employee welfare at mysore sandals

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employee welfare at mysore sandals

  1. 1. 1DCSMAT SCHOOL OF MEDIA AND BUSINESSA PROJECT REPORTON― A STUDY OF EMPLOYEE WELFARE MEASURES AT KS & DL‖ATKS & DLSubmitted in partial fulfillment of the requirements forthe award of the degree ofPOSTGRADUATE DIPLOMA IN MANAGEMENTSUBMITTED BYNEENU N A WAHIDUNDER THE GUIDANCE OFProf. KALYANY SHANKARDCSMAT SCOOL OF MEDIA AND BUSINESS, KINFRA FILM AND VIDEOPARK, SAINIK SCHOOL P O, KAZHAKUTTAM, TRIVANDRUM
  2. 2. 2DCSMAT SCHOOL OF MEDIA AND BUSINESSACKNOWLEDGEMENTFirstly 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, DCSMATSchool 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. Whowas generous in providing me all necessary facilities in carrying out of this project work. I alsotake 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 personwho has help me in the successful completion of the project work.NEENU N A WAHID
  3. 3. 3DCSMAT SCHOOL OF MEDIA AND BUSINESSDECLARATIONI Ms. NEENU N A WAHID, student of DCSMAT School of Media and Business,Trivandum, hereby declare that this project entitled ―EMPLOYEE WELFARE MEASURESAT KS &DL “ has been prepared by me in partial fulfillment for the award of Post GraduateDiploma in Management (PGDM).This has not been submitted in part or full towards any otherDegree or Diploma to any University or Institution. I also declare that all information, data andinput which I have used and referred to in this report are meant only for academic purpose andwill not be parted with or used for any commercial or other purpose.Date: NEENU N A WAHIDPlace: Bangalore
  4. 4. 4DCSMAT SCHOOL OF MEDIA AND BUSINESSCONTENTS PAGE NO
  5. 5. 5DCSMAT SCHOOL OF MEDIA AND BUSINESSINTRODUCTIONDESIGN OF THE STUDYINDUSTRY PROFILE AND COMPANY PROFILEDATA ANALYSIS AND INTERPRETATIONFINDINGS AND SUGGESTIONSANNEXUREBIBLIOGRAPHY10 – 3234- 3840 -5152 – 98100 – 102103-106107LIST OF TABLES
  6. 6. 6DCSMAT SCHOOL OF MEDIA AND BUSINESSSL NO LIST OF TABLES01 Are you satisfied with your income02 Are you satisfied with the medical benefits they are providing?03 Are you satisfied with the maternity benefits for womenemployees?04 Are you satisfied with the injury benefits / accident benefits?05 How is your satisfaction level regarding the environmentalprotection 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 sanitationfacilities?09 How far are you satisfied with the educational benefits?10 Are you satisfied with the recreational facilities and rest roomfacilities?11 Are you satisfied with the retirement benefits?12 How is your satisfaction level regarding festival advances?
  7. 7. 7DCSMAT SCHOOL OF MEDIA AND BUSINESS13 Are you satisfied with the opportunities to use the newtechnology?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 appraisalschemes?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 ?
  8. 8. 8DCSMAT SCHOOL OF MEDIA AND BUSINESSTABLE OF GRAPHSSL NO LIST OF TABLES01 Are you satisfied with your income02 Are you satisfied with the medical benefits they are providing?03 Are you satisfied with the maternity benefits for womenemployees?04 Are you satisfied with the injury benefits / accident benefits?05 How is your satisfaction level regarding the environmentalprotection 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 sanitationfacilities?09 How far are you satisfied with the educational benefits?10 Are you satisfied with the recreational facilities and rest roomfacilities?11 Are you satisfied with the retirement benefits?
  9. 9. 9DCSMAT SCHOOL OF MEDIA AND BUSINESS12 How is your satisfaction level regarding festival advances?13 Are you satisfied with the opportunities to use the newtechnology?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 appraisalschemes?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?
  10. 10. 10DCSMAT SCHOOL OF MEDIA AND BUSINESSINTRODUCTION
  11. 11. 11DCSMAT SCHOOL OF MEDIA AND BUSINESSINTRODUCTIONEmployee welfare defines as "efforts to make life worth living forworkmen". These efforts have their origin either in some statute formed by thestate or in some local custom or in collective agreement or in the employers owninitiative.To give expression to philanthropic and paternalistic feelings.To win over employees 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 jobappeal).Principles of Employee Welfare ServiceFollowing are generally given as the principles to be followed in setting upa employee welfare service:The service should satisfy real needs of the workers. This means that themanager must first determine what the employees real needs are with theactive participation of workers.
  12. 12. 12DCSMAT SCHOOL OF MEDIA AND BUSINESSThe service should such as can be handled by cafeteria approach. Due to thedifference in Sex, age, marital status, number of children, type of job and theincome level of employees there are large differences in their choice of aparticular benefit. This is known as the cafeteria approach. Such anapproach individualises the benefit system though it may be difficult tooperate and administer.The employer should not assume a benevolent posture.The cost of the service should be calculate and its financing established on asound basis.There should be periodical assessment or evaluation of the service andnecessary timely on the basis of feedback.OBJECTIVES OF EMPLOYEE WELFARETo study the concept of labour welfare and identify variousstatutory and non-statutory welfare measures.To place the company in a good position in the competitive marketby fulfilling empoyee needs.To identify the various welfare measures, provided by thecompany to its employees.To elicit the perception of respondents on the existing welfaremeasures, provided by the company.To offer useful suggestions and to bring out improvement in theexisting welfare measures, of the organization.Types of Employee Welfare Services
  13. 13. 13DCSMAT SCHOOL OF MEDIA AND BUSINESS¯ Safety ServicesPrevention of accidents is an objective which requires o explanation.The costs of accidents are enormous in suffering to the injured, in reduction or lossof earnings, in disabilities and incapacities which afflict those involved and incompensation, insurance and legal costs, in lost time, filling in reports andattending to enquiries, and in spoilage of materials, equipment and tools tomanagement.Accidents are the consequence of two basic factors: technical and human.Technical factors include all engineering deficiencies, related to plant, toolsmaterial and general work environment. Thus, for example, improper lighting,inadequate ventilation, poor machine guarding and careless housekeeping are somehazards which may cause accidents. Human factors include all unsafe acts on thepart of employees. An unsafe act is usually the result of carelessness.Young and new employees, because of their difficulty in adjusting to thework situation and to life in general, also have many more accidents than do oldand nature workers.The Phenomenon of Accident Proneness.Some persons believe wrongly in the theory that certain individuals are accidentprone, that is , they have some personality trait as opposed to some characteristicof the environment which predisposes them to have more accidents than others inwork condition where the risk of hazards is equal to all.
