PROJECT

ON
A STUDY ON LABOUR WELFARE WITH SPECIAL
REFERENCE TO G.T.N INDUSTRIES LTD
In Partial fulfillment for the Award of the degree of

BACHELORS OF BUSINESS ADMINISTRATION (BBA)

(2016 - 19)
Submitted by
G. SREEMAN
Regd No: 2091-16-684-024
Under the Esteemed Guidance of
MR. A. RAKESH SHARMA

Dr. Narayana College Of Commerce, Kukatpally

(Affiliated to Osmania University),
HYDERABAD

1
 DECLARATION

I hereby declare that this synopsis of the Project entitled “ A STUDY ON

LABOUR WELFARE WITH SPECIAL REFERENCE TO G.T.N INDUSTRIES LIMITED

” being submitted is a bonafide work carried out by me for the award of

degree of “Bachelor of Business Administration (BBA)”from

Dr.Narayana College of commerce, Kukatpally, Affiliated to Osmania

University, Hyderabad, Under the guidance of MR. M.ASWANI

KUMAR for the Academic year 2018-19 and that has not been submitted

to any other University or Institution for the award of any Degree or

Diploma / certificate or published any time before

Name of the Student

Signature of the Student
G.SREEMAN
Regd No: 2091-16-684-024

2
 CERTIFICATE

This is to certify that the Project entitled “ A STUDY ON LABOUR WELFARE WITH

SPECIAL REFERENCE TO G.T.N INDUSTRIES LIMITED ” has been submitted by G.

SREEMAN in partial fulfillment for the award of the Degree of Bachelors of

Business Administration (BBA) from Dr.Narayana College of Commerce &

Science, Kukatpally, Affiliated to O.U. Hyderabad, is a record of bonafide work

carried out by him under my Guidance and Supervision.

MR.A.RAKESH SHARMA
signature of guide

Principal Name Signature of Principal

DR.JOHN MOSES(M.Com,PhD)

3
 ACKNOWLEDGEMENT

It is great pleasure to take the opportunity to acknowledge and express my gratitude

to all those who helped me throughout my project work.
First of all I would like to take this opportunity to thank our beloved
Dr S.L.Narayana, Chairman Dr.Narayana College of Commerce & Science,
Affliated to Osmania University for having allotted project work as a part of BBA
Course.
I also express my sincere thank to, Dr. JOHN MOSES, Principal, Dr Narayana
Degree College of Commerce & Science, Behind BJP office, Kukatpally,
Hyderabad, for giving me permission for taking up my project work.
I also Convey my gratitude to MR. A. RAKESH SHARMA, Vice-Principal ,Dr
Narayana Degree College of Commerce, for giving me permission for taking up my
project work.

I thank my guide and mentor who have guided me all through the project and
helping me throughout the project Department of Commerce Mr. M. ASWANI
KUMAR and Management, Dr Narayana Degree College of Commerce &
Science, Behind BJP office, Kukatpally, Hyderabad

Finally I would also like to thank all other Staff Members in the Department of
Commerce and Management, Dr Narayana Degree College of Commerce &
Science, Behind BJP office, Kukatpally, Hyderabad for their enduring support
during three years of BBA degree.

G. SREEMAN
Regd No: 2091-16-684-024

4
5
 SNO CONTENTS

CHAPTER-1

Introduction

Need for the Study

Objectives of the study

Scope of the study

Methodology of the study

Limitations of the study

CHAPTER-2

Review of Literature & Theoretical Framework

CHAPTER-3 Industry Profile

CHAPTER-4 Company profile

CHAPTER-5 Data Analysis and interpretation

CHAPTER-6

Findings

Suggestions

Conclusion

Annexure

Bibliography

6
 CHAPTER I
INTRODUCTION

7
LABOUR WELFARE:-
Labour welfare work aims at providing such service facilities and amenities which enable
the workers employed in an organization to perform their work in healthy congenial surrounding
conductive to good health and high morale.

Labour welfare is a comprehensive term including various services, benefits and facilities
offered by the employer. Through such generous fringe benefits the employer makes life worth
living for employees. The welfare amenities are extended in additional to normal wages and other
economic rewards available to employees as per the legal provisions.

Welfare measures may also be provided by the government, trade unions and non-
government agencies in addition to the employer. “International Labour Organization efforts to
make life worth living for workers” According to the Oxford dictionary “Welfare is fundamentally
an attitude of mind on the part of management influencing the method by which management
activities are undertaken.

Importance of labour welfare activities:-

Labour welfare in India has a special significance as the constitution provides for the
promotion of welfare of the labour for human conditions of work and securing to all workers.

The various welfare measures provided by the employee will have immediate impact on the
health, physical and mental efficiency, alertness, morale and overall efficiency of the workers and
thereby contributing to the highest productivity.

Social security measure provided by employer will act as a protection to the workers. Labour
welfare means activities designed for the promotion of the economic, social and cultural well
being of the employees. Labour welfare includes both statutory as well as non-statutory activities
undertaken by the employers, trade unions and both the central and state governments for the
physical and mental development of the workers.
8
 Labour welfare enables workers to have richer and more satisfying life. It raises the standard
of living of workers by indirectly reducing the burden on their pocket. Welfare measures improve
the physical and physiological health of the employees, which in turn enhance their efficiency and
productivity.

Labour welfare promotes a sense of belongings among the workers, preventing them from
resorting to unhealthy practices like absenteeism, lobour unrest strike, etc. welfare work improves
the relations between employees and employers. It promotes a real change of heart and a change
of outlook of the part of both the employers and employees.

