EMPLOYEE WELFARE FACILITY

MBA PROGRAM SOLAPUR UNIVERSITY, SOLAPUR
SVERI’s COLLEGE OF ENGINEERING, PANDHARPUR, MBA (2015-2016) Page | 1
A
PROJECT REPORT
ON
“A STUDY OF EMPLOYEE WELFARE FACILITY WITH SPECIAL
REFERENCE TO LAXMI HYDRAULICS Pvt. Ltd., SOLAPUR”
Submitted to
SOLAPUR UNIVERSITY, SOLAPUR
IN PARTIAL FULFILMENT OF REQUIREMENT FOR THE AWARD OF MASTER
DEGREE IN
MASTER OF BUSINESS ADMINISTRATION
Submitted By
Mr. Ganesh Dadasaheb Awatade
Under the Guidance of
Mr. P.B. Kadam
College of Engineering, Pandharpur
MBA Department
2015-2016

S.V.E.R.I’s
COLLEGE OF ENGINEERING, PANDAHARPUR
This is to certify that project report entitled “A STUDY OF EMPLOYEE
WELFARE FACILITY WITH SPECIAL REFERENCE TO LAXMI
HYDRAULICS PVT. LTD, SOLAPUR” has been completed successfully and
submitted by Mr. Ganesh Dadasaheb Awatade of M.B.A. Class in the partial fulfilment
for the award of master’s Degree in Master of Business Administration as per
curriculum laid by the SOLAPUR UNIVERSITY, SOLAPUR during the academic
year 2015 -2016.
(Prof. C.C. PATANGE) (Mr P.B. KADAM)
HOD Guide
(Dr. B. P. RONGE)
PRINCIPAL
CERTIFICATE

I undersigned hereby declare that, the project titled, “A STUDY OF
EMPLOYEE WELFARE FACILITY WITH SPECIAL REFERENCE TO LAXMI
HYDRAULICS PVT. LTD, SOLAPUR” submitted in partial fulfilment of the
requirement for Master of Business Administration Course is my original work and is the
outcome of the practical knowledge and experience gained by me during the course of
my summer internship.
Place: Pandharpur
Date:
(Ganesh Dadasaheb Awatade)
DECLARATION

ACKNOWLEDGEMENT
I sincerely feel that the credit of the project work could not be narrowed down
only tone individual. This work is an integrated effort of all concerned with it, through
who’s able to co-operate and effective guidance. I could achieve its completion.
I would like to thank our respected Principal Dr. B.P. Ronge sir founder Secretary
of SVERI’s COLLEGE OF ENGINEERING, PANDHARPUR for his
encouragement.
I take this opportunity to express my sincere gratitude towards my guide Mr.
P.B. Kadam for his valuable guidance, advice and encouragement and also all the other
faculty members for their constant assistant to me. I take this opportunity of thanking the
library staff for their everyday willing help.
I wish to take this opportunity to express my deep sense of gratitude to all those
senior delegates named Managing Director Mr. Sharadkrishna Thakre and Human
Resource manager Mr. S.A. Inamadar Sir and Mr. A.S. Dasur Sir in LAXMI
HYDRAULICS Pvt. Ltd. SOLAPUR, who have helped me throughout this Project,
providing me the Valuable Information, Suggestions and above All This Is Their Time
and Effort.
I am greatly indebted to all the staff of “Laxmi Hydraulics Pvt. Ltd, Solapur” for
aspiring their valuable time for creative guidance, inspiration and all kind of helps for the
successful completion of this project work. I wish to thank my parents, family members
and friends for their moral support.
Finally, I acknowledge the timely help extended by all my colleagues and all the
unmentioned names from the concerned field.
Thanking you,
Place: Pandharpur
Date: (Mr Ganesh D. Awatade)

INDEX
Chapter No.
Title
Page
No.
Chapter No. I INTRODUCTION TO THE STUDY 01-05
1.1 Introduction
1.2 Objectives and Importance of the study
1.3 Scope and Limitations of the study
1.4 Research methodology
Chapter No. II
INTRODUCTION TO LAXMI HYDRAULICS
PVT. LTD
06-20
2.1 Introduction to the Organization
2.2 Introduction to the LAXMI HYDRAULICS PVT. LTD
Chapter No. III THEORETICAL BACKGROUND 21-28
3.1 Basic concepts
Chapter No. IV DATA ANALYSIS AND INTERPRETATION 29-42
Chapter No. V FINDINGS 43
Chapter No. VI SUGGESTIONS 44
QUATIONNAIRE 45-47
BIBLIOGRAPHY

CHAPTER-I
INTRODUCTION TO THE STUDY

1.1 INTRODUCTION:
Human Resource Management is defined as the people who staff and manage
organization. It comprises of the functions and principles that are applied to retaining,
training, developing, and compensating the employees in organization. It is also
applicable to non-business organizations, such as education, healthcare etc. Human
Resource Management is defined as the set of activities, programs, and functions that are
designed to maximize both organizational as well as employee effectiveness. In the field
of human resource management, development of welfare facility is the field concerned
with organizational activity aimed at bettering the performance of individuals and groups
in organizational settings. It has been known by several names, including employee
development, human resource development, and learning and development.
Welfare is based concept of employees welfare is a comprehensive term including
various services, benefits & facilities offered by the employees thought such a generous
fringe benefits the employers makes life worth living for employees the welfare amenities
extend in addition to normal wages & other economic rewards available to employees as
per the legal provision.
The various welfare measures provided by the employees will have immediate
impact on the health, physical and mental efficiency, and alertness, moral &overall
efficiency of the workers & there be contribution to the highest productivity.
Welfare measures may also be provided by the government trade unions, non-
government agencies in addition to the employers. The basic purpose of welfare facility
is to enrich the life of employees and keep them happy and contended.
Role of HRD;
This is the era of cut-throat competition and with this changing scenario of
business; the role of HR professionals has been widened. HR role now is:
1. Active involvement in employee education.
2. Rewards for improvement in performance.
3. Rewards to be associated with self esteem and self worth.

