The Employee Welfare Programs

Published Date: 02 Nov 2017

Keeping in mind the need to expand L & T Power cultural enthusiasm, imitativeness and employee interaction, in a defined manner, we have come up with various "Clubs" with the employees taking charge of it.

The various clubs are as follows:

Sports Club -For all sporting activities in the organization

Cultural Club - It takes care of employee recreation and takes responsible for  organizing annual day cultural events.

Community Service Club – By this we involve in many activities for social causes like orphanage visits, Blood donation camps etc. 

Grievances:

If there is any problems, complaints or suggestions can be post to the organizations ID and they will assure to take care of it.

RESEARCH METHODOLOGY

The study has been covered based on the following steps: 

Data collection:

The data has been collected from the two main sources of data namely:

Primary Source of data

Secondary Source of data

Primary source 

Primary source includes the data that is collected from L&T Power and selected respondents.  The required information is collected in the following ways: 

Administered a structured questionnaire.

On the basis of observation.

By interacting with the concerned employees.

Tools used for data collection are as follows: 

Discussions (Unstructured Discussions)

Questionnaire (Structured Questionnaire)  

Unstructured discussion: 

Under this method of data collection the researcher personally interviews the respondents to gather the information.  The respondents are asked to present their views and opinions about the topic under discussion.  The opinions of the respondents are used as the primary source of information for preparing the study report.

Structured Questionnaire: 

It is usually associated with the self-administered tools with items of the closed or fixed alternative type. The respondents feel greater confidence in the anonymity of questionnaire than in that of any interview.  It places less pressure on the subject of immediate response.  These were the reasons for choosing questionnaire as one of the tools for data collection.  

The questionnaire consists of two types of questions: 

Close-ended questions: The close-ended questions consist of multiple choices, which offer the respondents with a choice of specific answers. 

Open-ended questions: An open-ended question is a question where no choices of answer are given the respondent and the respondent is given freedom to respond according to his wish. 

Secondary source 

Secondary source is that information that is obtained from those sources other than direct sources and the information is collected through the mentioned ways. 

Company’s Website.

Magazines and Journals.

Text books published on Human Resource Management.

Websites and Search engines.

Other records.

Sample Selection: 

A sample is known as the sub-unit of population which shares the similar features. The number of units in the sample is known as the sample size. 

In this study a sample size of 100 was selected based on the previous studies and other past records.  Here, in this context a sample refers to the employees of the related departments covered by the study. 

After the selection of sample, the sampling was done based on convenient sampling method. 

Analysis: 

The collected data has been coded and represented diagrammatically in the form of bar diagrams by calculating the frequency and average. Based on this suitable interpretations were made.

Based on the responses obtained and the gathered data suitable recommendations were given which can help the organization in retaining their employees.

Data analysis

How do you feel working with L&T Power?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

45

43

12

0

0

The employees of L & T Power are feeling good in the organization. 45% are fell excellent, 43% fell very good and 12% fell satisfy. But in these sample size no employee fell poor or very poor in the organization.

How do you feel about day shift on your usual work schedule?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

40

35

25

0

0

Usual in L & T Power day shift is there so that employee fell well to work. 40% fell excellent, 35% fell very good, 25% fell satisfy with their usual work schedule. No employees fell poor or very poor with their work schedule.

How do you rate the work culture in your organization?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

35

42

23

0

0

Work culture of L & T Power is well so that 35 % fell excellent,

42 % fell very good, 23% fell satisfy with work culture of the organization.

How are the career development activities in your organization?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

32

41

27

0

0

Many career development activities held in the organization. So that 32 % feel excellent, 41 % feel very good, 27 % feel satisfy with career development activities.

How satisfied are you from work?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

22

28

50

0

0

22% employees feel excellent, 28 % feel very good, 50 % feel satisfy with their work in the organization. No employee feels bad at their work place.

How do you rate your work profile gives you an opportunity to develop special abilities?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

22

38

40

0

0

The work profile gives the opportunities to employee to develop special ability for that 22% feel excellent, 38% feel very good, 40% satisfy but no employee feel poor or very poor.

Are you satisfied to take time off during your work to take care of personal & family matter?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

26

37

37

0

0

26 % employee feel excellent, 37 % employee feel very good & 37% feel satisfy to take time off during their work to take care of personal & family matter.

In general, how would you describe relations in your work place between management & employees?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

37

42

21

0

0

37 % employees feel excellent, 42 % feel very good, 21% feel satisfy with relation in their work place between management and employees. No employees feel poor and very poor.

