Chennai - 600 025

A STUDY ON STATUTORY COMPLIANCE WITH REFERENCE TO
HUMAN RESOURCE DEPARTMENT

FOR
PROCONNECT SUPPLY CHAIN SOLUTIONS LTD
By
ABHINAYAA. S
Register No. 412518631001
Of
SRI SAI RAM ENGINEERING COLLEGE
A PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT SCIENCES
In partial fulfilment of the requirements
For the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
ANNA UNIVERSITY
CHENNAI – 600 025
JUNE 2020
BONAFIDE CERTIFICATE
This is to certify that this project report titled “A STUDY ON STATUTORY
COMPLIANCE WITH REFERENCE TO HUMAN RESOURCE

DEPARTMENT FOR PROCONNECT SUPPLY CHAIN SOLUTIONS
LTD.,” is the bonafide work of Ms. ABHINAYAA. S (Reg. No: 412518631001) who carried
out the work under my supervision. Certified further, that to the best of my knowledge the work
reported herein does not form part of any other project report or dissertation on the basis of which
a degree or award was conferred on an earlier occasion on an this or any other candidate.
Dr. V. SASIREKHA Dr. K. MARAN

Signature of the Guide Signature of the Director
INTERNAL EXAMINER EXTERNAL EXAMINER

DECLARATION
I, ABHINAYAA. S, hereby declare that the project report, entitled “A STUDY ON
STATUTORY COMPLIANCE WITH REFERENCE TO HUMAN

RESOURCE DEPARTMENT FOR PROCONNECT SUPPLY CHAIN
SOLUTIONS LTD.,” submitted to the Anna University Chennai in partial fulfilment of the
requirement for the award of the degree of MASTER OF BUSINESS ADMINISTRATION is
record of original and independent research work done by me during June 2020 under the
supervision of Dr. V. SASIREKHA Professor, Department of Management studies, and it has not
formed the basis or other similar title to any candidate of any university.
Place: Chennai
Date: (ABHINAYAA. S)
ACKNOWLEDGEMENT
First of all, I thank and praise God Almighty for the countless blessing that he showered the
blessings upon me to complete this project work.
I am thankful to our Founder Chairman MJF Ln LEO MUTHU and Chief Executive Officer
Mr. SAI PRAKASH LEOMUTHU for providing excellent environment and infrastructure at
Sri Sairam Engineering College, Chennai for the moral support for project work.
I would like to express my sincere thanks to Dr. A. RAJENDRA PRASAD, Principal of Sri
Sairam Engineering College, Chennai for his moral support to complete the project work.
I extent my heartfelt thanks to Dr K. MARAN, Director and Professor, Sri Sairam Institute of
Management Studies, Chennai for his valuable ideas’ guidance and support for the successful
completion of this project work.
I also thank to faculty guide Dr V. SASIREKHA., Professor who kindly inspired me to

undertake and complete this project work.
I also extent my heartfelt thanks to Mr. R. Kannan, Consultant, ProConnect Supply Chain
Solutions, for his support and guidance of this project.
Finally, I express my hearty thanks to my faculty members, my parents all my friends and well-
wishers for their suggestion and help for the successful completion of this project work.
(ABHINAYAA S)
412518631001
i
ABSTRACT
Statutory compliance refers to the laws which are to be covered and which are enacted to deal with
both employment and non-employment, wages, working atmosphere, industrial relations, social
security and welfare of the persons who are employed in the company. The main purpose of the
study is to know the level of satisfaction of the provisions provided to the employees and the
awareness of statutory compliance followed in the organization in ProConnect Supply Chain
Solutions. Through this project, the researcher wants to analyze the opinion of the employees’ in
Pro Connect Supply Chain Solutions. Responses were collected through a Structured questionnaire
for this project. A sample of 86 employees has been chosen for the study. The collected data were
consolidated and interpreted by using statistical tools like percentage analysis and statistical
analysis are used for representation purpose. The research is useful for employees and researchers
to understand the employee requirements regarding Statutory compliance Through analysis, it is
inferred that the employees are satisfied with the amount of provisions provided to them. We
recommend that the training to be given to the employees, which will increase their knowledge
about the Acts and Amendments. Based on the findings suitable suggestions have been given to
the management.
ii
TABLE OF CONTENTS
 ABSTRACT i
 TABLE OF CONTENTS ii
 LIST OF TABLES iii
 LIST OF FIGURES v
CHAPTER.NO. TITLE PAGE.NO.

INTRODUCTION 1
1.1 Introduction of The Study 1
1.2 Industry Profile 7
1.3 Company Profile 8
1.4 Review of Literature 14

I
1.5 Need for The Study 25
1.6 Objectives of The Study 26
1.7 Scope of Study 27
1.8 Research Methodology 28
1.9 Limitations of The Study 30
31
II DATA ANALYSIS AND INTERPRETATION
SUMMARY OF FINDINGS, SUGGESTIONS 61

AND CONCLUSION
3.1 FINDINGS 61
III
3.2 SUGGESTIONS 64
3.3 CONCLUSION 65
BIBLIOGRAPHY 66
APPENDIX 68
iii
LIST OF TABLES
TABLE NO. TITLE PAGE NO.

2.1 Gender of the respondents 31
2.2 Designation of the respondents 32
2.3 Eligibility under the Employee State Insurance Act,1948 33
2.4 Contribution under The Employee State Insurance Act, 34
1948
2.5 Deduction under The Employee Provident Fund & 35
Miscellaneous Act, 1952
2.6 Contribution to The Employee Pension Scheme 36
2.7 Eligibility for Gratuity under The Payment of Gratuity 37
Act, 1972
2.8 Maximum Bonus under The Payment of Bonus Act, 1965 38
2.9 Minimum Bonus under The Payment of Bonus Act, 1965 39
2.10 Payment of Wages under The Payment of Wages Act, 40
1936
2.11 Deductions under The Payment of Wages Act, 1936 41
2.12 Benefits provided Under The Maternity Benefit Act, 1961 42
2.13 Minimum Wages under The Payment of Minimum 43
Wages Act, 1948
2.14 Equal Remuneration practice in the organization 44
2.15 Medical benefit provided 45
2.16 Drinking water facility provide 46
2.17 Sanitation facility provided 47
2.18 Conducive work environment provided 48
2.19 Timely contribution to Employee State Insurance 49
Corporation
2.20 Timely contribution to Employee Provident Fund 50
2.21 Timely contribution to Employee Pension Scheme 51
2.22 Timely Bonus payment 52
2.23 Health provisions provided 53

iv
2.24 Welfare provisions provided 54

2.25 Safety provisions provided 55
2.26 Responsiveness of the Human Resources 56
2.27 Relationship between awareness and satisfaction 57
2.28 Impact of Gender and Designation on the Awareness 58
level
level
v
LIST OF FIGURES
TABLE NO. TITLE PAGE NO.

1.3.1 HR Department Chart 11
1.3.2 Statutory compliance chart 12
2.1 Gender of the respondents 31
2.2 Designation of the respondents 32
2.3 Eligibility under the Employee State Insurance Act,1948 33
2.4 Contribution under The Employee State Insurance Act, 34
1948
2.5 Deduction under The Employee Provident Fund & 35
Miscellaneous Act, 1952
2.6 Contribution to The Employee Pension Scheme 36
2.7 Eligibility for Gratuity under The Payment of Gratuity 37
Act, 1972
2.8 Maximum Bonus under The Payment of Bonus Act, 1965 38
2.9 Minimum Bonus under The Payment of Bonus Act, 1965 39
2.10 Payment of Wages under The Payment of Wages Act, 40
1936
2.11 Deductions under The Payment of Wages Act, 1936 41
2.12 Benefits provided Under the Maternity Benefit Act, 1961 42
2.13 Minimum Wages under The Payment of Minimum 43
Wages Act, 1948
2.14 Equal Remuneration practice in the organization 44
2.15 Medical benefit provided 45
2.16 Drinking water facility provide 46
2.17 Sanitation facility provided 47
2.18 Conducive work environment provided 48
2.19 Timely contribution to Employee State Insurance 49
Corporation
2.20 Timely contribution to Employee Provident Fund 50
2.21 Timely contribution to Employee Pension Scheme 51
vi
2.22 Timely Bonus payment 52
2.23 Health provisions provided 53
2.24 Welfare provisions provided 54

2.25 Safety provisions provided 55
2.26 Responsiveness of the Human Resources 56
2.27 Relationship between awareness and satisfaction 57
level
level
Page |1
CHAPTER 1
INTRODUCTION
1. INTRODUCTION
Statutory compliance refers to the laws which are to be covered and which are enacted to deal
with both employment and non-employment, wages, working atmosphere, industrial relations,
social security and welfare of the persons who are employed in the company. These legislations
refer to the laws passed by government, provided for social and economic securities to the workers.
These laws are passed with the main aim of reducing the production losses which might arise due
to industrial disputes and which may enable the employer with timely payment of wages and other
possible amenities to the workers.
The Statutory compliance establishes a legal system which facilitates productive, individual
and collective employment relationships and therefore leads to a productive economy and in return
which provides framework within which employers, workers can represent and interact with regard
to work-related issues and which serves as achieving harmonious relations in regard with
workplace democracy.
The regulation of the collective relations of workers and employers includes laying legal
guarantee for the right of workers and employers to occupational organizations and also regulates
the mechanisms for worker participation at enterprise level.
Irrespective of the legal tradition, the challenge of employee reform is twofold: one is to afford for
better protection for basic rights of workers, secondly to provide for greater flexibility to regulate
employment relationships to enhance productivity and economic growth.
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1.1 COMPREHENSIVE COVERAGE OF STATUTORY REQUIREMENTS
Acts covered under this organization are listed below

 Shops and Commercial Establishment Act (S&E)
 The Employees Provident Funds and Miscellaneous Provision Act- 1952 (EPF)
 The Employees State Insurance Corporation Act- 1948 (ESIC)
 The Contract Labour (Regulation & Abolition) Act- 1970 (CLRA)
 The Minimum Wages Act- 1948
 The Payment of Wages Act- 1936
 The Payment of Bonus Act- 1965
 The Maternity Benefit Act- 1961
 The Payment of Gratuity Act- 1972
 The Employees Compensation Act- 1923
1.1.1 Shops and Commercial Establishments Act (S&E)

Objective of the act
 To regulate the conditions of work and employment in the establishments.
Applicability of the act
 Compulsory registration of establishment must be made within 30 days of the
commencement.
 This act lays down the hours of work per day and week.
 It lies down guidelines for spread-over, rest interval, opening and closing hours, closed
days, national and religious holidays, overtime work.
 Lays down the minimum wages to be paid.
 It also lays down the rules for annual leave, maternity leave, sickness and casual leave, etc.
 It also lays down rules for employment and termination of service.
 This act advises the employer to maintain registers and records and display the notices to
the employees.
1.1.2 The Employees Provident Funds and Miscellaneous Provision Act - 1952 (EPF)
It is formed to administer the mandatory contribution towards the PF scheme by both the
Page |3
employees and employers.

