5. staff welfare

Staff welfare - the philosophy, objectives, organisation, types...

1. Staff welfare Leave, salary Promotion, Placement, guidance and supervision Performance appraisal Institutional reports and records Nirmala Roberts India

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- P eriodical acts of welfare.. As ‘pacifiers’ Public relations theory- Create good impression a mong 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

13. Types of Employee Welfare Extramural: - Provided outside the organization – Housing, waste disposal, proper roads, markets, security, health services Child welfare & education Leave travel, recreation Interest free loans Workers cooperative stores Vocational guidance

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)

16. Employee Leave Types – Sick, casual, earned, national, maternity, paternity, transfer, sabbatical (without pay), half pay leave, deputation leave (with pay) Leave accumulation Leave surrender & encashment

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

20. Guidance and supervision Mentorship Lesson plans & Supervised teaching Pre-demonstrations Periodic feedbacks/ counseling Performance appraisal

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)