EMPLOYEES WELFARE MEASURES1. INTRODUCTION:Human resource may be defined as the total knowledge, skills, creative ability, ...
EMPLOYEES WELFARE MEASURESDefinition of HRM:The HRM “refers to the philosophy, policies, procedures and practices related ...
EMPLOYEES WELFARE MEASURESObjectives of HRM:      HRM objectives                 Supporting functions      Social objectiv...
EMPLOYEES WELFARE MEASURESScope of HRM:The scope of HRM is very wide:   a. Personal aspects- This is concerned with man po...
EMPLOYEES WELFARE MEASURES      among its members, identifies the relationships and integrates its objectives towards     ...
EMPLOYEES WELFARE MEASURES    Effectiveness of HRM: Effectiveness of various personnel and practices can be      measured...
EMPLOYEES WELFARE MEASURES1.2 INTRODUCTION TO EMPLOYEE WELFARE:    Human Resource is a resource like any other natural res...
EMPLOYEES WELFARE MEASURESadversely affected due to several reasons, such as unhealthy condition in the factories etc…Henc...
EMPLOYEES WELFARE MEASURES       The welfare activities are over and above what workers are receiving under some act      ...
EMPLOYEES WELFARE MEASURESNEED FOR EMPLOYEE WELFAREWhile the need for employee welfare may have been motivated by a humani...
EMPLOYEES WELFARE MEASURES      Provision for rest and recreation      Educational assistance other than vocational trai...
EMPLOYEES WELFARE MEASURES2. Convenience:      Urinals and lavatories, wash basins, bathrooms, spittoons, waste disposal....
EMPLOYEES WELFARE MEASURESSCOPE OF EMPLOYEE WELFARE WORKS:            It is somewhat difficult to accurately lay down the ...
EMPLOYEES WELFARE MEASURES  x.    Shelter, rest rooms and lunchrooms if it employs over 150 workers (u/s 47).  xi.   Crèch...
EMPLOYEES WELFARE MEASURES                                  2. RESEARCH DESIGNResearch methodology:Research is a careful i...
EMPLOYEES WELFARE MEASURES2.1 Title of the study:A study on “Employees Welfare Measures” at Karnataka Soaps and Detergent ...
EMPLOYEES WELFARE MEASURES2.5 Operational definition of the concepts used in the study:      Human Resource Management:Th...
EMPLOYEES WELFARE MEASURES 2.9 Sources of the dataIn this survey or study in order to meet the objectives of the study bot...
EMPLOYEES WELFARE MEASURES2.11 Chapter Scheme:Chapter-1: Introduction:This chapter provides introduction to the study with...
EMPLOYEES WELFARE MEASURESINTRODUCTION TO SOAP INDUSTRY:        Soap is one of the commodities, which have become an indis...
EMPLOYEES WELFARE MEASURES       Following the Swedish movement in 1905, few more factories set up and they were:         ...
EMPLOYEES WELFARE MEASURESsandal soap was put into the market after sincere effort and experiments were undertaken toevolv...
EMPLOYEES WELFARE MEASURESRenaming:    On 1st October 1980, the Government Soap Factory was renamed as “Karnataka Soapsand...
EMPLOYEES WELFARE MEASURES       Further, ensure Karnataka’s pre-eminent status as a proponent and provider of       techn...
EMPLOYEES WELFARE MEASURESCOMPETITORS OF KS&DL PRODUCTS AND SERVICES:-   The entry of new players in the soaps industry is...
EMPLOYEES WELFARE MEASURESTRADEMARK OF KS & DL:The “SHARABHA” The carving on the cover is the sharabha, the trademark of K...
EMPLOYEES WELFARE MEASURESSLOGAN:-                    “Natural products with exotic fragrances”     KS & DL has a long tra...
EMPLOYEES WELFARE MEASURESBIRDS EYE VIEW OF KS&DL:-1918 – Government Soap Factory was started by Maharaja of Mysore and th...
EMPLOYEES WELFARE MEASURES1996 – The BIFR approved the rehabilitation scheme in September & the Company statedmaking Profi...
EMPLOYEES WELFARE MEASURESAN ISO-9002 COMPANY: -    KS & DL with a tradition of excellence of over eight decades is commit...
EMPLOYEES WELFARE MEASURES   o Conservation of Surrounding   o Conservation of resources.    Equipped with latest technolo...
EMPLOYEES WELFARE MEASURESKS&DL has the Following Departments:-1. Finance and Accounts Department:     Asst. General Manag...
EMPLOYEES WELFARE MEASURES4. Quality and Assurance Department:        Asst. General Manager ( QAD) is over all in charge o...
EMPLOYEES WELFARE MEASURES8. Projects and Management Information Department (MID):     Manager (MID) is over all in charge...
EMPLOYEES WELFARE MEASURESPRODUCT MANUFACTURED BY KS&DL:-TOILET SOAPSNAME OF THE PRODUCT                 UNITS OF GRAMSMys...
EMPLOYEES WELFARE MEASURES                           Mysore Sandal Soap:Mysore Sandal Classic:                        Myso...
EMPLOYEES WELFARE MEASURES                     Mysore Sandal Soaps gift range:   GIFT RANGE   BT   SJR   06 IN 01   GOLD S...
EMPLOYEES WELFARE MEASURESDetergents:    NAME OF THE PRODUCT           UNITS IN GRAMS    Mysore detergent powder       100...
EMPLOYEES WELFARE MEASURESTalcum Power:NAME OF THE PRODUCT         UNITS IN GRAMSMysore Sandal Talc          20, 50, 100, ...
EMPLOYEES WELFARE MEASURESAgarbathis:NAME OF THE PRODUCT                                 EXOTIC AGARBATHISMysore Sandal Pr...
EMPLOYEES WELFARE MEASURESBRANCHES OF KS&DL:Bangalore-   Pune highway, PB.NO.5531,             Rajajiagar, Bangalore-56005...
EMPLOYEES WELFARE MEASURESCertificate owned by KS&DL for the outstanding export performance:SRI AUROBINDO FIRST GRADE COLL...
EMPLOYEES WELFARE MEASURESEMPLOYEE WELFARE MEASURES AT KS&DL:1. HOUSE RENT ALLOWANCE:      House rent allowance is payable...
EMPLOYEES WELFARE MEASURES5. SERVICE WEIGHTAGE BENEFITS:    All the confirmed employees of the organization will be paid s...
EMPLOYEES WELFARE MEASURES11. SHIFT ALLOWANCE:   All the workmen posted to work only in second and third shift will be pai...
EMPLOYEES WELFARE MEASURES17. SPECIAL DISPENSATION ALLOWANCE:   The company is providing allowance for special diseases li...
EMPLOYEES WELFARE MEASURES22. INCREMENTS:        Increment is the one of the tools to reward good performance, to cover in...
EMPLOYEES WELFARE MEASURES28. UNIFORMS:        The employees who are working in the organization will be provided with the...
EMPLOYEES WELFARE MEASURESSick leave              15 daysCasual leave            07 daysFestival holidays       10 daysNat...
EMPLOYEES WELFARE MEASURESSWOT ANALYSIS OF KS&DLSTRENGTHS:   o Only soap in India that contains pure sandal and almond oil...
EMPLOYEES WELFARE MEASURESTHREATS:    Other competitor’s products such as Rexona, Moti, Santoor etc.    There is a need ...
EMPLOYEES WELFARE MEASURESFuture plans and financial performance:            Karnataka Soaps and Detergents Ltd (KSDL), wh...
EMPLOYEES WELFARE MEASURESGROUP         Bangalore        SOD            Marketing   Duty paid   Total                     ...
EMPLOYEES WELFARE MEASURES4. INTRODUCTION TO ANALYSIS:Analysis is the process by which, the whole body of gathered data, f...
EMPLOYEES WELFARE MEASURESTABLE NO: 4.1Table showing the awareness about the welfare officer.       SL.NO             Empl...
EMPLOYEES WELFARE MEASURESCHART: 4.1             Chart showing awareness of about the welfare officer                     ...
EMPLOYEES WELFARE MEASURESTABLE NO: 4.2Table showing security of job in KS & DL.      SL.NO             Employees opinion ...
EMPLOYEES WELFARE MEASURESCHART:4.2                  Chart showing security of job in KS & DL                             ...
EMPLOYEES WELFARE MEASURESTABLE NO: 4.3Table showing whether the employees are provided with various health benefit scheme...
EMPLOYEES WELFARE MEASURESCHART: 4.3          Chart showing various health benefit provided by                            ...
EMPLOYEES WELFARE MEASURESTABLE NO: 4.4Table showing whether women employees are availed with maternity benefit.      SL.N...
EMPLOYEES WELFARE MEASURESCHART: 4.4          Chart showing whether women employees are availed with                      ...
EMPLOYEES WELFARE MEASURESTABLE 4.5Table showing the medical and health benefit provided to employees spouse and children ...
EMPLOYEES WELFARE MEASURESCHART:4.5            Chart showing health and medical benefit provided to                employe...
EMPLOYEES WELFARE MEASURESTABLE 4.6Table showing the respondents are availed with medical insurance under employee’s State...
EMPLOYEES WELFARE MEASURESCHART:4.6          Chart showing the respondents are availed with medical          insurance und...
EMPLOYEES WELFARE MEASURESTABLE 4.7Table showing satisfactory level of employees relating to safety measures adopted by th...
EMPLOYEES WELFARE MEASURESCHART:4.7            Chart showing satisfactory level of employees relating to                  ...