 To protect the interests of the employees even after their retirement.
 To provide insurance to the employees and their dependents against risk of old age,
retirement, discharge, retrenchment or death.
 This act applies on every establishment where 20 or more persons are employed.
 Any establishment where there are less than 20 employees can also be covered under this
act voluntarily.
 The employee provident fund is administered by the Employees Provident Fund
Organization (EPFO).
1.1.3 The Employees State Insurance Corporation Act - 1948 (ESIC)
This act is administered by the Employees State Insurance Corporation for social security of the
employee.

 Regulated for prominent social security legislation in India.
 To provide certain benefits like medical benefits, sickness, maternity and employment
injury benefits to employees.
 Applicable to all establishments with the aid of power where 10 or more persons.
 This act is applicable to the employees whose salary doesn’t exceed Rs.15000 per month.
1.1.4 The Contract Labour (Regulation & Abolition) Act - 1970 (CLRA)
 To prevent exploitation of contract labour and also introduce better conditions of work.
 Applies to the principal employer and the contractor of an establishment where 20 or more
Page |4
employees are employed for preceding 12 months as Contract Labour.

 The principal employer or the contractor must obtain the necessary license for the purpose
of registration after payment of prescribed fees. The license is valid for a particular period
and can be revoked when it is obtained through misrepresentation or suppression of
material facts.
1.1.5 The Minimum Wages Act-1948

 To provide minimum wages in the case of certain specified employments.
 This act binds the employers to pay the minimum wages fixed under the ac from time to
time.
 The Central and State Government have authority to fix, review, revise and enforce the
minimum wages.
 Payment of wages below the minimum wage rate amounts to forced labour.
1.1.6 The Payment of Wages Act-1936
 To regulate the payment of wages of specified class of workers.
 To ensure timely payment of wages and prescribes the mode of payment of wages to the
employed persons.
 To provide for prompt and effectual remedy to the workers against illegal and unjustified
deductions from the wages.
 Applies to all establishment where persons are employed directly or through contractors
for the specified establishment.
 Applies to all employed persons to whom wages are payable in respective wage period and
the wages do not exceed Rs. 10000 p.m. or such other higher sum.
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1.1.7 The Payment of Bonus Act-1965
 To provide and regulate the payment of bonus to employees either on basis of profits,
productivity and for matters.
 Applies to every establishment in which 20 or more persons are employed on any day in
an accounting year.
 Government may also apply the act on any establishment which has less than 20 but not
less than 10 persons are employed.
1.1.8 The Maternity Benefit Act-1961
This act regulates the employment of women for certain period before and after the child birth and
it also provides for maternity and certain other benefits such as creche, etc.
 To protect the dignity of motherhood by providing complete health care to women and her
child.
 To provide assurance that her rights will be protected while she is at rest under the
maternity benefit.
 Applicable to every establishment in which 10 or more persons employed on any day of

the preceding twelve months.
 Maternity benefit is paid at the rate of the average daily wage for the period of the actual
absence. The average daily wage means the average of the woman ‘s wages payable to the
her for the days on which she has worked during the period of three calendar months
immediately preceding the date from which she avails leave for maternity.
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1.1.9 The Payment of Gratuity Act-1972
Objective of the study
 To provide a scheme for the payment of gratuity to employees in establishments upon their
superannuation, retirement, resignation, death or disablement due to accident or disease.
 To aid the employee with monetary benefits.
Applicability of the study
 Applies to all establishment in which 10 or more persons are employed on any day of the
preceding 12 months.
 It also applies on establishment which are specified by the Central government by

notification.
 Payable to employees who have rendered continuous service of at least five years.
1.1.10 Employees Compensation ACT-1923
This act imposes statutory liability upon an employer to provide payment to the employees when
they suffer from any physical disabilities and diseases during the course of employment.
Objective of the study
 To provide wage replacement and medical benefits to employees injured in the course of
employment in exchange for the employee ‘s right to sue their employer for negligence.
Applicability of the study
 It applies to all establishments such that the safety of the employee and security of the
employee ‘s family is ensured.
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1.2 INDUSTRY PROFILE
Proconnect Supply Chain Solutions Limited has its root from Redington India Limited
Company was incorporated as G. Kewalram Private Limited on May 2, 1961 with the Registrar
of Companies, Maharashtra. On December 9, 1981, the name of our Company was changed to
Kewalram Private Limited and subsequently to Redington (India) Private Limited on April
28,1987. The registered office of our Company was transferred to Chennai, Tamil Nadu by the
Company Law Boards order dated July 13, 1994.
The change of name to Redington (India) Limited with effect from on October 01, 1996
with the Registrar of Companies, Tamil Nadu on which date our Company became a public
limited company. Subsequently, on January 10, 2002, the word "Private" was inserted in the
name of our Company pursuant to Section 43A (2A). The word "private" was deleted from the
name of our Company pursuant to Section 44 (a) of the Companies Act, 1956, and our
Company became a public company with effect from March 15, 2002.
The Company had acquired Redington Gulf FZE (Middle East and Africa operations) in
April of the year 2004 from Redington Mauritius Limited and also acquired some value in
Redington Distribution Pte Ltd (Singapore, Bangladesh & Srilanka Operations) as well as
Cadensworth (India) Pvt Ltd in April of the year 2005. Also, in the year 2005, Redington
had entered into consumer durable distribution area. During the year 2006, the company had
acquired 100% shareholding of Redington Distribution Pte Limited and Cadensworth
(India) Private Limited. A distribution agreement was made between the company and
Apple Computer International Pvt Ltd., Bangalore (Apple Computer) in the year 2007 for
distribution of Apples range of products in India. The Company forged partnership with
Adobe in February 2008 to successfully position Adobes product offerings to increase its
reach and tap more verticals in the Indian market. Authenex made tie-up with Redington in
July of the same year 2008. Power management firm Eaton Corporation signed a nationwide
distribution pact with Redington India in August 2008 to deliver its single-phase
uninterruptible power supply (UPS) system.
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1.3 COMPANY PROFILE
PROCONNECT SUPPLY CHAIN SOLUTIONS LIMITED
ProConnect Supply Chain Solutions Limited is a supply chain management &

warehousing specialist and end to end supply chain specialist we offer more than just the
ability to support your business operations with a well-planned and sophisticated cohesive
package of end to end supply chain solutions. Head Quartered in Chennai, India, ProConnect
operates PAN India with a growing Network of over 160 warehouses of 6 Million Square
feet dealing with 150000 tons stocks. As a neutral Service provider, we offer a full range of
3PL services to Clients covering all verticals including new age businesses and mission
critical support. They also offer the State-of-the-art Warehouse Management System (WMS)
with Online Communication links which can be integrated with any ERP to meet today's fast
paced businesses. ProConnect currently deliver to more than 36,000 customer locations with
an effective nationwide network and provide End to End supply chain solutions to over 150
leading brands.
Proconnect Supply Chain Solutions Ltd provides warehousing and supply chain services.
It offers third party logistics, reverse logistics, in-plant logistics management, project management,
supply chain consulting, mission critical, e-commerce, and transportation services. The company
also provides warehouse management system with online communication links. It serves markets,
such as consumer durables, IT hardware, telecom, lifestyle, FMCG, food products, engineering,
and non-hazardous chemicals.
1.3.1 VISION
Vision is to make ProConnect the most innovative Supply Chain Management
Services Company, focused on highest value creation for its customers and shareholders.
1.3.2 MISSION
At ProConnect, they strive to provide our clients with best of services customized to
meet their unique needs through effective collaboration, management and optimization of its
integrated value chain.
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1.3.3 QUALITY
At ProConnect Supply Chain Solutions Limited are committed to provide a best -in-
class Supply Chain Solutions to all our clients that enhances customer delight through our
relentless pursuit of perfection in our operations that consistently meet the customer
requirements. We will strive to continually improve our core competencies to meet the
market requirements. The quality is equally served to all the customers with enthusiasm taken
as always as feedback.
1.3.4 MILESTONE
 FORMED SCM TEAM-In 1993, started the supply chain services in India as a part
of Redington (India) Ltd. In 1996 setup warehouses on a PAN India basis.
 STRENGTHNED SCM- During 2002-2006, acquired capabilities to manage end to

end supply chain solutions.
 FORAYED INTO 3PL- In 2008 Forayed into 3PL by providing warehousing and
transportation services to Telecom and Lifestyle customers.
 ADC CHENNAI- In 2009, built state of art warehouse facility (Automated

Distribution Centre) in Chennai. Unlike the other warehouses, in which the shortages
are ‘flat ‘and more spread out (horizontal), these ADCs have multiple height storage
with Very Narrow Aisle (VNA) Technology.
 HIVED AS PROCONNECT- In 2012 October, ProConnect Supply Chain Solutions

Ltd has been formed as a separate company. This helps in providing more scalable
and customized services to customer ‘s needs based on market conditions.
 AWARDED AS 3PL COMPANY OF THE YEAR HITECH- In 2008 a one more

addition of Feather in the cap; Won the prestigious award of ‘‘Best 3PL Company of
the Year- Hi-tech” at the 8 th Express, Logistics & Supply Chain leadership Conclave”.
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 CROSSING Rs100 CRORE TURNOVER- In 2015-2016 financial year, we cross

the 100 crores turn over milestone. We achieved this in just three years by providing
on time quality services to our clients.
 ISO CERTIFICATION/ECOM PENETRATION- In 2016-2017, ProConnect

started providing its services to the E-Comgiants of the country. In the same period,
we got ISO certification. Now our process is certified with ISO 9001:2008 Quality
Management System (QMS).
 NEW ACQUISITION- In 2019, acquired 90% stake from AUROMA LOGISTICS

PVT. LTD.
1.3.5 OPERATIONS
 160- WAREHOUSES
 60000- STOCK KEEPING UNITS
 150000- STOCK TONS

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1.3.6 DEPARTMENT CHART

HR DEPARTMENT CHART
(Source- www.proconnect.co.in)
Chief financial officer
HR Consultant
Manager Assistant Executive Senior

