A STUDY ON EMPLOYEE

ENGAGEMENT AND
WELFARE PROGRAMS IN
TAFE
FINAL PROJECT REVIEW BY
ASHWINI. M MBA FINAL YEAR
INTRODUCTION

 Employee engagement and welfare play a key role in building a positive work environment
and improving overall productivity.
 TAFE (Tractors and Farm Equipment Limited) understands the importance of keeping its
employees motivated, satisfied, and well taken care of. The company has implemented
various programs and initiatives that focus on employee well-being, professional
development, and creating a sense of belonging.
 These programs not only help in boosting morale but also contribute to better performance
and loyalty towards the organization.
 This project highlights the employee engagement and welfare practices followed by TAFE
and how they impact the overall growth of both employees and the company
 Employee engagement and welfare are crucial aspects of human resource management that
help in building a motivated, committed, and productive workforce.
 INDUSTRY PROFILE

 The tractor and farm equipment industry in India is a key part of the agricultural sector,
supporting millions of farmers across the country. TAFE (Tractors and Farm Equipment
Limited), with its Perambur facility in Chennai, plays a major role in this industry.
 India is the largest tractor market in the world, and companies like TAFE have helped drive
this growth through innovative technology, reliable products, and strong distribution
networks.
 The Perambur plant is one of TAFE’s important manufacturing units, known for its high-
quality production standards and skilled workforce.
 The industry is growing due to increasing mechanization in farming, government subsidies,
and better access to credit for farmers. TAFE, being the second-largest tractor manufacturer
in India and third-largest in the world by volume, contributes significantly to this growth.
SCOPE OF STUDY

 Employee Engagement Activities – To identify the types of activities conducted to keep

employees motivated and involved in their work.
 Welfare Measures – To study the facilities and benefits provided to employees for their
well-being, both at the workplace and outside.
 Employee Satisfaction – To know how employees feel about the engagement and welfare
programs and how these affect their job satisfaction.
 HR Policies and Practices – To understand the role of the HR department in implementing
these programs.
 Suggestions for Improvement – To give feedback and recommendations based on
employee responses and observations.
NEED OF THE STUDY

 Understanding the welfare measures provided to employees, such as health care, safety,
work-life balance, recreational activities, and more . Identifying how these programs affect
employee productivity, job satisfaction, and overall morale.
 Finding any gaps or areas of improvement in the current engagement and welfare policies.
 Providing useful feedback and suggestions that can help the HR department in planning
better strategies for employee welfare.
 Supporting the management in creating a healthier and happier work environment that leads
to long-term success.
OBJECTIVE OF THE STUDY

 PRIMARY OBJECTIVE:
To study the effectiveness of employee engagement and welfare programs at TAFE, Perambur
.
 SECONDARY OBJECTIVES:
1. To understand the types of engagement and welfare activities provided to employees.
2. To examine how these programs influence employee motivation, performance, and job
satisfaction.
3. To identify employee perceptions and satisfaction levels regarding these programs.
4. To find out challenges faced in implementing these programs
5. To suggest improvements based on employee feedback and research findings
VARIABLES

Employee engagement and Employee engagement and welfare

welfare programs programs

• Employee engagement and welfare • Employee engagement

programs • Employee welfare
• Training and development
• Employee benefits
• Job satisfaction
 REVIEW OF LITERATURE

1 . Employee Engagement

Author Name and Year Abstract

Vipul Saxena & Rachana Srivastava, 2015 This study proves that Employee engagement is the level
of involvement and commitment an employee has towards his/her
organization and its values.
Nadia Nazir & Shazia zamir, 2015 The objectives of study were to determine the relationship
between organizational culture and employee’s performance, the findings
indicates that there is positive
relationship between employee’s performance and organizational culture .

Anjum Tanwar, 2017 This study indicates that, Employee engagement is a relationship between
the
employee and the enterprise, an engaged employee is the one who is entirely
engrossed in and ardent in
their job.
 EMPLOYEE ENGAGEMENT

Author Name and Year Abstract

T.Suhasini and Dr.K.Kalpana, 2018 The study reveals that Employee Engagement is a
comprehensive task and cannot be accomplished by the effective training
programs also. Employee engagement results in reduced turnover intentions
and increased innovative work
related behavior.
V.Siva Kumar 2015 This study describes that the high level of employee Engagement increases
the
growth of the organization and acts as a retention strategy.
 TRAINING AND DEVELOPMENT

Author Name and Year Abstract

Kadiresan et al. 2015 development is setting up and making employees ready for potential
vacancies and issues.” Moreover, when organizations communicate with
employees about their skills gap, they decide whom to train, which areas they
need training, and when to do it; only training can be introduced appropriately.

Goldberg, J., 2018 During a constantly changing environment, organizations realize that they
must adopt a new strategy to empower their competitive advantage to
survive.
 EMPLOYEE BENEFITS

Author Name and Year Abstract

According to Aduge- Ani (2017), service includes back stage activities and front stage activities where
customers and suppliers come into contact with one another .

Nightingale (2015) explained service quality as an evolving individual construct of

values and expectations in contradiction of which an individual evaluates a
product or service

Fauver et al. (2018) demonstrated that good employee treatment practices in companies are
associated with improved market value and better operational performance
 WORK LIFE BALANCE

Author Name and Year Abstract

Kakkar, Jyoti, Bhandari, Anuradha (2016) "A Study on

Work-Life Balance in the Indian Service Sector from a Gender
perspective"highlighted numerous studies on work- life balance issues faced
by women
at workplace, yet studies on this topic that focus on men are limited in
number.
Santosh R. S., Jain R. (2016) In their paper "Study of Effect of Commuting &
Working Hours on Work Life Balance of Working Fathers in Mumbai" proved
that
Long working hours and long commuting hours are seriously affecting the
Work Life
Balance of working fathers in metro cities.
Kumaraswamy M., Ashwini S.(2015) "Challenges in WLB of
Married working Women" studied that it is important for employees to
maintain a
healthy balance between work and their private lives.