EMPLOYEES WELFARE MEASURESTABLE 4.8Table showing whether the employees are trained regarding the safety measures beforeall...
EMPLOYEES WELFARE MEASURESCHART:4.8               Chart showing whether the employees are trained             regarding th...
EMPLOYEES WELFARE MEASURESTABLE:4.9Table showing the satisfactory level of employees regarding safety equipments provided ...
EMPLOYEES WELFARE MEASURESCHART: 4.9               Chart showing the satisfactory level of employees              regardin...
EMPLOYEES WELFARE MEASURESTABLE: 4.10Table showing the causes for accidents at KS & DL.      SL. NO            Employees o...
EMPLOYEES WELFARE MEASURESCHART:4.10                    Chart showing the causes for accidents in                         ...
EMPLOYEES WELFARE MEASURESTABLE: 4.11Table showing whether compensation is made, if employee is met with an accident.     ...
EMPLOYEES WELFARE MEASURESCHART:4.11              Chart showing whether compensation is made, if                     emplo...
EMPLOYEES WELFARE MEASURESTABLE: 4.12Table showing the encouragement made by the company to its employees for furthereduca...
EMPLOYEES WELFARE MEASURESCHART:4.12                   Chart showing the encouragement made            by the company to i...
EMPLOYEES WELFARE MEASURESTABLE: 4.13Table showing education facilities provided to employee children at KS & DL.         ...
EMPLOYEES WELFARE MEASURESCHART:4.13                Chart showing education facilities provided to                       e...
EMPLOYEES WELFARE MEASURESTABLE: 4.14Table showing the minimum wage and prompt payment are guaranteed by KS & DL.       SL...
EMPLOYEES WELFARE MEASURESCHART:4.14         Chart showing the minimum wage and prompt payment                     are gua...
EMPLOYEES WELFARE MEASURESTABLE:4.15Table showing self actualization need is fulfilled through wage and salary paid.      ...
EMPLOYEES WELFARE MEASURESCHART:4.15           Chart showing self actualisation need is fulfilled through                 ...
EMPLOYEES WELFARE MEASURESTABLE: 4.16Table showing employees view considered in formulation and implementation of wagepoli...
EMPLOYEES WELFARE MEASURESCHART:4.16          Chart showing employees view considered in formulation                    an...
EMPLOYEES WELFARE MEASURESTABLE: 4.17Table showing rate of salary provided to employees during the period not worked at KS...
EMPLOYEES WELFARE MEASURESCHART: 4.17         Chart showing rate of salary provided to the employees for                  ...
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
Project of Banu priya muthu
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Project of Banu priya muthu

  1. 1. EMPLOYEES WELFARE MEASURES1. INTRODUCTION:Human resource may be defined as the total knowledge, skills, creative ability, talents andaptitudes of an organizations’ work force, as well as the values, attitudes, approaches andbeliefs of the individuals involved in the affairs of the organizations. It is sum total oraggregate of inherent abilities, acquired know ledged and skills represented by the talents andaptitudes of the persons employed in the organizations.The human resources are multidimensional in nature. From the national point of view, humanresources may be defined as know ledged, skills, creative abilities, talents and aptitudesobtained in the population; whereas from the point of individual enterprise, they represent thetotal of the inherent abilities, acquired knowledge and skills as exemplified in the talents andaptitudes of its employees.1.1Introduction and Meaning of HRM:HRM is concerned with getting better results with the collaboration of people. It is an integralbut distinctive part of management, concerned with people at work and their relationshipwithin the enterprise.HRM helps in attaining maximum individual development, desirableworking relationship between employees and employers and effective modeling of humanresources as contrasted with physical resources. It is the recruitment, selection, development,utilization, compensation and motivation of human resources by the organization.Human resource management is the sense of getting things done through people. It’s anessential part of every manager’s responsibilities but many organizations find it advantageousto establish a specialist division to provide an expert service dedicated to ensuring that thehuman resource function is performed efficiently.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 1
  2. 2. EMPLOYEES WELFARE MEASURESDefinition of HRM:The HRM “refers to the philosophy, policies, procedures and practices related to themanagement of people within an organization”. -Wendell L FrenchHRM is” a process consisting of acquisition, development, motivation and maintenance ofhuman resource”. -David A.Decenzo and StepenFeatures of HRM:  HRM is concerned with employees both as individuals and as a group in attaining goals.  It is concerned with the development of human resource.  Human resource management covers all levels (low, middle and top) and categories (skilled, unskilled, technical, professional, clerical and managerial) of employees.  HRM is a continuous and never ending process.  It aims at attaining the goals of organization, individual, society in an integrated approach.  Organization goals may include survival, growth and development in addition to profitability, innovation, excellence etc.,  HRM is a responsibility of all line managers and a function of staff managers in an organizations.HRM is a responsibility of all line managers and a function of staff managers in an organizations.HRM is a responsibility of all line managers and a function of staff managers in an organizations.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 2
  3. 3. EMPLOYEES WELFARE MEASURESObjectives of HRM: HRM objectives Supporting functions Social objectives Legal compliance Benefits Union management relation Organizational objectives HR planning Employee relation Selection Training and development Appraisal Placement AssessmentSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 3
  4. 4. EMPLOYEES WELFARE MEASURESScope of HRM:The scope of HRM is very wide: a. Personal aspects- This is concerned with man power planning, recruitment, selection, placement, transfer, promotion, training, and development, layoff and retrenchment, remuneration, incentives, productivity etc., b. Welfare aspect- it deals with working conditions and amenities such as canteens, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities etc., c. Industrial relations aspects- this covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.,Functions of HRM: The functions of HRM can be broadly classified into two categories, viz., a. Managerial functions b. Operative functions a) Managerial functions: Managerial functions of personnel management involve planning, organizingdirecting and controlling.  Planning: It is a pre determined course of action. Planning is determination of personnel programmes and changes in advance that will contribute to the organization goals.  Organizing: An organization is a means to an end. It is essential to carry out the determined course of action. In the words of J C Massie, an organization is a “structure and process by which co-operative group of human beings allocated its taskSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 4
  5. 5. EMPLOYEES WELFARE MEASURES among its members, identifies the relationships and integrates its objectives towards common objective.  Directing: The next logical function after completing planning and organizing is the execution of plan. The basic function of personnel management at any level is motivating, commanding, leading and activating people. The willing and effective co- operation of employees for the attainment of organizational goals is possible through proper direction.  Controlling: After planning, organizing, directing the various activities of the personnel management. At this point the performance is to be verified in order to know that the personnel functions are performed in conformity with the plans and directions. Controlling also involves checking, verifying and comparing actions with plans, identification of deviations if any and correcting of identified deviations.b) Operative functions:  Employment: It is operative function of HRM. Employment is concerned with securing and employing the people possessing required kind and level of human resources necessary to achieve the organizational objectives. It covers the functions such as job analysis, HRplanning, recruitment, selection, placement, and induction and orientation internal mobility.  Human resource development: It is the process of improving, moldings and changing the skills, knowledge, creative ability, aptitude, attitude, values and commitment etc., based on present and future job and organizational requirements.  Compensation: It is the process of providing adequate, equitable and fair remuneration to the employees. It includes job evaluation , wage and salary administration, incentives, bonus, fringe benefits, social security measures etc.,  Human Relation: Practicing various human resources policies and programmes like employment, development and compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and management.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 5
  6. 6. EMPLOYEES WELFARE MEASURES  Effectiveness of HRM: Effectiveness of various personnel and practices can be measured or evaluated by means of organization health and human resource accounting etc.,Limitation of HRM:  HRM approach is very usefully in creating work culture in organization but it still suffers from certain limitations:  HRM is of recent origin which lacks universally approved academic base.  HRM lacks support from Top Management.  HRM lacks proper implementation.  Inadequate Development Programmes.  Inadequate Informed.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 6
  7. 7. EMPLOYEES WELFARE MEASURES1.2 INTRODUCTION TO EMPLOYEE WELFARE: Human Resource is a resource like any other natural resource. It means that managementcan get & use the skills, knowledge, ability etc., through the development of skills, tapping &utilizing them again & again. HRM is that process of management which develops &manages the human elements of enterprise. It is not only the management of skills but alsothe attitudes & aspirations of people. When individuals come to workplace they come withtechnical skills, knowledge, experience etc., but also with their personal feelings, perception,desires, motives, attitudes, values etc., It is an approach in which manpower resources aredeveloped not only to help the organization in achieving its goals but also to the self-satisfaction of the concerned person.Definition:According to Flippo, “HRM is the planning, organizing, directing & controlling of theprocurement, development, compensation, integration, maintenance & reproduction of humanresource to the end, that individual , organizational & societal objectives are accomplished.”“EMPLOYEE WELFARE” Employee in a broad sense is defined as a many hands or brainwork, which is undertakenfor a monetary consideration. Employee however is manifestly different from other factorsof production. Peculiar characteristics of employee have given rise to various employeeproblems in all countries. Indian employees mostly are migrants from rural areas. Since industry provides betterworking condition and standard of living. People come to industrial towns and settle down inurban areas. As a result majority of them are uneducated and hence they are not aware of theresponsibilities and duties towards the industry and thereby towards the nation. Thereforeemployee training plays an important role in making the works, a useful factor of production. The health of the workers is to immense importance not only for themselves but also inrelation to the general industrial progress of the country in India. The health of the workers isSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 7
