1.1 INTRODUCTION TO EMPLOYEE WELFARE Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation motiv ation of the employ employees ees high so as to retai retain n the employ employees ees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfar wel faree inc include ludess mon monit itori oring ng of wor workin king g cond conditi itions ons,, cre creati ation on of ind indust ustri rial al har harmon mony y through thr ough inf infras rastr truct ucture ure for hea health lth,, ind indust ustri rial al rel relati ations ons and ins insura urance nce agai against nst dis diseas ease, e, accident
and
unemployment
for
the
workers
and
their
families.
Labor Lab or wel welfar faree ent entail ailss all tho those se act activi ivitie tiess of emp employ loyer er whi which ch are dir direct ected ed tow toward ardss providing the employees with certain facilities and services in addition to wages or salaries.
1.1.1 We Welfare: lfare: Welfare is the provision and maintenance of the conditions of life for individuals by the community.Welfare has a positive a positive and negative negative aspect. Negative aspect. Negative welfare welfare is the provision by the state or other institutions of a “safety net or the distribution of benefits according to some criteria! so"called positive positive welfare is the provision of opportunities for people to “help themselves. This contrast lies behind foreign"aid strategies which concentrate on providing skills or “seed capital rather than food parcels, for e#ample. The concept of positive and negative welfare is related to the concepts of positive and negative freedom. $ar#ists $ar#ists support both positive and negative negative welfare, welfare, but recognise recognise that the market inevitably generates ine%uality and a class of people inevitably the recipients of welfare, who have nothing to sell but their labour power, alongside a class of people who live off the proceeds of e#ploitation, invariably the providers of welfare. &nly by bringing the means of production under thorough going proletarian democracy can the very need for welfare be abolished.
1.1.2 Employee an Employee Welfare
Employee Employee sector sector addresses addresses multidimens multidimensional ional socio"econom socio"economic ic aspects aspects affecting affecting employee welfare, productivity, raising living standard of labour force and social '
security. To raise earnings of work force and achieve higher productivity, skill upgr upgrad adat atio ion n thro throug ugh h suit suitabl ablee trai traini ning ng is of utmo utmost st impor importa tanc nce. e. $anp $anpowe ower r development to provide ade%uate employee force of appropriate skills and %uality to diff differ eren entt sect sector orss esse essent ntia iall for for rapi rapid d soci socio" o"ec econo onomi micc deve develo lopm pmen entt and and elimination of the mismatch between skills re%uired and skills available has been a ma(or focus of human resource development development activities activities during the last fifty years. years. Employment generation in all the productive sectors is one of the basic ob(ectives. )n this conte#t, providing enabling environment for self employment has received special attention both in urban and rural areas. &b(ective is also to eliminate bonded labour, employment of children and women in ha*ardous industries, and minimi*e minimi*e occupational occupational health ha*ards. +uring the inth -lan period, period, elimination elimination of such undesirable practices as child labour, bonded labour, ensuring workers safety and social security, looking after employee welfare and providing of the necessary support measures for sorting out problem relating to employment of both men and women workers in different sectors will receive priority attention. )t is also envisaged that the employment e#changes will be reoriented so that they become the source of employee related information, employment opportunities and provide counseling and guidance to employment seekers.
1.1.! Pr"n#"ple$ of Employee Welfare
ertai ertain n fundam fundamenta entall consid considera eratio tions ns are involve involved d in the concept concept of employe employeee welfare. The following are the more important among them.
%o#"al re$pon$"&"l"'y of "n($'ry
This principle is based on the social conception of industry and its role in the soci societ ety y that that is, is, the the under underst stand andin ing g that that soci social al resp respon onsi sibi bili lity ty of the the stat statee is manifested through industry. )t is assumed that employee welfare is an e#pression of indust industry ryss duty toward towardss its employ employees ees.0oc .0ocial ial respon responsib sibili ility ty means means that that the obligation of the industry to pursue those policies, to take such decisions, and to follow those lines of action which are desirable in terms of the ob(ectives and 1
security. To raise earnings of work force and achieve higher productivity, skill upgr upgrad adat atio ion n thro throug ugh h suit suitabl ablee trai traini ning ng is of utmo utmost st impor importa tanc nce. e. $anp $anpowe ower r development to provide ade%uate employee force of appropriate skills and %uality to diff differ eren entt sect sector orss esse essent ntia iall for for rapi rapid d soci socio" o"ec econo onomi micc deve develo lopm pmen entt and and elimination of the mismatch between skills re%uired and skills available has been a ma(or focus of human resource development development activities activities during the last fifty years. years. Employment generation in all the productive sectors is one of the basic ob(ectives. )n this conte#t, providing enabling environment for self employment has received special attention both in urban and rural areas. &b(ective is also to eliminate bonded labour, employment of children and women in ha*ardous industries, and minimi*e minimi*e occupational occupational health ha*ards. +uring the inth -lan period, period, elimination elimination of such undesirable practices as child labour, bonded labour, ensuring workers safety and social security, looking after employee welfare and providing of the necessary support measures for sorting out problem relating to employment of both men and women workers in different sectors will receive priority attention. )t is also envisaged that the employment e#changes will be reoriented so that they become the source of employee related information, employment opportunities and provide counseling and guidance to employment seekers.
1.1.! Pr"n#"ple$ of Employee Welfare
ertai ertain n fundam fundamenta entall consid considera eratio tions ns are involve involved d in the concept concept of employe employeee welfare. The following are the more important among them.
%o#"al re$pon$"&"l"'y of "n($'ry
This principle is based on the social conception of industry and its role in the soci societ ety y that that is, is, the the under underst stand andin ing g that that soci social al resp respon onsi sibi bili lity ty of the the stat statee is manifested through industry. )t is assumed that employee welfare is an e#pression of indust industry ryss duty toward towardss its employ employees ees.0oc .0ocial ial respon responsib sibili ility ty means means that that the obligation of the industry to pursue those policies, to take such decisions, and to follow those lines of action which are desirable in terms of the ob(ectives and 1
values currently obtaining in the society.
Demo#ra'"# )al(e$
The principle of democratic values of employee welfare concedes that workers may have certain unmet needs for no fault of their own, that industry has an obligation to render them help in gratifying those needs, and that workers have a righ rightt of dete determ rmin inin ing g the the mann manner er in whic which h thes thesee need needss can can be met met and and of participating in the administration of the mechanism mechanism of need gratification.
