1.1 INTRODUCTION

HUMAN RESOURCE MANAGEMENT

Human Resource Management was primarily known as manpower or people administration. In the history, its part was veritably defined. Within any company or association, HRM is a formal way of overseeing entities. It's an essential portion of any association and its operation.

The primary liabilities of the faculty division incorporate enlisting, assessing, preparing, and recompense of hirelings. The human resources department bargains with any issues defying the staff in their working capacity inside an association. HR is concerned with particular work practices and how they impact the association’s performance.

Today, Human assets Administration bargains with;

• Anything related to overseeing individuals inside a company or association.

This implies opinions, ways, norms, operations, practices, functions, conditioning, and the strategies employed to manage workers.

The kind of connections individuals has in their places of employment and anything that influences those connections in a positive or negative way.

The HRM function amplifies to assessing the effectiveness and success of each division in an association or business. It helps each division and makes a difference them progress their work.

When vital to offer backing illuminate any issues that might crop with felicitation to hand’s work. Getting way better comes about from the company’s labourers is another work of HRM.

When a trade has profitable, uncommon and one-of-a-kind mortal asset it'll continuously have a competitive advantage over other relative associations.

Objectives of HRM:

• To make up and use a pool that's suitable and propelled, in arrange to negotiate the objects of an association.

• To make the appealing organizational structure and working connections among all the individuals of the association.

• To coordinated people and/ or bunches inside the company by coordinating their objects with those of the company.

• To guarantee people and bunches have the right openings to produce and develop with the association.

• To use what human assets a company has in the most compelling way to negotiate organizational ambitions.

Functions of Human Resource Management (HRM):

HRM Functions

Managerial Function

Planning

Organizing

Directing

Controlling

Procurement

a) Job analysis

b) Human Resource Planning

c) Recruitment

d) Selection

e) Placement

f) Induction

g) Transfer

h) Promotion

i) Separation

Development

a) Performance

b) Training

c) Executive Development

d) Career Planning & development

e) [part-unreadable]

f) [part-unreadable]

g) [part-unreadable]

h) [part-unreadable]

i) [part-unreadable]

Compensation

a) Job Evaluation

b) Wages Salary Administration

c) Bonus & Incentives

d) Pay Roll

e) [part-unreadable]

Integration

a) Motivation

b) Job-Satisfaction

c) Grievance Redressal

d) Collective Bargaining

e) [part-unreadable]

f) [part-unreadable]

g) Discipline

Maintenance

a) Health

b) Safety

c) Social Security

d) Welfare Scheme

e) Personnel Records

f) Personnel Research

g) Personnel Audit

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Human resource management must arrange, produce, and regulate approaches and programs that can make the formal application of an association’s human capital. This is the portion of administration’s part which bargains with individuals at work and their connections inside the association. Its ambitions are;

• To apply human assets as viably as possible;

• To guarantee the suitable possible working connections among all individuals of the association and:

• To help people to reach their top capability.

In Human Resource Management, there are four major areas

• Planning

• Staffing

• Employee development, and

• Employee maintenance.

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EMPLOYEE BENEFITS:

Definition:

Employee benefits are forms of payment that managers deliver to their staff in

expansion to their typical pay or income.

These benefits may incorporate group insurance (wellbeing, dental, life, etc.),

retirement benefits, education advances, other advances (house advances, vehicle

advances, etc.), sick leaves, vacations, and adaptable alternative courses of action. In

an organization, the workforce is the most valuable asset, and it is vital for an

organization to get it their needs end offer assistance them be locked in and fulfilled.

Worker benefits, when advertised to the representatives, act as a quality for way better

execution and back for your employees.

Employee benefits are advertised to representatives over and over what they are

accepting as a compensation. Extra benefits past protections and retirement are

frequently colloquially depicted as perks.

TYPES OF BENEFITS WITHIN A PACKAGE MAY INCLUDE:

• Medical insurance

• Employee welfare

• Dental and vision coverage

• Profit-sharing

• Stock options

• Retirement benefits

• Wellness benefits such as repayment for exercise center enrollments or race

enrollments, weight loss programs, and smoking cessation

• Educational incentives such as programs to offer assistance cover employees’ college obligation and educational cost for postsecondary instruction in areas of study related to their current jobs

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• Continuous learning stipends

• Well-being benefits such as access to coaching, or meditation and wellness apps

• Volunteer openings, support for volunteering, and matching of donations

• Flexible spending accounts (FSAs)

• Flexible work courses of action (progressively critical with the shift to inaccessible work/hybrid models)

EMPLOYEE WELFARE

Definition:

Employee welfare is a term that includes a wide extend of benefits and administrations

that a boss may offer to its representatives. It can incorporate things like wellbeing protections, dental protections, vision protections, life protections, incapacity protections, 401(k) plans, and paid time off.

The word "representative welfare" alludes to an assortment of administrations, advantages, and offices that managers give to their workforce. The welfare measures might be of any sort or shape; cash is not required. This covers things like stipends, convenience, transportation, wellbeing protections, and nourishment. Representative welfare moreover incorporates keeping an eye on working conditions, cultivating mechanical agreement through the improvement of a wellbeing framework, mechanical relations, and protections for workers' families against sickness, mischance, and unemployment. The firm improves the quality of life for its workers by giving such fabulous benefits

Employee welfare implies “the endeavours to make life worth living for workmen.”

According to Todd “employee welfare implies anything done for the consol [part-unreadable]

The Oxford Dictionary portrayed welfare measures as activities to move forward workers' quality of life. "The intentional endeavours of the bosses to set up, inside the existing industrial system, working and once in a while living and cultural conditions of the employees beyond what is required by law, the traditions of the industry, and the conditions of the showcase," agreeing to the Encyclopaedia of Social Sciences.

WELFARE:

Welfare implies faring or doing well. Labour welfare, moreover referred to as improvement work for employees, relates to taking care of the well-being of labourers by managers, trade unions, and governmental and non-governmental agencies.

Labour welfare officer is a term which must essentially be flexible, bearing a to some degree distinctive translation in one nation from another, agreeing to the diverse social traditions, the measure of industrialization and instructive level of the employees.

THE CONCEPT OF EMPLOYEE WELFARE MEANS:

Employee welfare goes past conventional remuneration structures and looks for to address the generally quality of work life for people inside an organization. It incorporates different activities pointed at progressing physical, mental, and money related well-being, making a strong work environment.

IMPORTANCE OF EMPLOYEE WELFARE:

Welfare Is Vital to Retention Rates

Happy workers remain. According to a Middle for American Progress study, the cost to replace an employee who makes $10 an hour is generally $3,500. The higher the wage for that position, the higher the costs are to rehire and retrain a new person.

Welfare Is Vital to Company Culture

Tech companies have done more than bring the most recent and most prominent advancements and innovations to our lives. Such companies have affected how working environments are run, because of variables such as work-life balance, adaptability and embracing cultural diversity.

Welfare Begins a Conversation

World-of-mouth promoting cannot be bought. Individuals talk online they way they used to, and that they still do. They chat in grocery stores and in holding up rooms, and when they do, they conversation about companies that have been great to them and those that have been terrible.

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worldwide. Bottom line: Paying consideration to employee welfare makes ethical and financial sense for everybody.

BENEFITS THAT PRIORITISING EMPLOYEE WELFARE

Prioritizing employee welfare brings about a myriad of benefits for both the workforce and the organization as a whole.

1. Enhanced Job Satisfaction

Employees who feel their well-being is valued are more likely to experience higher job satisfaction. This contentment translates into increased productivity, improved morale, and a positive work culture.

2. Reduced Turnover Rates

Investing in employee welfare programs helps in retaining talent. Reduced turnover rates mean organizations spend less time and resources on recruitment and training, promoting stability.

3. Improved Employee Health

Well-designed welfare programs contribute to improved physical and mental health among employees. This, in turn, leads to fewer sick days, increased energy levels, and heightened overall productivity.

OBJECTIVES OF EMPLOYEE WELFARE

• To upgrade the level of morale of employees.

• To make a faithful, contented workforce in organization.

• To create a superior picture of the company in the minds of the employees.

• To empower the workers to live comfortably and happily.

• To create effectiveness of the workers.

• To decrease impact of trade unions over the workers.

• To uncover philanthropic and benevolent activities of the company.

• To make the workers know that the company takes care of them.

• To create positive state of mind towards work, company and management.

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• To diminish tax burden.

• To create a feeling of fulfillment of employees with the company.

• To create a sense of belonging to the company.

• To hold talented and skilled workers.

• To create way better human relation.

• To anticipate social disasters like drinking, betting through advancement of working conditions, social exercises and social conditions

WHY EMPLOYEE WELFARE IS IMPORTANT?

1. Need of strong trade union movement – In the absence of strong trade unions and successful pioneers, welfare work makes a difference the workers in the industry to stand on their claim feet, think appropriately and systematically of their interests, advance hand in hand and take part in the nation’s development.

2. Poverty – Poverty is one of the primary reasons behind the arrangements of labour welfare activities. Indian workers in larger part are poor, and are, hence, incapable to give a sound living for their families and great instruction for their children.

3. Lack of education – In India, the number of taught labourers is moo. Being ignorant, they are incapable to get progressed mechanical preparing, get it the issues in businesses, and get it their possess interface and those of nations.

4. Low level of health and nutrition – Due to destitution and absence of education, the Indian specialists stay unfortunate and sick nourished. This diminishes their efficiency and efficiency.

5. Need of healthy recreation – Due to need of solid entertainment, the specialists enjoy in wrongdoing and other off-base exercises. The manager ought to give implies of solid amusement in arrange to keep up their efficiency.

6. Need of training – The number of prepared labourers in India is exceptionally moo. In this way, it is fundamental to have preparing offices for such an endless workforce.

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TYPES OF EMPLOYEE WELFARE

EMPLOYEES WELFARE

Intramural facilities

Extramural facilities

Statutory facilities

Mutual facilities

Voluntary

1) Welfare Measures inside the Work Place (intra mural facilities)

a) Conditions of the work Environment

- Safety and cleanliness

- Attention to approaches.

- Housekeeping

- Workshop sanitation and cleanliness

- Control of effluents

- Convenience and consolation during work

- Distribution of working hours

- Women ‘s security measures

- Supply of essential refreshments

- Notice sheets

b) conveniences

- Provision of Drinking Water

- Urinals and Bathrooms

- Provision for spittoons

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c) Worker ‘s Health Services

• Factory Health Center

• Dispensary

• Ambulance

• Emergency Aid

• Education

d) women and child welfare

• services and child care

• separate services for women workers

• family planning

e) Workers Recreation

• Indoor games: strenuous games to be avoided during intervals of work

f) Economic services

• Co-operatives loans

• financial grants

• Thrift and savings schemes

• Un employment

• Insurance

• Profit sharing

• bonus schemes

• Gratuity and pension

h) Worker’s education

• Reading room

• Library

• Adults’ education

• Daily news review

• Factory news bulletin

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2. Welfare Measures outside the Work Place (extra mural)

• Water, sanitation, waste disposal.