  8. 8. EMPLOYEES WELFARE MEASURESadversely affected due to several reasons, such as unhealthy condition in the factories etc…Hence it is absolutely essential that effective steps are taken to improve the health, safety atwork and welfare of industrial workers.MEANING OF WELFARE; Welfare is a broad concept referring to a state of living of an individual or a group in adesirable relationship. Welfare means carrying or doing well. It is a comprehensive term andrefers to the physical, mental, morale and emotional well being of an individual.DEFINITIONS Employee welfare activities have been defined differently. In order to understand themeaning of welfare activities two definitions are discussed here;According to Employee Investigation committee; “Anything done intellectual, physical, morale and economic betterment of the workers,whether by employers, by government or by other agencies, over and above what is laiddown by law or what is normally expected on the part of the contractual benefits for whichworkers may have bargained”According to Committee on Employee Welfare; Such services, facilities and amenities as adequate canteens, rest and recreation facilities,sanitary and medical facilities, arrangement for travel to and fro, for the accommodation ofworkers employed at a distance from their home and such other services, amenities andfacilities including social security measures as contributed to conditions under which workersare employed.FEATURES OF EMPLOYEE WELFARE A discussion of above mentioned definitions brings out the following features ofemployee welfare:- Welfare activities may be undertaken inside the factory or its vicinity for the benefit of workers and their families.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 8
  9. 9. EMPLOYEES WELFARE MEASURES The welfare activities are over and above what workers are receiving under some act or contract with the employer The objective of welfare activities is to help the overall development of workers so that they become more useful to the firm, society and nation. The emphasis is to develop social, psychological, economic, moral, cultural and intellectual aspects. Welfare activities may be performed voluntarily by progressive employers or under certain statutory laws Welfare activities are a wider concept covering from social security to recreation facilities.IMPORTANCE OF EMPLOYEE WELFARE: There is no need to emphasize the importance of employee welfare. Everybody knowsthat workers occupy an important place in a society. “Their employee helps to dig and haulcoal from the bowels of the earth; to fetch and refine oil, to build dams and reservoirs, to laypipes, canals, railway lines and roads. Their employee creates and transmits power andthrough various phases of manufacturing, pattern, raw materials into finished products ofnecessity as well as luxury.”The importance of providing welfare facilities may be brought out of the following points:- Improved industrial relations Reduced employee turnover and absenteeism Improved efficiency and productivity Minimization of the incidence of social evils, alcoholism, gambling. A healthy cheerful and confident looking of workers in the factory.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 9
  10. 10. EMPLOYEES WELFARE MEASURESNEED FOR EMPLOYEE WELFAREWhile the need for employee welfare may have been motivated by a humanitarian concern. Itis increasingly felt that it has become necessary for the employees own interest. Some of thereasons are given as:-  Welfare work being beneficial for the worker influences their sentiments and there is conductive to the promotion of industrial peace  Welfare measures like better housing co-operative societies, canteen, sickness and maternity benefits, provident fund, gratuity and pension, educational benefits etc., tend to create a feeling of owners with the industry and contribute to motivation and morale.  Helps in checking employee turnover  Welfare work is indicative of a changed and positive outlook on the part of the employees.  Improvement of the medical and moral health of workers results from reduction in the incidence of social evils of industrialization. A healthy congenial working environment encourages workers and consequently helps in improvement of efficiency.  There are various other social advantages as well as results from the improvement of health and mental being of the worker.Welfare Activities And Their Types: The meaning of employee welfare may be clear by listing the activities and facilities,which are referred to as welfare measures. Under the factories act 1948, welfare measuresinclude facilities for washing, storing and dying clothes, sitting, first aid, canteens, rest andlunch rooms and crèche. According to KIMBAL & KIMBAL, welfare activities include:-  Housing and home making assistanceSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 10
  11. 11. EMPLOYEES WELFARE MEASURES  Provision for rest and recreation  Educational assistance other than vocational training  Financial bettermentA comprehensive list of welfare activities is divided into 2 broad groups namely:  Welfare measures inside the work place  Welfare measures outside the work place. Each group includes several activities:(A) Welfare Measures at Work Place: 1. Conditions of the work environment 2. Conveniences 3. Workers health services 4. Women and child welfare 5. Workers recreation1. Conditions of the work environment: Neighborhood safety and cleanliness: attention to approaches Housekeeping; upkeep of premises- compound wall, lawns, gardens etc., aggress and ingress, passages, and doors; white washing of walls and flow maintenance. Control of effluents Convenience and comfort during work i.e., Operatives, posture, and sitting arrangements. Workmen’s safety measures, i.e., maintenance of machines and tools, fencing the machines providing guards, helmets, aprons, goggles and first aid equipments.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 11
  12. 12. EMPLOYEES WELFARE MEASURES2. Convenience:  Urinals and lavatories, wash basins, bathrooms, spittoons, waste disposal.  Provision and care of drinking water, water coolers.  Canteen services: full meal, mobile canteen.(B) Welfare Measures outside the Work Place:1. Housing: Bachelor’s quarters, family residences according to types and rooms.2. Water, sanitation, waste disposal.3. Roads, lighting, parks, recreation playgrounds4. School-nursery, primary, secondary and high school5. Market, co-operatives, consumers and credit societies6. Banks7. Transport8. Communication: Post, Telegraph and telephone9. Health and Medical services The welfare activities mentioned above are theoretical. It is useful in this context, to knowwhich employee service have been provided by industrial establishment. Such knowledge isnecessary to our understanding of the extent of the implementation of the measures listedabove. Besides, it indicates whether the owners of factories have provided additionalmeasures, if any.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 12
  13. 13. EMPLOYEES WELFARE MEASURESSCOPE OF EMPLOYEE WELFARE WORKS: It is somewhat difficult to accurately lay down the scope of employee welfare workespecially because of the fact that labour class is composed of dynamic individuals withcomplex needs.  Conditions of work environment.  Workers health services.  Employee welfare programme.  Employee economic welfare programme.  Generate welfare work.“According to factories act 1948 the welfare amenities provided under the act is givenbelow”.In every factory there must be: i. Washing facilities (u/s 42). ii. Facilities for storing and drying cloths (u/s 43) iii. Occasional rest for workers who all obliged to work standing (u/s 44). iv. Medical facilities. v. Housing facilities. vi. Transport facilities.vii. Educational facilities.viii. First and boxes and cheap boards one for every 150 workers and ambulance facilities if there are more than 500 workers (u/s 45). ix. Canteens if employing more than 250 worker (u/s 46).SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 13
  14. 14. EMPLOYEES WELFARE MEASURES x. Shelter, rest rooms and lunchrooms if it employs over 150 workers (u/s 47). xi. Crèche if employing more than 30 women (u/s 48). xii. Welfare off icier if employing 500 or more workers (u/s 49).xiii. Water supplies for drinking and washing purposes should be provided.xiv. Rest rooms and lunch rooms. xv. Notice of accidents.xvi. Supply of milk or refreshments.xvii. Compensation.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 14
  15. 15. EMPLOYEES WELFARE MEASURES 2. RESEARCH DESIGNResearch methodology:Research is a careful investigation into facts. Research methodology is a way tosystematically solve research problem. It is a science of studying how research is donescientifically.Research design:Meaning: A research design is the arrangement of conditions for collection and analysis of data ina manner that aims to combine relevance to the research purpose with economy in procedure. Definition:According to kerlinger research design “is the plan, structure and strategy of investigationconvinced so as to obtain answers to research questions and to control variance.In this research report the researcher has undergone the descriptive research design i.e., thosestudy which are concerned with describing the characteristics of a particular project.The descriptive research design is focusing on:  Formulating the objective of the study.  Designing the method of data collection  Selecting the sample  Collection of the data  Processing and analyzing the data  Reporting the findingsSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 15
  16. 16. EMPLOYEES WELFARE MEASURES2.1 Title of the study:A study on “Employees Welfare Measures” at Karnataka Soaps and Detergent Limited,Bangalore.2.2 Statement of the Problem:In this present competitive scenario the organization has to give more importance to thewelfare measures in the organization. It leads to ensuring the functioning effectively andefficiently.The present study is undertaken to investigate the welfare measures and recommend thesuggestion that helps the companies to create an effective welfare measures.2.3 Objectives; i. To know the employee welfare facilities provided by the company ii. To study the role of management towards the employee welfare measures. iii. To know the level of employees satisfaction towards welfare measures. iv. To give suggestions to improve the measures.2.4 Scope of studyThe scope of the study is to analyze and to evaluate the opinion on welfare measures adoptedKS & DL to find out the employees opinion about welfare measures and to give suggestionsfor improvement.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 16
