Employees satisfaction on welfare schemes @ bdcc bank project report


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Employees satisfaction on welfare schemes @ bdcc bank project report

  1. 1. Executive SummaryTitle 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 theorganization so to get a effectiveness and efficiency in productivity. Organizationhas 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 benefittowards 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 convertand 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.BABASAB PATIL 1
  3. 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.comType of sector : Co-operative Bank.Year of Establishment : 28-7-1919.No of Employees : 187Work Schedule : 10.30 to 5.30Geographical Area : 32,440 Sq.feet.BABASAB PATIL 3
  4. 4. INTRODUCTION OF BANK The Bijapur District Co-operative Bank Ltd Bijapur is registered UnderNo-2483 as co-operative society Under Indian Co-operative Societies Act 1912. The BDCC Bank opened on 28th July 1919 Late Shri Pandurang Desai wasthe founder and president. The bank has its registered office at Bijapur. In the event of any changethere 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 providecheaper 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 becomemembers 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.”BABASAB PATIL 4
  5. 5. ORGANIZATION CHART Board of Director Executives Staff Loan Building Audit Staffing Grievances Sub Sub Sub Pattern AndCommittee Committee Committee Committee DisciplinaryBABASAB PATIL 5
  6. 6. BRANCH LEVEL Manager Supervisor Clerk Cashier PeonBABASAB PATIL 6
  7. 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 SupervisionBABASAB PATIL 7
  8. 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 SectionBABASAB PATIL 8
  9. 9. OBJECTIVESThe 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, debentureBABASAB PATIL 9
  10. 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 suchBABASAB PATIL 10
  11. 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.BABASAB PATIL 11
  12. 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.BABASAB PATIL 12
  13. 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.BABASAB PATIL 13
  14. 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 primaryCo-operative Societies. 14 farmers have under gone operation.This Scheme is continued during 2004-05 and renamed as Co-operative FarmersHealth Protection Scheme. 77582 farmers members of PACS are enrolled. HealthCamps are programmed to be arranged at rural places. Separate Yashaswini Cell isopened in the bank to afford quick services to the farmers. 212 farmers haveavailed benefit so far, of which 38 are patients with heart ailments.BABASAB PATIL 14
  15. 15. Theoretical Framework In the general sense, the term “co-operation” means, the idea of “livingtogether and working together”. Co-operation is a business organization. It is theonly 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 establishedon the co-operative principles and engaged in the normal banking business ofaccepting deposits from the public for the purpose of lending and repay it ondemand or otherwise”.BABASAB PATIL 15
  16. 16. Organisational Structure of the Co-operative Credit Institutions Co-operative Credit Institution Rural Co-operative Credit Urban Co-operative Banks InstitutionShort Term Long Term Structure StructureState 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 BABASAB PATIL 16
  17. 17. Co-operative Banks: Banks established under the co-operative system are called Co-operativeBanks. These are State Co- operative Banks, Central Co- operative Banks andPrimary Co- operative Banks. SCB is an apex level bank for a state. CCBs areapex 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 creditfacilities, i.e., loans and advances to its member only. These societies are formedin large organisations or Government Departments or at certain regions. Themembers are those working in the particular organization/ region. They collectsubscriptions, deposits, etc., from members and loans from co-operative banks andextend credit facilities to its members only.Primary Agricultural Credit Society: These are similar to credit societies explained above, but these creditsocieties can extend loans to its members only for the purpose of agriculturalconnected activities.BABASAB PATIL 17
  18. 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).BABASAB PATIL 18
  19. 19. Social Security and Welfare:Social Security:- The wages provided to the employees, particularly of the lower level maynot be sufficient to meet their needs like medical, children education, maternityneeds of women employees and employee’s wives’ etc. Therefore, Governmentsof various countries insist the employers to provide the security to their employeesagainst 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 realincome or purchasing power as a way of measuring welfare in many terms.BABASAB PATIL 19
  20. 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.BABASAB PATIL 20
  21. 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.BABASAB PATIL 21
  22. 22. Types of Fringe Benefits Payment for Time Employee Safety and Welfare Old Age and not worked Security Health Recreational Retirement Facilities Benefits Hours ofHours 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 BABASAB PATIL 22
  23. 23. The Welfare Schemes of BDCC Bank Provided to All Employees is as under:Sl.No Welfare Schemes Assistance Provided1. Group Insurance Scheme(GIS) Rs.62000/-2. Family Benefit Fund Rs.20 P.M3. Medical Allowance Rs.1000 P.a4. Staff Welfare Fund Rs.20000/-5. Festival Advance Rs.2000 P.a6. Housing Loan Rs.500000 @ 12%7. Vehicle Loan 75% of the vehicle amount8. Sulab Loan Rs. 100000/- 15 times on his/her B.S and max limit is9. 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 2years13. 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 BABASAB PATIL 23