HR Manager HR Executive
HR HR
Senior
Executive Assistant
HR Manager
HR
Fig.no: 1.3.1 HR Department Chart
1.3.7 STANDARD OPERATING PROCEDURE (SOP)
Adhering to statutory compliances is necessary for all big and small companies in the world to
keep their businesses safe from the statutory trouble. A deep knowledge of statutory compliances
is required to minimize the risk associated with the noncompliance of statutory requirements.
An organization’s Employee Handbook is one of its most important documents. The Employee
Handbook is a communications tool that should clearly articulate the organization’s policies and
procedures and how business should be conducted. ProConnect Supply chain management ltd
maintains Standard Operating Procedure (SOP) this provides details to the employees to perform
their work efficiently. It also describes fundamentally the technical and operational elements which
should be managed under a work plan. It also acts as a guide to employees, employers, auditors.
SOP is prepared so that the quality control and quality assurance are enhanced.
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1.3.8 COMPLIANCE CHART

STATUTORY COMPLIANCE CHART
(Source- Employer ‘s Hand book)
Board
Audit committee of Board
Corporate Corporate
Compliance Accounts
HR
Officer Department Department
Location
Head/
Accountant
Fig.no: 1.3.2 Statutory compliance chart
1.3.9 HR POLICIES AND PRACTICES

Compliance Management
Complying with the employment laws are the critical part of the organization. It is the crucial
function to be adhered by the HR consultants in an organization. As non-compliance of such
statutory requirements may result in unfair employment practices, unsafe working condition,
dissatisfaction which may affect the profitability ultimately.
Training and Development
The HR professionals must provide the employees with necessary tools for their success with
extensive orientation training to help transit into the new organizational culture. Its important for
an organization to provide leadership training for professional development of the employees. The
leadership training will be helpful for the newly hired employees and promoted supervisors and
managers to handle the employee relations in the department.
Safety of the employees
Providing for the Safety of the employees is the foremost important function of the employer.
Under the Occupational Safety and Health Act, it’s the responsibility of the employer to provide
P a g e | 13
for the safe working conditions for employees. It is mandatory to the employers to support
workplace safety training and maintain logs for injury and fatality reporting occurrence in the
workplace.
Recruitment
The ability of the HR professionals lies in the filing up the vacancies in the organization. They
provide recruiting and staffing services to the organization and it plays key role in developing the
workforce of employer. It’s the responsibility of the employer to advertise for job postings, source
candidates, screen applicants, conduct interviews and co-ordinate hiring with the responsible
managers for making selection.
Employer-Employee Relations
This function must be handed to the expertise in the organization and have entirely separate
functions which can be managed by some HR specialists. This discipline must be concerned with
strengthening the employer-employee relationship through measuring job satisfaction, employee
engagement and resolving the workplace conflict. This function includes developing management
response in organizing campaigns and rendering interpretations with contract issues.
Handling compensation
The HR department is responsible for various aspects of employee compensation. This

department typically handles employee payroll and ensures employees are paid accurately and on
time, with correct decisions. This department also manages compensation programs which
includes pensions and other fringe benefits which are to be offered by the employer.
Employee benefits
The HR department manages all aspects with reference to the employee benefits which may
include health insurance, long-term disability programs as well as employee assistance and
wellness programs. This department keeps track of employee absences and job-protected leave,
such as medical leave. This department ensures proper disclosures regarding benefit eligibility or
if there are no longer benefits available to the employee which may be because of layoff or
termination.
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1.4 Review of Literature