  14. 14. 14DCSMAT SCHOOL OF MEDIA AND BUSINESSComponents of a Safety ServiceAmong the many components of a safety service the following have provedeffective when applied in combination:Appointment of safety officerIn big organizations, the appointment of a safety officer to headthe safety department is a must. In small organizations, the personnel managermay look after the functions of this department. The head of the safetydepartment, who is usually a staff man, is granted power to inspect the plant forunsafe condition, to promote sound safety practices (through posters an d safetycampaigns), 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 aplan safe. His appointment lulls line management into assuming that all itssafety problems have been solved.Elimination of hazardsAlthough complete elimation of all hazards is virtually animpossibility but following steps can be taken to help reduce them:Job safety analysis
  15. 15. 15DCSMAT SCHOOL OF MEDIA AND BUSINESSAll job procedures and practices should be analysed byan expert to discover hazards. he should then suggest changes in their motionpatterns, sequence and the like.PlacementA poorly placed employee is more apt to incur injurythan a properly placed employee. Employees should be placed on jobs only aftercarefully estimating and considering the job requirements with those which theindividual apparently possesses.Personal protective equipmentEndless variety of personal safety equipment is availablenowadays which can be used to prevent injuriesSafeguarding machineryGuards must be securely fixed to all powerdrivenmachinery.Materials handlingThough often ignored, the careless handling of heavy andinflammable materials is an important source of several injuries and fire.
  16. 16. 16DCSMAT SCHOOL OF MEDIA AND BUSINESSHand toolsMinor injuries often result from improperly using a goodtool or using a poorly designed tool. Therefore, close supervision and instructionshould be given to the employees on the proper tool to use an the proper use of thetool.Safety training, education and publicitySafety training is concerned with developing safety skills,whereas safety education is concerned with increasing contest programmes, safetycampaigns, suggestion awards, and various audiovisual aids can be considered asdifferent forms of employee education.Safety inspectionAn inspection by a trained individual or a committee to detectevidence of possible safety hazards (such as poor lighting, slippery floors,unguarded machines, faulty electrical installations, poor work methods anddisregard of safety rules) is a very effective device to promote safety.Health ServicesThe prevention of accident constitutes only on segment of the function ofemployee maintenance. Another equally important segment is the employeesgeneral health, both physical and mental.
  17. 17. 17DCSMAT SCHOOL OF MEDIA AND BUSINESSThere are two aspects of industrial health services1. Preventive2. Curative, the former consists of3. 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 andpersons exposed to special risks.Counseling ServicesAn employee very often comes across problems which have emotionalcontent. For example, he may be nearing retirement and feeling insecure or hemay be getting promotion and feeling hesitant to shoulder increased responsibilityor he may be worried due to some family problem.Employee Welfare in IndiaThe chapter on the Directive Principles of State Policy in our Constitutionexpresses the need for labour welfare thus:1. The State shall strive to promote the welfare of the people by securing andprotecting as effectively as it may a social order in which justice, social, economicand 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 oflivelihood;
  18. 18. 18DCSMAT SCHOOL OF MEDIA AND BUSINESS4. That the ownership and control of the material resources are so distributed as tosubserve the common good..FACTORIES ACT 1948The principal Act to provide for various labour welfare measures in India isthe Factories Act, 1948. The Act applies to all establishments employing 10 ormore workers where power is used and 20 or more workers where power is notused, and where a manufacturing process is being carried on.Employee Welfare OfficerSection 49 of the factories act provides that in every factory wherein 500 ormore workers are ordinarily employed the employer shall appoint at least onewelfare officer.The welfare officer should possess; (i) a university degree; (ii) degree ordiploma in social service or social work or social welfare from a recognizedinstitution; and (iii) adequate knowledge of the language spoken by the majority ofthe workers in the area where the factory is situated.¯ Supervision¯ Counseling workers¯ Advising management¯ Establishing liaison with workers
  19. 19. 19DCSMAT SCHOOL OF MEDIA AND BUSINESS¯ Working with management and workers to improve productivity.¯ Working with outside public to secure proper enforcement of various acts.Health of EmployeesCleanliness. Every factory shall be kept clean by daily sweeping or washingthe floors and work rooms and by using disinfectant where necessary.Disposal of wastes and effluents. Effective arrangements shall be made forthe disposal of wastes and for making them innocuous.Ventilation and temperature. Effective arrangements shall be made forventilation and temperature so as to provide comfort to the workers andprevent injury to their health.Dust and fume. Effective measures shall be taken to prevent the inhalationand accumulation of dust and fumes or other impurities at the work place.Artificial humidification. The State Government shall make rulesprescribing standard of humidification and methods to be adopted for thispurpose.Overcrowding. There shall be in every work room of a factory in existenceon the date of commencement of this act at least 9.9cubic meters and of afactory built after the commencement of this act at least 4.2 cubic meters ofspace for every employee.Lighting. The State Government may prescribe standards of sufficient andsuitable lighting.
  20. 20. 20DCSMAT SCHOOL OF MEDIA AND BUSINESSDrinking Water. There shall be effective arrangement for wholesomedrinking water for workers at convenient points.Latrines and urinals. There shall be sufficient number of latrines andurinals, clean, well-ventilated, conveniently situated and built according toprescribed standards separately for male and female workers.Spittoons. There shall be sufficient number of spittoons placed atconvenient places in the factory.Safety of EmployeesFencing of machinery. All dangerous and moving parts of a machinery shallbe securely fenced. Screws, bolts and teeth shall be completely encased toprevent danger.Work on or near machinery in motion. Lubrication or other adjustingoperation on a moving machinery shall be done only by a specially trainedadult male worker.Employment of young persons on dangerous machines. No young personshall be allowed to work on any dangerous machine (so prescribed by thestate government) unless he is sufficiently trained or is working under thesupervision of knowledgeable person.Device for cutting off power. Suitable device for cutting of power inemergencies 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 suitablyprotected to prevent any person or thing from being trapped.
  21. 21. 21DCSMAT SCHOOL OF MEDIA AND BUSINESSWelfare of EmployeesChapter V of the factories Act contains provisions about the welfare ofemployees. These are as follows:There shall be separate and adequately screened washing facilities for theuse of male and female employees.There shall be suitable places provided for clothing not worn during workinghours and for the dying of wet clothing.There shall be suitable arrangement for all workers to sit for taking rest ifthey 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 prescribedcontents readily available during the working hours of the factory.The State Government may make rules requiring that in any specifiedfactory employing more than 250 employees a canteen shall be provided andmaintained by the occupier for the use of the employee.There shall be provided sufficiently lighted and ventilated lunch room if thenumber 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 towork in any factory.