  24. 24. 5. Typing Allowance Only For Typist Rs.60 P.M Recruitment: Recruitment tends to be studied only for practioner purpose and there islittle evidence of only overarching theory. A useful definition of recruitment is: Searching for and obtaining potentialjob candidates in sufficient numbers and quality so that the organization can selectthe most appropriate people to fill its job needs.BABASAB PATIL 24
  25. 25. According to Edwin B.Flippo defined recruitment as “the process ofsearching for prospective employees and stimulating them to apply for jobs in theorganization” Selection: It can be argued that staff selection is becoming the axis on which all otherhuman resource issues turn. In this fast moving work environment the timeavailable for new employees to adapt and develop is diminishing. They areexpected to become effective almost instantly, to perform and to move on. After identifying the source of human resources, searching for prospectiveemployees and stimulating them to apply for jobs in the organization, themanagement has to perform the function of selecting the right employees at theright time. The obvious guiding policy in selection is the intention to choose thebest qualified and suitable job candidate for each unfilled job. The objective of theselection decision is to choose the individual who can most successfully performthe 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 ofpersonnel management where ‘the professional’ is inevitably challenged by ‘thelayman’, whatever the circumstances. Nevertheless, it is one of those situationswhere often a manager or supervisor has to face up to the problem of becomingtotally involved in the recruitment and selection process without quite knowinghow to tackle what is in reality a complicated task, in spite of the apparentsimplicity to the ultimate decision to be taken- ‘to hire or not to hire’.BABASAB PATIL 25
  26. 26. This is the Recruitment and Selection Process followed by the BDCCBank: 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).BABASAB PATIL 26
  27. 27. Training and Development Programmes: Training will be viewed as a short- term educational process utilizing aplanned, systematic, and organized procedure by which nonmanagerial personnelacquire the technical knowledge and skills necessary for increased effectiveness inachieving organizational goals. According to Dale S. Beach defines the training as “…. The organizedprocedure by which people learn knowledge and/or skills for a definite purpose”. Development, on the other hand , in reference to staffing and personnelmatters, will be viewed as a long term educational process utilizing a plannedsystematic procedure by which managerial personnel acquire conceptual andtheoretical the technical knowledge for enhancing general administrative abilities.Following are the some of the institutions which provide Training andDevelopment 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.BABASAB PATIL 27
  28. 28. DATA ANALYSIS AND INTERPRETATION The welfare schemes occupy an important role in boosting up the morale ofemployees at work. Providing adequate facilities will energies the workers, whichwill increase the output. In this chapter an attempt is made to analyse the opinionregarding the various facilities provided to employees. 25 (100%) employees were selected and they were asked to rate their opinionon a five point scale as Very low (1), Below average (2), Average (3), Aboveaverage (4), Very high (5).The analysis of the opinion of the employees revealedthe followingBABASAB PATIL 28
  29. 29. 1. Awareness of the different welfare schemes Table -1 Responses % of Respondents Yes 100 No 0 Graph-1 Yes NOFrom this graph, it can be seen that the sample size (25 employees) is aware of differentwelfare schemes provided by Bank.BABASAB PATIL 29
  30. 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 Allowance3. About Welfare Schemes Table -3Score 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo of respondents 10 4 8 2 1 25% of respondents 37.6 17.2 32.3 9.7 3.2 100%BABASAB PATIL 30
  31. 31. Graph-3 Very high Above average Average Below average Very lowFrom this graph, it can be understood that the welfare schemes of BDCC Bankemployees 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 GISScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo of respondents 7 6 6 2 2 23% of respondents 30.1 23.7 22.6 9.7 7.53 93.63BABASAB PATIL 31
  32. 32. Graph-4.1 GIS Very high Above average Average Below average Very lowIn this analysis 30.1% of respondents responded as very high, 22.6% as average and7.53% as very low. Table-4.2 Family Benefit FundScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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 FundBABASAB PATIL 32
  33. 33. Very high Above average Average Below average Very lowFrom 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 AllowanceScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo of respondents 4 3 12 4 2 25% of respondents 16.1 12.9 46.2 15 8.6 100 Graph 4.3 Medical AllowanceBABASAB PATIL 33
  34. 34. Very high Above average Average Below average Very lowFrom this graph, it is clear that 16.1% of respondents responded as very high,46.2% as average and 8.6% as very low.BABASAB PATIL 34
  35. 35. Table-4.4 Staff Welfare FundScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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 lowIn this analysis 12.9% of respondents responded as very high, 37.6% as average and11.8% as very low. Table-4.5 Ex-Gratia / BonusBABASAB PATIL 35