• Roads, lighting, parks, recreation, playgrounds.

• Schools: nursery, primary, secondary and high school.

• Markets, co-operatives, consumer and credit societies

• Bank

• Transport

• Communication: post, telegraph and telephone.

• Health and medical services: dispensary, emergency ward, outpatient and in-patient care, family visiting, family planning

• Recreation: games; clubs; craft centres; cultural programmes

• Watch and ward; security.

• Administration of community services and problems.

3) Statutory welfare measures

Statutory welfare includes those facilities which have to be provided without consideration of size of establishment, say, drinking water. Also, those which have to be provided subject to the employment of a specified number of employees, e.g Crèche for working women is also part of statutory welfare amenities.

• Canteen facility

• Good working condition

• First aid appliance

• Sanitation facility

• Maternity benefits

• Drinking water facility

5)Voluntary welfare measures

Voluntary employee welfare refers to the amenities provided by the organization besides the statutory obligations. These include transport, medical treatment, free meals, schooling facility for children, sports, games, and many more.

AGENCIES FOR EMPLOYEE WELFARE WORK IN INDIA:

In India, the main agencies engaged in labour welfare include:

• Central Government

• State Governments

• Employers

• Workers’ organizations

• Voluntary organizations

• The contributions of these agencies are discussed below:

(a)Central Government:

The Central Government has enacted a number of Acts for the welfare of various types of workers. It also administers the implementation of industrial and labor laws. The important Acts which have measures for the worker’s welfare are:

• The Maternity Benefits Act 1961(with latest amendments)

• The Factories Act, 1948,

• The Employees state insurance act (ESI)1948

• The Plantation Labor Act, etc.

• The Employees PF and Miscellaneous Provisions Act 1952

• The Payment of Bonus Act 1965

These Acts require employers to provide certain welfare facilities to the workers.

(b)State Government:

The implementation of many provisions of various labor laws rests with the State Governments. The State Governments run health centers, educational centers, etc. They also keep a watch on the employers that they are doing the welfare schemes Central or State Government made mandatory. The

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and put in place appropriate authorities for the enforcement of welfare provisions

under various labor laws.

(c)Employers:

Employers have to play a major role in providing welfare facilities to industrial

workers Many employers on their own provide voluntarily welfare amenities along

with the statutory welfare facilities including accommodation to employees,

medical facilities, transportation patronizing sports teams of employees. Employers’

associations provide welfare facilities individually or collectively.

(d)Trade Unions:

Trade Unions are expected to raise the welfare of workers and to provide certain

welfare facilities to their members. Often trade unions also provide educational and

cultural facilities to their members. Some trade unions like the Rastriya Mill

Mazdoor Sangh are doing good work of labor welfare. In addition, Textile Labor

Association, Ahmedabad provides certain educational facilities, social centers,

libraries, legal aid, etc. to the textile workers.

(e)Voluntary Organization:

Various social welfare organizations carry out social welfare activities helpful to

all sections of the society including industrial workers by providing medical aid,

educational facilities, scholarships, etc. However, the contribution of such

organizations in labor welfare is not so significant

THEORETICAL BACK GROUND

The factories act 1948 s primarily meant to provide for the health, safety and welfare

of the workers in the factories, and to provide certain safeguards to women and young

person.

environment and outlook and growing conscious of the workers working in factories

covered under the provisions of the Act.

Safety:

Safety, in simple terms, means freedom from the occurrence or risk of injury or loss.

Industrial safety or employee safety refers to the protection of workers from danger of industrial accidents. An accident, then, is an unplanned event in which ac tion or reaction of an object, a substance, a person, or a radiation result in personal injury.

Causes of accidents:

Accidents are caused by a combination of factors. Each one of this may vary from situation to situation. Heinrich concluded that 98% accidents were caused either by unsafe actions, or unsafe mechanical or physical conditions or both and this could have prevented.

• An injury occurs only as a result of an accident

• An accident occurs only as a result of unsafe conditions or unsafe act or both.

• Unsafe conditions or unsafe acts exist only because of faults on the part of persons.

• Faults of persons are inherited, improper psychological characteristics, lack of knowledge or skills and improper mechanical and physical environments There are a variety of factors which causes of the occurrence

of the chain and accidents. These factors may be grouped into two categories:

• Unsafe conditions

• Unsafe acts

Unsafe conditions:

Unsafe conditions are work related causes on and are the most frequent causes of accidents. Such causes are associated with defective plants, equipment’s, tools, materials, buildings and other technical factors.

Various work-related factors which cause accidents to occur as follows:

• Nature of the job

• Nature of machinery and equipment’s

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- Poor physical conditions

- Psychological climate conditions at the work place

- Work schedule

Unsafe acts:

Unsafe acts are those activities which are not taken according to the prescribed standards or procedures. Such acts are of the following nature:

- Operating without authority

- Failure in using safety devices

- Failure to listen to warning

- Throwing material on the shop floor carelessly

- Operating machines/equipment’s at unsafe speed

- Making safety devices inoperative by removing adjusting or disconnecting them

- Unsafe equipment’s are using equipment unsafely

- Using unsafe procedure in loading, placing mixing and combining

- Taking unsafe positions under suspended

Safety measures:

Prevention of the occurrence of accidents is less costly as compared to the losses incurred due to accidents. Safety measures involve taking proactive actions to prevent the occurrence of accidents at the work place. The major issues involved in designing and implementation of safety measures are safety policy, safety engineering, safety training, safety administration, and evaluation of safety programmes.

Safety policy:

Every manufacturing organization should formulate a safety policy. In developing safety policy, an organization has the following choices:

- The organization must decide the level of protection it will offer to its employees. Some organization prefers to provide minimum possible safety measures just to meet legal requirement either because of financial constraints or because of policy matters.

- The organization must decide whether it will adopt a proactive or reactive

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approach in providing safety measures.

• The organization must decide how the safety measures should be administered and the extent to which the workers or their representatives will be involved in the policy.

Safety engineering:

The adoption of proper engineering procedures to minimize and if possible, eliminate work hazards is fundamental to any safety programmes. The major elements of safety engineering are as follows:

• Ergonomics

• Materials handling equipment’s

• Guarding of machines

• Plant maintenance

• Safety devices

• General housekeeping

Safety training:

There are two types of objectives associated with safety training:

• To develop safety consciousness among employees and build up favorable attitudes in them towards safety measures and precautions.

• To ensure safe work performance on the part of each employee by developing skills in the use and operation of safety equipment.

Safety administration:

Safety administration involves those activities through which safety programmes are made more effective. These activities include setting organization for safety, measurement for accidents, maintaining accidents records, and safety campaign.

Safety organization:

Safety is the responsibility of both management and workers. Management is responsible for providing adequate safety measures and workers are responsible for making effective use of those measures. Therefore, in the safety organization, both management and workers should be involved. The main function of the committee is

to ensure safe working condition in the organization by formulating and implementing safety programmes.

1.2 INDUSTRY PROFILE

CEMENT MEANS:

Cement is a mixture of limestone, clay, silica and gypsum. It is a fine powder which when mixed with water sets to a hard mass as a result of hydration of the constituent compounds. It is the most commonly used construction material.

INDUSTRY PROFILE OF CEMENT INDUSTRY IN INDIA:

The cement industry is an important sector of the Indian economy. India is the second-largest producer of cement in the world, after China. The segment contributes significantly to the economic development of the country by creating employment opportunities and generating revenue. The industry plays a vital role in the infrastructure development of the country, including the construction of highways, bridges, and buildings. In this article, we will discuss the cement industry in India, its history, growth, challenges, and future prospects.

HISTORY OF THE CEMENT INDUSTRY IN INDIA:

The Indian cement industry dates back to 1914 when the first cement plant was set up in Chennai. Since then, the industry has grown significantly, and India is now the second-largest cement producer in the world. The industry has witnessed several milestones, including the establishment of the first dry process plant in 1956 and the commissioning of the first pre-cast concrete product plant in 1968.

GROWTH OF CEMENT INDUSTRY IN INDIA:

The cement industry in India has grown significantly in the past few decades. In the 1980s, the government opened up the industry for private players, which led to increased competition and growth. The industry saw a surge in demand in the 1990s due to the increase in infrastructure development and urbanization. The industry witnessed a compound annual growth rate (CAGR) of around 8% between 2012 and 2019. The cement industry’s production capacity is expected to reach 550 million tons

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by 2025, driven by the government’s infrastructure spending and the real estate sector’s growth.

CHALLENGES

• The cement industry in India faces several challenges, including environmental concerns, land acquisition, and logistics issues.

• The industry is a significant contributor to carbon emissions, and the government has implemented several measures to reduce its environmental impact.

• The industry also faces challenges related to land acquisition, as the process can be time-consuming and expensive.

• Logistics is another significant challenge for the industry, as transportation costs account for a significant portion of the overall cost of cement production.

The major elements associated with the supply chain of the cement industry;

• Power and Fuel Costs

• Tax Duties

• Transportation Costs

• Other Infrastructure Expenses

• Logistics Challenges in Cement Industry

• High Logistics Cost

• Poor Logistics Infrastructure

• Low Investment in Technology

• Initiatives to Improve Cement Logistics

FUTURE PROSPECTS OF THE CEMENT INDUSTRIES IN INDIA:

Despite the challenges, the future of the industry in India looks bright. The government’s focus on infrastructure development and the real estate sector’s growth expects to drive demand for cement in the coming years. The industry is also adopting new technologies to reduce its environmental impact and improve efficiency. The use of alternative fuels and raw materials, such as biomass and waste, is expected to increase in the coming years, reducing the industry’s carbon footprint.

The cement industry is an important sector of the Indian economy, contributing significantly to the country’s development. The industry has grown significantly in the past few decades, and the future looks bright with the government’s focus on infrastructure development and the real estate sector’s growth. However, the industry faces several challenges, including environmental concerns, land acquisition, and logistics issues. The industry is adopting new technologies to address these challenges and reduce its environmental impact.