Eff"#"en#y
The fourth principle of labour welfare lays stress on the dictum that to cultivate welfare is to cultivate efficiency. Even those who deny den y any social responsibility for indust industry ry do accept accept that that an enterp enterpri rise se must must introd introduce uce all such such labour labour welfar welfaree measures which promote efficiency 2$arshall, 34567. )t has been often mentioned that workers education and training, housing, and an d diet are the three most important aspects of labour welfare, which always accentuate labour efficiency. efficiency.
Re*per$onal"+a'"on
0ince 0ince indust industria riall organi organisat sation ion is rigid rigid and impers impersonal onal,, the goal goal of welfar welfaree in industry is the enrichment and growth of human personality. The labour welfare movement seeks to bring cheer, comfort, and warmth in the human relationship by treating man as an individual, with %uiet distinct needs and aspirations. 0ocial and cultural programmes, recreation and other measures designed after taking into considerati consideration on the workers intere interests sts go a long way in counteracting counteracting the effects of monotony, boredom, and cheerlessness.
Co*re$pon$"&"l"'y
The si#th principle of employee welfare recognises that the responsibility for employee employee welfare welfare
lies on both employers employers and workers workers and not not on employ employers ers
alone alone 2$oort 2$oorthy hy,, 34587. 34587. Employ Employee ee welfar welfaree measur measures es are likely likely to be of littl littlee succ succes esss unle unless ss mutu mutual alit ity y of inte intere rest st and and resp respon onsi sibi bili liti ties es are are acce accepte pted d and and 9
understood by both the parties, in particular the %uality of responsibility at the attitudinal and organisational level.
To'al"'y To'al"'y of o f ,elfare
The final principle of employee welfare is that the concept of employee welfare must permeate throughout the hierarchy of an organisation, and accepted by all levels of functionaries in the enterprise.
1.1.- Approa#e$
The issue of employee welfare may be studied from different angles, such as: The location, where these amenities are provided, within and outside the industrial undert undertaki akings ngs!! The nature nature of amenit amenities ies such such as those those concer concerned ned condit condition ionss of employ employmen mentt and The welfar welfaree activi activitie tiess termed termed as ;stat ;statuto utory ry,, ;volun ;voluntar tary y and ;mutual. The agencies which provide living conditions of work people! these amenities.&n the basis of location of welfare activities, employee welfare work has been
classified
by
in
two
specific
categories,
namely,
2a7intramural2b7e#tra"mural 2a7)ntra"mural activities: consist of such welfare schemes provided within the factor factories ies as medica medicall facili facilitie ties, s, provis provision ion of cr=ches cr=ches,, and canteens canteens,, supply supply of drinking water, washing and bathing facilities, provision of safety measures such as fencing fencing and coverin covering g of machin machines, es, good lay"out lay"out of machin machinery ery and plant, plant, sufficient lighting, first"aid appliances! activities relating to improving conditions of employment, recruitment and discipline and provision of provident fund and gratuity, gratuity, maternity benefits, be nefits, etc. 2b7E#tra"mural activities: cover the services and facilities provided outside the factory such as, housing accommodation, indoor and outdoor recreation facilities, amusement and sports, educational facilities for adults and children, provision of libraries and reading rooms. )n the welfare activities concerned with conditions of employment are included activities for the management of problems arising out of hours of work, wages, holidays holidays with pay, pay, rest intervals, intervals, sanitation, sanitation, continuity of employment, employment, control 5
over the recruitment of female, while all such schemes of benefits as co"operative societies, legal and medical aid, and housing are included in the category of activities concerned with conditions of employees.
1.1./ %#ope of employee ,elfare ,or0
)t is somewhat difficult to accurately lay down the scope of employee welfare work, especially because of the fact that class is composed of dynamic individuals with comple# needs. )n a world of changing values, where ideologies are rapidly undergoing transformation, rigid statements about the field of employee welfare need need to be revi revise sed. d. Empl Employ oyee ee welf welfar aree work work is incr increa easi sing ng with with the the growi growing ng knowledge and e#perience of techni%ues. >n able welfare officer would, therefore, include in his welfare program the activities that would be conducive to the well" being of the worker and his family. family. The following list, which is by no means e#haustive, gives the items under which welfare work should be conducted inside and outside the work place:
1. Con"'"on$ of ,or0 en)"ronmen' :
The The work worksh shop op sani sanita tati tion on and clea cleanl nlin ines ess, s, humid humidity ity,, venti ventila lati tion on,, ligh lighti ting ng,, elimination of dust, smoke, fumes and gases, convenience and comfort during work, operative postures, sitting arrangements etc! distribution of work hours and provision for rest times, breaks breaks and workmens safety measures.
2. Wor0er$ eal' $er)"#e$ .
These These should should include include factory factory health health centre! centre! medica medicall e#aminat e#amination ion of worker workers, s, factory factory dispens dispensary ary and clinic clinic for general general treatm treatment ent!! infant infant welfar welfare! e! women womenss general education! workers recreation facilities! education, etc!
!. Employee ,elfare proram:
These should cover factory council consisting of representatives of employers! social welfare departments! interview and vocational testing! employment, follow" up, research bureau! workmens arbitration arbitration council. ?
-. Employee$ E#onom"# ,elfare proram:
These should include co"operatives or fair price shops for consumer necessities! co"operative credit society, thrift schemes and savings bank! health insurance! employment bureau! etc.
/. 3eneral ,elfare ,or0:
This should relate to housing and family care. "entral 0ector There are @our types of initiatives through the -lan for the Employee and Employee Welfare 0ector. They are: •
Training for skills development
•
0ervices to (ob seekers
•
Welfare of Employees
•
>dministration of Employee regulations
$any initiatives are taken for the benefit of workers through the plans of a number of )ntensive 0ectors. These are not discussed here because they fall under the purview of respective sectoral programmes of the plan.
4o#a'"onal Tra"n"n5%0"ll De)elopmen' Tra"n"n
The primary purpose of vocational training is to prepare individuals, especially the youth in the age group of 35"'5 years, for the world of work and make them employable for a broad group of occupations. The main vocational training schemes comprise of raftsmen Training scheme, >pprenticeship Training scheme, Training of 0killed Workers, Training of Women as a special target group, Training of raft )nstructors, Training of 0upervisors and @oremen. >pplied A
research on vocational training problems is carried out. -reparation and development of instructional material is another area where appropriate attention is being paid.
