Dr. G S K CHAKRAVARTY, Principal, Dr. Lankapalli Bullayya College, for

giving me permission for taking up my project work.
I would also thank Dr. R V H SRIKANTH, Vice-Principal, Dr. Lankapalli Bullayya P.G
College, for encouraging me to take up this project.
I also thank Smt. R. ANJANA, Head of the Department of Management Studies, Dr.
Lankapalli Bullayya P.G College, for giving me the opportunity to take up the project work and helping
me throughout my project work.
I would also like to thank Dr. D. RAJ NANDAN, Asst. Professor, Department of Management
Studies, for his valuable guidance and support for the completion of my project work.
I would like to express my sincere gratitude to the management and staff of “PRAVIN
ELECTRICAL PVT LTD” for giving me permission to do my project work in their organization
and helping me meticulously in all the aspects of my project work.
Finally, I would also like to thank all faculty members in the Department of Management
Studies, Dr. Lankapalli Bullayya College, for their enduring support throughout my MBA Program.
Place: Visakhapatnam Maddi Sunil

Date: Reg No: 117228802056
CONTENTS
CHAPTER TITLE PAGES

NO:-
INTRODUCTION TO THE STUDY 1
SCOPE OF THE STUDY 2
NEED FOR THE STUDY 3

1 OBJECTIVES OF THE STUDY 4
IMPORTANCE OF THE STUDY 5-6
METHODOLOGY OF THE STUDY 7-9
LIMITATIONS OF THE STUDY 10
2 Industry profile 11-16
3 Company profile 17-24
4 Theoretical frame work 25-40
5 Data analysis and Interpretation 41-60
Summary 61
Findings 62-63
6
Suggestions 64
Conclusion 65
Bibliography
CHAPTER-1
INTRODUCTION
INTRODUCTION OF THE STUDY
MEANING OF WELFARE MEASURES:

Labor Welfare is a term which must necessarily be elastic, bearing a somewhat different
interpretation in one necessary country from another, according to the different social customs, the
degree of industrialization and educational level of the workers. Welfare means faring (or) doing well.
It is a comprehensive term,and refers to the physical, mental, moral and emotional well-being of an
individual.
Trade unions and governmental and non-governmental agencies. It is rather difficult to define the term
labour welfare precisely because of the relatively of the concept. 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.
DEFINITION OF WELFARE MEASURES:
According to the committee on labor welfare, welfare services should mean:
Such services, facilities, and amenities s adequate canteens, rest and recreation facilities, sanitary and
medical facilities, arrangements for travel to and from place of work, and for the accommodation of
workers employed at a distance from their homes;
Such other services amenities and facilities, including social security measures, as contribute to the
conditions under which workers are employed.
1
SCOPE OF THE STUDY:
➢ This project titled “a study on labor welfare measures in Pravin Electrical Private
limited” is a study done particularly at the corporate office of PRAVIN ELECTRICAL
PRIVATE LTD.
➢ The total workforce of the organization was around 20,000 consisting oindustrial
workers, technicians, operators, office, staff, secretaries, field staff, technical executives
and non- technical executives, managers.
➢ The corporation comprises six major production units viz., Mine-1, Mine-2,thermal
power station-1,thermal power station-2,expansion and thermal power station-2.
➢ Almost all the officers are situated in the industrial promises, with a sample size Of
eighty respondents, who are employees of NLC.
➢ This study further will be useful for the origin analyzing the perception or opinion of
employees with respect to the welfare measures provided to them in Neyveli Lignite
Corporation Ltd.
2
NEED FOR THE STUDY:
Every organization big or small, productive or non-productive, economic or

social, old or newly established should provide training to all employees irrespective of
their qualification, skill, suitability for the job etc.
Basic needs for training can be examined as follows:

Attitude formation: A common objective of training programme is the moulding of
employee attitude to achieve support for company activities, to obtained better
cooperation & greater loyalty.
1. To reduce learning time to reach acceptable performance: A qualified trainer

&adequate learning situation is able to shorter learning period & encourages higher
productivity from new employee.
2. To improve performance on present job:
Training help employees either new or experienced employees increase their level of
performance on their present job assignments.
3. To improve health & safety:
Adequate training helps to prevent industrial accidents.
4. Aid in solving operational problems:
Training of both supervisory & newly recruited employees can help to reduce
absenteeism, accidents & grievance.
5. To improve organizational climate:
Training can help to maintain healthy relationships among the labours, leaders,
administrators & managements.
3
OBJECTIVES OF THE STUDY:
Labor welfare has the following objectives:
➢ To provide better life and health of the workers conditions in NLC.
➢ To make the workers happy and satisfied.
➢ To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.
➢ To welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining.
➢ To labor welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
➢ To welfare measures may be introduced by the employers, government, employees or

by any social or charitable agency.
4
IMPORTANCE OF THE STUDY:
Optimum Utilization of Human Resources – Training and Development helps in

optimizing the utilization of human resource that further helps the employee to achieve
the organizational goals as well as their individual goals.
➢ Development of Human Resources -- Training and Development helps to provide an

opportunity and broad structure for the development of human resources’ technical and
behavioral skills in an organization. It also helps the employees in attaining personal
growth.
➢ Development of skills of employees – Training and Development helps in increasing the
job knowledge and skills of employees at each level. It helps to expand the horizons of
human intellect and an overall personality of the employees.
➢ Productivity – Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
➢ Team spirit – Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees.
➢ Organization Culture – Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
➢ Organization Climate – Training and Development helps building the positive
perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.
➢ Quality – Training and Development helps in improving upon the quality of work and
work-life.
➢ Healthy work-environment – Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal.
5
➢ Health and Safety – Training and Development helps in improving the health and safety
of the organization thus preventing obsolescence.
➢ Morale – Training and Development helps in improving the morale of the work force.
➢ Image – Training and Development helps in creating a better corporate image.
➢ Profitability – Training and Development leads to improved profitability and more
positive attitudes towards profit orientation.
➢ Training and Development aids in organizational development i.e. Organization gets
more effective decision making and problem solving. It helps in understanding and
carrying out organizational policies
➢ Training and Development helps in developing leadership skills, motivation, loyalty,
better attitudes, and other aspects that successful workers and managers usually display.
6
RESEARCH METHODOLOGY:
INTRODUCTION:
Methodology is a plan of action for a research project and explains in detail how data is collected,
analysis and presented. So that they will provide meaningful Information. This section is to give
enough background on the technical aspects of the study to allow the reader to appraise the quality of
the information obtained.
RESEARCH DEFINITION:
Research is a combination of both experience & reasoning and must be regarded as the most successful
approach to the discovery of truth (national sciences).
RESEARCH TECHNIQUES:
Behaviour and instruments used in research operations.
Ex: scales, longitudinal/ cross sectional
BENEFITS OF RESEARCH METHODOLOGY:
➢ Advancement of wealth of human knowledge.
➢ Helps to understand the researcher as a user of library.
➢ Enables critical evaluation of literature.
➢ Develops special interests& skills.
➢ Creates awareness of special needs of research process.
➢ Facilities reference and information service.
7
RESEARCH PROCESS:
➢ Selection and formulation of research problem
➢ Literature survey
➢ Level of working hypothesis
➢ Research design
➢ Sampling strategy (or) sample design
➢ Pilot (quick & dirty) study
➢ Data collection
➢ Processing and analysis of data
➢ Testing of hypothesis
➢ Interpretation & generalization
➢ Preparation of the report
Sample Design:
Sample Population: Employees from Electrical department of Pravin electrical pvt ltd.
undergone through selected 8 types of training for evaluation.
Sample Frame: Employees from Employers Department.
Sample Size: The sample of 100 employees are taken from Total no.of 500 employees
8
DATA COLLECTION:
In primary data collection, you collect the data yourself using methods such as interviews and
questionnaires. The key point here is that the data you collect is unique to you and your research and,
until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods
➢ Questionnaires
SECONDARY DATA COLLECTION:

All methods of data collection can supply quantitative data (numbers, statistics or financial)
or qualitative data (usually words or text). Quantitative data may often be presented in tabular
or graphical form. Secondary data is data that has already been collected by someone else for a
different purpose to yours. For example, this could mean using.
➢ Data collected by a hotel on its customers through its guest history system
➢ Data supplied by a marketing organization
➢ Annual company reports
➢ Government statistics.
Data analysis:
The data collected through various sources had been analyzed and interpreted using
statistical tools like graphical representation charts. Following department was approached
for survey during the project work.
➢ Human Resources Development Department
9
LIMITATIONS OF THE STUDY:
➢ The sample size of the study, which consists of 100 employees, cannot be generalized
and applied for general public.
➢ Opinions are dynamic; hence, the results of the study based on these opinions are likely
to differ.
➢ The above- mentioned study is carried out in only the particular company and so the
observations and results are not applicable for any other companies.
➢ The result also depend upon the integrity of respondents in giving true and fair opinion
and their level of knowledge in the subject under study.
➢ Data of similar companies were not available for comparison.
➢ The workforce of the company is too large and hence all of them could not be contacted
for views and opinions on the research topic.
10
CHAPTER-2
INDUSTRY PROFILE
INTRODUCTION:
➢ The staff of the House Committee on Utilities and Communications was directed by the
Chairman and the Speaker of the House to conduct an interim project on the status of the
electric industry in Florida and selected states.
➢ The report gives a history of the electric industry and the current status of industry in
Florida. It compares two states, California and Pennsylvania that are in the process of
implementing their restructuring legislation.
➢ Various representatives from the electric industry and consumer groups were contacted for
their comments. Reports from the Florida Public Service Commission, other states, and
industry were reviewed for this report.
➢ Interested parties were contacted to identify issues that should be considered for any
restructuring proposal.
➢ The web sites from the U.S. Department of Energy, National Conference of Legislatures,
and other groups were also visited to gather data on the electric energy situation in other
states and the nation.
➢ A special thanks to the staff of the Florida Public Service Commission, especially the staff
of the Division of Electric and Gas. Also, to the many people who helped us review the
report for errors, and omissions. Thank you for your assistance.
HISTORY OF THE ELECTRIC INDUSTRY:

This section of the report addresses the beginnings of the industry and its
progression to the electric industry of today.
11
A.EARLY ELECTRIC UTILITY DEVELOPMENT:
The modern electric utility industry had its beginnings in the 1800s. The
industry
evolved from "gas and electric carbon-arc commercial and street lighting systems."
1. Thomas Alva Edison's Pearl Street Station opened September 4, 1882 in New York
City. The station featured four key elements of an electric system. This system had
"reliable central generation, efficient distribution, a successful end use (in 1882, the
light bulb), and a competitive price." The Pearl Street Station, "was a model of
efficiency for its time." New York City became the first to have electric lights.
2. More efficient and broader uses for electricity emerged, with them developed the
business of providing electric power, and along with that came the evolution of a
regulatory structure.
B.EARLY FEDERAL LEGISLATION:

1. The following federal laws of general application governed big businesses:The
Sherman Antitrust Act of 1890, which was based on the power of Congress 4 to
regulate interstate commerce, summarily it outlawed trusts and prohibited
monopolies that could be shown to be using their power to stifle competition. For
several years, the Sherman Act could not be effectively enforced, but as a result of
President Theodore Roosevelt's "trust-busting" campaigns, it began to be invoked
with some success.
2. The Clayton Antitrust Act of 1914 outlawed the following: agreements between other
businesses offering competing products; agreements between the other businesses to
control the supply-and the price-of a product; and abuse market power to gain or
maintain a monopoly.
3. The Securities Act of 1933 required registration of securities and disclosure of

accurate data on them. The Securities Exchange Act of 1934 established the
Securities Exchange Commission (SEC).
4. The Federal Power Act of 1935 which created the Federal Power Commission. The
Federal Power Act imposed cost-of-service regulation on the interstate electric
wholesale generation and transmission markets and gave the Federal Power
Commission broad auditing, accounting, and subpoena rights to ensure accurate rates.
5. The Public Utility Holding Company Act of 1935 (PUHCA). Two primary objectives
to the enactment of the PUHCA were "the integration and simplification of complex
natural gas and electric utility holding company systems; and protection of investors
and consumers through effective regulation of multi-state utilities operating through
subsidiaries."
12
C.EARLY PUBLIC, MUNICIPAL, AND RURAL POWER DEVELOPMENT:
1.EARLY PUBLIC POWER:

➢ During the 1930s, President Franklin D. Roosevelt implemented a plan to build four
hydroelectric power projects which were owned and operated by the federal
government. In addition to power generation, controlling floods, promoting river
transportation and supplying water to farms and rural communities were the primary
purposes of these federal projects. By the end of 1941, public power contributed
approximately 12 percent of the total utility generation, and federal power alone
contributed almost 7 percent. During 1937, as a result of Roosevelt's efforts, the
federal Power Marketing Administration (PMA) began to sell hydroelectric power.
Primarily sold to electric utilities and government entities, hydroelectric power was
sold wholesale from five federal PMAs.
2.MUNICIPAL POWER:
➢ As private utilities began forming in 1882, municipal electric utilities were growing
rapidly in numbers. During the decade of 1897 to 1907, between 60 and 120 new
municipal systems were formed each year nationwide. In Florida, the cities of
Jacksonville and Ocala formed municipal electric utilities in 1896 and 1897,
respectively, creating the first electric utilities in the state.
➢ The first usage of electricity was for street lighting. Since this was considered a
community service, many early municipal electric utilities formed initially to deliver
street lighting. Their service expanded over time to include businesses and household
services.
3.EARLY RURAL POWER:
➢ An important aspect of the federal projects was to provide electricity and foster
economic development in poor rural and sparsely populated regions in both the
east and the west.
➢ The Rural Electrification Act of 1936 established the Rural Electrification
Administration (REA). In an effort to "electrify rural America," the Rural Electric
Administration was formed to provide low interest funds and subsidies to rural
electric cooperatives to construct electric facilities to service rural areas.
13
D. HISTORICAL EVENTS AND OTHER FEDERAL LEGISLATION THAT
IMPACTED THE ELECTRIC INDUSTRY:
1.HISTORICAL EVENTS:
Operating for decades without competitive pressures, utilities were able to meet
increasing demand at decreasing prices. This overall trend "continued until the late
1960s, when the electric utility industry saw decreasing. . . costs and rapid growth
give way to increasing. . . costs and slower growth." A number of events occurred
that affected the industry.
On November 9, 1965, history's largest blackout occurred across the northeastern
United States and Ontario, Canada. Thirty million people were without electricity
for as long as 13 hours. In a letter to the chairman of the Federal Power
Commission, President Lyndon Johnson wrote:
Today's failure is a dramatic reminder of the importance of the uninterrupted flow

of power to the health, safety, and well being of our citizens and the defense of
our country.
This failure should be immediately and carefully investigated in order to prevent a

recurrence. . .
A report is expected at the earliest possible moment as to the causes of the failure
and the steps you recommend to be taken to prevent a recurrence.
The regional reliability councils were formed in response to the 1965 Northeastern
blackout. The first reliability council was formed in 1966, the Northeast Power
Coordinating Council (NPCC). In June 1968, the National Electric Reliability
Council was formed. It was later renamed the North America Electric Reliability
Council, or NERC.
The NERC is an association of the regional reliability councils. The NERC councils
foster initiatives that promote the reliability of North America's electric power
supply. The NERC works upon its own agenda as well as with all segments of the
electric industry, and the consumers to develop and maintain a continuous reliable
bulk electric system.
Also in 1979, another event that affected the electric industry was the accident at
Three Mile Island, PA. This nuclear accident heightened concerns about the safety of
nuclear power generation. This, in turn, resulted in additional costs for nuclear safety
systems at existing nuclear power plants and thus, higher production cost for nuclear
power.
14
Through the early 1980s, high inflation and increasing fuel costs resulted in a
sluggish economy throughout the U.S., and federal fuel use restrictions were
relaxed.
Finally while the recession of 1982 hurt electricity sales, it lowered the rate of
overall inflation, resulting in lower interest rates and that lowered the rate of increase
in other utility capital, operating, and maintenance costs. It was also in the early
1980s that the OPEC Cartel began to fall apart.
From approximately 1983 to 1988, "crude prices declined in both real and nominal
terms, and petroleum use per capita rose slightly. After 1988, expansion of natural
gas availability and environmental considerations helped stabilize per capita oil use-
especially oil used for industrial and electricity production."
2. OTHER LEGISLATION:
The passage of the Clean Air Act of 1970, and its amendments in 1977, required
utilities to reduce air and water pollutant emissions. This added substantially to the
cost of generating electricity. Added environmental costs put upward pressure on the
electric rates paid by consumers.
On October 1, 1977, through the Department of Energy Organization Act, the