  17. 17. EMPLOYEES WELFARE MEASURES2.5 Operational definition of the concepts used in the study:  Human Resource Management:The HRM “refers to the philosophy, policies, procedures and practices related to themanagement of people within an organization”. -Wendell L French  Employee Welfare Measures:According to Employee Investigation committee; “Anything done intellectual, physical, morale and economic betterment of the workers,whether by employers, by government or by other agencies, over and above what is laiddown by law or what is normally expected on the part of the contractual benefits for whichworkers may have bargained”2.6 Sampling Plan: The target of the population for the study is the employees who are working in KS & DL.The employees are randomly selected. 2.7 Sample size This refers to the number of the items selected from the universe as the sample.In this research work, the researcher collected the data from 50 samples by imparting randomsample method. 2.8 Data analysis: The data collected are tabulated and classified as required statistical technique such aspercentages are used for analysis of present data, conclusions are drawn based on theanalysis.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 17
  18. 18. EMPLOYEES WELFARE MEASURES 2.9 Sources of the dataIn this survey or study in order to meet the objectives of the study both primary andsecondary data were collected. o Primary data:Primary data are these which are collected freshly and thus happened to be original incharacter. In this study the researcher used the instrument called questionnaire to collect theinformation from the concerned population. o Secondary data:Secondary data are those that have already been collected by someone else. In this study theresearcher uses the below mentioned sources of secondary data i.e., books and website.2.10 Limitation of the study Frequent visit to various departments and collecting information was not possible Interaction with employees or executives was very limited because of their busy work schedule Study was conducted under the assumption that the information given by the respondents was correct. The study is restricted only for one month. Some of the respondents hesitated to give detailed information. The sample size is limited, so the results can’t be generalized. Thos study is limited only to KS & DL so it can’t be generalized to others.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 18
  19. 19. EMPLOYEES WELFARE MEASURES2.11 Chapter Scheme:Chapter-1: Introduction:This chapter provides introduction to the study with the theoretical background of the report.Chapter-2: Research Design:This chapter defines the design of the study which includes the statement of the problem,objectives, data sources & limitations of the study.Chapter-3: Company Profile:This chapter makes an attempt to give an overview of KS & DL.Chapter-4: Analysis & Interpretation of data:It includes analysis & interpretation of collected data through questionnaires.Chapter-5: Summary of Findings, Suggestions & Conclusion:It includes findings of the study & also some suggestion towards topic & concluded the studyBibliography:It is an insight on the sources of the data.Annexure:SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 19
  20. 20. EMPLOYEES WELFARE MEASURESINTRODUCTION TO SOAP INDUSTRY: Soap is one of the commodities, which have become an indispensable part of life ofthe modern fantasy world. Since it is non-durable consumer goods, there is a large market forit. The whole soap industry is experiencing changes due to innumerable reasons such asgovernment relations. Environment, toxicological allergy problems, increases in cost of rawmaterial etc. The changing technology and even existing desire by the individuals and theorganization to produce a better product at a mere economical rate has also acted as Catalystfor the dynamic process of change, more and more Soap manufactures are trying to capture acommanding market share by introducing and maintaining acceptable products. The soapindustry in India faces a cutthroat Competition while multinational companies dominate themarket. They are also facing severe threat from dynamic and enterprising new entrancesespecially during 1991-92.Looking back at the history of soaps and detergents. Human kind knew about the soap 2000year ago. Roman was known to have been considerable users of soaps and during the periodof Roman Empire state right was collected as sources of ammonium carbonate for cleaningpurpose. In 17 AD when pliancy and Elder accidentally discovered the soap, when roasted meatover flowed on the glow of ashes, this lump like product was soap that has forming andcleaning character. Since then, the first commercial batch has made and marketed by M/sBristol soap marketers and had on in 1192 AD.Then from 1662 AD the first patent for making soap was taken in London and oldconsumption of Soap was said 2 Lakes tons per annum and it was in the year that even thefield in a big way.Indian Soap industry has seen several ups and downs in the last 30 to 40 years in the year1964, during the China was India faced severe shortage of fats due to foreign exchange crisisagain in the year 1975 due to severe crunch in India northwest soap, company establishedfirst soap industry in 1887 at Merit.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 20
  21. 21. EMPLOYEES WELFARE MEASURES Following the Swedish movement in 1905, few more factories set up and they were: 1. Mysore Government factory at Bangalore. 2. Gore Soaps in Bombay.HISTORY OF KS AND DL: India is a rich land of forest; ivory, silk, sandal, precious gems are magical charms ofcenturies. The most enchanting perfumes of the world got their exotic spell with a twist ofsandal. The world’s richest sandalwood resource is from one isolated stretch of forests land inSouth India that is Karnataka. The origin of sandalwood and its oil in Karnataka, which is used in making of Mysoresandal soaps, is well known as Fragrant Ambassador of India & Sandalwood oil is infactknown as “Liquid Gold”. By the inspiration of his Highness Maharaja of Mysore late JayachamarajendraWodeyar, the trading of sandalwood logs started which was exported to Europe and Newdestinations, but with commencement of First world war India faced severe crisis on thebusiness of sandalwood. This situation gave rise to start of an industry, which produces value added productsi.e., of sandalwood oil. His highness Maharaja of Mysore created this situation as anopportunity by sowing the seed of the Government Sandalwood Oil Factory, which is thepresent KS&DL. The project was shaped with the engineering skills and expertise of the toplevel. Late Sir M.Visvesvaraya, the great Engineer who was the man behind the project. Today’s famous Mysore sandal soaps credit goes to late Sri Sosale Garalapuri Shastriwho incorporated the process of soap making using sandalwood oil. He was an eminentscientist in the field working at the Tata Institute, Bangalore. He was sent to England tomaster the fine aspects of soap manufacturing. The Maharaja of Mysore & Diwan Sir, M.Visvesvaraya established the GovernmentSoap factory during the year 1918. The factory was started as a very small unit nearK.R.Circle, Bangalore with the capacity of 100 tons P.A. in November 1918 the MysoreSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 21
  22. 22. EMPLOYEES WELFARE MEASURESsandal soap was put into the market after sincere effort and experiments were undertaken toevolve a soap perfume blend using sandalwood oil as the main base to manufacture toiletsoap. The factory shifted its operation to Rajajinagar industrial area, Bangalore in july 1957,where the present plant is located. The plant occupies an area of 39 acres ( covering Soaps,detergents and fatty acid division), on the Bangalore-Pune Highway, easily accessible bytransport service and communication. Another sandalwood oil division was establishedduring the year 1944 at Shimoga, which stopped its operations in the year 2000 for want ofNatural Sandalwood. This factory started at moderate scale in year 1916. The first product was washing soapin addition to the toilet soap in the year 1918. The toilet soap of the company was made up ofsandalwood oil. In 1950 Government decided to expand the factory in two stages. The first stage ofexpansion was done to increase the output to700 tons per year and was completed in the year1952 in the old premises. The next stage of expansion was implemented in 1954 to meet growing demand forMysore sandal soap and for this purpose Government of India sanctioned license tomanufacture 1500 tons of soaps and 75 tons of glycerine per year. The expansion projectworth of Rs.21 lakhs includes the shifting of the factory to a newly laid industrial suburban ofBangalore. The factory started functioning in this new premise [ i.e., present one] 1st July 1957.from this year onwards till date the factory had never looked back, it has achieved growthand development in production scales and profits. The industry has 2 more divisions one at Shimoga and another at Mysore wheresandalwood oil is extracted. The Mysore division started functioning from 1917 and onlyduring 1984 manufacturing of perfumed and premiere quality Agarbathis was started. Rightfrom the first log of sandalwood that rolled into the boiler room 1916, the company has beensingle- minded pursuit of excellence. The project took shape with the engineering skills andexpertise of top-level team under the leader ship of Sir. M. Visvesvaraya, Prof. Watson andDr. Sudbrough. Like this soap factory was started as a small unit and now it has grown up toa giant size.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 22
  23. 23. EMPLOYEES WELFARE MEASURESRenaming: On 1st October 1980, the Government Soap Factory was renamed as “Karnataka Soapsand Detergent Limited” The Company was registered as a public limited company. TodayCompany produces varieties of products in the toilet soaps, detergent, Agarbathies andCosmetics.OBJECTIVES OF KS & DL: - a. To serve the national economy b. To attain self – reliance c. To promote and uphold its image as symbol of traditional products d. To promote purity and quality products and thus enhance age old – charm of Sandalwood Oil e. To build upon the reputation of Mysore Sandal soap based on pure sandal oil. f. To maintain the brand loyalty of its customer. g. To supply the products mentioned above at most reasonable and competitive rate.Vision statement: Keeping place with globalization, global trends and the state’s policy for using technology in every aspect of governance. Secure all assistance and prime status from Government of India, all technology alliances. Making available technology product and services at the most affordable price to the people at large, in keeping with the policy of a welfare state. Ensuring global presence of Mysore Sandal products while leveraging its unique strengths to take advantage selective diversification.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 23
