A study on employee welfare schemes and their influence on organizational commitment and employee retention at Suguna foods

Employee welfare has become a part of modern human resource management because companies are realizing that employee well-being can affect commitment, satisfaction, productivity, and retention. In industries that require a lot of labor, such as food processing and poultry, welfare practices can be especially important because workers might work in environments under pressure and have different job needs. This study examines employee welfare schemes. How they affect organizational commitment and employee retention at Suguna Foods. The study uses a qualitative, descriptive, and exploratory approach based on information that is already available. The information comes from documents that are open for everyone to see: company policies, official company information, and academic articles on employee welfare, organizational commitment, perceived organizational support, work-life balance, and employee retention.
This study considers employee welfare in parts such as health and safety workplace protection, employee support being inclusive giving people power, training and development, and caring about employees. Organizational commitment is seen through the continuing and normative parts as described by Meyer and Allen. Employee retention is viewed as the outcome for the organization when employees want to stay. Suguna Foods says it values empowering employees, treating them with respect, being diverse, being innovative, and having a workplace. Its written policies also show that it cares about workplace protection and employee issues. The research shows that welfare and support from the organization can help employees feel good, be emotionally attached, and want to stay. However, this study does not say there is a cause-and-effect link at Suguna Foods because there was no data from employees directly. The study says that welfare programs should not just be seen as things the law requires or money given but as human resource activities that can make the relationship between employees and the organization stronger and help keep employees. The study suggests a welfare plan that includes health and safety, career growth, recognition, help with work-life balance, ways to solve problems, communication, and involving employees.