Employees satisfaction on welfare schemes @ bdcc bank project report

1. Executive Summary
Title of the project:-
“Employees Satisfaction on Welfare Schemes at BDCC Bank”
Statement of the problem:-
This particular topic is chosen because employees are the bone of the
organization so to get a effectiveness and efficiency in productivity. Organization
has to motivate the employee through welfare scheme.
Purpose of the study:-
Project is on the study of welfare schemes so in turn the point of benefit
towards the employees and the system that will provide benefit to the organization.
Scope of the study:-
This project helps in collecting the necessary data which will in turn convert
and provide facilities to employees.
Objectives of the study:-
 To study the organization.
 To examine the various employee welfare schemes at BDCC bank.
 To identify employee satisfaction towards welfare schemes which provided
by BDCC bank.
 To provide better effective efficient health of the organization.
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2. THE BIJAPUR DISTRICT CENTRAL CO-OP BANK LTD,
BIJAPUR.
PERFORMANCE AWARD
1999-2000
NATIONAL AGRICULTURE AND RURAL DEVELOPMENT BANK
(NABARD)
GIVEN SECOND PRIZE TO BIJAPUR DCC BANK LTD. BIJAPUR.
FOR IT’S REMARKABLE PERFORMANCE IN ALL DISTRICTS
CENTRAL CO OPERATIVE BANKS. IN INDIA FOR THE YEAR 1999-2000.
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3. A Brief Description of the Organization Profile:
Name of the organization: The Bijapur District Central Co-operative Bank
Ltd., Bijapur.
Address : Kittur Channamma Nagar,
Solapur Road,
BIJAPUR.
Phone : (08352)265418, 265419,263642.
Fax : 08352-265473.
E-mail : bjpdcc@yahoo.com
Type of sector : Co-operative Bank.
Year of Establishment : 28-7-1919.
No of Employees : 187
Work Schedule : 10.30 to 5.30
Geographical Area : 32,440 Sq.feet.
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4. INTRODUCTION OF BANK
The Bijapur District Co-operative Bank Ltd Bijapur is registered Under
No-2483 as co-operative society Under Indian Co-operative Societies Act 1912.
The BDCC Bank opened on 28th July 1919 Late Shri Pandurang Desai was
the founder and president.
The bank has its registered office at Bijapur. In the event of any change
there of, a notice of such change be given to the Registrar of Karnataka Co-
operative Societies with in thirty (30) days.
The main objective of the bank is to assist the rural co-operative to provide
cheaper finance to agriculture.
1366 Variety of co-operative societies have got membership with the bank.
Bank is accepting membership from 1919, Till date 7382 Customers become
members of the Bank.
Mission of Bijapur DCC Bank
“To strive for socio-economic Development of the District by
providing efficient financial services for Agricultural and Non-
Agricultural activities based on Co-operative Principles.”
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5. ORGANIZATION CHART
Board of Director
Executives
Staff
Loan Building Audit Staffing
Grievances
Sub Sub Sub Pattern
And
Committee Committee Committee Committee
Disciplinary
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6. BRANCH LEVEL
Manager
Supervisor
Clerk
Cashier
Peon
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7. ADMINISTRATION
Managing Director
General
General Manager Manager
(Adm) (Banking)
Deputy
Deputy Deputy Deputy General
Deputy Manager
General General General
General Accounting
Manager Manager Manager
Manager & Operations
Planning Administration Loan
Inspection & & & Management
& Audit Development Establishment Supervision
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8. SECTIONS IN BANK:
The following are different sections
 Administration and Establishment Section
 Planning and Development Section
 Loans and Supervision Section
 Accounts and Operation Section
 Inspection and Audit Section
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9. OBJECTIVES
The following are the objectives of the bank
 To finance co-operative societies registered and deemed to have been
registered under the co-operative societies Act which are affiliated to the
Bank.
 To finance directly individual agriculturists in the area of operation of such
societies which are dormant or where due to any reason issue or recovery of
loans and advances have come to a stand still and cultivator member of
societies are deprived of agricultural finance, by admitting them as nominal
member of the Bank subject to the subsidiary rules framed and approved by
the Register.