Needs of the study:-

1) Increase in efficiency of employees:

Labour welfare activities increases in efficiency of employees to work. These facilities
help in developing the feeling of dedication among them. Due to the increase in efficiency
the production and the productivity of the enterprise increase considerably.

2) Helpful in reducing the state of poverty among employees:

Most of the workers in our country are unable in providing for base necessities for
themselves and to their family members. This is because of the extreme poverty among
Indian workers. Provision of labour welfare activities plays an important role in reducing
such poverty and in providing essential amenities to the workers.

3) Establishment of Organizational peace:

9
 Labour welfare activities help in establishing sound relations between employees and
employers. When the employees of the organization feels that they are getting all the
possible facilities and the employers are very caring to them, then such good feeling
increases enthusiasm among employees which will establish peace in the organization.

4) Helpful in reducing the rate of absenteeism and labour turnover:

The rate of absenteeism and labour turnover is much higher in India as compared to that of
developed countries of the world. Provision of labour welfare activities help in reducing
this because the workers feel themselves well settled at one place.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

 To identify the existing labour welfare facilities in sri aravind enterprises.

 To study the satisfaction level over the existing labour welfare facilities.

SECONDARY OBJECTIVE:

 To identify the weak areas of the labour welfare.

 To study how the organization motivate the employees by identifying and

satisfying their unsatisfied needs.
 To give appropriate suggestions to improve the satisfaction level of labours over the
welfare facilities.

Objectives of labour welfare activities:-

Following are the objectives of the voluntary labour welfare services by employer-
1) To win over employees loyalty and increase their morale.

10
 2) To develop efficiency and productivity among workers.
3) To reduce of threat of future government intervention.
4) To make recruitment more effective.
5) To earn goodwill and enhance public image.
6) To build up stable labour force to reduce labour turnover and absenteeism

SCOPE OF THE STUDY

The research can be extended the study to understand the welfare facilities of labour in
Sri aravind enterprises in order to provide an effective suggestion to improve the same. This will
be helpful in understanding current portions of the respective company. And provide some
strategies to extended these measure with title modification which is based on the internal policy
of the company. This study can be used for understanding the potential of the workers. So that the
survey is made all over the area of company and of this survey is made with both the male and
female worker. This study also helps in manipulation of the basis expectation of the workers. This
study will also helps the researcher to gain some valuable knowledge over the company.

METHODOLOGY OF THE STUDY

11
RESEARCH DESIGN:

Research design is a process of deliberate anticipation directed towards bringing an unexpected

situation under control. A research model therefore enables a researcher to see the whole study
structure and also realize the place and importance of the successive steps that he will be required
to take in the total scheme. The type of research design used in the project was Descriptive
research Because, it helps to describe a particular situation prevailing within a company. Careful
design of the descriptive studies was necessary to ensure the complete interpretation of the
situation and to ensure minimum bias in the collection of data.

SAMPLING TECHNIQUE:

Sampling is that part of statistical practice concerned with the selection of individual
observations intended to yield some knowledge about a population of concern, especially for the
purposes of statistical theory are employed to guide practice. The sampling process includes the
five steps:

o Specification of the sampling method for selecting items or events from the frame.
o Determine the sample size.
o Implement the sampling plan.
o Sampling and data collecting.
o Review of the sampling process.

The process of selecting a sample from a population is called sampling technique. The
sampling technique adopted for this study is Convenience sampling.

SAMPLE SIZE:

A sample is a definite plan for obtaining for a given population. It refers to the technique
or the procedure the researcher would adopt in selecting items for the sample. Sample design may
as well lay down the number of items to be included in the sample (i.e.) the size of the sample.

12
 The procedure by which a few subjects are chosen from the universe to be studied in
such as way that the sample can be used to estimate the same characteristics in the total is referred
to as sampling. The advantages of using samples rather than surveying the population are that it is
much less costly, quicker, and if selected properly, gives results with known accuracy that can be
calculated mathematically. Even for relatively small samples, accuracy does not suffer even
though precision or the amount of detailed information obtained might. These are important
considerations, since most research projects have both budget and time constraints.

The sample size of a statistical sample is the number of repeated measurements that constitute it.
It is typically denoted n, and is a non- negative integer.

The sample size taken for this study is 30 to study the Labour welfare measures

METHODS OF DATA COLLECTION

There are two main sources of data available to us. They are:

Primary data:

The primary data includes the various aspects surrounding the employee in the workplace
such as organizational culture, personal satisfaction, organizational environment provided by the
employer.

Secondary data:

The secondary data has been obtained from books, journals, company web sites and from
internet websites.

2.5 TOOLS USED FOR ANALYSIS:

The researcher adopted these tools for analysis;

 Percentage analysis
 Chi Square Analysis

I. Percentage Analysis:
13
 Percentage refers to special kinds of ratio. Percentage is used in making comparison
between two or more series of data. Percentage is used to describe relationship. Percentage can
also be used to compare the relative terms, the distribution of two or more series of data.

No. of respondents
Percentage of respondent = X 100
Total respondents

ii. Chi-square test:

It is a statistical measure used in the context of sampling analysis for comparing a variance to a
theoretical variance. It can be used to determine if categorized data shows dependency or the two
classifications are independent.

Chi-Square = ∑ (O-E)²/E

O Observed Frequencies

E Expected Frequencies

We require the degrees of freedom for using this test.

d.f = (c-l) (r-l)

Then by comparing the calculated value with the table value of chi-square for (c-l) (r-l)
degrees of freedom at a given level of significance, we may either accept (or) reject the Null
hypothesis. If the calculated value is less than the Table value, the Null hypothesis is accepted. But if
the calculated value is equal (or) greater than the table value, the Null hypothesis is rejected.

