Labour Welfare Synopsis

Topics: Employment, Trade union, Labour relations Pages: 8 (1848 words) Published: April 19, 2013


Management is the efficient accomplishment of desired results in a given time frame, budget, environment through group efforts and involves the process of planning, organizing, staffing, leading, controlling, coordinating material and human resources in a manner so that organizational objectives are accomplished. Human Resource Management (HRM) is concerned with – (i) Understanding the workforce to provide leadership; (ii) Developing their potentials to meet the need of the organization; (iii) Attracting and selecting suitable talents; (iv) Controlling, motivating and integrating the personnel employed; (v) Managing trade unionism, industrial relations wages, welfare activities; and (vi) Foster a climate of productivity, team work and healthy labour management relations for the accomplishment of organizational objectives. ‘Labour Welfare,’ any thing done for intellectual, physical, moral and economic betterment of the workers, whether by employers, by government or by other agencies, or over and above what is normally expected on the part of the contractual benefits for which workers may have bargained. Dr. Panandikar defines it as “work for improving the health, safety and general well-being and the industrial efficiency of the workers beyond the minimum standard laid down by the labour legislation.” Encyclopedia of Social Sciences defines welfare work as “voluntary efforts of an employer to establish within the existing industrial limits, working and sometimes living and cultural conditions of his employees industry and the condition of the market.”

I.L.O. report refers with regard to Labour Welfare as “such services, facilities, and amenities which may be established in or in the vicinity of undertakings to enable the persons employed in them to perform their work in healthy, congenial surroundings and provided with amenities conducive to good health and high morale.”

The quantity and quality of labour are both a cause and consequence of economic development. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. It helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration.

The concept of welfare is necessarily elastic in character which vary in interpretations from country to country and time to time, depending on different social systems, degree of industrialization and general level of social and economic developments. The need and importance of labour welfare is being increasingly appreciated throughout the civilized world. In its inert sense it is more or less synonymous with labour condition as a whole, including labour legislations and social insurance. Another focus of interpretation centers round the voluntary or statutory nature of welfare for the working class. The labour policy in India derives its strength from the ‘Directive Principles of State policy’ and evolving in response to the socio-economic and political development. To ensure the fulfillment of the aforesaid constitutional provisions, various legislations viz. Mica Mines Labour Welfare Fund Act, 1946. Coal Mines Labour Welfare Fund Act, 1947. Employees State Insurance Act, 1948. Factory Act, 1948. Dock Workers Act, 1948. Plantation Labour Act, 1951. Mines Act, 1952. Coal Mines Act, 1952. Employees Provident Fund Act, 1962, Merchant Shipping Act, 1958, Motor Transport Workers Act, 1961. Iron Ore Mines Labour Welfare Cess Act, 1961. Maternity Welfare Act, 1961. Beedi and Cigar Worker Act, 1956. Payment of Wages Act,...
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