Federal Energy Regulatory Commission (FERC) was created within the
Department of Energy. In the process, the Federal Power Commission (FPC),
established in 1935, was abolished, and the FERC acquired most of its regulatory
responsibilities.
The National Energy Act (NEA) reflected a national legislative goal to reduce the
U.S. dependence on foreign oil. An important component of reducing energy
dependence was the development of renewable and alternative energy and the
efficient use of fossil fuels. One element of the NEA was the Public Utility
Regulatory Policies Act of 1978 (PURPA).
Among PURPA's purposes were the establishment of a special class of power

generators, known as qualifying facilities (QFs), and the requirement that utilities
buy, at avoided costs, all the electricity that QFs wished to sell.
The PURPA is broken into six titles. Each title sets forth procedures and
requirements applicable to electric and natural gas utilities, state utility
commissions, and certain federal regulatory agencies. Some of the major
provisions of PURPA are summarized below:
15
Title I of PURPA was established to achieve the following three purposes:
conservation of energy supplied by electric utilities,Efficiency in the use of facilities

and resources by those utilities, and equitable rates to electric customers.
In addition, Title I required each state utility regulatory commission to consider, for
qualified individuals, adoption of lifeline rates that are below costs of service.
Title II requires state utility regulatory commissions to consider and determine the
applicability of ratemaking and regulatory standards for major public utilities under
their jurisdiction.
Further under Title II, the FERC was ordered: to allow interconnections, wheeling,
and pooling arrangements among utilities; to establish rules requiring utilities to
report any anticipated shortages affecting wholesale customers and to submit
contingency plans for dealing with those shortages; and to develop rules encouraging
cogeneration and small-power production.
In 1978, the natural gas prices increased under the Natural Gas Policy Act
(NGPA, P.L. 95-621). In an effort to respond to rising oil and gas prices,
Congress enacted the Power Plant and Industrial Fuel Use Act of 1978 which
limited the use of natural gas in electric generation.
The Omnibus Budget Reconciliation Act of 1981 (P.L. 97-35) reduced federal
authority to issue oil and natural gas use prohibitions. Following, the decontrol of
petroleum prices, worldwide oil surpluses in the early 1980s resulted in lower utility
costs which provided some industry and consumer relief.
In 1987, Congress repealed the Power Plant and Industrial Fuel Use Act. Natural
gas prices stabilized and then dropped. Coupled with significant improvements in
natural gas fired gas turbine/combined cycle technology, the cost of electric
generation went down.
In 1992, the Energy Policy Act (EPAct) was passed The EPAct amended The Public
Utility Regulatory Act (PURPA) and created exempt wholesale generators (EWGs).
This new class of power generators would be exempt from the provisions of the
Public Utilities Holding Company Act of 1935 (PUHCA). The EPAct also granted
the FERC the authority to order and condition access by eligible parties to the
interconnected transmission grid.
In 1996, the FERC issued the rules for wholesale competition. (See later
discussion on FERC ORDERS 888 AND 889: Open Transmission Access/
Wholesale Competition).
16
CHAPTER-3
COMPANY PROFILE
COMPANY PROFILE
INTRODUCTION:
Pravin Electricals Pvt. Ltd. was established in the year 1986 and has continued to
maintain a structured growth, which is reflected by our reputation for high quality
installations and standards of service. As a modern multimillion turnover company, a
high proportion of our work is derived from repeated business, the best possible
recommendation.
Our in-house expertise covers, design, cost production, valued engineering and total
project management. Pravin Electricals operates in key industrial, commercial and
retail sectors featuring many projects in multi-storied offices, hotels, leisure
industries, super markets, retail outlets and with many blue chip companies numbered
amongst a varied portfolio. As a testimonial to our continuing high standards, some of
those original accounts, including Hinduja, Reliance, Lodha, Indiabulls and Tata
Group are still with us today. Since then, Pravin continues to grow today where we
have offices in 8 locations and over 1500 full time employees. Even though we've
expanded, we continue to build relationships based on trust.
“Pravin continues to grow today where we have offices in 8 locations and

over 1500 full time employees. Even though we've expanded, we continue to
built relationships based on trust”.
The ‘hands on’ approach of the directors, together with a strong team of dedicated
Managers/Engineers and fully qualified specialists operating in all areas of electrical
contracting, is the clients assurance of our professionalism underlined by our
proactive approach and ability to deliver our projects within scheduled time.
Our in-depth knowledge of the industry enables us to work with our clients,
understand their requirements and present innovative, cost effective solutions
allowing us to produce the overall engineered scheme. We also have a state of the art
manufacturing unit at Karjat & Goa for Cable Trays, Raceways and Panel Boards.
As Pravin looks towards the future, we are constantly adding new talent to our expert
staff to keep our services & ideas fresh and energetic. We are always on track with
upcoming developments in the industry.
17
Vision:
Our Vision is to be the Leading Electrical Contracting and Services Company in

India that is PROFESSIONAL in Presentation, Image and Workmanship. We
promise to meet and exceed our customer's expectations in our service, safety,
security, and to offer Quality products and services with 100 % satisfaction and
guarantee.
Mission:
Through skillful practice and attention to detail, we pledge to provide an excellent

professional electrical services to our customers that is always value for money. Our
mission, is to provide our customers with a quality electrical installation and services.
Leadership:
Pravin's management will provide committed leadership towards achieving the

company's mission and goals. We will strive to attract competent employees, provide
training and resources to help them be successful, foster beneficial customer
relationships and profitable projects, and practice sound business management that
ensure Pravin's continued financial success and growth.
Reputation:
Pravin will provide dependable services based on the needs of the customer, complete
and handover in scheduled time, with competitive rates. Our goals are
professionalism, quality, workmanship, and customer satisfaction – an honest and
caring company who people will call repeatedly for their electrical needs.
Communication:
Pravin will strive to develop clear and effective communication in all company
relationships. Written policies and verbal communication with employees in the field
and office, clear contracting and timely billing communication with the customer, and
effective procedures for working with our vendors and suppliers, and consistent
marketing and public relations to promote the company and its services to our
surrounding communities.
18
Relationship:
Pravin will exemplify Christ-like relationships with employees, suppliers, and

customers. Our attitude will be characterized by the willingness to be prompt and
dependable, an appreciation for the relationship and the work it represents, a concern
for the importance and urgency of other's needs, and a commitment to moral
excellence in our business practices.
Staff & Training:
Pravin will maintain a trained, professional staff that understands the vision and
mission of the company and can work together with management to achieve our
company goals. This will be accomplished Through training , good communication,
compensation and personal relationship.
Sales & Marketing:

Pravin will seek to increase sales each year through development of customer
relationship, aggressive bidding practices, and consistent marketing. Our goal is to
become the No.1 electrical services company in India – the first company to call if
electrical services are needed.
Quality Policy:
It is the policy and overall business objective of Pravin Electricals Pvt. Ltd, to
provide services of the highest quality and in compliance with the clients specified
requirements.
The Company recognizes that genuine commitment to understanding the present and
future needs of its clients is essential to the achievement of these objectives and thus
continually strives to ensure that the needs and reasonable expectations of the clients
are realized in the quality of the services it provides.
By maintaining a documented quality system in compliance with ISO 9001:2015, the
company can ensure that effective processes are used to identify and provide the
required level of Quality. Monthly internal meetings are held to review the achieved
results of the Quality System to ensure continuous improvement of the system and
processes are maintained.
19
“It is the policy and overall business objective of the company to provide
services of the highest quality and in compliance with the client’s specified
requirements.”
Health, Safety and Environmental Policy:
“Zero Accident Plant Site is Our MOTTO”

We firmly believe that Safety is not just “Compliance,” Safety is an attitude. It
touches everything we do. “Safety Above Standard And Beyond…”
It is the policy of Pravin Electricals Pvt. Ltd. that , its operations are carried out
at all times in such a way so as to ensure, it as reasonable and practical, the
health, safety and welfare of all its employees and all other persons likely to be
affected by its operations, including other contractors and members of the
public. Pravin Electricals Pvt. Ltd. will at all times be committed to comply
with health, safety environmental legislation, adopt industries best practices and
ensure that all aspects of the business take proper account of health, safety and
environmental requirements.
Every effort will be made to set standards that are the highest achievable,
consistent with efficiency and technical excellence. In order to achieve this aim,
training, instruction, formal procedures and monitoring systems are provided.
Individual responsibilities and arrangements are also set out in Pravin

Electricals Pvt. Ltd. Health, Safety and Environmental Policy, which
compliments this statement. The management of the Company shall
communicate, consult and advise employees on all Health, Safety and
Environmental issues relevant to the operation of its business.
The Company is committed to continuous integration of improvements and

