employee welfare at mysore sandals

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DCSMAT SCHOOL OF MEDIA AND BUSINESS
A PROJECT REPORT
ON
― A STUDY OF EMPLOYEE WELFARE MEASURES AT KS & DL‖
AT
KS & DL
Submitted in partial fulfillment of the requirements for
the award of the degree of
POSTGRADUATE DIPLOMA IN MANAGEMENT
SUBMITTED BY
NEENU N A WAHID
UNDER THE GUIDANCE OF
Prof. KALYANY SHANKAR
DCSMAT SCOOL OF MEDIA AND BUSINESS, KINFRA FILM AND VIDEO
PARK, SAINIK SCHOOL P O, KAZHAKUTTAM, TRIVANDRUM

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ACKNOWLEDGEMENT
Firstly I express my sincere thanks to God for blessing and guiding me in the right path.
It is great pleasure to acknowledge my sincere thanks to Mrs. Kalyany Shankar, DCSMAT
School of Media and Business, for her continuous encouragement during the course of project.
I happily record here my abiding gratitude to Mr Thimme Gowda, Welfare officer, KSDL. Who
was generous in providing me all necessary facilities in carrying out of this project work. I also
take this opportunity to thank Mr. Narayan Swamy, Sr. Asst HR., KSDL.
Last but not least I would like to express my sincere heartfelt to my friends and all other person
who has help me in the successful completion of the project work.
NEENU N A WAHID

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DECLARATION
I Ms. NEENU N A WAHID, student of DCSMAT School of Media and Business,
Trivandum, hereby declare that this project entitled ―EMPLOYEE WELFARE MEASURES
AT KS &DL “ has been prepared by me in partial fulfillment for the award of Post Graduate
Diploma in Management (PGDM).This has not been submitted in part or full towards any other
Degree or Diploma to any University or Institution. I also declare that all information, data and
input which I have used and referred to in this report are meant only for academic purpose and
will not be parted with or used for any commercial or other purpose.
Date: NEENU N A WAHID
Place: Bangalore

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CONTENTS PAGE NO

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INTRODUCTION
DESIGN OF THE STUDY
INDUSTRY PROFILE AND COMPANY PROFILE
DATA ANALYSIS AND INTERPRETATION
FINDINGS AND SUGGESTIONS
ANNEXURE
BIBLIOGRAPHY
10 – 32
34- 38
40 -51
52 – 98
100 – 102
103-106
107
LIST OF TABLES

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SL NO LIST OF TABLES
01 Are you satisfied with your income
02 Are you satisfied with the medical benefits they are providing?
03 Are you satisfied with the maternity benefits for women
employees?
04 Are you satisfied with the injury benefits / accident benefits?
05 How is your satisfaction level regarding the environmental
protection facilities?
06 Are you satisfied with the canteen facilities provided by them?
07 you satisfied with the conveyance allowance provided?
08 Are you satisfied with the drinking water and sanitation
facilities?
09 How far are you satisfied with the educational benefits?
10 Are you satisfied with the recreational facilities and rest room
facilities?
11 Are you satisfied with the retirement benefits?
12 How is your satisfaction level regarding festival advances?

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13 Are you satisfied with the opportunities to use the new
technology?
14 Are you satisfied with the first aid facilities ?
15 Are you satisfied with the safety measures within the factory?
16 Are you satisfied with the vacation packages?
17 How far are you satisfied with the performance appraisal
schemes?
18 How far are you satisfied with your job?
19 Are you satisfied with the health check ups in the organization?
20 How effective is the presence of welfare officer?
21 How is the companys response with emergency situations?
22 Do you feel you are recognised for your job?
23 What is your level of satisfaction regarding superior –
subordinate relationship?
24 Are you satisfied with the bonus / exgratia payments ?

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TABLE OF GRAPHS
SL NO LIST OF TABLES
01 Are you satisfied with your income
02 Are you satisfied with the medical benefits they are providing?
03 Are you satisfied with the maternity benefits for women
employees?
04 Are you satisfied with the injury benefits / accident benefits?
05 How is your satisfaction level regarding the environmental
protection facilities?
06 Are you satisfied with the canteen facilities provided by them?
07 you satisfied with the conveyance allowance provided?
08 Are you satisfied with the drinking water and sanitation
facilities?
09 How far are you satisfied with the educational benefits?
10 Are you satisfied with the recreational facilities and rest room
facilities?
11 Are you satisfied with the retirement benefits?

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12 How is your satisfaction level regarding festival advances?
13 Are you satisfied with the opportunities to use the new
technology?
14 Are you satisfied with the first aid facilities ?
15 Are you satisfied with the safety measures within the factory?
16 Are you satisfied with the vacation packages?
17 How far are you satisfied with the performance appraisal
schemes?
18 How far are you satisfied with your job?
19 Are you satisfied with the health check ups in the organization?
20 How effective is the presence of welfare officer?
21 How is the companys response with emergency situations?
22 Do you feel you are recognised for your job?
23 What is your level of satisfaction regarding superior –
subordinate relationship?

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INTRODUCTION

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INTRODUCTION
Employee welfare defines as "efforts to make life worth living for
workmen". These efforts have their origin either in some statute formed by the
state or in some local custom or in collective agreement or in the employer's own
initiative.
To give expression to philanthropic and paternalistic feelings.
To win over employee's loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment more effective (because these benefits add to job
appeal).
Principles of Employee Welfare Service
Following are generally given as the principles to be followed in setting up
a employee welfare service:
The service should satisfy real needs of the workers. This means that the
manager must first determine what the employee's real needs are with the
active participation of workers.

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The service should such as can be handled by cafeteria approach. Due to the
difference in Sex, age, marital status, number of children, type of job and the
income level of employees there are large differences in their choice of a
particular benefit. This is known as the cafeteria approach. Such an
approach individualises the benefit system though it may be difficult to
operate and administer.
The employer should not assume a benevolent posture.
The cost of the service should be calculate and its financing established on a
sound basis.
There should be periodical assessment or evaluation of the service and
necessary timely on the basis of feedback.
OBJECTIVES OF EMPLOYEE WELFARE
To study the concept of labour welfare and identify various
statutory and non-statutory welfare measures.
To place the company in a good position in the competitive market
by fulfilling empoyee needs.
To identify the various welfare measures, provided by the
company to its employees.
To elicit the perception of respondents on the existing welfare
measures, provided by the company.
To offer useful suggestions and to bring out improvement in the
existing welfare measures, of the organization.
Types of Employee Welfare Services

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¯ Safety Services
Prevention of accidents is an objective which requires o explanation.
The costs of accidents are enormous in suffering to the injured, in reduction or loss
of earnings, in disabilities and incapacities which afflict those involved and in
compensation, insurance and legal costs, in lost time, filling in reports and
attending to enquiries, and in spoilage of materials, equipment and tools to
management.
Accidents are the consequence of two basic factors: technical and human.
Technical factors include all engineering deficiencies, related to plant, tools
material and general work environment. Thus, for example, improper lighting,
inadequate ventilation, poor machine guarding and careless housekeeping are some
hazards which may cause accidents. Human factors include all unsafe acts on the
part of employees. An unsafe act is usually the result of carelessness.
Young and new employees, because of their difficulty in adjusting to the
work situation and to life in general, also have many more accidents than do old
and nature workers.
The Phenomenon of Accident Proneness.
Some persons believe wrongly in the theory that certain individuals are accident
prone, that is , they have some personality trait as opposed to some characteristic
of the environment which predisposes them to have more accidents than others in
work condition where the risk of hazards is equal to all.