Monga (1980), conducted a study on implementation and awareness of labour laws in
Haryana. He focused mainly on the machinery for implementation of labour laws and the
impediments confronting the implementation. He has found that the staff deployed for enforcement
of labour laws are inadequate, inspections are not frequent, the status of supervision of returns
under various laws reveals a duelsome picture, procedures are frivolous and vexatious, penalties
imposed for offending legislation in the state are fine and the penalty of imprisonment is rarely
imposed. He concludes that the absence of adequate awareness about the laws is the major factor
for inadequate enforcement of law
Sharan (1980), conducted a study on working conditions and job satisfaction. Six aspects
of working conditions studied were wages, job security, benefits, promotional prospects, physical
atmosphere at work, and social relationship with immediate bosses. The researcher found that the
accumulative effects of these adverse working conditions have rendered work unpleasant for the
respondents. Further it was found that if these working conditions show any marked improvement
particularly in wages, then the respondent's satisfaction with their job is likely to improve
considerably.
Deepak Bhatnagar (1985), in his study evaluates the effectiveness of the Employees
State Insurance Scheme. He has found that the employees are uncomfortable on the issue of their
contribution towards the scheme. Majority of the employees are not fully aware of different benefit
schemes as admissible under the Act. Medical certificates are easily available to the insured
persons. He suggests that steps should be taken to curb this tendency of tax certification.
Rawat (1988), has attempted an investigatory and analytical study of the state policy on the
subject of formulation of legislation relating to labour welfare and implementation of welfare
measures and programs in various industrial sectors in industrial areas in the country. He concludes
that there is a need in the country to establish more welfare funds for agricultural, unorganized
labour, construction workers, handloom workers, etc., has been done in the case of coal, mica, iron
ore and limestone and dolomite mine workers. No efforts to improve the well-being of the toiling
workers can be successful so long as they lack legal literacy and remain ignorant of their rights;
duties and welfare measures are imposed upon them from outside. Labour welfare is no bounty
gift, reward or premium. Indeed, it is workers’ right.
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Matthes Karen (1992), points out that today’s workers switch jobs, and even careers,
several times over the course of their lifetime. As a result, traditional pension plans, which use
length of service as a primary factor to determine retirement income, do not hold the same appeal
for today’s employees. Since defined benefit plans accrue most of their income at the end of an
employee’s service, today’s on-the-move workers will receive only minimal retirement income
when they leave. Defined contribution plans attempt to solve this problem by basing retirement
income on an employee’s average career income. In this way, employees can leave their jobs after
only a few years of service and receive an acceptable sum of money. During the past 3 years,
employers have terminated more than 84000 pension plans, and defined benefit plans have
accounted for more than 1/2 of those terminations. A cash balance plan, a hybrid of both defined
benefit and defined contribution plans, provides employees with individual accounts that can grow
over time based on a percentage of pay plus interest credits.
Adriana Marshall (2007), Explains that non-compliance with Labour Legislation in
Latin America: A Cross-Country Analysis. This study tries to fill the gap of non-compliance with
labour and social legislation with the regulations prescribed by the other countries and it examines
the trends in compliance as it is the key factor of the workplace. The compliance levels may be
determined by the restrictions on labour legislations and also dismissals cost affects the
legislations. This study also states that the degree of competition, cultural norms, corruption levels
are some of the factors which arise because of non-compliance. Stringency of regulations and non-
wage labour costs influences compliance and these may be contingent. This study ensures whether
the employers conforms to the laws raised by the collective labour rights. This concept though
overlaps but there are some distinctions between formal and informal employment and these ideas
are to be developed exclusively such that the regulations applicable to waged workers. This study
states that stringency of protection must be fostered with labour protective regulations and analyse
its determinants and increase its exposure to external competition through trade liberalization. This
study concludes that compliance with regulations on health and safety at the workplace is required
for better performance of the organizations. It is necessary to comply with all labour regulations
for the effective working conditions.
Simon Deakin (2009), studied that nature of labour law norms whose ideology is framed
by the production of empirical data and application to the policy issues which prospects the labour
regulation in future. Little attention is paid to the legal system which can be a potential to shape
P a g e | 16
the social and economic outcomes. Minimum wages and employment protection laws can be
regulated by assessing the outputs such as unemployment and productivity with regard to legal
form. This study assumes to self–execute and concern with issues that concerns incompleteness
and unexplore the legal rules. This study states that the result is less clear on the policy formation
process should benefit the national and local contexts in shaping the labour law rules. The
economic effects of labour law focus on wage regulation, employee protection and collective
labour law. It also focusses on quantitative and comparative literature largely and its intented to
imply and explores its operation. Selection of material also highlights the theoretical and
methodological innovations which relates to the empirical effects of labour legislations. This
analysis promotes the emergence of data sources which forms indices of labour regulation and also
throws light on casual influences on law to the economy. Appropriate levels must be set for
minimum wage such that position of the households whose income is low can be improved and
impact productivity and encourages training and innovation at firm level. This study stresses effect
off labour laws which cannot be predicted and use models of universal application depending on
the interaction with national, regional and industrial conditions.
Sean Cooney, et al (2011) Focuses on the regulatory approach for the operation of the
labour markets and their employment relations which has the theme of the social sciences. The
legal system has influence on the academic debates. Every organization has their own legal style
and it is determined by some factors. This study derives content from the previous studies that the
relationship between labour laws and political orientation of government which is found to be
strong and have with high aggregate scores. This study found that the protective regulation is
associated with civil laws. The legal origin has significant consequences which forms the extent
of labour market regulation and is obvious implication for the employment relation. The economic
forces, globalization and competition challenges the government in maintaining labour market
regulations. This study is concluded with the laws for workers to interact with the shareholders
and creditors and about resource allocation and economic performance about the nature of the legal
system as of how it can be changed.
Sean Dougherty, et al (2011) studies that India is known for the stringent employee
regulations and it has also recorded impressive output growth rate in 1970s. the major challenge
in infrastructure and product regulation is blamed on labour laws. The laws fall under joint
jurisdiction of state and central governments. All states amend labour regulations, rules and
P a g e | 17
practices independently. This study focuses on evaluation based on regulation of labour market
differences which are across state. This study also indicates that higher labour shares will also
increases the cost of hiring and firing workers and also exploits the employment protection.
Vidu Badigannavar, et al (2012) Studied that Labour market deregulation
disproportionate powers on both workers and trade unions of the economy and results in industrial
conflict and poor productivity. This study helps to examine the labour regulatory framework
protection on the interest of the workers and trade unions at workplace. They stated that Indian
labour regulatory framework has found that impact of labour laws is largely on growth and
employment. It is found that workers and unions are increasingly vulnerable to employer excesses
which is due to poor legislative provisions compliance by the employers. The use of unfair labour
practices by the employers has caused such violations and raised concerns about the role of state
in implementation and monitoring the labour laws. They have found that if these laws are violated
by large number of employers then they will have no relevance and deserve no place in statutory
books. It is also stated that these laws provide basic protection and welfare for the workers in a
society and non-compliance of which do not recognize the trade union or are unwilling to honor
the basic rights of their employees for enforcement of these laws.
Jens Lerche (2012), Studied that the impact on labour relations and conditions and the
overall policy direction which are related with welfare policy and alternative rights of the labour.
The emphasis of social protection has inherent dangers which are not likely to overcome the
inequalities which forms the basis for the welfare and political mobilization of informal workers.
The main objective of international community is decent work which is regard to labour. India is
one of the founding members of ILO and it has a noticeable engagement with ILO and it has found
that government of India signed up the decent work agenda in Feb 2010. ILO impacts labour
relations and its conditions and also effects overall policy direction. ILO argues that the work
arrangements leads to vulnerability and poverty. ILO ‘s approach is very much in line with that of
the Keynesian ideology. The ILO doesn’t possess any analytical strength towards the economy-
based analyses and it succeeds in identifying workers under a broad group similar to that of any
political economy analyses does. The decent agenda under this study focuses on child and forced
labour which is yet to show their major results. The conditions of work and pay in India are yet to
improve for the informalized labour. The labours are found in the weak bargaining position which
is lead to huge informalization made by government and the employers. This study concludes that
P a g e | 18
the decent work agenda has to treat their working conditions, employment rights and social rights
and have to interlink them in such a way that they can deal with the existing issues such as social
and economic inequalities. The absence of fair policies can become threat for political
mobilization. Therefore, the regulations must focus on social floor policies which may strengthen
the bargaining position of the informal labour
Richard Mitchell, et al (2013) Studied that there was lack of deep research about the
evolution of labour law in many developing countries. This study focusses on providing
development of the labour laws in India as the system is complex and the legislation is general and
has been sketched out to meet up the broad parameters of the government in relation with the
regulation of the employment and labour market. Labour law doesn’t specifically denotes about
application of legal or regulatory conventions but it also focusses on laws which varies economic
and social contexts. Labour laws provides framework to settle up the disputes in the industry. This
study has analyzed that India is a quasi-industrialized society and also a rapid growing economy
but industrialization is not up to the mark. Even India cannot shape labour law in a confined manner
when compared with the major nations like China, Indonesia, etc. this study cannot assume that
the same pattern will be followed by the developing countries in industrialization as of the
developed. The rights of labour in India is influenced majorly by the customs, tradition, caste,
religion and class. Therefore, this study suggests to extend the protection of labour laws with new
approach.
Sunwook Chung (2014), Studied that increase in stakeholders increases in compliances
with labour laws and also adds that different interests lead to variation in compliance across
different labour law provision. In this study a backdrop is examined and compliance with labour
law is ensured. Pressure on employers is not made alone by the state agency and also increasing
important roles also influences employer compliance with labour laws. The interest of the
stakeholders is clear that it is towards compliance with or violating the legal provisions. The law
enforcement is active with the influence of pressures from new stakeholders, labour intermediaries,
and workers directly or indirectly. The platform provide opportunity for labour intermediaries by
organizing legal aided sessions which offers newspaper column sections which serves part time
arbitrator. This study suggests the workers to raise their voice for their thoughts and complaints. It
also encourages workers to introduce themselves and raise concerns for various complaints from
personal to workplace and to manage unfair treatment.
P a g e | 19
Rajlakshmi Wagh, et al (2015) Studied that the statutory provisions to be made by the
organization for the betterment of the working conditions and increase in the wage level of the
workers. This study enhances about the various welfare measures provided by the organization to
the workers and the positive role played by the organization to increase productivity and reduce
industrial tension. The organizations have to follow the strict provisions laid by the Indian Labour
Organizations and also have to provide for the regulations made by the statutory authority under
the Factories Act with reference to Welfare and Safety provisions. This study also implies the
importance of implementing the schemes laid by the government and it also observed that
government welfare policies and Corporate Social Responsibility (CSR) are to be practiced by the
organizations such that they work efficiently.
Rahul Suresh sapkal (2015), studied on effect of Employment Protection Legislation
(EPL) on contract workers who are temporary. These temporary workers constitute majority of the
portion in the labour market in developing countries. EPL helps to adapt fluctuations in production
processes. The features of this study are to focus on the regulations framed by the developed
nations and enforcing compliance with labour regulation which may constrain the demand for the
contract workers. The firms may find a way around if strict EPL is enforced by authorities to
protect the rights of regular workers they may do so by increasing the demand for temporary
contract workers as they are exempted from compliance. Firms more flexibly adjusting workforce
by hiring differentially more temporary contract workers for variable enforcement. This study
denotes that the firm prefer to employ greater number of contract workers such that the labour cost
are minimized rather than enabling them to adapt fluctuation in the product market. This paper
indicates that there are many other factors other than EPL and enforcement which may affect rise
of contract workers in the economy which may also constitute a reason for industrial climate
changes.
Kanchana. S, et al (2015) studied that the construction industry is second largest
employer and it is also implied that it’s one of the hazardous industries and also large and complex.
The safety awareness has been increased in the industries from the past years and it has been due
to high cost incurred in compensation paid to workers, work related injuries, insurance, indirect
cost of injuries, etc. this study implies that there are several factors which causes health problems
in an industry and also shows that 39.9% of the fatalities are caused by falls and the next object is
by struck and by incidents and by electrocution. This study also details about the safety provisions
P a g e | 20
ensured by the industry regulated by the government such as framing up a safety policy, ensuring
safety organization, and enroll safety training and formulate safety committees, provide first aid,
lighting, personal protective equipment and welfare facilities to the workers. This study also
suggests to improve communication facilities within the various departments in the industry such
that the accidents can be avoided. This study concludes that increase in complexions must be aided
with increased protective measures by the labour welfare committees and various laws must be
formulated to ensure labour protection. The employer must have a proper check on legislation and
draw up proper health and safety plan to enhance worker welfare.
Josef Montag (2015), Studied that the effect of differences in regulation of women labour.
The position of women is affected by various factors in the labour market such as income
inequality, opportunities, division of labour, etc. some laws and policies are aimed at altering the
outcomes of women and general economic and market regulation. This study suggests that Female
participation in the labour force decreases with labour regulation. Though there are many negative
effects of higher wage inequality, women labour gain market competition and trade. This study
analyses how market rigidity affects women ‘s job opportunity and decrease their wage-earning
capacity. Developing countries’ attitude is totally disadvantageous towards women as poverty is
high among working women when compared with men and the additional income which is earned
by women plays important for the well-being of concerned family of the women labour.
Nausheen Nizami (2016), Studied that the nature of the labour regulations and their
applicability to the industry. Its aim is also to examine conditions of work and variations occurring
in gender and other socio-demographic characteristics. Two group classification of Indian labour
laws that are Factory and Shops and Commercial Establishments Act and Factories Act. These
establishment covered under Factory, Shops and Commercial Establishments will not be governed
by Factories Act. IT leaders are of the view that industry doesn’t require labour regulations because
of the work culture and the workplace and decided to propose own employment and labour
policies. This study highlights the malpractices which are prevalent in the industry. To find out the
systematic flaws in theory and practice then it is important to note the gap between actual and ideal
working conditions of the particular sector. This study has found that the application of the labour
laws can protect the interests of the workers of the industry. This study suggests that the flexible
work culture of the industry must be set and it must not extend beyond 8-9 hours per day and
employers must provide their employees with work-from-home options such that productivity is
P a g e | 21
improved and time can be saved from travelling and they must also provide for the work life
balance. Adhering to the above conditions will enable employees to spend time with their personal
life and will also help in minimizing the impact on health conditions. This study advices employee
friendly policies such that existing worker forums will become effective and ensure employee
safety. This study concludes that work conditions can be improved by adhering the labour
regulations.
Lukas Ehlers, et al (2016) Study is initiated to develop a valid measure for Employment
Relations Quality Levels (ERQL). This study is made to recognize employment relationship
behaviours which are rooted in formal and psychological dimensions of employment relations. It
is said that actual or contractual levels of compliance can be rarely assessed by supervisors or
subordinates due to limited knowledge or understanding which often gets complicated.
Compliances with the constitution, labour legislation, collective agreements, workplace directives,
etc... provides for supervisory behavior and establishes harmonious employment. This study
suggests that there is a strong relationship between procedural justice perceptions and
organizational trust levels and its confirmed by research that perceived procedural compliance and
organizational justice can create mutually beneficial social conditions such as trust and
commitment, job appraisal, improved customer satisfaction, and good employment relations. This
study concludes that the ERQL measure can be useful for identification of deep-rooted problems
in supervisory relations.
Karthikeya Naraparaju, et al (2016) Studied that the selected labour laws relating to
job security as it is cost effective and which affects the labour regulations on worker welfare when
the firm size is lower. Adequate emphasis is not provided as there was no estimates relating to the
non-compliance with the labour laws. This tudy tries to fill the gap between labour regulations and
the compliance relating to the social security of the workers. The Employee Provident Fund and
Miscellaneous Provisions Act, 1952 has been formulated for the social security of the workers
whose wages are below a threshold and are required to contribute certain percentage of their
earnings to the fund. Contribution is made to this fund is made to enhance economic growth, to
reduce poverty and to generate adequate number of productive jobs and various initiative are taken
by the government for creating additional jobs in the formal sector. This study also implies about
the importance of evidencing the extent of compliance of such regulations with relation to EPF
Act.
P a g e | 22
Kailas. C (2017), studied about the informal sector which commonly includes child labour
practices. The opportunity of getting employment is becoming rare in public sector. Informal
sector is inclusive of both skilled persons who are unable to get jobs through public sector but also
such unskilled workers who are been rejected by the public sector for having less than the minimal
educational qualification which has made the informal sector, a diversified employment giver
sector. Though there are various laws related to organized sector but quite few laws regulate the
working of the unorganized. But the contribution made by the informal sector is really very
substantive in terms of income, employment and savings for households and GDP. Therefore,
getting reliable data with reference to the unorganized sector has become very difficult because of
non-registration of many of the enterprises. Therefore, this study shows the importance of the
employment of informal sector for the performance of the organizations and its contribution to the
economy.
Anirban Karak, et al (2017) studied that the importance of the climate of industrial
relations and profitability. They have analyzed that profitability has more variation with regard to
industrial performance. They have added that 1 percent decrease in the rate of profit is related to
1 percent increase in the man-days lost to all industrial disputes. They have suggested that
profitability is the major determinant of industrial performance over climate of industrial relations.
Therefore, they have concluded that Maharashtra has progressed has it didn’t have to do anything
with the organization climate whereas West Bengal has declined in the other side due to lack of
concentration on the profitability.
Yogima Seth Sharma (2019), Initiated codification of labour laws on equal
remuneration, wages, minimum wage rates and bonus payments to the employees. This code has
been passed by both Parliament houses which is still awaited for Presidential assent and
publication in the Official Gazette. This is proposed by government to pave way for the other
labour codes including the codes on employee health & safety and social security. The code on
wages regulates wage and bonus payments and aims at providing equal remuneration to the
employees. It also aims at transforming old and obsolete labour laws into more accountable and
transparent ones. It is said that these codes will applicable on organized and un-organized sectors.
It is decided that the central government will make decisions related to wages for employments
such as railways, mines, oil fields, central public sector undertaking, etc. and the state government
shall make decisions for all other employments including private sectors. This policy decision is
P a g e | 23
considered to be important decision taken by government during this term. It has potential to
impact almost 500 million workers in the country. This is a long-standing agenda of government
to codify and consolidate labour laws to promote ease of the business. It is said that amongst the
several benefits, the codification removes multiplicity authorities without compromising on the
basic concepts of employee welfare and benefits. Though it has succeeded in combining the
various laws the substantive provisions yet exist under the code on wages. This study is concluding
that simply merging various laws doesn’t reduce problems such as growing unemployment, skill
shortage, etc. but only time can tell whether it can withstand.
Secki. P (2019), Studied that the IT industry is the major driver of the productivity across
sectors and raising wealth & incomes of the individuals. Insecurity in the employment may be the
instances of mass layoffs, sudden dismissals and redundancies. Industrial practices are the major
result provider of ground work which were laid in initial years. Industries spanning in 1990s and
2000s resulted by both high growth and high attrition and the slowdown in growth of industry has
tightened the job market because of the varied methods used by employers to resort and improve
productivity. Therefore, the role of Employment relations is huge for any industry to balance their
workforce.
Anshul Prakash, et al (2019) Provided brief analysis of judicial decisions provided by
supreme court of India and High Court of Bombay on matters pertaining to Labour and
Employment matters pertaining to maternity or paternity leave, wage claims and communication
of performance appraisals to concerned employees. It is said that performance appraisals are
essential for every organization to efficiently perform and to adopt different mechanisms for public
and private sector. Public sector ‘s performance appraisal is guided by directions and procedures
issued by concerned departments and Appropriate government. There are no judicial precedents
dealing with the issues in case of private sectors. The private sectors formulate their own policies
related to performance appraisals to ensure transparency and to communicate remarks to
employees and conformity to the principles. Therefore, whatever may be the concern private or
public, they have to adhere the policies framed by the government to formulate efficient
performance appraisal.
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1.4.1 RESEARCH GAP