  22. 22. 22DCSMAT SCHOOL OF MEDIA AND BUSINESS2. Employment of Children and Adolescent (Section 68)A child who has completed his fourteenth year or an adolescent shall not berequired or allowed to work in any factory unless following conditions are fulfilled1. The manager of the factory has obtained a certificate of fitness granted to suchyoung2. While at work, such child or adolescent carries a token giving reference to suchcertificate.3. Certificate of fitness (Section 69)Before a young person is employed in the factory, a certifying surgeon has tocertify that such person is fit for that work in the factory.Welfare FundsIn 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 beediindustry, the welfare funds have been established to supplement the efforts of theemployers and the State Government under respective enactments.The welfare measures financed out of the funds relate to development ofmedical facilities, housing, supply of drinking water, support for education ofdependents and recreation, etc.Voluntary Benefits
  23. 23. 23DCSMAT SCHOOL OF MEDIA AND BUSINESSBenefits are also given voluntarily to workers by some progressiveemployers. These include loans for purchasing houses and for educating children,leave travel concession, fair price shops for essential commodities and loans to buypersonal conveyance.Machinery Connected with Employee Welfare Work1. Chief inspector of FactoriesIt is the duty of the Chief inspector of factories (who generally works under theadministrative control of the labour commissioner in each state) to ensureenforcement of various provisions of Factories Act i8n respect of safety, heath andwelfare of workers.2. Central Labour InstituteThe institute was set up in Bombay in 1966 to facilitate the proper implementationof the Factories Act, 1948; to provide a centre of information for inspectors,employers, workers and others concerned with the well being of industrial labourand to stimulate interest in the application of the principles of industrial safety,health and welfare.3. National Safety CouncilThe National Safety Council was wet up on 4th March, 1966 in Bombay at theinitiative of the Union Ministry of Labour and Rehabilitation, Government ofIndia, as an autonomous national body with the objective of generating developingand sustaining an movement of safety awareness at the national level.
  24. 24. 24DCSMAT SCHOOL OF MEDIA AND BUSINESS4. Director General of Mines SafetyThe Director General of Mines Safety enforces the Mines Act, 1952. He inspectselectrical installation and machinery provided in the mines and determines thethickness of barriers of 2 adjacent mines in order to prevent spread of fire anddanger of inundation.Appraisal of Welfare Services1. One of the main obstacles in the effective enforcement of the welfare provisions ofthe Factories Act has been the quantitative and qualitative inadequacy of theinspection staff.2. at present, a labour welfare officer is not able to enforce laws independentlybecause he has to work under the pressure of management.3. Women workers do not make use of the crèche facilities either because they aredissuaded by the management to bring their children with them or because theyhave to face transport difficulties.National Commission on Employee Recommendations1. The statutory provisions on safety are adequate for the time being effectiveenforcement is the current need.2. Every fatal accident should thoroughly be enquired into and given wide publicityamong workers.3. Employers should play a more concerted role in safety and accident preventionprogramme and in arousing safety consciousness.
  25. 25. 25DCSMAT SCHOOL OF MEDIA AND BUSINESS4. Safety should become a habit with the employers and workers instead of remaininga mere ritual as at present.5. Unions should take at least as much interest in safety promotion as they take inclaims for higher wages.SOCIAL SECURITYThe connotation of the term "Social Security" varies form country tocountry with different political ideologies. In socialist countries, the avowed goalis complete protection to every citizen form the cradle to the grave.There are some components of Social Security:Medical careSickness benefitUnemployment benefitOld-age benefitEmployment injury benefitFamily benefitMaternity benefitInvalidity benefit andSurvivors benefitSocial Securities may be of two types1. Social assistance under which the State finances the entire cost of the facilities andbenefits provided.2. Social insurance, under the State organizes the facilities financed by contributionsform the workers and employers, with or without a subsidy from the state.
  26. 26. 26DCSMAT SCHOOL OF MEDIA AND BUSINESSSocial Security in IndiaAt present both types of social security schemes are in vogue in ourcountry. Among the social assistance schemes are the most important.The social insurance method, which has gained much wider acceptancethan the social assistance method, consists of the following enactments.The workmens Compensation Act, 1961.The Employees State Insurance Act, 1948.The employees State Insurance Act, 1948.The Maternity Benefit Act, 1961.Employees compensation Act, 1923a. Coverage. This Act covers all workers employed in factories, mines,plantations, transport undertakings, construction works, railways, ships, circus andother hazardous occupations specified in schedule II of the Act.The Act empowers the State Government to extend the coverage of the Act byadding any hazardous occupation to the list of such occupations is schedule II.1. Administration. The Act is administered by the State Government whichappoints Commissioners for this purpose under sec. 20 of the Act.
  27. 27. 27DCSMAT SCHOOL OF MEDIA AND BUSINESS2. Benefits. Under the Act, compensation is payable by the employer to a workmanfor all personal injuries caused to him by accident arising out of and in the courseof his employment which disable him for more than 3 days.2. Employees State Insurance Act, 19481. Other than seasonal factories, run with power and employing 20 or more workers.2. Administration. The Act is administered by the ESI corporation, an autonomousbody 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 alandmark in the history of social security legislation in India.1. Medical Benefit. An insured person or (where medical benefit bas been extendedto his family) a member of his family who requires medical treatment is entitled toreceive medical benefit free of charge.2. Sickness Benefit. An insured person, when he is sick, is also entitled to getsickness benefit at the standard benefit rate corresponding to his average dailywage.3. An insured woman is entitled to receive maternity benefit (which is twice thesickness benefit rate) for all days on which she does not work for remaining duringa period of 12 weeks of which not more than 6 weeks shall precede the expecteddate of confinement.4. The Act makes a three-fold classification of injuries in the same way as is done inthe workmens compensation Act.5. Dependants Benefit. If an insured person meets with an accident in the course ofhis employment an dies as a result thereof, his dependants, i.e. his widow,legitimate or adopted sons and legitimate unmarried daughters get this benefit.
  28. 28. 28DCSMAT SCHOOL OF MEDIA AND BUSINESS3. The Maternity Benefit Act, 1961Maternity benefit is one of the important benefits provided under theEmployees State Insurance Act, 1948. Another important legislation in this respectis the Maternity Benefit Act, 1961. The Act covers only those persons who are notcovered by the Employees State Insurance Act. The Act entitles a womanemployee to claim maternity leave from her employer if she has actually workedfor a period of at least 160 days in the 12 months immediately proceeding the dayof her expected delivery.The act further provides for the payment of medical bonus of Rs. 250to 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 theESIC.2. For casual labour a minimum of 3 months of service should be considered asqualification service for this benefit.3. This will provide greater incentive to women workers to participate in trade unionactivities.1. The Payment of Gratuity Act, 1972
  29. 29. 29DCSMAT SCHOOL OF MEDIA AND BUSINESS1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port andrailway company and to every shop or establishment in which 10 or more personsare employed, or were employed, on any day of the preceding 12 months.2. Administration. The Act is administered by a controlling authority appointed bythe appropriate Government.3. Benefits. Under the Act gratuity is payable to an employee on the termination ofhis employment after he has rendered continuous service for not less than fiveyears. The completion of continuous service of five years is, how ever, notnecessary where the termination of the employment is due to death ordisablementGratuity is payable at the rate of 15 days wages based on the rate ofwages last drawn by the employee for every complete year of service or partthereof in excess of six months. But the amount of gratuity payable to anemployee shall not exceed Rs. 3.5 lakh.4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. Forthis purpose is required either (i) to obtain insurance with the Life InsuranceCorporation, or (ii) to establish a gratuity fund. Thus it is his liability to pay thepremium in the first case to make the contribution in the second case.Organizations provide welfare facilities to their employees to keep their motivationlevels high. The employee welfare schemes can be classified into two categoriesviz. statutory and non-statutory welfare schemes. The statutory schemes are thoseschemes that are compulsory to provide by an organization as compliance to thelaws governing employee health and safety. These include provisions provided inindustrial acts like Factories Act 1948, Dock Workers Act (safety, health andwelfare) 1986, Mines Act 1962. The non statutory schemes differ fromorganization to organization and from industry to industry.