4. Providing pre-employment market oriented skill development education and post
employment support for advanced education.
5. Flexible access i.e. anytime, anywhere welfare facility.
1.2 OBJECTIVES OF THE STUDY:
 To study the existing welfare facilities provided to the employees at LHP Solapur.
 To know the employees opinion about the present welfare facilities at LHP
Solapur.
 To study the satisfaction of workers towards the present welfare facilitates.
 To give certain suggestion based on findings for improvement in the welfare
facilities provided by the management.
IMPORTANCE OF THE STUDY:
 It is helpful in winning over their employees’ loyalty and to combat trade
unionism.
 It builds up a stable labour force by reducing labour turnover and absenteeism.
 It raises the morale of workers. A feeling is developed among the workers that
they are being looked after properly.
 One of the reasons for provision of welfare activities in recent times by certain
employers is to save themselves from heavy taxes on surplus.
 The motive behind provision of welfare activities by some companies is to
enhance their image and to create an atmosphere of goodwill between the labour
and management and also between management and the public.
1.3 SCOPE OF THE STUDY:
This study aims to find out the satisfaction of the employees, whether the
company is providing necessary health, safety and welfare measures in LHP Limited,
Solapur. The scope of the current study named” Employee welfare facilities” is limited
only to LHP Limited, Solapur Unit and its application is also specifically limited to the

LHP Limited, Solapur Unit and the study cannot be applied to other unit of the LHP
Limited, Solapur. This study helps to improve the performance of the Human resource
management department.
LIMITATIONS OF THE STUDY:
Following are some of them limitation of the study:
 The data was collected during the working hours,employees were busy in their
routine work so they were less responsive.
 The data is collected from the permanent and casual employees and hence the
opinion of contract employees is not collected.
 Inadequacy of time was a major limiting factor faced by researcher.
1.4 RESEARCH METHODOLOGY:
Research: The advanced learner’s Dictionary of current English lay down the meaning
of research as “a careful investigation or inquiry especially through search for mew facts
in any branch of knowledge”
Research Design:
Data collection:
There may be different types of information and data some of the information
may be published while some is unpublished some is complete or incomplete and some is
reliable and some is biased.
They may be secondary and primary data
Primary Data:
Primary Data is being collected during the course of asking questions by donning
survey. It is obtained either through respondent, either through questionnaire or through
personal interview. I have collected primary data through questionnaire.

Secondary Data:
It is already available in the form of print material, website, journal, etc. So, I hot
information from internet Newspaper and books.
Research Instrument:
The process of collecting observation from the element form the element of a
large population may be expensive, time consuming and difficult, it will be cheaper and
quicker to collect information from a sample plan and population
A sample is fraction of subset of population through a valid statistical procedure
so that it is regarded as a representative of entire population. The valid statistical
procedure of drawing sample from population is called sampling. Sampling must consists
of following elements:
Sample Frame:
Employees of Laxmi Hydraulics Pvt. Ltd., Solapur.
Sample size:
The larger the sample the more accurate the result would be. But it is most
feasible to survey the entire target population and even the substantial portion of it. In this
project, being aware of time and constraints sample size was 50 employees was surveyed.
Sampling Method:
The research process used probability sampling which involves a sample, which
represents the universe, simple random sampling.

Research Methodology
Type of Research used Descriptive Research
Research Approach Survey
Research Instrument Questionnaire
Sample Design
 Sample Area
 Sample Size
 Sample Segment
 Sample Unit
 Sample method
LHP Solapur Unit
50
Employees of LHP
LHP Solapur
Simple Random Sampling
Data Collection Primary And Secondary Data

CHAPTER-II
INTRODUCTION TO LAXMI HYDRAULICS
PVT. LTD, SOLAPUR

2.1 Introduction to the Engineering Industry:
Introduction
The Indian Engineering sector has witnessed a remarkable growth over the last
few years driven by increased investments in infrastructure and industrial production. The
engineering sector, being closely associated with the manufacturing and infrastructure
sectors, is of strategic importance to India’s economy.
India on its quest to become a global superpower has made significant strides
towards the development of its engineering sector. India exports transport equipment,
capital goods, other machinery/equipment and light engineering products such as
castings, forgings and fasteners to various countries of the world.
India became a permanent member of the Washington Accord (WA) in June
2014. The country is now a part of an exclusive group of 17 countries who are permanent
signatories of the WA, an elite international agreement on engineering studies and
mobility of engineers.
LAXMI HYDRAULICS Pvt. Ltd PRODUCTS:
IE3 Motor Roller Table Motor Flame-proof Motor Encoder Motor
Process Pump Special Gear Motor Standard Motor Open Submersible Pumps
Monoblock Pump LHP EURA AC DRIVES Soft starter Naval Duty Motor