MARKET OVERVIEW

The Indian cement industry is one of the technologically advanced industries in the country with state-of-the art plants for the production. Keeping pace with the global advancement, the Indian cement industry has brought about modifications and upgradation in technology, particularly on the energy conservation front

Table 2: Production and Consumption of Cement in India (‘000 million tonne’s)

Year Production Consumption

2011-12 223,500.00 222,378.70

2012-13 240,614.00 240,387.60

2013-14 249,826.00 247,480.30

2014-15 261,338.00 257,412.60

2015-16 273,857.00 271,243.50

2016-17 270,375.00 266,823.50

2017-18 287,964.00 284,721.20

2018-19 327,722.00 324,927.90

2019-20 327,266.00 327,928.90

2020-21 284,913.00 285,308.90

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2021-22 350,595.00 351,071.90

2022-23 374,558.50 375,190.70

CONSUMPTION AND PRODUCTION:

Consumption

India's total cement consumption was projected to cross 370 million tonnes in 2022-23. Domestic consumption was likely to be 373.1 million tonnes during the year, growing by 6.3 per cent over the preceding year. The first half of the FY 2023 did quite well with 10 per cent consumption growth. It was expected that the consumption from the real estate and infrastructure construction sectors will remain steady in the second half of FY 2023. In 2021-22, cement consumption in India scaled a new high at 351 million tonnes, easily surpassing the pre covid level of 328 million tonnes. A robust demand from the real estate sector led by an increase in housing and the infrastructure construction backed by rise in the Government spending on infrastructure majorly supported the consumption of cement during the year

Production

In India, the cement manufacturers produce distinct types of cement, such as, Portland Cement, PPC Cement, High Strength Cement, Marine Technology Cement, Blended Cement, Fly Ash Cement, Slag Based Cement, Silica based Cement, and High Alumina Cement. Overall, the domestic production of cement stood at 351 million tonnes in FY 2022, up from 285 million tonnes in FY 2021. The domestic production with 7 per cent y-o-y growth has surpassed the pre-covid levels

Cement consumption (in %)

Housing and Real Estate segment

Infrastructure

Commercial and Industrial Segment

65%

20%

15%

Among the different cement end-user industries, the housing segment accounted for the highest demand in FY 2018. The rural housing industry, followed by the urban housing sector (~32 percent), generated demand of ~38 percent. The rapid implementation of affordable government housing schemes such as Pradhan Mantri Awas Yojna and Housing for All by 2022 could be attributed to this high demand for cement from the housing sector. The infrastructure segment accounted for a significant demand for cement in India, apart from housing, commercial and industrial investments.

MARKET RISKS

• Inflation rate

• Raw material risk

• Competition risk

• Infrastructure risk

• Power and fuel risk

• Logistics risk

TOP MARKET OPPORTUNITIES

• Lower Per-Capita Consumption

• Growth Potential in ready-mixed concrete segment

• Higher spending on infrastructure and housing

MARKET TRENDS

• Growing Demand from Construction Activities

• Development of metro projects

• Zero or low cost of import of raw materials

• Heavy Burden of Tariff

• Low-Capacity Utilization

INDUSTRY CHALLENGES

• Obsolete Technology

• Cost Escalation and Rigid Prices

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TECHNOLOGY TRENDS

Green Cement

Green cement manufacturing reduces the consumption of cement, and discarded industrial waste such as blast furnace slag and fly ash are its major raw materials.

Specialized forms of green cement characterised by attractive parameters such as high long-term strengths and higher ductility are hybrid green cements. Carbon dioxide emitted during the manufacturing process is significantly reduced in the green cement manufacturing process and helps to maintain cement strength. Green cement can decrease the carbon footprint by 40%.

Green cement consists of calcined clay and powdered limestone and has desired features such as decreased porosity and improved mechanical strength.

It is possible to levy green taxes on traditionally produced cement. Green cement therefore has great scope for the future and will offer advantages in terms of price and quality.

IOT in Cement Manufacturing

Digital technologies such as the Internet of Things (IOT) are increasingly used by cement manufacturing plants to improve plant efficiency. The IOT is a physical device network that communicates over the Internet.

IOT contributes to a cement plant’s remote monitoring and predictive maintenance.

Remote monitoring is used to monitor large vehicle operations in quarries and to report on key metrics such as fuel consumption per tonne and hours of operation.

IOT can also be used to predict potential malfunctions and maintenance needs. In cement plants, predictive maintenance on critical cement equipment such as grinding mills and kilns can improve uptime.

Other IOT applications in the cement industry include the monitoring and measurement of concrete mixture durability, compliance reporting to international standards, and connected logistics to improve quarry production.

Although companies have not yet announced any capex deferral, in the next few months, some instances could arise. In the event of a 20 per cent slippage in capacity additions, utilisation could improve to around 62 per cent. Coastal grinding units relying on imports of clinchers may have to operate at lower rates until normalcy at ports is restored. Compared to the earlier FY21 estimates, these factors could reduce EBITDA by around 20 per cent.

MANUFACTURING PROCESS OF CEMENT

Cement manufacturing process involves various raw materials and processes. Cement is a greenish grey coloured powder, made of calcined mixtures of clay and limestone. When mixed with water becomes a hard and strong building material. It was first introduced by a British stone mason, Joseph Aspdin in 1824, who cooked cement in his kitchen. He heated a mixture of limestone and clay powder in his kitchen, and grind the mixture into powder creating cement, that hardens when mixed with water.

There are four stages in this whole process.

1. Mixing of raw material

Calcium, Silicon, Iron and Aluminium are the raw materials used majorly in manufacture of cement. There are two methods of mixing. Dry process and wet process.

Dry Process: The both calcareous and argillaceous raw materials are firstly crushed in the gyratory crushers to get 2-5 cm size pieces separately. The crushed materials are again grinded to get fine particles into ball or tube mill. After screening this finely ground material are stored in hopper. Then powdered minerals are mixed and dry raw mix is stored in silos and ready to be sent into rotary kiln.

Wet Process: In this process first, raw materials are crushed and made into powdered form and stored in silos. Then clay is washed and sticky organic matters are removed. Then powdered limestone and water washed clay are sent to flow in the channels and transfer to grinding mills where they are completely mixed and the paste is formed. Then grinding process is done in a ball or tube mill or even both. Then the slurry is led

into collecting basin where composition can be adjusted. The slurry contains around 38-40% water that is stored in storage tanks and kept ready for the rotary kiln.

2. Burning of Raw Materials

This process is carried out in rotary kiln while the raw materials are rotated at 1-2rpm at its longitudinal axis. The raw mix of dry process of corrected slurry of wet process is injected into the kiln from the upper end. Powdered coal or oil or hot gases are used to be heated up from the lower end of the kiln so that the long hot flames is produced.

The lower part (clinking zone) has temperature in between 1500-1700 degree Celsius where lime and clay are reacting to yielding calcium aluminates and calcium silicates. These aluminates and silicates of calcium fuse to gather to form small and hard stones are known as clinkers. The size of the clinker is varying from 5-10mm.

The clinkers coming from the burning zone are very hot. To bring down the temperature of clinkers, air is admitted in counter current direction at the base of the rotary kiln. The cooled clinkers are collected in small trolleys.

3. Grinding of clinkers: The cooled clinkers are received from the cooling pans and sent into mills. The clinkers are grinded finely into powder in ball mill or tube mill.

Powdered gypsum is added around 2-3% as retarding agent during final grinding. The final obtained product is cement that does not settle quickly when comes in contact with water. After the initial setting time of the cement, the cement becomes stiff and the gypsum retards the dissolution of tri-calcium aluminates by forming tri calcium aluminates

sulphate aluminate which is insoluble and prevents too early further reactions of

setting and hardening.

4. storage and packaging: The grinded cement is stored in silos; from which it is

marketed either in container load or 50 kg bags.

VARIETIES OF CEMENT IN INDIA:

There are some varieties in cement that always find good demand in the market. They

are

1. Portland Blast Furnace Slag Cement (PBFSC):

The rate of hydration heat is found lower in this cement type in comparison to PPC. It

is most useful in massive construction projects, for example – dams.

2. Sulphate Resisting Portland Cement:

This cement is beneficial in the areas where concrete has an exposure to seacoast or

sea water or soil or ground water. Under any such instances, the concrete is vulnerable

to sulphates attack in large amounts and can cause damage to the structure. Hence, by

using this cement one can reduce the impact of damage to the structure. This cement

has high demand in India.

3. Rapid Harden ing Portland Cement:

The texture of this cement type is quite similar to that of OPC. But it is bit finer than

OPC and possesses immense compressive strength, which makes casting work easy.

4. Ordinary Portland Cement (OPC):

Also referred to as grey cement or OPC, it is of much use in ordinary concrete

construction. In the production of this type of cement in India, Iron (Fe2O3),

Magnesium (MgO), Silica (SiO2), Alumina (Al2O3), and Sulphur trioxide (SO3)

components are used.

5. Portland Pozzolana Cement (PPC):

As it prevents cracks, it is useful in the casting work of huge volumes of concrete. The

rate of hydration heat is lower in this cement type. Fly ash, coal waste or burnt clay is

used in the production of this category of cement. It can be availed at low cost in

comparison to OPC.

6. Oil Well Cement:

Made of iron, coke, limestone and iron scrap, Oil Well Cement is used in constructing or fixing oil wells. This is applied on both the off-shore and on-shore of the wells.

7. Clinker Cement:

Produced at the temperature of about 1400 to 1450°C, clinker cement is needed in the construction work of complexes, houses and bridges. The ingredients for this cement comprise iron, quartz, clay, limestone and bauxite.

8. White Cement:

It is a kind of Ordinary Portland Cement. The ingredients of this cement are inclusive of clinker, fuel oil and iron oxide. The content of iron oxide is maintained below 0.4% to secure whiteness. White cement is largely used to increase the aesthetic value of a construction. It is preferred for tiles and flooring works. This cement costs more than grey cement.

1.3 COMPANY PROFILE

The name SRIKALAHASTHI PIPES LTD has been derived from the promotor of the group Sri Lagadapati Amararappa Naidu. The Srikalahasthi Pipes Ltd group is a diversified multi faced conglomerate with the business interests in pig iron, cement, power, graded castings, spun pipes, information technology and Infrastructure Development. The Srikalahasthi Pipes Ltd group is promoted by young technocrats with exceptional entrepreneur skills with a mission and a great vision and the op agenda to put the group on the global corporate may be during the next 10 years.

Srikalahasthi Pipes Ltd was Established in the year of 1991 An ISO9002 company, it had set up a state of the art, integrated manufacturing facility for pig iron through mini-blast furnace route conforming to the latest international technology with initial capacity of 1,00,000 TPA. Its quality products of SG –Grade pig iron is being supplied to foundries in the south. As a forward integration it has utilized the slag produced in the Pig iron manufacturing process to install the cement plant with capacity of 90,000TPA. The uninterrupted power requirement for the energy intensive plant is being met through a 2.5 MW cogeneration power plant. Due to server competition and survival, company has increased the production capacity from 90,000TPA to 1,50,000 TPA from 2003.

LOCATION:

Srikalahasthi Pipes Ltd Industries Limited is a rural based factory sprawling over may areas of land with deep resources and congenial soil. It is located in Rachagunneri village, near Tirupati. Castings, spun pipes, real estate development, information technology a past from infrastructure use development promoted by entrepreneurial skills and the agenda to put the group on the corporate map during the next 10 years.

was INR 46.70 cr. The current status of Srikalahasthi Pipes Limited is – Amalgamate

The last reported AGM (Annual General Meeting) of Srikalahasthi Pipes Limited, per our records, was held on 09 August, 2021.

Srikalahasthi Pipes Ltd cement has properties similar to that of OPC and in addition to those properties it resistant to solids, sulphate of alkali metals in the raw water of the ground.