Statutory Provisions Concerning labour welfare:

Some legal provisions are framed to force such a employee welfare there are as follows.

14
 o The Factories Act 1948:
i. Facilities for storing and drying clothes.
ii. Canteens, if more than 250 workers are employed
iii. Creche where more than 30 women workers are employed.
iv. Welfare officer, wherever more than 500 workers are employed.
v. Shelter, rest rooms and lunch rooms if there are more than 150
workers.
vi. First aid boxes or cupboards-one for every 150 workers. And
ambulance facilities if there are more than 500 workers.

o The Plantation Labour Act, 1951,

i. A canteen wherever 150 or more workers are employed.
ii. Housing facilities for every worker and his family residing in the
plantation.
iii. Appointment of a welfare officer in plantations employing 300 or
more workers.
iv. Medical aid to workers and their families.
o The Mines Act 1952.
i. Creches if 50 or more women are employed.
ii. A canteen whenever 250 or more worker are employed
iii. First aid boxes and first aid rooms in mines employing more than
150 workers.
iv. Appointment of a welfare officer wherever more than 150 workers
v. are employed.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
15
2. Welfare measures are in addition to regular wages and other economic benefits available to
workers due to legal provisions and collective bargaining

3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the
existing ones from time to time.

4. Welfare measures may be introduced by the employers, government, employees or by any

social or charitable agency.

5. The purpose of labor welfare is to bring about the development of the whole personality of the
workers to make a better workforce. 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.
Employee welfare measures increase the productivity of organization and promote healthy
industrial relations thereby maintaining industrial peace. The social evils prevalent among the
labors such as substance abuse, etc are reduced to a greater extent by the welfare policies.
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
16
(safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from
organization to organization and from industry to industry.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements
are to be provided.

3. 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.

4. 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.

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

hygienic and nutritious food to the employees.

6. 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.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work
safely during the night shifts.

8. 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.

9. 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.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of
water supply, wash basins, toilets, bathrooms, etc.

17
NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies provide the
facility for extensive health check-up

2. 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

3. 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.

4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are
provided for proper action and also for protecting the aggrieved employee.

5. Maternity & Adoption Leave : Employees can avail maternity or adoption leaves. Paternity
leave policies have also been introduced by various companies.

6. 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.

7. Employee Referral Scheme: In several companies employee referral scheme is implemented

to encourage employees to refer friends and relatives for employment in the organization.

FACTORS ACT

A factory is a premises whereon 10 or more persons are engaged if power is used, or 20 or more
persons are engaged if power is not used, in a manufacturing process.

‘Factory’ however, does not include a mine covered under the Mines Act, 1952, a mobile unit of
the armed forces, a railway shed or a hotel, restaurant or eating place.

18
WORKER’ USED IN FACTORIES ACT

‘Worker’ means a person employed, directly or by or through any agency (including a

contractor) with or without the knowledge or the principal employer, whether for remuneration or
not in any manufacturing process, or in cleaning any part of the machinery or premises used for a
manufacturing process, or in any other kind of work incidental to, or connected with, the
manufacturing process, or the subject of the manufacturing process but does not include any
member of the amended forces of the Union.

FACTORIES ACT, 1948, RELATING TO HEALTH OF WORKERS

The occupier of factory is obliged to undertake following measures for ensuring good
health and physical fitness of worker:

1. Cleanliness and disposal of wastes and effluents

The occupier is required to keep the factory premises clean and free from waste and
effluvia. He shall make arrangements for sweeping and removing dirt and refuse daily, cleaning
with disinfectant, effective treatment and disposal of wastes and effluents and maintaining proper
drainage. All inside walls, partitions, staircases and rooms shall be whitewashed once in 14
months, or revarnished and painted once in three years with washable paint or once in five years
with non-washable paint. Besides, all doors, window frames, other wooden or metallic framework
and shutters should be painted or varnished at least once in five years.

The dates of white-washing, painting or varnishing etc. should be recorded in the

prescribed register.

2. Ventilation, Temperature and Humidity

The factory premises should be adequately ventilated by circulation of fresh air and
comfortable temperature should be maintained in every workroom. Besides, artificially increased
humidity should be controlled by use of purified water.

3. Prevent Dust and fumes

19
 Accumulation and inhalation of dust and fumes or other impurity of such a nature as is
likely to be injurious to health of workers should be prevented by use of exhaust fans and other
safeguards.

4. Avoid Overcrowding

The workplace should not be overcrowded by workers and minimum space of 14.2 cubic
meters.per worker in a new factory and 9.9 cubic mtrs.per worker in an existing factory should be
provideds

5. Lighting and Drinking water

Every factory should provide and maintain adequately lighted and ventilated latrines and
urinals, in sufficient numbers, for male and female workers separately, and spittoons at
suitable location Further, the latrines, urinals and spittoons should be washed and cleaned with
detergents and disinfectants

LIMITATIONS OF THE STUDY

 Only 30 Respondents a Study.

 Time is one of the main constraints of the Study.
 The survey includes all the limitations invent in the questionnaire from for research.
 The result depends on the answers received from respondent which may be biased.

20
21
 CHAPTER-2
REVIEW OF LITERATURE AND THEORETICAL FRAMEWORK

REVIEW LITERATURE

In the view of K.K. Chaudhuri, in his “Human Resources: A Relook to the Workplace”,
states that HR policies are being made flexible. From leaves to compensations, perks to office
facilities, many companies are willing to customize policies to suit different employee segments.
The older employees want social security benefits, younger employees want cash in hand
because they can’t think of sticking to a company for many years and retire from the same
company. Therefore ‘one jacket fits all’ will not be right to motivate the talents and retain them.