Market size
The capital goods & engineering turnover in India is expected to reach US$ 125.4
billion by FY17.
Engineering exports from India are expected to cross US$ 70 billion in FY 15
registering a growth of 15 per cent over the previous fiscal, as demand in key markets
such as the US and the UAE is on the rise. Apart from these traditional markets, markets
in Eastern and Central European countries such as Poland also hold huge promise.
India exports its engineering goods mostly to the US and Europe, which accounts
for over 60 per cent of the total exports. Recently, India's engineering exports to Japan
and South Korea have also increased with shipments to these two countries rising by 16
and 60 per cent respectively.
Investments
The engineering sector in India attracts immense interest from foreign players as
it enjoys a comparative advantage in terms of manufacturing costs, technology and
innovation. The above, coupled with favorable regulatory policies and growth in the
manufacturing sector has enabled several foreign players to invest in India.
The Foreign Direct Investment (FDI) inflows into India's miscellaneous
mechanical and engineering industries during April 2000 to June 2015 stood at around
US$ 4,053.72 million, as per data released by the Department of Industries Policy and
Promotion (DIPP).
In the recent past there have been many major investments and developments in the
Indian engineering and design sector:
 India’s engineering and construction major, Punj Lloyd, won an order worth Rs
477 cores (US$ 71.87 million) for Ennore LNG tankage project from Mitsubishi
Heavy Industries of Japan.

 Vistara, the Tata Sons-Singapore Airlines JV, signed an agreement with Airbus
for engineering support services which include components supply and airframe
maintenance.
 Leading online retailer Snapdeal is increasing focus on mobile commerce, where
it will be doubling its engineering staff count to 700 soon as it sees over 90 per
cent of business coming in through this platform over the next three years.
Accordingly, the company has shifted half of its 350 engineers from PC to mobile
commerce following the massive jump in traffic on this platform till last year.
 Honeywell Turbo Technologies partnered with Tata to develop their first ever
petrol turbocharged engine. The new Tata Revotron 1.2T engine launched in the
2014 Tata Zest delivers improved power and torque and a multi-drive mode,
according to a Honeywell statement. Honeywell's engineering teams in Pune and
Bangalore leveraged local capabilities and global expertise in petrol turbo
technologies to address the specific needs of a local customer.
 The engineering and R&D division of HCL Technologies will likely cross the
US$ 1 billion mark in the next financial year as the company sees larger deals in a
market that's widely expected to be the next big source of growth for the Indian IT
sector. HCL Tech's engineering services unit contributed about 17 per cent to the
company's revenue in the September quarter, coming in at US$ 245 million.
 Rolta was awarded an additional scope of work by Sadara Chemical Company,
Saudi Arabia to implement a comprehensive engineering information system
within Sadara's Jubail integrated chemical complex.
 Engineers India Ltd (EIL) inked a US$ 139 million consultancy deal for a 20
million tonnes (MT) refinery and polypropylene plant being built in Nigeria by
Dangote Group.
 Reliance Infrastructure acquired India’s largest ship building and heavy industries
company Pipavav Defence and offshore Engineering Company Limited, whose
infrastructure will facilitate Reliance Infrastructure to build submarines and
aircraft carriers on the back of a technological alliance with Swedish defence
company SAAB.

 Royal Enfield, a two wheeler division of Eicher Motors, acquired UK based
design and engineering company Harris Performance Products Ltd, whose
expertise, knowledge and understanding of motorcycling will help Eicher Motors
achieve leadership in the global mid-sized motorcycling segment.
 Tractebel Engineering (India) acquired Cethar Consulting Engineers Ltd. (CCE),
the renowned and respected engineering consultancy company. This acquisition
makes Tractebel Engineering a key player in thermal tower sector in India and
strongly enhances the portfolio of offerings, which include gas pipelines,
Liquefied Natural Gas, hydro power sector.
 Bharat Forge acquired Mecanique Generate Langroise (MGL), French oil and gas
machining company, via its German arm CDP Bharat Forge GmbH. Bharat Forge
will benefit from MGL’s expertise in precision machining and other high value
processes like cladding which have critical application in the oil and gas industry.
 Leading aircraft maker Airbus announced it has began sourcing components for
almost all its jets from India and it aims to take its cumulative sourcing from India
to US$ 2 billion by 2020.
Government Initiatives
`Make in India' campaign has received the attention of several infrastructure and
engineering multi nationals including GE and ThyssenKrupp, which are considering
investing in the country. The Government has also awarded a record 56 defence
manufacturing permits to private sector entities like Mahindra, Tata and Pipavav, etc., in
the past year to set up production units for major military equipment.
The Indian engineering sector is of strategic importance to the economy owing to
its intense integration with other industry segments. The sector has been de-licensed and
enjoys 100 per cent FDI. With the aim to boost the manufacturing sector, the government
has relaxed the excise duties on factory gate tax, capital goods, consumer durables and
vehicles. It has also reduced the basic customs duty from 10 per cent to 5 per cent on
forged steel rings used in the manufacture of bearings of wind operated electricity
generators.