VISION

We aim to be world class, committed to customer satisfaction and to encourage the spirit of leadership amongst our dedicated team by creating a healthy environment for continuous growth, profit and prosperity

CORPORATE OVERVIEW

Srikalahasthi Pipes Ltd (SPL) is one of the leading players in the DI pipe industry in India and was established in 1991. SPL’s plant is located at Rachagunneri, Srikalahasti, Chittoor District, Andhra Pradesh near Tirupati and its key products include DI Pipes, Pig Iron, Coke & and Cement. Srikalahasti Pipes has a backward integrated manufacturing facility which includes a sinter plant, coke oven plant, power plant and a Sewage Treatment facility in the same complex spread over 330 acres, giving the company a significant competitive advantage. Srikalahasti Pipes Limited (SPL) is an Associate Company of Pipes major Electro steel Castings Limited (ECL), which is a five-decade old water infrastructure company providing techno- economic solutions for water supply and sewerage systems. ECL is India’s largest and one of the few manufacturers in the world to make Ductile Iron (DI) Pipes, DI Fittings and Cl Pipes, having its facilities in Khardah & Haldia in West Bengal and Elavur in Tamil Nadu.

The company supplies DI pipes to various Water Boards, Municipal Corporations and Turnkey Contractors across the country for their Water Infrastructure Projects which is the thrust area of the Govt of India. Some of our marquee clients are Larsen & Toubro, NCC Limited, Indian Hume Pipes Ltd, Megha Engineering & Infrastructures Ltd and Sriram EPC Ltd.

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The impetus given by the Central Government in the Union Budget to various centrally sponsored schemes like National Rural Drinking Water Programme, Swatch Bharat, urban and rural development projects, augur well for the Ductile Iron Pipe industry in terms of boosting demand for DI Pipes in the medium to long term which helps us keep the order book stable.

Srikalahasthi Pipes Ltd. Company Management Team Board of Directors

Name Designation

Mr. R K Khanna Chairman

Mrs. Priya Manjari Todi Director

Mr. Ashutosh Agarwal Director

Mr. T Venkatesan Director

Mrs. Mohua Banerjee Director

Mr. Mayank Kejriwal Managing Director

Mr. M Satyanarayana Nominee Director

Mr. Gouri Shankar Rathi Whole Time Director

Key Executives

Mr. S N Goswami Chief Executive Officer

Mr. N Sivalai Senthilnathan Chief Financial Officer

Mr. G Kodanda Pani Co. Secretary & Compl. Officer

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Working hours at Srikalahasthi pipes:

Srikalahasthi employees are 1001 to 5000 employees in India, 58 % of the employees

reported the work timings at Srikalahasthi pipes as strict, with a majority as 9 am to 5

30 pm and 6 am to 2 pm where as 42 % reported as flexible

Work culture at Srikalahasthi pipes:

Work culture is rated 3.3 at Srikalahasthi Pipes by 73 employees. While job security

is rated 4.1 and work-life balance is rated 3.5 at Srikalahasthi Pipes. Read detailed

reviews by employees of Srikalahasthi Pipes on Ambition Box.

Working days at Srikalahasthi pipes:

70% of employees reported the working days’ at Srikalahasthi pipes as Monday to

Saturday where as 22 % reported them as rotational shift

HISTORY OF SRIKALAHASTHI PIPES PRIVATE LTD

SRIKALAHASTHI PIPES

INSPIRING GROWTH

LANCO

INSPIRING GROWTH

Lanco industries was incorporated in the year 1991. It has two main products - pig iron

and slag cement. Commercial production at the pig iron plant in Tirupathi started in

Sept. 1994. Capacity utilisation is 95.4% of rated capacity for 1996-97. The company's captive power plant was commissioned in Feb 1995. For the year 1996-

97, the company produced 24.8 MW internally which was 88% of its total consumption

2001

The company has signed an agreement with CDSL, NSDL and aarthi consultants pvt ltd, Hyderabad for dematerialisation

2002

Lanco Industries Ltd has informed that Shri L Madhusudhan Rao the present Managing Director has resigned from the position of MD of the company and the Board has accepted the resignation and also appointed Sri Gowrie Shankar Tekriwal as Managing Director subject to the approval of shareholders and financial institutions.

2004

Lanco signs MOU for Chhattisgarh project with UK firm

2005

Commissioning of 150,000 TPA coke oven plant. Setting up of Captive Power Plant of 12 MW by using the waste heat recovered from the coke oven plant

2006

Capacity of DI pipes was further increased from 90000 TPA to 1,20,000 TPA and the 12 MW waste heat recovery based co generating captive power plant was set up which started generating power

2007

Stamp Charging System was successfully implemented at Coke Oven Plant for producing quality metallurgical coke at a lower cost. Shri. Mayank Kejriwal has been appointed as Managing Director of the Company.

2008

Company implemented ERP system (SAP) to support business process and effective resource planning and management

2009

Capacity of D.I. Pipes was increased from 1,20,000 TPA to 1,80,000 TPA and

2010

Capacity of Mini Blast Furnace (MBF) for production of Liquid Metal/Pig Iron was enhanced from 150,000 TPA to 225,000 TPA and also the capacity of DI Pipes was enhanced from 180,000 TPA to 225,000 TPA with a capital outlay of about Rs.45 Crores.

2011

Shri S.Y. Rajagopalan was appointed as an Additional Director on the Board of Directors of the Company

2012

Shri K. Rajendra Prasad was appointed as Nominee Director on the board of the company by APDIC.

2013

Lanco Industries Ltd has informed that Mr. Atosh R. Surana, Sr. General Manager - Finance who is also a Member of the Institute of Company Secretaries of India has been appointed as Company Secretary and Compliance Officer of the Company.

2014

Lanco Industries Ltd has informed that the Board of Directors of the Company has recommended a dividend of Rs. 1.50 (15%) per share for the year ended March 2014

Srikalahasthi Pipes Ltd has informed that the name of the Company has been changed from Lanco Industries Ltd. to Srikalahasthi Pipes Ltd. with effect sep 26 2014

2015

Srikalahasthi Pipes bags orders for supply of iron pipes

The characteristics slag cement is:

• High comparative strength

• Consistency in quality

• Great stability for the construction in long run the composition of SRIKALAHASTI PIPES LTD

HIGRADE CEMENT is:

SLAG : 35%

GYPSUM : 05%

CLINKER : 60%

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2016

Srikalahasthi Pipes Limited announced that the board of directors at its meeting held on August 29, 2016 has approved the appointment of Mr. B. Sreedhar, IAS as a Director on the board of the company as nominated by Andhra Pradesh Industrial Development Corporation Limited (APIDC) in place of Mr. Shamsher Singh Rawat, IAS.

2017

Srikalahasthi Pipes Ltd has informed BSE that a Meeting of the Board of Directors of the Company will be held on February 04, 2017, to consider and approve Un-Audited Financial Results of the Company for the quarter and nine months’ in ending December 31, 2016.

2018

Srikalahasthi Pipes Ltd has submitted to BSE the Shareholding Pattern for the Period Ended December 31, 2018. For further details, kindly

COVID 19 WAYS TAKEN IN THE COMPANY

Your company stands by the society and community in times of despair. The entire hirelings of the company contributed their one- day payment towards Andhra Pradesh Chief Minister’s COVID19 Relief Fund. piecemeal from the below, the company has distributed rice, wheat and other food details in eight villages around its plant. The company has also supplied face masks and sanitisers to these townlets.

2020

In order to consolidate its position in the ductile iron (DI) pipe industry, the boards of

Kolkata- grounded Electro steel Castings (ECL) and its associate company

Srikalahasthi Pipes (SPL) approved a scheme of amalgamation, proposing that

shareholders of SPL take 59 equity shares of ECL for every 10 equity shares held in

SPL. The scheme would be subject to stakeholders’ and administrative authorities’

favour and the combining process is likely to be completed by the end of this fiscal’s

third quarter. Both ECL and SPL are listed with the BSE and NSE.

2021

This is to inform you that the National Company Law Tribunal, Amaravati Bench has

vived its order dated November 22, 2021 approved the Scheme of Amalgamation of

the Company with Electro steel Castings Limited (transferee company) with effect

from the Appointed Date of 1st October, 2020. A dupe of the said order dated 22nd

November, 2021 is enclosed. The corresponding order of the National Company Law

Tribunal, Cuttack Bench in relation to the Transferree Company, Electro steel Castings

Limited, is awaited. The Scheme will come into effect upon form of the authentic clone

of the orders of the Hon’ble NCLT Amaravati Bench and Cuttack Bench with the

separate Registrar of Companies.

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2022

further to our intimation dated 31st December, 2021 regarding instrument of authentic clone of the order of NCLT sanctioning the Scheme of Amalgamation of Srikalahasthi Pipes Limited (Transferor Company) and Electro steel Castings Limited( Transferree Company), with Registrar of Companies, we wish to inform that 14th January, 2022 has been approved as the record date for the purpose of determining the shareholders of Srikalahasthi Pipes Limited who shall be entitled to admit fully paid- up equity shares of Electro steel Castings Limited in the share exchange rate as per the Scheme of Amalgamation. We request you to please take the suggestion on record.

ORGANISATION FUNCTION AND DEPARTMENTS

INTRO OF VARIOUS DEPARTMENTS

Organisation can be highly classified as manufacturing and service association. Manufacturing association are those that are involved in producing particulars. Whose main benefit to the client is the value made out from the physical product itself. Self-organization deliver products and service where the main benefits to the client is a service that's offered, rather than any physical product. There are colourful functions in organisation performed by different departments they're as follows

• Marketing

• Finance

• Production

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• Administration

• Human resource and development

• Power

• Auditing

Marketing

Marketing is the process of understanding what the clients need and want, arranging to make the same available to them and communicating easily about the fact that then's the product they've been wanting to have.

Finance

Money is the lifeblood of any business and the fact remains that while investments and charges are necessary for running a business, money is likely to be in short supply. It needs financial administration to avoid short supply. It needs financial management to gain this scarce commodity in acceptable amounts, use it well and earn gains. Financial management is that aspect of operation, which is responsible for the accession of finances and their allocation.

Production

Production may be defined as the systematized exertion of transubstantiating raw accoutrements into finished products. While they're begin reused in the product shops, they're called work- in- process (WIP) raw accoutrements can include anything from iron ore to an electric motor. The finished products of the assiduity may be the raw material. For illustration, yarn may be the finished product of any timber assiduity, but a raw material for a thread making assiduity. product, thus applies to all manufacturing and extractive diligence.

Administration

Administration function is responsible for the overall handling of the office. It also provides administrative support to the no. of manufacturing function in manufacturing associations.

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They carry out their liabilities with the backing of executive sidekicks, attainers, unskilled prodigies and contract labourers. Administration, like other support function, is called a Staff Function.

liabilities of executive personnel

The overall liabilities of administration directors come under three broad orders as seen below

Providing facilities

Designing and enforcing forms for a variety of purposes where some live across the associations. conservation and keep of office outfit like air- conditioner, office outfit/ office robotization widgets, telephone outfit etc.

mortal resource development

mortal resource operation is a movement in the direction of development of an individual and application of his eventuality for the benefits of the society.