  24. 24. EMPLOYEES WELFARE MEASURES Further, ensure Karnataka’s pre-eminent status as a proponent and provider of technology services to the world, nation, other states public and private sectors. Making all out efforts achieve reasonable profits. Most importantly to earn the invaluable foreign exchange, both to the state and to the country.Mission:  To serve the National economy  To attain self-reliance.  To promote uphold its image as marks of traditional products.  To promote purity and quality products, and thus enhance age old charm.  To build upon the reputation of Mysore Sandal Soap based on pure sandal oil.  To maintain the Brand loyalty of its customers.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 24
  25. 25. EMPLOYEES WELFARE MEASURESCOMPETITORS OF KS&DL PRODUCTS AND SERVICES:- The entry of new players in the soaps industry is expected to bring about a new twist inthe "Indian soap opera". Innovation seems to be the main theme of the Indian soap industry in 2008. With theentry of ITC, the stage is all set for a major tussle between the new entrant and existingplayers in the Rs 6,500-crore branded toilet soaps sector in India.KS&DL is facing cut-throatcompetition in national and international market. Some of its main competitors are:-  M/S. Hindustan Uni Lever Ltd.,  M/S. Godrej Soaps Private Ltd.,  M/S. Proctor& Gamble  M/S. Wipro  M/S. Nirma Soaps Private Ltd.,  M/S. Jyothi LaboratoriesSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 25
  26. 26. EMPLOYEES WELFARE MEASURESTRADEMARK OF KS & DL:The “SHARABHA” The carving on the cover is the sharabha, the trademark of KS & DL. The sharabha is a mythological creation from the “puranas” which has a body of a lionand head of elephant, which embodies the combined virtues of wisdom and strength. It isadopted as an official emblem of KS& DL to symbolize the philosophy of the company. The sharabha thus symbolized a power that removes imperfections and impurities. Themaharaja of Mysore as his official emblem adopted it. And soon took its pride of place as thesymbol of the Government Soap Factory of quality that reflects a standard of excellence ofKarnataka Soaps and Detergent Limited.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 26
  27. 27. EMPLOYEES WELFARE MEASURESSLOGAN:- “Natural products with exotic fragrances” KS & DL has a long tradition of maintaining the highest quality standard, right from theselection of raw materials to processing and packing of the end product. The reasons why itsproducts are much in demand globally and are exported regularly to UAE, Bahrain, Saudi-Arabia, Kuwait, Qatar, South America. The entire toilet soaps of KS & DL are made fromraw materials of vegetable origin and are totally free from animal fats.Policy of KS&DL:- a. Seek purchase of goods and services from environment responsible suppliers. b. Communicate its environment policy and best practices to all its employees’ implications. c. Set targets and monitor progress through internal and external audits. d. Strive to design and develop products, which have friendly environmental impact during manufacturing. e. Reuse and recycle materials wherever possible and minimize energy consumption and waste.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 27
  28. 28. EMPLOYEES WELFARE MEASURESBIRDS EYE VIEW OF KS&DL:-1918 – Government Soap Factory was started by Maharaja of Mysore and the MysoreSandal Soap was introduced into the market for the first time.1950 - The factory output rose to 500 Metric Tons with the following modifications. 1. Renovating the whole premises. 2. Installing new boiler soap building plant and drying chamber.1954 – Received license from Government to manufacture 1500 tons of soap and 75 tons ofglycerin per year.1957 – Factory shifted its operation to Rajajinagar industrial area.1974 – Mysore sales international limited was appointed as the sole selling agent, formarketing its products.1975 – Rs.4 Crores synthetic detergent plant was installed based on Italian technology byBallestra SPA.1980 - On 1st October 1980 the Government Soap Factory was converted into a public sectorenterprise and renamed as“Karnataka Soaps & Detergents Limited”.1981 – a) Production capacity increased to 6000 tons, b) Rs.5 Crores Fatty Acid Plant was installed.1984 – Manufacturing of premium quality of Agarbathies at Mysore division.1985 – Production capacity was raised to 26,000 M.Tons Per Annum. A large variety of toiletsoaps at attractive shapes, colors and fragrances introduced to meet the varieties & tastes ofconsumers.1992 – The company was registered with the Board for Industries and FinancialReconstruction (BIFR), New Delhi in December for rehabilitation, as the company sufferedlosses continuously since 1980 at its net worth fully eroded.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 28
  29. 29. EMPLOYEES WELFARE MEASURES1996 – The BIFR approved the rehabilitation scheme in September & the Company statedmaking Profits.1999 – ISO-9002 Certificate for quality assurance in production, installation and Servicing.2000 – ISO-14001 certificate pertaining to environmental management system.2003 – The entire carried forward loss of Rs.98 Crores wiped out and in May BIFR, declaredthe company to be out of its Purview. The Company is making profit continuously; It isonly State Public Sector unit that has come out of BIFR.2004 – The ISO-9002 was upgraded to ISO-9001-2004, Quality Systems.PRESENT STATUS OF THE COMPANY: The company is mainly dependent on southern market. The product availability inretail outlets particularly for Mysore sandal soap is almost comparable to any other similarindustries products in the premium segment in the south. Whereas in other parts like Eastern& Northern markets penetration of KSDL product is relatively poor, which depends on thecompany’s distribution structure, stockiest and field personnel strength.With increased trust on distribution, the company does not foresee any problems to achievethe projected sales through the redistribution package.Further, the policy of Indian Government also sees the public sector enterprise enter theindustry in a large way there by making the products available to the consumers at reasonableprices.Being located in the center in the southern part of Indian the Government Soap Factoryclaims preferential treatment for expansion programme in view of availability of exoticnatural Sandalwood oil.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 29
  30. 30. EMPLOYEES WELFARE MEASURESAN ISO-9002 COMPANY: - KS & DL with a tradition of excellence of over eight decades is committed to customerdelight, through total quality management and continuous improvement through theinvolvement of all employees. KS&DL has got ISO 9002 certificate. To improve the quality management system and to facilitate TQM in the process of soapand detergent, the management took decision to obtain ISO-9002 by end of March 1999.Accordingly action plan was drawn and a committee was set up for the purpose duringOctober 1998 with a mission statement. The company gives initial training includingconducting employee’s awareness programme, document quality manual and quality systemprocurement. In this direction company obtained the guidance from Consultancies, Bangalore andBureau of Indian Standards, Bangalore. Accordingly, company standards registered for ISO9002 by the end of March to the Bureau of Indian Standards. Obtained the certificate by theend of March 1999 itself. This id to project in the national and international market and also to improve the qualityof products offered to the consumers with the assurance of quality in the message. Thecompany got itself upgraded to ISO-9001-2004, Quality systems in the year 2004-05ISO-14001:- The company is located in the heart of the Bangalore city. The management of thecompany took a decision to get the ISO-14001 and become model to other public sector forthe techniques used and also to other Government units to spread the message of maintenanceof environment. ISO-14001 and ISO-9001 will facilitate to improve the corporate brands in the globalmarket and it will help the company to improve the profits, year after year on long-term basis.The environment management system adopted in the company through this motive asfollows: o Conservation of energySRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 30
  31. 31. EMPLOYEES WELFARE MEASURES o Conservation of Surrounding o Conservation of resources. Equipped with latest technology and backed by full-fledged quality control and R&Dsupport, KS&DL is marching confidentially ahead in the new millennium. The Company isdeveloping new products to meet the changing preferences of its customersSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 31
  32. 32. EMPLOYEES WELFARE MEASURESKS&DL has the Following Departments:-1. Finance and Accounts Department: Asst. General Manager (Finance & Accounts) is over all in charge of AccountsDepartment of the Company with the assistance of AGM’s, Managers, Officers, ContractSupervisors for proper maintenance of Company’s Accounts, Planning the fundsrequirements, Budgeting, Auditing, Balance Sheet etc.2. Human Resource Development &Administration Department: Asst. General Manager (HRD) is over all in charge of Human Resources Departmentof the Company with the assistance of AGM’s, Officer, Steno, & Staff for a) Personnel Administration, b) Employees Discipline, c) Industrial Relations, d) Employee Welfare e) Training & Development. 1) Organize the HRD activities with proper allocation of work force. 2) Maintaining documents and data as per the requirement of ISO- 14001 and ISO-9001. 3) Implementation of the Departmental Policies.3. Research and Development Department: General Manager ( R&D ) is over all in charge of Research & Development in theCompany with the assistance of AGM’s, Managers, Chemists,& Group workers for NewProduct development, process improvement, alternative raw material search, cost reduction,up gradation of existing products.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 32
