Relationship between Welfare Measures and Workman Ship value a case study of SCCL

Transcription

1 Relationship between Welfare Measures and Workman Ship value a case study of SCCL Dr.K.SIRISHA Assistant Professor, Department of MBA, Swarna Bharathi Institute of Science &Technology Khammam, Telangana, India ABSTRACT:- Workmanship is considered to have been a valued human attribute even in prehistoric times. Globalization brings competitiveness with it and competitiveness becomes mandatory for survival and growth of a business organization, the HR managers have become and are to be strategic and more concerned for the manpower. Workmanship value, individual care, team development and growth orientation become obvious parts of strategic human resource management along with better HR planning, job enrichment, and developmental strategies. Key Words: - Workmanship Value, Skills, Encouragement, Team Development INTRODUCTION:- Human resource managers realised that the provision of welfare facilities contribute a lot towards the health and efficiency of the workers. All the same, organisations need to provide various social security benefits such as medical care, mortality benefits, pension etc., as specified by law. It is a fact that the provision of social security benefits is a kind of wise investment that offers good social dividends in the long run. Singareni Collieries Company Limited (SCCL) where the present study is undertaken is one of the largest public sector undertakings in India. The Government of Telangana and the Government of India with equity participation in the ratio of 51:49 jointly own it. The company s accredited function is to explore and exploit coal deposits in the Godavari Valley Coal Field Area, which includes the four districts of Telangana Region namely, Adilabad, Karimnagar, Khammam and Warangal. NEED FOR THE STUDY The company having realised the importance of welfare measures introduced several welfare schemes for its workers and the families. For instance, the company provides statutory welfare facilities like drinking water, conservancy, medical appliances, canteen, rest shelters, crèches etc. It also provides various non-statutory welfare facilities such as medical, education, recreation, housing/quarters, consumer co-operative stores, consumer co-operative credit society etc. Further, it provides social security measures like provident fund, gratuity, pension, dependent employment etc. It is to be noted that the company spent a huge amount of Rs.32,090 lakhs on total employees welfare and the average welfare expenditure per employee stood as high as Rs.82,054 in It shows that the SCCL is highly employee welfare oriented. In short, due to the welfare measures provided by the company, its employees have been working with involvement and commitment. Consequently, the performance of the company is quite commendable. Against this background, a study has been undertaken on the research topic- A Study on Impact of Welfare measures on Workmanship value in Singareni Collieries Company Limited, Kothagudem, and Khammam District. 2.3 REVIEW OF LITERATURE Organizations and companies succeed, or fail, based on the quality and effectiveness of their employees (human resources). Today s successful firms recognize that to compete in global markets, they must have world class Human Resource managers, who are active in participate in strategic and operational decision-making. Given that importance of human resource quality in organizational performance, the present research reviews various studies conducted on this view. > RJCBS: Volume: 04, Number: 11, September-2015 Page 1

2 Franklin & Durga (2013) examined the an employee welfare measures in ELGI Company at kovilpalayam Coimbatore district also gives importance to the management of human resources is that concern. ELGI Company is the leading employees welfare measure at kovilpalayam. From the analysis part of this study majority of the respondents are satisfied in their working conditions. This reflects the effective human resource management in this concern. The majority of the respondents are satisfied with the welfare measures of the company.durairaj & Kareem (2013) examined the satisfaction level of the employees towards welfare measures provided in ABC Limited, Vellore that is prevalent in the organization where the study was conducted. This study aims at knowing Welfare System. In this project the work atmosphere and the welfare measures provided by the organization had been studied. It also aims at finding out the relationship between demographic factors with the satisfaction level of the welfare measures provided using survey within the organization. The conclusion and suggestions are also given in this report for the improvement of this system in the organization. Balaji (2013) attempted to find out the major factors that motivate employees considering Employee welfare, rewards and incentives as motivating factors within an organization that influence Job Satisfaction and Productivity of the organization. The statistical analysis showed that different dimensions of Satisfaction and Productivity are significantly correlated and welfare, reward and recognition have great impact on motivation of the employees. Salaria & Salaria (2013) assessed the employee welfare measures in Auto Sector in NCR among random sampling of New Holland Fiat (India) private Limtied with the sample size of 100 employees. Auto sector companies provide welfare facilities to their employees to keep their motivation levels high. Welfare services may broadly be classified into two categories (1) intramural activities (2) extramural activities. Employees in auto sector are highly satisfied with the intramural welfare measures and few are dissatisfied with the extramural welfare measures. Perception of the employees on the total welfare measures is satisfied very fewer employees are dissatisfied. RESEARCH GAP The literature on Welfare Measures revealed the following research gap: There was more focus on living conditions of coal miner s labour productivity, work life and welfare, incentive schemes, functioning of trade unions. Less concentration on Workmanship Value in coal mining organisations. And evidently there is limited research on the relationship between Workmanship Value and Welfare Measures. Further no comprehensive study has been undertaken to discuss relationship of Workmanship Value and welfare measures in public sector organisations in particular coal mining organisations. In view of this, an attempt has been made to fill this gap in this study by examining the welfare measures in Singareni Collieries Company Limited RESEARCH PROBLEM To find what is the impact of welfare measures and their adequacy to help in improving the workmanship Value of the company RESEARCH MODEL The research design employed in this study is sequential exploratory model design for theory development and theory testing. In this sequential exploratory model design the first exploratory (qualitative) phase enables to develop the theory, while the second (quantitative) phase tests and generalizes the theory developed in the first phase. The data collection also involves gathering both numeric information (questionnaire) as well as text information (on interviews) so that the final database represents both quantitative and qualitative information. OBJECTIVE 1. To measure Workmanship Value among employees of SCCL > RJCBS: Volume: 04, Number: 11, September-2015 Page 2