 To raise funds for the purpose of financing co-operative societies,
individuals and other and generally to carry on Banking business.
 To develop assist and co-ordinate the work of affiliated societies.
 To arrange for the supervision and inspection of affiliated societies.
 To open branches, pay offices and extension counter and suitable center and
frame rules for their conduct and working and transact any type of banking
business on behalf of other banks and societies registered under any Act
with the previous approval of the Register.
 To Purchase, sell, transfer, endorse, pledge Government promissory notes,
bonds, securities, Municipal, Zilla Parishat and port trust Bonds, debenture
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10. guaranteed by government for the legitimate investment of the surplus
funds of the bank or on behalf of it’s member or depositors without
incurring any financial responsibility and to do all things incidental to such
business.
 To make direct advances to individuals, proprietary concerns, partnership
firms, societies registered under the societies Registration Act 1960,
companies, corporate Bodies, statutory organizations for various approved
purposes permitted under the Bye laws by admitting them as normal
members and subject to the rules framed by the Boards and approved by the
Registrar.
 To make advances to individuals on the pledge of valuables/ approved
securities subject to the rules framed by the Board and approved by the
Registrar.
 To deploy the resources of the Bank in profitable avenues subject to rules
framed by Board and approved by the Registrar.
 To provide finance to Co-operative Societies, Societies Registered under
the Societies Registration Act,1960, Companies, Corporate Bodies and
Statutory Organisations under consortium arrangement in association with
other Financing Institutions, with the approval of the
Registrar/NABARD/other Competent Authorities as the case may be.
 To do ordinary banking business for properly utilizing surplus funds at the
disposal of the Bank provided this business is carried on only for such
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11. period and under such conditions as the Registrar Shall prescribe in each
case;
 To undertake liquidation work of affiliated societies indebted to the Bank
on conditions laid down by the Registrar with a view to facilitate recoveries
from the affiliated societies.
 To maintain a library of Co-operative literatures and laboratories.
 To establish or to support or to aid in the establishment and support of funds
calculated to benefit Banks employees and or dependants of such
employees provided that the Rules regarding the rates of contributions
payable both by the Bank and its employees and the Rules regarding
administration thereof are first approved by the Registrar.
 To receive for safe custody securities and ornaments.
 To draw, accept, endorse, negotiable and sell bills of exchange and other
negotiable instruments in accordance with the rules that shall be framed by
the Board for the purpose.
 To undertake and to support research in co-operation and to undertake
research activities in agriculture to enhance agricultural productivity ;
subject to rules to be framed by the Boards.
 To arrange for the study tours subject to approval of the Registrar for
studying Banking and co-operative Development in general and with
special reference to promote co-operative activities in the district.
 To open Banking Accounts.
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12.  To carry on the general business of banking not repugnant to the provisions
of the co-operative societies Act and Rules framed there under.
 To provide safe Deposit vaults.
 Carrying on and transacting every kind of guarantee and indemnity
business.
 Managing, selling, and realizing any property which may come into the
possession of the bank in satisfying or in part satisfaction of any of its
claims.
 To make advances to the employees of the Bank who are admitted as
Nominal members of the Bank.
 To implement the economic policies as envisaged by the government from
time to time.
 To do such other work as will be conducive or incidental to the above
objects and will generally promote the cause of co-operation.
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13. Achievements
The Bank has achieved the following milestones:
 In the year 2003, owned funds is 3937.92 lakhs and in 2005 it is 5184.87
lakhs and in this year 2006 it is increased of Rs.509.59 lakhs i.e., 5694.46
lakhs.
 The bank has mobalised Rs.2356.91 lakh as additional deposits during the
year 2005-06.
 Borrowings from 22.97% of the working funds. The bank has utilized the
borrowings judiciously and repaid in time to the Apex Bank and never
became defaulter.
 In this year 2006, working funds is increased of 7.66% compare to last year
2005.
 The Bank has achieved recovery at 83.24% and 83.51% in respect of Agril.