The Government of India in its Union Budget 2014-15, has provided investment
allowance at the rate of 15 per cent to a manufacturing company that invests more than
US$ 4.17 million in any year in new plant and machinery. The government has also taken
steps to improve the quality of technical education in the engineering sector by allocating
a sum of Rs 500 crore (US$ 75.33 million) for setting up five more IITs in the states of
Jammu, Chhattisgarh, Goa, Andhra Pradesh and Kerala.
Steps have also been taken to encourage companies to perform and grow better.
For instance, EIL was recently conferred the Navaratna status after it fulfilled the criteria
set by the Department of Public Enterprises, Ministry of Heavy Industries and Public
Enterprises, Government of India. The conferred status would give the state-owned firm
more financial and operational autonomy.
Government of India has also taken initiatives to provide a level playing field to
domestic and foreign private players bidding for the government contracts in defense
sector. The government has withdrawn excise and customs duty exemptions granted to
goods manufactured and supplied to the defense ministry by state-owned defense firms.
These steps will also encourage participation of foreign Original Equipment
Manufacturers such as Boeing, Airbus, Lockheed Martin, BAE Systems, etc., in the
sector.

2.2 Company Profile:
LHP laid its foundation in 1981 as a motor and pump manufacturer at Solapur in
India.
During the 80s - the first decade of its operations, the company invested its time and
resources to be future-ready by researching the needs of various industry verticals,
developing and establishing proper manufacturing methods, inducting and training a team
of like-minded engineers and technicians, and by developing a committed vendor base.
Once equipped, in the 90s the company expanded its product range, taking the
tally to more than 2500. LHP focused on reaching out and winning confidence of several
companies in India from various industry segments. The ever-growing client list included
major corporate, PSUs and OEMs.

After gaining a firm footing in the market, the first decade of the 21st century was
the time to consolidate position and be ready for a quantum leap. The company
established a new world-class, environmentally-friendly plant possessing the capacity of
manufacturing nearly 240,000 motors per annum. The plant employs state-of-the-art
manufacturing technology and system and, ensuring economical production. Our
competency in providing solutions to specific customer requirement has helped us to
develop the product basket of more than 6000 product variants including advanced
technology energy-efficient motors, flame-proof motors and gear motors.
Today, we take pride in associating with more than 4000 prestigious clients . Our
International Business Division is growing rapidly with recognition from the Europe,
Middle East and Africa.
The future
With these credentials and commitment, now LHP is poised to cross new frontiers. Our
products are reaching every corner of the country and several parts of the world and are
preferred because of the assurance of quality, reliability, safety, quicker deliveries and
efficient service.
Considering the ever-growing demand from across the globe, we are investing in
technology, expanding our manufacturing capacity, widening product offerings and
strengthening reach.
While adhering to international standards and marketing our products globally, we are
aiming to achieve business excellence for a single reason - Customer Delight.

LHP AT A GLANCE
Unit I Unit II Total
Establishment 1981
Plant area 16,000 square
meters
20000 square
meters
36000 square meters
Manufacturing
area
10000 square
meters
5000 square
meters
15000 square meters
Exports 25 percent
Installed
Capacity
20,000 Motors per month + 1000
Nos of Gear Motors and Gear boxes
per month
Manpower 390 ( 180
Technical)
277 ( 95
Technical)
667
Certification ISO 9001-2008
Product range 6000 +
Regular clients 4000 +
Commitment to fulfill every industrial need
The extensive range of LHP motors find applications in practically every industry and for
every requirement. Energy efficient LHP motors contribute to profitable operations of
several industries such as process plants, steel, chemical, textile, engineering, cement,
construction, food processing, etc.
Global Recognition
Today, LHP is one of the most preferred brands in India. We have acquired this position
with our unflinching commitment to our philosophy of consistent quality and economy.
Our products are gaining recognition in global markets and making a foray in Europe,

Middle East and Africa. They are being preferred by several leading and reputed
manufacturing Companies.
Besides exports of standard motors, our customized motors for special applications are
very well accepted amongst our esteemed overseas clients.
Vision:
We will be an innovative, cost effective solution provider in the areas of electric and gear
motors and pumps. We will upgrade our technology and develop a culture of practicing
world class initiatives to delight all customers, employees and other stakeholders with our
products, services and solutions.
Values:
 Agility
 Innovation
 Human dignity
 Adaptability
 Transparency
 Sustainability
 Personal Commitment
 Social responsibility
Mission:
 Become a Rs. 500 cores company by 2016, with reasonable profit margin.
 Cater to changing needs and expectations of customers.
 Develop mutually beneficial relationship with suppliers.
 Upgrade technologies and explore in high growth and value added business
opportunities.
 Develop required competencies of our people.
 Perpetuate internal customer concept and nurture SGIAs.
 Set measurable, time bound, result oriented objectives and targets, integrate them
with performance evaluation system of employees and monitor them.

 Religiously adopt 5S, TPM, KANBAN, KAIZEN, ISO, SPC and similar other
world class practices at all spheres of activities.
 Explore backward integration.
Quality Policy:
We at Laxmi Hydraulics Pvt. Ltd. are commited to be the first choice of our customers
for their requirements of induction motors in domestic market and strive for growth in
exports.
To achieve the above policy we shall
 Delight our customers
 Continually improve at all spheres of activities.
 Make suppliers as partners in process.
 Provide need based training to employees.
 Adopt technology up-gradation as an on-going process.
 Meet and exceed safety, health and environmental norms.
Towards world class manufacturing, we shall integrate 5S and TPM with ISO 9001
International Quality Management System Standard. We shall review the quality policy
and objectives periodically for their continuing suitability.
Environmental Policy:
We at Laxmi Hydraulics Pvt. Ltd. Solapur manufacturing induction motors and pumps
are committed to:
 Prevent noise, air and water pollution.
 Conserve electricity, water and other natural resources.
 Remove, reduce, recycle and reuse plant wastages.
 Comply with all the national and local regulations.
 Increase greenery in and around plant and site.
 Continually improve objectives and targets enlisted on all the above.