  33. 33. EMPLOYEES WELFARE MEASURES4. Quality and Assurance Department: Asst. General Manager ( QAD) is over all in charge of Quality AssurancesDepartment in the Company with the assistance of AGM’s, Managers, Asst. Manager,Officers, Shift, Chemists/ Trainee Chemists for Testing of enquiry samples, sampling andtesting of incoming raw materials, in process and intermediate products, testing of Finalproducts, Analysis of boiler water and effluent water, cosmetic raw materials, supervision ofprocess at various franchise centers and analysis of finished products, competitor soapsamples, customer complaint samples received from marketing department.5. Materials & Stores Department: Asst. General Manager’s ( Materials & Stores) is over all in charge of MaterialsDepartment in the Company with the assistance of Managers, Asst. Manager, Officers,Steno & Staffs for procurement to make available a balanced flow of raw materials,chemicals, packing, Aromatics Chemicals, Essential, Oil &Fats, spare parts, capital goodsmachinery & plant.6. Production & Maintenance Department: General Manager (Production) is over all in charge of Production & Maintenance,activities of the Company with the assistance of DGM’s, AGMS, Managers, & Groupworkers. Arrangement of production activities in co-ordination & laisoning with Marketingdepartment, Materials, Stores, to achieve targeted production & up keep Plant & Machinery,Utilities, and Estates7. Marketing Department: Marketing Department is responsible for achieving a set of Target, Sales & Collectionsannually. The overall target will be distributed among 6 Branches & Export Department.Targets will be allocated on the basis of each Branch performance in the preceding 3 years ofits turnover. It is the responsibility of each Branch Head to achieve the set of Sales &Collection target fixed.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 33
  34. 34. EMPLOYEES WELFARE MEASURES8. Projects and Management Information Department (MID): Manager (MID) is over all in charge of MID of the Company with the assistance ofStaff for the following activities:-1) Furnish the details of process loss in production department.2) Furnish the details of Total production & down time detailsSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 34
  35. 35. EMPLOYEES WELFARE MEASURESPRODUCT MANUFACTURED BY KS&DL:-TOILET SOAPSNAME OF THE PRODUCT UNITS OF GRAMSMysore Sandal Soap 75, 125Mysore Sandal Classic Soap 75Mysore Sandal Gold Soap 75, 125Mysore Sandal Baby Soap 75Mysore Special Sandal Soap 75Mysore Rose Soap 100Mysore Sandal Herbal Care Soap 100, 125Mysore Jasmine Soap 100Wave Soap 100Mysore lavender Soap 150Mysore Sandal bath tablet 150Mysore Sandal classic bath tablet 150Mysore Jasmine bath tablet 150Mysore Special Sandal tablet 150Mysore Sandal rose tablet 150Mysore Sandal Guest tablet 17SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 35
  36. 36. EMPLOYEES WELFARE MEASURES Mysore Sandal Soap:Mysore Sandal Classic: Mysore Sandal Gold:SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 36
  37. 37. EMPLOYEES WELFARE MEASURES Mysore Sandal Soaps gift range: GIFT RANGE BT SJR 06 IN 01 GOLD SIXERTHE SIX-IN-ONE GIFT PACKSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 37
  38. 38. EMPLOYEES WELFARE MEASURESDetergents: NAME OF THE PRODUCT UNITS IN GRAMS Mysore detergent powder 1000 Mysore detergent powder 500 Mysore detergent Cake 125 Mysore detergent cake 250VALUE FOR MONEY DETERGENTSSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 38
  39. 39. EMPLOYEES WELFARE MEASURESTalcum Power:NAME OF THE PRODUCT UNITS IN GRAMSMysore Sandal Talc 20, 50, 100, 300Mysore Sandal Baby Talc 100, 200, 400SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 39
  40. 40. EMPLOYEES WELFARE MEASURESAgarbathis:NAME OF THE PRODUCT EXOTIC AGARBATHISMysore Sandal PremiumMysore Sandal RegularMysore RoseNagachampaSuprabhathaMysore JasmineParijataSir M.V.100BodhisattvaVenkateshwaraDurgaAyyappaAlif LailaMeditationSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 40
  41. 41. EMPLOYEES WELFARE MEASURESBRANCHES OF KS&DL:Bangalore- Pune highway, PB.NO.5531, Rajajiagar, Bangalore-560055Chennai- Peninsula apartments, 778 Flat-2C PH Road, Chennai.Hyderabad 5-4-187/2/5 Mahatma Gandhi Road, Ranigunji, Secunderabad.Kolkata 154, Harish Mukherjee Road, Kolkata – 700025Mumbai 12/274 B.Duyan Sagar, R.S.K Bole sagar, Dadar-(west),Mumbai-400025New Delhi 8/33, II Floor, Sathbhawan School Marg, WEA kargal bagh, New Delhi.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 41
  42. 42. EMPLOYEES WELFARE MEASURESCertificate owned by KS&DL for the outstanding export performance:SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 42
  43. 43. EMPLOYEES WELFARE MEASURESEMPLOYEE WELFARE MEASURES AT KS&DL:1. HOUSE RENT ALLOWANCE: House rent allowance is payable to eligible employees who are borne on other regularpay roles of the company and who are not provided with residential accommodation by thecompany. Every confirmed employee will be paid a certain sum towards house rent allowance.Here the company is providing 20% of the basic wage & is paid to the employees as houserent allowance.2. TRANSPORT FACILITIES: The present Bangalore branch doesn’t provide any buses to the employees who areworking in the organization but they are paying Rs 650 per month to all the employees in theorganization as transportation allowance. But it is having other branches like Mysore etc…which are providing bus facility to the employees.3. CANTEEN FACILITY: Canteen has been established at this division as welfare measures of the employees byconsidering the satisfactory requirements under the Factory Act for the convenience ofemployees. These canteens serve Coffee, Tea, Tiffin, and Lunch. While items served in thecanteen are agreed to continue with the following existing rates without any changes and Rs100 will be recovered from salary for the employees and for the staff members and forexecutives Rs 80 per month will be recovered from their salary.4. MEDICAL FACILITIES: The existing domiciliary charge has been revised from Rs.400 to Rs.500 per month.And the hospitalization charge has been revised from Rs.2000 to Rs.2500 & will be paidyearly and it divided into Rs.208 per month separately. Other than these facilities the company is paying to the employees and theirdependents Rs.500 per month.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 43
  44. 44. EMPLOYEES WELFARE MEASURES5. SERVICE WEIGHTAGE BENEFITS: All the confirmed employees of the organization will be paid service weight age benefit,which is based on their respective grades. Service of 6 months and above will be taken, as one year, and service below 6 monthswould be ignored in the computation of total number of years of the granting service weightage.6. DEARNESS ALLOWANCE: Dearness allowance is paid to the employees based on their basic pay. Variabledearness allowances per month will be calculated once in a quarter on 3 months average costor basic wage.7. EDUCATION ADVANCE: The existing practice of the company is that it is providing grand one-month basic pay permonth as educational advance towards the education of the employee’s children to the levelof SSLC and above is abolished. It is agreed to pay one month’s basic pay plus dearnessallowance for an employee and must be recovered with 10 equal installments without anyinterest.8. FAMILY TRAVELLING ALLOWANCE: The existing family traveling allowance stands for Rs. 1500 per annum which are paidto the employees who are working in the organization.9. CITY COMPENSATION ALLOWANCE:The existing payment of the maximum of Rs.200 is raised to Rs. 300. The rate of citycompensation will continue at 5% on the basic wage subjected to ceiling of Rs.300.10. SPECIAL ALLOWANCE: The special allowance is being paid to the stenographers, storekeepers, cash-handlingpeople etc where they are paid Rs. 80 per month in addition to their basic wage.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 44
  45. 45. EMPLOYEES WELFARE MEASURES11. SHIFT ALLOWANCE: All the workmen posted to work only in second and third shift will be paid night shiftallowances as follows: Second shift- 2.00PM to 10.00PM Third shift- 10.00PM to 6.00AMThe second shift allowance stands revised from Rs.15 to Rs.25 and for the third shiftallowance is nothing but night shift Rs.35 per day.12. FESTIVAL ADVANCE: The company is agreed to enhance festival advance from Rs.2500 to Rs. 3000 perannum, which is provided to all the employees who are working for the organization. It has tobe repaid in 10 installments without any interest.13. ATTENDANCE BONUS: It is agreed to continue the existing one-day basic wages. The existing rates stands revisedfrom Rs.50 to Rs. 65 per month. One-day basic wages or Rs. 60, whichever is higher, will bepaid.14. FIRST AID ALLOWANCE: The workers who are working in the organization will get 24 hours first aid facilitiesand even the visiting doctor will be available at 1.00 PM to 4.00 PM daily except holidaysand at any time they have ambulance facilities.15. SPECIAL ALLOWANCE TO HANDI CAPPED EMPLOYEES: These workers are also getting all the types of benefits same as the remaining workersare getting benefits in the organization.16. FESTIVAL AND NATIONAL HOLIDAYS: It is agreed to continue the existing 10 festival holidays and 3 national holidays. Futureit is agreed to increase the restricted holiday from one day to two days.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 45
  46. 46. EMPLOYEES WELFARE MEASURES17. SPECIAL DISPENSATION ALLOWANCE: The company is providing allowance for special diseases like cancer, kidney failure, heartproblems, brain problems etc where the treatment at government hospitals which are fullypaid to the employees and as well as dependents of them.18. PROVIDENT FUND: The company operates an organization provident fund; the employees are eligible toparticipate in the fund from the date of joining. Each month 10% of the employee’s basicsalary will be contributed to the provident fund. Employee’s share 12% of the pay (basic pay + dearness allowance + service weightage pay) which are contributed to the provident fund through provident fund trust and arealso refundable loan.19. EMPLOYEE PENSION FUND: The employee pension scheme 1995 introduced by the government of India forprovident fund subscribers is in operation in the company. This pension fund consists of basicpay and the dearness allowance and there is no separate contribution from the employees.20. GRATUITY SCHEME: For the purpose of the payment of gratuity employees of the company are governed bythe payment of the gratuity Act 1972. It is applicable to all the employees; in the permanent pay roll of the company. Thisensures that in case of the death of the employee, maximum amount of gratuity will be givento their nominees.21. DEATH RELIEF FOUNDATION: It is agreed that the accounts manager of the company will recover Rs.10 per head fromall the employees, which will be to the nominee to the extent of Rs.30000 and Rs. 30000 willbe paid from the management side.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 46
  47. 47. EMPLOYEES WELFARE MEASURES22. INCREMENTS: Increment is the one of the tools to reward good performance, to cover increase incost living expenses, and to maintain there standards of living. As per the rules of the company once in a year increments will be made. In respect ofworkmen and the officers who are appointed or promoted the first annual increment afterappointment/ promotion would be granted which ever in first to the same month in thesubsequent year, the date of their next annual increment would be re scheduled to firstJanuary of the following year.23. HOUSE PURCHASING AND CONSTRUCTION ALLOWANCE: The company is providing the house purchasing and construction allowance to all theemployees who are working in the organization to the extent of subsidy of the Rs.250000. Itis an interest subsidy.24. DRINKING WATER: Hygienic drinking water facilities are being provided everywhere and at all times inthe company.25. WELFARE ASSOCIATION: The employees of the organization in order to take care and maintain the library,weekly magazines etc... form the welfare association.26. MOMENTO TO RETIRING EMPLOYEES: It is agreed to enhance gift cheque amount at Rs.2500 cheque from company and it isagreed to pay at the time of retirement of the employees.27. WASHING ALLOWANCE: The employees of the organization are paid washing allowance at the rate of Rs.50 permonth, which is included in the basic pay.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 47