3 HYPOTHESES H1: There is no significant impact of workmanship value on welfare measures among employees METHODOLOGY OF THE STUDY Application of appropriate methods and adoption of scientific techniques is a sine-qua-non of systematic enquiry. This has an important bearing on the collection of reliable and accurate information as well as on the outcome of the study. The present study is a combination of historical, case study and survey methods. The historical method is used in tracing the genesis, policies and practices relating to the management of SCCL. The case study method is adopted in order to explore and analyse the various welfare measures provided by the company to its employees. In the present study, SCCL, Kothagudem Mines is taken as the unit of study and almost all the facets of welfare measures have been studied in depth. The collection of opinions of employees constituted the survey method in the study. RESEARCH DESIGN The research purpose adopted for the study is explanatory and exploratory. Following are the reasons: New knowledge, which is relevant to research objective, is determined by the research method and theories and previous empirical studies are utilized as a base to test the framework. The research questions answered by means of descriptive research method are generally illustrative in nature and are answered with the help of literature review. Empirical evidences are required by these research methods to determine the problems and drawbacks of literature and establish theoretical framework. The corresponding solutions to the proposed problems are provided using explanatory research method. By this approach, the correlation between the variables identified from the research questions or theory can be determined. The researcher conducted the study to analyze the welfare factors that impact human resource quality and addition to this, effects experienced by the organization due to this factors are also determined using exploratory study design. SOURCES OF DATA COLLECTION Data were collected both from primary and secondary sources. POPULATION For the present research the Singareni Collieries Company Limited, Kothagudem, Khammam District has been taken as population. SELECTION OF SAMPLE For the study to ensure fairly an adequate representation of all categories a sample of 324 respondents have been chosen. RESPONDENTS OF THE STUDY Dependent Variable:-Welfare Measures includes Grievance Rate, Health Rate, Accident Rate, Defect Rate, Housing, Transportation, Recreation, Facilities for women, Central and State Provisions. Independent Variable: - Workmanship value is measured using the dimensions Encouragement of employees, Job rotation, employee capabilities, awareness about organizational norms & structures, working environment, ethical standards supervisors concern, employee encouragement RESEARCH INSTRUMENT The research instrument is well structured questionnaire. Researcher collected the primary data through a survey using a well-structured questionnaire. The questionnaire is constructed based on the selected dimensions of Human Resource Quality and Welfare Measures. The responses of items in the questionnaire are collected using by 7 point Likert scale ranging from Completely Satisfied to Completely Dissatisfied. DATA ANALYSIS WORKMANSHIP VALUE: Workmanship value is measured using the dimensions Encouragement of employees, Job rotation, employee capabilities, awareness about organizational norms & structures, working environment, ethical standards supervisors concern, employee encouragement H1: There is no significant impact of welfare measures on workmanship value among employees > RJCBS: Volume: 04, Number: 11, September-2015 Page 3

4 Table 1.Descriptive Statistics of Workmanship Value (N= 324) Factor Mean Std. Deviation Encouragement of employees Job Rotation Employee Capabilities Organizational norms Working Environment Ethical Standards Supervisors Concern Structure of Organization Employee encouragement Completely Satisfied 2 Mostly Satisfied 3 Some What Satisfied 4 Neither Satisfied nor Dissatisfied 5 Some What Dissatisfied 6- Mostly Dissatisfied 7-Completely Dissatisfied Table 1 shows descriptive statistics of Workmanship Value factors. Encouragement of employees (Mean = 2.48), Job rotation (Mean = 2.79), Ethic standards (Mean = 2.53), Employee encouragement (Mean = 2.59) are rated as mostly satisfied and Employee capabilities (Mean = 2.14), Awareness of organizational norms (Mean = 2.38) and structure (Mean = 2), work environment (Mean = 2.27) are rated as somewhat satisfied. Table 2. Correlation between Welfare Measures and Workmanship Value Factor Pearson correlation Sig Grievance Rate Accident Rate Defect Rate Health Rate Facilities for Women Housing Facilities Transport Facilities Education Facilities Recreation Facilities Central & State Provisions *Significant at 0.05 level (95% Confidence level) Table 2 spells that workmanship value and welfare measures are significantly correlated with grievance rate(0.391), health rate(0.400), Transport facilities(0.217) and Recreation facilities (-0.140). Table 3. Regression between Welfare Measures and Workmanship Value a.dependent Variable : Workmanship Value Model R R Square Adjusted R Square Std. Error of the Estimate a b.predictors: (Constant), GR, AR, REC, EDU, HR, HO, TRA, DR, FW, GR From Table 3 it is understood that 23.2% of workmanship value is explained by the welfare measures as Adjusted R 2 value is > RJCBS: Volume: 04, Number: 11, September-2015 Page 4