It is ensured that improvement plans are reviewed once in a year for their continuing
suitability. It is made available to the public on demand.

2.3 ORGANIZATIONAL STRUCTURE:
Retail and Branch LHP Head
Executive Director
Director
Managing Director
Personal Manager
Zonal Head
Regional Head
Cluster Head
Branch Manager
Personal Manager
Sales manager
Zonal Head
National Head
Area sales
manager
Regional sales
manager
Team Leader
Sales Executive
Top level
Middle
level
Lower
Level

2.4 OPERATING PROCESS:
Process Pump
Features
 LHP process pumps are designed to handling liquids in light chemical,
petrochemical, pharmaceutical industries.
 These oumps are having low NPSH and high efficiencies.
 Optimum compact design due to Monoblock construction free from
misalignment. Hence longer life.
 Pumps are suitable for horizontal mounting with top central discharge.
 The rotar with shaft and impeller are dynamically balanced to give low noise level
and longer bearing life.
 Low initial and maintenance cost due to Monoblock construction.
 Logger rated life of gland packing / mechanical seals.
 Low operating cost.

Double shielded bearings with high temperature grease are used. No greasing is required
as bearings are progressed for life.
Base frame and couplings not required.
2.5 FUNCTIONS OF LHP:
LHP is a well-known brand synonymous with the latest technology and high
quality motors. We have acquired this recognition over the past 3 decades through
consistent efforts.
Large Capacity:
Today, our manufacturing facility at Solapur in India capable of producing
20,000 induction motors /products every month. We are probably the most well-known
motor company in India offering customized solutions, with more than 6000 products
variants developed for specific applications.
Customized Solutions:
Thanks to our customer orientation, capabilities in design, development and
flexible manufacturing processes, development of non-standard motors for specific
applications comes easy to us. We have experience in offering such motors in large
quantities and consistent quality levels.
Low Cost of Ownership:
LHP motors are the first choice of several leading Original Equipment
Manufacturers and Engineering Projects Contracting companies. We are preferred for
competitive prices, quick delivery periods, low running costs and with almost nil
maintenance costs. LHP motors have proved its worth through the recognition of the
"lowest cost of ownership"
Excellent Quality:
The quality and reliability of our motors is a culmination of multiple efforts which
include global technology assimilation, in-house developments, use of latest
manufacturing machines, adoption of world-class manufacturing practices and state-of-
the-art testing equipment.

Environmentally – Friendly:
LHP is an environmentally-friendly Co. for two principal reasons. One, we
manufacture highly energy efficient motors which consume less energy. Two, during the
process of manufacturing, we consistently work towards reduction of our carbon footprint
by consciously enhancing our reliance on green energy and adapting energy efficient
processes.
Wide range of Solutions:
LHP offers several types of LT motors up to 1000KW. They include standard
induction motors, gear motors, flame-proof motors, brake motors, energy-efficient
motors, encoder motors and different combinations thereof.
Service Assured:
LHP motors come with an efficient post sales service assurance. With a team of
50 trained engineers strategically located in more than 20 cities in India, LHP service is
not far away when you need it and is available 24 X 7 round the year. The qualified and
experienced team ensures quick response and turn-around resulting in low downtimes.
Over the years LHP has become one of the most trusted brands for several leading
manufacturing companies in India and abroad.

CHAPTER-III
THEORETICAL BACKGROUND

3.1 DEFINITION OF LABOUR WELFARE:
Definition of labour:
Labour welfare as "efforts to make life worth living for workmen".
It also defines labour welfare as" such services ,facilities and amenities as adequate
canteens rest and recreation facilities arrangements before travel to and from work, and
for accommodation of workers employed at a distance from their houses, and such other
services, amenities and facilities as contribute to improve the conditions under which
workers are employed".
Definition of Welfare:
The term "welfare" is defined as the economic well being of an individual, group or
economy. For individuals, it is conceptualized by a utility function. For groups, including
countries and the world, it is a tricky philosophical concept, since individuals fare
differently. In an industrial sense, welfare is defined as physical & mental well being of
an employee.
Definition of 'Labour Welfare’:
Employee welfare in general, These are the benefits that an employee must receive from
his/her company, like allowances, housing for those companies who provides,
transportation, medical, insurances, food & some other way where the employee has
rights to demand.
3.2 Role of Labour Welfare:
The employee welfare is welfare applied to organizational or LHP employees.
The employee welfare is fundamentally deserved by every employee in the organization-
It is right of every employees to live and think freely, and have their biological and

psychological demands fulfilled. Employee welfare is a humanitarian effort that works to
counterbalance the busy urban lifestyle, thus eliminating any undesirable consequences.
Originally the phrase well fare-first meaning "happiness “or "Prosperity “Cultural
Dictionary
Employee welfare has been defined in various ways, though unfortunately no
single definition has found universal acceptance. The Chamber's Dictionary defines
welfare as “a state of fairing or doing well; freedom from calamity, enjoyment of health,
prosperity."
The vary logic behind providing welfare schemes is to crate efficient, healthy,
loyal and satisfied employees work force for the organization. The purpose of providing
such facilities is to make their work life better and also to raise their standard of living.
3.3 Employee Welfare has the following objectives:
1) To provide better life and health to the employees.
2) To make the employees happy and satisfied.
3) To relieve employees from the organization's pressure and extra work.
3.4 IMPORTANT BENEFITS of welfare measures can be summarized
as follows:
1) They provide better physical and mental health to workers and thus promote a healthy
work environment.
2) Facilities like housing schemes, medical benefits and education and recreation
facilities for employees 'families help in raising their standards of living. This makes
employees to pay more attention towards work and thus increases their productivity.
3) Employers get stable labour force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.