Conventions and Recommendations of ILO (1949) sets forth a fundamental

principle at its 26 th conference held in Philadelphia recommended some of the measures in
the area of welfare measures which includes adequate protection for life and health of
22
workers in all occupations, provision for child welfare and maternity protection, provision of
adequate nutrition, housing and facilities for recreation and culture, the assurance of equality of
educational and vocational opportunity etc.

Report of National Commission on Labour (2002), Government of India, made

recommendations in the area of labour welfare measures which includes social security,
extending the application of the Provident Fund, gratuity and unemployment insurance etc.
Shobha Mishra & Manju Bhagat, in their “Principles for Successful Implementation of Labour
Welfare Activities”, stated that labour absenteeism in Indian industries can be reduced to a great
extent by provision of good housing, health and family care, canteen, educational and training
facilities and provision of welfare activities. The principle for successful implementation of
labour welfare activities is nothing but an extension of democratic values in an industrialized
society. P.L. Rao, in his “Labour Legislation in the Making”, opines that professional bodies like
National Institute ofPersonnel Management should constitute a standing committee to monitor
the proceedings in the Parliament regarding the labour welfare measures.

Labour welfare

Rapid industrialization and urbanization have made employee dependent on capitalists.

Inflation has made them lot poor and the find it difficult to maintain their standard of life. In such
a situation labour welfare facilities enable workers to live a richer and more satisfactory life.
According to the Oxford dictionary employee welfare or labour welfare means “the efforts to
make life worth living for workmen”. Words of James Todd, “ labour welfare means anything
done for the comfort and improvement, intellectual or social of the employees over and above the
wages paid which is not a necessity of the industry”.

TYPES OF WELFARE MEASURES

Employee welfare services may be classifieds into two broad categories.

23
 Labour welfare Services

1.Intramural 2.Extra-mural

1. INTRAMURAL: These services are provided within the establishment. These include latrines
and urinals, washing and bathing facilities, crèches, rest shelters, canteens, uniform, medical aid,
library, recreation facilities, free or subsidized food etc.

2. EXTRA-MURAL: These services are provided outside the establishment. These consist of
housing accommodation, transport, maternity benefits, children’s education , sports fields, family
planning and child welfare, holiday homes, leave travel facilities, workers cooperative stores fair
price shops, credit societies, vocational guidance, interest free loans, etc. Welfare services may
also be divided as voluntary and statutory. Many employers provide the following welfare
facilities voluntarily

(I) Housing : In view of acute shortage of housing accommodation in cities industrial housing is
an important part of employee welfare in India. An Industrial Housing Scheme was introduced in
1952. The National Commission on Labour recommended that the Government should take
the major responsibility for housing. Fiscal and monetary incentives should be provided

(ii) Education: The Indian Industrial Commission(1918) and the Royal Commission on
Labour(1931) stressed the need for work’s education. In 1957 the Government of India formulated
an all India Scheme of worker’s education.

24
(iii) Transportation: With the growth of industries, the distance between the workplace and
residence of worker has increased considerably. It is therefore, necessary to provide proper
transport facility. Employers should also advance loan for purchase of bicycles, scooters etc,.

(iv) Recreation: Recreation in the form of music, art theatre, sports and games can play an
important role in the physical and mental development of employees.

(v) Consumer cooperative stores: The National Cooperative Development Board set up a
committee in 1961. The committee suggested that employers should introduced consumer
cooperative stores in their labour welfare programmers.

CHAPTER-3

INDUSTRY PROFILE

25
 The textile industry is primarily concerned with the design, production and distribution
of yarn, cloth and clothing. The raw material may be natural, or synthetic using products of
the chemical industry

Cotton manufacturing

Cotton manufacturing
processes hide

Bale Breaker Blowing Room

26
Willowing

Breaker Scutcher Batting

Finishing Scutcher Lapping

Carding Carding Room

Sliver Lap

Combing

Drawing

Slubbing

Intermediate

27
Roving Fine Roving

Mule Spinning - Ring Spinning Spinning

Reeling Doubling

Winding Bundling Bleaching

Weaving shed Winding

Beaming Cabling

Warping Gassing

Sizing/Slashing/Dressing Spooling

28
 Weaving

Cloth Yarn (Cheese)- - Bundle Sewing Thread

Cotton is the world's most important natural fibre. In the year 2007, the global yield was 25
million tons from 35 million hectares cultivated in more than 50 countries.[1] There are five stages:
[2]


Cultivating and Harvesting

Preparatory Processes

Spinning — giving yarn

Weaving — giving fabrics [a]

Finishing — giving textiles

Synthetic fibres
Artificial fibres can be made by extruding a polymer, through a spinneret into a medium where it
hardens. Wet spinning (rayon) uses a coagulating medium. In dry spinning (acetate and triacetate),
the polymer is contained in a solvent that evaporates in the heated exit chamber. In melt spinning
(nylons and polyesters) the extruded polymer is cooled in gas or air and then sets.[3]All these fibres
will be of great length, often kilometres long.
Artificial fibres can be processed as long fibres or batched and cut so they can be processed like a
natural fibre.
Natural fibres
Natural fibres are either from animals (sheep, goat, rabbit, silk-worm) mineral (asbestos) or from
plants (cotton, flax, sisal). These vegetable fibres can come from the seed (cotton), the stem
(known as bast fibres: flax, hemp, jute) or the leaf (sisal).[4] Without exception, many processes
are needed before a clean even staple is obtained- each with a specific name. With the exception
of silk, each of these fibres is short, being only centimeters in length, and each has a rough surface
that enables it to bond with similar staples.[4]

29
30
 CHAPTER-4

COMPANY PROFILE

COMPANY PROFILE

G.T.N INDUSTRIES LTD love to work with client who shares a vision like ours, to
continually grow, learn and be mutually beneficial to each other.They believe in keeping our

31
clients pleased and deliver only the best in quality, both in garments and work out. company
philosophy has shown us over the years that nothing in this business, is hard it is just challenging.