2. RESEARCH METHODOLOGY

2.1 NEED OF THE STUDY

Human Resources are the most precious and important resource to any association. With the changes in the work force demonstration illustrations, employee expectations and stances also have changed. Traditional allurements like as job security, appealing remuneration do not attract and motivate today’s manpower. Welfare establishments are subjected to take care of the well- being of the workers. Safety is also important to the worker which prevents the accidents and also minimizes the loss and damage to persons and property. Welfare and safety help, motivate retain workers and reduce the workers labour revolutions. Hence, this study determines the satisfactory degrees of workers’ regarding the welfare & safety handed by the association.

2.2 PROBLEM DEFINITION

Human Resources are the most precious and important resource to any association. Traditional allurements similar as job security, seductive remuneration doesn’t attract and motivate moment’s pool. Along with that well installations also important to satisfy the hand and improve productivity of the association and promote a healthy work atmosphere.

2.3 OBJECTIVES OF THE STUDY

♦ To know about the existing employee welfare programmes provided by Srikalahasthi Pipes Ltd Industrial limited.

♦ To know the impact of welfare facilities on employee satisfaction

♦ To know the opinion and satisfaction level of employees about welfare measures in the company

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2.4 HYPOTHESIS OF THE STUDY

1. H0: – There is no association between the sanitary conditions and Employee satisfaction

H1: - There is association between the sanitary conditions and Employee satisfaction

2. H0: – There is no association between canteen facilities and Employee satisfaction

H1: - There is association between canteen facilities and Employee satisfaction

3. H0: – There is no association between personal protective devices and Employee satisfaction

H1: - There is association between the personal protective devices and Employee satisfaction

4. H0: – There is no association between the basic amenities and Employee satisfaction

H1: - There is association between the basic amenities and Employee satisfaction

5. H0: – There is no association between the insurance facility and Employee satisfaction

H1: - There is association between the insurance facility and Employee satisfaction

2.5 SCOPE OF THE STUDY

The study focuses on numerous statutory and non-statutory safety and well-being measures taken by Srikalahasthi Pipes Ltd, largely covering employees at middle management degree in different departments. The study is carried cut over a span of two months

2.6 RESEARCH DESIGN

A research design is a strategy for answering your research question using empirical data. Creating a research design means making conclusions about Your overall research objectives and approach. Whether you will count on primary research or secondary research.

Types of research

The technique of conducting research deals with research design, data collection system, sampling methods, it explained about the nature of research work to be done like as descriptive nature of research, which is used in this study.

Descriptive research

Descriptive research design is taken up for the purpose of this examination. Descriptive studies are those studies which are concerned with describing the characteristics of a particular individual or a group.

2.7 DATA SOURCES

Types of data sources

• Primary sources and

• Secondary sources

Primary sources: The primary data was obtained from the association of Srikalahasthi Pipes Ltd through questionnaire.

Secondary sources: In the foremost stage of the study, numerous journals, books and magazines were referred to get an idea of the subject. Data about the company profile and other details were collected from company records and also through personal conversations with various administrators and other employees of the company.

2.8 SAMPLE DESIGN

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

2.8.1 SAMPLING METHOD

In the present study simple random sampling technique is used for sample collection.

Simple random sampling

Simple random sampling is considered a fair and unprejudiced sample selection manner. This type of sampling is the most straightforward sample selection bias method. A simple random sample is an irregularly handpicked subset of a population.

In this sampling method, each member of the population has an exactly equal chance of being chosen.

2.8.2 SAMPLE SIZE

Sample size plays a critical role, the present study of sample size is 110.

2.8.3 SAMPLE POPULATION

The total population of the study is 300.

2.9 TOOLS OF ANALYSIS

Percentage analysis:

Percentage analysis = / Total no of respondent ×100

Chi-square test:

A test that uses the chi-square statistic to test the fit between a theoretical frequency distribution and a frequency distribution of observed data for which each observation may fall in to one of several classes.

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x^2 = Σ (O - E)^2 / E

Oi =Observed frequency

Ei=Expected frequency

R=Number of rows

E=Number of columns

Calculated ≤ table, accept the null hypothesis H0.

Criterion for acceptance or rejection:

If the calculated chi-square value is greater than the table value, the null hypothesis is accepted.

If the calculated chi-square value is less than the table value, the null hypothesis is rejected

Correlation co-efficient:

The measurement of correlation is called the coefficient of correlation index. It summarizes in one figure if direction and agree of correlation that is the technique to measure the closeness of the relationship between variables.

r = [n(Σxy) - (Σx)(Σy)] / sqrt[ [n Σx^2 - (Σx)^2] [n Σy^2 - (Σy)^2] ]

2.10 LIMITATIONS OF THE STUDY

- The study is limited for just 45 days. This time is not enough to examine the total employees of the company.

- The study is limited for 110 employees, which is the sample size of the study is too small to analyze the employee welfare and its impact on employee satisfaction of all the employees.

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• With the tight schedule of the employees, the responses are collected quickly without giving sufficient time to think.

• It is confined to only middle level management and thus biased response may not be ruled out.

2.11 CHAPTERIZATION

CHAPTER-1: Deals with Introduction, Industry profile and Company profile.

CHAPTER-2: Deals with objectives, Research Methodology and Data sources.

CHAPTER-3: Analysis and Interpretation.

CHAPTER-4: Findings, Suggestions and Conclusion.

APPENDIX: Bibliography and Questionnaire

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3. DATA ANALYSIS AND INTERPRETATION

3.1: Representing age group of respondents

Table no.3.1: Representing age group of respondents

S. No Age group No. of respondents Percentage

1 Less than 25 years 30 27

2 25-35 years 44 40

3 35-45 years 26 24

4 Above 45 years 10 9

Total 110 100

Graph 3.1: Representing age group of respondents

Age group

27 40 24 9

Age

Percentage

INTERPRETATION:

From the above table 3.1, it is observed that out of 110 respondents 30 respondents (i.e., 27%) are less than 25 years, 44 respondents (i.e., 40%) are in between 25-35 years, 26 respondents (i.e., 24%) are in between 35-45 years and 10 respondents (i.e., 9%) are above 45 years.

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3.2: Representing gender of respondents

Table no.3.2: Representing gender of respondents

S. No Gender No. of respondents Percentage

1 Male 63 57

2 Female 47 43

Total 110 100

Graph 3.2: Representing genders of respondents

Male Female

INTERPRETATION:

From the above table 3.2, it is observed that out of 110 respondents 63 respondents (i.e., 57%) are male and 47 respondents (i.e., 43%) are female.

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3.3: Representing the marital status of respondents

Table no. 3.3: Representing the marital status of respondents

S. No Marital status No. of respondents Percentage

1 Married 77 70

2 Unmarried 33 30

Total 110 100

Graph 3.3: Representing the marital status of respondents

Marital status

Married

Unmarried

INTERPRETATION:

From the above table 3.3, it is observed that out of 110 respondents 77 respondents (i.e., 70%) are married and 33 respondents (i.e., 30%) are unmarried

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3.4: Representing monthly income of respondents

Table no. 3.4: Representing monthly income of respondents

S. No Monthly income No. of respondents Percentage

1 Less than 15000 24 22

2 15000-20000 30 27

3 20000-30000 26 24

4 More than 30000 30 27

Total 110 100

Graph 3.4: Representing monthly income of respondents

Less than 15000 22

15000-20000 27

20000-30000 24

More than 30000 27

INTERPRETATION:

From the above table 3.4, it is observed that out of 110 respondents, 24 respondents (i.e., 22%) are receiving less than 15000, 30 respondents (i.e., 27%) are receiving in between 15000-20000, 26 respondents (i.e., 24%) are receiving in between 20000-30000 and 30 respondents (i.e., 27%) are receiving more than 30000.

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3.5: Representing experience of respondents

Table no 3.5: Representing experience of respondents

S. No Experience No. of respondents Percentage

1 1-3 years 40 36

2 4-6 years 45 41

3 7-10 years 15 14

4 11 years and above 10 9

Total 110 100

Graph 3.5: Representing experience of respondents

Experience

Percentage

1-3 years 36

4-6 years 41

7-10 years 14

11 years and above 9

INTERPRETATION:

From the above table 3.5, it is observed that out of 110 respondents, 40 respondents (i.e., 36%) are having 1-3 years of experience, 45 respondents (i.e., 41%) are having 4-6 years of experience, 15 respondents (i.e., 14%) are having 7-10 years of experience and 10 respondents (i.e., 9%) are having 11 years and above experience.

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3.6: Representing education of respondents

Table no 3.6: Representing educations of respondents

S. No Education No. of respondents Percentage

1 Intermediate or less 24 22

2 Graduation 46 42

3 Post-graduation 40 36

Total 110 100

Graph 3.6: Representing educations of respondents

Education

INTERPRETATION:

From the above table 3.6, it is observed that out of 110 respondents, 24 respondents (i.e., 22%) are completed intermediate or less, 46 respondents (i.e., 42%) are completed graduation and 40 respondents (i.e., 36%) are completed post-graduation.

3.7: Representing Safety measures of the company

Table no 3.7: Representing Safety measures of the company

S. No Opinions No. of respondents Percentage

1 Strongly agree 33 30

2 Agree 30 27

3 Neutral 24 22

4 Disagree 15 14

5 Strongly disagree 8 7

Total 110 100

Graph 3.7: Representing Safety measures of the company

Safety measures of the company

Strongly agree 30

Agree 27

Neutral 22

Disagree 14

Strongly disagree 7

Opinions

INTERPRETATION:

From the above table 3.7, it is observed that out of 110 respondents, 33 respondents (i.e., 30%) are strongly agreed, 30 respondents (i.e., 27%) are agreed and 24 respondents (i.e., 22%) are neutral, 15 respondents (i.e., 14%) are disagreed and 8 respondents (i.e., 7%) are strongly disagreed with the Safety measures of the company

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3.8: Representing fencing for machines in the organization

Table no 3.8: Representing fencing for machines in the organization

S. No Opinions No. of respondents Percentage

1 Strongly agree 37 34

2 Agree 27 24

3 Neutral 23 21

4 Disagree 13 12

5 Strongly disagree 10 9

Total 110 100

Graph 3.8: Representing fencing for machines the organization

Strongly agree 34

Agree 24

Neutral 21

Disagree 12

Strongly disagree 9

INTERPRETATION:

From the above table 3.8, it is observed that out of 110 respondents, 37 respondents (i.e., 34%) are strongly agreed, 27 respondents (i.e., 24%) are agreed and 23 respondents (i.e., 21%) are neutral, 13 respondents (i.e., 12%) are disagreed and 10 respondents (i.e., 9%) are strongly disagreed with the fencing for machines.