Amid the resurgence of interest in such researches, literature review indicates that:
 Very little attempt is made on knowing the statutory requirements which are to be complied
by the organizations. Attention was on the benefits enjoyed by the employee with regard
to such compliance.
 The employee ‘s state without such compliance is not stated.
 Study focuses on the general acts such as ESI, EPF but acts like Shops and Commercial
Establishments Act was not provided with much importance.
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1.5 NEED FOR THE STUDY
Adhering to the legislations is necessary for all the companies to keep their business free from
statutory issues. Knowledge on such legislations is at most necessary for minimizing the risks of
the business. The need of the study is to understand and identify the failure of complying the
legislations that may lead the company to pay heavy penalties. The Companies Act may lay down
the maximum as well as minimum quantum of penalty for a particular offence. Presently, the
company has 110 employees and it is trying to expand their operations by 10% in the forthcoming
year. The need for the study is to find out whether the organization is well practicing its labour
regulations and to check upon the compliance made in the organization and to know how
satisfaction level affects the operations of the organization. The need for the study is to know about
the level of awareness about the statutory compliance to the employees in order to avoid the
exploitation of employees benefits and helps to improve the knowledge of employees about their
rights on statutory compliance and forms needed for statutory compliance are studied.
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1.6 OBJECTIVES FOR THE STUDY
PRIMARY OBJECTIVE
• To analyze the HR statutory compliance at the organization.

• To know the employee awareness towards the statutory acts to be complied by the
organization.
SECONDARY OBJECTIVES
• To study existing legal framework in India.
• To find out how these legislations affect employee morale.
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1.7 SCOPE FOR THE STUDY
 This study helps to find out the HR statutory compliance of the organization with
legislations.
 To find out whether the employees are provided with the statutory requirements as to
ESI, PF, etc.
 To find out the various benefits provided to employees such as medical benefits,
insurance, etc.
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1.8 RESEARCH METHODOLOGY

The research methodology deals with various aspects of research, it talks about the types of
research to be used, the research plans, how data can be collected either by primary or secondary
sources. It also plans what type of questionnaire to be followed and what ranking scales to be used.
The research decides about the sample frame (size), research boundary and the various statistical
tools to be used in data analysis and interpretation.
DESCRIPTIVE STUDY
Descriptive research is used to describe characteristics and behavior of sample population. The
variable of this study are practical problems during implementation, employee’s perception. This
study was carried out with the insight to understand various provisions under statutory compliances
and benefits provided to the employees. This study attempts to identify the awareness levels of
employees towards the social security legislation.
DATA COLLECTION
To achieve the objectives of the study following data has been collected
Primary Data
The primary data collection was done with the help of survey among the employees. A
questionnaire has been framed regarding the statutory compliances and benefits provided to the
employees with respect to employee perception was designed. All the information was collected
with the help of face to face interview with employees
Secondary Data
The secondary data collection has been collected with the help of official website of the
company(https://proconnect.co.in/), company annual report, journals, books.
Sampling unit
110 employees are working in the organization. Therefore, it is the population for this study.
Sample size
86 employees are selected as the sample size for conducting the study.
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SAMPLING TECHNIQUE
SIMPLE RANDOM SAMPLING
Simple random sampling is a sampling technique in which the researcher selects samples randomly
based on chance. In this probability each employee has an equal opportunity to be chosen to be
part of the sample. This method is chosen because of the prevailing COVID situation as sample
collection based on other methods is not feasible.
STATISTICAL TOOLS
CORRELATION
Correlations are useful because they can indicate a predictive relationship that can be exploited in
practice. It is a bivariate analysis that measures the strength of association between two variables
and the direction of the relationship.
ANOVA
The analysis of variance can be used as an exploratory tool to explain observations. The data is
collected in tabular form. Then each treatment group is summarized by the number of experimental
units, two sums, a mean and a variance. The treatment group summaries are combined to provide
totals for the number of units and the sums. The grand mean and grand variance are computed
from the grand sums. The treatment and grand means are used in the model.
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1.9 LIMITATIONS OF THE STUDY

 A study on statutory compliances at ProConnect supply chain solutions ltd is confined to
the limited to the number of employees in the organization. Hence the results of the study
may not be generalized.
 There is a possibility that the information provided by the employees in the questionnaire
may not be exact.
 The result from the analysis of employee awareness from this study may not be applicable
all over the branches of the ProConnect supply chain solutions.
 The response may be influenced by personnel bias.
 Due to time constraints and busy schedules of the employees it was difficult to interact
with them.
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CHAPTER 2
DATA ANALYSIS AND INTERPRETATION
2.1 PERCENTAGE ANALYSIS
GENDER OF THE RESPONDENTS
S.NO GENDER OF THE NO. OF PERCENTAGE

RESPONDENTS RESPONDENTS
73 85
1 Male
13 15
2 Female
86 100
TOTAL
Table 2.1
GENDER OF THE RESPONDENTS
80
70
60
50
40
30
20
10
0
1 2 3 4
Figure 2.1
INTERPRETATION:
The above table shows that the gender of the respondents of the study taken from 86 samples, it is
interpreted that 85 % of respondents are male and 15% of respondents are female who are working
in the organization.
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DESIGNATION OF THE RESPONDENTS
S.NO NO. OF PERCENTAGE

DESIGNATION OF
THE RESPONDENTS RESPONDENTS
1 TRAINEE- JR. EXECUTIVE 22 26
2 SR. EXECUTIVE- 19 22
ASS.MANAGER
ASS.MANAGER- MANAGER 20 23
3
4 MANAGER & ABOVE 25 29
86 100
TOTAL
Table 2.2
DESIGNATION OF THE RESPONDENTS

35
30
25
20
15
10
5
0
TRAINEE- SR.EXECUTIVE- ASS.MANAGER- MANAGER &
JR.EXECUTIVE ASS.MANAGER MANAGER ABOVE
Figure 2.2
INTERPRETATION:
The above table shows that the Educational qualification of the respondents of the study taken
from 86 samples, 26% of respondents are Trainees – Jr. Executive. 22% of respondents are Sr.
Executives- Ass. Manager. 23% of respondents are Ass. Manager- Manager. 29% of the
respondents are Manager & above.
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ELIGIBILITY UNDER THE EMPLOYEE STATE INSURANCE ACT,1948
ELIGIBILITY UNDER
EMPLOYEE STATE
RESPONDENTS
INSURANCE ACT,1948.
43 50
1 Aware
5 6
2 Unaware
38 44
3 Neither aware nor unaware
TOTAL 86 100
Table 2.3
ELIGIBILITY UNDER THE EMPLOYEE STATE INSURANCE ACT,1948
50
45
40
35
30
25
20
15
10
5
0
Aware Unaware Neither aware nor
unaware
Fig 2.3
INTERPRETATION:
The above table shows that the Eligibility for an employee under ESIC is up to Rs.21,000 under
Employee State Insurance Act,1948 of the study taken from 86 samples, 50% of respondents are
aware about the eligibility for employment under ESIC. 6% of respondents are unaware about the
eligibility for employment under ESIC. 44% of respondents are neither aware nor unaware about
the eligibility for employment under ESIC.
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CONTRIBUTION UNDER
THE EMPLOYEE STATE INSURANCE ACT,1948
CONTRIBUTION UNDER
S.NO EMPLOYEE STATE NO. OF PERCENTAGE
INSURANCE ACT,1948. RESPONDENTS
54 63
1 Aware
4 5
2 Unaware
28 32
TOTAL 86 100
Table 2.4
CONTRIBUTION UNDER THE EMPLOYEE STATE INSURANCE ACT,1948
60
50
40
30
20
10
0
Aware Unaware Neither aware
nor unaware
Fig 2.4
INTERPRETATION:
The above table shows that the contribution by the Employer to ESIC is 3.25% under Employee
State Insurance act,1948 of the study taken from 86 samples, 63% of respondents are aware about
the contribution made by the employer to ESIC. 5% of respondents are unaware about the
contribution made by the employer to ESIC. 32% of respondents are neither aware nor unaware
about the contribution made by the employer to ESIC.
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DEDUCTION UNDER THE EMPLOYEE PROVIDENT FUND &

MISCELLANEOUS ACT, 1952
DEDUCTION UNDER
THE EMPLOYEE
RESPONDENTS
PROVIDENT FUND &
MISCELLANEOUS ACT,
1952
61 71
1 Aware
5 6
2 Unaware
20 23
TOTAL 86 100
Table 2.5
DEDUCTION UNDER THE EMPLOYEE PROVIDENT FUND &