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Components of a Safety Service
Among the many components of a safety service the following have proved
effective when applied in combination:
Appointment of safety officer
In big organizations, the appointment of a safety officer to head
the safety department is a must. In small organizations, the personnel manager
may look after the functions of this department. The head of the safety
department, who is usually a staff man, is granted power to inspect the plant for
unsafe condition, to promote sound safety practices (through posters an d safety
campaigns), to make safety rules, and to report violations to the plant manager.
Support by line management :The head of the safety department,
whether enjoying a staff or a functional position, by himself, cannot make a
plan safe. His appointment lulls line management into assuming that all its
safety problems have been solved.
Elimination of hazards
Although complete elimation of all hazards is virtually an
impossibility but following steps can be taken to help reduce them:
Job safety analysis

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All job procedures and practices should be analysed by
an expert to discover hazards. he should then suggest changes in their motion
patterns, sequence and the like.
Placement
A poorly placed employee is more apt to incur injury
than a properly placed employee. Employees should be placed on jobs only after
carefully estimating and considering the job requirements with those which the
individual apparently possesses.
Personal protective equipment
Endless variety of personal safety equipment is available
nowadays which can be used to prevent injuries
Safeguarding machinery
Guards must be securely fixed to all powerdriven
machinery.
Materials handling
Though often ignored, the careless handling of heavy and
inflammable materials is an important source of several injuries and fire.

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Hand tools
Minor injuries often result from improperly using a good
tool or using a poorly designed tool. Therefore, close supervision and instruction
should be given to the employees on the proper tool to use an the proper use of the
tool.
Safety training, education and publicity
Safety training is concerned with developing safety skills,
whereas safety education is concerned with increasing contest programmes, safety
campaigns, suggestion awards, and various audiovisual aids can be considered as
different forms of employee education.
Safety inspection
An inspection by a trained individual or a committee to detect
evidence of possible safety hazards (such as poor lighting, slippery floors,
unguarded machines, faulty electrical installations, poor work methods and
disregard of safety rules) is a very effective device to promote safety.
Health Services
The prevention of accident constitutes only on segment of the function of
employee maintenance. Another equally important segment is the employee's
general health, both physical and mental.

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There are two aspects of industrial health services
1. Preventive
2. Curative, the former consists of
3. pre-employment and periodic medical examination,
4. removal or reduction of health hazards to the maximum extent possible,
5. Surveillance over certain classes of workers such as women, young persons and
persons exposed to special risks.
Counseling Services
An employee very often comes across problems which have emotional
content. For example, he may be nearing retirement and feeling insecure or he
may be getting promotion and feeling hesitant to shoulder increased responsibility
or he may be worried due to some family problem.
Employee Welfare in India
The chapter on the Directive Principles of State Policy in our Constitution
expresses the need for labour welfare thus:
1. The State shall strive to promote the welfare of the people by securing and
protecting as effectively as it may a social order in which justice, social, economic
and political, shall inform all the institutions of the national life.
2. The State shall, in particular, direct its policy towards securing:
3. That the citizens, men and women equally, have the right to an adequate means of
livelihood;

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4. That the ownership and control of the material resources are so distributed as to
subserve the common good.
.FACTORIES ACT 1948
The principal Act to provide for various labour welfare measures in India is
the Factories Act, 1948. The Act applies to all establishments employing 10 or
more workers where power is used and 20 or more workers where power is not
used, and where a manufacturing process is being carried on.
Employee Welfare Officer
Section 49 of the factories act provides that in every factory wherein 500 or
more workers are ordinarily employed the employer shall appoint at least one
welfare officer.
The welfare officer should possess; (i) a university degree; (ii) degree or
diploma in social service or social work or social welfare from a recognized
institution; and (iii) adequate knowledge of the language spoken by the majority of
the workers in the area where the factory is situated.
¯ Supervision
¯ Counseling workers
¯ Advising management
¯ Establishing liaison with workers

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¯ Working with management and workers to improve productivity.
¯ Working with outside public to secure proper enforcement of various acts.
Health of Employees
Cleanliness. Every factory shall be kept clean by daily sweeping or washing
the floors and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents. Effective arrangements shall be made for
the disposal of wastes and for making them innocuous.
Ventilation and temperature. Effective arrangements shall be made for
ventilation and temperature so as to provide comfort to the workers and
prevent injury to their health.
Dust and fume. Effective measures shall be taken to prevent the inhalation
and accumulation of dust and fumes or other impurities at the work place.
Artificial humidification. The State Government shall make rules
prescribing standard of humidification and methods to be adopted for this
purpose.
Overcrowding. There shall be in every work room of a factory in existence
on the date of commencement of this act at least 9.9cubic meters and of a
factory built after the commencement of this act at least 4.2 cubic meters of
space for every employee.
Lighting. The State Government may prescribe standards of sufficient and
suitable lighting.

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Drinking Water. There shall be effective arrangement for wholesome
drinking water for workers at convenient points.
Latrines and urinals. There shall be sufficient number of latrines and
urinals, clean, well-ventilated, conveniently situated and built according to
prescribed standards separately for male and female workers.
Spittoons. There shall be sufficient number of spittoons placed at
convenient places in the factory.
Safety of Employees
Fencing of machinery. All dangerous and moving parts of a machinery shall
be securely fenced. Screws, bolts and teeth shall be completely encased to
prevent danger.
Work on or near machinery in motion. Lubrication or other adjusting
operation on a moving machinery shall be done only by a specially trained
adult male worker.
Employment of young persons on dangerous machines. No young person
shall be allowed to work on any dangerous machine (so prescribed by the
state government) unless he is sufficiently trained or is working under the
supervision of knowledgeable person.
Device for cutting off power. Suitable device for cutting of power in
emergencies shall be provided.
Hoists and lifts. These shall be made of good material and strength,
thoroughly examined at least once in every six months and suitably
protected to prevent any person or thing from being trapped.