8
1.1.6 Employee Welfare %#eme$
&rgani*ations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories vi*. statutory and non"statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organi*ation as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like @actories >ct 3498, +ock Workers >ct 2safety, health and welfare7 348?, $ines >ct 34?'. The non statutory schemes differ from organi*ation to organi*ation and from industry to industry. 1. %'a'(a'ory Welfare %#eme$
The statutory welfare schemes include the following provisions: 3. Dr"n0"n Wa'er: >t all the working places safe hygienic drinking water should be provided. '. Fa#"l"'"e$ for $"''"n: )n every organi*ation, especially factories, suitable seating arrangements are to be provided. 1. F"r$' a" appl"an#e$: @irst aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee. 9. La'r"ne$ an Ur"nal$: > sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition. 5. Can'een fa#"l"'"e$: afeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees. ?. %p"''oon$: )n every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition. A. L"'"n: -roper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. 8. Wa$"n pla#e$: >de%uate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places. 4. Can"n room$: >de%uate changing rooms are to be provided for 4
workers to change their cloth in the factory area and office premises. >de%uate lockers are also provided to the workers to keep their clothes and belongings. 36. Re$' room$: >de%uate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc. 2. Non %'a'('ory %#eme$
$any non statutory schemes welfare schemes may include the following schemes: 3. Per$onal 7eal' Care 8Re(lar me"#al #e#0*(p$9: 0ome of the companies provide the facility for e#tensive health check"up '. Fle"*'"me: The main ob(ective of the fle#time policy is to provide opportunity to employees to work with fle#ible working schedules. @le#ible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs 1. Employee A$$"$'an#e Proram$: Barious assistant programs are arranged like e#ternal counseling service so that employees or members of their immediate family can get counseling on various matters. 9. 7ara$$men' Pol"#y: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. 5. Ma'ern"'y ; Aop'"on Lea)e < Employees can avail maternity or adoption leaves. -aternity leave policies have also been introduced by various companies. ?. Me"*#la"m In$(ran#e %#eme: This insurance scheme provides ade%uate insurance coverage of employees for e#penses related to hospitali*ation due to illness, disease or in(ury or pregnancy. A. Employee Referral %#eme: )n several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organi*ation. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organi*ation. The purpose of providing such
36
facilities is to make their work life better and also to raise their standard of living. The important benefits of welfare measures can be summari*ed as follows: •
They provide better physical and mental health to workers and thus promote a healthy work environment
•
@acilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.
•
Employers get stable labor force by providing welfare facilities. Workers take active interest in their (obs and work with a feeling of involvement and participation.
•
Employee welfare measures increase the productivity of organi*ation and promote healthy industrial relations thereby maintaining industrial peace.
1.1.= Welfare %#eme$ offere &y A"$ >an0
@ollowing are the welfare schemes which are offered by >#is
ene)olen' %#eme:
)n terms of #is #is
> special welfare fund has been constituted for undertaking welfare pro(ects in the neighborhood of the companys offices or for giving relief to hard cases inside the establishment. >ll employees contribute DCe. '/"p.m. towards this fund and management also contribute similar amount. The fund is administered by a managing committee consisting of representatives of management and employees. !. Rel"ef mea$(re 'o 'e fam"l"e$ of 'e e#ea$e employee$ "n #a$e of ea'5permanen' 'o'al "$a&lemen' ,"le "n $er)"#e:
a7 )n the event of death of an employee at any place, other than at the plant while on duty, the company should arrange for the transportation of the body. 33
b7 >n amount of Cs '666/" shall be payable to the family of deceased employees as “funeral e#penses. c7 >ll dues should be settled and paid with on 35 days from the date of the employees. d7 The company has introduced a social security scheme, w.e.f. 33.3'.3448. The e#isting scheme of providing compassionate employment to the dependents/death/retirement on account of
permanent while in service of the company shall cease to operate.
-. A"$ >an0$ %o#"al %e#(r"'y %#eme:
&n separation from the service of the company on account of permanent total disablement/retirement on medical grounds, the employee/dependent family members shall be provided lump sum benefit e%uivalent to basic pay +> for 56F of the left over months of service limited to ?6 months pay, whichever is less, to be released in a phased manner. 0ub(ect to ta# deduction under the income ta# law or Cs. 3 lakh whichever is ever. /. 3ro(p %a)"n L"n0e In$(ran#e %#eme:
The group saving linked insurance of L) has been introduced in all units/office of the company providing a coverage of insurance amount ranging from Cs 16666/" to Cs. 3.'6 lakhs in the event of death of an employees. The scheme provides for a monthly contribution D3F of the total sum insured, out of which 15F is appropriated towards risk for insurance cover and ?5F is credited to saving portion. The saving portion earns interest D33F p.a. The contributions paid under the scheme are eligible for e#emption under the income ta# act 34?3 the maturity proceeds or claim amount are free from income ta#. The contributions are payable on monthly basis through deduction from employees salary. 6. Welfare E#(r$"on %#eme:
Two e#cursion trips in a calendar year are arranged by the club at units however trips are arranged by the concerned welfare/industrial relations department. Gnder the scheme, the places to be visited during such e#cursion trips are arranged within a distance of
966 kms each ways from the township/place of work. $anagement
provides hire charges for two buses for each trip at units and total buses for the trips at .&H $&. 3'
=. Lon %er)"#e A,ar %#eme:
)n terms of companys policy regarding grant of long service award, employees are given an award on completing specified length of service of 36/35/'6/16H15 years. ?. Welfare an %por'$ 3ran'$5Fa#"l"'"e$:
@ollowing grants/facilities are providing for this purpose: 0ports Irants: Gnder this head, budget allocations are made for the following:" a7 >nnual 0ports/Welfare Irants. b7 Irants for holding inter"unit tournaments. c7 0ponsored Tournament.
