Impact of Employee Welfare Facilities on the Job Satisfaction

Employee welfare entails everything from services, facilities and benefits that are provided or done by an employer for the advantage or comfort of an employee. It is undertaken in order to motivate employees and raise the productivity levels. The study aims to find out how job satisfaction depends on employee welfare at Hema Engineering Limited. The descriptive research design has been used to find out whether the employees are aware about the welfare policies of the organization and their opinion on various welfare policies, which they like the most and which they want to get changed for their better future. A survey was conducted with the help of a structured questionnaire at HEL. Data analysis has been done on SPSS. The sample size was 57. Non-Probability Sampling technique has been used. HEL management understands the importance of welfare in the life of the employees and therefore provides them with lots of allowances, high pay scale and other employee benefits. This in return helps HEL to get best out of their employees. HEL has integrated processes which are followed for availing the welfare benefits by the employees. HEL provides a lot of benefits to the employees even after they get separated from the organization. Thus the employees and their families feel secure and motivated. Most of the employees are satisfied and happy with most of the policies at the workplace, especially medical benefits and child allowance. HEL is capable of attracting the best pool of talent and is also able to retain them through their attractive welfare policies.


Need of Employee Welfare
The businesses need government assistance exercises to release their social obligation, raise the representatives spirit utilize the work power all the more viably and to decrease work with laborers and to stay away from government assistance offices other than evacuating disappointment help to create dependability in laborers towards the association. Government assistance may help limit social shades of malice, for example, liquor addiction, betting, prostitution and illicit drug use. Government assistance may make amicable modern relationship.
Welfare facilities rise the organizations" costs however in the event that it is done accurately, it has gigantic advantages for both business and representative. Under the standards of worker government assistance, if a representative feels that the administration is concerned and thinks about him/her as an individual and not similarly as another representative, he/she will be more dedicated to his/her work. Different types of government assistance will help the representative of money related weights while government assistance exercises break the repetitiveness of work.
A representative who feels acknowledged will be more satisfied, fulfilled and more beneficial. This won"t just lead to higher efficiency yet in addition fulfilled clients and henceforth benefit for the organization. A fulfilled representative will likewise not go searching for other openings for work and thus a business will get the opportunity to keep the best abilities and record lower worker turnover.
Bosses get steady work power by giving government assistance offices. Laborers check out their occupations and work with a sentiment of association and support. Worker government assistance estimates increment the efficiency of association and advance sound mechanical relations in this way keeping up modern harmony. Towler et al. (2014) when pioneers demonstrated help for preparing through their activities, students were bound to see their pioneers as putting a higher need on preparing. Pioneer practices anticipated learner need to prepare, on the grounds that students accepted their pioneers set a higher need for preparing. The pioneer practices that were significant for students" need to prepare were optional practices, not those pioneer practices commanded by the association. Learner view of pioneer need was all the more emphatically prescient of students" need to prepare for learners with less inspiration to move of preparing. Patro (2020) the arrangement of government assistance offices improves the relations among the workers and the administration of an association. These arrangements support the fitness levels and estimation of the workers. The harmony between employees" quality of life at the working environment and home is essential, as representatives are the mainstays of any association.

Literature Review
The focal point of any association in embracing the government assistance plans is to make sure about the workforce by giving an appropriate workplace and limiting its risky impact on the representatives" work life. The essential motivation behind representative government assistance is to enhance the lives of workers and to keep them cheerful and led. The arrangement of workers" government assistance might be viewed as an astute venture as these would get a gainful return the type of more prominent proficiency. Nanjundeswaraswamy et al. (2019) Worker work fulfillment was altogether connected with every one of the five government assistance drives (Medical offices, Transport offices, First guide offices, Canteen offices and Recreational offices). The discoveries of this investigation recommend that associations need to comprehend the components influencing work fulfillment so as to build their representatives" activity fulfillment and to oversee turnover, expectation to stop and non-attendance as the connects of disappointment. In addition, interceding job of community has likewise been demonstrated. Hassett (2012) research on the human asset side of mergers and acquisitions has commonly underscored the human asset "issues" identified with mix, for example, low inspiration, expanded disappointment, low duty and execution, stress, administration and force battles, and high worker turnover. In any case, there is meager exploration on hierarchical responsibility with regards to acquisitions. However, in view of earlier examination, hierarchical duty is significant regarding representative maintenance, promise to change and post-procurement execution. De Gieter and Hofmans (2015) the discoveries represent that to have the option to completely comprehend the basic connection among remunerations and worker results, researchers need to receive an individual distinction point of view and strategy. Sen and Bhattacharya (2001) the revelations entangle both association specific segments, for instance, the CSR issues an association focuses on and the idea of its things, and individual-specific factors, for instance, customers" near and dear assistance for the CSR issues and their overall feelings about CSR, as key authorities of buyers" responses to CSR. The results moreover highlight the mediating some portion of purchasers' perspective on consistency between their own specific characters and that of the association in their reactions to its CSR exercises. Even more especially, the makers find that CSR exercises can, under explicit conditions, lessen customers" desires to buy an association"s things. Davids et al. (2014) the consequences of the investigation exhibit the significance of preparing pertinence and preparing adequacy in move of preparing. Results demonstrated that significance; the degree instructional classes were identified with member"s working environment exercises and expert turn of events, emphatically impacts move of preparing. Viability, preparing highlights which encouraged members to procure information and aptitudes, likewise has an altogether positive impact in move of preparing. Inspiration to take an interest and learning-helpful work environment includes likewise have a positive impact in move of preparing. Dahlsrud (2008) the assessment shows that the current definitions are to an enormous degree perfect. As such it is contemplated that the perplexity isn"t such an extraordinary sum about how CSR is described, as about how CSR is socially worked in a specific setting. Mackey (2007) the examination exhibits that heads in exchanged on an open market firms may finance socially competent activities that don"t increase the current estimation of their affiliation"s future cash streams yet still lift the market estimation of the firm.