MISCELLANEOUS ACT, 1952
70
60
50
40
30
20
10
0
Aware Unaware Neither aware
nor unaware
Fig 2.5
INTERPRETATION:
The above table shows that the PF amount is deducted from Basic pay & from all allowances other
than House rent under The Employee Provident Fund & Miscellaneous Act, 1952 of the study
taken from 86 samples, 71% of respondents are aware about the PF amount deduction. 6% of
respondents are unaware about the PF amount deduction. 23% of respondents are neither aware
nor unaware about the PF amount deduction.
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CONTRIBUTION TO THE EMPLOYEE PENSION SCHEME
CONTRIBUTION TO
THE EMPLOYEE
RESPONDENTS
PENSION SCHEME.
38 44
1 Aware
16 19
2 Unaware
32 37
TOTAL 86 100
Table 2.6
CONTRIBUTION TO THE EMPLOYEE PENSION SCHEME
40
35
30
25
20
15
10
5
0
unaware
Fig 2.6
INTERPRETATION:
taken from 86 samples, 44% of respondents are aware about the Contribution made to the
Employee Pension Scheme. 19% of respondents are unaware about the Contribution made to the
Employee Pension Scheme. 37% of respondents are neither aware nor unaware about the
Contribution made to the Employee Pension Scheme.
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ELIGIBILITY UNDER THE PAYMENT OF GRATUITY ACT, 1972
ELIGIBILITY
UNDER THE PAYMENT
S.NO OF GRATUITY ACT, NO. OF PERCENTAGE
1972. RESPONDENTS
58 67
1 Aware
6 7
2 Unaware
22 26
TOTAL 86 100
Table 2.7
ELIGIBLITY FOR GRATUITY UNDER THE PAYMENT OF GRATUITY ACT, 1972
70
60
50
40
30
20
10
0
Category 1 Category 2 Category 3
Fig 2.7
INTERPRETATION:
taken from 86 samples, 67% of respondents are aware about the eligibility for the Payment of
Gratuity. 7% of respondents are unaware about the eligibility for the Payment of Gratuity. 26% of
respondents are neither aware nor unaware about the eligibility for the Payment of Gratuity.
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MAXIMUM BONUS UNDER THE PAYMENT OF BONUS ACT, 1965
MAXIMUM BONUS
UNDER THE PAYMENT
RESPONDENTS
OF BONUS ACT, 1965
63 73
1 Aware
6 7
2 Unaware
17 20
TOTAL 86 100
Table 2.8
MAXIMUM BONUS UNDER THE PAYMENT OF BONUS ACT, 1965

70
60
50
40
30
20
10
0
Fig 2.8
INTERPRETATION:
taken from 86 samples, 73% of respondents are aware about the Maximum bonus to be paid. 7%
of respondents are unaware about the Maximum bonus to be paid. 20% of respondents are neither
aware nor unaware about the Maximum bonus to be paid.
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MINIMUM BONUS UNDER THE PAYMENT OF BONUS ACT, 1965
MINIMUM BONUS
UNDER
S.NO THE PAYMENT OF NO. OF PERCENTAGE

BONUS RESPONDENTS
ACT, 1965.
68 79
1 Aware
4 5
2 Unaware
14 16
TOTAL 86 100
Table 2.9
MINIMUM BONUS UNDER THE PAYMENT OF BONUS ACT, 1965
70
60
50
40
30
20
10
0
Fig 2.9
INTERPRETATION:
taken from 86 samples, 79% of respondents are aware about the Minimum bonus to be paid. 5%
of respondents are unaware about the Minimum bonus to be paid. 16% of respondents are neither
aware nor unaware about the Minimum bonus to be paid.
P a g e | 40
PAYMENT OF WAGES UNDER THE PAYMENT OF WAGES ACT, 1936

PAYMENT OF WAGES
RESPONDENTS
80 93
1 Aware
2 2
2 Unaware
4 5
TOTAL 86 100
Table 2.10
PAYMENT OF WAGES UNDER THE PAYMENT OF WAGES ACT,1936
90
80
70
60
50
40
30
20
10
0
unaware
Fig 2.10
INTERPRETATION:
taken from 86 samples, 93% of respondents are aware about the payment of wages. 2% of
respondents are unaware about the payment of wages. 5% of respondents are neither aware nor
unaware about the payment of wages.
P a g e | 41
DEDUCTIONS UNDER THE PAYMENT OF WAGES ACT, 1936
Deductions under
NO. OF PERCENTAGE
The Payment of Wages
RESPONDENTS
S.NO Act, 1936
78 91
1 Aware
5 6
2 Unaware
3 3
TOTAL 86 100
Table 2.11
DEDUCTIONS UNDER THE PAYMENT OF WAGES ACT, 1936
90
80
70
60
50
40
30
20
10
0
unaware
Fig 2.11
INTERPRETATION:
taken from 86 samples, 91% of respondents are aware about the deduction of wages. 6% of
respondents are unaware about the deduction of wages. 3% of respondents are neither aware nor
unaware about the deduction of wages.
P a g e | 42
BENEFITS PROVIDED UNDER THE MATERNITY BENEFIT ACT, 1961
BENEFITS PROVIDED
UNDER NO. OF PERCENTAGE
THE MATERNITY RESPONDENTS
S.NO
BENEFIT ACT, 1961
60 70
1 Aware
18 21
2 Unaware
8 9
TOTAL 86 100
Table 2.12
BENEFITS PROVIDED UNDER THE MATERNITY BENEFIT ACT, 1961
70
60
50
40
30
20
10
0
unaware
Fig 2.12
INTERPRETATION:
taken from 86 samples, 70% of respondents are aware about the benefits provided to women
employees under The Maternity Benefit Act,1961. 21% of respondents are unaware about the
benefits provided to women employees under The Maternity Benefit Act,1961. 9% of respondents
are neither aware nor unaware about the benefits provided to women employees under The
Maternity Benefit Act,1961.
P a g e | 43
MINIMUM WAGES UNDER THE PAYMENT OF MINIMUM WAGES ACT, 1948
MINIMUM WAGES
UNDER
THE PAYMENT OF
MINIMUM WAGES ACT,
RESPONDENTS
1948
74 86
1 Aware
3 3
2 Unaware
9 11
86 100
TOTAL
Table 2.13
MINIMUM WAGES UNDER THE PAYMENT OF MINIMUM WAGES ACT, 1948

80
60
40
20
0
unaware
Fig 2.13
INTERPRETATION:
taken from 86 samples, 86% of respondents are aware of the minimum wages paid to an employee
according to The Payment of Minimum Wages Act,1948. 3% of respondents are unaware of the
minimum wages paid to an employee according to The Payment of Minimum Wages Act,1948.
11% of respondents are neither aware nor unaware of the minimum wages paid to an employee
according to The Payment of Minimum Wages Act,1948.
P a g e | 44
EQUAL REMUNERATION PRACTICE IN THE ORGANIZATION
EQUAL
S.NO REMUNERATION NO. OF PERCENTAGE
PRACTICE IN THE RESPONDENTS
ORGANIZATION
1 Aware 82 96
2 Unaware 2 2
3 Neither aware nor unaware 2 2
TOTAL 86 100
Table 2.14
EQUAL REMUNERATION PRACTICE IN THE ORGANIZATION
90
80
70
60
50
40
30
20
10
0
unaware
Fig 2.14
INTERPRETATION:
taken from 86 samples, 96% of respondents are aware about the equal remuneration practices
followed in the organization. 2% of respondents are unaware about the equal remuneration
practices followed in the organization. 2% of respondents are neither aware nor unaware about the
equal remuneration practices followed in the organization.
P a g e | 45
MEDICAL BENEFIT PROVIDED

MEDICAL
S.NO BENEFIT NO. OF PERCENTAGE
PROVIDED RESPONDENTS
1 Highly satisfied 29 34
2 Satisfied 31 36
3 Neutral 12 14
4 Dis-satisfied 11 13
5 Highly Dis-satisfied 3 3
TOTAL 86 100
Table 2.15
MEDICAL BENEFITS PROVIDED

35
30
25
20
15
10
5
0
Highly Satisfied Neutral Dis-satisfied Highly Dis-
satisfied satisfied
Fig 2.15
INTERPRETATION:
The above table shows that the level of satisfaction on medical benefits provided by the company
to the employees and their family of the study taken from 86 samples, 34% of respondents are
highly satisfied with the medical benefits provided. 36% of respondents are satisfied with the
medical benefits provided. 14% of respondents are neutrally satisfied with the medical benefits
provided. 13% of respondents are dis-satisfied with the medical benefits provided. 3% of
respondents are highly dis-satisfied with the medical benefits provided.
P a g e | 46
DRINKING WATER FACILITY PROVIDED

DRINKING
S.NO WATER NO. OF PERCENTAGE
FACILITY RESPONDENTS
PROVIDED
2 Satisfied 29 34
3 Neutral 11 13
TOTAL 86 100
Table 2.16
DRINKING WATER FACILITY PROVIDED
35
30
25
20
15
10
5
0
satisfied satisfied
Fig 2.16
INTERPRETATION:
The above table shows that the level of satisfaction on drinking water facility provided by the
company to the employees of the study taken from 86 samples, 36% of respondents are highly
satisfied with the drinking water facility provided. 34% of respondents are satisfied with the
drinking water facility provided. 13% of respondents are neutrally satisfied with the drinking
water facility provided. 14% of respondents are dis-satisfied with the drinking water facility
provided. 3% of respondents are highly dis-satisfied with the drinking water facility provided.
P a g e | 47
SANITATION FACILITY PROVIDED

SANITATION
S.NO FACILITY NO. OF PERCENTAGE
2 Satisfied 20 24
3 Neutral 14 16
4 Dis-satisfied 8 9
TOTAL 86 100
Table 2.17
SANITARY FACILITY PROVIDED

40
30
20
10
0
satisfied satisfied
Fig 2.17
INTERPRETATION:
The above table shows that the level of satisfaction on sanitary facility provided by the company
to the employees of the study taken from 86 samples, 44% of respondents are highly satisfied with
the sanitary facility provided. 24% of respondents are satisfied with the sanitary facility provided.
16% of respondents are neutrally satisfied with the sanitary facility provided. 9% of respondents
are dis-satisfied with the sanitary facility provided. 7% of respondents are highly dis-satisfied with
the sanitary facility provided.
P a g e | 48
CONDUCIVE WORK ENVIRONMENT PROVIDED

CONDUCIVE
S.NO WORK NO. OF PERCENTAGE
ENVIRONMENT RESPONDENTS
2 Satisfied 18 20
3 Neutral 6 7
TOTAL 86 100
Table 2.18
CONDUCIVE WORK ENVIRONMENT PROVIDED
60
50
40
30
20
10
0
satisfied satisfied
Fig 2.18
INTERPRETATION:
The above table shows that the level of satisfaction on Conducive work environment provided by
the company to the employees of the study taken from 86 samples, 56% of respondents are highly
satisfied with the conducive work environment provided. 20% of respondents are satisfied with
the conducive work environment facility provided. 7% of respondents are neutrally satisfied with
the conducive work environment provided. 12% of respondents are dis-satisfied with the
conducive work environment provided. 5% of respondents are highly dis-satisfied with the
conducive work environment provided.
P a g e | 49
TIMELY CONTRIBUTION TO EMPLOYEE STATE INSURANCE CORPORATION