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Welfare of Employees
Chapter V of the factories Act contains provisions about the welfare of
employees. These are as follows:
There shall be separate and adequately screened washing facilities for the
use of male and female employees.
There shall be suitable places provided for clothing not worn during working
hours and for the dying of wet clothing.
There shall be suitable arrangement for all workers to sit for taking rest if
they are obliged to work in a standing position.
There shall be provided the required number of first-aid boxes or cupboard
(at the rate of one for every 150 workers) equipped with the prescribed
contents readily available during the working hours of the factory.
The State Government may make rules requiring that in any specified
factory employing more than 250 employees a canteen shall be provided and
maintained by the occupier for the use of the employee.
There shall be provided sufficiently lighted and ventilated lunch room if the
number of employees ordinarily employed is more than 150.
Restrictions in the Factories Act on the employment of young persons:
1. Prohibition as to employment of children (Section 67)
No child who has not completed his fourteenth year shall be required or allowed to
work in any factory.

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2. Employment of Children and Adolescent (Section 68)
A child who has completed his fourteenth year or an adolescent shall not be
required or allowed to work in any factory unless following conditions are fulfilled
1. The manager of the factory has obtained a certificate of fitness granted to such
young
2. While at work, such child or adolescent carries a token giving reference to such
certificate.
3. Certificate of fitness (Section 69)
Before a young person is employed in the factory, a certifying surgeon has to
certify that such person is fit for that work in the factory.
Welfare Funds
In order to provide welfare facilities to the workers employed in mica, iron,
ore, manganese ore and chrome ore, limestone and dolomite mines and in the beedi
industry, the welfare funds have been established to supplement the efforts of the
employers and the State Government under respective enactments.
The welfare measures financed out of the funds relate to development of
medical facilities, housing, supply of drinking water, support for education of
dependents and recreation, etc.
Voluntary Benefits

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Benefits are also given voluntarily to workers by some progressive
employers. These include loans for purchasing houses and for educating children,
leave travel concession, fair price shops for essential commodities and loans to buy
personal conveyance.
Machinery Connected with Employee Welfare Work
1. Chief inspector of Factories
It is the duty of the Chief inspector of factories (who generally works under the
administrative control of the labour commissioner in each state) to ensure
enforcement of various provisions of Factories Act i8n respect of safety, heath and
welfare of workers.
2. Central Labour Institute
The institute was set up in Bombay in 1966 to facilitate the proper implementation
of the Factories Act, 1948; to provide a centre of information for inspectors,
employers, workers and others concerned with the well being of industrial labour
and to stimulate interest in the application of the principles of industrial safety,
health and welfare.
3. National Safety Council
The National Safety Council was wet up on 4th March, 1966 in Bombay at the
initiative of the Union Ministry of Labour and Rehabilitation, Government of
India, as an autonomous national body with the objective of generating developing
and sustaining an movement of safety awareness at the national level.

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4. Director General of Mines Safety
The Director General of Mines Safety enforces the Mines Act, 1952. He inspects
electrical installation and machinery provided in the mines and determines the
thickness of barriers of 2 adjacent mines in order to prevent spread of fire and
danger of inundation.
Appraisal of Welfare Services
1. One of the main obstacles in the effective enforcement of the welfare provisions of
the Factories Act has been the quantitative and qualitative inadequacy of the
inspection staff.
2. at present, a labour welfare officer is not able to enforce laws independently
because he has to work under the pressure of management.
3. Women workers do not make use of the crèche facilities either because they are
dissuaded by the management to bring their children with them or because they
have to face transport difficulties.
National Commission on Employee Recommendations
1. The statutory provisions on safety are adequate for the time being effective
enforcement is the current need.
2. Every fatal accident should thoroughly be enquired into and given wide publicity
among workers.
3. Employers should play a more concerted role in safety and accident prevention
programme and in arousing safety consciousness.

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4. Safety should become a habit with the employers and workers instead of remaining
a mere ritual as at present.
5. Unions should take at least as much interest in safety promotion as they take in
claims for higher wages.
SOCIAL SECURITY
The connotation of the term "Social Security" varies form country to
country with different political ideologies. In socialist countries, the avowed goal
is complete protection to every citizen form the cradle to the grave.
There are some components of Social Security:
Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and
Survivor's benefit
Social Securities may be of two types
1. Social assistance under which the State finances the entire cost of the facilities and
benefits provided.
2. Social insurance, under the State organizes the facilities financed by contributions
form the workers and employers, with or without a subsidy from the state.

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Social Security in India
At present both types of social security schemes are in vogue in our
country. Among the social assistance schemes are the most important.
The social insurance method, which has gained much wider acceptance
than the social assistance method, consists of the following enactments.
The workmen's Compensation Act, 1961.
The Employee's State Insurance Act, 1948.
The employees' State Insurance Act, 1948.
The Maternity Benefit Act, 1961.
Employees' compensation Act, 1923
a. Coverage. This Act covers all workers employed in factories, mines,
plantations, transport undertakings, construction works, railways, ships, circus and
other hazardous occupations specified in schedule II of the Act.
The Act empowers the State Government to extend the coverage of the Act by
adding any hazardous occupation to the list of such occupations is schedule II.
1. Administration. The Act is administered by the State Government which
appoints Commissioners for this purpose under sec. 20 of the Act.

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2. Benefits. Under the Act, compensation is payable by the employer to a workman
for all personal injuries caused to him by accident arising out of and in the course
of his employment which disable him for more than 3 days.
2. Employees' State Insurance Act, 1948
1. Other than seasonal factories, run with power and employing 20 or more workers.
2. Administration. The Act is administered by the ESI corporation, an autonomous
body consisting of representatives of the Central and State Governments,
employers, employees, medical profession and parliament.
3. Benefits. The Act, which provides for a system of compulsory insurance, is a
landmark in the history of social security legislation in India.
1. Medical Benefit. An insured person or (where medical benefit bas been extended
to his family) a member of his family who requires medical treatment is entitled to
receive medical benefit free of charge.
2. Sickness Benefit. An insured person, when he is sick, is also entitled to get
sickness benefit at the standard benefit rate corresponding to his average daily
wage.
3. An insured woman is entitled to receive maternity benefit (which is twice the
sickness benefit rate) for all days on which she does not work for remaining during
a period of 12 weeks of which not more than 6 weeks shall precede the expected
date of confinement.
4. The Act makes a three-fold classification of injuries in the same way as is done in
the workmen's compensation Act.
5. Dependant's Benefit. If an insured person meets with an accident in the course of
his employment an dies as a result thereof, his dependants, i.e. his widow,
legitimate or adopted sons and legitimate unmarried daughters get this benefit.