Do you think that the organization is paying you fairly & reasonably?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

39

46

15

0

0

39% feel excellent, 46 % feel very good, 15 % feel satisfy for paying fairly & reasonably. But no employees think that paying them is poor or very poor.

Is the compensation paid to you sufficient for providing a satisfied standard of living?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

25

48

27

0

0

25% feel excellent, 48% feel very good, 27% feel satisfy with compensation paid them is sufficient for providing a satisfied standard of living. No employee feels poor or very poor with compensation.

Do you feel that there is job security in your organization?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

51

33

16

0

0

51% feel excellent, 33% feel very good, 16 % feel satisfy with their job security in the organization. No employees feel unsecure their job in the organization.

Are you satisfied with the reward (monetary & non-monetary) given to you from your good performance of the team?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

32

56

12

0

0

32% feel excellent, 56 % feel very good and 12% feel satisfy with the reward given to them from their good performance of the team. No employee feels poor or very poor.

How positive attitude helps you towards the job?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

33

41

26

0

0

33% feel excellent, 41% feel very good, 26% feel satisfy with attitude helps them towards the job. No employee feel poor or very poor with attitude helps them towards the job.

How do you rate the employee welfare programs in your organization?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

22

37

41

0

0

22% feel excellent, 37% feel very good, 41% feel satisfy with welfare programs in their organization. No employee feels poor or very poor with welfare programs in the organization.

Are you satisfied with the performance being monitored periodically in the organization?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

41

38

21

0

0

41% feel excellent, 38% feel very good, 21% feel satisfy with the performance being monitored periodically in the organization. No employees feel poor or very poor.

How do you rate the training & development session given at site?

(a)Excellent

(b)Very good

(c)Satisfy

(d)Poor

(e)Very poor

22

48

30

0

0

22% feel excellent, 48% feel very good, 30% feel satisfy with training & development session given at site. No employees feel poor or very poor in training & development session given at site.

What do you like the most about L & T Power?

(a). Job profile

(b).Work environment

(c). Growth opportunity

(d).Compensation & benefits

(e). T & D

21

29

18

15

17

21% like job profile, 29% like work environment, 18% like growth opportunity, 15% like compensation & benefits and 17 % like training and development session at L & T Power.

What could improve the quality of your work life?

(a). More suitable working hour’s

(b). Better pay & condition

(c).Better development

(d).Promotional activities

(e).Better management

19

21

24

18

18

19% feel that more suitable working hour’s improve the quality of work life, 21% feel better pay & condition, 24% feel better development, 18% feel promotional activities, 18% feel better management to improve the Quality of their work life.

19. Which is the most important factor from the following consideration you to highly motive.

(a). Flexible working hours

16

(b). Development of occupational healthcare

14

(c). Increase in training opportunities

28

(d). Appreciation of work

24

(e). Hike in pay

18

16% employees feel flexible working hours motivate them.

14% employees feel development of occupational healthcare motivate them.

28% employees feel increase in training opportunity motivate them.

24%employees feel appreciation of work motivate them.

18%employees feel hike in pay motivate them.

20. Are you satisfied with the medical policy & their variable given to you & your family by the organization?

If yes, what are they?

All the employees feel that they are fully satisfied with the medical policy & their variable given them and their family by the organization. They get medical policy for employees and employee’s family.

LIMITATIONS OF THE STUDY

The data collected by me through primary source is constrained by the sample size which is only 100 employees.

The data collected other than the questionnaire is from the secondary source only.

The analysis has been undertaken by using pie chart.

PROBLEM IDENTIFICATION

Satisfactory of working conditions

Overall Quality of work life in the organization, giving satisfactory opportunity of individual growth and better professional environment.

The work life is encouraging and better place to work with healthy environment.

Employee relations with management consideration towards employee’s health are impressive and work pressure is considered.

By giving excellent training, by providing flexible working hours, by working with concentration and hard work, by providing guidelines to juniors, these activities will improve Quality of work life.

Good co-ordination between team leaders and team members.

Better management leads to better work culture.

Communication gap between management and employees should get reduced.

FINDINGS

The employees are fully satisfied with the work culture, because the bonding between the employees is good.

Many career development activities are taking place in L & T Power

There is good relation between the management & employees

In the L & T Power there is only day shift and the employees are satisfied with it.

There are two types of rewards- monitory & non-monitory

In the non-monitory rewards employees are provided with cash voucher, movie tickets, family tours.

Most of the employees of the L & T Power are satisfied with work environment, 2nd is job profile, 3rd is growth opportunities, 4th is training & development, 5th is compensation & benefits.