Objectives of the Study
 To relieve workmen from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers.
 To study how job satisfaction depends on employee welfare.

Research Design
The descriptive research design has been used to find out whether the employees are aware about the welfare policies of the organization and their opinion on various welfare policies, which they like the most and which they want to get changed for their better future. A survey was conducted with the help of a structured questionnaire which helped in collecting the feedback of the employees at Hema Engineering Limited (HEL). Data analysis has been done on SPSS software.

Hypotheses
Following are the four hypotheses of the study:

Sampling Technique
Non-Probability Sampling technique has been used.

Data Analysis and Interpretations
Q1. You are aware of various welfare policies of the organization.

Figure 1. Awareness of Welfare Policies
Interpretations: About 67% of the respondents are aware of welfare policy and about 10% feel that they are not aware of the welfare policies of the organization.
Q2. Communication about the welfare policies of the organization is very transparent.

Figure 2. Communication about Welfare Policies
Interpretations: The information about the welfare policies is transparent, about 63% of the respondents agree on this. These are the only sources from which employees can know about the welfare policies.
Q3. Procedure for availing the welfare benefits of the organization is very easy.

Figure 3. Procedures for Availing Welfare Policies
Interpretations: The most of the respondents, i.e., about 46% feel that the procedures for availing the welfare benefits are easy and about 31% of the respondents even feel that the procedures are very easy.
There are hardly 20% of the respondents who think that the procedures are difficult.
Q4. Give your opinion on the following statements about the organization: a) Children education allowance provided by the organization is enough.  b) Conveyance on Tour facility provided by the organization is good.

Figure 5. Different Views on Tour Facility
Interpretations      h) Dependency facilities of the organization are good.

Figure 11. Opinions about Dependency Facilities
Interpretations: Dependency facility is also one of the appreciated facilities of the organization. About 78% of the respondents agree, strongly agree and are neutral with the statement. The employees are happy that the policy has a wide coverage for their dependents.
Q5. Allowances are paid on time by the organization.

Figure 12. Opinions on Allowances Paid Timely
Interpretations: The employees stand united in saying that there is no delay at all in payment of the allowances. In fact it came as a surprise when the employees said that the process hardly takes 2-3 days to get their allowances passed.
Q6. Discrepancy in the allowances being paid to various categories of employees is very low.

Figure 13. Different Opinions on Discrepancy in Allowances
Interpretations: When the employees were asked about the discrepancy in allowances, then majority of respondents have shown their agreement with the statement that there is low discrepancy in the allowances paid to them at various categories of the employees.
Q7. Welfare policies of the organization are updated regularly.

Figure 14. Opinions on Updating Welfare Policies
Interpretations: Most of the respondents feel that the policies are updated regularly and a major percentage out of them feels that it is done in a progressive manner. Only about 8% of the respondents say that the welfare policies are rarely updated.
Q8. What are your views on the cafeteria facilities on the following grounds?
a. Food quality

Figure 15. Different Opinions on Cafeteria Food Quality
Interpretations: About 58% of the respondents are satisfied with the cafeteria food quality and about 8% of the respondents disagree with the statement that cafeteria food quality is good.

Figure 16. Different Opinions on Cafeteria Services
Interpretations: This is the major area in which cafeteria of the organization needs improvement as majority of the respondents expressed their dissatisfaction about it. About 20% of the respondents were dissatisfied with the service provided in the cafeteria.
c. Hygiene

Figure 17. Different Opinions on Cafeteria Hygiene
Interpretations: The level of hygiene is mostly satisfactory.  Vol. 8, No. 4, 2020 13 Published by SCHOLINK INC.