therefore this statement will be revised in accordance with any legislative or
organizational changes under annual review. Keeping our customers and our
employees safe is the number one part of our job.
20
The Board of Directors:
NAMES DESIGNATION
M.G. Philip Chairman & Managing Director
Molamma Philip Director
K.P. Pillai Director Executive
M.G. Stephen Director Commercial
M.G. Xaviour Director Projects
Pravin Philip Joint Managing Director
Sajesh Abraham Director Marketing
Priya Sajesh Director Finance
Suresh D. Jadhav CEO
21
Services:
➢ We have successfully eased out each and every type of jobs in the Electrical
field. Our versatile, experienced team has seen it all, and thrives on challenges. We
have executed jobs ranging from HT & LT Electrical Installation works viz.
➢ switch yards from 11 KV up-to 132 KV, supply and installation of HT & LT
equipment's, supply, laying and termination of HT & LT cables, Lighting, Earthing,
Lightning Protection Systems, Telephone, TV and Fire Alarm Systems, Fire Fighting
System, PA and Access Control System, Structured Cabling, Fabrication and
installation of Cable Tray and Raceways, Street Lighting etc. for various industries,
IT Parks, Five Star Hotels, Malls, Multiplexes, Educational Institutions, Hospitals,
Amusement Parks, Data Centers, Biotech/Medical parks, Residential Complexes,
Retail Outlets etc.
➢ We also have manufacturing unit at Karjat near Mumbai and Goa, where we
manufacture LT Panels, Bus Ducts, Cable Trays, Raceways, and Junction Boxes etc.
➢ We are extending the services to Government, Public and Private Sectors all
over the country.
➢ We also undertake turnkey projects. Our clients have at their disposal, the full
range of top-quality services for successful projects, ranging from new systems
design and installation, to up-gradation and expansions, to trouble-shooting, testing
and repair.
➢ Whether it's high voltage wiring for an industrial plant or telecom for a
banking firm, we've “been there and done that” and will deliver the results for you.
➢ Our attention to clients doesn't end once the job is “completed”.
➢ These are our major services. At Pravin, We take pride in our adaptability and
service.
22
Organisational Strengths:
General Managers 10
Sr. Project Managers 35
Project Managers 60
Senior Engineers 125
Safety Engineers 35
Quality Engineers 35
Jr. Engineers 175
Sr. Supervisors 100
Supervisors 100
Electricians 950
Instrument Technicians 40
Wiremen 550
Fitters 150
Welders 95
Helpers 1950
Riggers 80
Civil Workers 250
“The ‘hands on’ approach of the directors, together with a strong team of
dedicated Managers/Engineers and fully qualified specialists operating in all
areas of electrical contracting, is the clients assurance of our professionalism
underlined by our proactive approach and ability to deliver our projects within
scheduled time.”
Our Manufacturing Unit:
We at Pravin have manufacturing unit in Karjat comprising of 2 lacs Sq. feet named
as MGP Engineering Pvt. Ltd., was established under Mr. Pravin Philip. Now MGP
Engineering has become one of the leading LV panel & cable tray manufacturers in
India.
Our producs are being used in many prestigious projects in India. The company has
established its reputation within a short period as an innovative leader and quality
manufacturer by continuously upgrading technology, modernizing and manufacturing
facilities and maintaining highest standards of quality and services.
23
All the panels are thoroughly tested during manufacturing process for any defects so
that quality products can be provided. It is an ISO 9001:2015 Certified company.
Apart from all these our Panels are approved by CPRI (Central Power Research
Institute, Bhopal) for 4000A rated & short circuit test at 70KA.
Our Achievements:
➢ Bonus Payment of 75 Lacs for timely completion of Kokilaben Dhirubhai Ambani
Hospital Mumbai.
➢ Appreciation Message from Mr. Mukesh Ambani for successful completion
of his residence “ANTILIA” Mumbai.
➢ First Contractor in INDIA to install Multi Level Substation
➢ Rated by CRISIL agency for high stability in financial performance
➢ Nominated for Emerging India Awards - CNBC
➢ ISO Certification achieved in the year 2002
Our Manufacturing Unit:
Products offered:
➢ Motor control centers
➢ Power control centers
➢ LT Bus ducts up to 4000A
➢ Process control panel & PLC Panels
➢ DG synchronizing & AMF control panels
➢ Automatic power factor correction panels
➢ Building Automation panels
➢ Lighting Distribution boards
➢ Power Distribution boards
➢ Outdoor Feeder pillars
➢ Rising Mains & bus chamber up to 1000A
➢ VFD-Drive pan
➢ Cable trays, Race way, Junction box, Cable tray supports & any non-standard metal boxes.
“Our clients have at their disposal, the full range of top-quality services for successful
projects, ranging from new systems design and installation, to up-gradation and
expansions, to trouble-shooting, testing and repair. Whether it's high voltage wiring for an
industrial plant or telecom for a banking firm, we've “been there and done that” and will
deliver the results for you”.
24
CHAPTER-4
THEORETICAL FRAME
WORK
THEORETICAL FRAME WORK:
Human Resource Management (HRM) involves all management decisions and
practices that directly affect or influence the people, or Human resources, who work
for the organization. In recent years, increased attention has been devoted to how
organizations manage human resources. This increased attention comes from the
realization that an organization’s employees enable an organization to achieve its
goals, and the management of these human resources is critical to an organization’s
success. In other words, Human Resource Management can be defined as a
management function that manages different phases of human resources such as
planning, recruitment, selection, placement, training and development, performance
appraisal and welfare of the employees in the organization. In any organization, the HR
department has to monitor all the undergoing activities of the employees are the
departments of the organization.
The role of Human Resource Management in organizations has been evolving

dramatically in recent times. The days of personnel department performing clerical
duties such as record keeping, paper pushing and file maintenance is over. Human
Resource is increasingly receiving attention as a critical strategic partner, assuming
stunningly different, for reaching transformational roles and responsibilities. In any
organization, the effective utilization of human resources can assist the organizations
in achieving competitive advantage. People have always been central to organizations,
but their strategic importance is growing in today’s knowledge-based industries.
An organization’s success increasingly depends on the knowledge, skills and

abilities and Key Success Areas (KSA’s) of the employees particularly, as they help to
establish a set of core competencies that distinguish an organization from its
competitors. With appropriate Human Resource Policies and Practices an organization
can hire, develop and utilize best brains in the market place, realize its professed goals
and deliver results better than others.HRM is concerned with the welfare of workers in
an organization.
25
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT:
➢ To provide, create, utilize and motivate employee to achieve organizational goals.

➢ To provide attractive incentives, rewards, benefits, and social security measures to
ensure retention of competent employees.
➢ To maintain high morale, encourage value system and create environment of trust,
mutuality of interest.
➢ To create opportunities to motivate employees for their growth, obviously the
organization will also grow simultaneously by training and development
programmes.
➢ To provide opportunities for communication, participate to appreciation and
recognition to provide efficient leadership.
Employee Welfare Activities:
Management is concerned with attracting and keeping people, whose

performance meets at least minimum levels of acceptability; and at keeping
absenteeism and turnover to tolerable levels .The provisions of benefits and services
can be and are important in maintaining the employees and keeping turnover and
absenteeism low.
It is important to note that the financial incentives are paid to specific

employees whose work is above standards. Employee benefits and services on the
other hand, are available to all the employees based on their membership on their
organization. The purpose of such benefits and services to retain people in the
organization and to stimulate them to greater efforts and higher performance. They
foster loyalty and act as a security based on the workers.
These are two types of benefits:
1) Statutory benefits
2) Non statutory benefits
26
Statutory benefits:
These benefits are generally social security, and include gratuity and pension
payments, the employee contribution to the employee’s provident fund account and
health scheme.
Non statutory benefits:
Retirement benefits, medical benefits Compensation for injuries and

disablement, subsidized food and housing, education and cultural facilities payment
on life insurance premier, the maintenance of canteens cafeterias, assistance to co-
operative societies these are some of the benefits account for 9.40% of the total
wage bill in the plantation industry agonist 3.74%and4.12% in the mining and
manufacturing industries respectively.
In the manufacturing industry ,nearly two third of the benefits were in the form
of profits and bonus ,of payments of payments for time not worked and of
contributions by employers to social security benefits In plantations and mining
industries ,however this percentage was 57 and slightly morethan50%.
DETAILED DESCRIPTION:
Welfare includes anything that is done for the comfort and improvement of
employee and is provided ever and above the wages. Welfare helps in keeping the
morale and motivation of the employee high so as to retain the employees for long
duration. The welfare measures need not be in monitory terms only but in any kind
or forms. Employee welfare includes monitoring of work conditions, recreation of
industrial harmony through infrastructure for health, industrial relations and
insurance against diseases, accidents and unemployment for the workers and their
families.
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.
27
The basic features of labor welfare measures are as follows:
➢ Labor welfare includes various facilities, services and amenities provided to workers
for improving their health, efficiency, economic betterment and social status.
➢ Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining
➢ Labor welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal
and satisfied labor force for the organization. The purpose of providing such
facilities is to make their work life better and also to raise their standard of living.
The important benefits of welfare measures can be summarized as follows:
➢ They provide better physical and mental health to workers and thus promote a
healthy work environment
➢ Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers’ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.
➢ Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
The social evils prevalent among the labors such as substance abuse, etc are reduced
to a greater extent by the welfare policies.
28
SATUTARY BENEFITS:
Cleanliness:
➢ Every factory shall be kept clean and free from effluvia arising from any drain,
privy or other nuisance, and in particular.
Drinking water:
(1) In every factory effective arrangements shall be made to provide and maintain at
suitable points conveniently situated for all workers employed therein a sufficient
supply of wholesome drinking water.
(2) All such points shall be legibly marked “drinking water” in a language understood
by a majority of the workers employed in the factory, and no such point shall be
situated within [six meters of any washing place, urinal, latrine, spittoon, open drain
carrying selvage or effluent or any other source of contamination] unless a shorter
distance is approved in writing by the Chief Inspector.
Latrines and urinals:
➢ Sufficient latrine and urinal accommodation of prescribed types shall be provided