TIMELY
S.NO CONTRIBUTION NO. OF PERCENTAGE
TO ESIC RESPONDENTS
2 Satisfied 20 23
3 Neutral 4 5
TOTAL 86 100
Table 2.19
TIMELY CONTRIBUTION TO EMPLOYEE STATE INSURANCE CORPORATION

50
40
30
20
10
0
satisfied satisfied
Fig 2.19
INTERPRETATION:
The above table shows that the level of satisfaction on Timely contribution to ESIC provided by
satisfied with the timely contribution made by the employer. 23% of respondents are satisfied with
the timely contribution made by the employer. 5% of respondents are neutrally satisfied with the
timely contribution made by the employer. 16% of respondents are dis-satisfied with the timely
contribution made by the employer. 7% of respondents are highly dis-satisfied with the timely
contribution made by the employer.
P a g e | 50
TIMELY CONTRIBUTION TO EMPLOYEE PROVIDENT FUND

TIMELY
TO EPF RESPONDENTS
2 Satisfied 22 26
3 Neutral 5 6
TOTAL 86 100
Table 2.20
TIMELY CONTRIBUTION TO EMPLOYEE PROVIDENT FUND
50
40
30
20
10
0
satisfied satisfied
Fig 2.20
INTERPRETATION:
The above table shows that the level of satisfaction on the timely contribution to EPF provided by
P a g e | 51
TIMELY CONTRIBUTION TO EMPLOYEE PENSION SCHEME

TIMELY
MADE TO EPS RESPONDENTS
2 Satisfied 30 35
3 Neutral 10 12
4 Dis-satisfied 5 6
TOTAL 86 100
Table 2.21
TIMELY CONTRIBUTION TO EMPLOYEE PENSION SCHEME

50
40
30
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly Dis-
satisfied
Fig 2.21
INTERPRETATION:
The above table shows that the level of satisfaction on Timely contribution to EPS provided by the
P a g e | 52
TIMELY BONUS PAYMENT
S.NO TIMELY BONUS NO. OF PERCENTAGE

PAYMENT RESPONDENTS
2 Satisfied 22 26
3 Neutral 5 6
TOTAL 86 100
Table 2.22

50
40
30
20
10
0
satisfied
Fig 2.22
INTERPRETATION:
The above table shows that the level of satisfaction on Timely bonus payment provided by the
P a g e | 53
HEALTH PROVISIONS PROVIDED

HEALTH
S.NO PROVISIONS NO. OF PERCENTAGE
2 Satisfied 30 35
3 Neutral 10 12
4 Dis-satisfied 5 6
TOTAL 86 100
Table 2.23
HEALTH PROVISIONS PROVIDED
50
40
30
20
10
0
satisfied
Fig 2.23
INTERPRETATION:
The above table shows that the level of satisfaction on Health provisions provided by the company
the health provisions provided by the employer. 35% of respondents are satisfied with the health
provisions provided by the employer. 12% of respondents are neutrally satisfied with the health
provisions provided by the employer. 6% of respondents are dis-satisfied with the health
provisions provided by the employer. 2% of respondents are highly dis-satisfied with the health
provisions provided by the employer.
P a g e | 54
WELFARE PROVISIONS PROVIDED

WELFARE
2 Satisfied 25 29
3 Neutral 7 8
4 Dis-satisfied 8 9
TOTAL 86 100
Table 2.24
WELFARE PROVISIONS PROVIDED
45
40
35
30
25
20
15
10
5
0
satisfied satisfied
Fig 2.24
INTERPRETATION:
The above table shows that the level of satisfaction on Welfare provisions provided by the
satisfied with the welfare provisions provided by the employer. 35% of respondents are satisfied
with the welfare provisions provided by the employer. 12% of respondents are neutrally satisfied
with the welfare provisions provided by the employer. 6% of respondents are dis-satisfied with the
welfare provisions provided by the employer. 2% of respondents are highly dis-satisfied with the
welfare provisions provided by the employer.
P a g e | 55
SAFETY PROVISIONS PROVIDED

SAFETY
2 Satisfied 28 33
3 Neutral 8 9
4 Dis-satisfied 7 8
TOTAL 86 100
Table 2.25
SAFETY PROVISIONS PROVIDED
45
40
35
30
25
20
15
10
5
0
satisfied satisfied
Fig 2.25
INTERPRETATION:
The above table shows that the level of satisfaction on Safety provisions provided by the company
the safety provisions provided by the employer. 33% of respondents are satisfied with the safety
provisions provided by the employer. 9% of respondents are neutrally satisfied with the safety
provisions provided by the employer. 8% of respondents are dis-satisfied with the safety provisions
provided by the employer. 2% of respondents are highly dis-satisfied with the safety provisions
provided by the employer.
P a g e | 56
RESPONSIVENESS OF THE HUMAN RESOURCE DEPARTMENT

RESPONSIVENESS
S.NO OF THE HR NO. OF PERCENTAG
DEPARTMENT RESPONDENTS E
2 Satisfied 30 35
3 Neutral 8 9
4 Dis-satisfied 2 2
TOTAL 86 100
Table 2.26
RESPONSIVENESS OF THE HUMAN RESOURCE DEPARTMENT
50
40
30
20
10
0
satisfied satisfied
Fig 2.26
INTERPRETATION:
The above table shows that the level of satisfaction on Responsiveness of the Human Resource
Department in the Organization to the employees of the study taken from 86 samples, 52% of
respondents are highly satisfied with the responsiveness of the Human Resource Department. 35%
of respondents are satisfied with the responsiveness of the Human Resource Department. 9% of
respondents are neutrally satisfied with the responsiveness of the Human Resource Department.
2% of respondents are dis-satisfied with the responsiveness of the Human Resource Department.
1% of respondents are highly dis-satisfied with the responsiveness of the Human Resource
Department.
P a g e | 57
2.2 STATISTICAL ANALYSIS
2.2.1 CORRELATION
H0: There is no relationship between awareness and satisfaction of the statutory compliance within
the employees.
Ha: There is relationship between awareness and satisfaction of the statutory compliance within
the employees
Table showing relationship between awareness and satisfaction

Table 2.27
Correlations
Awareness Satisfaction
Score Score
Awareness Score Pearson Correlation 1 .100
Sig. (2-tailed) .362
N 86 86
Satisfaction Score Pearson Correlation .100 1
Sig. (2-tailed) .362
N 86 86
INTERPRETATION:
Since the p value is 0.362 (more than 0.01), the null hypothesis is accepted at 1% level of
significance. Hence it is concluded H0 is accepted and found that there is no relationship between
awareness and satisfaction of the statutory compliance within the employees.
P a g e | 58
2.2.2 ANOVA
H0: There is no impact of Gender of the respondents on Awareness level of Statutory compliance.
Ha: There is impact of Gender of the respondents on Awareness level of Statutory compliance.
H1: There is no impact of Designation of the respondents on Awareness level of Statutory

compliance.
Hb: There is impact of Designation of the respondents on Awareness level of Statutory

compliance.
Table showing impact of Gender and Designation on the Awareness level

Table 2.28
Tests of Between-Subjects Effects
Dependent Variable: Awareness Score
Type III Sum of Partial Eta

Source Squares df Mean Square F Sig. Squared
Corrected Model 9.050a 4 2.262 .302 .876 .015
Intercept 20024.395 1 20024.395 2.675E3 .000 .971
gender .263 1 .263 .035 .852 .000
designation 4.668 3 1.556 .208 .891 .008
gender * designation .000 0 . . . .000
Error 606.346 81 7.486
Total 26848.000 86
Corrected Total 615.395 85
a. R Squared = .015 (Adjusted R Squared = -.034)
INTERPRETATION:
Since the p0 value is 0.852 (more than 0.05), the null hypothesis is accepted at 5% level of
significance. Hence it is concluded H0 is accepted and found that there is no impact of Gender of
the respondents on awareness level of statutory compliance.
P a g e | 59
Since the p1 value is 0.891 (more than 0.05), the null hypothesis is accepted at 5% level of
significance. Hence it is concluded H1 is accepted and found that there is no impact of Designation
of the respondents on awareness level of statutory compliance.
2.2.3 ANOVA
H0: There is no impact of Gender of the respondents on Satisfaction level of Benefits provided.
Ha: There is impact of Gender of the respondents on Satisfaction level of Benefits provided.
H1: There is no impact of Designation of the respondents on Satisfaction level of Benefits

provided.
Hb: There is impact of Designation of the respondents on Satisfaction level of Benefits provided.
Table showing impact of Gender and Designation on the Satisfaction level
Table 2.29
Tests of Between-Subjects Effects
Dependent Variable:Satisfaction Score
Type III Sum of Partial Eta

Source Squares df Mean Square F Sig. Squared
Corrected Model 293.359a 4 73.340 2.619 .041 .115
Intercept 36162.536 1 36162.536 1.291E3 .000 .941
gender 37.576 1 37.576 1.342 .250 .016
designation 262.460 3 87.487 3.124 .030 .104
gender * designation .000 0 . . . .000
Error 2268.176 81 28.002
Total 49446.000 86
Corrected Total 2561.535 85
a. R Squared = .115 (Adjusted R Squared = .071)