  48. 48. EMPLOYEES WELFARE MEASURES28. UNIFORMS: The employees who are working in the organization will be provided with theuniform facilities like 2 pairs of uniform per annum and 1 pair of shoes per annum andRs.250 for stitching the uniform.29. WEARING OF SAFETY MATERIAL:The employees who are working at the dangerous machines are to be provided with safety,and hence the company provides helmets, masks, glouses etc in order to protect themselvesfrom accidents.30. CULTURAL ACTIVITIES: The cultural activities at the organization is held 4 times yearly with the familymembers through providing meals, some gifts etc and it may be held on the days of ganeshafestival, auyoda pooja etc.31. CHANGE ROOM FACILITIES: The change room facility is provided for both men and women in the organizationsuch that they can change their dresses at the required times.32. LEAVE ENCASHMENT: The employee should have a minimum of 5 days at their credit to encash the leave andthe leave to a maximum extent of 15 days may be encashed. Existing 30 days calculation isdispensed and 26 days will be taken for calculation of encashment of leave.33. LEAVE FACILITIES: It is agreed to continue the existing 18 days PL, 7 days CL, and 15 days SL withoutany further changes. Workers to senior assistants are provided with the following leavefacility. Category: No. of days:Privileged leave 18 daysSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 48
  49. 49. EMPLOYEES WELFARE MEASURESSick leave 15 daysCasual leave 07 daysFestival holidays 10 daysNational holidays 03 daysFor officers: Category: No. of days:Earned leave 30 daysCasual leave 10 days Both the workers and officers enjoy 15 days of national and festival holidays, which isaccording to the Karnataka Festival Act.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 49
  50. 50. EMPLOYEES WELFARE MEASURESSWOT ANALYSIS OF KS&DLSTRENGTHS: o Only soap in India that contains pure sandal and almond oil. o certified by ISO o World’s largest production of sandalwood oil. o Brand name from decades from soap market. o It has very good dealership network in south which ensures that the products reach every customer.WEAKNESS: Distribution network is weak in north and east. Limited advertisement. Neglecting freshness aspect. High oriented cost due to excessive labour force. Low turnover resulting in low profits.OPPORTUNITIES:  Traditional benefits that sandal is good for skin.  Skin care is just gaining importance among consumers.  Government supports for large production capacity.  Advantages of being in the industry for a long time.  Existence of vast market and huge demand.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 50
  51. 51. EMPLOYEES WELFARE MEASURESTHREATS:  Other competitor’s products such as Rexona, Moti, Santoor etc.  There is a need for renovation of plant and machinery.  Government policy may reduce growth potential.  Other sandal soaps in the market.  Entry of new multinational skin soap business.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 51
  52. 52. EMPLOYEES WELFARE MEASURESFuture plans and financial performance: Karnataka Soaps and Detergents Ltd (KSDL), which is synonymous with theMysore sandal- wood soap, was established way back in 1916 as Government Soap Factoryby the then Maharaja of Mysore, Nalwadi Krishnaraja Wodeyar, and hisDiwan.M.Visvesvaraya. Even today with severe competition from heavyweights like HLLand Godrej, KSDL is a well-recognized entity with a strong brand recall both in the domesticand international markets. It has wiped out the accumulated loss of Rs 100crore and is goingto post profit for the third consecutive year in fiscal 2007-08 on a top line of Rs 160crore. BHAnil Kumar, managing director of KSDL, spoke to FE’s Kavitha Venkatraman, during hisrecent visit to Hyderabad KS&DL has registered a net profit of Rs.8.82Crores for a turnover of Rs.162Crores forthe financial year 2007-08 when compared to previous years net profit of Rs.3.57Crores onturnover of Rs.132Crores. The company has set a target of Rs.180Crores for the current year2008-09. The company is encouraging growing sandalwood under "Grow More Sandal" scheme.B.H. Anil Kumar, Managing Director, KSDL, said," farmers have been offered sandalwoodsaplings at a discounted price". Karnataka Soaps & Detergents Ltd, at its Bangalore Plant has one of the largestproduction facilities in the country with an installed capacity of 26,000 tones per annum. Thecompany is also doubling its advertising spend to Rs 10 crore this year to market the Waverange. Recently Karnataka Soaps & Detergents Ltd. has entered in to a strategic tie-up withM/s.Bharat Petroleum Corporation Ltd. and Indian Oil Corporation Ltd. As part of its strategy, Wipro Consumer Care & Lighting is strengthening itsdistribution network to reach out to a wider target audience. “Our critical priority is to beefup our distribution network in rural markets in 2008. Our sharp focus is on high qualityproducts as well,” says AgrawalSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 52
  53. 53. EMPLOYEES WELFARE MEASURESGROUP Bangalore SOD Marketing Duty paid Total Mysore Branches Gowdon ShimogaExecutives 82 07 55 02 146Supervisors 48 10 15 - 73Workers 536 28 38 15 617Total 666 45 108 17 836SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 53
  54. 54. EMPLOYEES WELFARE MEASURES4. INTRODUCTION TO ANALYSIS:Analysis is the process by which, the whole body of gathered data, facts, figures and ideas, isconverted into meaning information and usable information. The data is placed in itsappropriate settings and consistent relationship, drawing general inferences. Facts andfigures, raw and bare, do not speak for themselves. Analysis, intends to yield answers toresearch questions or suggest hypothesis which involves, a number of closely relatedoperations.Following are the procedures involved in the integrated operations of analysis of data:  Classification of data.  Tabulation of data.  Statistical analysis of data.  Interpretations of findings and generalizations.Interpretation:The researcher after gathering analyzing the data has to accomplish the task of drawingmeaningful inferences. This has to be done very delicately and meticulously, otherwisemisleading conclusions may be drawn and the whole purpose of doing researcher can exposerelations and the processes that cause his or findings.An interpretation refers to the task of drawing inferences from the collected facts afteranalytical and/or experimental study. In short, it is a search for a broader of research findings.The task of interpretation involves two major aspects namely: The effort to establish continuity in research through linking the results of a given study with those of author; and The establishment of some explanatory concepts. Interpretation is concerned with relationship within the collected data.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 54
  55. 55. EMPLOYEES WELFARE MEASURESTABLE NO: 4.1Table showing the awareness about the welfare officer. SL.NO Employees opinion No of respondents Percentage of respondents 1. Yes 49 98% 2. No 01 2% TOTAL 50 100%ANALYSIS:The above table depicts that 98% employees are aware about the welfare officer and 2% theemployees are not aware of the welfare officer.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 55
  56. 56. EMPLOYEES WELFARE MEASURESCHART: 4.1 Chart showing awareness of about the welfare officer Yes No No 2% Yes 98%INFERENCES:From the above chart we can infer that the welfare officer is known to almost all theemployees.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 56
  57. 57. EMPLOYEES WELFARE MEASURESTABLE NO: 4.2Table showing security of job in KS & DL. SL.NO Employees opinion No of respondents Percentage of respondents 1. Yes 50 100% 2. No 00 000% TOTAL 50 100%ANALYSIS:The above table depict that every employees in the company has security of job.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 57
  58. 58. EMPLOYEES WELFARE MEASURESCHART:4.2 Chart showing security of job in KS & DL No, 0% Yes No Yes, 100%INFERENCE:From the above chart we can infer that all the employees have security of job.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 58
  59. 59. EMPLOYEES WELFARE MEASURESTABLE NO: 4.3Table showing whether the employees are provided with various health benefit scheme. SL.NO Employee opinion No of respondents Percentage of respondents 1. Yes 47 94% 2. No 03 06% TOTAL 50 100%ANALYSIS:The above table depict that almost 94% of employees are getting health benefit scheme and6% of employees are not getting health benefit scheme.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 59
  60. 60. EMPLOYEES WELFARE MEASURESCHART: 4.3 Chart showing various health benefit provided by KS & DL. Yes No Yes, 94% No, 6% Yes NoINFERENCE:From the above table can infer that 94% of employees are provided with various healthbenefits. This helps the company to maintain the health of employees which in turn leads toachieve the goals of company.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 60
  61. 61. EMPLOYEES WELFARE MEASURESTABLE NO: 4.4Table showing whether women employees are availed with maternity benefit. SL.NO Employees opinion No of respondents Percentage of respondents 1. Yes 35 70% 2. No 15 30% TOTAL 50 100%ANALYSIS:The above table depicts that 70% of women employees are availed with maternity benefit and30% of women employees are not made availed of maternity benefit.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 61
  62. 62. EMPLOYEES WELFARE MEASURESCHART: 4.4 Chart showing whether women employees are availed with maternity benefit. Yes No No 30% Yes 70%INFERENCE:From the above chart we can infer that majority of the women employees are availedmaternity benefit.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 62
  63. 63. EMPLOYEES WELFARE MEASURESTABLE 4.5Table showing the medical and health benefit provided to employees spouse and children atKS & DL. SL NO Employees opinion No of respondents Percentage of respondents 1. Yes 44 88% 2. No 06 12% TOTAL 50 100%ANALYSIS: The above table depicts that 88% of the employees spouse and children are getting medicaland health benefit and 12% of the employees feels that their spouse and children are notgetting medical benefits.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 63
  64. 64. EMPLOYEES WELFARE MEASURESCHART:4.5 Chart showing health and medical benefit provided to employees spouse and children by company. Yes No No 12% Yes 88%INFERENCE:From the above chart we can infer that 88% of the employee’s spouse and children aregetting and health benefit.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 64