conveniently situated and accessible to workers at all times while they are at the
factory;
➢ Separate enclosed accommodation shall be provided for male and female workers;
➢ Such accommodation shall be adequately lighted and ventilated, and no latrine or

urinal shall, unless specially exempted in writing by the Chief Inspector,
communicate with any workroom except through an intervening open space or
ventilated passage;
➢ All such accommodation shall be maintained in a clean and sanitary condition at all
times.
➢ Sweepers shall be employed whose primary duty it would be to keep clean latrines,
urinals and washing places.
29
Facilities for sitting:
(1) In every factory suitable arrangements for sitting shall be provided and maintained
for all workers obliged to work in a standing position, in order that they may take
advantage of any opportunities for rest which may occur in the course of their work.
(2) If, in the opinion of the Chief Inspector, the workers in any factory engaged in a
particular manufacturing process or working in a particular room are able to do their
work efficiently in a sitting position, he may, by order in writing, require the occupier
of the factory to provide before a specified date such seating arrangements as may be
practicable for all workers so engaged or working.
(3) The State Government may, by notification in the Official Gazette, declare that the
provisions of sub-section (1) shall not apply to any specified factory or class or
description of factories or to any specified manufacturing process.
First aid appliances:
(1) There shall in every factory be provided and maintained so as to be readily

accessible during all working hours first-aid boxes or cupboards equipped with the
prescribed contents, and the number of such boxes or cupboards to be provided and
maintained shall not be less than one for every one hundred and fifty workers
ordinarily employed [at any one time] in the factory.
(2) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard.
(3) Each first-aid box or cupboard shall be kept in the charge of a separate responsible
person [who holds a certificate in first-aid treatment recognized by State Government]
and who shall always be readily available during the working hours of the factory.
30
NON STATUTARY BENEFITS:
FESTIVAL ADVANCE – NON MANAGEMENT STAFF:
➢ The scheme was introduced during 1983.

➢ This scheme was introduced mainly to meet the expenses in connection with any
festival falling during the calendar year.
➢ The advance is free of interest and will be recoverable in 10 monthly installments.
➢ From time to time under various long term settlements the advance was being revised
as follows:
Amount year
➢ Rs. 300/- per annum - 1983
➢ Rs. 500/- per annum - 1986
➢ Rs.1000/- per annum - 1989
➢ Rs.1500/- per annum - 1995
➢ Rs.2000/- per annum - 1998
➢ Rs.5000/- per annum - 2001
➢ Festival advances given to the employees during the year 2007-2008 are 219
➢ Total expenditure incurred during the year 2007-2008 is rs.10.10lakhs.
GROUP PERSONAL ACCIDENT POLICY:

➢ Employees who have been excluded by virtue of their salary are eligible under this
policy.
➢ Covers accidents round the clock whether on duty or off-duty.
➢ Entire premium (0.04% of employee salary) borne by the company.
➢ Policy coverage
➢ Leave salary during accident period
➢ 24 months salary in case of accidental death
➢ Employee who met with an accident outside has to submit a intimation form to hr p &
w section under intimation to factory medical officer for. Onward transmission of the
same to insurance company.
31
NON MANAGEMENT EMPLOYEES-MATERNITY BENEFIT SCHEME:
➢ The scheme was introduced during 1991with the special discounts obtained from
insurance policy.
➢ The scheme is applicable to nm employees only.
➢ The membership fee is rs.120/- per year, which will be deducted from the salaries of
the members every year during April or as and when application is submitted to.hr
department. The total members covered under this scheme are 90.
➢ The member can avail this facility only after 10 months from the date of admission into
the scheme. A member can avail this facility two times in his service.
➢ The amount payable to the member as under:
o For normal delivery : rs.3900/-
o For cesarean : rs.4800/-
➢ The settlements during the year 2007-08 – 12 nos.
➢ The expenditure on this account will be around Rs.45,000/- per annum
WELFARE AMENITIES –UNIFORMS & SHOES:
➢ Common uniform to all employees of the plant.

➢ 3 pairs of uniforms being issued to all employees every year during March/April.
➢ For welders and wharf employee’s full slave’s cloth will be provided.
➢ For waiters and drivers an addition white uniform of 2 pairs will be provide.
➢ Aprons 3 nos.and one soft towel per year will be provided to all employees of cafeteria.
➢ Reimbursement of stitching charges in line with market rates. For the year 2008, an
amount of Rs.700/- per 3 pairs was reimbursed.
➢ Total cost per employee on uniforms & reimbursement of stitching charges to around
Rs.2100/-.
➢ Total expenditure during the year2007-08 is Rs.11.50 lakhs.
32
SHOES:
➢ Employees working in administration will be provided one pair of executive shoe

worth Rs.1000/-. Per pair.
➢ Total no. of pairs issued during the year 2007-08 is 96 pairs.
➢ All other employees working in field/process plants will be provided with two pairs of
safety shoes which costs around Rs.1000/-.
➢ Total expenditure during the year2007-08 is Rs.4.00 lakhs.
GROUP SAVINGS LINKED INSURANCE SCHEME:
➢ The scheme was introduced in 1991 for coverage of nm employees under an insurance
policy with life insurance Corporation of India, Visakhapatnam branch.
➢ Initially monthly premium per employee was rs.25/- & it was revised to rs.27.50 during
1995.The entire premium is borne by the company
➢ From the premium of rs.27.50- rs.15/- will be for savings and rs.10/- for life policy. In
case of withdrawal from the policy due to resignations and retirements, the savings
amount with interest thereon will be paid to the employees.
➢ In case of death of the employee while in service, an amount of rs.25, 000/- + savings +
interest thereon will be paid to the nominee of the deceased.
➢ All the confirmed non-management employees are covered under the policy.
➢ The new joining will be added during December of every year into the policy.
➢ Company will prefer claim with LIC for those who have completed five years of
service and the proceedings of the claims will be given to the employees.
33
MERITS AND DEMERITS OF WELFARE MEASURES:
➢ It is desirable to recollect the service of a typical worker in the context.

➢ His/Her labour helps dig and haul coal from the depth of the earth.
➢ To fetch and refine oil, to build dams and reservoirs, to lay pipes, canals railway lines and roads.
➢ His/Her actions and interactions within the industrial framework will have a great impact and
influence (or) industrial development.
➢ Welfare facilities tend to make the worker happy, cheerful and confident looking.
➢ Welfare may not directly increase productivity, but it add to general feelings of satisfaction with
the company and cut down labor turnover.
MAIN FEATURES:
1. It is the work which is usually undertaken within the promises (or) in the vicinity of the
undertakings for the benefit of the employees and the members of their families.
2. The purpose of providing welfare amenities is to bring about the development of the whole
personality of the worker –his social, psychological,economic, cultural and intellectual
development to make him a good works. A good citizenof a good member of the family.
SCOPE OF WELFARE WORK:
➢ Conditions of work environment
➢ Workers health services
➢ Labor welfare programme
➢ Labor ‘s economic welfare programme
➢ General welfare work
34
TECHNIQUES OF LABOR WELFARE WORK:
1. The welfare work is contingent on the efficiency of labor and on the kind of techniques employed
for the purpose.
2. The employment of techniques his an art and no hard and fast rule can be laid down for it.
3. At the outside, it must be stated the, for the purpose of welfare work, the lanourer and his family need
to be treated as 1 unit, whiled respectives needs of each have also to be kept in mind.
LABOR WELFARE ACTIVITIES UNDERTTAKEN BY THE

ORGANISATIONS:
1. Certain facilities are provided at the site of work itself, such as subsidized canteens, crèches, medical
facilities.
2. Some facilities relate ti the economic needs of workers such as co-operative credit societies,
consumers co-operative stress, staff benefitfunds, the educational assistance to worker’s children.
TYPES OF WELFARE ACTIVITIES:
1) Welfare measures inside the work place, and

2) Welfare measures outside the work place.
35
WELFARE MEASURES INSIDE THE WORKPLACE:
➢ Conditions of the work environment

➢ Conveniences
➢ Worker’s health services
➢ Women and child welfare
➢ Worker’s Recreation
➢ Employment follow-up
➢ Economic services
➢ Labour – management participation
➢ Worker’s education
WELFARE MEASURES OUTSIDE THE WORKPLACE:
➢ Housing – bachelors quarters. Family residences. according to types and rooms.