And Non-Agril. loans during 2005-06 up to march-2006. Further it is aimed
to achieve 95% recovery by end of 2005-06 that is june-2006.
 The net profit for 2005-06 is Rs. 1528.86 Lakhs last year is Rs. 364.39
lakhs.
 With the introduction of BDP, business in societies has improved
considerably and becoming self sufficient. Now societies have deposit of
Rs.34.18 crores as on 31-3-2005. The PACS are earning the profit and
declaring the maximum dividend.
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14.  KISAN CREDIT CARD Scheme has been implemented very effectively. The
bank has issued kisan Credit Cards to 20177 farmers newly during 2005-06.
 YASHASWINI
Co-operative Farmers Health Schemes is implemented in 2003.
57260 farmers have been enrolled of which 55273 farmers are through primary
Co-operative Societies. 14 farmers have under gone operation.
This Scheme is continued during 2004-05 and renamed as Co-operative Farmers
Health Protection Scheme. 77582 farmers members of PACS are enrolled. Health
Camps are programmed to be arranged at rural places. Separate Yashaswini Cell is
opened in the bank to afford quick services to the farmers. 212 farmers have
availed benefit so far, of which 38 are patients with heart ailments.
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15. Theoretical Framework
In the general sense, the term “co-operation” means, the idea of “living
together and working together”. Co-operation is a business organization. It is the
only system of voluntary organization suitable for poorer people. In this system,
the persons voluntarily associate together as human beings on a basis of equality,
for the promotion of their economic interests.
Thus, the Co-operative Bank can be defined as, “an institution established
on the co-operative principles and engaged in the normal banking business of
accepting deposits from the public for the purpose of lending and repay it on
demand or otherwise”.
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16. Organisational Structure of the Co-operative Credit Institutions
Co-operative Credit Institution
Rural Co-operative Credit Urban Co-operative Banks
Institution
Short Term Long Term
Structure Structure
State District Central Primary
Co-operative Co-operative Agricultural Credit
Banks Banks Societies
State Co-operative Primary Co-operative
Agriculture Rural Agriculture Rural
Development Banks Development Banks
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17. Co-operative Banks:
Banks established under the co-operative system are called Co-operative
Banks. These are State Co- operative Banks, Central Co- operative Banks and
Primary Co- operative Banks. SCB is an apex level bank for a state. CCBs are
apex level banks for each district. Primary Co- operative Banks are rural or Semi-
Urban Level Co- operative Banks.
Co-operative Credit Societies:
These are financial institutions whose primary objects are to provide credit
facilities, i.e., loans and advances to its member only. These societies are formed
in large organisations or Government Departments or at certain regions. The
members are those working in the particular organization/ region. They collect
subscriptions, deposits, etc., from members and loans from co-operative banks and
extend credit facilities to its members only.
Primary Agricultural Credit Society:
These are similar to credit societies explained above, but these credit
societies can extend loans to its members only for the purpose of agricultural
connected activities.
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18. Types of Co-operative Banks in India:
 Urban Co-operative Banks.
 State Co-operative Banks (StCBs).
 District Central Co-operative Banks (CCBs).
 State Co-operative Agriculture and Rural Development Banks (SCARDBs).
 Primary Co-operative Agriculture and Rural Development Banks
(PCARDBs).
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19. Social Security and Welfare:
Social Security:-
The wages provided to the employees, particularly of the lower level may
not be sufficient to meet their needs like medical, children education, maternity
needs of women employees and employee’s wives’ etc. Therefore, Governments
of various countries insist the employers to provide the security to their employees
against the social evils.
Welfare:-
Welfare has four primary meanings:
 Welfare, in general terms, refers simply to quality of life.
 Welfare (financial aid), financial assistance paid by the govt.
 Welfare (economics), in economics, associated with material benefit or
preferred outcomes.
 Social welfare, in social policy, refers to the range of services intended to
meet people’s needs.
Welfare is the ‘enjoyment’ that consumers gain from their consumption.
While welfare cannot be measured directly, economists often use a measure of real
income or purchasing power as a way of measuring welfare in many terms.