P a g e | 60
INTERPRETATION:
Since the p0 value is 0.250 (less than 0.05), the null hypothesis is rejected at 5% level of
significance. Hence it is concluded Ha is accepted and found that there is impact of Gender of the
respondents on Satisfaction level of Benefits provided.
Since the p1 value is 0.030 (less than 0.05), the null hypothesis is rejected at 5% level of
significance. Hence it is concluded Hb is accepted and found that there is impact of Designation
of the respondents on Satisfaction level of Benefits provided.
P a g e | 61
CHAPTER 3
SUMMARY OF FINDINGS, SUGGESTIONS AND CONCLUSION
3.1 FINDINGS
It was found that
 There are 73% of male and 13 % of female of respondents employed in the organization.
 Around 22% of the respondents are designated in the post of Trainee- Jr. Executive, 19%
of the respondents are designated in the post of Sr. Executive- Ass. Manager, 20% of the
respondents are designated in the post of Ass. Manager- Manager, 25% of the respondents
are designated in the post of Manager and above in the organization.
 Around 43% of the respondents are aware about the Eligibility under The Employee State
Insurance Act, 1948.
 Around 54% of the respondents are aware about the contribution by the employer under
The Employee State Insurance Act, 1948.
 Around 61% of the respondents are aware about the Employee Provident Fund and
Miscellaneous Act, 1952.
 Around 38% of the respondents are aware about the Contribution to The Employee Pension
Scheme.
 Around 58% of the respondents are aware about the eligibility under The Payment of
Gratuity Act, 1972.
 Around 63% of the respondents are aware about the maximum bonus under The Payment
of Bonus Act, 1965.
 Around 68% of the respondents are aware about the minimum bonus under The Payment
of Bonus Act, 1965.
 Around 80% of the respondents are aware about the payment of wages under The Payment
of Wages Act, 1936.
 Around 78% of the respondents are aware about the deductions under The Payment of
Wages Act, 1936.
P a g e | 62
 Around 60% of the respondents are aware about the benefits provided under The Maternity
Benefit Act, 1961.
 Around 74% of the respondents are aware about the minimum wages paid under The
Minimum Wages Act, 1948.
 Around 82% of the respondents are aware about the equal remuneration practices followed
in the Organization under The Equal Remuneration Act, 1976.
 Around 29% of the respondents are satisfied with the medical benefits provided by the
company to the employees and their family.
 Around 31% of the respondents are satisfied with the Drinking water facility provided by
the company to the employees.
 Around 38% of the respondents are satisfied with the Sanitary facility provided by the
company to the employees.
 Around 48% of the respondents are satisfied with the conducive work environment
provided by the company to the employee.
 Around 42% of the respondents are satisfied with the timely contribution made by the
employer to The Employee State Insurance Corporation.
company to The Employee Provident Fund.
company to The Employee Pension Scheme.
 Around 44% of the respondents are satisfied with the timely bonus payment under The
Payment of Bonus Act, 1965.
 Around 39% of the respondents are satisfied with the health provisions provided by the
company under The Factories Act, 1948/ The Shops & Establishments Act, 1947.
 Around 42% of the respondents are satisfied with the welfare provisions provided by the
 Around 41% of the respondents are satisfied with the safety provisions provided by the
 Around 45% of the respondents are satisfied with the responsiveness of The Human
Resource Department in the Organization.
P a g e | 63
 There is no relationship between awareness and satisfaction of the statutory compliance

within the employees.
 There is no impact of Gender of the respondents on awareness level of statutory
compliance.
 There is no impact of Designation of the respondents on awareness level of statutory
compliance.
 There is impact of Gender of the respondents on Satisfaction level of Benefits provided.
 There is impact of Designation of the respondents on Satisfaction level of Benefits
provided.
P a g e | 64
3.2 SUGGESTIONS
The suggestions are purely based on the data and the subsequent analysis.
The suggestions are intended for the overall improvement in the functioning of organization and
reduce the gap between the perception of workers, statutory requirements and the company’s
present practice by way of compliance.
1. The welfare facility provided by company are rated very well by workers. Company need to
ensure continuity of the same.
2. The percentage of awareness of statutory compliance is around 40 to 80% hence the company
should achieve the cent percent during upcoming years
3. The organization may take necessary action to increase Medical facilities for the employees
4. The Organization can improve the overall communication effectively to ensure overall
satisfaction among the workers way of increased awareness e.g. recreational activities.
5. Rules and regulations are strictly followed for employees which has enhanced the awareness of
the compliance in the organization within the employees.
6. Proper training can be provided to the employees to be update with the acts binding the
company.
7. Collect queries from employees each accounting year regarding the benefits they get from
statutory law.
P a g e | 65
3.3 CONCLUSION
The Statutory compliance establishes a legal system which facilitates productive, individual and
collective employment relationships and therefore leads to a productive economy and in return
which provides framework within which employers, workers can represent and interact with
regard to work-related issues and which serves as achieving harmonious relations in regard with
workplace democracy. The study has been conducted to analyze the HR statutory compliance at
the organization and employee awareness and satisfaction towards the statutory acts to be
complied by the company. And the findings show that 38 to 80% employees are aware of the
statutory compliance at the organization and 29 to 45% employees are satisfied on the statutory
compliance followed in the company. The research has to be extended to improve the
satisfaction of their benefits through personalized methods and proactive employee query
methods are to be identified in further study. Though there is no relationship between the
awareness and satisfaction among the employees of the organization which doesn’t affect the
operational efficiency of the organization. It is advisable for the organization to increase its
operational facilities after providing training on the updates made by the legislation. Thus, I
conclude by valuing the employees of the company and my college staffs for completion of my
study.
P a g e | 66
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APPENDIX
QUESTIONNAIRE
A STUDY ON STATUTORY COMPLIANCE WITH REFERENCE TO HUMAN

RESOURCE AT PROCONNECT
NAME
GENDER
AGE
DEPARTMENT
DESIGNATION
EXPERIENCE
1. Eligibility for an employee under ESIC is up to Rs. 21,000 under Employee State
Insurance Act,1948.
o Aware
o Unaware
o Neither aware nor Unaware
2. Contribution by the employer to ESIC is 3.25% under Employee State Insurance
Act,1948.
o Aware
o Unaware
3. PF amount is deducted from Basic pay & from all allowances other than House rent
under The Employee Provident Fund & Miscellaneous Act, 1952.
o Aware
o Unaware
4. Contribution to Employee Pension Scheme is 8.33% under The Employee Provident
Fund & Miscellaneous Act, 1952
o Aware
P a g e | 69
o Unaware
5. Continual service of 5 years in the same organization are eligible for gratuity under The
Payment of Gratuity Act, 1972.
o Aware
o Unaware
6. Minimum Bonus to be paid to an employee is at 8.33% on Minimum wages or Rs.7000
whichever is higher irrespective of profits as per The Payment of Bonus Act, 1965.
o Aware
o Unaware
7. Maximum Bonus to be paid to employee is at 20% under The Payment of Bonus Act,
1965.
o Aware
o Unaware
8. Wages shall be paid before 10th day of the month in an establishment employing more
than 1000 workers under The Payment of Wages Act, 1936.
o Aware
o Unaware
9. Are you aware of the deductions such as deductions for fines, absence from duty,
recovery of loans, etc. to be made in wages under The Payment of Wages Act, 1936?
o Aware
o Unaware
10. Are you aware about the benefits provided to the women employees under The Maternity
Benefit Act, 1961?
o Aware
o Unaware
P a g e | 70

11. Are you aware of the minimum wages to be paid to an employee according to The
Payment of Minimum Wages Act, 1948?
o Aware
o Unaware
12. Are you aware of the equal remuneration practices followed in the organization?
o Aware
o Unaware
13. Are you satisfied by the medical benefit provided by the company to the employee and
employee ‘s family?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
o Highly Dis-satisfied
14. Are you satisfied with the drinking water facility provided by the employer?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
15. Are you satisfied with the sanitation facility provided by the employer?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
16. What are your views about the conducive work environment provided by the employer in
the organization?
P a g e | 71
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
17. Are you satisfied with the timely contribution made by the employer to ESIC (If
applicable)?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
18. Are you satisfied with the timely contribution made by the employer to The Employee
Provident Fund?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
19. Are you satisfied with the timely contribution made by the employer to The Employee
Pension Scheme?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
20. Are you satisfied with the bonus paid by the employer under The Payment of Bonus Act,
1965?
o Highly satisfied
o Satisfied
o Neutral
P a g e | 72
o Dis-satisfied
21. Are you satisfied with the Health provisions provided by the employer under The
Factories Act, 1948/ Shops and Establishments Act, 1947?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
22. Are you satisfied with the Welfare provisions provided by the employer under The
Factories Act, 1948/ Shops and Establishments Act, 1947?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
23. Are you satisfied with the Safety provisions provided by the employer under The Factories
Act, 1948/ Shops and Establishments Act, 1947?
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied
24. Rate the responsiveness of the Human Resource (HR) Department in the organization.
o Highly satisfied
o Satisfied
o Neutral
o Dis-satisfied

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A STUDY ON STATUTORY COMPLIANCE WITH REFERENCE TO

HUMAN RESOURCE DEPARTMENT

This is to certify that this project report titled “A STUDY ON STATUTORY

COMPLIANCE WITH REFERENCE TO HUMAN RESOURCE

Dr. V. SASIREKHA Dr. K. MARAN

INTERNAL EXAMINER EXTERNAL EXAMINER

STATUTORY COMPLIANCE WITH REFERENCE TO HUMAN

I also thank to faculty guide Dr V. SASIREKHA., Professor who kindly inspired me to

CHAPTER.NO. TITLE PAGE.NO.

1.1 Introduction of The Study 1

1.2 Industry Profile 7

1.3 Company Profile 8

1.4 Review of Literature 14

1.6 Objectives of The Study 26

1.7 Scope of Study 27

1.8 Research Methodology 28

1.9 Limitations of The Study 30

SUMMARY OF FINDINGS, SUGGESTIONS 61

TABLE NO. TITLE PAGE NO.

2.23 Health provisions provided 53

2.24 Welfare provisions provided 54

TABLE NO. TITLE PAGE NO.

2.22 Timely Bonus payment 52

2.23 Health provisions provided 53

2.24 Welfare provisions provided 54

1.1 COMPREHENSIVE COVERAGE OF STATUTORY REQUIREMENTS

Acts covered under this organization are listed below

1.1.1 Shops and Commercial Establishments Act (S&E)

employees and employers.

Objective of the act

1.1.3 The Employees State Insurance Corporation Act - 1948 (ESIC)

Objective of the act

employees are employed for preceding 12 months as Contract Labour.

1.1.5 The Minimum Wages Act-1948

Objective of the act

1.1.6 The Payment of Wages Act-1936

Objective of the act

 To regulate the payment of wages of specified class of workers.

Applicability of the act

1.1.7 The Payment of Bonus Act-1965

Objective of the act

Applicability of the act

1.1.8 The Maternity Benefit Act-1961

Applicability of the act

 Applicable to every establishment in which 10 or more persons employed on any day of

1.1.9 The Payment of Gratuity Act-1972

Objective of the study

 To aid the employee with monetary benefits.

Applicability of the study

 It also applies on establishment which are specified by the Central government by

1.1.10 Employees Compensation ACT-1923

Objective of the study

Applicability of the study

1.2 INDUSTRY PROFILE

1.3 COMPANY PROFILE

PROCONNECT SUPPLY CHAIN SOLUTIONS LIMITED

ProConnect Supply Chain Solutions Limited is a supply chain management &

 STRENGTHNED SCM- During 2002-2006, acquired capabilities to manage end to

 ADC CHENNAI- In 2009, built state of art warehouse facility (Automated