  36. 36. Score 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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 lowFrom 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 HRAScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo of respondents 6 4 11 1 2 24BABASAB PATIL 36
  37. 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 lowIn this analysis 25.8% of respondents responded as very high, 43% as average and 7.53%as very low.BABASAB PATIL 37
  38. 38. Table-4.7 Provident FundScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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 lowFrom this graph, it is concluded that 33.3% of respondents responded as very high,24.7% % as average and 7.53% as very low.BABASAB PATIL 38
  39. 39. Table-4.8 Retirement BenefitsScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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 lowFrom 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 AdvanceBABASAB PATIL 39
  40. 40. Score 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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 lowIn 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 100BABASAB PATIL 40
  41. 41. Graph-5 Yes NOFrom this graph, it is clear that 40.8% of employees want the welfare schemesSuch as given below:BABASAB PATIL 41
  42. 42. Sl. No Schemes1. LIC(Life Insurance Corporation)2. LTC(Leave Travel Concession)3. Pension Benefit4. Tuition fees for children5. 75% of Hospital bill6. Over time duty facility7. Quarters8. Food grain advance9. Group Insurance10. Aminity11. KGID (Karnataka Government Insurance Dept.)12. Computerisation13. All medical facility 6. How do you rate the following facilities? Table-6.1 Leave FacilitiesScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo of respondents 7 7 7 1 3 25% of respondents 27.9 27.9 29 3.2 10.7 98.7BABASAB PATIL 42
  43. 43. Graph-6.1 Leave Facilities Very high Above average Average Below average Very lowFrom this graph, it is clear that 27.9% of respondents responded as very high, 29%as average and 10.7% as very low.BABASAB PATIL 43
  44. 44. Table-6.2 Training FacilityScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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 lowFrom 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 FacilitiesBABASAB PATIL 44
  45. 45. Score 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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% asaverage and 7.5% as very low. Table-6.4 Health and safetyScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowBABASAB PATIL 45
  46. 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 FacilityScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo of respondents 1 3 9 5 4 22% of respondents 5.38 12.9 33.3 19.4 18.3 89.28BABASAB PATIL 46
  47. 47. Graph-6.5 Sitting Facility Very high Above average Average Below average Very lowIn this analysis, 5.38% of respondents responded as very high, 33.3% as averageand 18.3% as very low. Table-6.6 Canteen FacilityScore 5 4 3 2 1 TotalDegree Very Above Average Blow Very High Average Average LowNo 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 FacilityBABASAB PATIL 47
  48. 48. Very high Above average Average Below average Very lowFrom 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 urinalfacility? Table-7Degree Agree Average Disagree TotalNo of respondents 8 15 2 25% of respondents 32.3 60.2 7.5 100 Graph-7BABASAB PATIL 48
  49. 49. Agree Average DisagreeIn this analysis, 7.5% of respondents responded as disagree, 60.2% as average and32.3% as agree.BABASAB PATIL 49
  50. 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 butfew of the employees want the working hours to be 10.30am to 5.30pm andattenders need Sunday holiday.BABASAB PATIL 50
  51. 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 NOFor the awareness of the welfare schemes of employees towards Commercial Bankonly 21.5% are aware and 78.5% are not aware of the schemes.The following are the schemes which Bijapur DCC bank are aware ofCommercial BankBABASAB PATIL 51
  52. 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 Allowance10. 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-10BABASAB PATIL 52
  53. 53. Yes NOIn this analysis, 71% of employees’ response is No and 29% of the employees isYes 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 essentialbecause they have to compete with commercial and urban banks. So as soon aspossible introduce computers and give training about computer to staff to worksmoothly.BABASAB PATIL 53
  54. 54. Summary, Findings and SuggestionsSummary: Employee measures occupy an important role in the development ofan organization. A satisfied employee force is an asset for every organization.Mere wage payment alone will not be sufficient to satisfy the workers. Provisionof adequate benefits will build up a strong and satisfied work force. The health ofBABASAB PATIL 54
  55. 55. an Organization always depends on a strong and satisfied labor force. In thepresent study, an attempt is made to examine the various employee welfareschemes or measures adapted by the “Bijapur DCC Bank” and the effectiveness ofsuch measures on the labor force of the organization. Findings Based on questionnaire, personal interview and observation, the following findings have been made.BABASAB PATIL 55
  56. 56. BABASAB PATIL 56
  57. 57. SuggestionsBased on the findings the following suggestions have been given to improve thesituation 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.BABASAB PATIL 57
  58. 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.BABASAB PATIL 58
  59. 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.BABASAB PATIL 59
  60. 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.BABASAB PATIL 60