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20. Objectives of social security and welfare programmes:
The important objectives of fringe benefits are:
1) To create and improve sound industrial relations.
2) To boost up employee morale.
3) To motivate the employees by identifying an satisfying their unsatisfied
needs.
4) To provide qualitative work environment and work life.
5) To provide security to the employees against social risks like old age
benefits and maternity benefits.
6) To provide the health of the employees and to provide safety to the
employees against accidents.
7) To promote employee’s welfare by providing welfare measures like
recreation facilities.
8) To create a sense of belongingness among employees and to retain them.
Hence, fringe benefits are called golden hand-cuffs.
9) To meet requirements of various legislations relating to fringe benefits.
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21. Types of social security and welfare program:
Organisations provide a variety of fringe benefits. Dale Yoder and Paul D.
Standohart classified the fringe benefits under four heads as given here under:
1. For Employment Security: Benefits under this head include unemployment
insurance, technological adjustment pay leave travel pay, overtime pay, leave
for negotiation, leave for maternity, leave for grievances, holidays, cost of
living bonus, call-back pay, lay-off pay, retiring rooms, jobs to the
sons/daughters of the employees and the like.
2. For Health Protection: Benefits under this head include accident insurance,
disability insurance, health insurance, hospitalisation, life insurance, medical
care, sick benefits, sick leave etc.
3. For old Age and Retirement: Benefits under this category include: defferd
income plans, pension, gratuity, provided fund, old age assistance, old age
counseling, medical benefits for retired employees, traveling concession to
retired employees, jobs to the sons/daughters of the deceased employee and the
like.
4. For Personnel Identification, Participation and Stimulation: This
category covers the following benefits: anniversary awards, attendance bonus,
canteen, cooperative credit societies, educational facilities, beauty parlour
services, housing, income tax aid, counselling, quality bonus, recreational
programmes, stress counselling, safety measures etc.
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22. Types of Fringe Benefits
Payment for Time Employee Safety and Welfare Old Age and
not worked Security Health Recreational Retirement
Facilities Benefits
Hours of
Hours WorkPaid Shift Holiday Paid
of Work Holiday Premium Pay Vacation
s
Retrenchment Lay-off
Compensation Compensation
Safety Workmen’s Health
Measures Compensation Benefits
Employee Welfare Holiday Educatio-
Paid
Canteens Consu- Shift Holiday Paid
Homes nal
Hours mer Credit
Holiday Premium Pay Vacation Counsell- Organi-
Housing Legal Aid Facilites
of Work Societi- Societies
s ing sation
es
Transport- Parties and Miscell-
ation Picnic aneous
Provident Deposit Medical
Gratuity Pension
Fund Linked Benefit
Insurance
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23. The Welfare Schemes of BDCC Bank Provided to All Employees is as
under:
Sl.No Welfare Schemes Assistance Provided
1. Group Insurance Scheme(GIS) Rs.62000/-
2. Family Benefit Fund Rs.20 P.M
3. Medical Allowance Rs.1000 P.a
4. Staff Welfare Fund Rs.20000/-
5. Festival Advance Rs.2000 P.a
6. Housing Loan Rs.500000 @ 12%
7. Vehicle Loan 75% of the vehicle amount
8. Sulab Loan Rs. 100000/-
15 times on his/her B.S and max limit is
9. Employee Co-operative Credit Society
Rs.100000/-.
10. Salary Earners Loan Rs.50000@12%.
11. Providend Fund B.S + D.A= ……… @12%.
12 Encashment of Earn Leave in Service Once in a 2years
13. Encashment of Earn Leave after Retirement Maximum 240 days.
14. Closing Allowance Rs.200P.a @ the year end.
15. Gratuity/Retirement Benefit Maximum limit is Rs.350000/-
These are the schemes provided to only specific employee as follow:
Sl.No. Welfare Schemes Post Amount
1. Washing Allowance Drivers and Peons Rs.50 P.M
2. Cycle Allowance Only One Peons Rs.50 P.M
3. Key Allowance Manager and Cashier Per Branch. Rs.75 P.M
4. Cashier Allowance Only For Cashier Rs.150 P.M
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24. 5. Typing Allowance Only For Typist Rs.60 P.M
Recruitment:
Recruitment tends to be studied only for practioner purpose and there is
little evidence of only overarching theory.