Figure 18. Different Opinions on Cafeteria Food Prices
Interpretations: About 53% of the respondents are satisfied with the prices charged in the canteen while only a few of the respondents i.e. about 12% are strongly dissatisfied with the prices charged.
Q9. Your family feels happy about the welfare policies of your organization.

Figure 19. Different Opinions on Family Feelings about Welfare Policies
Interpretations: Most of the families, i.e., about 6 % are happy with the welfare policies of the organization.
Q10. In case of any work related issues/problems; you normally approach to your immediate boss. Interpretations: In case of any work related issues/problems, about 34% of the respondents normally approach their immediate boss and about 32% of the respondents strongly disagree with the statement that they approach their immediate boss in case of any work related problems.

Figure 20. Different Opinions about Reporting Person in Work Related Problems
Q11. The organization has an active and effective system of handling the grievances of their employees.

Figure 21. Different Opinions on Grievances Handling System
Interpretations: About 84% of the respondents feel that the organization has an active and effective system of grievance handling.
Q12. I feel secured with the welfare policies in my organization.

Figure 22. Different Opinions on Feeling of Security with the Welfare Policies
Interpretations: About 86% of the respondents said that they feel secure with the welfare policies of the organization.
Q13. The company values its individual employees.

Figure 23. Different Opinions on Employees Are Valued
Interpretations: About 87% of the respondents said that the organization takes care of them and they are valued at the workplace.
Q14. Company"s benefits and requirement information is clearly communicated.

Figure 24. Different Opinions on Company's Benefits and Requirements
Interpretations: About 60% of the respondents of the organization said that there is a clear communication about company"s benefits and requirements.

Figure 25. Different Opinions on Involvement in Quality Work
Published by SCHOLINK INC.
Interpretations: About 63% of the respondents said that they are involved in quality work at the workplace.
Q16. You feel recognized and appreciated at work.

Figure 26. Different Opinions on Recognition and Appreciation at the Workplace
Interpretations: About 38% of the respondents said that they feel recognized and appreciated at the workplace. While about 25% of the respondents said that they don"t feel recognized and appreciated at the workplace.   Facilities. This finding was significant; therefore Hypothesis (B) H0 was supported.  Policies. This finding was significant; therefore Hypothesis (D) H0 was supported.

Findings
Based on the study conducted at HEL the following findings have been noted:  HEL management understands the importance of welfare in the life of the employees and therefore provides them with lots of allowances, high pay scale and other employee benefits.
This in return helps HEL to get best out of their employees.
 HEL has integrated processes which are followed for availing the welfare benefits by the employees. A few of the employees feel that it is complicated and time taking process.
 HEL knows how important it is to maintain relationship not only with employees who are serving the organization but also not to forget the contribution of the employees who have served the organization. HEL provides a lot of benefits to the employees even after they get separated from the organization. Thus the employees and their families feel secure and motivated.
 HEL is even taking care of the welfare of the dependants of the employees seriously and is providing them with many benefits.
 Most of the employees are satisfied and happy with most of the policies at the workplace, especially medical benefits and child allowance.
 Welfare is definitely one of the most important motivational factors which help the organization to retain the best talent and also be at par with the private and other players in the www.scholink.org/ojs/index.php/jbtp Journal of Business Theory and Practice Vol. 8, No. 4, 2020 19 Published by SCHOLINK INC.

market.
 HEL is capable of attracting the best pool of talent and is also able to retain them through their attractive welfare policies.

Recommendations
Following are the few recommendations for improving the welfare policies at HEL: 1) Medical facility can be improved by:  Arranging frequent visits of the medical specialists at the workplace.
 Introducing Ayurvedic medical facilities.
2) Professional skills/updating can be improved by:  Improved maintenance of the infrastructure.
 More emphasis on computer education.
 Emphasizing on time management.
3) Management can try to get best out of their employees by:  Proper redressing of complaints and grievances of the employees at the workplace.
 Awarding/Rewarding extra to employees for doing extra ordinary efforts.
 Improving the working conditions and by overlooking the relations of superiors and subordinates.

Conclusion
HEL management understands the importance of welfare in the life of the employees and therefore provides them with lots of allowances, high pay scale and other employee benefits. This in return helps HEL to get best out of their employees. Most of the employees are satisfied and happy with most of the policies at the workplace. HEL provides a lot of benefits to the employees even after they get separated from the organization. Thus the employees and their families feel secure and motivated. HEL management can improve their employees" efficiency by rewarding the employees for their extra ordinary efforts and by a proper system of redressing of employees" complaints and grievances at the workplace.