2. “ Every organization hears what employees says,
Good organization listens to what employees have to say
but,
organizations with EMPLOYEE WELFARE SCHEMES
listen to what employees don’t say”
3. WHAT IS STAFF WELFARE
(EMPLOYEE WELFARE)?
A comprehensive term for various services &
facilities provided by employer to the employees
for their comfort & betterment.
= Fringe benefits and services.
= Betterment work for employees
It is a dynamic concept.
Differs acc to social customs, degree of
industrialization and educational level of employee.
4. Philosophy of Employee Welfare
The organization believes that –
Success of organizational devt. depends upon harmonious
relations and co-operation between employee and employer
The employee has a fund of knowledge and experience at his
jobs.
Prosperity of organization is possible by right direction and
full use of employee’s capability
Satisfaction of employee is of paramount importance
5. Objectives of Employee
Welfare
For the benefit of the employee, the employer and society at large.
The objectives are to -
Improve the loyalty & moral of the employees
Maintain high levels of employee motivation
Improve employee productivity
Reduce labour turnover and absenteeism
Improve the goodwill & public image of the enterprise
Improve industrial relations and industrial peace
6. Agencies of Employee Welfare
Central government - Provisions for health, safety and welfare
under Factories Act 1948, and Mines Act 1952
State government & Union territories - Rules for welfare of
workers and ensures compliance under various labor laws.
Employers - They abide by labour laws
Trade unions – They formulate their rules
Other agencies: - Charitable & social service organizations –
YMCA, Lion’s club, Seva sadan
7. Policing theory - Minimum stds of welfare to be maintained by
employers under compulsion
Religion theory - Investment aspect
Philanthropic theory - Love for mankind; good working conditions
Trusteeship theory (paternalistic theory ) – Timely & periodic acts
of labour welfare from profits accrued
Placating theory- Periodical acts of welfare.. As ‘pacifiers’
Public relations theory- Create good impression among the public
Functional theory- To make workers more efficient
Social theory- Obligation to provide for the employees welfare
Approaches to Employee
Welfare (Theories)
8. Organization For Welfare
The Factories Act ,1948 Mandatory to appoint a
welfare officer in every industrial establishment
with 500 or more number of employees.
Prime responsibility for welfare - With the line
manager or the HR manager.
9. Statutory welfare schemes - Legal provisions as part of labor
legislation.
And
Non statutory welfare schemes (Voluntary )– Undertaken by
employers
Intramural: - Provided within the organization
And
Extramural: - Provided outside the organization
Types of Employee Welfare
10. Statutory welfare schemes - Legal provisions as part of labor
legislation.
Drinking Water, Canteen facilities, wash rooms
Well furnished, well lit and well ventilated work place
First aid appliances
Types of Employee Welfare
11. Non statutory welfare schemes (Voluntary )– Undertaken by
employers -
Personal Health Care - Regular to extensive health check-
ups
Flexi-time: Flexible work schedules
Employee Assistance Programs: Counseling
Increments, housing, loans, transportation, education of
children
Social insurance - PF, ESI, maternity benefit, gratuity
benefit, risk allowance, compensation for work injuries
Social security – Medical care, sickness benefit, retirement
benefit, invalidity pension, accident benefit, Survivor’s
benefit
Types of Employee Welfare
12. Types of Employee Welfare
Intramural: - Provided within the organization -
Medical compensation, Canteen, restrooms, creches,
uniforms
Good environment –Hygiene, lighting, seating, safety
measures
Convenience -Wash rooms, waste disposal, drinking water,
libraries.
Health services - Health center, First aid, Counseling
Women and child welfare – MCH, Women’s recreation
Others- Service loan, insurance
14. Staff Placement
Placement – The process of placing the person
on the job
Proper placement Motivating climate; personal
growth; max productivity; better chances for
meeting organizational goals
Faulty placement <ed organizational efficiency,
>ed attrition, threats to organizational integrity and
frustration of personal & professional ambitions
15. Appointment Order for placement
Employment conditions – Permanent, temporary,
probation etc
Duration of probation and its termination
Service conditions
Hours of work
Salary & allowances
Leave and medical facilities
Job description
Supervised by whom (reporting to whom)
17. Employee Salary
Salary – Basic + allowances (City compensatory,
HRA, high altitude, risk)
Gratuity – Payment of gratuity act, 1972 (with >5
yrs of service OR death before that)
Employee Provident Fund – 8% - 12% of salary
18. Employee Promotion
Upward movement of employee within the
organization –
To a higher job
With increase in salary, status and responsibility
Based on – Seniority OR Merit
May be temporary or permanent
19. Employee Promotion-
Purpose & Advantage
Incentive - For loyalty, cooperation & long service
Recognize employee’s initiative, enterprise and ambition
Minimize discontent and unrest; and develop competitive spirit
Attract suitable and competent employees.
Retain skilled and talented employees
Better utilization of K, S and A of employee
Fill vacancies of retirement/ resignation / demise of employee
……..Needs logical training for advancement
21. Performance appraisal
Periodic formal evaluation of how well the employee has
performed her/ her duties during a specific time period
It is NOT job evaluation
Done in relation to job specification
A uniform, objective, standardized performance review
Based on a systematically gathered info over a time period
Is confidential
Helps improve the quality of service
22. Purpose of performance appraisal
Determine job competence
Enhance staff- devt and motivate personnel
Discover employee aspirations and accomplishments
Improve communication
Encourage better relationship among employees
Aid the supervisor’s coaching and counseling
Identify training and devt needs of staff
Make inventories of talent within the orgn.
Select qualified staff for perks/ promotions etc
Identify unsatisfactory employee for transfer/
termination etc
23. Institutional reports and records
Policies, Rules & regulations
Letter of Appointment
Application form
Educational qualification
Record of experience
Job description & functions
Promotion record
Transfer record
Relieving order
Health record
Performance appraisal (Periodic
evaluation or progress report)
Short term educational courses
attended (ISE, CNE attended)
Membership in professional
societies and activities
Contribution of articles to journals
Holding office in organization
Participation in seminars,
conferences etc updated every year
Anecdotal record
Leave record
24. Institutional reports and records
Ø
Academic –
Qualification records
Staff development (ISE, CNE attended)