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3.9: Representing canteen facilities

Table no 3.9: Representing canteen facilities

S. No Opinions No. of respondents Percentage

1 Strongly agree 35 32

2 Agree 28 25

3 Neutral 20 18

4 Disagree 15 14

5 Strongly disagree 12 11

Total 110 100

Graph 3.9: Representing canteen facilities

Strongly agree 32

Agree 25

Neutral 18

Disagree 14

Strongly disagree 11

INTERPRETATION:

From the above table 3.9, it is observed that out of 110 respondents, 35 respondents (i.e., 32%) are strongly agreed, 28 respondents (i.e., 25%) are agreed and 20 respondents (i.e., 18%) are neutral, 15 respondents (i.e., 14%) are disagreed and 12 respondents (i.e., 11%) are strongly disagreed with the canteen facilities.

3.10: Representing Accident prevention safety measures

Table no 3.10: Representing Accident prevention safety measures

S. No Opinions No. of respondents Percentage

1 Strongly agree 16 14

2 Agree 34 31

3 Neutral 37 34

4 Disagree 14 13

5 Strongly disagree 9 8

Total 110 100

Graph 3.10: Representing Accident prevention safety measures

Accident prevention safety measures

Opinions

Percentage

Strongly agree 14

Agree 31

Neutral 34

Disagree 13

Strongly disagree 8

INTERPRETATION:

From the above table 3.10, it is observed that out of 110 respondents, 16 respondents (i.e., 14%) are strongly agreed, 34 respondents (i.e., 31%) are agreed and 37 respondents (i.e., 34%) are neutral, 14 respondents (i.e., 13%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the Accident prevention safety measures.

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3.11: Representing Sanitary conditions

Table no 3.11: Representing Sanitary conditions

S. No Opinions No. of respondents Percentage

1 Strongly agree 34 31

2 Agree 35 32

3 Neutral 20 18

4 Disagree 12 11

5 Strongly disagree 9 8

Total 110 100

Graph 3.11: Representing Sanitary conditions

Sanitary conditions

INTERPRETATION:

From the above table 3.11, it is observed that out of 110 respondents, 34 respondents (i.e., 31%) are strongly agreed, 35 respondents (i.e., 32%) are agreed and 20 respondents (i.e., 18%) are neutral, 12 respondents (i.e., 11%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the Sanitary conditions.

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3.12: Representing personal protective devices

Table no 3.12: Representing personal protective devices

S. No Opinions No. of respondents Percentage

1 Strongly agree 36 33

2 Agree 32 29

3 Neutral 22 20

4 Disagree 13 12

5 Strongly disagree 7 6

Total 110 100

Graph 3.12: Representing personal protective devices

Strongly agree 33

Agree 29

Neutral 20

Disagree 12

Strongly disagree 6

INTERPRETATION:

From the above table 3.12, it is observed that out of 110 respondents, 36 respondents (i.e., 33%) are strongly agreed, 32 respondents (i.e., 29%) are agreed and 22 respondents (i.e., 20%) are neutral, 13 respondents (i.e., 12%) are disagreed and 7 respondents (i.e., 6%) are strongly disagreed with the personal protective devices.

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3.13: Representing Proper ventilation and lighting availability

Table no 3.13: Representing Proper ventilation and lighting availability

S. No | Opinions | No. of respondents | Percentage

1 | Strongly agree | 35 | 32

2 | Agree | 38 | 34

3 | Neutral | 15 | 14

4 | Disagree | 15 | 14

5 | Strongly disagree | 7 | 6

Total | 110 | 100

Graph 3.13: Representing Proper ventilation and lighting availability

Strongly agree 32

Agree 34

Neutral 14

Disagree 14

Strongly disagree 6

INTERPRETATION:

From the above table 3.13, it is observed that out of 110 respondents, 35 respondents (i.e., 32%) are strongly agreed, 38 respondents (i.e., 34%) are agreed and 15 respondents (i.e., 14%) are neutral, 15 respondents (i.e., 14%) are disagreed and 7 respondents (i.e., 6%) are strongly disagreed with the Proper ventilation and lighting availability.

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3.14: Representing basic amenities

Table no 3.14: Representing basic amenities

S. No Opinions No. of respondents Percentage

1 Strongly agree 35 32

2 Agree 32 29

3 Neutral 22 20

4 Disagree 13 12

5 Strongly disagree 8 7

Total 110 100

Graph 3.14: Representing basic amenities

Strongly agree 32

Agree 29

Neutral 20

Disagree 12

Strongly disagree 7

INTERPRETATION:

From the above table 3.14, it is observed that out of 110 respondents, 35 respondents (i.e., 32%) are strongly agreed, 32 respondents (i.e., 29%) are agreed and 22 respondents (i.e., 20%) are neutral, 13 respondents (i.e., 12%) are disagreed and 8 respondents (i.e., 7%) are strongly disagreed with the basic amenities.

59

3.15: Representing First aid at work spot

Table no 3.15: Representing First aid at work spot

S. No Opinions No. of respondents Percentage

1 Strongly agree 28 25

2 Agree 15 14

3 Neutral 35 32

4 Disagree 20 18

5 Strongly disagree 12 11

Total 110 100

Graph 3.15: Representing First aid at work spot

Representing First aid at work spot

Strongly agree 25

Agree 14

Neutral 32

Disagree 18

Strongly disagree 11

Interpretation:

From the above table 3.15, it is observed that out of 110 respondents, 28 respondents (i.e., 25%) are strongly agreed, 15 respondents (i.e., 14%) are agreed and 35 respondents (i.e., 32%) are neutral, 20 respondents (i.e., 18%) are disagreed and 12 respondents (i.e., 11%) are strongly disagreed with the First aid at work spot.

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3.16: Representing fire protecting devices

Table no 3.16: Representing fire protecting devices

S. No Opinions No. of respondents Percentage

1 Strongly agree 20 18

2 Agree 34 31

3 Neutral 35 32

4 Disagree 12 11

5 Strongly disagree 9 8

Total 110 100

Graph 3.16: Representing fire protecting devices

fire protecting devices

INTERPRETATION:

From the above table 3.16, it is observed that out of 110 respondents, 20 respondents (i.e., 18%) are strongly agreed with the fire protecting devices, 34 respondents (i.e., 31%) are agreed and 35 respondents (i.e., 32%) are neutral, 12 respondents (i.e., 11%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the fire protecting devices.

61

3.17: Representing training programs regarding safety

Table no 3.17: Representing training programs regarding safety

S. No Opinions No. of respondents Percentage

1 Strongly agree 28 25

2 Agree 35 32

3 Neutral 20 18

4 Disagree 12 11

5 Strongly disagree 15 14

Total - 110 100

Graph 3.17: Representing training programs regarding safety

Strongly agree 25

Agree 32

Neutral 18

Disagree 11

Strongly disagree 14

Opinions

INTERPRETATION:

From the above table 3.17, it is observed that out of 110 respondents, 28 respondents (i.e., 25%) are strongly agreed, 35 respondents (i.e., 32%) are agreed and 20 respondents (i.e., 18%) are neutral, 12 respondents (i.e., 11%) are disagreed and 15 respondents (i.e., 14%) are strongly disagreed with the training programmes regarding safety.

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3.18: Representing Housing loan facilities

Table no 3.18: Representing Housing loan facilities

S. No Opinions No. of respondents Percentage

1 Strongly agree 35 32

2 Agree 32 29

3 Neutral 22 20

4 Disagree 12 11

5 Strongly disagree 9 8

Total 110 100

Graph 3.18: Representing Housing loan facilities

Housing loan facilities

INTERPRETATION:

From the above table 3.18, it is observed that out of 110 respondents, 35 respondents (i.e., 32%) are strongly agreed, 32 respondents (i.e., 29%) are agreed and 22 respondents (i.e., 20%) are neutral, 12 respondents (i.e., 11%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the Housing loan facilities.

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3.19: Representing Insurance facility

Table no 3.19: Representing Insurance facility

S. No Opinions No. of respondents Percentage

1 Strongly agree 40 36

2 Agree 26 24

3 Neutral 26 24

4 Disagree 11 10

5 Strongly disagree 7 6

Total 110 100

Graph 3.19: Representing Insurance facility

Insurance facility

INTERPRETATION:

From the above table 3.19, it is observed that out of 110 respondents, 40 respondents (i.e., 36%) are strongly agreed, 26 respondents (i.e., 24%) are agreed and 26 respondents (i.e., 24%) are neutral, 11 respondents (i.e., 10%) are disagreed and 7 respondents (i.e., 6%) are strongly disagreed with the Insurance facility.

3.20: Representing Fringe benefits in the organization

Table no 3.20: Representing Fringe benefits in the organization

S. No Opinions No. of respondents Percentage

1 Strongly agree 22 20

2 Agree 25 23

3 Neutral 41 37

4 Disagree 14 13

5 Strongly disagree 8 7

Total 110 100

Graph 3.20: Representing Fringe benefits in the organization

Fringe benefits

Percentage

Opinions

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

20

23

37

13

7

INTERPRETATION:

From the above table 3.20, it is observed that out of 110 respondents, 22 respondents (i.e., 20%) are strongly agreed, 25 respondents (i.e., 23%) are agreed and 41 respondents (i.e., 37%) are neutral, 14 respondents (i.e., 13%) are disagreed and 8 respondents (i.e., 7%) are strongly disagreed with Fringe benefits.

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3.21: Representing Management respond in case of emergency

Table no 3.21: Representing Management respond in case of emergency

S. No Opinions No. of respondents Percentage

1 Strongly agree 26 24

2 Agree 37 34

3 Neutral 18 16

4 Disagree 22 20

5 Strongly disagree 7 6

Total 110 100

Graph 3.21: Representing Management respond in case of emergency

Strongly agree 24

Agree 34

Neutral 16

Disagree 20

Strongly disagree 6

INTERPRETATION:

From the above table 3.21, it is observed that out of 110 respondents, 26 respondents (i.e., 24%) are strongly agreed, 37 respondents (i.e., 34%) are agreed and 18 respondents (i.e., 16%) are neutral, 22 respondents (i.e., 20%) are disagreed and 7 respondents (i.e., 6%) are strongly disagreed with the Management respond in case of emergency.

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3.22: Representing the working environment of organization

Table no 3.22: Representing the working environment of organization

S. No Opinions No. of respondents Percentage

1 Strongly agree 30 27

2 Agree 33 30

3 Neutral 25 23

4 Disagree 14 13

5 Strongly disagree 8 7

Total 110 100

Graph 3.22: Representing the working environment of organization

working environment

Percentage

Strongly agree

27

Agree

30

Neutral

23

Disagree

13

Strongly disagree

7

Opinions

INTERPRETATION:

From the above table 3.22, it is observed that out of 110 respondents, 30 respondents (i.e., 27%) are strongly agreed, 33 respondents (i.e., 30%) are agreed and 25 respondents (i.e., 23%) are neutral, 14 respondents (i.e., 13%) are disagreed and 8 respondents (i.e., 7%) are strongly disagreed with the working environment.