  30. 30. 30DCSMAT SCHOOL OF MEDIA AND BUSINESSSTATUTORY WELFARE SCHEMESThe statutory welfare schemes include the following provisions:1. Drinking Water: At all the working places safe hygienic drinking watershould be provided.2. Facilities for sitting: In every organization, especially factories, suitableseating arrangements are to be provided.3. First aid appliances: First aid appliances are to be provided and shouldbe readily assessable so that in case of any minor accident initialmedication can be provided to the needed employee.4. Latrines and Urinals: A sufficient number of latrines and urinals are tobe provided in the office and factory premises and are also to bemaintained in a neat and clean condition.5. Canteen facilities: Cafeteria or canteens are to be provided by theemployer so as to provide hygienic and nutritious food to the employees.
  31. 31. 31DCSMAT SCHOOL OF MEDIA AND BUSINESS6. Spittoons: In every work place, such as ware houses, store places, in thedock area and office premises spittoons are to be provided in convenientplaces and same are to be maintained in a hygienic condition.7. Lighting: Proper and sufficient lights are to be provided for employeesso that they can work safely during the night shifts.8. Washing places: Adequate washing places such as bathrooms, washbasins with tap and tap on the stand pipe are provided in the port area inthe vicinity of the work places.9. Changing rooms: Adequate changing rooms are to be provided forworkers to change their cloth in the factory area and office premises.Adequate lockers are also provided to the workers to keep their clothesand belongings.10.Rest rooms: Adequate numbers of restrooms are provided to the workerswith provisions of water supply, wash basins, toilets, bathrooms, etc.NON STATUTORY SCHEMESMany non statutory welfare schemes may include the following schemes:
  32. 32. 32DCSMAT SCHOOL OF MEDIA AND BUSINESS1. Personal Health Care (Regular medical check-ups): Some of thecompanies provide the facility for extensive health check-up2. Flexi-time: The main objective of the flextime policy is to provideopportunity to employees to work with flexible working schedules.Flexible work schedules are initiated by employees and approved bymanagement to meet business commitments while supporting employeepersonal life needs3. Employee Assistance Programs: Various assistant programs arearranged like external counseling service so that employees or membersof their immediate family can get counseling on various matters.4. Harassment Policy: To protect an employee from harassments of anykind, guidelines are provided for proper action and also for protecting theaggrieved employee.5. Maternity & Adoption Leave – Employees can avail maternity oradoption leaves. Paternity leave policies have also been introduced byvarious companies.
  33. 33. 33DCSMAT SCHOOL OF MEDIA AND BUSINESS6. Medi-claim Insurance Scheme: This insurance scheme providesadequate insurance coverage of employees for expenses related tohospitalization due to illness, disease or injury or pregnancy.7. Employee Referral Scheme: In several companies employee referralscheme is implemented to encourage employees to refer friends andrelatives for employment in the organization.
  34. 34. 34DCSMAT SCHOOL OF MEDIA AND BUSINESSRESEARCHDESIGN
  35. 35. 35DCSMAT SCHOOL OF MEDIA AND BUSINESSRESEARCH DESIGN OF THE PROJECTPROJECT 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 theemployees welfare. While this may increase the business expense andnegatively affect your bottom line, looking after employees will benefit you inother ways. In fact, its almost impossible to operate a business without offeringa basic set of benefits for the employees welfare. Therefore it is important toknow 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 thecompany, how they act in the workplace, and how happy they are in their rolesall impact on the brand, your image, your levels of service and ultimately yourcustomers’ satisfaction. In addition they have a right to wages also , but highwage alone cannot create healthy working environment nor healthy workingenvironment cannot create employee satisfaction. Since employees are one of the most important resources of an
  36. 36. 36DCSMAT SCHOOL OF MEDIA AND BUSINESSorganization it is important to study about what welfare are beingprovided to them. To know about the employees attitude and satisfaction level towards thewelfare measures. To know about the safety measures the company offers to the employees. To know about the welfare measures adopted by the company inaccordance with the upgradation of technologies.SCOPE OF THE STUDY :The study covers the theoretical aspects regarding welfare measures andemployees satisfaction. The study also covers the procedure of welfaremeasures 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 organizationTo find out whether employees are satisfied with the welfare measuresTo find out whether these measures are of benefit to the employees.DEFINITION OF CONCEPTS :Employee :An employee generally includes any individual who performsservices if the relationship between the individual and the person for whom theservices are performed is the legal relationship of employer and employee. Thisincludes an individual who receives a supplemental unemployment pay benefit
  37. 37. 37DCSMAT SCHOOL OF MEDIA AND BUSINESSthat is treated as wages.Employee Welfare measures :Employee welfare measures means ― the efforts to make lifeworth living for workmen.‖ According to Todd ―employee welfare meansanything done for the comfort and improvement , intellectual or social , of theemployees over and above the wages paid which is not a necessity of theindustry.‖METHODOLOGY :Research Methodology is used to describe how one has gone aboutconducting a certain scientific study. Each research methodology is astandardized and accepted practice.Here the study is based on sample survey technique. The study consists ofanalysis of welfare measures in KS & DL . For this a sample of 50 employeeswere selected and they gave their views and opinions on different parameters.Personal interviews and informal discussions were held with the employees aswell. Further applying simple statistical techniques has preceded the datacollected.DATA COLLECTION METHOD :Sources of data :Primary data
  38. 38. 38DCSMAT SCHOOL OF MEDIA AND BUSINESSSecondary dataPRIMARY DATA :It is data that has not been previously published, i.e. the data is derived from anew or original research study and collected at the source, it is information thatis obtained directly from first-hand sources by means of surveys, observation orexperimentation.SECONDARY DATA :Secondary data, is data collected by someone other than the user. Commonsources of secondary data include censuses, organisational records and datacollected through qualitative methodologies or qualitative research. Primarydata, 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. 39. 39DCSMAT SCHOOL OF MEDIA AND BUSINESSThe data for the study was collected fron various departments of thecompany like marketing, HR , finance, production .SAMPLING SIZE :A sample size of 50 employees were taken .SAMPLING TECHNIQUES :Sampling techniques such as probability sampling, non- probabilitysampling 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. 40. 40DCSMAT SCHOOL OF MEDIA AND BUSINESSCOMPANYPROFILE