Mission

 Giving our customers quality, value and on-time delivery while keeping our Employees
happy and bring out the best all around us.

Vision

 To be a world class manufacturing unit, delivering value and happiness to our customers
through the dedication, commitment happiness of our own employees.

Commitment:-

 Quality
We are renowned for our quality and take every measure to ensure the best is given to our
customers.
 Reliability
On time delivery us a must in the industry and we are 100% compliant.

 Relationships
Clients are very important to us, being in the hospitality business as well, we take pride to
keep them happy.

 Employees
They are more than just capital to us, they are our competitive advantage. The happier they
are, the better off we are as a company. They believe in WOMEN EMPOWERMENT. They
employ a lot of women and make sure their needs are taken care of to the extent that we can
handle.

Who we are

 As a group, they involved in manufacturing, hospitality and, real estate development.

 They have been in the textile business since: 1982 and have added, A sourcing arm and
processing unit since them.
 Processing unit- B.J.textile processing ltd.

Key statistics

32
 Group turnover : 50-100 Crore

Nature of business : manufactured

Year of establishment : 1999

Legal statues of firm : Public limited company

Processing unit

knitted Fabric Processing Unit

To meet the ever changing global demands,GTN’s Perfect Knitters Limited (PKL) has
commissioned a knitted fabric processing unit with an installed capacity of 10 tons / day. The
Plant´s facilities include :

 Fabric Mercerization
 Soft Flow Dyeing
 Open and Tubular Width Compaction
 Six Chamber Stenter
 Garment Dyeing and Washing.
GTN’s PKL has sourced state-of-the-art equipment from world leaders like :

 Dyeing Equipment from Dilmenler, Turkey

 Slit Opener from Bianco, Italy
 Stenter from Ehwha, Korea
 Mercerisation Equipment from DORNIER, Germany
 Compactor from Lafer, Italy

33
 CHAPTER-5

DATA ANALYSIS AND INTERPRETATION

RESULT AND INTERPRETATION

3.1 DATA ANALYSIS AND INTERPRETATION

Analysis and interpretation plays the most important role in any research process. It helps
to extract pertinent findings from the collected data by applying the statistical techniques in
discovering additional findings. It converts raw data into meaningful data by bridging the gap
between primary and secondary data. Analysis is done with an attempt to organize and summaries
data in order to enhance the effect of results in such a way that enables to relate critical points
with study’s objectives.
34
Percentage analysis and chi-square were used for data analysis and interpretation. Analysis and
interpretation was based on questionnaire and interview schedule, which gives the data that is
required for the study. The analysis and interpretation is based on the options chosen by the
respondents.

TABLE 3.1.1

GENDER OF THE RESPONDENTS

Gender No. of respondents Percentage (%)

Male 10 33
Inference:
Female 20 67

Total 30 100 From the above

table it is inferred
that, 33% are male respondents and 67% are female respondents.

CHART 3.1.1

GENDER OF THE RESPONDENTS

35
 Source: Primary Data

TABLE 3.1.2

AGE OF THE RESPONDENTS

Age No. Of respondents Percentage (%)

Below 25 11 36

25-30 8 27

31-35 6 20

36-50 5 17

Total 30 100

Inference

The above table discloses that 36% of respondents are age below 25.

27% of respondents are age between 25-30.

36
20% of respondents are age between 31-35 and 17% of respondents are age between 36-50.

CHART 3.1.2

AGE OF THE RESPONDENTS

Source: primary data

TABLE 3.1.3

EXPERIENCE OF THE RESPONDENTS

Experience No. of respondents Percentage

Below 1 year 6 20

1-5 years 15 50

6-10 years 5 17

11 & above 4 13

Total 30 100

Inference

The above table discloses that 20% of respondents are below 1 year of experience.

50% are having experience between 1-5 years.

17% are having experience between 6-10 years and 13% of respondents are having 11 years and
above experience.

CHART 3.1.3
37
 EXPERIENCE OF THE RESPONDENTS

Source: primary data

TABLE 3.1.4

SATISFACTION WITH THE WORKING CONDITION

S.no Working condition in factory No. of respondents Percentage

1 Yes 22 73

2 No 8 27

Total 30 100

Inference

From this above table it is inferred that 73% of respondents are satisfied with the working
condition in the factory and 27% of respondents are not satisfied.

CHART 3.1.4

SATISFACTION WITH THE WORKING CONDITION

38
 Source: primary data

TABLE 3.1.5

AWARENESS ABOUT ALL THE WELFARE ACTIVITIES

S.no Awareness of welfare No. of respondents Percentage

activities.

1 Yes 18 60

2 No 12 40

Total 30 100

Inference

From the above table it is inferred that 60% of respondents are aware about the welfare activities
and 40% of the respondents are not having awareness about the welfare activities.
CHART 3.1.5

AWARENESS ABOUT ALL THE WELFARE ACTIVITIES

39
 Source: primary data

TABLE 3.1.6

SATISFACTION WITH THE WAGES AND INCENTIVES

S.no Satisfaction of wages and No. of respondents Percentage

incentives.