A useful definition of recruitment is: Searching for and obtaining potential
job candidates in sufficient numbers and quality so that the organization can select
the most appropriate people to fill its job needs.
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25. According to Edwin B.Flippo defined recruitment as “the process of
searching for prospective employees and stimulating them to apply for jobs in the
organization”
Selection:
It can be argued that staff selection is becoming the axis on which all other
human resource issues turn. In this fast moving work environment the time
available for new employees to adapt and develop is diminishing. They are
expected to become effective almost instantly, to perform and to move on.
After identifying the source of human resources, searching for prospective
employees and stimulating them to apply for jobs in the organization, the
management has to perform the function of selecting the right employees at the
right time. The obvious guiding policy in selection is the intention to choose the
best qualified and suitable job candidate for each unfilled job. The objective of the
selection decision is to choose the individual who can most successfully perform
the job from the pool of qualified candidates.
No matter what has been written or said about recruitment and selection,
everyone believes that he is an expert in this field. It is probably the one area of
personnel management where ‘the professional’ is inevitably challenged by ‘the
layman’, whatever the circumstances. Nevertheless, it is one of those situations
where often a manager or supervisor has to face up to the problem of becoming
totally involved in the recruitment and selection process without quite knowing
how to tackle what is in reality a complicated task, in spite of the apparent
simplicity to the ultimate decision to be taken- ‘to hire or not to hire’.
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26. This is the Recruitment and Selection Process followed by the BDCC
Bank:
Government Approval
Roster System
Advertisement in paper about Application Form
Scrutining the Application Form
Degree and Age wise
Cast wise
Personal Interview in the form of 1:5 on Merit
Marks Obtained in Qualifying Exam shall be reduced to 85marks and the
Interview shall carry15marks (Total 100).
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27. Training and Development Programmes:
Training will be viewed as a short- term educational process utilizing a
planned, systematic, and organized procedure by which nonmanagerial personnel
acquire the technical knowledge and skills necessary for increased effectiveness in
achieving organizational goals.
According to Dale S. Beach defines the training as “…. The organized
procedure by which people learn knowledge and/or skills for a definite purpose”.
Development, on the other hand , in reference to staffing and personnel
matters, will be viewed as a long term educational process utilizing a planned
systematic procedure by which managerial personnel acquire conceptual and
theoretical the technical knowledge for enhancing general administrative abilities.
Following are the some of the institutions which provide Training and
Development Programmes to employees of BDCC Bank:
1) Bijapur District Central Co-operative Bank Ltd, Bijapur.
2) Agricultural Co-operative Staff Training Institute, Banglore.
3) Regional Training College NABARD, Mangalore.
4) Reserve Bank of India, Pune.
5) Vaikunth Mehta National Institute of Co-operative Management, Pune.
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28. DATA ANALYSIS AND INTERPRETATION
The welfare schemes occupy an important role in boosting up the morale of
employees at work. Providing adequate facilities will energies the workers, which
will increase the output. In this chapter an attempt is made to analyse the opinion
regarding the various facilities provided to employees.
25 (100%) employees were selected and they were asked to rate their opinion
on a five point scale as Very low (1), Below average (2), Average (3), Above
average (4), Very high (5).The analysis of the opinion of the employees revealed
the following
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29. 1. Awareness of the different welfare schemes
Table -1
Responses % of Respondents
Yes 100
No 0
Graph-1
Yes
NO
From this graph, it can be seen that the sample size (25 employees) is aware of different
welfare schemes provided by Bank.