4) Employee welfare measures increase the productivity of organization and promote
healthy relations thereby maintaining organizational peace.
5) It helps to reduce absenteeism and employee turnover.
6) It helpful to have an atmosphere of goodwill between the employees and the
management and improve the organisation's image in the society.
7) It helps to ensure the well-being of the employees and their families.
8) It helps to provide good and healthy working and living conditions.
9) It helps to recognize and reward success.
10) It helpful to ensure total employee involvement.
11) It helps to increase moral of employees.
Labour welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries.
3.6 THEORIES OF WELFARE FACILITIES:
1) Police theory:
This theory is based on the assumption that organization is inherently greedy and takes
advantage of employees. Thus it is necessary to establish minimum standards for the
welfare of workers. Under these conditions, the government has to step in and oversee
that labour welfare is enacted by the organization .This type of government interference
is for both government and labour. The stages of implementing police theory are
enactments, supervision, and punishment. Unfortunately, the functionality of police
theory is dependent upon fear rather than mutual understanding. A number of laws were

enacted to compel managements to provide minimum wages, congenial working
conditions reasonable hours of work, and social security.
2) Religious theory:
Religious theory is based upon the idea that good deeds are an investment and that
providing labour welfare is essentially doing good for mankind. Thus, doing well may
bring peace and prosperity. This theory grants labour welfare to employee based upon
their fundamental right.
3) Philanthropic theory:
This theory urges that good should be done for human beings. Human nature is inherently
self-centre, and doing good deeds is a way to counter that quality. Organization provides
necessities for their employees based on goodwill.
4) Trusteeship theory:
This theory is based on the idea that senior managers are educated and wise in their
decisions. Thus, managers are responsible for the welfare of their labour, which may be
uneducated. This type of obligation is driven by moral, not religious obligations.
Nevertheless, it is just as effective as a legal contract. Mahatma Gandhi was a great
advocate of the trusteeship theory.
5) Placating theory:
The placating theory advocates timely satisfaction of employees for their appeasement.
As modern workers become more bold and demanding, they are to be satisfied on a
continual basis. Overall, this type of labour welfare is not desirable as it creates an
atmosphere of deceitfulness and dishonesty.
6) Public Relations theory:
This theory works on the basis of goodwill between employers and employees and the
general public. Companies advertise their labour welfare programmers and company

benefits in hopes of attracting qualified personnel. These programs improve relations
between everyone involved in the organisation as long as the welfare advertisements are
in place.
7) Functional theory:
This theory states that awfully mentally and physically satisfied employee is the most
efficient. Organizational welfare is a means to keep organizational employees content so
they may work effectively.
Functions of welfare facilities:
1) To promote and maintain health and safety of employees at work.
2) To advice management and provision of a healthy environment.
3) There should be proper co-ordination, harmony and integration of all employee
welfare services in an undertaking.
4) Here should be periodical assessment or evaluation of welfare measures and necessary
timely improvement on the basis of feedback.
5) Organization should be provide fundamental rights to the employees
3.4 Employee Welfare Schemes:
Organizations provide welfare facilities to their employees to keep their
motivation levels high. The employee welfare schemes can be classified into two
categories viz. statutory and non-statutory welfare schemes. The statutory schemes are
those schemes that are compulsory to provide by an organization as compliance to the
laws governing employee health and safety. These include provisions provided in
industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare)
1986, Mines Act 1962. The non-statutory schemes differ from organization to
organization and from industry to industry.

STATUTORY WELFARE SCHEMES:
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided
to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be
provided in the office and factory premises and are also to be maintained in a neat
and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as
to provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the dock area
and office premises spittoons are to be provided in convenient places and some
are to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that
they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with
tap and tap on the stand pipe are provided in the port area in the vicinity of the
work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to
change their cloth in the factory area and office premises. Adequate lockers are
also provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES:
Many non-statutory welfare schemes may include the following schemes:
Big Business, Bad Suppliers
1. Personal Health Care (Regular medical check-ups): Some of the companies
provide the facility for extensive health check-up.
2. Flexi-time: The main objective of the flexitime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business
commitments while supporting employee personal life needs.
3. Employee Assistance Programs: Various assistant programs are arranged like
external counselling service so that employees or members of their immediate
family can get counselling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.
5. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
6. Midi-claim Insurance Scheme: This insurance scheme provides adequate
insurance coverage of employees for expenses related to hospitalization due to
illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for
employment in the organization.