  41. 41. 41DCSMAT SCHOOL OF MEDIA AND BUSINESSHISTORY OF THE SOAPSoap manufacturing was started in North America.Some American companies with wellknown names were started 200 years ago.DuringmiddleagesoapwasmadeatvariousplacesinItaly,France,England & other countries. France became famous & many smallfactories were established there. In India the first soap industry was establishedby North West soap companyin1897 at Meerut following the swadeshimovement. From 1905 onwards few more factories were setup. They are :MysoresoapfactoryatBangaloreGodrej soap at BombayBengal chemicalsTataoilmills1930 lever brothers companyTHEINDIANSOAPINDUSTRYSCENARIOThe 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. TheIndiansoapindustrycontinuedtoflourishverywelluntil 1967-68, but began to stagnate & soon it started to recover & experienced a
  42. 42. 42DCSMAT SCHOOL OF MEDIA AND BUSINESSshort 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 STATUSMarket scenario:India is the ideal market for cleaning products. Hindustan liver, which towers over thecleaning business, sells in all over the cleaning business but the tiniest of Indiansettlements. The 7.4lakhs tons per annum soap market in India in crawlingalong at 4%The hope lies in raising Rupee worth, the potential for which is high becausetheIndiansoapmarketispseudoinnature&itisamazinglycomplexbeing segmented notonly on the basis of price benefits, but even a range of emotions within thatoutlining framework.PROBLEMSOFSOAPINDUSTRYSoap industry faces some problems in case of raw materials. Themajor ingredients are soap ash, linear alkyl, benzene& sodium. Tripoliphosphate poses number of serious problems in terms of availability. Thedemand – supply gap for vegetable oil is 1.5 – 2 lakh tons and is met throughimports. In recent times, caustic soda and soap ashes in the cheaper varieties ofsoaps are quite high.HISTORY OF DETERGENTS
  43. 43. 43DCSMAT SCHOOL OF MEDIA AND BUSINESSDetergents were developed due to the problems that occurred when organicsoap was used in areas of hard water. Hard water contains the ions of Calciumand Magnesium in high amounts and these are substituted onto the soapmolecule in place of sodium. The salts of Calcium and Magnesium areinsoluble and form a precipitate, this is what leaves a ring around the bath.Other problems were encountered in the textile industry where acid solutionsare used in the dying process. The free H+ions replace the sodium ionreforming the fatty acid which affects the application of dyes and leaves spotson fabrics.The first synthetic detergents were developed following the first world war bythe Germans so that fat could be used for other purposes. The first syntheticdetergents were Short-chain Alkyl Napthalene Sulphonates which were laterdiscovered to be only moderately good detergents and so were improved, butare still used today as wetting agentsIn the 1920s and 30s Straight chain alcohols were sulphonated to give straightchain detergents. In the 30s long chain alkyl and aryl sulphonateswith benzene as the aromatic nucleus were developed. (the alkyl portion wasderived from kerosene) By the end of World War 2 alkyl arylsulphonates swamped the detergent market over alcohol sulphates which laterbecame useful in the shampoo industry.It was a popular complaint at this time that whites dulled after washing, theywerent as white as white should be and this was linked to the use of syntheticdetergents. Even though they were just as good as soaps at removing dirt, theywere poor at holding it in suspension and the particles redeposited onto the
  44. 44. 44DCSMAT SCHOOL OF MEDIA AND BUSINESSclothing. The problem was overcome by the addition of CMC (carboxy methylcellulose).More recently the limiting factor that affected the production of specificdetergents was availability of raw materials. This lead to the developmentof Igepon compounds in Germany and the USA (for example Igepon-T, thesodium salt of oleyl tauride), Mersolates in Germany (alkane sulphates),and Teepol in England (a secondary Olefine Sulphate from petrochemicalsources). Alkyl Benzene Sulphonate was top of the market due to its ease ofmanufacture and versitility.Between 1950 and 1965 more than half of the detergents were based on apropylene tetramer coupled to benzene (PT benzene), but they were laterblamed for a rise in eutrophication in lakes and streams because they containedphosphates (from Sodium triphosphate). This problem has not been fullyresolved in some cases, in some countries there has been a gentlemansagreement to reduce the use of phosphates but in countries where it is not amajor problem no such action has been taken. The problem was set down to thebranched chain formation of PT benzene which resulted in the inability ofbacteria to degrade them. Straight-chain alcohols are degradable, so steps weretaken to produce a linear alkyl benzene molecule. To replace the phosphatebased portions, in Scandinavian countries they now use NTA (Nitrilo triaceticacid)COMPANY PROFILEKarnataka soaps & Detergents Limited, a successor to the government soapfactory, which is one of the premier factories among the Indian soap industries.
  45. 45. 45DCSMAT SCHOOL OF MEDIA AND BUSINESSAfter World War 1, there was a slump in the sandal wood export to the west. Itdropped a blanket of gloom over business & trading in India. The Maharajaof Mysore turned this threat in to an opportunity, by sowing the budding seedsof K S& DL on the out skirts of Koti forest, near Bangalore in 1918.The projecttook shape with the engineering skill and expertise of a top-level team with theinspection of the Diwan of Mysore,Late Sir S.Shastry, Sir. M. Visvesvaraya &with the service of scientists late Professor Watson & Dr. Sub rough. The entirecredit goes to Sir.SG.Shastry, who improved & made the process perfect ofmanufacturing of sandalwood oil & world famous Mysore Sandal Soap. Thefactory was started a very small unit near K.R .Circle, Bangalore with thecapacity of 100 tons p.a in 1918. Then, the factory shifted its operations toRajajinagar industrial area, Bangalore in July 1957. The plant occupies an areaof 42 acres (covering soap, detergent & fatty acid divisions) on the Bangalore-Pune Highway easily accessible by transport services and communication. InNovember 1918, the Mysore Sandal Soap was put in to the market after sincereeffort &experiments were undertaken to evolve a soap perfume blend usingsandalwood oil as the main base to manufacture toilet soap.RENAMINGOFCOMPANYOn Oct 1st1980, the Government Soap Factory was renamed as³KARNATAKA SOAPS AND DETERGENTS LIMITED´. The company wasregistered as a Public Limited company. Today the company produces varietiesof 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 theoriginal home of the Sandal oil, which uses Original perfume sandalwood in
  46. 46. 46DCSMAT SCHOOL OF MEDIA AND BUSINESSthe manufacturing of Mysore Sandal Soaps. It is also known as the FRAGRANTAMBASSADOR OF INDIA´POLICY OF KS & DLi. Seek purchase of goods and services from environmentresponsiblesuppliers.ii. Communicate its environment policy and best practices to all itsemployees implications.iii. Set targets and monitor progress through internal and external audits.iv. Strive to design and develop products, which have friendly environmentalimpact during manufacturing.v. Reuse and recycle materials wherever possible and minimize energyconsumption and waste.OBJECTIVES OF KS&DL:I. To serve the National economy.II. To attain self-reliance.III. To promote purity & quality productsIV. TomaintaintheBrandloyaltyofitscustomers.V. To build upon the reputation of Mysore sandal soap based on puresandaloil.VI. To promote and uphold its image as symbol of traditional productsVII . To maintain the brand loyalty of its customer.VIII. To supply the products mentioned above at most reasonableandcompetitive price.