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3. The Maternity Benefit Act, 1961
Maternity benefit is one of the important benefits provided under the
Employees State Insurance Act, 1948. Another important legislation in this respect
is the Maternity Benefit Act, 1961. The Act covers only those persons who are not
covered by the Employees State Insurance Act. The Act entitles a woman
employee to claim maternity leave from her employer if she has actually worked
for a period of at least 160 days in the 12 months immediately proceeding the day
of her expected delivery.
The act further provides for the payment of medical bonus of Rs. 250
to the confined woman worker.
The committee on the status of women in India 1974 has, there fore,
recommended the following changes in the Act:
1. The administration of the fund should follow the pattern already established by the
ESIC.
2. For casual labour a minimum of 3 months of service should be considered as
qualification service for this benefit.
3. This will provide greater incentive to women workers to participate in trade union
activities.
1. The Payment of Gratuity Act, 1972

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1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and
railway company and to every shop or establishment in which 10 or more persons
are employed, or were employed, on any day of the preceding 12 months.
2. Administration. The Act is administered by a controlling authority appointed by
the appropriate Government.
3. Benefits. Under the Act gratuity is payable to an employee on the termination of
his employment after he has rendered continuous service for not less than five
years. The completion of continuous service of five years is, how ever, not
necessary where the termination of the employment is due to death or
disablementGratuity is payable at the rate of 15 days' wages based on the rate of
wages last drawn by the employee for every complete year of service or part
thereof in excess of six months. But the amount of gratuity payable to an
employee shall not exceed Rs. 3.5 lakh.
4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For
this purpose is required either (i) to obtain insurance with the Life Insurance
Corporation, or (ii) to establish a gratuity fund. Thus it is his liability to pay the
premium in the first case to make the contribution in the second case.
Organizations provide welfare facilities to their employees to keep their motivation
levels high. The employee welfare schemes can be classified into two categories
viz. statutory and non-statutory welfare schemes. The statutory schemes are those
schemes that are compulsory to provide by an organization as compliance to the
laws governing employee health and safety. These include provisions provided in
industrial acts like Factories Act 1948, Dock Workers Act (safety, health and
welfare) 1986, Mines Act 1962. The non statutory schemes differ from
organization to organization and from industry to industry.

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STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water
should be provided.
2. Facilities for sitting: In every organization, especially factories, suitable
seating arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should
be readily assessable so that in case of any minor accident initial
medication can be provided to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to
be provided in the office and factory premises and are also to be
maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the
employer so as to provide hygienic and nutritious food to the employees.

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6. Spittoons: In every work place, such as ware houses, store places, in the
dock area and office premises spittoons are to be provided in convenient
places and same are to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees
so that they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash
basins with tap and tap on the stand pipe are provided in the port area in
the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for
workers to change their cloth in the factory area and office premises.
Adequate lockers are also provided to the workers to keep their clothes
and belongings.
10.Rest rooms: Adequate numbers of restrooms are provided to the workers
with provisions of water supply, wash basins, toilets, bathrooms, etc.
NON STATUTORY SCHEMES
Many non statutory welfare schemes may include the following schemes:

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1. Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide
opportunity to employees to work with flexible working schedules.
Flexible work schedules are initiated by employees and approved by
management to meet business commitments while supporting employee
personal life needs
3. Employee Assistance Programs: Various assistant programs are
arranged like external counseling service so that employees or members
of their immediate family can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any
kind, guidelines are provided for proper action and also for protecting the
aggrieved employee.
5. Maternity & Adoption Leave – Employees can avail maternity or
adoption leaves. Paternity leave policies have also been introduced by
various companies.

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6. Medi-claim Insurance Scheme: This insurance scheme provides
adequate insurance coverage of employees for expenses related to
hospitalization due to illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral
scheme is implemented to encourage employees to refer friends and
relatives for employment in the organization.

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RESEARCH
DESIGN

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RESEARCH DESIGN OF THE PROJECT
PROJECT TITLE :
A study on employee welfare measures at KS & DL LTD in Bangalore.
STATEMENT OF THE PROBLEM :
As a business, the company have to provide various benefits to ensure the
employees' welfare. While this may increase the business expense and
negatively affect your bottom line, looking after employees will benefit you in
other ways. In fact, it's almost impossible to operate a business without offering
a basic set of benefits for the employees' welfare. Therefore it is important to
know the effect of employee welfares at KS & DL .Hence the study entitled ―
A study on employee welfare measures at KS & DL.‖
SIGNIFICANCE OF THE STUDY :
Employees are one of the company’s greatest assets. What they say about the
company, how they act in the workplace, and how happy they are in their roles
all impact on the brand, your image, your levels of service and ultimately your
customers’ satisfaction. In addition they have a right to wages also , but high
wage alone cannot create healthy working environment nor healthy working
environment cannot create employee satisfaction.
 Since employees are one of the most important resources of an

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organization it is important to study about what welfare are being
provided to them.
 To know about the employees attitude and satisfaction level towards the
welfare measures.
 To know about the safety measures the company offers to the employees.
 To know about the welfare measures adopted by the company in
accordance with the upgradation of technologies.
SCOPE OF THE STUDY :
The study covers the theoretical aspects regarding welfare measures and
employees satisfaction. The study also covers the procedure of welfare
measures and its effectiveness on employees adopted by the company.
OBJECTIVES OF THE STUDY :
To study the welfare measures adopted by the organization.
To study the effectiveness of welfare measures.
To find out what are the welfare schemes within the organization
To find out whether employees are satisfied with the welfare measures
To find out whether these measures are of benefit to the employees.
DEFINITION OF CONCEPTS :
Employee :
An employee generally includes any individual who performs
services if the relationship between the individual and the person for whom the
services are performed is the legal relationship of employer and employee. This
includes an individual who receives a supplemental unemployment pay benefit

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that is treated as wages.
Employee Welfare measures :
Employee welfare measures means ― the efforts to make life
worth living for workmen.‖ According to Todd ―employee welfare means
anything done for the comfort and improvement , intellectual or social , of the
employees over and above the wages paid which is not a necessity of the
industry.‖
METHODOLOGY :
Research Methodology is used to describe how one has gone about
conducting a certain scientific study. Each research methodology is a
standardized and accepted practice.
Here the study is based on sample survey technique. The study consists of
analysis of welfare measures in KS & DL . For this a sample of 50 employees
were selected and they gave their views and opinions on different parameters.
Personal interviews and informal discussions were held with the employees as
well. Further applying simple statistical techniques has preceded the data
collected.
DATA COLLECTION METHOD :
Sources of data :
Primary data