➢ Water, Sanitation, waste disposal.
➢ Roads , lighting, parks, recreation playgrounds.
➢ Schools, nursery, primary, secondary and high school.
• INTRA - MURAL FACILITIES
• EXTRA- MURAL FACILITIES
➢ WELFARE FACILITIES BY THE GOVERNMENT
➢ WELFARE ACTIVITIES BY THE TRADE UNIONS
➢ WELFARE WORK BY THEVOLUNTARY AGENCIES.
36
THE FACTORIES ACT, 1948:
The welfare amenities provided under the act are given below:
1. Washing facilities.
2. Facilities for storing and dry clothing.
3. Sitting facilities for occasional rest for workers who are obliged to work standing.
4. First- aid boxes (or) clipboards- one for every 150 workers and ambulance facilitation, it there are
more than 500 workers.
5. Canteens if employing more than 250 workers.
6. Canteens if employing more than 30 women.
Labour Acts:
➢ THE MINES ACT, 1952 THE MINES ROLES

➢ THE PLANTATIONS LABOUR ACT, 1951
➢ THE MOTOR TRANSPORT WORKERS ACT, 1961
➢ THE CONTACT LABOUR (REGULATION AND ABOLITION)ACT, 1970
➢ THE MERCHANT SHIPPING ACT, 1958
➢ DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961
➢ INTER STATE MIGRANT WORKMEN (REGULATION OF EMPLOYMENT AND
CONDITIONS OF SERVICE)ACT,1979
LABOUR DEPARTMENT:
Labour Welfare Sector aim at improving the working conditions, maintenance of better Industrial
relations, strict enforcement of Labour Laws and launching of welfare activities for the benefit of
industrial workers and their families. The Labour department implements about 29 labour legislations
with the objective of providing not only monetary benefit like minimum wages, overtime, bonus etc
to the workers but also to ensure their health and safety during the course employment.
37
The list of the Labour Legislations implemented by this department is as under:
➢ The Industrial Disputes Act, 1947
➢ The Industrial Employment (SO) Act, 1946
➢ The Factories Act, 1948
➢ The Delhi Shops & Establishment Act, 1954
➢ The Workmen Compensation Act, 1923
➢ The Minimum Wages Act, 1948
➢ The Payment of Wages Act, 1936
➢ The Motor Transport Workers Act, 1961
➢ The Equal Remuneration Act, 1976
➢ The Payment of Bonus Act, 1965
➢ The Trade Union Act, 1926
➢ The Electricity Act, 2003
➢ The Indian Boilers Act, 1923
➢ The Payment of Gratuity Act, 1972
➢ The Sales Promotion Employees (Conditions of Service) Act. 1976
➢ The working Journalists (Condition) Service & Miscellaneous Provision Act,1955
➢ The Child Labour (Prohibition & Regulation) Act, 1986
➢ The Contract Labour (R & A) Act, 1970
➢ The Punjab – Industrial Establishment (Casual, Sick Leave & Festival) Act (as
➢ extended to Delhi)
➢ The Bombay Lift Act, 1939 (as extended to Delhi)

➢ The Maternity Benefit Act, 1961
➢ The Bombay Labour Welfare Fund Act, 1953 (as extended to Delhi)
➢ The Regulation for Licensing and Controlling place of Amusement and
➢ Performance for Public Amusement Act. 1980(other than cinematography)
➢ The Inter State Migrant Workers (RE&CS) Act, 1979
➢ The Bombay Smoke Nuisance Act.
➢ The Labour Laws (Exemption from furnishing returns and maintaining
➢ register by certain establishment) Act, 1988.
➢ The Building and Other Construction Workers (R E & C S) Act, 1996

➢ The Building and Other Construction Workers Welfare Cess Act, 1996
38
There are also some labour laws which are implemented by other departments as follows:
➢ The Bonded Labour (System) Abolition Act, 1976 (by office of Divisional Commissioner/Deputy
Commissioner)
➢ The Employees State Insurance Act, 1948 (by DHS)
➢ Employees Provident Fund Act, 1952 (by Provident Fund Commissioner) To handle these
Legislations and increased economic activities with ease ,responsibilities of the Labour Department
are as follows: Enforcement of Labour Legislation Conciliation of Industrial Disputes.
➢ Maintenance of Industrial Peace and Harmony.
➢ Measures for safety, health and welfare of labour.
➢ Aims at improving the living standard of the workers, particularly the Industrial
workers. The schemes are included for the improvement of the working conditions of theworkers,
better industrial environment, proper enforcement of the labour laws and welfareprogrammes.
➢ The Delhi Labour Welfare Board and the Building and Other Construction workers Welfare Board
have been constituted to identify and implement various welfare activities for the workers engaged
in organized as well as unorganized sector.
LABOUR WELFARE PROVISIONS:

Chapter v of the act provides for welfare facilities. Specifically, the act provides for adequately
screened washing facilities for the use of male and female workers.
WELFARE FUNDS:
In order to provide welfare facilities to the workers employed in mica, iron- ore, manganese – ore and
beedi rolling, welfare funds have been established to supplement the efforts of employers and the state
governments under respective enactment. The funds have been credited by levy of less on
production, consumption (or) export of mineral, and in the case of beedi rolling, on the number of
sticks rolled. The funds are used to provide medical facilities, housing, drinking water, schooling,
recreative, and to forth.
39
APPROACHES TO LABOUR WELFARE:
➢ Approaches to employee welfare refer to the beliefs and attitudes held by agencies which provide
welfare facilities. Some agencies provide welfare facilities inspired by religious faith, others as a
philanthropic duty and the like.
ADMINISTRATION OF WELFARE FACILITIES:

1) Welfare policy
2) Organization for welfare
➢ Trend analysis
➢ Opinion survey
The DISBURSED SCOPES, ITEMS AND RATIOS OF EMPLOYEES’