  47. 47. 47DCSMAT SCHOOL OF MEDIA AND BUSINESSPRODUCT PROFILE:K S&DL is the true inheritor of golden legacy of India. Continuing the traditionof excellence for over eight decades, using only the best East Indian gradeSandalwood oil & Sandalwood soaps in the world. The products producedatK S&DLare the Soaps, Detergents, Agarbathies and Sandalwood oil.PRODUCTS MANUFACTURED BY KSDLnNAME OF THE PRODUCT UNITS OF GRAMSTOILET SOAPSEPRODUCTMYSORE SANDAL SOAP 75, 125MYSORE SANDALCLASSICSOAP 75MYSORE SANDAL GOLD SOAP 75, 125MYSORE SANDAL BABY SOAP 75MYSORE SPECIAL SANDALSOAP 75MYSORE ROSE SOAP 100MYSORE SANDAL HERBALCARE SOAP 100, 125MYSORE JASMINE SOAP 100WAVE SOAP 100MYSORE LAVENDER SOAP 150MYSORE SANDAL BATHTABLET 150
  48. 48. 48DCSMAT SCHOOL OF MEDIA AND BUSINESSMYSORE SANDALCLASSICBATHTABLET150MYSORE JASMINE BATHTABLET 150MYSORE SPECIAL SANDALTABLET 150MYSORE SANDAL ROSETABLET 150MYSORE SANDAL GUESTTABLET 75DETERGENTS 1000MYSORE DETERGENTPOWDERMYSORE DETERGENT CAKE 125TALCUM POWDER 20, 50,100, 300MYSORE SANDAL TALCMYSORE SANDAL BABY TALC 100, 200, 400AGARBATHIESMYSORE SANDALS PREMIUMMYSORE SANDALSMYSORE ROSENAGACHAMPAMILE STONES OF THE COMPANY:1918 - Government Soap Factory was started by Maharaja of Mysore with thecapacity of 112MTs/Annum near Cubbon part, Bangalore and the MYSORESANDAL SOAP was introduced into the market for the first time.
  49. 49. 49DCSMAT SCHOOL OF MEDIA AND BUSINESS1932 - 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 ofnew 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 wisewith parallel modernization of various manufacturing equipments.1974 - Mysore Sales International Limited was appointed as the sole sellingagent for marketing its products.1975 - Synthetic Detergent plant for manufacture of Detergent cake andDetergent powder was installed with Italian technology.1980 - Government Soap Factory was converted into a Public Sector Enterpriseand the Company incorporated on 9th July 1980 and re-named asKARNATAKA SOAPS & DETERGENTS LIMITED.
  50. 50. 50DCSMAT SCHOOL OF MEDIA AND BUSINESS1981 - Fatty Acid unit was established to utilize Indigenously available minorseed oils as the raw material for Soap manufacturing and to produce Glycerineand Stearic acid.1984 - Expanded the production capacity with modern manufacturing facilities,which was available at that time to produce 26000MTs/Annum of Toilet soapswith different variants.1987 - Company has taken over the marketing activities from M/s. MSIL andestablished its own marketing network by opening seven Branches all overIndia.1992 - Company has faced very stiff competition after liberalization in theCountry from different multi National Companies. Company was registeredwith the Board for Industries and financial reconstruction (BFR) New Delhi, asthe Company suffered heavy losses.1996 - The BIFR approved the rehabilitation package in September andCompany has taken stringent measures for the Cost control and improving theproductivity and sales. Company started making profits.1999 - Company was certified with ISO 9001:1994 Certification by BSI for itseffective implementation of Quality Management Systems.Company has launched MYSORE SANDAL GOLD- 125gms and MYSORESANDAL BABY-75gms in the premium segment.2000 - Company was certified with ISO 14001 Certification by BSI for its
  51. 51. 51DCSMAT SCHOOL OF MEDIA AND BUSINESSeffective implementation Environmental Management System.2003 - Company has wiped out entire carry forward losses of `.98.00 crores andcome out from BIFR.Company has made profits continuously every year and it is the only StatePublic Sector unit, which has come out of BIFR and making continuous profitsin the State.2004 - The ISO certification was upgraded to ISO 9001:2000.2008 - Company has introduced Hand wash liquids under the trade name ofHerbal Hand wash and Rose Hand wash liquids. Company has also introducedliquid Detergent under the trade name of KLEENOL liquid with differentvariants for Floor wash, Dish wash and Automobile wash.2009 - Company has established In-House state of the Art manufacturingfacilities for manufacture and filling of Mysore Sandal Talcum powder andMysore Sandal Baby powder. Company has re—introduced the Talcum powdervariants 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 itsproduction & 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 rounddevelopment of the Company. This is reflected in the form of a well
  52. 52. 52DCSMAT SCHOOL OF MEDIA AND BUSINESSconceptualized and cogent blue print called VISION 2013. The VISION 2013sets the goals and milestones and suggests the strategies and plans necessary torelies the Vision. The Vision of the KS&DL is embodied in the followingstatement:-―DATA ANALYSISINTERPRETATION
  53. 53. 53DCSMAT SCHOOL OF MEDIA AND BUSINESSIncome satisfactionsatisfied, 32dissatisfied, 28
  54. 54. 54DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the income ?Particulars No of respondents % of respondentsyes 32 64%No 28 56%TOTAL50100%
  55. 55. 55DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the medical benefits provided by the company?particulars No. of respondents Percentage of respondentsHighly satisfied 4 8%Satisfied 37 74%Neutral 6 12%Dissatisfied 3 6%Highly dissatissfied 0 -TOTAL50 100%
  56. 56. 56DCSMAT SCHOOL OF MEDIA AND BUSINESS1263satisfaction on maternity benefits to femaleemployeessatisfiedneutraldissatisfied
  57. 57. 57DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the maternity benefits?Particulars No of respondents Percentage of respondentsSatisfied 12 57.14%Neutral 6 28.57%Dissatisfied 3 14.28%TOTAL 21 100%
  58. 58. 58DCSMAT SCHOOL OF MEDIA AND BUSINESS5.satisfaction on injury benefits/accident benefits.1341050highly satisfied satisfied neutral dissatisfied highly dissatisfied
  59. 59. 59DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the injury benefits / accident ?particulars No of respondents Percentage ofrespondentsHighly satisfied 1 2%Satisfied 34 68%Neutral 10 20%Dissatisfied 5 10%Highly dissatisfied 0 -TOTAL 50 100%
  60. 60. 60DCSMAT SCHOOL OF MEDIA AND BUSINESS6.28418satisfaction on environmental protectionfacilitiessatisfiedneutraldissatisfied
  61. 61. 61DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the environmental protection facilities provided by them?Particulars No of respondents Percentage ofrespondentsSatisfied28 56%neutral4 8%dissatisfied18 36%TOTAL50 100%7.