38
Secondary data
PRIMARY DATA :
It is data that has not been previously published, i.e. the data is derived from a
new or original research study and collected at the source, it is information that
is obtained directly from first-hand sources by means of surveys, observation or
experimentation.
SECONDARY DATA :
Secondary data, is data collected by someone other than the user. Common
sources of secondary data include censuses, organisational records and data
collected through qualitative methodologies or qualitative research. Primary
data, by contrast, are collected by the investigator conducting the research.
SAMPLING PROCESS :
It is a definite plan for obtaining a sample from the population.
SAMPLING DATA :
It includes –
 Sampling unit
 Sampling size
 Sampling techniques
 Sampling method.
SAMPLING UNIT :

39
The data for the study was collected fron various departments of the
company like marketing, HR , finance, production .
SAMPLING SIZE :
A sample size of 50 employees were taken .
SAMPLING TECHNIQUES :
Sampling techniques such as probability sampling, non- probability
sampling and random sampling techniques were used.
REFERENCE PERIOD :
The reference period available for undertaking the study was 1 month.
LIMITATIONS OF THE STUDY :
 The sample size available was not sufficient .
 Labourers were not willing to share their opinion


40
COMPANY
PROFILE

41
HISTORY OF THE SOAP
Soap manufacturing was started in North America.
Some American companies with wellknown names were started 200 years ago.During
middleagesoapwasmadeatvariousplacesinItaly,France,
England & other countries. France became famous & many small
factories were established there. In India the first soap industry was established
by North West soap companyin1897 at Meerut following the swadeshi
movement. From 1905 onwards few more factories were setup. They are :
MysoresoapfactoryatBangalore
Godrej soap at Bombay
Bengal chemicals
Tataoilmills
1930 lever brothers company
THEINDIANSOAPINDUSTRYSCENARIO
The Indian soap industry has long been dominated by hand full of companies such as:1.
Hindustanleverslimited.2. Tata oil mills (taken over by HLL)
3. Godrej soaps private limited. TheIndiansoapindustrycontinuedtoflourishverywell
until 1967-68, but began to stagnate & soon it started to recover & experienced a

42
short upswing in1974. This increase in demand can be attributed due to;
1. Growthofpopulation
.2 .Income & consumption increase
.3. increase in urbanization.
4. Growth in degree of personal hygiene.
Soap manufacture has 2 classifications, organized and unorganized sectors.
KSDL comes under organized sector.
PRESENT STATUS
Market scenario:
India is the ideal market for cleaning products. Hindustan liver, which towers over the
cleaning business, sells in all over the cleaning business but the tiniest of Indian
settlements. The 7.4lakhs tons per annum soap market in India in crawling
along at 4%The hope lies in raising Rupee worth, the potential for which is high because
theIndiansoapmarketispseudoinnature&itisamazinglycomplexbeing segmented not
only on the basis of price benefits, but even a range of emotions within that
outlining framework.
PROBLEMSOFSOAPINDUSTRY
Soap industry faces some problems in case of raw materials. The
major ingredients are soap ash, linear alkyl, benzene& sodium. Tripoli
phosphate poses number of serious problems in terms of availability. The
demand – supply gap for vegetable oil is 1.5 – 2 lakh tons and is met through
imports. In recent times, caustic soda and soap ashes in the cheaper varieties of
soaps are quite high.
HISTORY OF DETERGENTS

43
Detergents were developed due to the problems that occurred when organic
soap was used in areas of hard water. Hard water contains the ions of Calcium
and Magnesium in high amounts and these are substituted onto the soap
molecule in place of sodium. The salts of Calcium and Magnesium are
insoluble and form a precipitate, this is what leaves a 'ring' around the bath.
Other problems were encountered in the textile industry where acid solutions
are used in the dying process. The free H+
ions replace the sodium ion
reforming the fatty acid which affects the application of dyes and leaves spots
on fabrics.
The first synthetic detergents were developed following the first world war by
the Germans so that fat could be used for other purposes. The first synthetic
detergents were Short-chain Alkyl Napthalene Sulphonates which were later
discovered to be only moderately good detergents and so were improved, but
are still used today as wetting agents
In the 1920's and 30's Straight chain alcohols were sulphonated to give straight
chain detergents. In the 30's long chain alkyl and aryl sulphonates
with benzene as the aromatic nucleus were developed. (the alkyl portion was
derived from kerosene) By the end of World War 2 alkyl aryl
sulphonates swamped the detergent market over alcohol sulphates which later
became useful in the shampoo industry.
It was a popular complaint at this time that whites dulled after washing, they
weren't as white as white should be and this was linked to the use of synthetic
detergents. Even though they were just as good as soaps at removing dirt, they
were poor at holding it in suspension and the particles redeposited onto the

44
clothing. The problem was overcome by the addition of CMC (carboxy methyl
cellulose).
More recently the limiting factor that affected the production of specific
detergents was availability of raw materials. This lead to the development
of Igepon compounds in Germany and the USA (for example Igepon-T, the
sodium salt of oleyl tauride), Mersolates in Germany (alkane sulphates),
and Teepol in England (a secondary Olefine Sulphate from petrochemical
sources). Alkyl Benzene Sulphonate was top of the market due to its ease of
manufacture and versitility.
Between 1950 and 1965 more than half of the detergents were based on a
propylene tetramer coupled to benzene (PT benzene), but they were later
blamed for a rise in eutrophication in lakes and streams because they contained
phosphates (from Sodium triphosphate). This problem has not been fully
resolved in some cases, in some countries there has been a 'gentlemans
agreement' to reduce the use of phosphates but in countries where it is not a
major problem no such action has been taken. The problem was set down to the
branched chain formation of PT benzene which resulted in the inability of
bacteria to degrade them. Straight-chain alcohols are degradable, so steps were
taken to produce a linear alkyl benzene molecule. To replace the phosphate
based portions, in Scandinavian countries they now use NTA (Nitrilo triacetic
acid)
COMPANY PROFILE
Karnataka soaps & Detergents Limited, a successor to the government soap
factory, which is one of the premier factories among the Indian soap industries.