1 Yes 9 30

2 No 21 70

Total 30 100

Inference

From the above table it is inferred that 30% of respondents are satisfied with the wages n
incentives and 70% of respondents are not satisfied.

CHART 3.1.6

SATISFACTION WITH THE WAGES AND INCENTIVES

40
 Source: primary data

TABLE 3.1.7

SATISFACTION WITH THE PROVISION OF TOILETS AT

WORKPLACE

S.no Satisfaction of toilet facilities No. of respondents Percentage

1 Yes 14 81

2 No 16 19

Total 30 100

Inference

From the above table it is inferred that 81% of respondents are satisfied with the toilet facilities
and 19% of respondents are not satisfied.

CHART 3.1.7

SATISFACTION WITH THE PROVISION OF TOILETS AT WORKPLACE

41
 Source: primary data

TABLE 3.1.8

SATISFACTION WITH THE DRINKING WATER FACILITY

S.no Satisfaction of drinking No. of respondents Percentage

facilities

1 Yes 21 87

2 No 9 13

Total 30 100

Inference

From the above table it is inferred that 87% of respondents are satisfied with drinking water
facilities and 13% of respondents are not satisfied.

CHART 3.1.8

42
 SATISFACTION WITH THE DRINKING WATER FACILITY

Source: primary data

TABLE 3.1.9

SATISFACTION WITH THE MEDICAL BENEFITS PROVIDED BY THE COMPANY

S.no Satisfaction of medical No. of respondents Percentage

benefits

1 Yes 17 84

2 No 13 16

Total 30 100

Inference

From the above table it is inferred that 84% of respondents are satisfied with the medical benefits
and 16% are not satisfied.

CHART 3.1.9

SATISFACTION WITH THE MEDICAL BENEFITS PROVIDED BY THE COMPANY

43
 Source: primary data

TABLE 3.1.10

SATISFACTION OF RETIREMENT BENEFITS PROVIDED BY THE COMPANY

S.no Satisfaction of retirement No. of respondents Percentage

benefits

1 Yes 16 53

2 No 14 47

Total 30 100

Inference

From the above table it is inferred that 53% of respondents are satisfied with retirement benefits
and 47% of respondents are not satisfied.

CHART 3.1.10

SATISFACTION OF RETIREMENT BENEFITS PROVIDED BY THE COMPANY

44
 Source: primary data

TABLE 3.1.11

CHILD LABOUR IN THE COMPANY

S.no Child labours in the company No. of respondents Percentage

1 Yes 0 0

2 No 30 100

Total 30 100

Inference

From the above table it is inferred that there is no child labour in the company.

CHART 3.1.11

CHILD LABOUR IN THE COMPANY

45
 Source: primary data

TABLE 3.1.12

FORCED TO DO ANY WORK

S.no Forcing the labours to do No. of respondents Percentage

work

1 Yes 1 3

2 No 29 97

Total 30 100

Inference

From the above table it is inferred that 3% of the respondents are forced to work and 97% not
forced to work.

CHART 3.1.12

46
 FORCED TO DO ANY WORK

Source: primary data

TABLE 3.1.13

SALARY AS PER T.N.M.W(TAMILNADU MINIMUM WAGES)

S.no Salary as per T.N.M.W No. of respondents Percentage

1 Yes 22 73

2 No 8 27

Total 30 100

Inference

From the above table it is inferred that 73% of respondents are getting salary as per T.N.M.W and
27% of respondents are not getting as per T.N.M.W.

CHART 3.1.13

SALARY AS PER T.N.M.W(TAMILNADU MINIMUM WAGES)

47
 Source: primary dat

TABLE 3.1.14

O.T AS PER THE STATUTORY

S.no O.T as per statutory No. of respondents Percentage

1 Yes 17 57

2 No 13 43

Total 30 100

Inference

From the above table it is inferred that 57% of respondents are getting O.T as per the statutory and
43% of the respondents are not getting O.T as per the statutory.

CHART 3.1.14

O.T AS PER THE STATUTORY

48
 Source: primary data

TABLE 3.1.15

P.F& ESI BENEFITS

S.no P.F& ESI benefits No. of respondents Percentage

1 Yes 22 73

2 No 8 27

Total 30 100

Inference

From the above table it is inferred that 73% of the respondents are getting P.F & E.S.I benefits and
27% of respondents are not getting P.F & E.S.I benefits.

CHART 3.1.15

P.F& ESI BENEFITS

49
 Source: primary data

TABLE 3.1.16

RECEIVING PAY SLIP EVERY MONTH

S.no Receiving pay slip No. of respondents Percentage

1 Yes 22 73

2 No 8 27

Total 30 100

Inference

From the above table it is inferred that 73% of respondents are getting the pay slip and 27% of the
respondents are not getting.

CHART 3.1.16

RECEIVING PAY SLIP EVERY MONTH

50
 Source: primary data

TABLE 3.1.17

PERSONAL FILE WITH COMPLETE DETAILS IN THE COMPANY

S.no Personal files details in the No. of respondents Percentage

company

1 Yes 21 70

2 No 9 30

Total 30 100

Inference

Form the above table it is inferred that 70% of respondents are having personal file and 30% of
the respondents are not having personal file.

CHART 3.1.17

PERSONAL FILE WITH COMPLETE DETAILS IN THE COMPANY

51
 Source: primary data

TABLE 3.1.18

ACCEPTABLE CLEAN & NEAT REST ROOM ( MALE/FEMALE SEPARATELY)

PROVIDED

S.no Rest rooms facilities No. of respondents Percentage

1 Yes 7 23

2 No 23 77

Total 30 100

Inference

From the above table it is inferred that 23% of respondents are satisfied with the rest room
facilities and 77% of respondents are satisfied.