  62. 62. 62DCSMAT SCHOOL OF MEDIA AND BUSINESS538250satisfaction on canteen facilitieshighly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  63. 63. 63DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the canteen facilities provided by them?particulars No of respondents Percentage ofrespondentsHighly satisfied 5 10%Satisfied 38 76%Neutral 2 4%Dissatisfied 5 10%Highly dissatisfied 0 -TOTAL 50 100%
  64. 64. 64DCSMAT SCHOOL OF MEDIA AND BUSINESS8.2283170satisfaction on conveyance allowancehighly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  65. 65. 65DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the conveyance allowance?Particulars No of respondents Percentage ofrespondentsHighly satisfied 2 4%Satisfied 28 56%Neutral 3 6%Dissatisfied 17 34%Highly dissatisfied 0 -TOTAL 50 100%
  66. 66. 66DCSMAT SCHOOL OF MEDIA AND BUSINESS9.131990satisfaction on drinking water and sanitationhighly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  67. 67. 67DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the drinking water facilities and sanitation?Particulars No of respondents Percentage ofrespondentsHighly satisfied 1 2%Satisfied 31 62%Neutral 9 18%Dissatisfied 9 18%Highly dissatisfied 0 -TOTAL 50 100%
  68. 68. 68DCSMAT SCHOOL OF MEDIA AND BUSINESS10.29417satisfaction on educational benefitssatisfiedneutraldissatisfied
  69. 69. 69DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the educational benefits provided by them?particulars No of respondents Percentage ofrespondentsSatisfied 29 58%Neutral 4 8%Dissatisfied 17 34%TOTAL 50 100%
  70. 70. 70DCSMAT SCHOOL OF MEDIA AND BUSINESS11.1164227satisfaction on recreational facilities and restroom facilities.highly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  71. 71. 71DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the recreational benefits and rest room facilities?particulars No of respondents Percentage ofrespondentsHighly satisfied 1 2%Satisfied 16 32%Neutral 4 8%Dissatisfied 22 44%Highly dissatisfied 7 14%TOTAL 50 100%
  72. 72. 72DCSMAT SCHOOL OF MEDIA AND BUSINESS12.02112170satisfaction on retirement benefitshighly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  73. 73. 73DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the retirement benefits?particulars No of respondents Percentage ofrespondentsHighly satisfied 0 -Satisfied 21 42%Neutral 12 24%Dissatisfied 17 34%Highly dissatisfied 0 -TOTAL 50 100%
  74. 74. 74DCSMAT SCHOOL OF MEDIA AND BUSINESS13.4208satisfaction on festival advances paid by thecompanysatisfiedneutraldissatisfied
  75. 75. 75DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the festival advances paid by the company?Particulars No of respondents Percentage ofrespondentsSatisfied 42 84%Neutral 0 -Dissatisfied 8 16%TOTAL 50 100%
  76. 76. 76DCSMAT SCHOOL OF MEDIA AND BUSINESS14.181418satisfaction on opportunities to use the newtechnologysatisfiedneutraldissatisfied
  77. 77. 77DCSMAT SCHOOL OF MEDIA AND BUSINESSHow far are you satisfied in using the new technology?particulars No of respondents Percentage ofrespondentsSatisfied 18 36%Neutral 14 28%Dissatisfied 18 36%TOTAL 50 100%
  78. 78. 78DCSMAT SCHOOL OF MEDIA AND BUSINESS15.0325130satisfaction on first aid facilitieshighly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  79. 79. 79DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the first aid facilities?particulars No of respondents Percentage ofrespondentsHighly satisfied 0 -Satisfied 32 64%Neutral 5 10%Dissatisfied 13 26%Highly dissatisfied 0 -TOTAL 50 100%
  80. 80. 80DCSMAT SCHOOL OF MEDIA AND BUSINESS16.134762safety measures within the factoryhighly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  81. 81. 81DCSMAT SCHOOL OF MEDIA AND BUSINESSHow far are you satisfied with the safety measures within the factory?particulars No of respondents Percentage ofrespondentsHighly satisfied 1 2%Satisfied 34 68%Neutral 7 14%Dissatisfied 6 12%Highly dissatisfied 2 4%TOTAL50 100%
  82. 82. 82DCSMAT SCHOOL OF MEDIA AND BUSINESS17.02014142satisfaction on vacation packageshighly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  83. 83. 83DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the vacation packages?particulars No of respondents Percentage ofrespondentsHighly satisfied 0 -Satisfied 20 40%Neutral 14 28%Dissatisfied 14 28%Highly dissatisfied 2 4%TOTAL 50 100%
  84. 84. 84DCSMAT SCHOOL OF MEDIA AND BUSINESS18.22810100performance appriasal schemeshighly satisfiedsatisfiedneutraldissatisfiedhighlydissatisfied
  85. 85. 85DCSMAT SCHOOL OF MEDIA AND BUSINESSHow far are you satisfied with the performance appraisal schemes?particulars No of respondents Percentage ofrespondentsHighly satisfied 2 4%Satisfied 28 56%Neutral 10 20%Dissatisfied 10 20%Highly dissatisfied 0TOTAL 50 100%
  86. 86. 86DCSMAT SCHOOL OF MEDIA AND BUSINESS19.2291450satisfaction on jobhighly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied
  87. 87. 87DCSMAT SCHOOL OF MEDIA AND BUSINESSHow far are you satisfied with your job?Particulars No of respondents Percentage ofrespondentsHighly satisfied 2 4%Satisfied 29 58%Neutral 14 28%Dissatisfied 5 10%Highly dissatisfied 0 0%TOTAL 50 100%
  88. 88. 88DCSMAT SCHOOL OF MEDIA AND BUSINESS20.05101520253035satisfiedneutraldissatisfied33215satisfaction on health check ups within thecompanysatisfaction on health check upswithin the company
  89. 89. 89DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the health check ups within the company?particulars No of respondents Percentage ofrespondentsSatisfied 33 66%Neutral 2 4%Dissatisfied 15 30%TOTAL 50 100 %
  90. 90. 90DCSMAT SCHOOL OF MEDIA AND BUSINESS21.2271460presence of welfare officerhighly effectiveeffectiveneutralineffectivehighly ineffective
  91. 91. 91DCSMAT SCHOOL OF MEDIA AND BUSINESSHow effective is the presence of welfare officer?particulars No of respondents Percentage of respondentsHighly effective 2 4%Effective 27 54%Neutral 14 28%Ineffective 6 12%Highly ineffective 0 0TOTAL 50 100%
  92. 92. 92DCSMAT SCHOOL OF MEDIA AND BUSINESS22.233870companys response with emergencysituationshighly effectiveeffectiveneutralineffectivehighly ineffective
  93. 93. 93DCSMAT SCHOOL OF MEDIA AND BUSINESSHow effective is the companys response to emergency situations?Particulars No of respondents Percentage ofrespondentsHighly 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 toemergency situations. Remaining 30 % are unsatisfied with the companys responseto emergency situations.
  94. 94. 94DCSMAT SCHOOL OF MEDIA AND BUSINESS2228recognition for jobrecognisednot recognised
  95. 95. 95DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you recognized for your job?Particulars No of respondents Percentage ofrespondentsyes 22 44%no 28 56%TOTAL 50 100%INTEPRETATION :44% feel that they are not recognized for their job whereas majority of therespondents are recognized for their job.