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3.23: Representing Retirement benefits in the organisation

Table no 3.23: Representing Retirement benefits in the organisation

S. No Opinions No. of respondents Percentage

1 Strongly agree 30 27

2 Agree 32 29

3 Neutral 22 20

4 Disagree 15 14

5 Strongly disagree 11 10

Total 110 100

Graph 3.23: Representing Retirement benefits in the organisation

Interpretation: From the above table 3.23, it is observed that out of 110 respondents, 30 respondents (i.e., 27%) are strongly agreed, 32 respondents (i.e., 29%) are agreed and 22 respondents (i.e., 20%) are neutral, 15 respondents (i.e., 14%) are disagreed and 11 respondents (i.e., 10%) are strongly disagreed with the Retirement benefits.

3.24: Representing Rest periods in the company

Table no 3.24: Representing Rest periods in the company

S. No Opinions No. of respondents Percentage

1 Strongly agree 28 25

2 Agree 35 32

3 Neutral 15 14

4 Disagree 20 18

5 Strongly disagree 12 11

Total 110 100

Graph 3.24: Representing Rest periods in the company

Rest periods

Percentage

Strongly agree 25

Agree 32

Neutral 14

Disagree 18

Strongly disagree 11

Opinions

INTERPRETATION:

From the above table 3.24, it is observed that out of 110 respondents, 28 respondents (i.e., 25%) are strongly agreed, 35 respondents (i.e., 32%) are agreed and 15 respondents (i.e., 14%) are neutral, 20 respondents (i.e., 18%) are disagreed and 12 respondents (i.e., 11%) are strongly disagreed with the Rest periods.

3.25: Representing Company provide maternity leave to female employees

Table no 3.25: Representing Company provide maternity leave to female employees

S. No Opinions No. of respondents Percentage

1 Strongly agree 34 31

2 Agree 37 34

3 Neutral 16 14

4 Disagree 14 13

5 Strongly disagree 9 8

Total 110 100

Graph 3.25: Representing Company provide maternity leave to female employees

31

34

14

13

8

INTERPRETATION:

From the above table 3.25, it is observed that out of 110 respondents, 34 respondents (i.e., 31%) are strongly agreed, 37 respondents (i.e., 34%) are agreed and 16 respondents (i.e., 14%) are neutral, 14 respondents (i.e., 13%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the Company provide maternity leave to female employees.

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3.26: Representing Opinion of the employees on periodic counselling

Table no 3.26: Representing Opinion of the employees on periodic counselling

S. No Opinions No. of respondents Percentage

1 Strongly agree 22 20

2 Agree 30 27

3 Neutral 32 29

4 Disagree 15 14

5 Strongly disagree 11 10

Total - 110 100

Graph 3.26: Representing Opinion of the employees on periodic counselling

Strongly agree 20

Agree 27

Neutral 29

Disagree 14

Strongly disagree 10

INTERPRETATION:

From the above table 3.26, it is observed that out of 110 respondents, 22 respondents (i.e., 20%) are strongly agreed, 30 respondents (i.e., 27%) are agreed and 32 respondents (i.e., 29%) are neutral, 15 respondents (i.e., 14%) are disagreed and 11 respondents (i.e., 10%) are strongly disagreed with the Opinion of the employees on periodic counselling.

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3.27: Representing Opinion about transportation facility

Table no 3.27: Representing Opinion about transportation facility

S. No Opinions No. of respondents Percentage

1 Strongly agree 28 25

2 Agree 35 32

3 Neutral 20 18

4 Disagree 15 14

5 Strongly disagree 12 11

Total 110 100

Graph 3.27: Representing Opinion about transportation facility

INTERPRETATION:

From the above table 3.27, it is observed that out of 110 respondents, 28 respondents (i.e., 25%) are strongly agreed, 35 respondents (i.e., 32%) are agreed and 20 respondents (i.e., 18%) are neutral, 15 respondents (i.e., 14%) are disagreed and 12 respondents (i.e., 11%) are strongly disagreed with the Opinion about transportation facility.

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3.28: Representing Proportionate feedback of seniors and subordinates

Table no 3.28: Representing Proportionate feedback of seniors and subordinates

S. No Opinions No. of respondents Percentage

1 Strongly agree 34 31

2 Agree 35 32

3 Neutral 20 18

4 Disagree 12 11

5 Strongly disagree 9 8

Total 110 100

Graph 3.28: Representing Proportionate feedback of seniors and subordinates

Proportionate feedback of seniors and subordinates

INTERPRETATION:

From the above table 3.28, it is observed that out of 110 respondents, 34 respondents (i.e., 31%) are strongly agreed, 35 respondents (i.e., 32%) are agreed and 20 respondents (i.e., 18%) are neutral, 12 respondents (i.e., 11%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the Proportionate feedback of seniors and subordinates.

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3.29: Representing the working hours of organisation

Table no 3.29: Representing the working hours of organisation

S. No Opinions No. of respondents Percentage

1 Strongly agree 22 20

2 Agree 25 23

3 Neutral 35 32

4 Disagree 19 17

5 Strongly disagree 9 8

Total 110 100

Graph 3.29: Representing the working hours of organisation

INTERPRETATION:

From the above table 3.29, it is observed that out of 110 respondents, 22 respondents (i.e., 20%) are strongly agreed, 25 respondents (i.e., 23%) are agreed and 35 respondents (i.e., 32%) are neutral, 19 respondents (i.e., 17%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the working hours of organisation.

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3.30: Representing conveyance allowance offered by organization

Table no 3.30: Representing conveyance allowance offered by organization

S. No Opinions No. of respondents Percentage

1 Strongly agree 30 27

2 Agree 25 23

3 Neutral 25 23

4 Disagree 21 19

5 Strongly disagree 9 8

Total 110 100

Graph 3.30: Representing conveyance allowance offered by organization

INTERPRETATION:

From the above table 3.30, it is observed that out of 110 respondents, 30 respondents (i.e., 27%) are strongly agreed, 25 respondents (i.e., 23%) are agreed and 25 respondents (i.e., 23%) are neutral, 21 respondents (i.e., 19%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the conveyance allowance offered by organization.

3.31: Representing medical facility offered by organization

Table no 3.31: Representing medical facility offered by organization

S. No Opinions No. of respondents Percentage

1 Strongly agree 25 23

2 Agree 22 20

3 Neutral 41 37

4 Disagree 14 13

5 Strongly disagree 8 7

Total 110 100

Graph 3.31: Representing medical facility offered by organization

Strongly agree 23

Agree 20

Neutral 37

Disagree 13

Strongly disagree 7

INTERPRETATION:

From the above table 3.31, it is observed that out of 110 respondents, 25 respondents (i.e., 23%) are strongly agreed, 22 respondents (i.e., 20%) are agreed and 41 respondents (i.e., 37%) are neutral, 14 respondents (i.e., 13%) are disagreed and 8 respondents (i.e., 7%) are strongly disagreed with medical facility offered by organization.

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3.32: Representing economic services provided by organisation

Table no 3.32: Representing economic services provided by organisation

S. No Opinions No. of respondents Percentage

1 Strongly agree 26 24

2 Agree 37 34

3 Neutral 18 16

4 Disagree 22 20

5 Strongly disagree 7 6

Total 110 100

Graph 3.32: Representing economic services provided by organisation

Economic services provided by organisation

Strongly agree 24

Agree 34

Neutral 16

Disagree 20

Strongly disagree 6

INTERPRETATION:

From the above table 3.32, it is observed that out of 110 respondents, 26 respondents (i.e., 24%) are strongly agreed, 37 respondents (i.e., 34%) are agreed and 18 respondents (i.e., 16%) are neutral, 22 respondents (i.e., 20%) are disagreed and 7 respondents (i.e., 6%) are strongly disagreed with the Representing economic services provided by organisation.

3.33: Representing overtime stipend offered by the organization

Table no 3.33: Representing overtime stipend offered by the organization

S. No Opinions No. of respondents Percentage

1 Strongly agree 32 29

2 Agree 35 32

3 Neutral 12 11

4 Disagree 22 20

5 Strongly disagree 9 8

Total 110 100

Graph 3.33: Representing overtime stipend offered by the organization

INTERPRETATION:

From the above table 3.33, it is observed that out of 110 respondents, 32 respondents (i.e., 29%) are strongly agreed, 35 respondents (i.e., 32%) are agreed and 12 respondents (i.e., 11%) are neutral, 22 respondents (i.e., 20%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the overtime stipend offered by the organization.

3.34: Representing overall satisfaction level of employees in the company

Table no 3.34: Representing overall satisfaction level of employees in the company

S. No Opinions No. of respondents Percentage

1 Strongly agree 35 32

2 Agree 34 31

3 Neutral 20 18

4 Disagree 12 11

5 Strongly disagree 9 8

Total 110 100

Graph 3.34: Representing overall satisfaction level of employees in the company

INTERPRETATION:

From the above table 3.34, it is observed that out of 110 respondents, 35 respondents (i.e., 32%) are strongly agreed, 34 respondents (i.e., 31%) are agreed and 20 respondents (i.e., 18%) are neutral, 12 respondents (i.e., 11%) are disagreed and 9 respondents (i.e., 8%) are strongly disagreed with the overall satisfaction level of employees in the company.

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CHI-SQUARE

3.35: H0: - There is no association between the sanitary conditions and Employee satisfaction

H1: - There is association between the sanitary conditions and Employee satisfaction

Table no: 3.35

Sanitary conditions* Employee satisfaction Cross tabulation

Count

Strongly agree Agree Neutral Disagree Strongly disagree Total

Sanitary conditions

Strongly Agree 13 14 4 4 2 37

Agree 10 11 3 1 2 27

Neutral 6 5 9 2 1 23

Disagree 2 1 3 5 2 13

Strongly disagree 3 4 1 0 2 10

Total 34 35 20 12 9 110

a. 18 cells (72.0%) have expected count less than 5. The minimum expected count is .82.

INTERPRETATION:

From the above table 3.35, it indicates that There is association between the sanitary conditions and Employee Satisfaction Because chi square calculated value (i.e.,

80

28.929) is greater than the table value (i.e., 26.2962) at 0.05 significant level. Where H1 is accepted and Ho is rejected.

3.36: H0: - There is no association between canteen facilities and Employee satisfaction

H1: - There is association between canteen facilities and Employee satisfaction

Table no: 3.36

canteen facilities * Employee satisfaction cross tabulation

Count Employee satisfaction

Strongly agree Agree Neutral Disagree Strongly disagree Total

canteen facilities

Strongly agree 3 10 8 3 4 28

Agree 18 6 5 5 1 35

Neutral 6 4 4 4 2 20

Disagree 4 10 0 0 1 15

Strongly disagree 3 5 3 0 1 12

Total 34 35 20 12 9 110

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Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 30.625a 16 .015

Likelihood Ratio 35.540 16 .003

Linear-by-Linear Association .011 1 .917

N of Valid Cases 110

a. 17 cells (68.0%) have expected count less than 5. The minimum expected count is .98.