5 Table 4. ANOVA of Workmanship Value & Welfare Measures a.dependent Variable : Workmanship Value b.predictors: (Constant), GR, AR, REC, EDU, HR, HO, TRA, DR, FW, GR Table 4. Presents the relationship between workmanship value and welfare measures is significant with f Value and significance value 0.00.The above results rejects the hypothesis.h1.concluding that there is a significant impact of welfare measures on workmanship value. Model Sum of Squares Df Mean Square F Sig Regression Residual b Total Table 5.Regression Model Coefficients of Welfare Measures Table5. Gives the regression equation as WV = *GR+0.085*AR *HR *H+0.311*T 0.305*RE Table 6. Summated Descriptive Statistics for Welfare Measures Factor Mean SD Scale Range Rating Grievance Rate Some What Satisfied Accident Rate Some What Satisfied Defect Rate Mostly Satisfied Health Rate Mostly Satisfied Facilities For Women & Housing Completely Satisfied Transport Facilities Mostly Satisfied Education Facilities Completely Satisfied Recreation Facilities Completely Satisfied Central and State Provisions Mostly Satisfied Model Unstandardized Coefficients Standardized Coefficients B Std. Error Beta T Sig (Constant) Grievance Rate Accident Rate Defect Rate Health Rate Facilities for Women Housing Transportation Education Recreation Central & State Provision From Table6 Represents Summated Descriptive Statistics for Welfare Measures factors like Grievance Rate (Mean = 25.56), Accident Rate (Mean = 32.47) are rated as Some What Satisfied and Defect Rate (Mean = 20.89), Health Rate (Mean = 23.27), Transport Facilities (Mean = 5.59), Central and State Provisions (Mean = 1.58) are rated as Mostly Satisfied and Facilities for Women & Housing (Mean = 6.77), Education Facilities,(Mean = 5.31)Recreation Facilities(Mean = 2.8) are rated as Completely Satisfied. > RJCBS: Volume: 04, Number: 11, September-2015 Page 5

6 CONCLUSION To sum up employee welfare plays a vital role in any industrial society. Provision of welfare measures to the workers and other employees has received much importance to maintain good industrial relations. Welfare facilities influence the motivation of employees whereby they feel that the employer and the government are interested in their welfare and happiness and their tendency to grouse and grumble steadily disappears. From this, the industrial peace will emerge and ultimately higher quality will be achieved.. There is a lot of scope for further research in the company and also in the area of welfare. For instance, similar type of work can be done in other coal mining companies and in other large non-coal mining companies. Further, a number of HR topics such as HRD, Employee Retention, Total Quality Management Quality of Work Life, Work Life Balance, Job Satisfaction Bibliography 1. Napompech, K. (2011) Employee satisfaction with welfare policies in German and Japanese companies operating in Bangkok, Thailand, International Journal of Business & Economics Perspectives, 6(2), pp Radhika, R. (2011) 'HRD Processes at Singareni Collieries Companies Limited Kothagudem', International Journal of Innovation, Management and Technology, 2(1), pp Swapna, P. (2011) Employee/labour Welfare measures in Singareni Collieries Company Ltd, Global business & Management research: An internal Journal, 3(3&4). 4. Satyanarayana, M.R. and Reddy, R.J. (2012) Labour welfare measures in cement industries in India, IJPSS, 2(7). 5. Mishra, B. and Kumar, S. (2012) A study of employees welfare schemes with a special reference to IOCL employee, International journal of management research and review, 2(10), pp Kaliyamurthy. K and Shyamala Devi. J. (2012) Effectiveness of labour welfare measures in India, GRA-Global Research Analysis, 1(7), PP Anand, J., Gopi, E. and Shankar, J. V. (2012) The effective provisions of welfare measures for employees in it sector and their impact on higher productivity and QWL, IJRIME, 1(4).` 8. Ramesh, M. (2012) Employees Perception on Welfare Practices- A Study of A.P. Eastern Power Distribution of AP Limited, Advances In Management, 5(9). 9. Franklin, L. and Durga, S. (2013) Effective management- a nice tool for employees welfare measures, ZENITH International Journal of Multidisciplinary Research, 3(5). 10. Durairaj, Y. A. and Kareem, S.A. (2013) Employee welfare measures, ZENITH International Journal of Business Economics & Management Research, 3(5). 11. Balaji, C. (2013) Implications of Employee Welfare and Rewards on Job Satisfaction and Productivity An Insight, Research Paper, Available at: Salaria, P. and Salaria, S. (2013) Employee welfare measures in Auto sector, International Journal of Business and Management Invention, 2(3), pp > RJCBS: Volume: 04, Number: 11, September-2015 Page 6