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30. 2. Following are the different welfare schemes which the employees are
aware
Table-2
Sl.No Welfare Schemes
1. Medical Allowance
2. Festival Advance
3. Ex- Gratia/ Bonus
4. Providend Fund
5. Family Benefit Fund
6. HRA (House Rent Allowance)
7. Leave Facility
8. GIS (Group Insurance Scheme)
9. Staff Welfare Fund
10. Gratuity
11. GSLIS (Group Savings Linked Insurance Scheme)
12. TA DA
13. Retirement Benefit
14. LIC (Life Insurance Scheme)
15. Typing Allowance
16. Bicycle Allowance
17. GLIS (Group Linked Insurance Scheme)
18. GPF (General Provident Fund)
19. Entertainment Allowance
20. Training Facility
21. Sitting Facility
22. Washing Allowance
23. Closing Allowance
24. Key Allowance
25. Cash Allowance
3. About Welfare Schemes
Table -3
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 10 4 8 2 1 25
% of respondents 37.6 17.2 32.3 9.7 3.2 100%
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31. Graph-3
Very high
Above average
Average
Below average
Very low
From this graph, it can be understood that the welfare schemes of BDCC Bank
employees says that 37.6% is very high, 32.3% average and 3.2% as Very low.
4. Welfare Schemes provided by Bank
Table 4.1
GIS
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 7 6 6 2 2 23
% of respondents 30.1 23.7 22.6 9.7 7.53 93.63
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32. Graph-4.1
GIS
Very high
Above average
Average
Below average
Very low
In this analysis 30.1% of respondents responded as very high, 22.6% as average and
7.53% as very low.
Table-4.2
Family Benefit Fund
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 4 6 8 2 3 23
% of respondents 16.1 25.8 33.3 6.45 10.7 92.35
Graph-4.2
Family Benefit Fund
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33. Very high
Above average
Average
Below average
Very low
From this graph, it is clear that 16.1% of respondents responded as very high,
33.3% as average and 10.7% as very low.
Table 4.3
Medical Allowance
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 4 3 12 4 2 25
% of respondents 16.1 12.9 46.2 15 8.6 100
Graph 4.3
Medical Allowance
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34. Very high
Above average
Average
Below average
Very low
From this graph, it is clear that 16.1% of respondents responded as very high,
46.2% as average and 8.6% as very low.
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35. Table-4.4
Staff Welfare Fund
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 3 5 9 3 3 23
% of respondents 12.9 18.3 37.6 11.8 11.8 92.4
Graph-4.4
Staff Welfare Fund
Very high
Above average
Average
Below average
Very low
In this analysis 12.9% of respondents responded as very high, 37.6% as average and
11.8% as very low.
Table-4.5
Ex-Gratia / Bonus
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36. Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 14 4 4 1 2 25
% of respondents 56.9 16.1 17.2 3.2 6.45 99.85
Graph-4.5
Ex-Gratia/Bonus
Very high
Above average
Average
Below average
Very low
From this graph, it is concluded that 56.9% of respondents responded as very high,
17.2% % as average and 6.45% as very low.
Table-4.6
HRA
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 6 4 11 1 2 24
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37. % of respondents 25.8 15 43 5.38 7.53 96.7
Graph-4.6
HRA
Very high
Above average
Average
Below average
Very low
In this analysis 25.8% of respondents responded as very high, 43% as average and 7.53%
as very low.
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38. Table-4.7
Provident Fund
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 8 4 6 4 2 24
% of respondents 33.3 16.1 24.7 16.1 7.53 97.73
Graph-4.7
Provident Fund
Very high
Above average
Average
Below average
Very low
From this graph, it is concluded that 33.3% of respondents responded as very high,
24.7% % as average and 7.53% as very low.
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39. Table-4.8
Retirement Benefits
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 9 6 5 1 3 24
% of respondents 36.6 22.6 18.3 5.38 12.9 95.78
Graph-4.8
Retirement Benefits
Very high
Above average
Average
Below average
Very low
From this graph, it is concluded that 36.6% of respondents responded as very high,
18.3% as average and 12.9% as very low.
Table-4.9
Festival Advance
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40. Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 6 4 9 3 2 24
% of respondents 22.6 16.1 39.8 10.7 8.6 97.8
Graph-4.9
Festival Advance
Very high
Above average
Average
Below average
Very low
In this analysis 22.6% of respondents responded as very high, 39.8% as average and 8.6%
as very low.