Interpretation:

From the above table 3.36, it indicates that There is association between canteen facilities and Employee Satisfaction Because chi square calculated value (i.e., 30.625) is greater than the table value (i.e., 26.2962) at 0.05 significant level. Where H1 is accepted and Ho is rejected.

3.37: H0: – There is no association between personal protective devices and Employee satisfaction

H1: - There is association between the personal protective devices and Employee satisfaction

Table no: 3.37

personal protective devices * Employee satisfaction Cross tabulation

Count

Employee satisfaction

Strongly agree Agree Neutral Disagree Strongly disagree Total

personal protective devices

Strongly agree 19 6 5 5 1 36

Agree 3 14 8 3 4 32

Neutral 6 4 6 4 2 22

Disagree 4 7 0 0 2 13

Strongly disagree 2 4 1 0 0 7

Total 34 35 20 12 9 110

82

Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 30.835a 16 .014

Likelihood Ratio 36.605 16 .002

Linear-by-Linear Association .094 1 .759

N Of Valid Cases 110

a. 17 cells (68.0%) have expected count less than 5. The minimum expected count is .57.

Interpretation:

From the above table 3.37, it indicates that There is association between the personal protective devices and Employee Satisfaction Because chi square calculated value (i.e., 30.835) is greater than the table value (i.e., 26.2962) at 0.05 significant level.

Where H1 is accepted and H0 is rejected.

3.38: H0: - There is no association between the basic amenities and Employee satisfaction

H1: - There is association between the basic amenities and Employee satisfaction

Table no: 3.38

basic amenities * Employee satisfaction Cross tabulation

Count

Employee satisfaction

Strongly disagree Disagree Neutral Agree Strongly agree Total

Strongly agree 18 6 5 5 1 35

Agree 3 14 8 3 4 32

Neutral 6 4 6 4 2 22

Disagree 4 7 0 0 2 13

Strongly disagree 3 4 1 0 0 8

Total 34 35 20 12 9 110

83

Strongly

disagree

Total 34 35 20 12 9 110

Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 29.527^a 16 .021

Likelihood Ratio 35.699 16 .003

Linear-by-Linear Association .001 1 .978

N of Valid Cases 110

a. 17 cells (68.0%) have expected count less than 5. The minimum expected count is .65.

Interpretation:

From the above table 3.38, it indicates that There is association between the basic amenities and Employee satisfaction. Because chi square calculated value (i.e., 29.527) is greater than the table value (i.e., 26.2962) at 0.05 significant level. Where H1 is accepted and H0 is rejected

3.39: H0: - There is no association between the insurance facility and Employee satisfaction

H1: - There is association between the insurance facility and Employee satisfaction

Table no: 3.39

Insurance facility* Employee satisfaction Cross tabulation

Count

Insurance facility Strongly Agree 13 12 7 8 0 40

Insurance facility Agree 7 9 6 4 0 26

Neutral 8 8 2 0 8 26

Disagree 3 4 3 0 1 11

Strongly

disagree 3 2 2 0 0 7

Total 34 35 20 12 9 110

Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 34.092^a 16 .005

Likelihood Ratio 37.694 16 .002

Linear-by-Linear Association .006 1 .938

N of Valid Cases 110

a. 18 cells (72.0%) have expected count less than 5. The minimum expected count is .57.

Interpretation:

From the above table 3.39, it indicates that There is association between the insurance facility and Employee satisfaction. Because chi square calculated value (i.e., 34.092) is greater than the table value (i.e., 26.2962) at 0.05 significant level. Where H1 is accepted and H0 is rejected.

CORRELATION

Table no:3.40

Correlations

Over All satisfaction

Sanitary conditions

canteen facilities

personal protective devices

basic amenities

Insurance facility

Over All Satisfaction

Pearson Correlation 1 .207* .010 .029 -.003 .007

Sig. (2-tailed) .030 .917 .761 .978 .939

N 110 110 110 110 110

sanitary conditions

Pearson Correlation .207* 1 -.257** .841** .841** .792**

Sig. (2-tailed) .030 .007 .000 .000 .000

N 110 110 110 110 110

canteen facilities

Pearson Correlation .010 -.257** 1 -.063 -.039 -.085

Sig. (2-tailed) .917 .000 .000 .000 .000

N 110 110 110 110 110

personal protective devices

Pearson Correlation .029 .841** -.063 1 .989** .854**

Sig. (2-tailed) .761 .000 .000 .000 .000

N 110 110 110 110 110

basic amenities

Pearson Correlation -.003 .841** -.039 .989** 1 .864**

Sig. (2-tailed) .939 .000 .000 .000 .000

N 110 110 110 110 110

Insurance facility

Pearson Correlation .007 .792** -.085 .854** .864** 1

Sig. (2-tailed) .? .000 .000 .000 .000

N 110 110 110 110 110

*. Correlation is significant at the 0.05 level (2-tailed).

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Interpretation:

From the above table 3.40, it shows the relationship between overall employee satisfaction and sanitary conditions, canteen facilities, personal protective devices, personal protective devices and insurance facility. There is a positive low degree of correlation between employee satisfaction and sanitary conditions (.207), canteen facilities (.010), personal protective devices (.029) and insurance facility (.007) and there is a negative low degree of correlation between employee satisfaction and basic amenities (-.003).

4.1 FINDINGS

1. Out of 110 respondents 30 respondents are less than 25 years, 44 respondents are in between 25-35 years, 26 respondents are in between 35-45 years and 10 respondents are above 45 years with their age group.

2. 63 respondents are male and 47 respondents are female with their gender.

3. 77 respondents are married and 33 respondents are unmarried with the marital status.

4. 24 respondents are receiving less than 15000, 30 respondents are receiving in between 15000-20000, 26 respondents are receiving in between 20000-30000 and 30 respondents are receiving more than 30000 as monthly incomes.

5. 40 respondents are having 1-3 years of experience, 45 respondents are having 4-6 years of experience, 15 respondents are having 7-10 years of experience and 10 respondents are having 11 years and above experience.

6. 24 respondents are completed intermediate or less, 46 respondents are completed graduation and 40 respondents are completed post-graduation.

7. 63 respondents are agreed, 24 respondents are neutral and 23 respondents are disagreed with the safety measures of the company

8. 64 respondents are agreed, 23 respondents are neutral and 23 respondents are disagreed with the fencing for machines

9. 63 respondents are agreed, 20 respondents are neutral and 27 respondents are disagreed with the canteen facilities

10. 50 respondents are agreed, 37 respondents are neutral and 23 respondents are disagreed with the accident prevention measures

11. 69 respondents are agreed, 20 respondents are neutral and 21 respondents are disagreed with the support from sanitary conditions

12. 68 respondents are agreed, 22 respondents are neutral and 20 respondents are disagreed with the personal protective devices

13. 73 respondents are agreed, 15 respondents are neutral and 22 respondents are disagreed with the proper ventilation and lighting

88

14. 67 respondents are agreed, 22 respondents are neutral and 21 respondents are disagreed with the basic amenities

15. 43 respondents are agreed, 35 respondents are neutral and 32 respondents are disagreed with the aid at work spot.

16. 54 respondents are agreed, 35 respondents are neutral and 21 respondents are disagreed with the fire protecting devices

17. 63 respondents are agreed, 20 respondents are neutral and 27 respondents are disagreed with the training programs regarding safety

18. 63 respondents are agreed, 24 respondents are neutral and 23 respondents are disagreed with the support from housing loan facilities

19. 66 respondents are agreed, 26 respondents are neutral and 18 respondents are disagreed with the insurance facility

20. 47 respondents are agreed, 41 respondents are neutral and 22 respondents are disagreed with the fringe benefits

21. 63 respondents are agreed, 18 respondents are neutral and 29 respondents are disagreed with the management respond in case of emergency

22. 63 respondents are agreed, 25 respondents are neutral and 22 respondents are disagreed with the rest periods in the company

23. 62 respondents are agreed, 22 respondents are neutral and 26 respondents are disagreed with the retirement benefits

24. 63 respondents are agreed, 15 respondents are neutral and 32 respondents are disagreed with the rest periods in the company

25. 71 respondents are agreed, 16 respondents are neutral and 23 respondents are disagreed with the providing maternity leave to the female employees

26. 52 respondents are agreed, 32 respondents are neutral and 26 respondents are disagreed with the opinion on proving periodic counselling

27. 63 respondents are agreed, 20 respondents are neutral and 27 respondents are disagreed with the transportation facility

28. 69 respondents are agreed, 20 respondents are neutral and 21 respondents are disagreed with the feedback of seniors and subordinates

89

29. 45 respondents are agreed, 35 respondents are neutral and 28 respondents are disagreed with the working hours of the organization.

30. 55 respondents are agreed, 25 respondents are neutral and 30 respondents are disagreed with the conveyance allowance offered by the organization

31. 47 respondents are agreed, 41 respondents are neutral and 22 respondents are disagreed with the medical facility.

32. 63 respondents are agreed, 18 respondents are neutral and 29 respondents are disagreed with the economic services offered by the organization

33. 67 respondents are agreed, 12 respondents are neutral and 31 respondents are disagreed with the overtime stipend offered by the organization

34. 69 respondents are agreed, 20 respondents are neutral and 21 respondents are disagreed with the overall satisfaction of the employees

35. The chi square calculated value (i.e., 28.929) is greater than the table value (i.e., 26.2962) at 0.05 significant level. So, it indicates that there is association between employee satisfaction and sanitary conditions

36. The chi square calculated value (i.e., 30.625) is greater than the table value (i.e., 26.2962) at 0.05 significant level. So, it indicates that there is association between employee satisfaction and personal protective devices (.029) and insurance facility (.007) and there is a negative low degree of correlation between employee satisfaction and basic amenities

37-40. [section-unreadable]

(-.003).

4.2 SUGGESTIONS

The administration needs to give loans by considering the employee's views and opinions.

► The company needs to maintain good aseptic conditions especially in the canteen.

► The administration has to consider (communication chops, knowledge etc.) soft chops while appointing seeker.

► Education is really important to all kinds of employees. So, the association needs to give education establishment and training programs to all the employees.

► Rest is a kind of recreation to any hand during working hours. It's an approach to refresh towards work. It's suggested that the association should give minimum rest hours in between work.

► The administration should motive the employees to maintain good relationship among them which in turn benefits the association as well as individual.

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4.3 CONCLUSION

The project done in Srikalahasthi pipes private limited, has enabled in identifying the welfare facilities and its impact on employee satisfaction. Employees responded to the questionnaire that they have good sanitary conditions, canteen facilities, personal protective devices, basic amenities, retirement benefits. The well-being activities taken by the company are really important beneficent for the employees. In the process majority of the respondents are really positive towards the establishments. According to my research all the employees are handed with better facilities by the company.

92