1.2 In'ro(#'"on of A"$ >an0 >#is #is #is #is #is griculture, )nfrastructure 0ector, 0ervice 0ector and Trade H ommerce. )t works towards becoming one of the most trusted and admired financial institution as well as the most sought"after destination for the customers and investors. >#is gency arrangements all across the world. >#is
31
1.2.1 Offer"n$
>#is
1.2.2 Depo$"' %#eme$
@ollowing deposit schemes are offered by >#is
•
o"frills 0avings ccount $oney ccount in @oreign urrency at )ndian #is Ta# 0aver deposit 0cheme O '66? >#is -remium -lus
1.2.! Loan $#eme$
@ollowing loan schemes are offered: >#is 0helter >#is ar >#is Trader Education Loan >#is ash >#is Cent >#is $ortgage >#is 0ecurities >#is Ceal Estate >#is ari 0hakti >#is 0hopper >#is -ensioner >#is Emd Loan >#is 0wabhiman " Ceverse $ortgage Loan 0cheme for 0enior iti*en )nterest 0ubsidy 0cheme for Mousing the Grban -oor 2)0MG-7
39
1.2.- NRI Corner
>#is gainst +eposits C) Mome Loans
1.2./ In'erna'"onal >an0"n
@ollowing international banking services are offered! -roducts H 0ervices C) rrangements 2@C>s7 @ore# $oney $arket &perations 35
Cesident @oreign urrency 2+omestic7 >/s orrespondent
3?
3A
RE4IEW% OF LITERATURE > literature review is a body of te#t that aims to review the critical points of current knowledge on a particular topic. Literature reviews are secondary sources, and as such, do not report any new or original e#perimental work. Ceviews covering some of the areas related to employee welfare are mentioned below:
Da)"$ an 3"&$on 82@@69 described a process through which organi*ations might seek to
implement interventions relating to employee wellbeing. Emphasi*es the importance of a comprehensive needs assessment both in obtaining the breadth of information needed to design appropriate interventions and also in providing baseline information against which to evaluate programme effectiveness.. @inally, provides guidance on programme implementation and evaluation, and discusses some of the advantages and disadvantages of different approaches to tertiary welfare provision.
O$'erman 82@@9 revealed that Migh -erformance Work &rgani*ations 2M-W&s7 took
root in the early 3446s but then faced an environment of organi*ational turmoil and restructuring. This paper, drawing on a second"round survey of employers that replicated and e#tended a 344' survey, addressed two %uestions: whether M-W& practices continued to spread, and whether their productivity and %uality gains redounded to employeesP benefit. The results show that M-W& practices continued to diffuse at a rapid rate between the 344' and 344A survey dates, although more slowly for self"managed teams than for other practices. With regard to the second %uestion, however, the author found that adoption of M-W& practices in 344' was associated with increased layoff rates in subse%uent years and no compensation gains""patterns that appear to result largely because M-W& practices are linked to employment reorgani*ation, such as reductions in contingent and managerial employment.
Ba$+a 82@1@9 proposed the concept of welfare regimes has become a centerpiece of
comparative welfare research. $ost criticism of the concept thus far has focused on whether this or that country fits a particular regime type or deserves its own regime 38
category. This article offered a more radical criti%ue of this concept. )t argued that most countries practice a dis(ointed set of welfare policies due to the following typical features of welfare policymaking: 237 the cumulative nature of welfare policies, 2'7 the diverse histories of policies in different welfare fields, 217 the involvement of different sets of policy actors, 297 variations in the policymaking process. )t concludes that few national welfare systems are likely to e#hibit the internal consistency necessary to validate the regime concept, and that policy"specific comparisons may be a more promising avenue for comparative research.
Fon >r"an e' al. 82@129 processed to make a company more efficient and cost effective
by eliminating nonvalue"added work processes and people. Gnfortunately, it has become a common business practice in todays firms in order to stay competitive and strong. The practice, however, can be disastrous if the company does not treat the human aspect of the process. +uring and after downsi*ing the workforce may suffer from what is known as the “survivor syndrome. This article addresses the work overload felt b y employees in the aftermath of a downsi*ing. > firms effective management of downsi*ing is intricately related to the possible strategies of alleviating work overload and addressing employees concerns. This relationship is especially important between the organisation and the employees during and after the change. The success or failure of downsi*ing relies on the remaining workforce.
W"'e 82@129 assessed the impact of unions on management practices to reduce labour
costs, implement high"performance work systems, and make employee welfare provisions using
>en0o
82@129 e#amined that Employee
misunderstood. This article e#plained the regulatory systems developed by ongress over nearly a century. )nitially ongress created ta# preferences to encourage employers to offer retirement and healthcare benefits to employees. 0everal decades later, ongress 34
enacted the Employee Cetirement )ncome 0ecurity >ct of 34A9 2QEC)0>Q7, providing substantive regulation under labor law and ta# law. 0ince EC)0>, there have been about three do*en public laws which have changed the systems. ot surprisingly, confusion has accompanied the regular modifications to a very technical area of law. evertheless, the multitude of laws can be simplified. This was possible with an understanding of how the parts combine to form cohesive regulatory systems. )n short, ongress overlapped ta# law and labor law to create the bounds of the regulatory systems for employer"provided retirement and healthcare benefits. Within these systems, two types of rules were employed: incentives and sanctions. This article e#plained how all of the pieces fit together to promote retirement and healthcare security, and suggests that a systematic method of analysis may be the best approach for creating the benefits law of tomorrow.
7a&eman 82@1!9 described the significant developments of the last year 2>ugust '669"
>ugust '6657, the authors discuss changes in the rules of %ualified retirement plans and the ta#ation of employee welfare benefits. The authors discuss: final, updated regulations for )nternal Cevenue ode 2)C7 section 9632k7 cash"or"deferred arrangements! proposed QCoth 9632k7Q regulations! )nternal Cevenue 0ervice 2)C07 guidance on actuarial assumptions to be used for lump"sum distributions from defined benefit plans during '669 and '665! rumblings at the )C0 over application of %ualified plan nondiscrimination rules! temporary and proposed regulations for Employee 0tock &wnership -lans holding stock of subchapter 0 corporations! guidance from both the +epartment of Labor 2+&L7 and )C0 regarding automatic rollovers from %ualified plans to )C>s! +&L guidance regarding the accounts of missing participants, abandoned defined contribution plans, and a simplified Boluntary @iduciary orrection -rogram! additional guidance on both Mealth 0avings >ccounts 2M0>s7 and Mealth Ceimbursement >ccounts 2MC>s7! )C0 guidance on medical reimbursement accounts within profit sharing plans! and initial proposed regulations to implement the Gniformed 0ervices Employment and Ceemployment Cights >ct 2G0ECC>7.