45
After World War 1, there was a slump in the sandal wood export to the west. It
dropped a blanket of gloom over business & trading in India. The Maharaja
of Mysore turned this threat in to an opportunity, by sowing the budding seeds
of K S& DL on the out skirts of Koti forest, near Bangalore in 1918.The project
took shape with the engineering skill and expertise of a top-level team with the
inspection of the Diwan of Mysore,Late Sir S.Shastry, Sir. M. Visvesvaraya &
with the service of scientists late Professor Watson & Dr. Sub rough. The entire
credit goes to Sir.SG.Shastry, who improved & made the process perfect of
manufacturing of sandalwood oil & world famous Mysore Sandal Soap. The
factory was started a very small unit near K.R .Circle, Bangalore with the
capacity of 100 tons p.a in 1918. Then, the factory shifted its operations to
Rajajinagar industrial area, Bangalore in July 1957. The plant occupies an area
of 42 acres (covering soap, detergent & fatty acid divisions) on the Bangalore-
Pune Highway easily accessible by transport services and communication. In
November 1918, the Mysore Sandal Soap was put in to the market after sincere
effort &experiments were undertaken to evolve a soap perfume blend using
sandalwood oil as the main base to manufacture toilet soap.
RENAMINGOFCOMPANY
On Oct 1st1980, the Government Soap Factory was renamed as
³KARNATAKA SOAPS AND DETERGENTS LIMITED´. The company was
registered as a Public Limited company. Today the company produces varieties
of products in toilet Soaps, Detergents, Agarbathis and Talcum powder. K S
&DL has been built up with rich tradition for the quality of its products.
Mysore Sandal Soap is the No: 1 anywhere in the world. The Karnataka state is the
original home of the Sandal oil, which uses Original perfume sandalwood in

46
the manufacturing of Mysore Sandal Soaps. It is also known as the FRAGRANT
AMBASSADOR OF INDIA´
POLICY OF KS & DL
i. Seek purchase of goods and services from environment
responsiblesuppliers.
ii. Communicate its environment policy and best practices to all its
employees implications.
iii. Set targets and monitor progress through internal and external audits.
iv. Strive to design and develop products, which have friendly environmental
impact during manufacturing
.v. Reuse and recycle materials wherever possible and minimize energy
consumption and waste.
OBJECTIVES OF KS&DL:
I. To serve the National economy.
II. To attain self-reliance.
III. To promote purity & quality products
IV. TomaintaintheBrandloyaltyofitscustomers.
V. To build upon the reputation of Mysore sandal soap based on pure
sandaloil.
VI. To promote and uphold its image as symbol of traditional products
VII . To maintain the brand loyalty of its customer.
VIII. To supply the products mentioned above at most reasonable
andcompetitive price.

47
PRODUCT PROFILE:
K S&DL is the true inheritor of golden legacy of India. Continuing the tradition
of excellence for over eight decades, using only the best East Indian grade
Sandalwood oil & Sandalwood soaps in the world. The products produced
atK S&DLare the Soaps, Detergents, Agarbathies and Sandalwood oil.
PRODUCTS MANUFACTURED BY KSDL
nNAME OF THE PRODUCT UNITS OF GRAMS
TOILET SOAPSEPRODUCT
MYSORE SANDAL SOAP 75, 125
MYSORE SANDALCLASSICSOAP 75
MYSORE SANDAL GOLD SOAP 75, 125
MYSORE SANDAL BABY SOAP 75
MYSORE SPECIAL SANDALSOAP 75
MYSORE ROSE SOAP 100
MYSORE SANDAL HERBALCARE SOAP 100, 125
MYSORE JASMINE SOAP 100
WAVE SOAP 100
MYSORE LAVENDER SOAP 150
MYSORE SANDAL BATHTABLET 150

48
MYSORE SANDALCLASSICBATH
TABLET
150
MYSORE JASMINE BATHTABLET 150
MYSORE SPECIAL SANDALTABLET 150
MYSORE SANDAL ROSETABLET 150
MYSORE SANDAL GUESTTABLET 75
DETERGENTS 1000
MYSORE DETERGENTPOWDER
MYSORE DETERGENT CAKE 125
TALCUM POWDER 20, 50,100, 300
MYSORE SANDAL TALC
MYSORE SANDAL BABY TALC 100, 200, 400
AGARBATHIES
MYSORE SANDALS PREMIUM
MYSORE SANDALS
MYSORE ROSE
NAGACHAMPA
MILE STONES OF THE COMPANY:
1918 - Government Soap Factory was started by Maharaja of Mysore with the
capacity of 112MTs/Annum near Cubbon part, Bangalore and the MYSORE
SANDAL SOAP was introduced into the market for the first time.

49
1932 - Toilet soap production capacity was enhanced to 750MTs/Annum.
1944 - The second Sandalwood Oil extraction plant was started in Shimoga.
1954 - Foundation stone was laid by Sir M. Visvesvaraya for establishment of
new manufacturing facilities at Rajajinagar, Industrial Suburb, Bangalore.
1957 - Factory was shifted from Cubbon Park to the new premises.
1965 - Started exporting its products to various Countries.
1967 - Celebrated its Golden Jubilee.
1970 - Production capacity was increased to 6000MTs/Annum, in a phase wise
with parallel modernization of various manufacturing equipments.
1974 - Mysore Sales International Limited was appointed as the sole selling
agent for marketing its products.
1975 - Synthetic Detergent plant for manufacture of Detergent cake and
Detergent powder was installed with Italian technology.
1980 - Government Soap Factory was converted into a Public Sector Enterprise
and the Company incorporated on 9th July 1980 and re-named as
KARNATAKA SOAPS & DETERGENTS LIMITED.

50
1981 - Fatty Acid unit was established to utilize Indigenously available minor
seed oils as the raw material for Soap manufacturing and to produce Glycerine
and Stearic acid.
1984 - Expanded the production capacity with modern manufacturing facilities,
which was available at that time to produce 26000MTs/Annum of Toilet soaps
with different variants.
1987 - Company has taken over the marketing activities from M/s. MSIL and
established its own marketing network by opening seven Branches all over
India.
1992 - Company has faced very stiff competition after liberalization in the
Country from different multi National Companies. Company was registered
with the Board for Industries and financial reconstruction (BFR) New Delhi, as
the Company suffered heavy losses.
1996 - The BIFR approved the rehabilitation package in September and
Company has taken stringent measures for the Cost control and improving the
productivity and sales. Company started making profits.
1999 - Company was certified with ISO 9001:1994 Certification by BSI for its
effective implementation of Quality Management Systems.
Company has launched MYSORE SANDAL GOLD- 125gms and MYSORE
SANDAL BABY-75gms in the premium segment.
2000 - Company was certified with ISO 14001 Certification by BSI for its