5. Do you need any other welfare schemes?
Table-5
Degree Yes No Total
No of respondents 10 15 25
% of respondents 40.9 59.1 100
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41. Graph-5
Yes
NO
From this graph, it is clear that 40.8% of employees want the welfare schemes
Such as given below:
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42. Sl. No Schemes
1. LIC(Life Insurance Corporation)
2. LTC(Leave Travel Concession)
3. Pension Benefit
4. Tuition fees for children
5. 75% of Hospital bill
6. Over time duty facility
7. Quarters
8. Food grain advance
9. Group Insurance
10. Aminity
11. KGID (Karnataka Government Insurance Dept.)
12. Computerisation
13. All medical facility
6. How do you rate the following facilities?
Table-6.1
Leave Facilities
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 7 7 7 1 3 25
% of respondents 27.9 27.9 29 3.2 10.7 98.7
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43. Graph-6.1
Leave Facilities
Very high
Above average
Average
Below average
Very low
From this graph, it is clear that 27.9% of respondents responded as very high, 29%
as average and 10.7% as very low.
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44. Table-6.2
Training Facility
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 6 7 9 1 2 25
% of respondents 22.6 26.8 37.6 5.38 7.53 100
Graph-6.2
Training Facility
Very high
Above average
Average
Below average
Very low
From this graph, it is concluded that 22.6% of respondents responded as very high,
37.6% as average and 7.53% as very low.
Table-6.3
Medical Facilities
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45. Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 3 4 11 5 2 25
% of respondents 11.8 18.3 43 19.4 7.5 100
Graph-6.3
Medical Facilities
Very high
Above average
Average
Below average
Very low
In this analysis, 11.8% of respondents responded as very high, 43% as
average and 7.5% as very low.
Table-6.4
Health and safety
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
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46. No of respondents 2 2 3 3 13 23
% of respondents 8.6 7.53 11.8 10.7 51.6 90.23
Graph-6.4
Health and safety
Very high
Above average
Average
Below average
Very low
From this graph, it is clear that 8.6% of respondents responded as very high,
11.8% as average and 51.6% as very low.
Table-6.5
Sitting Facility
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 1 3 9 5 4 22
% of respondents 5.38 12.9 33.3 19.4 18.3 89.28
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47. Graph-6.5
Sitting Facility
Very high
Above average
Average
Below average
Very low
In this analysis, 5.38% of respondents responded as very high, 33.3% as average
and 18.3% as very low.
Table-6.6
Canteen Facility
Score 5 4 3 2 1 Total
Degree Very Above Average Blow Very
High Average Average Low
No of respondents 1 2 3 2 15 23
% of respondents 5.38 8.6 11.8 6.45 58.1 90.33
Graph-6.6
Canteen Facility
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48. Very high
Above average
Average
Below average
Very low
From this graph, it is concluded that 5.38% of respondents responded as very high,
11.8% as average and 58.1% as very low.
7. Is there cool drinking water and water in the latrine and urinal
facility?
Table-7
Degree Agree Average Disagree Total
No of respondents 8 15 2 25
% of respondents 32.3 60.2 7.5 100
Graph-7
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49. Agree
Average
Disagree
In this analysis, 7.5% of respondents responded as disagree, 60.2% as average and
32.3% as agree.
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50. 8. The opinion regarding the working conditions and hours of the Bank
The working conditions and hours of the Bank are satisfactory and good but
few of the employees want the working hours to be 10.30am to 5.30pm and
attenders need Sunday holiday.
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51. 9. Awareness of welfare schemes of Commercial Bank
Table-9
Degree Yes No Total
No of respondents 5 20 25
% of respondents 21.5 78.5 100
Graph-9
Yes
NO
For the awareness of the welfare schemes of employees towards Commercial Bank
only 21.5% are aware and 78.5% are not aware of the schemes.