%m"' 82@1!9 e#amined the legal struggle to organi*e and represent family child care
providers who provide publicly"subsidi*ed child care. )n '665, the 0ervice Employees '6
)nternational Gnion 20E)G7 achieved the largest child"care union victory in Gnited 0tates history when it won the right to represent more than 94,666 child care workers in )llinois. The victory, remarkable in its own right, was all the more stunning as the workers were family child care providers, who provide child care for compensation from within their private homes and who are generally regarded as independent contractors who lack collective bargaining rights. 0E)GPs success was made possible by the increasingly public character of family child care. )n the aftermath of welfare reform, local and state governments are compensating family child care providers to care for the children of welfare"to"work recipients. Net while family child care has become critical to low" income
families,
rarely
do
providers
receive
ade%uate
compensation
from
the government. -roviders claim that they are de facto state employees " paid by the state and regulated by the state " and as such are entitled to negotiate with the state regarding the terms of their labor arrangements. )n the course of e#ploring this claim, the >rticle considers the independent contractor/employee distinction as applied to family child care providers and e#amines how unions can use the state action doctrine under antitrust law to grant collective bargaining rights to providers.
>ro,n Fore e'. al. 82@1-9 e#amined that their significant increase in satisfaction with
the sense of achievement from work between 3448 and '669! a number of other measures of (ob %uality are found to have increased over this period as well. )t also found a decline in the incidence of many formal human resource management practices. The paper reports a weak association between formal human resource management practices and satisfaction with sense of achievement. )mprovements in perceptions of (ob security, the climate of employment relations and managerial responsiveness were the most important factors in e#plaining the rise satisfaction with sense of achievement was due in large part to the e#istence of falling unemployment during the period under study, which has driven employers to make improvements in the %uality of work in satisfaction with sense of achievement between 3448 and '669.
D(man 82@1-9 suggested that collective bargaining was closely related to social policy
making to the e#tent that the outcomes of the former inform. )t was widely held, '3
however, that trade unions in entral Eastern Europe 2EE7 do not have a strong bargaining position and thus e#ert little impact on policy decisions. This paper challenges the view of EE labour as a uniformly weak actor. )t argues that EE unions ability to shape the bargaining agenda and social policies depends largely on the degree of privati*ation, which overlaps with sectoral divisions. We found that unions in e#posed sectors are unable to oppose greater fle#ibility even when there are no considerable wage gains, whereas workers in protected sectors manage to maintain their status and at times even enhance their welfare, both in terms of higher wages and better working conditions.
The perusal of literature revealed that there had been many researches regarding programme effectiveness, advantages and disadvantages of different approaches to welfare provisions, downsi*ing concept, Employee benefits like retirement and healthcare benefits. 0o all the studies that were conducted were not focused on the welfare schemes that >#is
''
'1
!.1 NEED OF T7E %TUDY The studies that were conducted earlier were based on (ob satisfaction level, as far as there was less concern regarding the employee welfare schemes and working conditions in the private sector banks. This was identified from the review of literature because the researches that were conducted earlier did not talk about the welfare of employees in >#is
!.2 %COPE OF T7E %TUDY The study of Employee Welfare is purely based on secondary data and all information was available within the organi*ation itself. 0o, the scope of the study was limited to >#is dampur.
!.! O>ECTI4E% OF T7E %TUDY The main ob(ectives of the study are as under: 3. To determine the level of awareness of various welfare policies of >#is #is #is #is #is #is
'9
'5
RE%EARC7 MET7ODOLO3Y
Cesearch $ethodology is a way to systematically solve the research problem. The Cesearch $ethodology includes the various methods and techni%ues for conducting a Cesearch. “$arketing Cesearch is the systematic design, collection, analysis and reporting of data and finding relevant solution to a specific marketing situation or problem. +. 0lesinger and $. 0tephenson in the encyclopedia of 0ocial 0ciences define Cesearch as “the manipulation of things, concepts or symbols for the purpose of generali*ing to e#tend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art. Cesearch is, thus, an original contribution to the e#isting stock of knowledge making for its advancement. The purpose of Cesearch is to discover answers to the Kuestions through the application of scientific procedures. &ur pro(ect has a specified framework for collecting data in an effective manner. 0uch framework is called “ Re$ear# De$"n . The research process followed by us consists of following steps:
-.1 Re$ear# De$"n
Cesearch +esign is a blueprint or framework for conducting the marketing research pro(ect. )t specifies the details of the procedures necessary for obtaining the information needed to structure and solve marketing research problem. The research design used in study is e$#r"p'")e re$ear#. De$#r"p'")e re$ear# is that type of research in which one can e#plain what had happened and what is happening, but cannot change the variables! like in this study employee welfare is done.
-.2 %ample De$"n
0ampling can be defined as the section of some part of an aggregate or totality on the basis of which (udgement or an inference about aggregate or totality is made. The sampling design helps in decision making in the following areas. •
Un")er$e of 'e $'(y* Gniverse refers to the total of the units in field of in%uiry.
-resent study was restricted to the Employees of >#is
'?
•
%ample $"+e* 0ample si*e was the number of elements to be included in a study.
Jeeping in mind all the constraints 56 respondents of >dampur city were selected. •
%ample (n"'* 0ampling unit is the basic unit containing the elements of the
universe to be sampled. The sampling unit of the present study were the Employees of >#is
-.! Me'o$ of Da'a Colle#'"on
Cesearch work is e#ploratory in nature. )nformation has been collected from both -rimary and 0econdary data. •
Pr"mary $o(r#e$* -rimary data are those, which are collected are fresh and for
the first time and thus happen to be original in character. -rimary data has been collected by conducting surveys through %uestionnaire, which include both open" ended and close"ended %uestions and personal and telephonic interview. •
%e#onary $o(r#e$* 0econdary data are those which have already been collected
by someone else which already had been passed through the statistical process. 0econdary data has been collected through maga*ines, websites, newspapers and (ournals.
-.- Tool$ of Analy$"$ ; Pre$en'a'"on
To analy*e the data obtained with the help of %uestionnaire, following tools were used. •
Ta&le$: This is a tool to present the data in tabular form.
•
Per#en'ae >ar 3rap$ an P"e Car'$: These tools were used for analysis of
data.
-./ L"m"'a'"on$ of 'e %'(y
The limitations of the study are:" •
+ue to shortage of time available at disposal, we were not able to collect as much information as needed for the study.