Safety and welfare measures provided by LAXMI HYDRAULICS PVT. LTD to the
employees:

CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION
Table No: 01: Employee’s awareness about non voluntary (statutory) welfare
facilities provided by the LHP.
Sr. No. Particulars No .of Respondent Percentage
1 Yes 42 84
2 No 8 16
Total 50 100
(Source: Survey)
Chart No: 01
Interpretation-
The above table and chart shows that, 84 percent respondents are aware
about the non voluntary welfare facilities and 16 percent are not aware about the same.
0
20
40
60
80
100
120
Yes No Total
1 2
Series1
Series2

Table No. 02: Employees’ opinion about role of welfare facilities in motivation for
the job
Sr. No. Particulars No. of Respondents Percentage
1 Highly Agree 22 44
2 Agree 20 40
3 Do not Agree 8 16
Total 50 100
(Source: Survey)
Graph: 02
Interpretation:
From the above table and chart it can be inferred that, 44 percent respondents
are highly agree that LHP provided welfare facility can play the motivational role in the
organisation whereas 40 percent respondents are agree and 16 percent respondents are
disagree with the same.
0
5
10
15
20
25
30
35
40
45
50
Highly Agree Agree Do not Agree
No. of Respondents
No. of Respondents
% of Respondents

Table No: 03:
Employees’ opinion about health checking facility.
Sr. No Particular No of Respondents Percentage
1 Beneficial 40 80
2 Not beneficial 10 20
Total 50 100
(Source: Survey )
Chart: 03
Interpretation:
The above table and chart shows that, 80 percent respondents are
agree to the health checking facility is beneficial and remaining that is 20 percent
opinion are not beneficial.
80%
20%
No of Respondent
Beneficial Not beneficial

Table No 04:
Percentage employee spend daily sometime in the rest room facility.
Sr. No Particular No of Respondent Percentage
1 Yes 10 20
2 No 40 80
Total 50 100
(Source: Survey)
Graph: 04
Interpretation:
The above table and chart shows that, 20 percent respondents
spend daily time in rest room facility and 80 percent respondents are not spending daily
time in rest room facility.
0
10
20
30
40
50
60
70
80
90
100
No of Respondent % of respondent
2 No
1 Yes

Table No 05:
Insurance policies provided to the employees to employees.
Sr. No. Particular No of Respondents Percentage
1 Yes 35 70
2 No 15 30
Total 50 100
(Source: Survey)
Graph: 05
Interpretation:
The above table and chart signify that, 70 percent respondents agree that
LHP provided the insurance policy to the employees whereas, 30 percent respondents are
disagree.
0
10
20
30
40
50
60
70
80
90
100
No of Respondents % of respondents
2 No
1 Yes

Table No 06:
Satisfaction level of employees to exiting bonus facilities provide by the LHP.
1 Highly Satisfied 20 40
2 Satisfied 10 20
3 Partially Satisfied 5 10
4 Not Satisfied 15 30
Total 50 100
(Source: Survey)
Graph: 06
Interpretation:
The above table and chart reveals that, 40 percent respondents are
highly satisfied with the bonus facility provided by the LHP, 20 percent respondents are
satisfied, 10 percent respondents are partially satisfied and 30 percent are not satisfied.
0
5
10
15
20
25
30
35
40
Highly
Satisfied
Satisfied Partially
Satisfied
Not
Satisfied
1 2 3 4
No of Respondents
% of Respondents

Table No 07:
Recreational facilities for the employees:
1 Yes 35 70
2 No 15 30
Total 50 100
(Source: Survey)
Graph: 07
Interpretation:
The above table and chart it can be inferred that, LHP can organize
the recreational programs to the employees, the 70 percent respondents are agree and 30
percent respondents are disagree.
35
70
15
30
No of Respondent % of Respondents
Recreationalfacilities
Yes No

Table No 08: Festival allowance to the employees.
1 Yes 22 44
2 No 28 56
Total 50 100
(Source: Survey)
Chart: 08
Interpretation:-
The above table and chart be a sign of the LHP can provide allowance to
the employees 44 percent responded are agree and 56 percent respondents are disagree.
Percentage

Table No. 09:
Employee’s opinion about the accommodation facility provided
Sr. No Particular No. of Respondents Percentage
1 Yes 23 46
2 No 27 54
Total 50 100
(Source: Survey)
Chart: 09
Interpretation:
The above table and chart indicate the 46 percent respondents are
agree to the accommodation facility and remaining that is 54 percent opinion are not
agree.
Percentage

Table No 10: Employees’ opinion about the development of new facilities to the
LHP.
Particular No. of Respondents Percentage
Yes 84 84
No 16 16
Total 100 100
(Source: Survey)
Chart: 10
Interpretation:-
The above graph specifies about employee opinion about the development
of new facilities to the LHP, 84 percent respondents opinion of ‘Yes’ and 16 percent
respondents opinion of ‘No.’
Percentage

Table No 11: Employees about the health care program conducted in the LHP.
Sr. No. Particular No. of Respondents Percentage
1. Very good 10 20
2. Good 18 36
3. Only formality 15 30
4 Confusion 7 14
Total 50 100
(Source: Survey)
Graph: 11
Interpretation:
The above table and chart are indicates that, 20 percent respondents
opined ‘very good’ for health care program conducted in the LHP, 36 percent opined
‘good’, 30 percent respondents opined it’s ‘only formality’, and the 14 percent
respondents are ‘confused.’
0
5
10
15
20
25
30
35
40
Very good Good Only
formality
Confusion
1 2 3 4
No. of Respondents
% of Respondent

Table No. 12: Behaviour of employees towards the Organization.
Sr. No. Behaviour No. of Respondents Percentage
1. Excellent 14 28
2. Good 21 42
3. Average 9 18
4. Bad 4 8
5. Worst 2 4
Total 50 100
(Source: Survey)
Chart: 12
Interpretation:
Above graph shows that, 28 respondents opined ‘Excellent’, 42 percent
respondents ‘Good’, 18 percent respondents tell it ‘Average’, 08 percent respondents
said ‘Bad’ and 04 percent respondents opined ‘Worst’ Behaviour towards the
organization.

