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employee welfare schemes
Post: #1

Post: #2
A Report on Employees Welfare schemes

.docx  Report on Employees.docx (Size: 91.77 KB / Downloads: 73)


A new wind is blowing through management literature nowadays which fast driving out the traditional term personnel management and substituting a new term human resource development. This new term seems to emphasize two things: one, the human beings are the most important resource of an organization. They are unlike other resources in that they have the unlimited potential for investment.
Since the early 1970’s when the concept of HRD first began to be recognized by some organization in India, a large number of organizations in the country have began to display an interest in HRD. While many organizations appear to have simply relabeled; their personal departments to keep up the fashions of the times, there are some which seem to have done considerable work in setting up HRD systems. On the basis of some studies done on this subject it can be inferred that the main factors behind the setting up of a separate HRD function in any organization are the philosophy of its top management and the nature of business.
As new era comes human resource development becomes very important in each and every organization whether it is public or private sector. Employee welfare is the sub part of human resource development because it is very important to get work in a proper way with better utilization of resource, in this context employee welfare is used as a motivational factors for each level of organization.


After employees have been hired, trained or remunerated, they need to be retained & maintained to serve the organization better. Welfare facilities are designed to take care of the well being of the employees.


Labor Welfare means anything done for comfort & improvement (intellectual or social) of the employees over & above the wages paid which is not a necessity of the industry.


 Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for the betterment.
 Welfare measures are in addition to regular wages & other economic benefits available to employees under legal provisions & collective bargaining.
 Welfare measures may be provided not only by employers but by the government, trade unions & other agencies too.
 The basic purpose of Employees Welfare is to improve the lot of working class and thereby make a worker a good employee and a happy citizen.
 Employee Welfare is an essential part of the social welfare. It involves adjustment of an employee’s work life and family life to the community or social life.
 Welfare measures may be both voluntary & statutory. Voluntary measures are the result of paternalistic and philanthropic feelings of the employer.
 Employee Welfare measures are also known as Fringe benefits & services.
Post: #3
Employee Welfare

.doc  employee welfare.doc (Size: 460.5 KB / Downloads: 53)

Organizations are made up of people. With out people organization cannot exist. The resource of men, money, material and machine are collected, co-ordinate and utilized through people. These resources by themselves cannot fulfill the objective of an organization so some measure has to be taken to safe guard them.
Employee welfare includes various services, benefits and facilities offered to employees by the employer. Through such generous fringe benefits the employer makes life worth living for employees.
The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. According to DR.PARANDIKAR, “Labour Welfare work is worth for improving the health, safety and general well being and the industrial efficiency of the workers beyond the minimum standard lay down by lab our legislation”.
Welfare measures may also be provided by the government, trade unions and non government agencies in addition to enrich the life of employees and keep them happy and contented.
Welfare measures may be both statutory and voluntary. Labour laws require the employer to extend certain benefits to employees in addition to wages. Voluntary benefits are the result of employer’s generosity, enlightenment and philanthropic feeling.


The scope of the study is to find the level of the employee satisfaction on welfare measures provided by the company and to reduce the dissatisfaction level for the growth of the company.
For every organization the manpower is important asset no organization can serve without good manpower in any organization. The development of the organization lies with its manpower. Manpower is the most vital asset for any organization. Unless this manpower is not skilled, disciplined, committed, no organization can grow. The development of the organization depends upon the continual manpower availability. So that there will not be any hindrance to the production.
Further more, if this dissatisfaction level can be curtailed they can enjoy their work and increase the productivity.


The origin of Ashok Leyland can be traced to the urge for self-reliance, felt by independent India. Pandit Jawaharlal Nehru, India's first Prime Minister persuaded Mr. Raghunandan Saran, an industrialist, to enter automotive manufacture. In 1948, Ashok Motors was set up in what was then Madras, for the assembly of Austin Cars. The Company's destiny and name changed soon with equity participation by British Leyland and Ashok Leyland commenced manufacture of commercial vehicles in 1955.
Since then Ashok Leyland has been a major presence in India's commercial vehicle industry with a tradition of technological leadership, achieved through tie-ups with international technology leaders and through vigorous in-house R&D.
Access to international technology enabled the Company to set a tradition to be first with technology. Be it full air brakes, power steering or rear engine busses, Ashok Leyland pioneered all these concepts. Responding to the operating conditions and practices in the country, the Company made its vehicles strong, over-engineering them with extra metallic muscles. "Designing durable products that make economic sense to the consumer, using appropriate technology", became the design philosophy of the Company, which in turn has moulded consumer attitudes and the brand personality.


Meaning of Employee welfare:

Welfare means faring or doing well. It is comprehensive term, and refers to the physical, mental, moral and emotional well-being of an individual. Further, the term welfare is a relative concept, relative in time and space. It, therefore, varies from time to time, from region to region and from country to country.


The significance of welfare measures was accepted as early as 1931, when the royal commission on labour stated the benefits are of great importance to the worker which he is able to secure by him. The schemes of labour welfare may be regarded as a wise investment because these would bring a profitable return in the form of greater efficiency.
The working environment in a factory adversely affects the health of employees because of excessive heat or cold, noise, fumes, dust and lack of sanitation and pure air. Such oppressive conditions create health problems for workers. These have to be contained through preventive steps aimed at improving the lot of workers.
A second reason in favour of welfare work is called the social invasion of factory. Workers face lots of adjustment problems when they take up factory work. The congested environs, noisy machines, slum area, monotonous job impact the psyche of ruralties that come to cities in search of jobs. To escape from such trying conditions, the worker absents himself, becomes irregular and show signs of indiscipline. Such changes-known as the social invasion of the factor- call for extra inducements in the workplace in addition to normal wages, so that the worker begins to enjoy a fuller and richer life.
Post: #4
to get information about the topic "EMPLOYEE WELFARE" full report ppt and related topic refer the link bellow

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