51
effective implementation Environmental Management System.
2003 - Company has wiped out entire carry forward losses of `.98.00 crores and
come out from BIFR.
Company has made profits continuously every year and it is the only State
Public Sector unit, which has come out of BIFR and making continuous profits
in the State.
2004 - The ISO certification was upgraded to ISO 9001:2000.
2008 - Company has introduced Hand wash liquids under the trade name of
Herbal Hand wash and Rose Hand wash liquids. Company has also introduced
liquid Detergent under the trade name of KLEENOL liquid with different
variants for Floor wash, Dish wash and Automobile wash.
2009 - Company has established In-House state of the Art manufacturing
facilities for manufacture and filling of Mysore Sandal Talcum powder and
Mysore Sandal Baby powder. Company has re—introduced the Talcum powder
variants with new outlook of containers.
2010 - The ISO certification was upgraded to ISO 9001:2008.
Company is on progressive growth for the last 10 years by increasing its
production & sales volumes. The Company turnover has increased from
`100.00 crores during the year 2003 to `200.00 crores during the year 2009-10.
Vision Statement :
Karnataka Soaps & Detergents Limited has a clear Vision for all round
development of the Company. This is reflected in the form of a well

52
conceptualized and cogent blue print called VISION 2013. The VISION 2013
sets the goals and milestones and suggests the strategies and plans necessary to
relies the Vision. The Vision of the KS&DL is embodied in the following
statement:-
―
DATA ANALYSIS
INTERPRETATION

53
Income satisfaction
satisfied, 32
dissatisfied, 28

54
Are you satisfied with the income ?
Particulars No of respondents % of respondents
yes 32 64%
No 28 56%
TOTAL
50
100%

55
Are you satisfied with the medical benefits provided by the company?
particulars No. of respondents Percentage of respondents
Highly satisfied 4 8%
Satisfied 37 74%
Neutral 6 12%
Dissatisfied 3 6%
Highly dissatissfied 0 -
TOTAL
50 100%

56
126
3
satisfaction on maternity benefits to female
employees
satisfied
neutral
dissatisfied

57
Are you satisfied with the maternity benefits?
Particulars No of respondents Percentage of respondents
Satisfied 12 57.14%
Neutral 6 28.57%
Dissatisfied 3 14.28%
TOTAL 21 100%

58
5.satisfaction on injury benefits/accident benefits.
1
34
10
5
0
highly satisfied satisfied neutral dissatisfied highly dissatisfied

59
Are you satisfied with the injury benefits / accident ?
particulars No of respondents Percentage of
respondents
Satisfied 34 68%
Neutral 10 20%
Dissatisfied 5 10%
Highly dissatisfied 0 -
TOTAL 50 100%

60
6.
28
4
18
satisfaction on environmental protection
facilities
satisfied
neutral
dissatisfied

61
Are you satisfied with the environmental protection facilities provided by them?
Particulars No of respondents Percentage of
respondents
Satisfied
28 56%
neutral
4 8%
dissatisfied
18 36%
TOTAL
50 100%
7.

62
5
38
2
5
0
satisfaction on canteen facilities
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

63
Are you satisfied with the canteen facilities provided by them?
respondents
Satisfied 38 76%
Neutral 2 4%
Dissatisfied 5 10%
TOTAL 50 100%

64
8.
2
28
3
17
0
satisfaction on conveyance allowance
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

65
Are you satisfied with the conveyance allowance?
respondents
Satisfied 28 56%
Neutral 3 6%
Dissatisfied 17 34%
TOTAL 50 100%

66
9.
1
31
9
9
0
satisfaction on drinking water and sanitation
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

67
Are you satisfied with the drinking water facilities and sanitation?
respondents
Satisfied 31 62%
Neutral 9 18%
Dissatisfied 9 18%
TOTAL 50 100%

68
10.
29
4
17
satisfaction on educational benefits
satisfied
neutral
dissatisfied

69
Are you satisfied with the educational benefits provided by them?
respondents
Satisfied 29 58%
Neutral 4 8%
Dissatisfied 17 34%
TOTAL 50 100%

70
11.
1
16
4
22
7
satisfaction on recreational facilities and rest
room facilities.
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

71
Are you satisfied with the recreational benefits and rest room facilities?
respondents
Satisfied 16 32%
Neutral 4 8%
Dissatisfied 22 44%
Highly dissatisfied 7 14%
TOTAL 50 100%

72
12.
0
21
12
17
0
satisfaction on retirement benefits
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

73
Are you satisfied with the retirement benefits?
respondents
Highly satisfied 0 -
Satisfied 21 42%
Neutral 12 24%
Dissatisfied 17 34%
TOTAL 50 100%

74
13.
42
0
8
satisfaction on festival advances paid by the
company
satisfied
neutral
dissatisfied

75
Are you satisfied with the festival advances paid by the company?
respondents
Satisfied 42 84%
Neutral 0 -
Dissatisfied 8 16%
TOTAL 50 100%

76
14.
18
14
18
satisfaction on opportunities to use the new
technology
satisfied
neutral
dissatisfied

77
How far are you satisfied in using the new technology?
respondents
Satisfied 18 36%
Neutral 14 28%
Dissatisfied 18 36%
TOTAL 50 100%

78
15.
0
32
5
13
0
satisfaction on first aid facilities
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

79
Are you satisfied with the first aid facilities?
respondents
Satisfied 32 64%
Neutral 5 10%
Dissatisfied 13 26%
TOTAL 50 100%

80
16.
1
34
7
6
2
safety measures within the factory
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

81
How far are you satisfied with the safety measures within the factory?
respondents
Satisfied 34 68%
Neutral 7 14%
Dissatisfied 6 12%
TOTAL
50 100%

82
17.
0
20
14
14
2
satisfaction on vacation packages
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

83
Are you satisfied with the vacation packages?
respondents
Satisfied 20 40%
Neutral 14 28%
Dissatisfied 14 28%
TOTAL 50 100%

84
18.
2
28
10
10
0
performance appriasal schemes
highly satisfied
satisfied
neutral
dissatisfied
highlydissatisfied

85
How far are you satisfied with the performance appraisal schemes?
respondents
Satisfied 28 56%
Neutral 10 20%
Dissatisfied 10 20%
Highly dissatisfied 0
TOTAL 50 100%

86
19.
2
29
14
5
0
satisfaction on job
highly satisfied
satisfied
neutral
dissatisfied
highly dissatisfied

87
How far are you satisfied with your job?
respondents
Satisfied 29 58%
Neutral 14 28%
Dissatisfied 5 10%
TOTAL 50 100%

88
20.
0
5
10
15
20
25
30
35
satisfied
neutral
dissatisfied
33
2
15
satisfaction on health check ups within the
company
satisfaction on health check ups
within the company

89
Are you satisfied with the health check ups within the company?
respondents
Satisfied 33 66%
Neutral 2 4%
Dissatisfied 15 30%
TOTAL 50 100 %

90
21.
2
27
14
6
0
presence of welfare officer
highly effective
effective
neutral
ineffective
highly ineffective

91
How effective is the presence of welfare officer?
particulars No of respondents Percentage of respondents
Highly effective 2 4%
Effective 27 54%
Neutral 14 28%
Ineffective 6 12%
Highly ineffective 0 0
TOTAL 50 100%

92
22.
2
33
8
7
0
companys response with emergency
situations
highly effective
effective
neutral
ineffective
highly ineffective

93
How effective is the companys response to emergency situations?
respondents
Highly effective 2 4%
effective 33 66%
Neutral 8 16%
Ineffective 7 14%
Highly ineffective 0 -
TOTAL 50 100%
INTEPRETATION:
Only 70% of the employees are satisfied with the companys response to
emergency situations. Remaining 30 % are unsatisfied with the companys response
to emergency situations.