CHART 3.1.18

ACCEPTABLE CLEAN & NEAT REST ROOM ( MALE/FEMALE SEPARATELY)

PROVIDED

52
 Source: primary data

TABLE 3.1.19

ACCEPTABLE CLEAN & NEAT SICK ROOM/ FIRST AID ROOM PROVIDED?

S.no First room facilities No. of respondents Percentage

maintenance

1 Yes 15 50

2 No 15 50

Total 30 100

Inference

From the above table it is inferred that 50% of respondents are satisfied with the first room
facilities and another 50% of respondents are not satisfied.

CHART 3.1.19

ACCEPTABLE CLEAN & NEAT SICK ROOM/ FIRST AID ROOM PROVIDED?

53
 Source: primary data

TABLE 3.1.20

PERSONAL PROTECTIVE EQUIPMENTS PROVIDED

S.no Personal protective No. of respondents Percentage

equipments

1 Yes 21 70

2 No 9 30

Total 30 100

Inference

From the above table it is inferred that 70% of respondents are getting personal protective
equipments and 30% of respondents are not getting.

CHART 3.1.20

PERSONAL PROTECTIVE EQUIPMENTS PROVIDED

54
 Source: primary data

TABLE 3.1.21

BRINGING THE WORKERS CONCERN AND ATTENTION TO THE MANAGEMENT?

S.no Bringing the workers No. of respondents Percentage

concern and attention to the
management

1 Yes 21 70

2 No 9 30

Total 30 100

Inference

From the above table it is inferred that 70% of respondents can bring their concern to the
management and 305 of respondents are not able to bring their concern and attention to the
management.

CHART 3.1.21

55
BRINGING THE WORKERS CONCERN AND ATTENTION TO THE MANAGEMENT?

Source: primary data

TABLE 3.1.22

INCENTIVES PAID ARE FAIR AND RESULT ORIENTED

S.no Incentive paid is fair n result No. or respondents Percentage

oriented

1 Yes 16 53

2 No 14 47

Total 100

Inference

From the above table it is inferred that 53% of respondents are getting incentives as per result
oriented and 47% of respondents are not getting incentives as per result oriented.

CHART 3.1.22

INCENTIVES PAID ARE FAIR AND RESULT ORIENTED?

56
 Source: primary data

TABLE 3.1.23

PEACE AND HAPPY WITH JOB

S.no Happiness in job No. of respondents Percentage

1 Yes 21 70

2 No 9 30

Total 30 100

Inference

From the above table it is inferred that 70% of respondents are happy with their present job and
30% of respondents are not happy with their present job.

CHART 3.1.23

PEACE AND HAPPY WITH JOB

57
 Source: primary data

CHI-SQUARE
Table 3.1.24
TO FIND THE LEVEL OF SIGNIFICANCE OF AGE AND AWARENESS OF
EMPLOYEES ABOUT WELFARE ACTIVITIES

They are They are

Age Total
aware not aware

Below 25 10 26 36

25-30 13 14 27

31-35 8 12 20

36-50 4 13 17

Total 35 65 100

58
Step: 1

Hypothesis:

HO : There is no association between age and awareness of welfare activities of the labours in Sri
Aravind Enterprises

H1 : There is association between age and awareness of welfare activities of the labours in Sri
Aravind Enterprise

Step: 2

Formula for Chi-Square test:

X2 = ∑((O-E)2 )/E

0 E O-E (O-E)2

10 12.6 -2.6 6.76

26 23.4 2.6 6.76

13 9.45 3.55 12.60

14 17.55 -3.55 12.60

8 7 1 1

12 13 -1 1

4 5.95 -1.95 3.80

13 11.05 1.95 3.80

∑= 100 ∑=48.32

Therefore,

∑ ( O-E ) 2 = 48.32

∑ E = 100

59
 We know that, X2 = ∑((O-E)2 )/E

= 48.32/100

= 0.483

X2 = 0.483

Step : 3

Degrees of Freedom = (R-1)

= (3-1)

=2

Degrees of Freedom = (C-1)

= (2-1)

=1

Calculated Value = 0.483

Degrees of Freedom = (R-1)(C-1)

Degrees of freedom =2

Chi-Square Table Value @ 5% = 5.991

Calculated value < Table value. So Ho is accepted

Inference

From the above table value and calculated value, the calculated value is less than the table
value. So the null hypothesis is accepted and there is no association between age and awareness
about the welfare activites of the labours in SRI ARAVIND ENTERPRISES.

60
 CHAPTER-6

 FINDINGS

 SUGGESTIONS

 CONCLUSION

 ANNEXURE

 BIBLIOGRAPHY

61
 FINDINGS

The following are the findings based on the study conducted at G.T.N INDUSTRIES LTD

1. 67% of the respondents are female labours.

2. 36% of the respondents are below age 25.
3. 50% of the respondents are having working experience between 1-5 years.
4. 73% of the respondents are satisfied with the working condition in the company.
5. Only the 60% of the respondents are having awareness about the welfare activities.
6. Only the 30% of the respondents are satisfied with the wages and incentives other 70% are
not satisfied.
7. 81% of the respondents are satisfied with the provisions of toilets at work place.
8. 87% of the respondents are satisfied with the drinking water facilities.
9. 84% of the respondents are satisfied with medical benefits provided by the company.
10. Only the 53% of the respondents are satisfied with retirement benefits provided by the
company.
11. 100% of the respondents are said that there is no child labour in the company.
12. 97% of the respondents are said that they are not forced to work in the company.
13. 73% of the respondents are getting salary as per T.N.M.W
14. 57% of the respondents are getting OT as per statutory.
15. 73% of the respondents are getting PSI & ESI benefits.