The following are the schemes which Bijapur DCC bank are aware of
Commercial Bank
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52. Sl.No Welfare Schemes
1. Medical Facility
2. Tour Facility
3. Retirement Benefits
4. LTC( leave traveling concession)
5. Staff Welfare Fund
6. Family Benefit Fund
7. Conveyance Allowance
8. Free Quarter Facility
9. Overtime Allowance
10. Ladies Room
11. Tuition Fees
12. Lunch Expenses
13. Transfer once in a three year
14. Special Allowance
15. Free Car Allowance
16. Bonus
17. Leave Surrender
18. In charge Allowance
19. CAIIB(Certificate of Administration and
Indian Institute of Banking)
20. Entertainment Allowance
10. Will you join Commercial Bank purely for Welfare Schemes?
Table-10
Degree Yes No Total
No of respondents 7 18 25
% of respondents 29 71 100
Graph-10
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53. Yes
NO
In this analysis, 71% of employees’ response is No and 29% of the employees is
Yes so it shows that the employees of the BDCC Bank are loyal.
11. Suggestion for BDCC Bank
It is commendable but computerization in the Bank is very essential
because they have to compete with commercial and urban banks. So as soon as
possible introduce computers and give training about computer to staff to work
smoothly.
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54. Summary, Findings and Suggestions
Summary:
Employee measures occupy an important role in the development of
an organization. A satisfied employee force is an asset for every organization.
Mere wage payment alone will not be sufficient to satisfy the workers. Provision
of adequate benefits will build up a strong and satisfied work force. The health of
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55. an Organization always depends on a strong and satisfied labor force. In the
present study, an attempt is made to examine the various employee welfare
schemes or measures adapted by the “Bijapur DCC Bank” and the effectiveness of
such measures on the labor force of the organization.
Findings
Based on questionnaire, personal interview and observation, the following
findings have been made.
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56. BABASAB PATIL 56

57. Suggestions
Based on the findings the following suggestions have been given to improve the
situation of employee welfare schemes
1. By observation and personal interview we come to know 100% of
employees mentioned the schemes which they are aware but they don’t
know all the schemes which Bank is providing to them. So the employees
should be made aware of the schemes provided by the bank.
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58. 2. The welfare schemes should be maximized to satisfy the employees because
only 37.6% of employees says welfare schemes of BDCC Bank is very
high.
3. The amount of GIS should be increased because only 30.1% of employee
says very high and 22.6% as average.
4. The staff welfare fund should be maximized for the benefit of the
employees.
5. Festival advance should be given to employees without deducted the money
from his/her salary.
6. The health of the organization always depends upon the satisfied labour
force so provide the welfare schemes to satisfy the employees.
7. Increase the leave facilities and external training should be provided to the
workers with qualified training experts to handle the competitive era and
specially about the computers.
8. Medical facilities and sitting facilities in all the branches should be
improved for the benefit of the employees and as well as to the
organization.
9. Canteen facility should be provided in all the branches for the convenient of
the employees.
10. Provide cool drinking water and water in the latrine and urinal facility in all
branches and especially in sindagi branch.
11. For the knowledge of the employees make them aware of welfare schemes
of Commercial Bank because only 21.5% are aware.
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59. The working condition is commendable but the working hours should
be maintained from 10.30am to 5.30pm. The work should be extracted as per
the job chart to the employees.
Conclusions
The worker should be given fair wages, incentives which will
encourage them to work hard. There exists a good relationship between the
workers and the management.
The worker should be motivated to work by creating in them sense
of belonging. They will work with pleasure and their productivity will be
increased.
The Bijapur DCC Bank employees are aware of welfare schemes
and they are satisfied with the Bonus/ Ex-Gratia provide by the Bank.
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60. Attaching at most importance to Agri Sector, the bank is striving
hard for the development of other fields and marching a head to achieve the set
goal.
The financial position of the bank is sound and is running under
Audit Class “A” since 1993 so to maintain this and to increase the profit of the
Bank satisfy the employee by providing the welfare schemes. employees are
satisfied from the welfare schemes provided by Bijapur District Central Co-
operative Bank Ltd, Bijapur. But DCC should concentrate more on welfare
schemes in order increase the productivity and satisfaction level of employees.
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