•
There may be untrue information provided by the respondents for the study.
'A
•
•
The sample may not be a true representative, as due to location factor, the respondents may not be representative of the whole universe.
•
>s there is always a cost factor involved in every research, so it is not possible to include large universe.
•
>lthough the staff of >#is dampur was highly co"operative and devoted enough to its valuable time on me but because of their busy schedules, ) feel that ) unable to gain complete knowledge. @urthermore, ) was allotted a limited time period for study.
'8
'4
DATA ANALY%I% AND INTERPRETATION %'a'emen' 1: To 0no, 'e Wor0"n Eper"en#e of 'e Employee "n 'e A"$ >an0
Ta&le /.1 Wor0"n Eper"en#e Year$ of Eper"en#e
No. of Re$ponen'$
Per#en'ae of Re$ponen'$
5
36
?"36 Nears
36
'6
33"35 Nears
5
36
3?"'6 Nears
36
'6
>bove '3 Nears
'6
96
To'al
/@
1@@
F"(re /.1 Wor0"n Eper"en#e
Percentage of Respondents Below 5 Years; 10% Above 21 Years; 40% 6-10 Years; 20%
11-15 Years; 10% 16-20 Years; 20%
Analy$"$ an In'erpre'a'"on:*
The figure above e#amined that 96F of employees have working e#perience above '3 years, '6F of respondents have working e#perience 3?"'6 tears and ?"36 years, and 36F of employees have working e#perience 33"35 years and below 5 years.0o by this it has been found that ma(ority of the employees have working e#perience above '3 years. 16
%'a'emen' 2: To 0no, ,e'er 'e employee$ are $a'"$f"e ,"' 'e &an0 an $(per)"$"on of employee$ a$ per 'e ,elfare ,or0 pro)"e:
Ta&le /.2 %a'"$fa#'"on Le)el of Employee$ $'a'emen'
No. of Re$ponen'$
Per#en'ae of Re$ponen'$
Mighly 0atisfied
'5
56
0atisfied
36
'6
eutral
35
16
+issatisfied
6
66
Mighly +issatisfied
6
66
To'al
/@
1@@
F"(re /.2 %a'"$fa#'"on le)el of Employee$
No. of Respondents
e!tral; "0% Highly Satisfed; 50%
Satisfed; 20%
Analy$"$ an In'erpre'a'"on:*
>s shown above ma(ority i.e. 56F of the employees were highly satisfied with the organi*ational supervision of employee welfare provided by >#is bout '6F of the employees were satisfied and 16F were neutral, whereas none of the employee was dissatisfied respectively. 13
%'a'emen' !: To 0no, ,e'er 'e employee$ are a,are of all 'e ,elfare $#eme$ or no' Ta&le /.! A,arene$$ of Welfare %#eme$ %a'"$fy ,"' $alary Nes o To'al
No. of Re$ponen'$ 96 36 /@
Per#en'ae of Re$ponen'$ 86 '6 1@@
F"(re /.! A,arene$$ of Welfare %#eme$
No. of Respondents o; 20%
Yes; #0%
Analy$"$ an In'erpre'a'"on:*
>s shown above ma(ority i.e. 86F of the employees were aware of all the welfare schemes provided by the organi*ation, whereas '6F of the employees thought that they were not fully aware about all the schemes provided.
1'
%'a'emen' -: To 0no, 'e op"n"on of employee$ a&o(' 'e &an0$ ,elfare $#eme$. Ta&le /.- Op"n"on of Employee$ Op"n"on
No. of Re$ponen'$
Per#en'ae of Re$ponen'$
E#cellent
16
?6
Iood
35
16
@air
5
36
-oor
66
66
Bery -oor
66
66
To'al
/@
1@@
F"(re /.- Op"n"on of Employee$
No. of Respondents )air; 10%
(ood; "0% $&elle't; 60%
Analy$"$ an In'erpre'a'"on:* >s shown above ma(ority i.e. ?6F of the employees
thought that the banks welfare schemes were e#cellent and about 16F thought that they were good and 36F thought that the schemes were fair respectively.
11
%'a'emen' /: To 0no, 'e ran0"n of employee$ ,"# 'ey '"n0 are &e$' on 'e $#ale of 1 'o / 81 &e"n more preferre / &e"n lea$' preferre9
Ta&le /./ Preferen#e of %#eme$ %#eme$
Ran0 1
Ran0 2
Ran0 !
Ran0 -
Ran0 /
To'al
Ra'e
A
36
'3
4
1
318
1
Welfare E#cursion
'6
3?
5
9
5
336
'
scheme $edical Mousing
3A 5
'6 '
A 3'
' '1
9 8
361 3A1
3 9
0ocial security scheme
umber of respondents" 56 Cank 3" $ost -referred Cank 5"Least -referred
Analy$"$ an In'erpre'a'"on:*
)n this above table weighted average score method was used where 3 rank was the most preferred rank and 5 was the least preferred rank. >s in the above table various schemes were being ranked. The above table depicted that ma(ority of the respondents felt that the medical scheme was best and was most preferred scheme . Then welfare e#crusion scheme was given Cank '. Then social security, housing schemes were considered as Cank 1, Cank 9 and Cank 5 respectively.
19
%'a'emen' 6: To 0no, 'e na'(re of o& ")en 'o 'e employee$
Ta&le /.6 Na'(re of o& ")en 'o 'e Employee$ Na'(re of o&
No. of Re$ponen'$
Per#en'ae of Re$ponen'$
)nteresting
'9
98
Kuite
5
36
hallenging
38
1?
>ccording to 0kills
1
?
/@
1@@
To'al
F"(re /./ Na'(re of o& ")en 'o 'e Employee$
Percentage of Respondents A&&ordi'g to Sills; 6%
,halle'gi'g; "6%
*'teresti'g; 4#%
+!ite Bori'g; 10%
Analy$"$ an In'erpre'a'"on:*
The figure above e#amined that 98F of the employees thought that interesting type of (obs were given to them, 1?F of the employees thinks that challenging type of (obs are given to them, 36F of the employees thought that %uite boring type of (obs were given to them while only ?F of the employees thought that (obs were given to them according to skills. 0o the ma(ority of the employees thought that interesting type of (obs were given to them. 15
%'a'emen' =: To ra'e 'e $'a'emen'$: 87%* 7"ly %a'"$f"e %* %a'"$f"e N* Ne('ral D* D"$$a'"$f"e 7D* 7"ly D"$$a'"$f"e9 Ta&le /.= %a'"$fa#'"on le)el of Re$ponen'$ %'a'emen'$
%A
A
N
D %D
%(mma'e
8.37 The procedure adopted for career growth of
36
'6
35
1
'
%#ore 3?A
Employee. 8.'7 Working environment of >#is
''
3?