WELFARE FUND:
The disbursed scopes, items and ratios of the employees' welfare fund are given in accordance
with Paragraph 1, Article 7 of Employees' Welfare Fund Act as follows:
The disbursed scopes and items:
WELFARE BENEFITS:
Wedding, funeral, bearing benefits for injury and disease, emergency aid and loan, disaster
assistance etc.
EDUCATIONAL GRAINTS:
Subsidies for employees' advanced study and educational fees for their children etc.
RECREATION ACTIVITIES:
Culture and health activities,group activities, tourism and recreation facilities etc.
OTHER WELFARE ITEMS:
Festival grants, interests subsidy for the housing loan, employees' deposit insurance, purchasing
house with employee deposit, child-care and spouse dependants subsidies, retired employees' benefits
and other benefits etc.
40
CHAPTER-5
DATA ANALYSIS AND
INTERPRETATION
1. Drinking water facilities are adequate in the plant.
No. of
Rating Scale respondents Percentage
Strongly Agree 27 27%
Agree 39 39%
Satisfactory 23 23%
Disagree 10 10%
Strongly Disagree 1 1%
Total 100 100%
45%
40% 39%
35%
30% 27%
25% 23%
20%
Percentage
15%
10%
10%
5% 1%
0%
Strongly Agree Satisfactory Disagree Strongly
Agree Disagree
Interpretation:
From the above diagram 27%of the respondents strongly agreed that Drinking
water facilities are adequate in the plant, 39% says agree, 23% says Satisfactory, 10%
says Disagree and 1% says Strongly Disagree.
41
2. You are being provided with purified cool drinking water at all areas in the plant.
No. of
Agree 20 20%
Satisfactory 38 37%
Disagree 15 15%
Total 100 100%
40%
35% 38%
30%
25% 20%
15%
20% 25%
15% Percentage
10%
2%
5%
0%
Agree Disagree
Interpretation:
From the above diagram 30%of the respondents strongly agreed that, they are
being provided with purified cool drinking water at all areas in the plant, 32% says
agree, 30% says Satisfactory, 6% says Disagree and 2% says Strongly Disagree.
42
3. You agree that you have adequate toilets in the plant.
No. of
Agree 25 25%
Satisfactory 34 34%
Disagree 20 20%
Total 100 100%
40%
34%
35%
30%
25% 25%
20%
20%
16% Percentage
15%
10%
5%
5%
0%
Agree Disagree
Interpretation:
From the above diagram 16%of the respondents are strongly agreed that, they
are having adequate toilets in the plant, 25% says agree, 34% says satisfactory, 20%
says Disagree and 5% says Strongly Disagree.
43
4. You agree that the sanitation standards of the toilets in the plant are good enough.
No. of
Strongly Agree 6 6%
Agree 25 25%
Satisfactory 41 41%
Disagree 26 26%
Total 100 100%
45%
41%
40%
35%
30%
25% 26%
25%
20%
Percentage
15%
10%
6%
5% 2%
0%
Agree Disagree
Interpretation:
From the above diagram 6%of the respondents are strongly agreed that the
sanitation standards of the toilets in the plant are good enough, 25% says agree, 41%
says satisfactory, 26% says Disagree and 2% says Strongly Disagree.
44
5. You are being provided with subsidized canteen facility in your plant.
No. of
Agree 35 35%
Satisfactory 25 25%
Disagree 4 4%
Total 100 100%
40%
35% 35%
35%
30%
25%
25%
20%
15%
10%
4%
5% 1%
0%
Strongly Agree Agree Satisfactory Disagree Strongly
Disagree
Interpretation:
From the above diagram 35%of the respondents are strongly agreed that they are
being provided with subsidized canteen facility in your plant, 35% says agree, 25%
says satisfactory, 4% says Disagree and 1% says Strongly Disagree.
45
6. The food provided to you in the canteen is nutritious.
No. of
Agree 34 34%
Satisfactory 45 45%
Disagree 6 6%
Total 100 100%
50%
45%
40%
34%
30%
20% Percentage
14%
10% 6%
1%
0%
Agree Disagree
Interpretation:
From the above diagram 14% of the respondents are strongly agreed that the food
provided to them in the canteen is nutritious, 34% says agree, 45% says
satisfactory,14% says Disagree and 1% says Strongly Disagree.
46
7. Your canteen is equipped with all required infrastructure like dining tables, water
coolers, wash room, wash towels etc.
No. of
Agree 40 40%
Satisfactory 29 29%
Disagree 12 12%
Total 100 100%
Strongly Agree Agree Satisfactory
40%
29%
19%
12%
0%
Interpretation:
From the above diagram 19% of the respondents are strongly agreed that the canteen is
equipped with all required infrastructure like dining tables, water coolers, wash room,
wash towels etc., 40% says agree, 29% says satisfactory,12% says Disagree and 0%
says Strongly Disagree.
47
8. You are satisfied with the hygiene conditions in the canteen.
No. of
Strongly Agree 7 7%
Agree 40 40%
Satisfactory 42 42%
Disagree 11 11%
Total 100 100%
45% 42%
40%
40%
35%
30%
25%
20%
Percentage
15% 11%
10% 7%
5% 0%
0%
Agree Disagree
Interpretation:
From the above diagram 7% of the respondents are strongly agreed that they are
satisfied with the hygiene conditions in the canteen, 40% says agree, 42% says
satisfactory,11% says Disagree and 0% says Strongly Disagree.
48
9. You are being served with lunch/dinner/tea/coffee/breakfast/snacks in time.
No. of
Agree 32 32%
Satisfactory 30 30%
Disagree 6 6%
Total 100 100%
35% 32%
30% 30%
30%
25%
20%
15%
Percentage
10% 6%
5% 2%
0%
Agree Disagree
Interpretation:
From the above diagram 30% of the respondents are strongly agreed that, they are
being served with lunch/dinner/tea/coffee/breakfast/snacks in time, 32% says agree,
30% says satisfactory, 6% says Disagree and 2% says Strongly Disagree.
49
10. You have adequate first aid box facilities in your work area.
No. of
Agree 34 34%
Satisfactory 40 41%
Disagree 9 9%
Total 100 100%
45%
41%
40%
34%
35%
30%
25%
20% 18%
Percentage
15%
9%
10%
5%
5%
0%
Agree Disagree
Interpretation:
From the above diagram 18% of the respondents are strongly agreed that, they have
adequate first aid box facilities in your work area, 34% says agree, 40% says
satisfactory, 4% says Disagree and 4% says Strongly Disagree.
50
11. Occupational Health Center in your factory, meet emergency medical aid facility in
case of emergency.
No. of
Rating respondents Percentage
Agree 37 37%
Satisfactory 30 30%
Disagree 10 10%
Total 100 100%
Interpretation:
From the above diagram 20% of the respondents are strongly agreed that, Occupational
Health Center in your factory, meet emergency medical aid facility in case of
emergency, 37% says agree, 30% says satisfactory, 10% says Disagree and 3% says
Strongly Disagree.
51
12. Cleanliness is maintained at your work place.
No. of
Rating respondents Percentage
Agree 32 32%
Satisfactory 37 37%
Disagree 14 14%
Total 100 100%
40%
37%
35% 32%
30%
25%
20%
12% 14% Percentage
15%
10%
5%
5%
0%
Agree Disagree
Interpretation:
From the above diagram 12% of the respondents are strongly agreed that, Cleanliness
is maintained at their work place, 32% says agree, 37% says satisfactory, 14% says
Disagree and 5% says Strongly Disagree.
52
13. You are being provided with adequate and suitable shelter or rest rooms in your
company.
Rating No. of respondents Percentage
Agree 27 27%
Satisfactory 36 36%
Disagree 16 16%
Total 100 100%
40% 36%
35%
27%
30%
25%
20% 16% 16%
15% Percentage
10% 5%
5%
0%
Agree Disagree
Interpretation:
From the above diagram 16% of the respondents are strongly agreed that, they are
being provided with adequate and suitable shelter or rest rooms in the company, 27%
says agree, 36% says satisfactory, 16% says Disagree and 5% says Strongly Disagree.
53
14. Satisfied with the transportation facility/shift buses provided by the company.
Agree 27 27%
Satisfactory 34 34%
Disagree 14 14%
Total 100 100%
40%
34%
35%
30% 27%
25%
20%
15% 14%
15% Percentage
10%
10%
5%
0%
Agree Disagree
Interpretation:
From the above diagram 15% of the respondents are strongly agreed that, they satisfied
with the transportation facility/shift buses provided by the company, 27% says agree,
34% says satisfactory, 14% says Disagree and 10% says Strongly Disagree.
54
15. Awareness of the welfare facilities provided in the company.
Strongly Agree 5 5%
Agree 41 41%
Satisfactory 43 43%
Disagree 9 9%
Total 100 100%
Interpretation:
From the above diagram 5% of the respondents are strongly agreed that, they have
awareness of the welfare facilities provided in the company, 41% says agree, 43% says
55
16. Satisfied with recreation facilities provided by the company.
Strongly Agree 8 8%
Agree 33 33%
Satisfactory 42 42%
Disagree 16 16%
Total 100 100%
45% 42%
40%
35% 33%
30%
25%
20% 16% Percentage
15%
10% 8%
5% 1%
0%
Agree Disagree
Interpretation:
with recreation facilities provided by the company, 32% says agree, 42% says
56
17. Satisfied with the Health insurance provisions and accidents benefits.