  96. 96. 96DCSMAT SCHOOL OF MEDIA AND BUSINESS24.2301260superior- subordinate relationshiphighly effectiveeffectiveneutralineffectivehighly ineffective
  97. 97. 97DCSMAT SCHOOL OF MEDIA AND BUSINESSHow far are you satisfied with the superior – aubordiante relationship?Particulars No of respondents Percentage of respondentsHighly satisfied 2 4%Satisfied 30 60%Neutral 12 24%Dissatisfied 6 12%Highly dissatisfied 0 0TOTAL 50 100 %INTEPRETATION :The above table shows that majority of the employees i.e 60% are satisfied withthe superior – subordinate relationship , 24% are not satisfied nor dissatisfied withit, 12 % i.e 6n employees are completely dissatisfied with the superior – subordinate relationship. 4% are highly satisfied.
  98. 98. 98DCSMAT SCHOOL OF MEDIA AND BUSINESS37013bonus/ exgratia paymentssatisfiedneutraldissatisfied
  99. 99. 99DCSMAT SCHOOL OF MEDIA AND BUSINESSAre you satisfied with the bonus/exgratia payments?Particulars No ofrespondentsPercentage ofrespondentsSatisfied 37 74%Neutral 0 -Dissatisfied 13 26%TOTAL 50 100%INTEPRETATION :The above analysis states that majority of employees are satisfied with the bonusexgratia/ payments .Only a s mall portion of the respondents are unsatisfied withthe bonus payments.
  100. 100. 100DCSMAT SCHOOL OF MEDIA AND BUSINESSFINDINGS ANDSUGGESTIONS
  101. 101. 101DCSMAT SCHOOL OF MEDIA AND BUSINESSFINDINGS : 64% of the employees are satisfied with their income while 56% aredissatisfied. 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 accidentand injury benefits i.e 35 out of 50employees are satisfied. From the survey it is seen that majority are satisfied with the environmentalprotection facilities. It is seen that 43 employees are satisfied with the canteen facilties while therest 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 drinkingwaterand sanitation facilities. 29 emplyees out of 50 are satisfied wth the educational benefits provided. 4are neither satisfied nor dissatisfied.17 are completely dissatisfied with theeducational benefits. Only 17 are satisfied with the rest room facilities , while 29 out of 509 aredissatisfied with the recreation and rest room. 21 out of 50 employees are satisfied with the retirement benefits while 17are dissatisfied. Majority are highly satisfied with the festival advances provided by KSDL. Only 18are satisfied with the opportunities to use the new technology while18 are dissatisfied and 14 are neither satisfied nor dissatisfied.
  102. 102. 102DCSMAT SCHOOL OF MEDIA AND BUSINESS Majority of the employees are satisfied with the first aid facilities. Majority of the employees are satisfied with the safety measures within thecompany. Only 20 employees out of 50 are satisfied with the holidays and vactationpackages. Rest are neither satisfied nor dissatisfied and completelydissatisfied. 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 aredissatisfied. 27 of the employees i.e majority of them say that the presence of theirwelfare officer is highly effective. Majority i.e 33 out of 50 say that the companys response towards emergencysituations is highly effective. Majority are not recognized for their job i.e 28 employees are not recognizedfor their job. 30 out of 50 are happy with their superior- sub ordinate relationship.only 6are unsatisfied. 37 are happy with their bonus payments.
  103. 103. 103DCSMAT SCHOOL OF MEDIA AND BUSINESSSUGGESTIONS :Many employees are of the opinion that HR department should treatall the employees equally. Regarding all the employees equal wouldboost 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 thecompany 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 employeesworking are above middle age.Performance appraisal schemes can be renewed as the employeesneed more motivation.Employees can be given more holidays and festival advances
  104. 104. 104DCSMAT SCHOOL OF MEDIA AND BUSINESSANNEXUREA study on employee welfare measures at Karnataka soaps and detergentsQuestionnaireName :Age :Qualification :Income :1.Which department do you work in?2.Are you satisfied with your income?Yes no3.Are you satisfied with the medical benefits they are providing?Highly satisfied satisfied neutral dissatisfied highly dissatisfied4.Is their any maternity benefits for women employee?Yes no5.Are you satisfied with the injury benefits / accident benefits?Highly satisfied satisfied neutral dissatisfied highly dissatisfied6.Are there any environmental protection facilities available here?
  105. 105. 105DCSMAT SCHOOL OF MEDIA AND BUSINESSYes no7.Are you satisfied with the canteen facilities provided by them?Highly satisfied satisfied neutral dissatisfied highly dissatisfied8.Are you satisfied with the conveyance allowance provided?Highly satisfied satisfied neutral dissatisfied highly dissatisfied9.Are you satisfied with the drinking water and sanitation facilities?Highly satisfied satisfied neutral dissatisfied highly dissatisfied10.Are there educational benefits provided?Yes no11.Are you satisfied with the recreational facilities and rest room facilities?Highly satisfied satisfied neutral dissatisfied highly dissatisfied12.Are you satisfied with the retirement benefits?Highly satisfied satisfied neutral dissatisfied highly dissatisfied13.Are there festival advances provided by the company?Yes no
  106. 106. 106DCSMAT SCHOOL OF MEDIA AND BUSINESS14.Is there any opportunities for you to use the new technology?Yes no15.Are you satisfied with the first aid facilities?Highly satisfied satisfied neutral dissatisfied highly dissatisfied16.Are you satisfied with the safety measures within the factory?Highly satisfied satisfied neutral dissatisfied highly dissatisfied17.Are you satisfied with the vacation packages?Highly satisfied satisfied neutral dissatisfied highly dissatisfied18.How far are you satisfied with the performance appraisal schemes?Highly satisfied satisfied neutral dissatisfied highly dissatisfied19.How far are you satisfied with your job?Highly satisfied satisfied neutral dissatisfied highly dissatisfied20.Are there free health check ups in the organization?Yes no21. How effective is the presence of welfare officer?
  107. 107. 107DCSMAT SCHOOL OF MEDIA AND BUSINESSHighly effective effective neutral ineffective highly ineffective22.How is the companys response with emergency situations?Highly effective effective neutral ineffective highly ineffective23.Do you feel you are recognised for your job?Yes no24.What is your level of satisfaction regarding superior – subordinaterelationship?Highly effective effective neutral ineffective highly ineffective25.Do you have any bonus / exgratia payments?Yes no26.Suggestions to improve your welfare?
  108. 108. 108DCSMAT SCHOOL OF MEDIA AND BUSINESSBIBLIOGRAPHY
  109. 109. 109DCSMAT SCHOOL OF MEDIA AND BUSINESSBIBLIOGRAPHYIndustrialreations.naukrihub.comwww.articlesbase.comwww.google.comwww.wikipedia.comwww.wikianswers.comwww.mbareports.comwww.b2binternational.comwww.ventureline.com

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