A
9
3
'69
8.17 0afety practices for the welfare of its workers
'1
3A
A
1
6
'36
8.97 Cecreation of employees
33
'3
36
A
'
385
8.57 Educational assistance provided for childrens
3A
3?
36
A
'
343
education 8.?7 0taff
'6
31
36
9
1
341
8.A7 $edical facilities
11
35
1
6
6
'19
umber of respondents "56 Ma"m(m %#ore O
Mighly satisfied 256R57 " '56 0atisfied 256R97 O '66 eutral 256R17 O 356 +issatisfied 256R'7 O 366 Mighly +issatisfied 256R37 " 56
Analy$"$ an In'erpre'a'"on:
>s from the above table no 5.33 comparison was done between ma#imum score and summated score. $a#imum score is the score which represents the strongly agree level among the respondents. 0o, information related to the level of agreement or least agreement to various factors >#is
1?
The first statement has summated score as 3?A, which lies between '66 and 356. That means either the people were satisfied or neutral. The second statement has summated score as '69, which lies between '66 and '56. That means either the persons were highly satisfied or satisfied. This value was more towards '66. 0o, we can say that people were satisfied towards this statement. The third statements summated score was '36, which lies between '66 and '56. That means either the persons were highly satisfied or satisfied. This value was more towards '66. 0o, we can say that people were satisfied towards this statement. The fourth statements summated score was 385, which lies between '66 and 356. That means either the persons were satisfied or neutral. This value was more towards '66. 0o, we can say that people were satisfied towards this statement. The fifth statement has summated score was 343, which lies between 356 and '66. )t means either the persons were agreed or neutral.
1A
%'a'emen' ?: To ra'e 'e $'a'emen'$ a$ per #on"'"on$ an ,or0 en)"ronmen': 87%* 7"ly %a'"$f"e %* %a'"$f"e N* Ne('ral D* D"$$a'"$f"e 7D* 7"ly D"$$a'"$f"e9 Ta&le /.? %a'"$fa#'"on a$ per #on"'"on$ %'a'emen'$
%A
A
N
D %D
%(mma'e
4.37 Bentilation and temperature
36
'6
35
1
'
$#ore '61
4.'7 Lighting
''
'6
9
'
6
'6?
4.17 Working hours
16
35
'
'
3
''3
4.97 $eal time/rest time
35
'6
36
1
'
341
4.57 0afety measures
3A
3?
36
A
'
345
Ma"m(m %#ore O
Mighly satisfied 256R57 " '56 0atisfied 256R97 O '66 eutral 256R17 O 356 +issatisfied 256R'7 O 366 Mighly +issatisfied 256R37 " 56
Analy$"$ an In'erpre'a'"on:
>s from the above table no 5.33 comparison was done between ma#imum score and summated score. $a#imum score is the score which represents the strongly agree level among the respondents. 0o, information related to the level of agreement or least agreement to various factors >#is
18
The third statements summated score was ''3, which lies between '66 and '56. That means either the persons were highly satisfied or satisfied. This value was more towards '66. 0o the people were satisfied towards this statement. The fourth statements summated score was 341, which lies between '66 and 356. That means either the persons were satisfied or neutral. This value was more towards '66. 0o, we can say that people were satisfied towards this statement. The fifth statement has summated score was 345, which lies between 356 and '66. )t means either the persons were agreed or neutral.
14
%'a'emen' : To ra'e 'e $'a'emen'$ a$ per employee e#onom"# ,elfare: 87%* 7"ly %a'"$f"e %* %a'"$f"e N* Ne('ral D* D"$$a'"$f"e 7D* 7"ly D"$$a'"$f"e9 Ta&le /. %a'"$fa#'"on a$ per E#onom"# %#eme$ %'a'emen'$
%A
A
N
D %D
%(mma'e
36.37 Mousing
16
35
5
6
6
$#ore ''5
36.'7 Transportation benefits
''
'6
9
'
6
'6?
36.17 Cetirement benefits
16
35
'
'
3
''3
36.97 )nsurance
35
'6
36
1
'
341
Ma"m(m %#ore O
Mighly satisfied 256R57 " '56 0atisfied 256R97 O '66 eutral 256R17 O 356 +issatisfied 256R'7 O 366 Mighly +issatisfied 256R37 " 56
Analy$"$ an In'erpre'a'"on:
>s from the above table no 5.33 comparison was done between ma#imum score and summated score. $a#imum score was the score which represents the strongly agree level among the respondents. 0o, information related to the level of agreement or least agreement to various factors >#is
96
The third statements summated score was ''3, which lies between '66 and '56. That means either the persons were highly satisfied or satisfied. This value was more towards '66. 0o, we can say that people were satisfied towards this statement. The fourth statements summated score was 341, which lies between '66 and 356. That means either the persons were satisfied or neutral. This value was more towards '66. 0o, we can say that people were satisfied towards this statement.
93
%'a'emen' 1@: To 0no, af'er o, m(# '"me 'e ,elfare pol"#y $o(l &e amene "n A"$ >an0.
Ta&le /.12 Amenmen' of Welfare Pol"#y T"me per"o
No. of Re$ponen'$
Per#en'ae of Re$ponen'$
>fter every year
'9
98
>fter two years
'6
96
>fter 1 years
9
8
>fter five years
'
9
/@
1@@
To'al
F"(re: /.= Amenmen' of Welfare Pol"#y
No. of Respondents A.ter fve years; 4% A.ter " years; #% A.ter every year; 4#% A.ter two years; 40%
Analy$"$ an In'erpre'a'"on:*
>s shown above ma(ority i.e. 98F of the employees suggest that the welfare policies should be amended every year. >bout 96F of the employees suggest that the policies
9'
should be amended after every two years, whereas 8F said after 1 years a nd only 9F said after 5 years respectively.