Agree 34 34%
Satisfactory 37 37%
Disagree 16 16%
Total 100 100%
Interpretation:
with the Health insurance provisions and accidents benefits, 34% says agree, 37% says
57
18. Your company encourage you for your education by providing education loan
facility.
Strongly Agree 7 7%
Agree 34 34%
Satisfactory 26 26%
Disagree 24 24%
Total 100 100%
40%
34%
35%
30% 26%
24%
25%
20%
15% Percentage
9%
10% 7%
5%
0%
Agree Disagree
Interpretation:
From the above diagram 7% of the respondents are strongly agreed that, company
encourage them for their education by providing education loan facility, 34% says
agree, 26% says satisfactory, 24% says Disagree and 9% says Strongly Disagree.
58
19. Grievances related to employee welfare being addressed by the management which
are being forwarded through grievance redressal committee.
Agree 29 29%
Satisfactory 41 41%
Disagree 15 15%
Total 100 100%
Interpretation:
From the above diagram 10% of the respondents are strongly agreed that, Grievances
related to employee welfare being addressed by the management which are being
forwarded through grievance redressal committee, 29% says agree, 41% says
59
20. Satisfied with the overall welfare facilities provided in the plant.
Strongly Agree 6 6%
Agree 29 29%
Satisfactory 51 51%
Disagree 10 10%
Total 100 100%
60%
51%
50%
40%
30% 29%
20%
6% 10%
10% 4%
0%
Strongly Agree Agree Satisfactory Disagree Strongly
Disagree
Interpretation:
with the overall welfare facilities provided in the plant, 29% says agree, 51% says
60
CHAPTER-6
SUMMARY
Employee welfare measures forms a core part of the central activities underline human
resource management namely the acquisition, development and reward of workers. If frequently
forms an important part of the work of human resource managers or designated specialists with in
work organizations. However, and importantly, Employee welfare measures decision are often for
good reason taken by non-specialists, by the line managers. There is, an important sense in which it is
the responsibility of all managers. And where human resource department exist, it may be that HR
managers play more of a supporting advisory role to those people who will supervise or in other ways
work with the new employee.
The first chapter of the project consists of introduction about the topic and the need of that
topic in the organization. After that it consists of objectives of each chapter. These objectives include
study of topic, profile of industry and organization, theoretical frame work, analysis of data,
suggestions after analyzing the data. It also consists of mythology of the study which includes
primary data and secondary data. Primary data includes questionnaire, sample data and sample size.
Secondary data includes the information which we have collected from websites and organization
after methodology it consist of limitations which hare the problems occurred during the duration of
the project the last part of the cauterization which consists of important parts which is require for the
project.
The second chapter briefly explains the profile of industry and profile of organization in
which the project is done. The profile of industry contains the complete description of the particular
industry in which industry the organization takes place. The above project describe about the
organization the profile of organization includes the information about the company and about the
management.
The third chapter describes the theoretical framework of the topic; it includes the complete
concept about the Employee welfare measures. The types of Employee welfare measures, needs,
objectives, advantage and determinants.
The fourth chapter shows the analysis and interpretation of the data which we have collected
from the organization. First it includes a small introduction, which says about the Employee welfare
measures and how it carried out the project and collection of the data from the organization.
Through my study it was found that the factors influencing the selection of the candidate in
the company the factors include job profile and job specification, time and cost, effectiveness
proximity to work place, availability of the candidates, age, interpersonal skills, attitude and aptitude
of the candidate.
61
FINDINGS OF THE STUDY
➢ The Majority of the respondents belong to the age group of below 35-45 years and 46& above. The
66.66% of the respondents are male and 86.66% of the respondents are married and 52.22% of the
respondents qualification is post graduate.
➢ The 66.66% of the respondents have 10-20 years experience and 50% of the
respondents are receiving a salary level between 25000-35000.
➢ The 87.77% of the respondents are aware of the welfare measures and 73.33% of the respondents are
satisfied with the work atmosphere.
➢ The 77.77% of the respondents are satisfied with the welfare measures provided by the organization
and 62.22% of the respondents are satisfied with the residential quarters provided by the organization.
➢ The 72.22% of the respondents are satisfied with the canteen facilities.
➢ The 95.55% of the respondents are feeling good about the salary and compensation and 76.66% of the
respondents are satisfied with the present employer-employee communication.
➢ The 77.77% of the respondents are satisfied with the job securities provided by the organization and
84.44% of the respondents are feeling satisfied about the working conditions.
➢ The 88.88% of the respondents are agreeing the salary/wages matching with their
qualification/experience and 94.44% of the respondents are feeling good about the motivation facilities
provided by the organization.
➢ The 88.88% of the respondents are feeling good about the recreation facilities provided by the
organization and 77.77% of the respondents are feeling good about the transport facilities provided by
the organization.
➢ The 72.22% of the respondents are feeling good about the loans and advance provided in the
organization and 66.66% of the respondents are satisfied with the development programme provided
by the organization.
62
➢ The 44.44% of the respondents are satisfied with the employee participation in the decision making
process and 76.66% of the respondents are feeling about the retirement benefits.
➢ The 66.66% of the respondents are satisfied with the education provided to wards of the employees
and 66.66% of the respondents are agreeing that equipments provided by the organization are safe and
free from accidents.
➢ The 71.11% of the respondents are agreeing that the reward system prevailing in the organization is
satisfied and 84.44% of the respondents are satisfied towards the organization.
63
SUGGESTIONS
➢ Management has to allow the employees in the decision making process.
➢ The residential quarters provided in the organization has to be improve
➢ It is needed to improve the loans and advance provided by the organization.
➢ Management has to improve the development programme conducted by the organization.
➢ It is needed to improve the education provided towards of the employees.
➢ It is necessary to aid provided by the organization are safe and free from accidents.
64
CONCLUSION
➢ The study observed that the labor welfare measures in Neyveli Lignite Corporation are in satisfactory
level.
➢ The concept of labor welfare measures seems to manifest itself in a various labor laws like,
➢ The study reveals that the employees of Neyveli lignite Corporation are providing all factors which are
leading to overall satisfaction of the employees.
➢ However there are very few areas of the concern where the employee has dissatisfaction with the
facilities like residential, loans and advance, development programme, of the organization.
➢ If the company concentrates the above weak areas there is a chance to develop the employee welfare
measures.
65
BIBLIOGRAPHY
BIBLIOGRAPHY
BOOK REFERENE:
1. K. Aswathappa , Human resource management, Fourth edition,
Mc- Grawhill, New York.
2. David A. Decenzo and Stephen P. Robbins, Personnel/HRM, third edition,
prentice-hall of India, New Delhi.
3. C.B. Memoria, Personnel Management, Himalaya Publishing House, Mumbai.
4. Robbins, Stephen P. Personnel – The Management of human resources prentice
hall inc., New Jersey.
5. C.B.Gupta, Personnel Management, Himalaya publishing house, Mumbai.
WEB SOURCES :
➢ WWW.PEPL .COM
➢ WWW.HUMAN RESOURCE MANAGEMENT.COM
➢ WWW.MBAHR.COM
QUESTIONNAIRE
A STUDY ON
HUMAN WELFARE MEASURES
PRAVIN ELECTRICAL PRIVATE LIMITED
VISAKHAPATNAM
Dear Sir / Madam,
I am MADDI SUNIL studying MBA in Department of Management

Studies, at Dr.L.Bullayya College, Visakhapatnam. As part of my studies, I
am doing my project at PEPL, on the above subject.
I request you to spend your valuable time in filling up the enclosed

questionnaire and return at the earliest. I assure you that the information
furnished by you will be strictly confidential and will be used only for my
academic purpose.
1. Do you feel drinking water facilities are adequate in the plant?

a. Strongly agree b. Agree c. satisfactory d. Disagree e. strongly disagree
2. Are you being provided with purified cool drinking water at all areas in the
plant?
3. Do you agree that you have adequate toilets in the plant?

4. Do you agree that the sanitation standards of the toilets in the plant are good
enough?
5. Are you being provided with subsidized canteen facility in your plant?
6. Is the food provided to you in the canteen nutritious?
7.Is your canteen equipped with all required infrastructure like dining tables,
water coolers, wash room, wash towels etc,....?
8. Are you satisfied with the hygiene conditions in the canteen?

9. Are you being served with lunch/dinner/tea/coffee/breakfast/snacks in time?

10. Do you have adequate first aid box facilities in your work area?
11. Does Occupational Health Center in your factory, meet emergency

medical aid facility in case of emergency, how do you rate it?
12. Do you feel that cleanliness is maintained at your work place?

13. Are you being provided with adequate and suitable shelter or rest rooms in
your company?
14. Are you satisfied with the transportation facility/shift buses provided by
the company?
15. To what extent are you aware of the welfare facilities provided in the
company?
a. Fully aware b. aware c. Aware to some extent d. Not aware to some extent
e. Not aware
16. Are you satisfied with recreation facilities provided by the company?
17. Are you satisfied with the Health insurance provisions and accidents
benefits?
18. Does your company encourage you for your education by providing
education loan facility?
19. Are the grievances related to employee welfare being addressed by the
management which is being forwarded through grievance redressal
committee?
20. Are you satisfied with the overall welfare facilities provided in the plant?

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A Study on

EMPLOYEE WELFARE MEASURES

A Project Report submitted to Andhra University, Visakhapatnam

MASTER OF BUSINESS ADMINISTRATION

Department of Management Studies

Dr. LANKAPALLI BULLAYYA P.G. COLLEGE

I hereby declare that the project work entitled “EMPLOYEE WELFARE

VISAKHAPATNAM Signature of the student

This is to certify that the project report entitled “EMPLOYEE WELFARE

MEASURES” with reference to “PRAVIN ELECTRICAL PVT LTD”, is a bonafied

work done by M.SUNIL, a student of MBA, of Department of Management Studies, Dr.

L. Bullayya College, Visakhapatnam, for the award of the degree of “MASTER OF

BUSINESS ADMINISTRATION” (MBA), from Andhra University, done under my

guidance, during the academic years 2017 – 2019.

I am thankful to Dr. G S K CHAKRAVARTY, Principal, Dr. Lankapalli Bullayya College, for

Place: Visakhapatnam Maddi Sunil

CHAPTER TITLE PAGES

SCOPE OF THE STUDY 2

NEED FOR THE STUDY 3

2 Industry profile 11-16

3 Company profile 17-24

4 Theoretical frame work 25-40

5 Data analysis and Interpretation 41-60

MEANING OF WELFARE MEASURES:

DEFINITION OF WELFARE MEASURES:

According to the committee on labor welfare, welfare services should mean:

workers employed at a distance from their homes;

conditions under which workers are employed.

Every organization big or small, productive or non-productive, economic or

Basic needs for training can be examined as follows:

1. To reduce learning time to reach acceptable performance: A qualified trainer

2. To improve performance on present job:

3. To improve health & safety:

Adequate training helps to prevent industrial accidents.

4. Aid in solving operational problems:

5. To improve organizational climate:

Labor welfare has the following objectives:

➢ To provide better life and health of the workers conditions in NLC.

➢ To make the workers happy and satisfied.

➢ To welfare measures may be introduced by the employers, government, employees or

Optimum Utilization of Human Resources – Training and Development helps in

➢ Development of Human Resources -- Training and Development helps to provide an

Behaviour and instruments used in research operations.

Ex: scales, longitudinal/ cross sectional

BENEFITS OF RESEARCH METHODOLOGY:

➢ Advancement of wealth of human knowledge.

➢ Helps to understand the researcher as a user of library.

➢ Enables critical evaluation of literature.

➢ Develops special interests& skills.

➢ Creates awareness of special needs of research process.

➢ Facilities reference and information service.

➢ Selection and formulation of research problem

➢ Level of working hypothesis

➢ Sampling strategy (or) sample design

➢ Pilot (quick & dirty) study

➢ Processing and analysis of data

➢ Interpretation & generalization

➢ Preparation of the report

Sample Frame: Employees from Employers Department.

SECONDARY DATA COLLECTION:

➢ Data supplied by a marketing organization

➢ Annual company reports