Table No 13:
Satisfaction levels of overall welfare facilities which increase the productivity of
employees.
Sr. No Performance No. of Respondents Percentage
1. Fully satisfied 26 52
2. Partially satisfied 17 34
3. Unsatisfied 7 14
Total 50 100
(Source: Survey)
Chart: 13
Interpretation:
Above graph shows that, 52 percent respondents are fully satisfied, 34 percent
respondents are partially satisfied and 14 percent of respondents are unsatisfied to overall
welfare facilities increase the productivity of employees.

Table No: 14:
Employee’s opinion about the safe drinking water facility available in the LHP.
1 Excellent 16 32
2 Good 20 40
3 Average 11 22
4 Bad 2 4
6 Worst 1 2
Total 50 100
(Source: Survey)
Chart: 14
Interpretation:
Above graph shows that, 32 percent respondents opined it as ‘excellent’,
40 percent respondents opined ‘good’, 11 percent of respondents opined ‘average’,
4 percent of respondents opined ‘bad’ and remaining 02 percent respondents opined
‘worst’, to the safe drinking facilities available in the LHP.

CHAPTER-V
FINDINGS AND CONCLUSION

Findings:
 It found that minimum responded can satisfy the welfare facilities can provide the
motivation to the employee.
 It found that the maximum employees are satisfied to the health checking facility.
 It found that the minimum employee can satisfy the welfare facility can provide
the rest room facility to the employee.
 It found that the maximum number of employees is known about the insurance
policy to the provided by the LHP.
 It found that the LHP can provide the recreational programs to the employees.
 It found that the minimum respondent can satisfied to the LHP Provide
accommodation facility.
 It found that the maximum respondent is satisfied to development of new
facilities to the LHP.
 It found that the LHP can provide the health care facility but minimum responded
is unknown about the health care program conducted in the LHP.
CONCLUSION
From the survey it is cleared that most of the employe said that, Employee
walfare facilities are very excellent.
To overcome this problem the company should be taken right manner for the
improvement of Employee walfare facilities i.e., the company’s managers should keep in
touch with the employees before and after generate any problem.

CHAPTER-VI
SUGGESTIONS

Suggestion:
 Company is using print media for advertisement presently, thus it suggested that
more weighted may be given to electronic media for product promotion.
 Company may recognise customers meet in fixed periodical interval for
understanding the need and expectations of the customer and to overcome the
problems faced by the customers.
 The demand of the LHP product and brand awareness of LHP is increasing day by
day so, there is to increase the number of sales and service centres throughout the
country.
 It is also suggested that to company focus on overseas clients that will help to
company increase its market share.

ANNEXURE

QUESTIONNAIRE
Dear Sir/Madam,
I am Mr. Ganesh Dadasaheb Awatade M.B.A.-II year student of SVERI’s College
of Engineering, (Department of M.B.A.) Doing my project work entitled EMPLOYEE
WELFARE FACILITY with reference to "Laxmi Hydraulics Pvt. Ltd. Solapur"
The information furnished by you will be kept confidential and used for academic
purpose only.
Personal Information:
1] Name:-
2] Age:-
3] Education Qualification:-
Questions:
1) Are you aware about all the non voluntary (statutory) welfare facilities?
A) Yes B) No
2] What is your opinion about of safe drinking water facility available in LHP?
A) Good B) Better
C) Poor D) always better
3] Whether rest room facility is available in your LHP?
A) Yes B) No

4] How much time you spend daily in the rest room facility?
A) 30 minutes B) 15 minutes
C) 10 minutes D) nothing
5] Whether LHP has provided any insurance policy to employees?
A) Yes B) No
If yes which type of insurance policy
A) Health insurance B) Accidental insurance C) Life insurance
6] What do you think about the health care program conducted in the Organization?
A) Very good B) Good
C) Only formality D) Confusion
7] Are you satisfied with exiting bonus facilities of organisation?
A) Yes B) No
8] What do you think about the health checking camp arranged Organization?
A) Beneficial B) Non beneficial
9] Whether LHP organizes any recreational programs for employees?
A) Yes B) No
10] Does LHP provide accommodation facility to the employees?
A) Yes B) No

11] Whether welfare facilities increase productivity of employees?
A) Yes B) No
12] Does welfare facilities provided by the organisation plays role as motivational
factors?
A) Strongly agree B) Agree
C) Not agree D) strongly disagree
13] What is your opinion about all the welfare facilities in this Organization?
A) Very good B) Good
C) Bad D) Confusion
14] Apart from above welfare facilities do you expect other welfare facility expect from
organisation?
15] Suggestions if any.

BIBLIOGRAPHY

BIBLIOGRAPHY
Books:
• Research Methodology: C R Kothari.
• ‘Aspects Of Labour Welfare and Social security :A.M.SARMA
Webliography:
http://www.wikipedia.org/employee-welfare-facility
Intranet websites:
http://www.lhp.co.in/

EMPLOYEE WELFARE FACILITY

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