94
22
28
recognition for job
recognised
not recognised

95
Are you recognized for your job?
respondents
yes 22 44%
no 28 56%
TOTAL 50 100%
INTEPRETATION :
44% feel that they are not recognized for their job whereas majority of the
respondents are recognized for their job.

96
24.
2
30
12
6
0
superior- subordinate relationship
highly effective
effective
neutral
ineffective
highly ineffective

97
How far are you satisfied with the superior – aubordiante relationship?
Particulars No of respondents Percentage of respondents
Satisfied 30 60%
Neutral 12 24%
Dissatisfied 6 12%
Highly dissatisfied 0 0
TOTAL 50 100 %
INTEPRETATION :
The above table shows that majority of the employees i.e 60% are satisfied with
the superior – subordinate relationship , 24% are not satisfied nor dissatisfied with
it, 12 % i.e 6n employees are completely dissatisfied with the superior – sub
ordinate relationship. 4% are highly satisfied.

98
37
0
13
bonus/ exgratia payments
satisfied
neutral
dissatisfied

99
Are you satisfied with the bonus/exgratia payments?
Particulars No of
respondents
Percentage of
respondents
Satisfied 37 74%
Neutral 0 -
Dissatisfied 13 26%
TOTAL 50 100%
INTEPRETATION :
The above analysis states that majority of employees are satisfied with the bonus
exgratia/ payments .Only a s mall portion of the respondents are unsatisfied with
the bonus payments.

100
FINDINGS AND
SUGGESTIONS

101
FINDINGS :
 64% of the employees are satisfied with their income while 56% are
dissatisfied.
 Majority of the employees are satisfied with the medical benefits provided.
 Out of 21 female employees only 12 are satisfied with the maternity benefits
, i.e majority are dissatisfied with the maternity benefits
 Among the total employees surveyed majority are satisfied with the accident
and injury benefits i.e 35 out of 50employees are satisfied.
 From the survey it is seen that majority are satisfied with the environmental
protection facilities.
 It is seen that 43 employees are satisfied with the canteen facilties while the
rest are dissatisfied.
 30 of the employees is completely satisfied with the conveyance allowance.
 From the survey it is clear that only 32 are satisfied with the drinking
waterand sanitation facilities.
 29 emplyees out of 50 are satisfied wth the educational benefits provided. 4
are neither satisfied nor dissatisfied.17 are completely dissatisfied with the
educational benefits.
 Only 17 are satisfied with the rest room facilities , while 29 out of 509 are
dissatisfied with the recreation and rest room.
 21 out of 50 employees are satisfied with the retirement benefits while 17
are dissatisfied.
 Majority are highly satisfied with the festival advances provided by KSDL.
 Only 18are satisfied with the opportunities to use the new technology while
18 are dissatisfied and 14 are neither satisfied nor dissatisfied.

102
 Majority of the employees are satisfied with the first aid facilities.
 Majority of the employees are satisfied with the safety measures within the
company.
 Only 20 employees out of 50 are satisfied with the holidays and vactation
packages. Rest are neither satisfied nor dissatisfied and completely
dissatisfied.
 Majority are satisfied with the performance appraisal schemes.
 Majority are satisfied with their job.
 Most of them are satisfied with the health check ups and only 15 are
dissatisfied.
 27 of the employees i.e majority of them say that the presence of their
welfare officer is highly effective.
 Majority i.e 33 out of 50 say that the companys response towards emergency
situations is highly effective.
 Majority are not recognized for their job i.e 28 employees are not recognized
for their job.
 30 out of 50 are happy with their superior- sub ordinate relationship.only 6
are unsatisfied.
 37 are happy with their bonus payments.

103
SUGGESTIONS :
Many employees are of the opinion that HR department should treat
all the employees equally. Regarding all the employees equal would
boost their morale.
More rest hours and better rest room facilities should be provided.
Since, there is no much of job rotations, and as the jobs within the
company are monotonous more of recreation hours can be provided.
Their should be more safety measures in the fatty acid division.
First aid and health check ups can be improved as all the employees
working are above middle age.
Performance appraisal schemes can be renewed as the employees
need more motivation.
Employees can be given more holidays and festival advances

104
ANNEXURE
A study on employee welfare measures at Karnataka soaps and detergents
Questionnaire
Name :
Age :
Qualification :
Income :
1.Which department do you work in?
2.Are you satisfied with your income?
Yes no
3.Are you satisfied with the medical benefits they are providing?
Highly satisfied satisfied neutral dissatisfied highly dissatisfied
4.Is their any maternity benefits for women employee?
Yes no
5.Are you satisfied with the injury benefits / accident benefits?
6.Are there any environmental protection facilities available here?

105
Yes no
7.Are you satisfied with the canteen facilities provided by them?
8.Are you satisfied with the conveyance allowance provided?
9.Are you satisfied with the drinking water and sanitation facilities?
10.Are there educational benefits provided?
Yes no
11.Are you satisfied with the recreational facilities and rest room facilities?
12.Are you satisfied with the retirement benefits?
13.Are there festival advances provided by the company?
Yes no

106
14.Is there any opportunities for you to use the new technology?
Yes no
15.Are you satisfied with the first aid facilities?
16.Are you satisfied with the safety measures within the factory?
17.Are you satisfied with the vacation packages?
18.How far are you satisfied with the performance appraisal schemes?
19.How far are you satisfied with your job?
20.Are there free health check ups in the organization?
Yes no
21. How effective is the presence of welfare officer?

107
Highly effective effective neutral ineffective highly ineffective
22.How is the companys response with emergency situations?
23.Do you feel you are recognised for your job?
Yes no
24.What is your level of satisfaction regarding superior – subordinate
relationship?
25.Do you have any bonus / exgratia payments?
Yes no
26.Suggestions to improve your welfare?

108
BIBLIOGRAPHY

109
BIBLIOGRAPHY
Industrialreations.naukrihub.com
www.articlesbase.com
www.google.com
www.wikipedia.com
www.wikianswers.com
www.mbareports.com
www.b2binternational.com
www.ventureline.com

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