91
99
FINDIN3% OF T7E %TUDY
@rom the above tables and figures, the analysis was regarding employee welfare of >#is dampur
$ost of the employees were aware of the welfare schemes offered by the
organi*ation. $ost of the employees were satisfied with their working hours. $ost of the employees thought that company have e#cellent policies and practices
and none of the employee thought that companys policies and practices were very
poor. $ost of respondents thought that interesting type of (ob was given to them and very few of them thought that (ob were given according to skills. $ost of the employees said that workers were co"operative a mong themselves. $ost of the employees think that the medical scheme, housing and social security schemes are best. $ost of the employees were satisfied with the working conditions and environment. $a(ority of the employees think that the welfare schemes should be amended every year and very few almost negligible think that the polices should be amended after 5 years
95
9?
=.1 CONCLU%ION To conclude, Welfare 0chemes plays an important role in the employees working life. The welfare schemes plays a vital role in the development of human resources as well as the organi*ation as a whole. > proper control should be implemented in the organi*ation in order to check whether welfare polices are followed or not. The >#is ct 3498. The ma(or findings of the study were that most of the employees were aware and satisfied with the welfare schemes provided by the organi*ation, work assigned to them and also with the welfare facilities provided to them. They said that interesting type of (obs was given to them. >ccording to them working conditions are satisfactory and the economic welfare schemes alike housing, transportationH retirement benefits and insurance are also satisfactory. )n a whole we can conclude that the employees here are fully satisfied with the schemes and their (ob profile.
9A
=.2 RECOMMENDATION%
>fter carrying on the study, the following recommendations have been made: "
3. $ore stress should be laid on motivating the employees for giving out good performance in order to achieve awards under welfare schemes. '. Employees should work sincerely to avail the various welfare facilities. 1. Welfare policies available are %uite good i.e. there is need for further improvement. 9. Time to Time counseling should be given if any changes made by the organi*ation. 5. Employees should be more aware regarding the welfare schemes to gain benefits. ?. Working conditions need to improve as per the changing work environment.
98
94
REFERENCE%
ttitude and Employees -erformance of -ublic 0ector &rgani*ations in affna +istrict, 0ri Lanka. GITAM Journal of Management , ?2'7,
??"A1.
+avis, >. and Iibson, L. 2'66?7. +esigning Employee Welfare -rovision. -ersonnel Ceview, Bol. '1 )ss: A, pp.11 O 95
+uman, +. 2'6397. Labour welfare )n Muman 0ervice Employment. Journal of
Leadership & Organiational !tudies. "#$%'"()*"") . Iregory, . 2'6617. Employee Welfare and 0trategic planning session. Nonprofit and
+oluntar, !ector -uarterl,. 152'7, ''5"'98. Mabeman, $. 2'6317. ulture component of Employee Welfare. Human Relations.
13297, '4A"168. Jas*a 2'6367 ew development concerning the effect of work overload on
employees. Management Research Ne/s' +ol. %0 Iss1 #23' pp.4 5 ") 0mith 2'6317 ustice Theory to the performance evaluation process. Nonprofit and
+oluntar, !ector -uarterl,. 152'7, ''5"'98. &sterman2'6647 > 0tudy on Employee Welfare H 0atisfaction in 0cot Edil -harmacia -vt. Ltd.,
White, $. 2'6657. “8ooperative unionism and emplo,ee /elfare9. Celations ournal Bolume 1?, )ssue 5, pages 198O1??, 0eptember '665.
www.google.com www.employer"employee.com www.sa(e(ournalsonline.com
56
)ndustrial
53
GUE%TIONNAIRE ),
Jarandeep Jaur, M>A student of Apeeay In$'"'('e of Manaemen' Te#n"#al
Camp($ are conducting a research on, ;Employee Welfare "n A"$ >an0 . 0o, ) re%uest
you to spare a few minutes from your busy schedule and fill this form. ) assure you that the information will be kept confidential.
8A9 Demorap"# Fea'(re$:* Name
Ae
'6"16
16"96
96"56
G(al"f"#a'"on Iraduate
above 56
-ost Iraduate
&thers please specify
3ener
$ale
@emale
Wor0 eper"en#e:
Gpto ' years
' "? years
? "36 years
above 36 years
(B) Questions
G1.From o, many year$ are yo( ,or0"n "n 'e A"$ >an0H
a7
b7 ?"36 years
c7 33"35 years
d7 3?"'6 years
e7 >bove '3 years
5'
G!. Are yo( $a'"$f"e ,"' 'e oran"+a'"on an $(per)"$"on of employee$ ,elfare ,or0 pro)"e &y A"$ >an0H
a7 Mighly 0atisfied
b7 0atisfied
c7 eutral
d7 +issatisfied
e7 Mighly +issatisfied
G-. Are yo( a,are of all 'e ,elfare $#eme$ pro)"e &y A"$ >an0H
a7 Nes
b7 o
G/. 3")e yo(r op"n"on a&o(' #ompany$ ,elfare $#eme$H
a7E#cellent
b7 Iood
c7 @air
d7 -oor
e7 Bery -oor
G6.Ra'e 'e $#eme$ ,"# yo( '"n0 are &e$' for employee$ on 'e $#ale of 1*/: 81 < Mo$' preferre /< Lea$' preferre9
a7 0ocial security scheme b7 Welfare E#crusion scheme c7 $edical
G=. Wa' 'ype of na'(re of o& yo( are ")enH
a7 )nteresting
b7 Kuite
c7 hallenging.
d7 >ccording to 0kills
G?. Ra'e 'e follo,"n $'a'emen'$ a$ 7%8"ly $a'"$f"e9 %8$a'"$f"e9 N8ne('ral9 D8"$$a'"$f"e9 an 7D8"ly "$$a'"$f"e9 %'a'emen'$ 7% 1. Te pro#e(re aop'e for #areer ro,' of Employee$ 2. Wor0"n en)"ronmen' of A"$ >an0 !. %afe'y pra#'"#e$ for 'e ,elfare of "'$ ,or0er$
51
%
N
D
7D
-. Re#rea'"on of employee$ /. E(#a'"onal a$$"$'an#e pro)"e for #"lren$ e(#a'"on 6. %'aff >ene)olen' F(n =. Me"#al fa#"l"'"e$
G. Ra'e 'e follo,"n #on"'"on$ an ,or0 en)"ronmen': %'a'emen'$ 3. Bentilation and temperature '. Lightening 1. Working hours 9. $eal time/rest time 5. 0afety measures
7%
59
%
N
D
7D