62
16. Only the 73% of respondents are getting pay slip every month.
17. Only the 70% of the respondents are having personal file with complete details in the
company.
18. Only the 77% of the respondents accepting that the rest rooms are clean.
19. 50% of the respondents are accepting that first rooms are clean and neat.
20. Only the 70% of the respondents are getting personal protective equipments regularly.
21. Only the 70% of the respondents are able to bring their attention to the management.
22. 53% of the respondents agreed that they are wages and incentives fair oriented.
23. Only the 70% of the respondents are peace and happy with their job.
24. There is no association between age and welfare activities awareness.

3.3 SUGGESTIONS

 ESI benefits related awareness programs could be provided

 More clean & hygienic toilets & drinking facility to be provided.
 Fan facilities could be provided in the canteen.
 Funeral expenses charge of minimum RS 1000 to RS 2000 could be paid if the labour’s

mother/father or married husband/wife is dead.

 As per the transport facility that the cost of transport per employee should be economical

and so for the purpose of the company should take proper care of it .

63
 3.4 CONCLUSIONS

The study concludes that, the labour welfare in “G.T.N INDUSTRIES LTD” is effective
but not highly effective. This study highlighted so many factors which will help to create the
awareness of welfare to the labours.

The company is having better welfare activities and the labours are satisfied with their
welfare schemes provided by the management. It is helpful for the growh of the company to
improve its productivity. If the company can even follow welfare facilities such as, ESI schemes,
clean & hygienic toilets & drinking facility,low cost transportation etc.

Labour welfare awareness meetings and presentation must carry out periodically, this in
turn helps to improve the labour satisfaction and the will show in the improvements of
productivity. Labour welfare is very important to run the company successfully so the company
should follow the welfare activities regularly to improve the labour satisfaction in their working
environment.

64
 ANNEXURE

PERSONAL DATA:

Name :
Sex : O Male O Female
Age (In Years) : O Below 25 O 25 – 30 O 31 – 35 O 36 -50
Years of service : O Below 1 Year O 1 – 5 Years
O 6 – 10 Years O 11 & above
1. Are you satisfied with the Working Condition?

a).Yes ( ) b).No( )
2. Are you aware of all the Welfare Activities?
a).Yes( ) b).No( )
3. . Are you satisfied with the wages and incentives?
a).Yes( ) b). No( )
4. Are you satisfied with the provision of toilets at your workplace?
a).Yes( ) b).No( )
5. Are you satisfied with the Drinking Water facility?
a).Yes( ) b). No( )
6. . Are you satisfied with the medical benefits provided by the company?
a).Yes( ) b).No( )
7. Are you satisfied with the retirement benefits provided by the company?

a.) Yes( ) b.) No ( )

8. Are there child labour are working in this company?

65
 a.) Yes ( ) b.) No ( )

9. Are workers are forced to do any work?

a.) Yes( ) b.) No ( )

10. Is the company paying you the salary as per our T.N.M.W( TAMILNADU MINIMUM
WAGES)

a.) Yes( ) b.) No ( )

b.)
11. Do you have O.T as per the statutory?

a.) Yes ( ) b.) No ( )

12. Do you get P.F & ESI benefits?

a.) Yes ( ) b.) No ( )

13. Do you receive pay slip every month?

a.) Yes ( ) b.) No ( )

14. Do you have personal file with complete details for you in the company?
a.) Yes ( ) b.) No ( )

15. Is the work is clean?

a.) Yes ( ) b.) No ( )

16. Is an acceptable clean sick room/first aid room provided?

a.) Yes ( ) b.) No ( )

17. Is personal protective equipments provided?

a.) Yes ( ) b.) No ( )

18. Is it ensured that workers can bring their concern to the attention to the management?

a.) Yes ( ) b.)No ( )

19. Is the incentive paid for you is fair and result oriented?

a.) Yes ( ) b.) No ( )

66
20. Are you fully at peace and happy with your job?

a.) Yes ( ) b.) No ( )

BIBLIOGRAPHY
 Dr. Gupta C.A. “Human Resources Management”, New Delhi, Sultan Chand Sons
Publishers, 2003.

 Kothari, C.R. “Research Methodology”, New Delhi, New Age International (P) Ltd.,
Publishers, 2004

 Prasad L.M. “Human Resource Management”, New Delhi, Chand Sons Publishers,
2003.

 Subba Rao.P.Rao. “Human Resource Management”, New Delhi, Konarle Publishers

(P) Ltd., 2000.

 R.S.N. Pillai Bagavathi, “Statistics” New Delhi, S.Chand & Company Ltd., 2003.

 Annual Reports of Organization

 Internal Records of Organization

 Encyclopedia of social sciences, vol. Xv 1935, p-395.

 Govt. Of india, ministry of labour & employment, main report of the labour
investigation committee, delhi, 1946, p-336.Govt. Of india, report of the committee on
labour welfare, delhi, 1969, p-29. Ibid, p-4.

 Ilo, asian regional conference report ii, 1947, p-3.

 M. V. Pylee and a. Simon george, industrial relations & personnel management, vikas
publishing house pvt. Ltd. New delhi, 1996, p-78.

 Pigou - referred by a.m.sharma, aspect of labour welfare and social security, himalaya
publishing house, mumbai 2005, p-1.

Websites:

 www.google.com.
67
 www.yahoo.com.
 www.humanresources.about.com.

68