  65. 65. EMPLOYEES WELFARE MEASURESTABLE 4.6Table showing the respondents are availed with medical insurance under employee’s StateInsurance Act of 1948? SL. NO Employees opinion No of respondents Percentage of respondents 1. Yes 35 70% 2. No 15 30% TOTAL 50 100%ANALYSIS: The above table depicts that 70% of the employees are availed with medical insuranceunder employees state insurance act of 1948 and 30% of employees are not availed withmedical insurance under employees state insurance act of 1948.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 65
  66. 66. EMPLOYEES WELFARE MEASURESCHART:4.6 Chart showing the respondents are availed with medical insurance under employees state insurance Act of 1948. Yes No No 30% Yes 70%INFERENCE:From the above chart we can infer that 70% of employees are made availed with medicalinsurance under employee’s state insurance act 1948.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 66
  67. 67. EMPLOYEES WELFARE MEASURESTABLE 4.7Table showing satisfactory level of employees relating to safety measures adopted by thecompany. SL. NO Employees opinion No of respondents Percentage of respondents 1. Highly satisfied 03 6% 2. Satisfied 40 80% 3. Not satisfied 07 14% TOTAL 50 100%ANALYSIS:The above table depicts that 6% of employees are highly satisfied, 80% of employees aresatisfied, 14% of employees are not satisfied with the safety measures adopted by company.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 67
  68. 68. EMPLOYEES WELFARE MEASURESCHART:4.7 Chart showing satisfactory level of employees relating to safety measures adopted by the company. Highly satisfied Satisfied Not satisfied 80% 14% 6% Highly satisfied Satisfied Not satisfiedINFERENCE:From the chart we can infer those major portions of employees are satisfied with the safetymeasures adopted by company.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 68
  69. 69. EMPLOYEES WELFARE MEASURESTABLE 4.8Table showing whether the employees are trained regarding the safety measures beforeallowed to work place. SL. NO Employees opinion No of respondents Percentage of respondents 1. Yes 36 72% 2. No 14 28% TOTAL 50 100%ANALYSIS:The above table depicts that 72% employees are getting excellent training programsregarding safety measures before actually working on machines and 28% employees are notavailed with these programs.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 69
  70. 70. EMPLOYEES WELFARE MEASURESCHART:4.8 Chart showing whether the employees are trained regarding the safety measures before allowed to work place. No, 28% Yes No Yes, 72%INFERENCE:From the above table we can infer that 72% of employees are getting trained regarding safetymeasures before working on machines.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 70
  71. 71. EMPLOYEES WELFARE MEASURESTABLE:4.9Table showing the satisfactory level of employees regarding safety equipments provided tothem. SL. NO Employees opinion No of respondents Percentage of respondents 1. Highly satisfied 06 12% 2. Satisfied 32 64% 3. Not satisfied 12 24% TOTAL 50 100%ANALYSIS:The above table depicts that 12% of employees are highly satisfied, 64% are satisfied, 24%are not satisfied with the personal safety equipments provided to employees.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 71
  72. 72. EMPLOYEES WELFARE MEASURESCHART: 4.9 Chart showing the satisfactory level of employees regarding the safety equipments provided to them. Highly satisfied Satisfied Not satisfied 64% 12% 24% Highly satisfied Satisfied Not satisfiedINFERENCE:From the above chart we can infer that most of the employees are satisfied with the personalsafety equipments provided to them.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 72
  73. 73. EMPLOYEES WELFARE MEASURESTABLE: 4.10Table showing the causes for accidents at KS & DL. SL. NO Employees opinion No of respondents Percentage of respondents 1. Unsafe condition 18 36% 2. Inadequate 10 20% knowledge 3. Lack of experience 5 10% 4. Improper safety 17 34% equipments Total 50 100%ANALYSIS:The above table depicts that 36% of employees met with accidents due to unsafe condition,20% of employees met with accident due to inadequate knowledge, 10% of employee metwith an accident due to lack of experience and 34% of employee met with an accident due toimproper safety equipments.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 73
  74. 74. EMPLOYEES WELFARE MEASURESCHART:4.10 Chart showing the causes for accidents in KS & DL. unsafe condition inadequate knowledge lack of experience improper safety equipments 36% 34% 20% 10% unsafe condition inadequate knowledge lack of experience improper safety equipmentsINFERENCE:From the above table we can infer that most of the employees met with accidents due tounsafe conditions and improper safety equipments in work place. So, the company should tryto improve all the above mentioned condition for safer work place.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 74
  75. 75. EMPLOYEES WELFARE MEASURESTABLE: 4.11Table showing whether compensation is made, if employee is met with an accident. SL. NO Employees opinion No of respondents Percentage of Respondents 1. Yes 45 90% 2. No 5 10% TOTAL 50 100%ANALYSIS:The above table depicts that 90% of the employees are compensated when they are met withan accident that causes disability and 10% employees feels that they are not compensated.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 75
  76. 76. EMPLOYEES WELFARE MEASURESCHART:4.11 Chart showing whether compensation is made, if employee is met with an accident. 120% 100% Yes, 90% 80% 60% Yes No 40% 20% No, 10% 0% 0 0.5 1 1.5 2 2.5 -20%INTERENCES:From the above chart we can infer that majority of employees are compensated in case, ifthey are met with an accident.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 76
  77. 77. EMPLOYEES WELFARE MEASURESTABLE: 4.12Table showing the encouragement made by the company to its employees for furthereducation. SL. NO Employees opinion No of respondents Percentage of respondents 1. Yes 30 60% 2. No 20 40% TOTAL 50 100%ANALYSIS:The above table depicts that 60% of the employees are encouraged for their higher educationand 40% of the employees are not encouraged for their higher education.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 77
  78. 78. EMPLOYEES WELFARE MEASURESCHART:4.12 Chart showing the encouragement made by the company to its employees for further education. No, 40% Yes Yes , 60% NoINFERENCE:From the above chart we can infer that 60% of employees in the organization are encouragedwith higher education and the remaining are not encouraged. Company can encourage theremaining employees for their further education to meet the requirement of organization.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 78
  79. 79. EMPLOYEES WELFARE MEASURESTABLE: 4.13Table showing education facilities provided to employee children at KS & DL. SL. NO Employees opinion No of respondents Percentage of respondents 1. Yes 30 60% 2. No 20 40% TOTAL 50 100%ANALYSIS:The above table depicts that 60% of employees are provided with education facility and 40% feel thattheir children are not getting education facilities.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 79
  80. 80. EMPLOYEES WELFARE MEASURESCHART:4.13 Chart showing education facilities provided to employee children at KS & DL. No No, 40% Yes No Yes Yes, 60% 0% 10% 20% 30% 40% 50% 60% 70%INFERENCE:From the above chart we infer that 60% of the employees are getting education facilities andthe remaining are not getting this benefit. So company should take necessary step to provideeducation facility for employees children which would increase their loyalty towards theorganization.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 80
  81. 81. EMPLOYEES WELFARE MEASURESTABLE: 4.14Table showing the minimum wage and prompt payment are guaranteed by KS & DL. SL NO Employees No of respondents Percentage of opinion respondents 1. Yes 42 84% 2. No 8 16% TOTAL 50 100%ANALYSIS:The above table depicts that 84% of employees are guaranteed a minimum wage with promptpayment and 16% feels that they are not guaranteed a minimum wage with prompt payment.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 81
  82. 82. EMPLOYEES WELFARE MEASURESCHART:4.14 Chart showing the minimum wage and prompt payment are guaranteed by KS & DL. Yes No No 16% Yes 84%INFERENCE:From the above chart we can infer that majority of employees are made prompt payment withminimum wage.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 82
  83. 83. EMPLOYEES WELFARE MEASURESTABLE:4.15Table showing self actualization need is fulfilled through wage and salary paid. SL. NO Employees No of respondents Percentage of opinion respondents 1. Yes 18 36% 2. No 32 64% TOTAL 50 100%ANALYSIS:The above table depicts that 36%of the employees self-actualization need are fulfilled theirwage and salary and 64% of the employees are not fulfilled.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 83
  84. 84. EMPLOYEES WELFARE MEASURESCHART:4.15 Chart showing self actualisation need is fulfilled through wage and salary paid. Yes No Yes 36% No 64%INFERENCE:From the above chart we can infer that most of the employees are not fulfilled their selfactualization need through the wage and salary what they received.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 84
  85. 85. EMPLOYEES WELFARE MEASURESTABLE: 4.16Table showing employees view considered in formulation and implementation of wagepolicy. SL. NO Employees opinion No of respondents Percentage of respondents 1. Yes 41 82% 2. No 09 18% TOTAL 50 100%ANALYSIS:The above table depicts that 82% of employees views are considered in formulation andimplementation of wage policy and 18% employees views were not considered.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 85
  86. 86. EMPLOYEES WELFARE MEASURESCHART:4.16 Chart showing employees view considered in formulation and implementation of wage policy. 90% 80% Yes, 82% 70% 60% 50% 40% 30% 20% No, 18% 10% 0% Yes No Yes NoINFERENCES:From the above chart we can infer that majority of employees views are considered informulation and implementation of wage policy. This would help the organizations in longrun and also in achieving the goals of organizations.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 86
  87. 87. EMPLOYEES WELFARE MEASURESTABLE: 4.17Table showing rate of salary provided to employees during the period not worked at KS &DL. SL. NO Employees opinion No of respondents Percentage of respondents 1. Yes 36 72% 2. No 14 28% TOTAL 50 100%ANALYSIS:The above table depicts that 72% employees are provided with normal rate of salary duringthe period not worked and 28% employees feels that they are not availed with normal rate ofsalary during the period not workedSRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 87
  88. 88. EMPLOYEES WELFARE MEASURESCHART: 4.17 Chart showing rate of salary provided to the employees for the period not worked at KS & DL 80% 60% 40% 72% 20% 28% 0% Yes No Yes NoINFERENCE:From the above chart we can infer that most of the employees are provided withnormal rate of salary during the period not worked.SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 88

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